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Exam Code: T7 Practice test 2022 by Killexams.com team
International Financial Reporting Standards for Compensation Professionals
Worldatwork resources
Killexams : Worldatwork resources - BingNews http://www.bing.com:80/news/search?q=Worldatwork+resources&cc=us&format=RSS Search results Killexams : Worldatwork resources - BingNews http://www.bing.com:80/news/search?q=Worldatwork+resources&cc=us&format=RSS https://killexams.com/exam_list/Worldatwork Killexams : What Is the Human Resources CCP Certification?

Human resources professionals deal with recruitment, training and development, and benefits and compensations areas. HR professionals who specialize in employee compensation can advance in their fields by earning professional credentials. The Certified Compensation Professional certification is available through the WorldatWork Society of Certified Professionals, formerly the American Compensation Association.

Significance

  1. Most HR specialists first earn a bachelor's degree; a degree and certification are desirable traits in prospective HR specialists. Employers show a preference for certified professionals because those with designations such as the CCP certification further demonstrate expertise in their selected field. Specifically, a CCP certification signifies that the owner has extensive knowledge and experience in designing compensation and incentive pay programs and that he can integrate compensation objectives with the overall business strategy.

Examinations

  1. The WorldatWork Society of Certified Professionals bestows the CCP certification on professionals who pass a series of nine examinations. The examinations test professionals in key areas of compensation including development of reward systems and implementing and evaluating employee base salary and incentive programs. CCP candidates must be able to develop communication programs that ensure employees understand the company's compensation program. The exams also test the candidates' knowledge of federal laws that influence the design of these programs.

Educational Requirement

  1. There is no formal educational requirement for CCP certification, and candidates with any education or experience level can take the exams. Candidates, however, must score at least 75 percent on the exams and must pass all nine exams within eight years of registration. The WorldatWork Society offers training courses in a variety of formats including webinars and computer-based self studies. The society also offers seminars at various locations throughout the U.S. Candidates are not required to be members of the WorldatWork Society, but members receive discounts on the cost of the preparation courses.

Recertification

  1. CCP certificates are good for three years, after which candidates recertify to maintain their status. Recertification involves obtaining 12 credits in related activities, which can include participation at a conference, membership in a WorldatWork Society or with a local network partner, and professional writing contributions to print publications. The WorldatWork Society maintains certification information for all certificate holders and updates this information with all certification activities. Certificate holders can submit the application for recertification at any time, and when they reach the 12-credit threshold, the association's recertification tool automatically submits the application within 30 days of the certificate's expiration date.

Wed, 25 Jul 2018 19:00:00 -0500 en-US text/html https://smallbusiness.chron.com/human-resources-ccp-certification-61159.html
Killexams : What Is the Value of Total Rewards Compensation?

Ruth Mayhew has been writing since the mid-1980s, and she has been an HR subject matter expert since 1995. Her work appears in "The Multi-Generational Workforce in the Health Care Industry," and she has been cited in numerous publications, including journals and textbooks that focus on human resources management practices. She holds a Master of Arts in sociology from the University of Missouri-Kansas City. Ruth resides in the nation's capital, Washington, D.C.

Fri, 27 Aug 2021 10:38:00 -0500 en-US text/html https://smallbusiness.chron.com/value-total-rewards-compensation-2584.html
Killexams : David Peterson

David Peterson is the Vice President, Total Rewards and HR Services at Hologic, Inc. a global medical device company based in Marlborough, Massachusetts. Prior to Hologic, David served as the Director of Total Rewards and HRIS at NetScout Systems and Stryker Biotech. In his current role, Mr. Peterson is responsible for driving the effectiveness of global total reward programs, M&A integration, and maximizing Oracle HRMS capabilities. He has a B.S. from Bryant University, an M.B.A. from Nichols College, and is a certified compensation and benefits professional through WorldatWork. Mr. Peterson is a member of WorldatWork, Society for Human Resources Management, New England Employee Benefits Council and Northeast Human Resources Association. Mr. Peterson has presented several professional workshops at the annual WorldatWork Total Rewards Conference and UCS Mid-Sized Retirement & Healthcare Management Conference.

