The document discusses social media in the workplace and how employers can manage risks, including developing social media policies that outline acceptable and unacceptable uses of social media and investigating any misuse. It also covers conducting proper harassment investigations and avoiding common hiring pitfalls such as asking discriminatory questions during interviews.
Social Media Policy Development and HR IssuesIdentity
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A presentation delivered by Identity's Tom Nixon and Brandon Chesnutt at Automation Alley's Social Media Landmines: Legal Implications & Effective Policies event.
Dealing with employee relations (ER) matters, directly or indirectly, can be the most difficult part of a HR professionalâs role. ER tends to weave its way into most other people functions, most commonly as a storm cloud of risk that you are conscious of when dealing with every day management matters. The legislative framework and the complexity of its application, the loopholes and trip wires, the constant change and that hint of black magic can make even the most experienced HR professional nervous.
CCI Employee Relations Experts, Jessica Price and Kendall Scott will explore some of the common ER matters facing HR professionals in 2015 and share insights into some of the strategies they use so that it doesnât keep them up at night.
This is a transcription from the podcast, Are you Plusing your Show?, with Doug Lipp. Doug is a world-renowned speaker and acclaimed expert on customer service, leadership, change management and global competitiveness. Doug recently published a book, Disney U: How Disney University Develops the Worldâs Most Engaged, Loyal, and Customer-Centric Employees.
Social Media Policy Development and HR IssuesIdentity
Â
A presentation delivered by Identity's Tom Nixon and Brandon Chesnutt at Automation Alley's Social Media Landmines: Legal Implications & Effective Policies event.
Dealing with employee relations (ER) matters, directly or indirectly, can be the most difficult part of a HR professionalâs role. ER tends to weave its way into most other people functions, most commonly as a storm cloud of risk that you are conscious of when dealing with every day management matters. The legislative framework and the complexity of its application, the loopholes and trip wires, the constant change and that hint of black magic can make even the most experienced HR professional nervous.
CCI Employee Relations Experts, Jessica Price and Kendall Scott will explore some of the common ER matters facing HR professionals in 2015 and share insights into some of the strategies they use so that it doesnât keep them up at night.
This is a transcription from the podcast, Are you Plusing your Show?, with Doug Lipp. Doug is a world-renowned speaker and acclaimed expert on customer service, leadership, change management and global competitiveness. Doug recently published a book, Disney U: How Disney University Develops the Worldâs Most Engaged, Loyal, and Customer-Centric Employees.
In this presentation, Joe Hunder, Adrian Elmslie, Cristina Wendel, Fausto Franceschi and Alison Walsh, discuss the recent changes in labour and employment laws relating to HR practices.
Workplace Accommodation: Duty of Employers vs. Employees
Frustration â As it relates to Employment and nothing to do with raising Teenagers
Social Media Background Checks
Employees vs. Independent Contractors: What you need to know!
Workplace Bullying is Everywhere - What HR Needs to KnowCareerminds
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What HR Professionals Need to Know About Workplace Bullying
Workplace bullying, just like childhood bullying, is when individuals or groups intentionally humiliate another person. At school, the victim is another student. At work, it is another employeeâand it may be more rampant than you think!
In 2012, the Workplace Bullying Institute conducted a survey about the prevalence of bullying in the workplace (http://www.workplacebullying.org/multi/pdf/WBI-2012-StrategiesEff.pdf). Fifty-eight percent of respondents reported being bullied currently, 39% reported having been bullied in the past, and 3% reported having witnessed workplace bullying. Most perpetrators (63%) and victims (79%) were women. Women bullies torment women in 89% of cases; men bully women in 63% of cases. Most of the bullies (75%) are bosses; 18% are coworkers or peers, and 7% are subordinates.
The effect of bullying can range from lower job satisfaction and health complaints to suicide. Stress is the most predominant health effect associated with bullying in the workplace and can result in an increase in the use of sick days or time off from work. Workplace bullying is also expensive: Author Robert Sutton reports that one company estimated annual losses of $160,000 from handling problems caused by one salesmanâs bullying behaviors.
