What You Dont Know About Cum Laude Resume

What You Dont Know About Cum Laude Resume Our resume examples offer inspiration, but more importantly guidance on the best way to structure and compose the elements. The examples above demonstrate that it is possible to write cum laude on your resume in lots of ways. As soon as youve been in the workforce for a couple decades, your work experience gets more important than your GPA. After that, follow it with the prior ones. Putting an objective at the very top of your resume is becoming obsolete. With this moment, youve got enough work experience to highlight you dont will need to rely on your education. Listed below are best-known at TCU and throughout the country. Every day proved to be a lengthy day for Leo. You should tailor the education section of your resume to satisfy your circumstances, including whether you continue to be a student, how much work experience which you have, and the number of academic achievements youve got. While it varies based on your parteicula r experience, you will likely find a huge hireability boost. There are dozens and dozens of possible skills to look at using. In addition, if you become asked details about coursework from years past, you can fail your own resume test that is an immediate no-hire for many interviewers.Seerecruiters departure looking for how specific details on a resume. It should consist of a couple quick, strong statements at the start of your resume to summarize your abilities and experience. Soft skills are valuable in just about any position. Attempt not to exaggerate your responsibilities and prevent self-aggrandizing descriptions. If you are now in college or will soon be graduating, these tips will be able to help you determine whether to include your GPA on your resume, and show you where and how to correctly include it. Its a waste of space, and they are able to safely assume you finished HS or obtained a GED. Its unlikely youre have an honors section devoted to school achievements . You could add a distinct section if you received many awards in school. Its also advisable to skip your GPA in case you have those forms of honors included. If youve got an internship, make sure you list it. If you havent achieved any honors, set your GPA beside your major. If so, just incorporate the GPA beside your honors, in parenthesis. Individuals who graduated the prior December but did not take part in the December ceremony. The guidelines to accomplish the magna cum laude level of distinction vary from 1 institution to another. If youre a November or March graduate, you take part in the next Mays ceremony, following your degree was awarded. Its sometimes used while the summa honor is reserved just for students with perfect academic records. Get the Scoop on Cum Laude Resume Before Youre Too Late This 1 document can make or break your odds of obtaining a work interview. Whether you are searching for your very first job or attempting to earn a career change, the met hod starts with your resume. For more information, please look at our honor society page. Then take a look at work description. If youre asking for work at a law firm, ensure it remains formal. There are tons of hard skills for banking, and you want to list not just the ones which youve mastered, but each one of the keywords about the particular role youre applying for that guy or machine may be searching for. It appears obvious, but examine the words the firm uses in the work description usually thats what theyre searching for. I visit a school w quarter system and simply started a new quarter. It is easy to download a specific professional high high quality sales receipt template and produce thousands of excellent receipts for any type of sale. A receipt may be utilised in numerous ways, and the aim is determined by the title. You can create your own delivery receipt or only buy a prototyp delivery receipt book. Thus, the acknowledgement receipt would be an effortless lett er confirming the receipt of goods delivered. You dont need to invent a totally new layout. You just have to download the crucial template. A downloadable template is not difficult to use and easy to adjust, since the situation requires. A blank receipt template has features that might be quite ideal for a huge array of businesses.

How to save face when writing a delayed response

How to save face when writing a delayed responseHow to save face when writing a delayed responseIt happens to the best of us. We have an email eagerly awaiting our timely response that we promise ourselves well get toeventually. And yet, one day morphs into three weeks, and pretty soon it feels awkward to address the urgency within that message with a breezy Sorry for my late replyHeres how to save face when writing a late reply that will satisfy both recipient and senderYou dont always have to apologize when writing a late replyRecognize that not all delayed responses merit effusive apologies. At worst, it can come off as disingenuous to frage over yourself with so so sorry. If you were truly sorry for your delayed response, why are you answering my email two months later? the disgruntled recipient may think. An immediate response signals that we are paying attention through its timeliness.When you are writing a late reply, you can signal that you are still paying attention by focus ing on the request within the message. Instead of papering your delayed response with apologies, you can be upfront with how late you are and then move on. Moving on is key. The important thing is to not waste too many words excusing your lateness by explaining how you were away on vacation and you would have replied, but things got crazy, and then you lost Wi-Fi on the boat, and you- No. In these kinds of cases, its fine to say something like Hey there, here are some ideas Ive been working on to your proposalAs Daniel Potter writes for Grammerly, people know that we are busy, and that networking and mentoring requests do not necessarily need a speedy response. Charitably assume these people get it. Skip past sorry for the late reply and cut straight to what matters Sounds good, and thanks for reaching out- Hows Thursday?Of course, there are times when your months-long radio silence does require a my sincere apologies. If your inaction is directly affecting someones livelihood, such as you not paying them on time, or a job offer falling through, dont be a jerk Say sorry for being late. A genuine apology, when merited, is a courteous start to remedying a wrong.But our inboxes are flooded with requests daily. There were269 billion emails sent and received each day in 2017. There will be many emails that do not require a speedy response, or a response at all. Its important to realize that replying to an email days later is not a crime, so do not punish yourself for it, as author Melissa Febos argues in Catapult.Stop apologizing for taking a reasonable length of time to respond to an email, she writes. A week seems like a perfectly reasonable length of time to take. Or longer. Regardless, stop apologizing.What she is getting at is that our time is too valuable to waste on replying to every absatzwirtschaft and networking request right away. Learn to recognize that there are differences between important emails that you can take time to answer and urgent emails you must drop everything to answer. Once you learn this, your mind will be free to focus on your work and not your inbox.