Wed, 23 May 2018 22:29:00 -0500 en text/html https://www.benefitnews.com/conference/benefits-forum-2018/speakers/david-peterson
Killexams : Online Graduate Certificate in Human Resource Management No result found, try new keyword!Human resources personnel oversee a wide range ... HR Certification Institute, WorldatWork and International Foundation of Employee Benefit Plans. Some online graduate certificate programs prepare ... Fri, 26 Apr 2019 03:16:00 -0500 text/html https://www.usnews.com/education/online-education/human-resources-graduate-certificate-degree Killexams : Cathy Shepard

Cathy is a Principal in the Los Angeles office of Mercer, where she has served as a senior global rewards and talent management consultant in the Talent business and a Relationship Manager for over 18 years. Cathy has over 35 years of corporate and consulting Human Resources experience across various industries and geographies. Prior to joining Mercer, Cathy worked for two other consulting firms and three large corporations, including 7 years at First Interstate Bank as VP of Compensation & OD, and 5 years as Department Manager of Compensation, Benefits & HRIS at Xerox Financial Services. Cathy holds a BS in management and organizational behavior from Rider University. She is a frequent speaker and on the Board of the Los Angeles Compensation & Benefits Association (LACABA). She is a Certified Compensation Professional (CCP) and received the Lifetime Achievement award from WorldatWork in 2000.

Tue, 14 Jun 2016 15:16:00 -0500 en text/html https://www.benefitnews.com/author/cathy-shepard
Killexams : Continuing and Professional Education Course Instructors

Headshot of Instructor Allencia Ballard
Allencia Ballard,
MPM,
OSHA-Authorized General Industry Outreach Trainer

Allencia Ballard has been designing and delivering curriculum and learning materials to teach adults in the business and education sectors for over 10 years. She is an OSHA-authorized General Industry Outreach Trainer with 6 years of manufacturing safety and environmental health experience, specializing in hazard recognition and machine guarding safety. She also holds a master's degree in Project Management.

Headshot of Instructor Don Bartalone
Don Bartalone,
OSHA-Authorized General Industry and Construction Outreach Trainer

Don Bartalone is the lead instructor at the National Safety Education Center. He has 35 years of transportation and warehouse industry experience, serving on the safety team and committee for 20 of those years. Don also spent five years as a facility manager/safety coordinator for an oil refinery and has recently traveled to Saudi Arabia to assist in safety program development for the world’s largest oil company. He holds National Safety Council certificates in Fork Lift Truck Operator Training, Incident Investigation, Safety Inspections and Advanced Safety. Services: 10- and 30-hour General Industry OSHA training, OSHA 511, 501 and 503 instruction.

Headshot of Instructor Amy Baugh
Amy Baugh,
President of Milestones Project Management, Inc. and Vice President of Technology Program Management for a Major Fortune 500 Company

Amy Baugh is a Program Management executive with over 20 years of experience spanning program management, project management, change management, technology and human resources. Amy is President of Milestones Project Management, Inc. and Vice President of Technology Program Management for a major Fortune 500 company. Amy is an expert in her field, with particular expertise in Stakeholder Engagement. Amy holds her MBA from DePaul University with a concentration in Change Management, and a BA from Illinois Wesleyan University in Business Administration and Sociology. She also has her PMP and PgMP certifications from the Project Management Institute (PMI), and has published a book, "Stakeholder Engagement: The Game Changer for Program Management" (CRC Press 2015).

Headshot of Instructor Karen Brown
Karen Brown,
Director of Human Resources,
Highland Community College

Karen Brown has held a number of senior executive positions in healthcare and human resources. She currently serves as the Director of Human Resources, Highland Community College, Freeport, IL. Prior to this, she served as Vice President, Operations, at OSF HealthCare Saint Anthony Medical Center, Rockford, IL. Karen has a Master of Business Administration degree from Northern Illinois University, DeKalb, Illinois. She holds professional certifications: through the American College of Healthcare Executives, Fellow (FACHE); Society for Human Resource Management, Senior Certified Professional (SHRM-SCP); and Human Resources (SPHR).

Headshot of Instructor Brent Bryden
Brent Bryden,
OSHA-Authorized Outreach Trainer

Brent Bryden has 35 years of manufacturing safety and environmental health experience. Brent specializes in facilitating training for small, medium and large employers with a wide range of needs. He is passionate about using basic safety education and training to form strong safety foundations within an organization. Continuous improvement in safety training is his vision and providing results-oriented, quality products and services is his goal. Services: Training, Inspection Audits, Abatement Assistance, Safety Program Development, Implementation & Management.

