Sentences with phrase «report changes in the employment»

This might sound obvious, but if you quit your job we will have to report this change in employment status to the lender.

Not exact matches

Economists were saved from the embarrassment of being wrong again in their forecasts of the monthly change in non-farm payrolls this past Friday because the government shutdown prevented the release of the September employment report.

The change in total nonfarm payroll employment for April has been revised to 199,000 jobs gained, up from a previously reported 149,000.

On the Wednesday preceding Employment Friday, ADP / Moody's releases its estimate of what it perceives the BLS is going to report as the change in private nonfarm payrolls for the prior month.

Job creation remained solid in the small business sector as owners reported a seasonally - adjusted average employment change per firm of 0.36 workers, one of the best readings in survey history.

Employment was little changed in September from August, as employers added 112,000 full - time workers, offsetting a decline of similar magnitude in part - time work, Statistics Canada reported on Oct. 5.

In addition to another round of earnings reports, investors will be watching the ADP employment change report as the countdown to the monthly jobs data on Friday begins.

All markets will continue to focus on the volatility in the equity and bond markets, geopolitical events, developments with the Trump Administration, corporate earnings, oil prices, and will turn to earnings from Apple after the bell today, and reports tomorrow on Japanese PMI, Chinese Caixin PMI, Eurozone GDP, PMI, Unemployment, US MBA Mortgage Applications, ADP Employment Change, Oil Inventories, and the FOMC Meeting Statement for near term direction.

A recent parliamentary report found that Muslim women often feel pressured to change their appearance or anglicize their name in order to access employment.

I / we agree that if any material change (s) occur (s) in my / our financial condition that I / we will immediately notify BSHFC of said change (s) and unless Baby Safe Homes Franchise Corporation is so notified it may continue to rely upon the application and financial statement and the representations made herein as a true and accurate statement of my / our financial condition.nI / we authorize Baby Safe Homes Franchise Corporation to make whatever credit inquiries / background checks it deems necessary in connection with this application and financial statement.nI / we authorize and instruct any person or consumer reporting agency to furnish to BSHFC any information that it may have to obtain in response to such credit inquiries.nIn consideration of the ongoing association between Baby Safe Homes and the undersigned applicant (hereinafter u201cApplicantu201d), the parties hereto have entered into this Non-Disclosure and Non-Competition Agreement.nWHEREAS, in the course of its business operations, Baby Safe Homes provides its customers products and services which, by nature of the business, include trade secrets, confidential and proprietary information, and other matters deemed material or important enough to warrant protection; and WHEREAS, Applicant, by reason of his / her interest in Baby Safe Homes and in the course of his / her duties, has access to said secrets and confidential information; and WHEREAS, Baby Safe Homes has trade secrets and other confidential and proprietary information, including procedures, customer lists, and particular desires or needs of such customers to which Applicant has access in the course of his / her duties as an Applicant.nNow, therefore, in consideration of the premises contained herein, the parties agree as follows Applicant shall not, either during the time of his / her franchise evaluation with Baby Safe Homes or at any time thereafter either directly or indirectly, communicate, disclose, reveal, or otherwise use for his / her own benefit or the benefit of any other person or entity, any trade secrets or other confidential or proprietary information obtained by Employee by virtue of his / her employment with Baby Safe Homes, in any manner whatsoever, any such information of any kind, nature, or description concerning any matters affecting or relating to the Baby Safe Homes business, or in the business of any of its customers or prospective customers, except as required in the course of his / her employment by Baby Safe Homes or except as expressly authorized Baby Safe Homes Franchise Corporation, in writing.nDuring any period of evaluation with Baby Safe Homes, and for two (2) years thereafter, Applicant shall not, directly or indirectly, induce or influence, divert or take away, or attempt to divert or take away and, during the stated period following termination of employment, call upon or solicit, or attempt to call upon or solicit, any of the customers or patrons Baby Safe Homes including, but not limited to, those upon whom he / she was directly involved, or called upon, or catered to, or with whom became acquainted while engaged in the franchise evaluation process of a Baby Safe Homes franchise business.

