Sentences with phrase «possible employers when»

Not exact matches

When it comes to possible solutions, Farrington is quick to point to programs that have «strong participation from the government, the employer and the individual.»

It was made possible when Congress wanted to give American workers another option for growing retirement assets and so allowed for a 401 (k) plan to invest in Qualified Employer Securities — which then allows the individual to fund a business.

I started investing through my previous employer's 401K plan in 1995, when my «investing style» pretty much consisted of ignoring my account and letting the money go into the default investment, which was the most conservative option possible.

Furthermore, one discovers that the feeling of powerlessness is compounded when one has to conform to the demands and schedules of possible employers.

Time for some brutal honesty... this team, as it stands, is in no better position to compete next season than they were 12 months ago, minus the fact that some fans have been easily snowed by the acquisition of Lacazette, the free transfer LB and the release of Sanogo... if you look at the facts carefully you will see a team that still has far more questions than answers... to better show what I mean by this statement I will briefly discuss the current state of affairs on a position - by - position basis... in goal we have 4 potential candidates, but in reality we have only 1 option with any real future and somehow he's the only one we have actively tried to get rid of for years because he and his father were a little too involved on social media and he got caught smoking (funny how people still defend Wiltshire under the same and far worse circumstances)... you would think we would want to keep any goaltender that Juventus had interest in, as they seem to have a pretty good history when it comes to that position... as far as the defenders on our current roster there are only a few individuals whom have the skill and / or youth worthy of our time and / or investment, as such we should get rid of anyone who doesn't meet those simple requirements, which means we should get rid of DeBouchy, Gibbs, Gabriel, Mertz and loan out Chambers to see if last seasons foray with Middlesborough was an anomaly or a prediction of things to come... some fans have lamented wildly about the return of Mertz to the starting lineup due to his FA Cup performance but these sort of pie in the sky meanderings are indicative of what's wrong with this club and it's wishy - washy fan - base... in addition to these moves the club should aggressively pursue the acquisition of dominant and mobile CB to stabilize an all too fragile defensive group that has self - destructed on numerous occasions over the past 5 seasons... moving forward and building on our need to re-establish our once dominant presence throughout the middle of the park we need to target a CDM then do whatever it takes to get that player into the fold without any of the usual nickel and diming we have become famous for (this kind of ruthless haggling has cost us numerous special players and certainly can't help make the player in question feel good about the way their future potential employer feels about them)... in order for us to become dominant again we need to be strong up the middle again from Goalkeeper to CB to DM to ACM to striker, like we did in our most glorious years before and during Wenger's reign... with this in mind, if we want Ozil to be that dominant attacking midfielder we can't keep leaving him exposed to constant ridicule about his lack of defensive prowess and provide him with the proper players in the final third... he was never a good defensive player in Real or with the German National squad and they certainly didn't suffer as a result of his presence on the pitch... as for the rest of the midfield the blame falls squarely in the hands of Wenger and Gazidis, the fact that Ramsey, Ox, Sanchez and even Ozil were allowed to regularly start when none of the aforementioned had more than a year left under contract is criminal for a club of this size and financial might... the fact that we could find money for Walcott and Xhaka, who weren't even guaranteed starters, means that our whole business model needs a complete overhaul... for me it's time to get rid of some serious deadweight, even if it means selling them below what you believe their market value is just to simply right this ship and change the stagnant culture that currently exists... this means saying goodbye to Wiltshire, Elneny, Carzola, Walcott and Ramsey... everyone, minus Elneny, have spent just as much time on the training table as on the field of play, which would be manageable if they weren't so inconsistent from a performance standpoint (excluding Carzola, who is like the recent version of Rosicky — too bad, both will be deeply missed)... in their places we need to bring in some proven performers with no history of injuries... up front, although I do like the possibilities that a player like Lacazette presents, the fact that we had to wait so many years to acquire some true quality at the striker position falls once again squarely at the feet of Wenger... this issue highlights the ultimate scam being perpetrated by this club since the arrival of Kroenke: pretend your a small market club when it comes to making purchases but milk your fans like a big market club when it comes to ticket prices and merchandising... I believe the reason why Wenger hasn't pursued someone of Henry's quality, minus a fairly inexpensive RVP, was that he knew that they would demand players of a similar ilk to be brought on board and that wasn't possible when the business model was that of a «selling» club... does it really make sense that we could only make a cheeky bid for Suarez, or that we couldn't get Higuain over the line when he was being offered up for half the price he eventually went to Juve for, or that we've only paid any interest to strikers who were clearly not going to press their current teams to let them go to Arsenal like Benzema or Cavani... just part of the facade that finally came crashing down when Sanchez finally called their bluff... the fact remains that no one wants to win more than Sanchez, including Wenger, and although I don't agree with everything that he has done off the field, I would much rather have Alexis front and center than a manager who has clearly bought into the Kroenke model in large part due to the fact that his enormous ego suggests that only he could accomplish great things without breaking the bank... unfortunately that isn't possible anymore as the game has changed quite dramatically in the last 15 years, which has left a largely complacent and complicit Wenger on the outside looking in... so don't blame those players who demanded more and were left wanting... don't blame those fans who have tried desperately to raise awareness for several years when cracks began to appear... place the blame at the feet of those who were well aware all along of the potential pitfalls of just such a plan but continued to follow it even when it was no longer a financial necessity, like it ever really was...