In this interactive online training program, participants will learn:
What employees can do if they are being bullied at work
What employers can do to create a zero tolerance toward workplace bullying
The benefits of addressing workplace bullying
How to manage real-life scenarios
ABOUT THE PRESENTER
Judy Lindenberger
President, The Lindenberger Group
Judy Lindenberger "gets" leadership. She is a certified career coach and HR consultant capable of coupling personal growth with professional development, which is why top companies and individuals invite her to work with them. Judy's background includes designing and facilitating the first-ever sexual harassment prevention training for federal government workers, leading the management training department for a major financial organization, and creating a highly successful, global mentoring program for a Fortune 500 company which won the national Athena Award for Mentoring for two consecutive years. Her work has appeared in the Wall Street Journal, Training and Development Magazine, and other publications. Judy holds an MBA in human resources and is based in New Jersey.
Case Analysis
Started out as a cartoon studio later became Disney Brothers studio which was a flat, non-hierarchical organisation.
After release of snow white, company grew 7 fold, and went public to finance their growth strategies
The decline caused by war slowed down growth and resulted in financial constraints
Diversified into WED, theme parks, cruise ships, in-house media, in-house travel company
Smart or Dumb ?
Disney has expanded domestically as well as globally through corporate integration. It has shifted its focus from show quality and content to distribution, marketing, licensing and merchandising arrangements to respond to industry changes and replace lost revenues.
Globalization: Disney products can be found all over the world in different forms and areas. As a global brand, Walt Disney international provides oversight of companyâs activities outside US. The aim was to increase globalization to make it relevant to consumers world wide.
Horizontal Integration: Disney owns many studios, media networks and consumer product companies. It uses this strategy to increase its market awareness and presence through cross promotions.
Vertical Integration: The sub companies allow Disney to plan, produce, advertise and distribute all the products. It does not have to rely on anyone and hence has a better control on quality, content and costs.
Media Synergy: production and distribution of products can be done by the Disney owned companies. An important factor of its success is the integrated nature of its products.
Diversification: Disney has always focused on diversification. The variety of products and services ranging from movies, theme parks, shows, merchandise; all offer a range for the tastes and preferences of consumers of all ages.
Distribution: whenever Disney produces a new image or brand such as a movie character, its licensing, marketing and business outlets continue to capitalize on that character till it has left the box office. It releases a line of toys or products followed by DVD release and the characterâs presence in theme parks.
This presentation gives an in-depth look at several current HR issues. Discussing such topics as overtime, compressed work schedules, reference letters, employment contracts, and terminations if you are an employer or an HR Manager you will want to review this presentation.
Cultivative a Culture of Creativity NAGC 2015Brian Housand
Â
ANGELA HOUSAND, PH.D.
angelahousand.com
BRIAN HOUSAND, PH.D.
brianhousand.com
Cultivating a Culture of Creativity: Lessons Gifted Education Can Learn from Disney and Pixar
While it may have started with a mouse, the Walt Disney Company has evolved a culture of creativity that extends beyond theme parks and entertainment and into the heart of the child that still exists in all of us. This session explores the core principles that Disney and Pixar utilize to overcome the unseen forces that stand in the way of true inspiration and provides examples of how we can implement these principles into our gifted programs. Letâs âgo behind the scenesâ to experience the magic that gifted education the Disney way could offer. Dream. Believe. Dare. Do.
This is a presentation that talks about the main topis of the Disney Company. You can find information about Walter Disney, History of Disney, Movies and Disney Parks.
I had to write an in-depth evaluation of The Walt Disney Company. I learned a lot about researching companies and finding the information that is available to us via the web. I put together a presentation and had to present it in front of my Marketing class. It was a very fascinating to find out the behind the scenes happenings and financial holdings of the company. I learned ways to find a companies Target market and segment it down.
Donât have a social media policy? So essentially, anyone in the organization can say and do whatever they want? Itâs time for some guidelines! While social media is about free and open conversations online, your organization still needs to have some thoughts to paper on how to manage the online sphere. How do you distinguish between personal and professional personas online? What things are appropriate and what isnât? What about privacy concerns? Join this session to learn more about what your organization can do to make social media work for you.
