Sentences with phrase «require employees in this position»

Not exact matches

«Instead, hire a team of specialists for your requirements rather than one employee in all required positions.

In the near future, every federal government employee will be required to go through a social media background check before being offered a position.

Furthermore, he recommended quoted companies to be required to disclose every year the proportion of women on the board, in senior executive positions and female employees in the whole organisation.

That requires a strong bench with quality on it, players in their best positions, not having horrific injury pools season after season (showing up lack of quality depth) and a manager and other club employees who see they needs the best players and can find them (not talking king ransom buys either).

That's the industry's seemingly unanimous opinion of the governor's proposal to require that tipped employees — more than 80 percent of whom work in restaurants as servers, bartenders and in similar positions — be paid the state's full minimum wage.

Instructional and noninstructional personnel who are hired or contracted to fill positions that require direct contact with students in an alternative school that operates under contract with a district school system must, upon employment or engagement to provide services, undergo background screening as required under s. 1012.465 or s. 1012.56, whichever is applicable, by filing with the district school board for the school district to which the alternative school is under contract a complete set of fingerprints taken by an authorized law enforcement agency or an employee of the school or school district who is trained to take fingerprints.

Instructional and noninstructional personnel who are hired or contracted to fill positions in any charter school and members of the governing board of any charter school, in compliance with s. 1002.33 (12)(g), must, upon employment, engagement of services, or appointment, undergo background screening as required under s. 1012.465 or s. 1012.56, whichever is applicable, by filing with the district school board for the school district in which the charter school is located a complete set of fingerprints taken by an authorized law enforcement agency or an employee of the school or school district who is trained to take fingerprints.

Toomey's legislation attempted to do two things: require tougher, standardized background checks for school workers in every state, and prohibit school districts from assisting an employee suspected of sexual misconduct with a minor from taking a position in a new district.

DOT senior officials and other employees who serve in non-career positions are required to file public financial disclosure reports.

Other DOT employees who serve in certain career positions are required to file confidential financial disclosure reports.

NOTE: When an individual with a disability is qualified for his or her existing position but can not perform the essential functions required by the current position and no effective accommodation is possible in that position, a reassignment to a vacant position for which the employee is qualified should be considered, unless it would cause an undue hardship for DOT.

Example 1 to Paragraph (e): The employee returns to duty with Employer A. Two months afterward, after completing the first two of six follow - up tests required by the SAP's plan, the employee quits his job with Employer A and begins to work in a similar position for Employer B.

When an individual with a disability is qualified for his or her existing position but can not perform the essential functions required by the current position and no effective accommodation is possible in that position, a reassignment to a vacant position for which the employee is qualified should be considered, unless it would cause an undue hardship for DOT.

Graduated with an outstanding GPA, accepted a position in a title 1 school, reported her employee properly the first year, the second year, they required that she check in by an (email response)..

This bill: defines terms; permits the Division of Finance to require background checks or credit history reports of a public employee in a public funds position; classifies the background check or credit history report as a private record; and makes technical and conforming amendments.

The failure with Sokol is basic, and you should have admitted fault in not asking him the size of his position, since you have been informal in requiring disclosure of investments from high - ranking employees.

The prohibition does not apply to: employers that are federally insured banks or credit unions; employers that are required by state or federal law to use individual credit history for employment purposes; public safety officers; or positions for which the information is substantially job - related and the employer's reasons for the use of such information are disclosed to the employee or prospective employee in writing.

employment involves access to confidential financial information; the employer is a certain financial institution or credit union; the position is that of law enforcement officer, emergency medical personnel, or firefighter; the position requires a financial fiduciary responsibility; the employer can demonstrate that the information is a valid and reliable predictor of employee performance in the specific position of employment; or the position of employment involves access to an employer's payroll information.

In 2003, Orange County Animal Services created two positions that required more people skills than animal expertise: Spokeswoman Vanessa Bouffard and another employee came on board to handle marketing and public relations.

This position requires that the employee be present in the gallery on Saturdays only, and work on select projects from home on his / her own timetable — as guided by the Director.

It is worth noting that Bill 203 applies to private and public sector employers, and imposes wider obligations than does Ontario's Public Sector Salary Disclosure Act, 1996, which requires public sector employers to make public the names, positions, salaries and total taxable benefits of employees paid $ 100,000 or more in the previous calendar year.

In response, the employee made a number of arguments in support of his position that he was not required to give 6 months» notice of his resignatioIn response, the employee made a number of arguments in support of his position that he was not required to give 6 months» notice of his resignatioin support of his position that he was not required to give 6 months» notice of his resignation.

As a result, the employer took the position that the clause in the contract was binding and the employee is required to provide the full length of notice.

