Thus, as with other protected categories like gender or race, a pregnant employee may establish her claim by showing that she was treated less favorably than "similarly situated" non-pregnant employees. But the standard for establishing illegal discrimination is much less clear under the second part of the PDA, which provides that employers must treat "women affected by pregnancy United Parcel Service, Inc.
I've consistently performed as the "key" player in guiding senior management on how to identify and convert inefficiencies and inequities in line operations into efficient or new revenue streams.
Here's a more thorough overview of some key advantages of and what can you expect from my candidacy: The average employee population I've serviced is 9, and has ranged from less than to over 60, Plus, I've designed, managed and disseminated all communications recruitment advertising, employment policies, brochures, manuals, web site, etc.
Without regard to the industry, my candidacy represents a tremendously diverse reservoir of knowledge about work and OD, and I'm accustomed to working productively and successfully within highly charged, deadline-oriented, extremely dynamic environments: I'm accustomed to developing consensus on diverse issues through team-building.
Subject matter expertise in analysis and design of health benefits management and delivery systems, and deferred compensation: Given concerns on allegations of pay-based discrimination, I've never lost any decisions to the EEOC having personally handled just under two dozen. Notably, I achieved this accomplishment without the use of legal counsel.
Robust management of recruitment and selection: Yes, I'm particularly accustomed to providing HR consulting services to senior executives on organizational development, compensation, health benefits, employee relations, recruitment, and job design.
For an example of how I use position management to produce opportunities that dynamically increase sales and marketing, in this case, anchored to customer and actor Harrison Fordplease click the aforementioned actor's name.
For examples of additional work product, please feel free to review actual work product on this web site, and downloadable "Profiles" of my HR proficiencies.
You will find me to be one of the most energetic people you'll ever meet, and I consistently approach my work effort in the same fashion - with vitality, fun, and a competitive desire to smartly produce work of the absolute best quality imaginable, in the shortest amount of time, with the lowest possible cost impact.
This is how I work, how I manage and motivate my staff to perform, and how I build successful relationships with anyone I encounter, both professional and personal!
Equally important, you'll also find me to be a very self-motivated individual who manages in reference to "big picture" while also maintaining a keen attention to detail, and a commitment to success. I'm known for being a very smart, resourceful and consistently high performing "key" player in guiding senior management on HR and organizational development!
I'm available for an interview at your earliest convenience.
I can handle my own relocation expenses. My resume is attached. Please give my candidacy your highest consideration. Have a great day! Resume of Trip Reynolds Scope of Candidacy: Demographics Work History Demographics: I make a point of keeping my technical skills as good or better than those of my staff and peers.
I maintain an awareness of the evolution of comp and benefit practices, employment law, and computer software, hardware and peripherals. For example, web site design was not my responsibility for my previous employer. However, I volunteered to design the HR department's web site because of the critical need to communicate HR services, and because no other HR staff or management employee had this knowledge.
Twenty years of successful experience hiring, training, developing, compensating, disciplining, and rewarding a quality staff of FLSA exempt and non-exempt human resource professionals.
Trip is not only a friend, but also my mentor and former manager. He is able to adapt and use his expertise in any industry. As a HR Manager, I have worked primarily in the manufacturing and food industry since I have requested Trip's HR expertise many times and he successfully helped me through many HR situations ranging from employee relations, compensation and training.
He has also helped me in starting my own consulting career. I recommend Trip Reynolds to any employer that is looking for a seasoned, proactive and innovative person.employment is at will, a termination letter can be used to end the employment relationship, setting forth the details and reasons for the termination, and specifying any severance package that will follow.
Complete OFO Version OFO Code Description MANAGERS Managers plan, direct, coordinate and evaluate the overall activities of enterprises, governments and other organizations, or of organizational units within them, and formulate and review their policies, laws, rules and regulations.
Employment Termination What Every Manager Should Know Introduction Termination is one of the most difficult tasks a manager will have to perform.
A manager needs to have a good understand of everything that is involved in an employee exiting the company.
Technical Skills Self-assessment: I make a point of keeping my technical skills as good or better than those of my staff and peers.I maintain an awareness of the evolution of comp and benefit practices, employment law, and computer software, hardware and peripherals.
Ensure that the company's actions, as you prepare to let an employee go, are above reproach. How you fire an employee sends a powerful message to your remaining staff - either positive or negative. Employment termination is the last step in an involved process.
How to Terminate an Employee without Breaking their Spirit By: Dick Grote, author of How to Be Good At Performance Appraisals: Simple, Effective, Done Right Writing up an employee’s performance review may confirm your suspicion that the individual and the organization are so mismatched that employee termination is the right answer.