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" ... 2. Unemployment Payments. Another benefit is an eleven week extension of expanded payments available for unemployment coverage. In order for workers to receive unemployment benefits, they must be unable to “telework” with pay. Workers will be paid an additional $300 per week on top of what they would normally receive from December 26, 2020 until March 14, 2021, and coverage is extended from 39 weeks to 50 weeks. These unemployment benefits also apply to self-employed persons, including independent contractors (e.g., producers), partners (e.g., talent agents), and sole proprietorships. The states are tasked with implementing this new coverage, and they will no doubt struggle to figure out how to fit a square peg (the self-employed) into a round hole (the entire existing system of unemployment, which has applied up to now only to employees). To get unemployment benefits, you need to apply for unemployment benefits with the state of your tax residence. ... "
" ... I can’t overstate how important this distinction is. A business could fight to make the argument that its operations were partially suspended for a quarter during 2020 – for example, if the employees were all forced to telework – but if the business has more than 100 FTEs, it will all be for naught, as the business can only claim the credit for wages paid to employees NOT to work. And if employees are teleworking, well…that won’t satisfy that requirement. ... "
" ... In FY2018, 88% of BLS employees were eligible to telework, and almost all of them did some. Compare that to 9% at the US Customs and Border Protection agency, whose workers are on the front, in-person lines of travel and commerce. The nature of the job sets the possibilities for teleworking, not employee preferences. ... "
" ... We’re also keeping HR flexibility and remote working / telework. The observation that so many of our rules are unnecessary has come as a shock to those in mainstream businesses – hands up who has recruited someone they haven’t even met during this pandemic? Now imagine getting a request to interview / onboard someone who can’t travel easily for mobility or sensory reasons - it’s going to be much easier to make the switch. In my business we’re going further. We’ve actually taken out desks in our main office to make it quieter, for less people, in the expectation that many of us will work at home more often. We’re keeping online meetings for 8/12 months of the year and restricting face-to-face to quarterly, this flexibility will make a huge difference to remote workers, parents, carers and disabled colleagues. ... "