Sentences with phrase «which brings us to the employer»

All of which brings us to the employer with legitimate business needs to hire a temporary foreign worker.

Not exact matches

To bring in a foreign national on a work permit, an employer must typically obtain a Labour Market Impact Assessment (LMIA), which was introduced in 2014.

«Another important aspect of the new laws is that employees in corporations of any size will not be able to bring an unfair dismissal claim if the employer can show that their employment was terminated because of what the Bill describes as «genuine operational reasons»» «The genuine operational reasons provision is very broadly drafted and includes economic, technological or structural reasons» said Mr Drake - Brockman «This would allow an employer to successfully counteract an unfair dismissal claim in nearly all situations which result in a genuine redundancy».

The parables disclose with what pleasure and tolerance he surveyed the broad scene of human activity: the merchant seeking pearls; the farmer sowing his fields; the real - estate man trying to buy a piece of land in which he had secret reason to believe a treasure lay buried; the dishonest secretary, who had been given notice, making friends against the evil day among his employer's debtors by reducing their obligations; the five young women sleeping with lamps burning while the bridegroom tarried and unable to attend the marriage because their sisters who had had foresight enough to bring additional oil refused to lend them any; the rich man whose guests for dinner all made excuses; the man comfortably in bed with his children who gets up at midnight to help his importunate neighbor only because he despairs of getting rid of him otherwise; the king who is out to capture a city; the man who built his house upon the sand and lost it in the first storm of wind and rain; the queer employer who pays all of his men the same wage whether they have worked the whole day or a single hour; the great lord who going to a distant land entrusts his property to his three servants and judges them by the success of their investments when he returns; the shepherd whose sheep falls into a ditch; the woman with ten pieces of silver who, losing one, lights the candle and sweeps diligently till she finds it, and makes the finding of it the occasion of a celebration in which all of her neighbors are invited to share — and how long such a list might be!

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...

For the Bring Dad to School Day, each participating father received a certificate (this was mentioned in the publicity), which they could show to their employer if they took the day off work.

The four Nigerians were brought into the negotiation which included the Minister of Employment and Labour Relations, Ignatius Baffour Awuah, the Chairman of the Employers Association, and the workers were assured they were going to get what is due them.

The Migration Advisory Committee was established by the Government to advise on shortage occupations, to which the standard Resident Labour Market Test would not be applied whenever a UK employer wished to bring a worker from outside the European Economic Area (EEA) into the UK under the points - based system.

This friend recently brought to my attention a recent report on employee engagement at America's top employers, which features rather disappointing results.

IoTs are just one of the skills reforms outlined by the Secretary of State on the 30 November at the Department for Education's Skills Summit which brought together education experts and some of the country's top employers to forge a new alliance to deliver a skills revolution.

Our aim is to build the capacity of teaching staff to bring their subjects to life in partnership with employers (i.e. Gatsby benchmark # 4), which is something rather different.

Any employer, employment agency, labor organization, or joint labor - management committee which believes that the application to it of any regulation or order issued under this section would result in undue hardship may (1) apply to the Commission for an exemption from the application of such regulation or order, or (2) bring a civil action in the United States district court for the district where such records are kept.

2:27 «I'm currently employed by two employers, which brings my yearly income to $ 170K.

However, other cases referred to in that article demonstrated that an employer could fairly dismiss for derogatory postings, or those which brought the company into disrepute, particularly where a clear policy in this regard was in place.

The case was brought by five Unions2 under the Canadian Charter of Rights and Freedoms.3 While the Charter contains no express reference to collective bargaining, over the past ten years, the Supreme Court of Canada has recognized that the right to freedom of association, which is protected by section 2 (d), encompasses the rights of employees to join together to make collective representations to the employer, and to have those representations considered in good faith.

A recent article published by The Wall Street Journal discussed a growing trend by American employers to include arbitration clauses in their employment agreements, in part encouraged by a 2011 decision by the United States Supreme Court which upheld a contractual provision requiring telecom customers to waive their right to bring certain lawsuits.

This is due to increasing demand for «Certificates of Sponsorship» (CoS)-- the documents that allow an employer to bring in a non-EU migrant worker on a Tier 2 visa — which has outstripped supply for four months in a row.

The date when the contract would have come to an end, however, must be ascertained on the assumption that the employer would have exercised any power he may have had to bring the contract to an end in the way most beneficial to himself; that is to say, that he would have determined the contract at the earliest date which he could properly do so.»

The much more usual problem for employers is where a litigant is bringing a case which is not necessarily legally strong but their overwhelming perception, as opposed to the reality in law, is that they have been treated unfairly.»

Despite the fact that swearing is listed in the staff handbook as gross misconduct Kelly could still bring a claim for unfair dismissal because it would be unreasonable of her employer to dismiss her in circumstances in which everybody else was swearing and Kelly was under the impression that it was acceptable.

