Sentences with phrase «rather than your employers»

Broadly that will be affecting employees rather than employers.»

Rather than employers «scouring the world» to find staff, she said, employers would need to focus more on making better use of home - grown talent.

You work for yourself rather than an employer and are drawing income from a trade or business you operate personally.

PRPPs are more like DC pensions, meaning that — as with RRSPs — investment risk is being shouldered by the worker / investor rather than their employers.

Defined Contribution (DC) plans, RRSPs, group RRSPs and the new PRPPs (Pooled Registered Pension Plans) are all fine vehicles but they do require more investing knowledge and therefore put investment risk squarely on the shoulders of plan members rather than employers.

The Court of Appeal stated that: «the case puts a spotlight on a business model under which operatives are intended to appear to clients of the business as working for the business, but at the same time the business itself seeks to maintain that, as between itself and its operatives, there is a legal relationship of client or customer and independent contractor rather than employer and employee or worker».

This focused on yourself rather than the employer.

When you start off your resume with an objective statement, you brand yourself as interested in your wants, rather than the employer's needs.

Most of the approaches to achieving some kind of balance depend on us (rather than our employers) doing something different.

Any discussion of salary demands or required benefits naturally turns that focus to your needs rather than the employer's.

A Few Career Blogs Worth Your Time Bailey Work Play Career Hub CareerDiva Dan Erwin Blog Escape from Cubicle Nation Pongo Resume Susan Strayer The M.A.P.. Most of the approaches to achieving some kind of balance depend on us (rather than our employers) doing something different.

Not exact matches

Many actually find they prefer being «hired when needed» as it means they can offer their services to a variety of employers, rather than just one.

He would also like to create a tax deduction for all out - of - pocket expenses paid via an HSA that is set up individually rather than through an employer.

That was his first inkling that a piecemeal approach — one question, weekly, rather than a boatload of questions, annually — might be more fruitful for both employees and employers.

Rather than saying you have to have this particular mobile device or accept an employee bring in any device they please, employers can give their employees a reasonable list of devices to choose from.

Employers should consider involving those employees in the process of developing their inventions rather than just taking the inventions and running with them.»

It feels more like being part of a family rather than the usual employer - employee relationship.

Rather than the prospective employee adapting their qualifications, employers must recruit workers and make their job more appealing.

The three companies are self - insured employers, which means that when you're an employee going to a doctor's appointment, your employer is ultimately footing the bill for the MRI you receive, rather than a health insurer.

«It looks like the temporary foreign worker program in many cases is serving as an escape valve for many employers,» who resort to imported labour rather than raise wages to attract Canadian candidates, he says.

Rather than jawboning companies to make uneconomic decisions, Trump and Congress should instead work with major employers to train and educate workers.

As the labor market in the U.S. tightens, employers have turned to perks like paid time off, maternity leave, and signing bonuses — rather than higher wages in some instances — as the carrots they dangle to attract new talent.

Partly as a result, Black has noticed that Gen Zers are a bit more inclined than Gen Y to favor the idea of developing skills and building career in one place, rather than hopping around from one employer to another.

Regulatory changes had been in the wind for some time as the evidence against the program built up, yet employers relied on the lobbying efforts of the Canadian Federation of Independent Business to maintain the program rather than taking steps to improve domestic recruitment and training efforts or adjust wages and benefits to attract workers.

So when 88 % of millennials call for a collaborative culture rather than a competitive one, employers should listen.

Research conducted by VIA Institute reveals that 78 % of employees feel that they are appreciated, and it makes a difference when their employers concentrate more on their strengths rather than their weaknesses.

Seeing your company touting diversity initiatives rather than battling a public relations nightmare can convince an employee to give their employer the benefit of the doubt.

If you are contributing enough to get the employer match, and still have extra money, the next step Clark recommends is a Roth account (rather than contributing any more to your 401 (k) past the match amount).

The deduction creates a huge loophole for rich people, who could incorporate as sole proprietorships and «contract» with their employers so their income is counted as pass - through income rather than wages.

«By taking charge of their earning power, rather than waiting for governments, financial institutions and employers to «right themselves,» the baby boomer generation now has the power and access to put their skills and abilities on the global market regardless of where they live or work now,» he says.

The 25 percent bracket creates a huge loophole for rich people, who could incorporate as sole proprietorships and «contract» with their employers so their income is pass - through income rather than wages.

The deduction creates a huge loophole for rich people, who could incorporate as sole proprietorships and «contract» with their employers so their income is pass - through income rather than wages.

The NUA tax strategy allows certain clients whose qualified retirement plans contain these appreciated employer securities to eventually pay taxes on the appreciated value of those securities at the lower long - term capital gains tax rate, rather than at the ordinary income tax rate that would otherwise apply to retirement plan distributions.

Generally, from a tax perspective, it is more favorable for participants to roll over their retirement plan assets to an IRA or new employer - sponsored plan rather than take a lump - sum distribution.

Finally, the majority of survey respondents said they would use the funds offered by an employer to make extra student loan payments rather than simply cover a portion of their monthly bills.

Charlie Shipman of Blue Keel Financial Planning said it's important that «a percentage of each paycheck — rather than a specific dollar amount — is contributed automatically to their 401k or other employer - sponsored retirement plan.»

Analyses of media coverage have noted that business sources were overwhelmingly cited in stories rather than labour sources, negative impacts on employers were over-reported relative to positive impacts for workers and research findings were misreported to create the impression of damage to the economy.

At Fidelity, we believe that you should consider contributing the full amount of 401 (k) elective deferral contributions required to receive the maximum employer match offered in your workplace retirement plan as your first priority, rather than leaving that money on the table.

Another encouraging change for jobseekers and employers alike is that more employers are proudly discussing their flexible work options as a business strategy rather than just an employee perk.

A huge amount of productivity is lost every year by companies whose workers are putting a percentage of their creative minds into flirting rather than into achieving anything of value for their employers.

The Protestant work ethic may be the most effective way to promote a renewed sense of responsibility, because it emphasizes the inner resources of faith rather than any external incentives that our employers may offer.

Alternatively, rather than singling out political speech, employers may seek to prohibit disruptive workplace activities generally.

But there was even an effort in that legislation that was being proposed by the government to ensure that we would see coercive powers used against workers rather than used against employers who were intentionally underpaying those workers or other workers in the labour market.

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...

The former Dortmund midfielder will hope to guide the club back into the Premier League sooner rather than later, but it remains to be seen whether or not he'll be facing his former employers in the top flight or second tier of English football first.

This is van der Wiel the person, rather than van der Wiel the soccer player: A tattooed 29 - year - old individual who still seeks ways of connecting his passions with his on - field duties, which sometimes aren't appreciated by his employers.

Discussing maternity leave should happen sooner rather than later in most offices.This extended time frame allows your employer to devise a plan for when you're on maternity leave.

No doubt many of you in the audience who work do have access to paid leave, but certainly the lower socio - economic groups never will as long as access to such an entitlement is decided on by the employer rather than mandated by the government.

Even more than John Lewis (perhaps because the Mondragon Corporation grew from scratch, rather than being bequeathed to the workers by their former employer), it has been seen a as case which demonstrates the viability of employee ownership and a model for how to do it.

i) Business mileage: many employers reimburse for fuel only at the lower HMRC approved company car fuel rates even where the employee is using his or her own car for work (usually because the employee has had a choice whether or not to receive a company car and chosen not to), rather than at the Authorised Mileage Allowance Payment (AMAP) rates of 45p for the first 10,000 business miles and 25p thereafter.