I am still feeding a 2 year old and have never had a single comment that's bothered me - I don't remember having a single comment but it's entirely possible that I've just missed them: - / It's even more of a crying shame because in my shoes, with intelligent parents who don't exactly earn much but are far from on the breadline, good food, plenty of books in the house, an employer who tolerates the fact I need stay off sometimes when my child is sick, yadda yadda yadda... it's not going to make a huge amount of difference to my little boy.

It is right as well they did not dump it here which is great news, I think the BBC has to learn that while we are now in a New labour world we must tug the old cap when passing your boss if he says hello fall to the floor and kiss his boots if not his ass, we must do anything and every thing possible not to anoy employers even dirty scum like this.

I doubt we're close to the days when potential employers look at your Goodreads activity the way they currently look at new hires» Facebook activity, but it's possible to find ill - chosen words in a good internet search.

I started investing through my previous employer's 401K plan in 1995, when my «investing style» pretty much consisted of ignoring my account and letting the money go into the default investment, which was the most conservative option possible.

If you can't afford to pay the maximum for matching employer contributions when you first get started with work, you should make a goal to work towards it as quickly as possible.

As an example an employer who sets out issues that were overcome with regard to access to a building, a wider disabled parking bay on site, a work station positioned with access to a disabled toilet and, if at all possible, a quiet room for the person to rest in when fatigued.

Further, unless new rights or remedies relate to this particular type of workplace harassment, it remains to be seen how the inclusion of a specific definition will improve upon the obligations of employers or future worker rights, when Ontario already has the most expansive definition of harassment possible.

The consultation on possible changes to the employer debt legislation opened on 12 March 2015 and closed on 22 May 2015 since when nothing further heard...

The Committee then listed six different situations where lawyers might consider a more secure communication method than email, including when: 1) communicating highly sensitive or confidential information via email or unencrypted email connections, 2) sending an email to or from an account that the email sender or recipient shares with others, 3) sending an email to a client when it is possible that a third person (such as a spouse in a divorce case) knows the password to the email account, or to an individual client at that client's work email account, especially if the email relates to a client's employment dispute with his employer 4) sending an email from a public computer or a borrowed computer or where the lawyer knows that the emails may be read on a public or borrowed computer or on an unsecure network, 5) sending an email if the lawyer knows that the recipient may access it on devices that are potentially accessible to third persons or are not protected by a password, or 6) sending an email if the lawyer is concerned that the NSA or other law enforcement agency may read the email, with or without a warrant.

Employers need to make reasonable efforts to determine the extent of the family status - related needs of their employees as soon as possible when responding to family status accommodation requests;

insurance companies and their policyholders (your employer) too often wants to pay as little as possible when claims are filed.

It is well worth an employer addressing these potential issues when drawing up the terms of the contract so as to cover all possible legal eventualities.