Headshot of Instructor Jerry DiCola
Jerry DiCola,
Sr. Director Real Estate and Facilities Operations

Jerry DiCola is the Senior Director, Real Estate and Facilities Operations for Horizon Therapeutics, Inc., a specialty biopharmaceutical company focused on improving patients’ lives by identifying, developing, acquiring and commercializing differentiated products that address unmet medical needs. As an IFMA, certified instructor Jerry has been facilitating IFMA courses at Northern Illinois University since 2008. Most recently, board member for Disability Inclusion, an organization which commitment is, “To collaborate with purpose to promote the full inclusion of people with disabilities, to inspire accessible innovation for all, and to foster cultures of inclusion”. In addition, an active member of the Aspire Facility Committee. He was a chapter president for the Chicago Chapter of IFMA from 2013 to 2015.

Headshot of Instructor Stephanie GambroStephanie Gambro, Director of Business Transformation for a Large Fortune 500 Company

Stephanie is a Director of Transformation for a large Fortune 500 Company. She has over twenty years of experience driving strategic transformational programs within large multi-functional organizations. Working with Executive Leadership teams, she helps set the strategic objectives and efforts that will drive an organization towards success. Stephanie also teaches with the NIU Outreach Program, preparing professional learners to sit for the PMP and the SHRM S-CP and CP exams.

Headshot of Instructor Eric Hermonson
Eric Hermonson,
Director of Human Resources for OSM Worldwide

Eric Hermonson is the Director of Human Resources for OSM Worldwide. He is responsible for overseeing the entire human resources department, which includes everything from strategic planning to overseeing the day-to-day operations within the HR Department. Prior to his years at OSM, Eric has a diverse industry experience having worked in healthcare, higher education, governmental and consulting. Eric has been working in the Human Resources profession since 2003 with expertise in strategic HR, talent management, employee engagement, organizational development and effectiveness, employment law and compensation and benefits. Eric has previously been a guest speaker at local colleges on developing a career in the field of human resources, as well as a guest speaker for the American Cancer Society. He currently holds his SHRM-SCP and SPHR certifications. He also possesses his Bachelor of Science, with an emphasis in Human Resources from Northern Illinois University in DeKalb, IL.

Headshot of Instructor Ronette Kersting
Ronette Kersting,
Lean Project Manager

A highly motivated, passionate and accomplished leader with 25+ years of successful experience in a Fortune 500 company. Ronette creates value by delivering innovative and sustainable solutions to drive bottom line results to help organizations and customers prosper today and tomorrow. She is a proven leader with a solid background in Project Management, Continuous Improvement, Product Development, Six Sigma, Lean, Supply Chain, Logistics, and Manufacturing coupled with a strong customer design focus. Ronette received her BS Industrial Engineering from Iowa State University and MBA from Northern Illinois University. Headshot of Instructor Linda Medina-HafezLinda Medina-Hafez, HR Deployment Manager, McDonald's Corporation

Linda started her career as an HR generalist for a long-term care organization focused on hiring, corrective actions, employee relations, conflict resolution, investigations, training, development and engagement. She also has several years of experience as an HR business partner supporting company leaders. She now works for McDonald's, where she has contributed to a variety of teams, including employee relations for restaurant employees/managers/franchisees, U.S. People strategy & innovation, HR product management and deployment, and most recently as the PMO and Alignment Manager for the Global People Strategy team where she leads the design, development and execution of several key staff and restaurant initiatives. She has been part of the NIU family as a student and instructor and really enjoys sharing her work and test experiences. Linda loves when students engage in class to shape their own learning experiences. When Linda is not working, she enjoys traveling (postponed due to the pandemic), activities with her daughters (twin 5-year-olds and a 3-year-old) and dreaming of winning The Amazing Race.

Headshot of Instructor Ricardo MurilloRicardo Murillo, Senior Human Resources Manager, MAPEI

Ricardo Murillo, SHRM-SCP, is currently the Senior Human Resources Manager at MAPEI in West Chicago, IL. Ricardo has worked for large organizations such as Smithfield Foods and Wolverine World Wide, where he has had the opportunity to work with teams in multiple states and outside of the U.S.

