Sentences with phrase «right by its employees»

«He wasn't desperately trying to raise capital, he was trying to do right by his employees,» Cramer said.

But trying to do right by her employees, give back to the community, and attract socially conscious clients — while managing to keep the lights on — proved difficult.

Aside from the few psychopaths out there (and this column is not for them), most entrepreneurs and managers want to do right by their employees.

«We also hope that by bringing these issues to light, that we will help motivate other restaurant companies to do right by their employees and pay their servers the wages they deserve and are entitled to receive according to the law,» Lichter added.

At the time of acquisition of a right by an employee, the entitlement to a share or a specific number of shares could be uncertain.

This book is a resource for any company owner, large or small, interested in doing right by their employees and customers, but unsure where to start or what «corporate social responsibility» even means.

You want to do right by your employees while meeting business goals.

Not exact matches

The coup attempt failed within a day, and Erdogan was quick to use the opportunity to solidify his already increasingly authoritarian rule by implementing a three - month state of emergency, temporarily suspending the European Convention on Human Rights, and removing tens of thousands of employees from military and government positions.

Right now the company has eight employees but by the end of the year, Gires wants to expand to 25.

Wisconsin is poised to strip collective bargaining rights from most of the state's 175,000 public employees in the boldest step by a new Republican governor and Legislature to solve budget problems by confronting organized labor.

In her memory, we devote our actions to a just cause; to defend what is right and to protect the interest of not only shareholders but most importantly the far more important stakeholders of employees, drivers and customers whose lives have been forever altered by the abiding faith and fervent hard work of Travis Kalanick and the Uber team.

Constructive criticism is useful and often appreciated by employees, so long as you go about dispensing it in the right way.

You agree to defend, indemnify and hold harmless NBCUniversal, its affiliates and their respective directors, officers, employees and agents from and against any and all claims, demands, actions, suits or proceedings, as well as any and all losses, liabilities, damages, costs and expenses (including reasonable legal fees and costs) arising out of or accruing from (a) any breach of these terms, including any of the foregoing provisions, representations or warranties, and / or from your placement or transmission of any content onto NBCUniversal's servers, and / or from any and all use of your account; (b) any material posted or otherwise provided by you (including without limitation User Content), or any other subscriber or user of your account that infringes any intellectual property right of any person or entity or defames any person or violates their rights of publicity or privacy; (c) any misrepresentation made by you in connection with your use of the online services; and (d) any breach of any of the representation, warranties or other terms or conditions relating to use of your User Content or the online services.

Since employees are committed to doing right by the company, we've found that our non-policy actually increases productivity.

In an email to employees, Apple CEO Tim Cook said, «I disagree with the president and others who believe that there is a moral equivalence between white supremacists and Nazis, and those who oppose them by standing up for human rights.

I trust that EY will do the right things by their employees, that is something many can not say of their company.

«Today's action by the board was the culmination of a blatant bait and switch, essentially robbing loyal employees, including the more than 200 early founding Uber employees and advisors, of their hard earned shareholder rights worth billions in value,» they said.

With the public finely attuned to these issues, finance companies that demonstrate their commitment to doing right by their clients and employees by leading with integrity are seeing big financial rewards in the marketplace.

And a 2010 survey by the Institute for Women's Policy Research revealed nearly half of US workers reported they were either «contractually forbidden or strongly discouraged» from discussing pay with coworkers (although, as of 2014, 10 states had passed laws protecting employees» rights to discuss salaries).

Puzder, the chief executive of CKE Restaurants, has been widely criticized by labor rights groups for underpaying workers, failing to offer benefits, and attempting to prevent employees from organizing.

A recent report by the workers» rights nonprofit Restaurant Opportunities Centers (ROC) United found that 28 % of Carl's Jr. and Hardee's employees surveyed said they had worked off - the - clock and roughly 33 % reported wage theft violations, such as not receiving or overtime pay.

More than a third of employees eat lunch at their desks on a regular basis, according to a survey by talent management company Right Management.