Attendees Will Walk Away With:
⢠Knowledge of the types of social media issues requiring policies
⢠Templates on writing your own social media policy for your organization
⢠Tips on implementing the policies effectively
Kirstin Beardsley
Kirstin joined CanadaHelps in 2006. Prior to joining the team at CanadaHelps, Kirstin worked in other projects and programs in the non-profit/voluntary sector including Vartana, Developing Human Resources in the Voluntary Sector-HRVS (precursor to the HR Council) and Community Foundations of Canada. She has volunteered for a number of non-profit organizations including womenâs shelters, a small credit union and a crisis line.
In this presentation, Joe Hunder, Adrian Elmslie, Cristina Wendel, Fausto Franceschi and Alison Walsh, discuss the recent changes in labour and employment laws relating to HR practices.
Workplace Accommodation: Duty of Employers vs. Employees
Frustration â As it relates to Employment and nothing to do with raising Teenagers
Social Media Background Checks
Employees vs. Independent Contractors: What you need to know!
Workplace Bullying is Everywhere - What HR Needs to KnowCareerminds
Â
What HR Professionals Need to Know About Workplace Bullying
Workplace bullying, just like childhood bullying, is when individuals or groups intentionally humiliate another person. At school, the victim is another student. At work, it is another employeeâand it may be more rampant than you think!
In 2012, the Workplace Bullying Institute conducted a survey about the prevalence of bullying in the workplace (http://www.workplacebullying.org/multi/pdf/WBI-2012-StrategiesEff.pdf). Fifty-eight percent of respondents reported being bullied currently, 39% reported having been bullied in the past, and 3% reported having witnessed workplace bullying. Most perpetrators (63%) and victims (79%) were women. Women bullies torment women in 89% of cases; men bully women in 63% of cases. Most of the bullies (75%) are bosses; 18% are coworkers or peers, and 7% are subordinates.
The effect of bullying can range from lower job satisfaction and health complaints to suicide. Stress is the most predominant health effect associated with bullying in the workplace and can result in an increase in the use of sick days or time off from work. Workplace bullying is also expensive: Author Robert Sutton reports that one company estimated annual losses of $160,000 from handling problems caused by one salesmanâs bullying behaviors.
In this interactive online training program, participants will learn:
What employees can do if they are being bullied at work
What employers can do to create a zero tolerance toward workplace bullying
The benefits of addressing workplace bullying
How to manage real-life scenarios
ABOUT THE PRESENTER
Judy Lindenberger
President, The Lindenberger Group
Judy Lindenberger "gets" leadership. She is a certified career coach and HR consultant capable of coupling personal growth with professional development, which is why top companies and individuals invite her to work with them. Judy's background includes designing and facilitating the first-ever sexual harassment prevention training for federal government workers, leading the management training department for a major financial organization, and creating a highly successful, global mentoring program for a Fortune 500 company which won the national Athena Award for Mentoring for two consecutive years. Her work has appeared in the Wall Street Journal, Training and Development Magazine, and other publications. Judy holds an MBA in human resources and is based in New Jersey.
Case Analysis
Started out as a cartoon studio later became Disney Brothers studio which was a flat, non-hierarchical organisation.
After release of snow white, company grew 7 fold, and went public to finance their growth strategies
The decline caused by war slowed down growth and resulted in financial constraints
Diversified into WED, theme parks, cruise ships, in-house media, in-house travel company
Smart or Dumb ?
Disney has expanded domestically as well as globally through corporate integration. It has shifted its focus from show quality and content to distribution, marketing, licensing and merchandising arrangements to respond to industry changes and replace lost revenues.
Globalization: Disney products can be found all over the world in different forms and areas. As a global brand, Walt Disney international provides oversight of companyâs activities outside US. The aim was to increase globalization to make it relevant to consumers world wide.
Horizontal Integration: Disney owns many studios, media networks and consumer product companies. It uses this strategy to increase its market awareness and presence through cross promotions.
Vertical Integration: The sub companies allow Disney to plan, produce, advertise and distribute all the products. It does not have to rely on anyone and hence has a better control on quality, content and costs.
Media Synergy: production and distribution of products can be done by the Disney owned companies. An important factor of its success is the integrated nature of its products.
Diversification: Disney has always focused on diversification. The variety of products and services ranging from movies, theme parks, shows, merchandise; all offer a range for the tastes and preferences of consumers of all ages.