Headshot of Instructor John Newquist
John Newquist,
OSHA-Authorized Outreach Trainer
John has over 30 years of experience as a safety trainer. Since 1987 John has trained over 50,000 people including OSHA compliance officers and Fortune 500 Clients. His areas of expertise include Incident Investigation, Confined Space, Excavation Safety, Cranes Signaling, Rigging Safety, Fall Protection, Scaffold Competent Person, Silica Competent Person, CHST Prep, Lockout, Machine Guarding, OSHA Recordkeeping and Safety Management. Services: Mock OSHA Inspections, Site Safety Audits, Expert Witness.

Headshot of Instructor John Newton
John Newton,
Human Resources and Learning and Development Professional

John Newton is a Human Resources and Learning and Development professional. He is a coach, consultant, trainer, teacher and public speaker who specializes in helping people and organizations reach their ultimate potential. His company, John Newton and Associates, provides people-development services to a multitude of industries in both non-profit and for-profit organizations. John’s philosophy is “Kindness is the bottom line.” Be kind to your employees and they will reward you with hard work and commitment. John has been an Instructor for Northern Illinois University for over 15 years.

Headshot of Instructor Jason PopeJason Pope, Director of Recruitment, Rockford Public School District 205

Jason is a cross functional business partner managing all aspects of HR for multiple schools within the Rockford Public School District. He brings over 15 years of Human Resource experience in both the public and private sectors and loves to engage students with practical, real-world experiences in the classroom.

Headshot of Instructor Karen Vujtech
Karen Vujtech,
Managing Director, Total Rewards Consulting

Karen Vujtech, the Managing Director of Total Rewards Consulting, has over 20 years of experience in Human Resources, with significant expertise in compensation as well as experience in benefits and HR systems management. Prior to consulting, Karen held key compensation and benefits positions in a variety of industries, from consumer products and healthcare to high tech. She holds a Bachelor of Science degree from Northern Illinois University and an MBA from Dominican University. Karen is the past-President of the Chicago chapter of SHRM and is a certified senior Human Resources professional (SPHR). She has held regional officer positions for WorldatWork and numerous Board positions, including President, for the Chicago Compensation Association (CCA). Karen has extensive experience teaching certification preparation courses at Northern Illinois University, DePaul University in Chicago, Illinois, and Aurora University in Aurora, Illinois.

Headshot of Instructor Susan Walsh
Susan Walsh, Director of HR & Finance at L2 Interactive Susan has over 25 years of experience in human resources. She began her career in training & development, specifically management and leadership development with various global service industries. She has worked with executive teams to align strategic initiatives, implement systemic change efforts and ensure HR deliverables add value to the bottom line. In her current position as the Director of HR & Finance for a digital agency, her role is both operational and strategic, including all aspects of talent acquisition & development, change management and financial analysis. She’s been a member of the NIU instructor team for two years and finds it so rewarding to help students make the transition from gaining knowledge to business application. When she’s not at work, Susan enjoys almost anything outdoors from hiking to biking. She loves being out of her element in new and interesting places. She is also an avid reader and enjoys syllabus on productivity. Headshot of Ericka Westgard
Ericka Westgard,
Sr. Facilities Leader Ericka Westgard is an experienced senior facilities leader and outsourcing expert, having worked with several Fortune 500 clients across many industries developing and implementing integrated facilities strategies. She has successfully led complex operational workforces across multi-site client portfolios occupying upwards of 100M square feet within the Americas. Ericka balances her operational account leadership experience by having successfully led a number of global support teams, serving more than 10,000 internal facilities associates across the Americas, APAC and EMEA. Ericka has held a number of instructor positions across the US and is a qualified instructor for CFM, FMP and ProFM through Northern Illinois University.
Thu, 08 Jul 2021 20:34:00 -0500 en text/html https://www.niu.edu/continuing-professional-education/about/course-instructors.shtml
Killexams : How many people are really fed up with their jobs?

While COVID continues to upset lives and careers, most notably manifested in the “great resignation,” there is a sense today that some initial fears were a bit overblown.