Reporting changes in case circumstances to the agency (household composition, employment, address).

I did indeed pledge to oppose the fee rises under the current system but Lord Browne's report proposes many of the changes I campaigned for, - more support for students from poorer backgrounds, a proper Graduate starting salary before paying money back, and a duty on universities to provide much more information to students about what they get for their money and the likelihood of graduate employment in their chosen sectors.

Such changes would benefit all postdoctoral scientists, male and female — but, the report says, «A move towards longer - term employment of academic researchers should encourage maternity provisions in line with other employment sectors.»

In the Bureau of Labor Statistics» Jobs Report released Friday, February 5, the employment - to - population ratio for working - age people with disabilities experienced almost no change from 26.7 percent in January 2015 to 26.6 percent in January 2016 (down 0.4 percent; 0.1 percentage pointsIn the Bureau of Labor Statistics» Jobs Report released Friday, February 5, the employment - to - population ratio for working - age people with disabilities experienced almost no change from 26.7 percent in January 2015 to 26.6 percent in January 2016 (down 0.4 percent; 0.1 percentage pointsin January 2015 to 26.6 percent in January 2016 (down 0.4 percent; 0.1 percentage pointsin January 2016 (down 0.4 percent; 0.1 percentage points).

Young teachers today say that they are less motivated than previous generations by a career in which their work responsibilities do not change over the course of their employment.16 Moreover, young teachers want to receive frequent feedback on their teaching, and they want to be rewarded for proving their ability to help students learn.17 Career pathways can provide young teachers with the feedback and mentorship that they report are lacking.18 Additional pathways can provide opportunities for these teachers to grow and excel, which is critical in order to increase student achievement and retain great teachers.

Among other things, the report tracks changes in state and local government employment since the recession began.

I concluded last month's Event Preview for Canada's August jobs report by noting that probability seems skewed more towards an upside since economists have a rather strong historical tendency to undershoot their guesstimates for net employment change in the August period.

The Government has said they will look at the recommendations in the report seriously but implementing changes will require an overhaul of employment law in many areas, including Employment employment law in many areas, including Employment Employment Tribunals.

As the Justice Select Committee reported earlier this year, we have seen a drop of almost 70 % in the number of cases brought before employment tribunals, but no real change in success rates.

Keeping up to date with employment law is a challenge in itself with cases being reported almost daily and regulations and the law changing frequently.

Headon, who served as Chair of the CBA Legal Futures Initiative, is a Past President of the Canadian Bar Association and is Assistant General Counsel — Labor and Employment Law, Air Canada.The CBA Futures Report (issued in August 2014) is an attempt to help our members understand why client expectations are changing and how they can get ahead of them.

In this, our third update related to the Changing Workplaces Review Final Report (Final Report), we focus our discussion on the recommendations related to the Employment Standards Act, 2000.

a. Reduction in pay; b. Intolerable working conditions; c. Harassment and bullying; d. Human rights and discrimination claims; e. Demotions and other changes to employment, including reporting relationships; and f. Reduction in the quality of work assignments.

Commonly imposed conditions include; no contact orders between the accused and the victim or location of the alleged offence, prohibiting the offender from possessing firearms, ammunition or explosives, or reporting any changes in residence or employment to the court.

As we have previously reported, if passed, Bill 148 will amend the Employment Standards Act, 2000 (ESA) and the Labour Relations Act, 1995 (LRA), substantially changing the landscape of employment and labour law iEmployment Standards Act, 2000 (ESA) and the Labour Relations Act, 1995 (LRA), substantially changing the landscape of employment and labour law iemployment and labour law in Ontario.

(In calling on the Changing Workplaces Review, currently reviewing precarious employment relationships, to adopt their recommendations, MTCSALC notes they echo many made in a similar report 30 years agoIn calling on the Changing Workplaces Review, currently reviewing precarious employment relationships, to adopt their recommendations, MTCSALC notes they echo many made in a similar report 30 years agoin a similar report 30 years ago.)