Distribution: whenever Disney produces a new image or brand such as a movie character, its licensing, marketing and business outlets continue to capitalize on that character till it has left the box office. It releases a line of toys or products followed by DVD release and the characterâs presence in theme parks.
This presentation gives an in-depth look at several current HR issues. Discussing such topics as overtime, compressed work schedules, reference letters, employment contracts, and terminations if you are an employer or an HR Manager you will want to review this presentation.
Cultivative a Culture of Creativity NAGC 2015Brian Housand
Â
ANGELA HOUSAND, PH.D.
angelahousand.com
BRIAN HOUSAND, PH.D.
brianhousand.com
Cultivating a Culture of Creativity: Lessons Gifted Education Can Learn from Disney and Pixar
While it may have started with a mouse, the Walt Disney Company has evolved a culture of creativity that extends beyond theme parks and entertainment and into the heart of the child that still exists in all of us. This session explores the core principles that Disney and Pixar utilize to overcome the unseen forces that stand in the way of true inspiration and provides examples of how we can implement these principles into our gifted programs. Letâs âgo behind the scenesâ to experience the magic that gifted education the Disney way could offer. Dream. Believe. Dare. Do.
This is a presentation that talks about the main topis of the Disney Company. You can find information about Walter Disney, History of Disney, Movies and Disney Parks.
I had to write an in-depth evaluation of The Walt Disney Company. I learned a lot about researching companies and finding the information that is available to us via the web. I put together a presentation and had to present it in front of my Marketing class. It was a very fascinating to find out the behind the scenes happenings and financial holdings of the company. I learned ways to find a companies Target market and segment it down.
Donât have a social media policy? So essentially, anyone in the organization can say and do whatever they want? Itâs time for some guidelines! While social media is about free and open conversations online, your organization still needs to have some thoughts to paper on how to manage the online sphere. How do you distinguish between personal and professional personas online? What things are appropriate and what isnât? What about privacy concerns? Join this session to learn more about what your organization can do to make social media work for you.
Attendees Will Walk Away With:
⢠Knowledge of the types of social media issues requiring policies
⢠Templates on writing your own social media policy for your organization
⢠Tips on implementing the policies effectively
Kirstin Beardsley
Kirstin joined CanadaHelps in 2006. Prior to joining the team at CanadaHelps, Kirstin worked in other projects and programs in the non-profit/voluntary sector including Vartana, Developing Human Resources in the Voluntary Sector-HRVS (precursor to the HR Council) and Community Foundations of Canada. She has volunteered for a number of non-profit organizations including womenâs shelters, a small credit union and a crisis line.
Presentation given to the Houston CPA Society Sept. 23, 2011 on Social Media in the workplace, specifically in regard to healthcare entities.
To learn more about BrandExtract, visit www.brandextract.com.
Donât have a social media policy? So essentially, anyone in the organization can say and do whatever they want? Itâs time for some guidelines!
While social media is about free and open conversations online, your organization still needs to have some thoughts to paper on how to manage the online sphere. How do you distinguish between personal and professional personas online? What things are appropriate and what isnât? What about privacy concerns? Join this session to learn more about what your organization can do to make social media work for you.
Attendees Will Walk Away With:
⢠Knowledge of the types of social media issues requiring policies
⢠Templates on writing your own social media policy for your organization
⢠Tips on implementing the policies effectively
Sam Loewner - Using Social Media to Achieve Goals, Engage Citizens, and Impro...Plain Talk 2015
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"Using Social Media to Achieve Goals, Engage Citizens, and Improve Outreach" was presented at the Center for Health Literacy Conference 2001: Plain Talk in Complex Times by Sam Loewner, Social Media Specialist, MAXIMUS.
Description: Learn what makes social media a uniquely useful tool to communicate with diverse audiences. This hands-on workshop will cover the uses of social media, the privacy and security concerns associated with new media, and how to write to reach your intended online audience.
Donât have a social media policy? So essentially, anyone in the organization can say and do whatever they want? Itâs time for some guidelines!
While social media is about free and open conversations online, your organization still needs to have some thoughts to paper on how to manage the online sphere. How do you distinguish between personal and professional personas online? What things are appropriate and what isnât? What about privacy concerns? Join this session to learn more about what your organization can do to make social media work for you.