What has been coming up among many workers being surveyed about their own experiences, is a sense of regret.

One in four workers (26 per cent) who quit their previous job say they regret the decision, according to a survey by Joblist of more than 15,000 jobseekers. Hospitality workers (31 per cent) are the most likely to regret quitting, while healthcare workers (14 per cent) are the least likely.

But when asked what exactly they did regret about leaving their old lives, finding out just how difficult it was to find new work, if they didn’t already have that new job in place before handing in the resignation slip, was cited by 40 per cent of respondents.

Money was the biggest driver for why these folks quit, as a whopping 78 per cent believed that the grass would be greener if they switched jobs.

‘Boomerang employee’

The pull-back to their previous careers was particularly strong for a lot of workers. When asked if they would consider going back to their old job as a “boomerang employee,” a majority (59 per cent) said “no,” while 17 per cent said “yes” and 24 per cent were “maybe” open to it.

“Because there’s such pressure on talent and you’re really preparing for the future, many companies are considering the boomerang as another option to fill open vacancies,” says Steve Knox, vice-president of global talent acquisition at Ceridian in Toronto.

Another accurate look at the numbers, found that the “great resignation” might not have been all that great.

Voluntary turnover rates in the U.S. have increased just three percentage points (from 18 per cent to 21 per cent) since before the pandemic, according to a report by WorldatWork in partnership with UFlexReward.

Still, 80 per cent of organizations say labour shortages and competition for talent is the greatest challenge in 2022, and the number of full-time professionals focused on talent acquisition and recruitment has increased by more than one-third since before 2020, according to the survey of 556 respondents conducted in February.

In order to stop the leaks from organizations, employers are looking to help employees find a happy medium, says Deirdre Macbeth, WorldatWork content director.

“Of organizations who have implemented or are currently implementing action in HR policies, 87 per cent are adding remote work options which shows their recognition of the importance and effectiveness of work-life balance on retention and recruitment,” she says.

Toxic culture

For those who actually have walked out the door, the number one reason has nothing to do with money, it was a toxic culture that pushed them away.

62 per cent of employees surveyed by FlexJobs pegged this as the top reason why they have left, which edged out salary (59 per cent) and poor management (56), along with the lack of healthy work-life balance (49 per cent) and remote work (43 per cent), being burned out (42 per cent), and not allowing flexible schedules (41 per cent).

“Toxic company culture drives people to leave their jobs more than any other single factor. Especially with many companies now transitioning to permanent hybrid workplaces, it’s critical that leaders emphasize building healthy cultures that are inclusive of all their workers’ needs and locations, whether they’re on-site or remote,” says Sara Sutton, founder and CEO of FlexJobs.

For one expert on the topic, companies should take a close look at just how people are being treated, lest they risk a mass resignation.

“If the organization is large enough, it’s probably going to have some pockets of toxicity, nevertheless. And even if the culture is very healthy as a whole, toxicity can still be the number one driver of attrition, just because although it’s only affecting a small percentage of the organization, it can still have a very powerful effect on that portion of the organization,” says Charles Sull, co-founder of CultureX, which did a major study on the course with MIT and found similar results.

It’s not only culture for a lot of workers, the problem hits more closely to home, found another survey.

Seventy-five per cent of employees are frustrated with their managers, finds a survey of U.S. workers by Clever Real Estate in February.

“People are frustrated with their managers — all employees feel that at some point. This is really more deep-seated and that was a little bit surprising to me, just how many people are frustrated,” says Jaime Dunaway-Seale, content writer at Clever Real Estate in Dallas.

The biggest reasons for this frustration are unclear communication (31 per cent), and micromanagement (27 per cent), found the survey.

The message is clear: quell a toxic culture and this effort begins by looking at management.

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Mon, 18 Jul 2022 07:47:00 -0500 en text/html https://www.hcamag.com/ca/news/general/how-many-people-are-really-fed-up-with-their-jobs/413512
Killexams : Work-Life & Flexibility

Executive Briefing Series: The Future of Flexibility

Despite a few high profile companies, including Yahoo, Best Buy, and Bank of America, who pulled back on their flexibility programs, flex is increasingly becoming the norm in many companies. In a 2013 study of 844 employees, 81% reported that their current organizations offer flexible work arrangements (Catalyst). According to WorldatWork, less than 4% of organizations have terminated flexible work options in the past two years (2013 Workplace Flexibility Survey).