A recent survey conducted by Right Management, a Philadelphia - based management consulting firm found that of 667 employees polled, 66 percent had not used all of their allotted paid vacation days this past year.

It's the app that, if used the right way by your employees (and external guests in the future), will result in you taking advantage of all those Office 365 apps that you've ignored over the years.

And in 2011, Wisconsin's governor decimated public sector unions by taking away state and local government employee rights to collective bargaining, reversing a policy in place since 1959.

Hiring the right person at a startup is the difference between success and failure — 46 percent of employees will fail within 18 months of being hired and only 19 percent are deemed an unequivocal success, according to a study by Leadership IQ.

Subjects rated «inspirational» by their employees generate high levels of coherence in the right frontal part of the brain, which is responsible for interpersonal communication and social relationships.

Wistia says he works to overcome his company's own dark sides by allowing employees autonomy and trusting them to make the right decisions.

But now — three years later — the National Labor Relations Board (NLRB), which is charged with safeguarding employee rights, has ruled that Triple Play must rehire the former staffers by Friday.

Employees born in the 1950s were shaped by intense innovation, from the postwar space race to Beatlemania to the civil rights, antiwar and women's movements.

Introducing new team members into a virtual organization has its challenges so by creating a well - designed probationary period, you can ensure the fit is right — for both the employee and the company...

Awards may be granted under the Plan in substitution for or in connection with an assumption of employee, director and / or consultant stock options, stock appreciation rights, restricted stock or other stock - based awards granted by other entities to persons who are or who will become Employees or Consultants in respect of the Company or one of its Subsidiaries in connection with a

Also, if a majority of the Board is comprised of persons other than (i) persons for whose election proxies were solicited by the Board; or (ii) persons who were appointed by the Board to fill vacancies caused by death or resignation or to fill newly - created directorships («Board Change»), unless the Committee or Board determines otherwise prior to such Board Change, then participants immediately prior to the Board Change who cease to be employees or non-employee directors within six months after such Board Change for any reason other than death or permanent disability generally have their (i) options and stock appreciation rights become immediately exercisable and to the extent not canceled or cashed out, generally have at least six months to exercise such awards; (ii) restrictions with respect to restricted stock and RSRs lapse and generally shares are delivered; and (iii) performance shares and performance units pay out pro rata based on performance through the end of the last calendar quarter before the time the participant ceased to be an employee.

(a) Schedule 2.7 (a) of the Disclosure Schedule contains a list setting forth each employee benefit plan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee benefit plan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblEmployee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligation.

The ability to search across removable devices and network locations has truly saved our employees time by pointing them in the right direction, right away.

To retain ownership rights over IP generated by their employees, Canadian employers must indicate with an explicit clause in the employment contract that IP developed while working at the company is the company's property.

To the fullest extent permitted by applicable law, you agree to indemnify, defend and hold harmless Daily Harvest, and our respective past, present and future employees, officers, directors, contractors, consultants, equityholders, suppliers, vendors, service providers, parent companies, subsidiaries, affiliates, agents, representatives, predecessors, successors and assigns (individually and collectively, the «Daily Harvest Parties»), from and against all actual or alleged Daily Harvest Party or third party claims, damages, awards, judgments, losses, liabilities, obligations, penalties, interest, fees, expenses (including, without limitation, attorneys» fees and expenses) and costs (including, without limitation, court costs, costs of settlement and costs of pursuing indemnification and insurance), of every kind and nature whatsoever, whether known or unknown, foreseen or unforeseen, matured or unmatured, or suspected or unsuspected, in law or equity, whether in tort, contract or otherwise (collectively, «Claims»), including, but not limited to, damages to property or personal injury, that are caused by, arise out of or are related to (a) your use or misuse of the Sites, Content or Products, (b) any User Content you create, post, share or store on or through the Sites or our pages or feeds on third party social media platforms, (c) any Feedback you provide, (d) your violation of these Terms, (e) your violation of the rights of another, and (f) any third party's use or misuse of the Sites or Products provided to you.