Attendees Will Walk Away With:
⢠Knowledge of the types of social media issues requiring policies
⢠Templates on writing your own social media policy for your organization
⢠Tips on implementing the policies effectively
Donât have a social media policy? So essentially, anyone in the organization can say and do whatever they want? Itâs time for some guidelines!
While social media is about free and open conversations online, your organization still needs to have some thoughts to paper on how to manage the online sphere. How do you distinguish between personal and professional personas online? What things are appropriate and what isnât? What about privacy concerns? Join this session to learn more about what your organization can do to make social media work for you.
Attendees Will Walk Away With:
⢠Knowledge of the types of social media issues requiring policies
⢠Templates on writing your own social media policy for your organization
⢠Tips on implementing the policies effectively
A presentation of survey results that Grant Thornton, LLP has done on Social Media plus a discussion on Social Analytics and improving Profitability using Social Media.
FDAâs Draft Guidance â Exploring the impact on compliance and operationsHuron Consulting Group
Â
This session, "FDA's Draft Guidance - Exploring the impact on compliance and operations" was presented at the 10th Annual Pharmaceutical Compliance Congress, hosted by CBI.
RLPSA - How Social Media Sites Affect Pre-Employment Screening and Privacy LawsHelen Levinson
Â
For years, employers have used drug tests and professional background checks to scrutinize applicants. Today, human resource professionals are now using social networking sites as part of the screening process to browse through an applicantâs social and personal life. In this session, learn the social media screening doâs and donâts.
Don't have a social media policy? So essentially, anyone in the organization can say and do whatever they want? Itâs time for some guidelines!
While social media is about free and open conversations online, your organization still needs to have some thoughts to paper on how to manage the online sphere. How do you distinguish between personal and professional personas online? What things are appropriate and what isn't? What about privacy concerns? Join this session to learn more about what your organization can do to make social media work for you.
Attendees Will Walk Away With:
- Knowledge of the types of social media issues requiring policies
- Templates on writing your own social media policy for your organization
- Tips on implementing the policies effectively
Key Points in this presentation:
- Application of Social Media in the Workplace
- Are Employers Permitted to Monitor Social Media Use by Employees at Work?
- Percentage of Business using Social Media
- How does your organization use SM for Internal communications
- Managing the Risks
- Social Media Policy
- Steps to creating a Policy
Similar to Dealing with Difficult HR Issues - Social Media, Harassment and Hiring Pitfalls. (20)
Foreign Workers, International Tax and Oil & Gas Market UpdateNow Dentons
Â
In this presentation, FMC Partner Shawna Vogel and Associate Yasmeen Nizam team up with MNP Partner David Yager and Associate Kathy Bonazew to deliver information about foreign workers, international tax and oil & gas market updates. The following topics are discussed:
- We Need Foreign Workers Now
- New Developments in Permanent Residence Applications for Workers
- State of Canadaâs Oil & Gas Industry and Future Employment Needs
- Taxation in Canada
In this presentation, FMC Partners Rob McDonald and Marlon Rajakaruna describe the importance of protecting your start-up companyâs intellectual property (IP). The following topics are discussed:
- Types of Intellectual Property
- Patents
- Copyright
- Trade-marks
- Other Ways to Protect IP
- Protecting Your IP in Commercial Agreements
Privacy and Security in Mobile E-CommerceNow Dentons
Â
In this presentation, FMCâs Timothy Banks describes the important issues to consider when thinking about privacy and security in mobile e-commerce. The presentation includes a discussion of the following topics:
- Outlines for M-Commerce
- Overview of Guidelines
- Special Issues (address book information, online behavioral tracking and analytics, geolocation data, children, and ongoing emerging issues)
- Transparency and Accountability in Design (consent, representations and disclaimers and applying Canadaâs Anti-Spam Legislation)
- The three dimensions of M-Commerce
In this presentation, FMCâs Bernard Roth outlines the current trends in energy regulatory law. The presentation includes the following topics:
- Trends in Facilities Regulation
- Alberta Non-Utility Oil and Gas Facilities
- AER Structure
- Responsible Energy Development
- Federal Budget Legislative Changes
- Federal Fisheries Act
- Navigable Waters Protection Act
- Canadian Environmental Assessment Act
- Trends in Utilities Regulation
- Performance Based Regulation for Alberta Utilities
In this presentation, FMCâs Bill Gilliland and Dan Shea discuss deal points relating to survey of deals and deal terms, including:
⢠Survey
⢠Material Adverse Change
⢠Non-solicitation and Superior Proposals
⢠Regulatory Approval Language
⢠Break Fees
⢠Expense Reimbursement
⢠Go-Shop Provisions