Sat, 13 Mar 2021 01:15:00 -0600 en text/html https://www.bc.edu/bc-web/schools/carroll-school/sites/center-for-work-family/research/work-life-flexibility.html
Killexams : Antero Resources Announces Cash Tender Offers for up to $300 million in Aggregate Principal Amount of Senior Notes

DENVER, Aug. 4, 2022 /PRNewswire/ -- Antero Resources Corporation (NYSE: AR) ("Antero Resources", "Antero", or the "Company") today announced that it has commenced tender offers (each, an "Offer" and, collectively, the "Offers") to purchase for cash (i) any and all of the Company's outstanding 8.375% Senior Notes due 2026 (such notes, the "Any and All Notes" and, such offer, the "Any and All Tender Offer") and (ii) an amount of the Company's outstanding 7.625% Senior Notes due 2029 (such notes, the "Maximum Tender Notes" and, such offer, the "Maximum Tender Offer") equal to the difference between $300,000,000 and the aggregate principal amount of Any and All Notes accepted for purchase (as such amount may be increased or eliminated by the Company pursuant to the terms of the Offers, the "Aggregate Maximum Principal Amount"), in each case, on the terms and subject to the conditions set forth in the Company's Offer to Purchase, dated August 4, 2022 (as it may be amended or supplemented from time to time, the "Offer to Purchase").

Antero Resources logo. (PRNewsFoto/Antero Resources Corporation)

The Offer to Purchase relates to two separate Offers, one for each series of notes (each series, a "Series of Notes", and such notes, collectively, the "Notes"). No Offer is conditioned on any minimum amount of Notes being tendered or the consummation of any other Offer.

Any and All of the Notes Listed Below

(the Any and All Notes)

Notes

CUSIP / ISIN

Principal Amount
Outstanding

Total Consideration (1)(2)

8.375% Senior Notes due 2026

03674X AN6

 U0018L AF7 /
US03674XAN66

USU0018LAF77

$ 285,548,000

$ 1,090.00

Up to the Aggregate Maximum Principal Amount of the Notes Listed Below

(the Maximum Tender Notes)

Notes

CUSIP / ISIN

Principal
Amount
Outstanding

Tender
Consideration(1)(2)

Early
Tender
Premium(1)

Total

Consideration (1)(2)(3)

7.625% Senior Notes
due 2029

03674X AQ9

U0018LAG5 /

US03674XA97

USU0018LAG50

$534,000,000

$ 1,020.00

$ 50.00

$ 1,070.00

(1)

Per $1,000 principal amount of Notes validly tendered and not validly withdrawn and accepted for purchase.

(2)

Excludes accrued interest, which will be paid on Notes accepted for purchase as described herein.

(3)

Includes the Early Tender Premium (as defined in the Offer to Purchase) for Notes validly tendered at or prior to the Early Tender Deadline (as defined below) (and not validly withdrawn) and accepted for purchase.

The Any and All Tender Offer will expire at 5:00 p.m., New York City time, on August 10, 2022, unless extended or earlier terminated (such time and date, as the same may be extended with respect to the Any and All Tender Offer, the "Any and All Expiration Date"). Holders (as defined in the Offer to Purchase) of the Any and All Notes must validly tender and not validly withdraw their Any and All Notes at or prior to the Any and All Expiration Date to be eligible to receive the Total Consideration for such Any and All Notes. The settlement date for the Any and All Tender Offer is expected to be August 11, 2022, unless extended by the Company (the "Any and All Settlement Date"), or for Any and All Notes validly tendered pursuant to the guaranteed delivery procedures set forth in the Offer to Purchase, August 15, 2022 (the "Guaranteed Delivery Settlement Date").

The Maximum Tender Offer will expire at 11:59 p.m., New York City time, on August 31, 2022, unless extended or earlier terminated (such time and date, as the same may be extended with respect to the Maximum Tender Offer, the "Maximum Tender Expiration Date"). Holders of Maximum Tender Notes must validly tender and not validly withdraw their Maximum Tender Notes at or prior to 5:00 p.m., New York City time, on August 17, 2022 (such time and date, as the same may be extended, the "Early Tender Deadline") in order to be eligible to receive the Total Consideration, which includes the Early Tender Premium for the Maximum Tender Notes of $50.00 per $1,000 principal amount of Notes tendered. Holders who validly tender their Maximum Tender Notes after the Early Tender Deadline and at or prior to the Maximum Tender Expiration Date will be eligible to receive only the Tender Consideration as set forth in the table above.