In addition to a detailed analysis of the options proposed by the Special Advisors, the WAC / Parkdale report provides specific recommendations on the sweeping changes needed for Ontario's labour laws (Employment Standards Act & Labour Relations Act) to more effectively address low waged and precarious work conditions.

The report was commissioned to address the changing workplace and is expected to provide the road map for upcoming labour reforms — as the introduction reads, it is the «first independent report in Canada to consider, as a unified exercise, the need for specific legislative changes to two separate but related pieces of workplace legislation, namely, the Employment Standards Act and the Labour Relations Act.»

The report comes in response to the Commission's green paper on EU labour law and follows negotiations at the recent EU summit, which could mean big changes to UK employment practices.

As can be seen in this case, changes in reporting structure, job duties, managerial requirements, constitute a fundamental change of the employment agreement, and will likely lead to a finding of constructive dismissal, particularly where there is objective evidence.

The legal academic community has jump - started this discussion by beginning to implement changes to the curriculum, practical training initiatives, and greater transparency in reporting employment statistics.

RECRUITMENT CONSULTANT BIRMINGHAM CITY CENTRE # 18 - # 22K PA PLUS UNCAPPED OTE If you have the drive and ambition to succeed in a highly pressurised environment Extra Personnel are currently recruiting for: INDUSTRIAL RECRUITMENT CONSULTANT Hours of Work — Monday — Friday 40 hrs per week with flexibility to the business KEY DUTIES OF THE RECRUITMENT CONSULTANT * To identify suitable candidates for current and prospective industrial clients * Conduct interviews and full reference including right to work for all workers * To canvass new and existing clients to generate new business opportunities * Ensure that all clients and workers comply with health and safety legislation and promptly refer any concerns to the branch manager * Maintaining quality and ISO procedures in line with Standard Operating Procedures to ensure effective, positive quality audit results * Liaising daily with the clients and managing expectations including job requirements, hours of work and rates of pay * To conform to all statutory employment and contractual legislation * To ensure all administrative requirements are satisfied to ensure candidates are paid correctly, promptly and customers are invoiced promptly and correctly * Covering out of office calls and demands on a rota requirement * On time reporting of key information to Extra Personnel SKILLS REQUIRED FOR A RECRUITMENT CONSULTANT * Strong Sales and Customer service experience within a fast paced changing environment * Able to communicate at all levels from worker to director * Excellent organisational skills and the ability to prioritise workloads which continually change * Computer literate — outlook, excel and word * Ability to report critical information accurately and to tight deadlines * Ability to use a common sense approach to problem solving * Full UK driving license required BENEFITS As part of our commitment our Recruitment Consultant will also receive: * Excellent salary and bonus opportunities * Healthcare Scheme * Pension * Min 23 days holiday plus Bank Holidays rising to a maximum of 29 days plus Bank Holidays * Plus an additional days holiday for your Birthday * Continued advancement training

All the employers who are exempt from the changes in the Fair Credit in Employment Act must still comply with all of the provisions of the Fair Credit Reporting Act (FCRA).

• First - hand experience in collecting and summarizing timekeeping information to ensure correct payroll processing activities • Track record of accurately calculating garnishments and commissions and efficiently posting them to payroll systems • Competent at handling sophisticated payroll systems and databases by following state and federal rules and regulations • Proficient in calculating and depositing payroll taxes and processing employment verifications to ensure accurate payroll procedures • Adept at maintaining payroll information by collecting, calculating and entering payroll data into predefined company systems • Competent in determining payroll discrepancies and taking effective measures to ensure that they are corrected before they have an adverse effect on the system • Qualified to prepare payroll reports by compiling summaries of earnings, taxes, deductions and nontaxable wages • Effectively able to update payroll information by recording changes such as insurance coverage, loan payments and salary increases • Proven ability to address employees» pay - related concerns and queries by remaining within the confines of company protocols • Hands - on experience in developing, maintaining and managing comprehensive payroll records by ensuring that both confidentiality and security of information is maintained