In this presentation, FMCâs Doris Bonora and Mark Woltersdorf outline the important considerations when planning before death, including:
- Power of Attorney
- Personal Directive
- Farm Tax Planning
- Estate Freeze
- Wills
Risk Apportionment in the Purchase and Sale TransactionNow Dentons
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In this presentation, FMCâs Leanne Krawchuk discusses risk apportionment in the purchase and sale transaction, including:
- Representations and Warranties
- Indemnity Clauses and Limitations
- Purchase Price Adjustments and Holdbacks/Escrow
- Maximize the Value Proposition
- Due Diligence
Letters of Intent - Tips and Traps for Commercial LawyersNow Dentons
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In this presentation, FMCâs Heather Barnhouse discusses the purpose of a letter of intent (LOI) and the common issues with LOI. She then discusses a relevant case (IHAG â Holding A.G. c. Intrawest Corporation, 2009 QCCS 2699) and provides an overview of the lessons learned and future application.
Protect you Rights and Avoid Liability! Current Developments and Major Implic...Now Dentons
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In this presentation, FMC's Margot Patterson discusses current developments and major implications for IP legal guidelines in advertising, including:
1. Changing Copyright Rules: User Generated Content
2. How Social Media is changing your marketing practices and how you protect your brand
3. Yours, Mine and Ours: Best practices for third-party content (partners & consumers)
In this presentation, FMC's Alan Hutchison discusses Preliminary Economic Assessments (PEAs) by going over the recent focus on PEAs, providing important considerations, and going through 4 different scenarios related to PEAs.
An Introduction to Legal Aspects of Customer Acquisitions for StartupsNow Dentons
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In this presentation, FMCâs Gal Smolar discusses an introduction to the legal aspects of customer acquisitions for startups. The presentation focuses on customer acquisitions, acquisition contracts, trends, right to data, restrictive covenants, exclusivity, joint development and customer acquisition tips.
Gal Smolar is a partner in FMCâs Vancouver office. Gal is a Practitioner of Foreign Law and brings to Fraser Milner Casgrain his broad international experience in commercial and corporate law and in particular in the field of technology.
Update on Hydraulic Fracturing:Preparing for Gasland 2Now Dentons
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In this presentation, FMC Law's Alex MacWilliam discusses hydraulic fracturing. The presentation covers the hydraulic fracturing process; the legislative and regulatory management of key issues related to hydraulic fracturing; liability issues in fracturing litigation; finally, lessons and trends related to hydraulic fracturing.
In this presentation, V. Peter Harder describes why Canada engages with China, while Rob McDonald and Margot Patterson outline the changes to copyright laws in Canada.
In this presentation, Rob McDonald and Stephen Parker discuss the following topics related to intellectual property:
- IP Due Diligence in Commercial Transactions
- Common IP Disputes that Arise in Business
- The New Copyright Modernization Act
In this presentation, Rob McDonald outlines the key amendments to the Copyright Act and explains how Canada's copyright laws will change with the new Copyright Modernization Act.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
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It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Â
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.đ¤Ż
We will dig deeper into:
1. How to capture video testimonials that convert from your audience đĽ
2. How to leverage your testimonials to boost your sales đ˛
3. How you can capture more CRM data to understand your audience better through video testimonials. đ
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
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Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
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Putting the SPARK into Virtual Training.pptxCynthia Clay
Â
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
Â
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Â
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. Youâll also learn
⢠Four (4) workplace discipline methods you should consider
⢠The best and most practical approach to implementing workplace discipline.
⢠Three (3) key tips to maintain a disciplined workplace.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
Â
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Business Valuation Principles for EntrepreneursBen Wann
Â
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
Â
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Memorandum Of Association Constitution of Company.pptseri bangash
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www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
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Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujaratâs DholeraAvirahi City Dholera
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The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isnât just any project; itâs a potential game changer for Indiaâs chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/