In each case, such Holders will also be entitled to receive accrued and unpaid interest, if any, from the last interest payment date for the applicable Series of Notes up to, but not including, the applicable Settlement Date (as defined below), if and when the applicable Notes are accepted for purchase. For the avoidance of doubt, Any and All Notes validly tendered pursuant to the guaranteed delivery procedures set forth in the Offer to Purchase will only be entitled to receive accrued and unpaid interest, if any, from the last interest payment date up to, but not including, the Any and All Settlement Date. The Offers are open to all Holders of the Notes.

Tendered Notes may be withdrawn at or prior to 5:00 p.m., New York City time, on (i) August 10, 2022, with respect to the Any and All Notes, or (ii) August 17, 2022, with respect to the Maximum Tender Notes, by following the procedures described in the Offer to Purchase, but may not thereafter be validly withdrawn, except as provided for in the Offer to Purchase or required by applicable law.

If the aggregate principal amount of Maximum Tender Notes validly tendered and not validly withdrawn at or prior to the Early Tender Deadline equals or exceeds the Aggregate Maximum Principal Amount, Holders of the Maximum Tender Notes who validly tender and do not validly withdraw Maximum Tender Notes after the Early Tender Deadline and at or prior to the Maximum Tender Expiration Date will not have any such Maximum Tender Notes accepted for payment, unless the Company increases the Aggregate Maximum Principal Amount. There can be no assurance that any or all tendered Maximum Tender Notes will be accepted for purchase.

If purchasing all of the validly tendered and not validly withdrawn Maximum Tender Notes on the applicable Settlement Date (as defined in the Offer to Purchase) would cause the Aggregate Maximum Principal Amount to be exceeded on such Settlement Date, the Company will accept such Maximum Tender Notes on a pro rata basis, so as to not exceed the Aggregate Maximum Principal Amount (with adjustments to avoid the purchase of Maximum Tender Notes in a principal amount other than in the applicable minimum denomination requirements contained in the indenture governing the Maximum Tender Notes and in integral multiples of $1,000 in excess thereof). As such, there can be no assurance that any or all tendered Maximum Tender Notes will be accepted for purchase, even if validly tendered and not validly withdrawn prior to the Early Tender Deadline.

The Company reserves the right, but is under no obligation, to increase or eliminate the Aggregate Maximum Principal Amount at any time without extending the applicable Maximum Tender Withdrawal Deadline (as defined in the Offer to Purchase), subject to applicable law. As such, there can be no assurance that any or all tendered Maximum Tender Notes will be accepted for purchase, even if validly tendered and not validly withdrawn prior to the Early Tender Deadline.

The Company reserves the right, but is under no obligation, at any time after the Early Tender Deadline and before the Maximum Tender Expiration Date, to accept Maximum Tender Notes that have been validly tendered and not validly withdrawn for purchase on a date determined at the Company's option (such date, if any, the "Maximum Tender Early Settlement Date"). The Company currently expects the Maximum Tender Early Settlement Date, if any, to occur on August 19, 2022. If the Company chooses to exercise its option to have a Maximum Tender Early Settlement Date, the Company will purchase any remaining Maximum Tender Notes that have been validly tendered and not validly withdrawn after the Early Tender Deadline and at or prior to the Maximum Tender Expiration Date, subject to the Aggregate Maximum Principal Amount and all conditions to the Maximum Tender Offer having been satisfied or waived by the Company, on the final settlement date (the "Maximum Tender Final Settlement Date"). The Company will purchase any and all Any and All Notes that have been validly tendered and not validly withdrawn at or prior to the Any and All Expiration Date, subject to all conditions of the Any and All Offer having been satisfied or waived by the Company, on the Any and All Settlement Date or on the Guaranteed Delivery Settlement Date, as applicable (each of the Maximum Tender Early Settlement Dates, the Any and All Settlement Date, the Guaranteed Delivery Settlement Date and the Maximum Tender Final Settlement Date, a "Settlement Date").