So when analysts point out that a lot of consumption is paid for by businesses on behalf of employees, and so does not show up as consumption in the data, they are right.

The following benefits are not subject to the HP Severance Policy, either because they have been previously earned or accrued by the employee or because they are consistent with Company Practices: (i) compensation and benefits earned, accrued, deferred or otherwise provided for employment services rendered on or prior to the date of termination of employment pursuant to bonus, retirement, deferred compensation or other benefit plans, e.g., 401 (k) plan distributions, payments pursuant to retirement plans, distributions under deferred compensation plans or payments for accrued benefits such as unused vacation days, and any amounts earned with respect to such compensation and benefits in accordance with the terms of the applicable plan; (ii) payments of prorated portions of bonuses or prorated long - term incentive payments that are consistent with Company Practices; (iii) acceleration of the vesting of stock options, stock appreciation rights, restricted stock, restricted stock units or long - term cash incentives that is consistent with Company Practices; (iv) payments or benefits required to be provided by law; and (v) benefits and perquisites provided in accordance with the terms of any benefit plan, program or arrangement sponsored by HP or its affiliates that are consistent with Company Practices.

You agree to indemnify, defend and hold harmless Franklin Templeton, its subsidiaries and affiliates, and each of its and their officers, directors, employees and agents, from and against all claims, demands, liabilities, damages, losses or expenses, including attorney's fees and costs, arising out of or related to (i) your improper access to or use of this Site, (ii) any violation by you of these Terms of Use, (iii) any User Content that you Submit to or via the Site or (iv) any actual or alleged infringement or violation by you of the intellectual property or other proprietary right of any third party.

It is the intent of the Company that Options and stock appreciation rights granted to Covered Employees and other Incentive Awards designated as Incentive Awards to Covered Employees subject to Section 8 shall constitute qualified «performance - based compensation» within the meaning of Code Section 162 (m) and regulations thereunder, unless otherwise determined by the Committee at the time of allocation of an Incentive Award.

The three are being represented by Jahan Sagafi of Outten and Golden, a law firm that specializes in employee rights.

The National Labor Relations Board recently upheld a decision by an administrative law judge against Chipotle that ruled the company violated an employee's right to -LSB-...]

The National Labor Relations Board recently upheld a decision by an administrative law judge against Chipotle that ruled the company violated an employee's right to complain about his job when it required him delete tweets that were critical of the company and then subsequently fired him.

If you want to do right by your business and by everyone who depends on its livelihood, create a disaster recovery and business continuity plan that protects your company assets as well as your employees, and gets your business back on its feet as soon as possible.

Under a clause in the union's contract, if Madison's Oscar Mayer plant closes, its employees have the right to take over a job that's held by a worker with the least seniority at the Davenport factory.

Specifically, benefits subject to the HP Severance Policy include: (a) separation payments based on a multiplier of salary plus target bonus, or cash amounts payable for the uncompleted portion of employment agreements; (b) any gross - up payments made in connection with severance, retirement or similar payments, including any gross - up payments with respect to excess parachute payments under Section 280G of the Code; (c) the value of any service period credited to a Section 16 officer in excess of the period of service actually provided by such Section 16 officer for purposes of any employee benefit plan; (d) the value of benefits and perquisites that are inconsistent with HP Co.'s practices applicable to one or more groups of HP Co. employees in addition to, or other than, the Section 16 officers («Company Practices»); and (e) the value of any accelerated vesting of any stock options, stock appreciation rights, restricted stock or long - term cash incentives that is inconsistent with Company Practices.

While companies have different rules about relationships between employees — some prohibit them, while others require disclosure — Uber is in a dicey spot right now and any revelations of an out - of - control company culture, especially by top execs, are problematic at this time.

So while the PwC survey tells us that a third of US CEOs are extremely concerned that today's workforce doesn't have the right set of skills, it also finds that only about half of US CEOs believe it's their responsibility to retrain employees whose tasks and jobs are automated by technology.

Domo's mission is to help all employees — from the CEO to the front - line worker — optimize business performance by connecting them in real time to the right data and people they need to improve business results.