The new position did not come with a reduction in salary, however, Ms. Brake would be required to accept a reduction in benefits and would be reporting to a much younger employee whom she herself had trained.

The policy required that 10 % of the company's employees in safety - sensitive positions undergo breathalyzer testing in the course of a year.

Q.B.); nor a case in which the employee had accepted prior transfers: Reber v. Lloyds Bank International Canada 1985 CanLII 153 (BC CA), (1985), 18 D.L.R. (4th) 122 (B.C.C.A.), Jim Pattison Industries Ltd. v. Page, [1984] S.J. No. 448 (C.A.), Durrant v. Westeel - Rosco Ltd. 1978 CanLII 277 (BC SC), (1978), 7 B.C.L.R. 14; nor a case in which the employer faced financial difficulties compelling consolidation or restructuring: Smith v. Viking Helicopter Ltd. reflex, (1989), 68 O.R. (2d) 228, Morris v. International Harvester Canada Ltd. reflex, (1984), 7 C.C.E.L. 300; nor a case in which the employer was attempting to accommodate an employee who was no longer able to perform at a level required of the position in which the individual was employed: Canadian Bechtel Ltd. v. Mollenkopf (1978), 1 C.C.E.L. 95, and Marko v. Toromont Industries Ltd., [1998] O.J. 5539 (QL)(Gen. Div.)

If nothing else, it would put employees in an uncomfortable position by requiring them to advise their employer in advance that they intend to launch a complaint.

As regulated health care providers, disability managers are in a unique position that enables them to access required medical information on behalf of employees and employers while ensuring employees» medical information remains strictly confidential.

«Eighth Circuit Adds to Circuit Split on Reassignment»: At his «Disability Law» blog, Law Professor Sam Bagenstos has a post that begins, «Today, in Huber v. Wal - Mart Stores, the Eighth Circuit ruled that the ADA requires that an employee with a disability be reassigned to a vacant position as an accommodation only if the employee is the most qualified applicant for that position.

To justify this position, the employer will often point to language in its bonus policy that requires the dismissed employee to be «actively employed» at the time bonus is paid.

Violation of financial disclosure law: This law requires elected state and county officials and public employees in major policy - making positions to make yearly disclosures of their private financial interests.

These unusual questions are designed to challenge potential employees to think creatively and logically; many of these questions are asked in situations where the applicant is applying for a position that requires analytical thinking.

It's important for employees to know you have the necessary experience to do the work required in the position.

It also serves as evidence in your Human Resources file that you have complied with your employer's notice requirement (many companies require on their hiring contracts that employees provide at least two weeks» formal notice of their intent to resign from their position).

Potential employers ask this question because some positions require staff members to work in teams on a daily basis, while other portions require employees to work on their own.

Some employers require references when considering candidates for a position, while others may give preference to potential employees who can provide this evidence of satisfactory performance in a previous role.

While most entry - level Employee Relations Specialist positions require a bachelor's degree, example resumes in the field show that higher - level Specialists typically hold graduate degrees.

If you already have experiences in the field of sales, especially those where you are required to handle sales employees, then you can already try to apply for a managerial position.

Different business entities and companies may refer to their executive employees on varying levels which makes the use of executive resumes require more precision in consideration to the executive job position that you are applying for.

All of United Airlines career opportunities require employees to be at least 18 years old, possess a high school diploma or GED equivalent, and be authorized to work in the U.S.. However, it's important to note that each manager position has additional requirements that must be met in order to apply.

It is often required by the employee to help in the transition period by training the new person who will fill his position.

To apply at an entry - level position in the company, prospective employees are required to at least be 18 years of age.

You need to know your value as an employee and be able to show potential employers that you have the required passion, education, and experience to excel in the position you are applying for.

The employee has been offered with a job position in another company and he or she is required to report in a suggested date that is earlier than his or her supposed effective date of resignation if he or she will follow the resignation service rendering terms of the business.

In order to be eligible to work in food services, some positions or states may require certain employees to have immunizations and vaccinationIn order to be eligible to work in food services, some positions or states may require certain employees to have immunizations and vaccinationin food services, some positions or states may require certain employees to have immunizations and vaccinations.

Try to think about answering this question not just by thinking about what you are, but by thinking about what you are in relation to the job... what the job requires, what would make someone a standout employee in this position, what you're going to do for them.

Good customer services are important in every position that require employees to be in touch with customers constantly.

The NYC law has many of the same exceptions as most states, including that it does not apply to: positions that involve regular access to the employer's digital security system; positions in which state or federal law requires the employee to have security clearance; and for police officers or peace officers.

Owing to my time management and organizational abilities, I work extremely well in an environment that requires an employee to work well in a high - level support position.

Drug testing may be required for positions that involve dangerous processes, machinery or situations, but should also be part of on - going employee reviews in these circumstances.