The National Employment Law Project (NELP), National Consumer Law Center (NCLC), and Community Legal Services, Inc. (CLS) recently sent a letter to the Consumer Financial Protection Bureau (CFPB) providing information on a proposed Summary of Rights and regulatory changes to strengthen the protections found in the Fair Credit Reporting Act (FCRA) regarding criminal background checks on job applicants for eEmployment Law Project (NELP), National Consumer Law Center (NCLC), and Community Legal Services, Inc. (CLS) recently sent a letter to the Consumer Financial Protection Bureau (CFPB) providing information on a proposed Summary of Rights and regulatory changes to strengthen the protections found in the Fair Credit Reporting Act (FCRA) regarding criminal background checks on job applicants for employmentemployment.

Employment Screening Resources (ESR)-- a nationwide background screening firm accredited by the National Association of Professional Background Screeners (NAPBS ®)-- has announced the development of the «ESR Assured ComplianceSM» process that allows employers to automatically comply with federal and state laws governing employment screening background checks through the company's online paperless Applicant Generated Report (AGR) system that is constantly updated with required changes in hiring and employment reEmployment Screening Resources (ESR)-- a nationwide background screening firm accredited by the National Association of Professional Background Screeners (NAPBS ®)-- has announced the development of the «ESR Assured ComplianceSM» process that allows employers to automatically comply with federal and state laws governing employment screening background checks through the company's online paperless Applicant Generated Report (AGR) system that is constantly updated with required changes in hiring and employment reemployment screening background checks through the company's online paperless Applicant Generated Report (AGR) system that is constantly updated with required changes in hiring and employment reemployment regulations.

Created by ADP in partnership with Macroeconomic Advisers, LLC, the ADP National Employment Report is derived from actual payroll data from an anonymous subset of roughly 500,000 U.S. business clients and measures the change in total nonfarm private employment eEmployment Report is derived from actual payroll data from an anonymous subset of roughly 500,000 U.S. business clients and measures the change in total nonfarm private employment eemployment each month.

Because compliance with the laws that govern the background screening process can be confusing at best, Employment Screening Resources (ESR)-- a nationwide background screening firm accredited by the National Association of Professional Background Screeners (NAPBS ®)-- has developed the ESR Assured Compliance technology that allows employers to automatically comply with federal and state laws governing employment screening background checks through the company's online paperless Applicant Generated Report (AGR) system that is constantly updated with required changes in hiring and employment reEmployment Screening Resources (ESR)-- a nationwide background screening firm accredited by the National Association of Professional Background Screeners (NAPBS ®)-- has developed the ESR Assured Compliance technology that allows employers to automatically comply with federal and state laws governing employment screening background checks through the company's online paperless Applicant Generated Report (AGR) system that is constantly updated with required changes in hiring and employment reemployment screening background checks through the company's online paperless Applicant Generated Report (AGR) system that is constantly updated with required changes in hiring and employment reemployment regulations.

In an article for «U.S. News & World Report,» Uva Coles, dean of career management services at Pierce College, explains that functional resumes are best for candidates making career changes, with gaps in employment or those just entering the job markeIn an article for «U.S. News & World Report,» Uva Coles, dean of career management services at Pierce College, explains that functional resumes are best for candidates making career changes, with gaps in employment or those just entering the job markein employment or those just entering the job market.

Released today, two months after it was handed to Treasurer Joe Hockey, the Commission's report also recommends huge changes to other benefits and services in Australia, including a slower rollout of the National Disability, scrapping the Family Tax Benefit Part B payment, and forcing young job seekers to move to better employment areas.

Positive behavior changes associated with program participation were observed in education, employment, and low numbers of suspected and substantiated child maltreatment reports.

Ten - X, in a recent report on the office sector, argues that despite the growth in employment in the country, demand remains «lackluster,» as technology and workstyle changes have cut the amount of office space needed per worker by a third.