There is no doubt that employment related matters increasingly involve social media, whether it is unauthorised access to a company's twitter account, bullying between employees over their Facebook wall, the use of social media profiles in recruitment or the posting of offensive remarks on platforms which go «viral» and bring the employer into disrepute as a result.

A Google search, which would ordinarily be done by a prospective employer, brought up the many defamatory headlines at issue here and links to other defamatory statements by the defendant.

After that, the claimant has 28 days in which to bring a third party into the action (such as an employer, or a company) and the same period to recover certain documents from the other side by court order.

The plaintiff brought suit against multiple defendants, including the driver of the garbage truck and his employer, Republic Services of Georgia, L.P. With respect to these parties, the plaintiff argued that the garbage truck, which was traveling approximately 200 feet behind the Tahoe, was too close to the other vehicle, and had the garbage truck driver maintained a suitable distance, he would have observed her husband's body and avoiding hitting him.

The Employer brought an application for the judicial review of the PSLREB's decision to the Federal Court of Appeal (the «FCA»), which unanimously reversed the decision of the PSLREB.

[50] An interpretation that allows employers to penalize or retaliate against workers who make a workplace harassment complaint would entirely undermine the procedural mechanism that the Act creates through which harassment issues can be brought forward in the workplace.

An interpretation of the Act that finds employers are obligated to create and maintain a policy by which workers may bring forward complaints of harassment but are nevertheless free to terminate, or otherwise penalize or retaliate against, any worker for having actually made a complaint under that policy is, in my view, untenable.

Alternatively the worker is acting in compliance with the Act by accessing the statutorily prescribed mechanism by which they are able to bring forward complaints of workplace harassment to their employer.

It is important to note that the decision in R. v. Cole concerns a criminal matter which brought into play the Charter of Rights and Freedoms, which does not apply to private sector employers.

In order to bring a lawsuit alleging that an employer violated part of the Civil Rights Act — which includes some sexual - discrimination complaints — people are first required to file a complaint with the EEOC.

Moreover, Battat says, an organisation should want to know why an employee is dissatisfied enough to consider bringing a claim, «to see whether someone does have a concern or worry which we [the employer should] try to deal with before actually getting to tribunal stage».

An increase from one to two years in the period for which an employee needs to be employed before having the right to bring a claim for unfair dismissal will, on the face of it, be welcome news for employers.

«Only last month, the decision in the Palacios v Cortefiel Servicios SA case, which allowed Félix Palacios de la Villa's employer to retire him at 65, brought relief for employers.

In addition, it would extend the period in which the government could bring a prosecution against an employer to two years from one year.

Most people are unlikely to stay with the same employer for their entire career, which brings up the first major disadvantage of tying your life insurance to your job.

If you're the type to take a company's claims about itself with a grain of salt — a reasonable thing to do — then maybe this will carry some weight: Zalp allows employers to implement «micro reward strategies» in which employees can be rewarded for every action they take to promote your jobs and bring in referrals.

Telephone interviews can be a great way to bring efficiency to the recruitment process and help employers to quickly decide after evaluating applicants which candidates they'd like to take further.

You've spent hours creating a «kitchen sink» resume which contains all of your top achievements, skills and qualifications, and the benefits you've brought to past employers.

The same way you check the label on a canned food to be sure of what you are eating, a prospective employer will look at your «label», which is your core competencies, to be sure they are bringing in someone that will add value to their organization.

An accomplishments is something you did which brought value to your employer.

The template has sections, including «Objective», «Core Competence», and «Experience», which will help you to show the competence and benefits you will be bringing to your new employer.

Need the employer tell you to arrive early, dress up for the position for which you are applying and bring an additional resume with references?

It is important to show to an employer that you are a good match because you can bring in valuable experience and skills, which can practically can help the company grow.

Wherever an employer would look at a resume he / she should stumble upon the information which either directly or indirectly point to the value you can bring to the organization.

If there are areas which no longer reflect your fitting into a job, these must be brought up during the interview as this is the only opportunity you will have to clarify any issues which employers may discover.

Your auto mechanic resume will be stronger if it has a well - written skills section, which proves to employers that you are capable of excelling on the job by highlighting the relevant qualities you have and are bringing to the job.

Sometimes they just include «References are available upon request» phrase at the end of a resume, which doesn't really bring any useful information to an employer.

This document is an advertisement which tells the prospective employer what value you can bring to them in the role of food process worker.

You use your skills to uncover just which technical candidates can bring not only IT and engineering expertise to an employer, but added business value.

This should show your skillsets and qualities you bring to the table for your employer to understand and know that you are the one fit for the job, which is somewhat a requirement for a professional cv format 2016.