When considering whether to delay internal disciplinary proceedings in those circumstances, the employer must look at all of the circumstances and balance its need to conclude the disciplinary process against the possible prejudice to the employee.

When communicating the employment reference, the employer's representative should speak as truthfully as possible and without malice.

When dealing with a disabled employee, employers may not refuse to consider possible accommodations because those accommodations would conflict with an employer's rules.

Employers should follow the Code as far as possible when dealing with flexible working requests as Employment Tribunals must take it into consideration when deciding whether a request was handled reasonably.

When instructed to represent an employee of a regulated firm, where appropriate, we work closely with that firm and its lawyers to reach the best possible outcome for our client and their employer.

Comment: Several commenters urged us to require de-identified information to be used to the greatest extent possible when information is being shared with employers.

We recommend entering your employer or association name when you are quoting so that we can offer you the best possible price.

Think about the experience, quantify the results, and make sure you're being as concise and succinct as possible about this on your resume and when you're speaking with employers.

While you always want to give your current position plenty of notice (more on that later) it's entirely possible to search, apply and interview a new position without your current employer finding out, keeping you in the captain's chair when it comes to your career moves.

This is a double whammy when it comes to appearing as attractive as possible to your new potential employer.

That possible employer will not want to see your resume if his first impression of you when he searches online is negative.

Once you're hired, there will likely be times when a more formal tone is needed, so it's good to show a possible employer that you're capable of both formal and informal communication.

When composed thoughtfully and with attention to detail, your resume becomes an effective marketing tool that presents you in the best possible light to potential employers.

When you have to divulge such information, always include an application addendum where you explain the situation in the most positive light possible and share how you have changed with employer references, employment tenure, and awards.

Also, when possible, use numbers to demonstrate how your efforts benefited your employers.

Build in proof (with figures, percentages, and dollar amounts, when possible) that you have a history of impacting bottom line and will do so for your next employer too.

When this isn't possible, seize every opportunity and show the extra effort to catch the employer's attention by providing evidence that you're the right candidate for their job.

It is imperative that you sound eager when having the phone interview so the employer knows that you are a serious applicant and are also interested in doing your best possible.

Try to be specific when mentioning the skills you can bring to the position in your cover letter and, if possible, have real life examples you can share with employers during interviews.

You never know when a previous employer might be contacted by a prospective one, so it is wise to leave on the best possible terms.

Be sure to be honest with your interviewer about when you can work, and if your availability isn't the right fit for the employer, it's better to know that as soon as possible so you can look for other positions.

If you can, give your reference an idea of the type of job you are applying for, and whenever possible, let them know when you think an employer will be calling them, so they can be available and will have some time to think about what to say.

Relevance is important when it comes to resumes — it's not that employers are lazy, but that it's in your best interest to make it as easy as possible for them to understand you as a candidate.

When applying to a conservative employer, use a chronological or chronological hybrid format if at all possible, because they are the most traditional formats.

When you miss work due to illness, you need to let your employer know as soon as possible.

When the employer asks your permission to run the check, you should explain as succinctly and honestly as possible what they may find, and what you have done to rectify the situation.

Even if you think your past employer won't share the fact that you were let go, you should always be as honest as possible when discussing your circumstances — although there are indeed right and wrong ways to answer questions about a firing.

When hiring, employers look for applicants who have as many of the required skills for the job as possible.

When you're looking for a job on LinkedIn you need to be sure that every aspect of your profile is working towards a common goal and that it's fully optimized for possible employers to get a good look at you and what you can accomplish.

Plus, when you share your passion in your cover letter, you're giving the employer a taste of your personality and your possible fit for their culture.

When talking about your most significant and relevant achievements, try to use quantitative information such as the exact percentage by which you increased sales or the precise number of man hours that you saved your previous employer and, where possible, demonstrate your ability to either make or save the recruiter money.

This will help them feel as confident and prepared as possible when speaking with your potential employer.

Since most employers are looking for confidence when they skim through resumes, it is necessary to appear as confident as possible — even without the benefit of prior experience.