The Maximum Tender Final Settlement Date, if any, is expected to be September 2, 2022, unless extended by the Company. If the Company chooses not to exercise its option to have a Maximum Tender Early Settlement Date, it will purchase all Maximum Tender Notes that have been validly tendered and not validly withdrawn at or prior to the Maximum Tender Expiration Date, subject to the Aggregate Maximum Principal Amount and all conditions to the Maximum Tender Offer having been satisfied or waived by the Company, on the Maximum Tender Final Settlement Date. No tenders of Notes submitted after the Maximum Tender Expiration Date will be valid.

The Company reserves the right to terminate or withdraw the Offers in whole or terminate or withdraw the Offers with respect to any Series of Notes at any time, subject to applicable law.

Wells Fargo Securities, LLC is acting as Lead Dealer Manager, Truist Securities, Inc. and CIBC World Capital Markets Corp. are acting as Co-Dealer Managers and IPREO LLC is acting as the Tender Agent and Information Agent for the Offers. Requests for documents may be directed to IPREO LLC at (888) 593-9546 (toll-free), (212) 849-3880 (all others) or by email at ipreo-tenderoffer@ihsmarkit.com. Copies of such documents are also available at the following web address: https://www.debtdomain.com/public/antero/index.html. Questions regarding the Offers may be directed to Wells Fargo Securities, LLC (toll-free) (866) 309-6316 or (collect) (704) 410-4756.

This announcement is for informational purposes only and is not an offer to purchase or sell or a solicitation of an offer to purchase or sell, with respect to any securities, including in connection with the Offers. The Offers are only being made pursuant to the terms of the Offer to Purchase. The Offers are not being made in any state or jurisdiction in which such Offers would be unlawful prior to registration or qualification under the securities laws of any such state or jurisdiction. None of the Company, any Dealer Manager, or the Tender Agent and Information Agent is making any recommendation as to whether or not Holders should tender their Notes in connection with the Offers.

Cautionary Statement Regarding Forward-Looking Information

This release includes "forward-looking statements." Such forward-looking statements are subject to a number of risks and uncertainties, many of which are not under Antero's control. All statements, except for statements of historical fact, made in this release regarding activities, events or developments Antero expects, believes or anticipates will or may occur in the future, such as Antero's ability to successfully consummate the Offers and the terms thereof, are forward-looking statements within the meaning of Section 27A of the Securities Act of 1933, as amended, and Section 21E of the Securities Exchange Act of 1934, as amended. Words such as "may," "assume," "forecast," "position," "predict," "strategy," "expect," "intend," "plan," "estimate," "anticipate," "believe," "project," "budget," "potential," or "continue," and similar expressions are used to identify forward-looking statements, although not all forward-looking statements contain such identifying words. All forward-looking statements speak only as of the date of this release. Although Antero believes that the plans, intentions and expectations reflected in or suggested by the forward-looking statements are reasonable, there is no assurance that these plans, intentions or expectations will be achieved. Therefore, actual outcomes and results could materially differ from what is expressed, implied or forecast in such statements. Except as required by law, Antero expressly disclaims any obligation to and does not intend to publicly update or revise any forward-looking statements.

Antero cautions you that these forward-looking statements are subject to all of the risks and uncertainties incident to the exploration for and development, production, gathering and sale of natural gas, NGLs and oil, most of which are difficult to predict and many of which are beyond Antero's control. These risks include, but are not limited to, commodity price volatility, inflation, availability of drilling, completion and production equipment and services, environmental risks, drilling and completion and other operating risks, marketing and transportation risks, regulatory changes or changes in law, the uncertainty inherent in estimating natural gas, NGLs and oil reserves and in projecting future rates of production, cash flows and access to capital, the timing of development expenditures, conflicts of interest among our stockholders, impacts of world health events (including the COVID-19 pandemic), cybersecurity risks, the state of markets for, and availability of, Tested quality carbon offsets, and the other risks described under the heading "Item 1A. Risk Factors" in Antero's Annual Report on Form 10-K for the year ended December 31, 2021 and in its subsequent Quarterly Reports on Form 10-Q.

Cision

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SOURCE Antero Resources Corporation

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