How to Decide if Youre Ready to Quit - The Muse

How to Decide if Youre Ready to Quit - The MuseHow to Decide if Youre Ready to Quit Quitting. Its one of those ideas that enters your head and tends to linger. The worse your day, the more tempted you are to pull a Jerry Maguire and just do it. But, are you actually ready to pull the trigger? Or, I should ask you Are you making this decision for the right reasons? Every professional goes through the process of questioning whether to take a new step or to stay in the comfort of a familiar setting. Whether youre clashing with your boss, looking for a higher income, or just ready for something new, were here to help. Or, well, this flowchart is- use it as a jumping off point as you start to seriously consider your options. Infographic courtesy of BBC.com.Photo of quitting note courtesy of Shutterstock.

These two 25-year-olds may have just solved the plastic crisis

These two 25-year-olds may have just solved the plastic crisis These two 25-year-olds may have just solved the plastic crisis It’s comforting to think that once you drop your plastic container into that ubiquitous blue recycling bin, you’ve fulfilled your eco-friendly duty for the day. Unfortunately, the data says otherwise.Only 9% of plastics actually get recycled. The rest is going to landfills and incinerators where it’s being burned for energy, but most of it is emitted as Co2 into the atmosphere. At the current rate of recycling waste plastics, it’s projected that there will be more plastic than fish in our oceans by 2050.Miranda Wang and Jeanny Yao, the founders of BioCellection Inc. have found a way to address the plastic crisis, head-on. The cofounders relayed their ideation of BioCellection Inc. at the 2019 Women in the World summit held earlier this month.“I think what’s so difficult for consumers to understand is that when we take a piece of plastic and put it in a recycling bin, that’s actually getting recycled. Well, guess what? It’s doesn’t … ” says Wang.The 25-year-old c o-founder of BioCellection Inc. graduated from University of Pennsylvania with a Bachelor of Arts in Biology in 2016.  Her business partner Yao graduated that same year from the University of Toronto with a BS in Biochemistry and Environmental Sciences. Both received recognition from Forbes 30 under 30 in 2018. Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!Together, the young entrepreneurs have subverted the notion that recycling our plastic is sustainable. Poor waste management and lack of waste collection infrastructure mean a large portion of plastic waste is leaked into our rivers and oceans. Rather than trying to resolve the fallibility of the recycling process, Wang and Yao are going right to the source of the issue by inventing  recycling for the least recyclable plastic.How plastic worksTo understand the process, you need to know about Polyethylene. This plastic compound makes up over a third of all plastics produced globally. The reason it can’t breakdown in the environment is because of its size â€" it’s so large that microbes cannot access it to break it down organically.According to Wang, using our society’s “current Mechanical recycling method, all of the plastics are mechanically broken down, washed, and melted. That’s like taking a tree leaf, cutting it apart and then gluing it together. That’s why recycling is not working.”Instead, working from the concept of a “circular economy”, the chemists plan to take these molecules and fully recycle them to create new usable products, rather than releasing waste into the atmosphere.Yao breaks down this highly complex method into simpler terms:“What we do is use a chemical method to cut this [Polyethylene] chain into small pieces. These small pieces become functionalized with oxygen to develop interesting properties. These chemicals that we make out of plastic are actually precursors to h igher value materials. It’s this exact material that is found in things like car parts, electronics, and textiles.”Using this model, the vast majority of waste ( 91% ) that are deemed too contaminated to recycle actually becomes an untapped resource with unprecedented application potential. Rather than trying to fix a broken system, Wang and Yao are inventing their own.What you can do nowEven if you aren’t a precocious chemist, there are still many ways you can help combat the plastic crisis. The simplest way to do so is to cut back on plastic waste altogether. Today, technology makes this easier than ever. One app, from a startup called Omni Calculator, helps you keep track of your plastic waste by tallying up how many plastic bottles you use, and then telling you roughly how many pounds of plastic you use in a year or that you’ll use in your lifetime.Another app, called My Little Plastic Footprint, goes further, helping users track their progress toward zero waste over tim e. According to Wang, it’s important to remain radically optimistic about combating the plastic crisis, on an international level.    â€œWe are convinced that we can solve the plastic pollution problem within our lifetime, it’s just a matter of working with the right people to make it happen,” says Wang.You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people

The State of Working Dads

The State of Working Dads The State of Working Dads While 85% of fathers wish they could be more involved in the lives of their newborns during the early months, less than 50% of fathers take as much time as their country’s policy allows. This is often caused by social norms, financial pressures, and lack of support from their organizations. While we hear a lot about women in the workplace , the rights, and struggles of working fathers are far less discussed and advocated for. To celebrate this Father’s Day, I interviewed working fathers across North America to talk more about what being a working father in 2019 has been like for them. Here’s what they had to say! When it comes to work life balance, almost all working fathers emphasize the importance of time management. Parenthood has required them to make a mental shift towards being present with their families when they are not at work. Marcus Yco , Head of North America, Waze Local says “My perspective on work-life balance has become clearer as a working parent. Needing to reprioritize and be thoughtful about this balance has helped me to become a better leader.” Micheal Goldstein , Chief Revenue Officer at Tucows, says “Before kids, I was less disciplined and would procrastinate. Parenthood is a lesson in time management that everyone can benefit from. If you say you’re going to stop working at 6:00 pm, you’ll find a way to do it if you work with intention. I’ve had to learn to be unapologetic about my schedule and boundaries. My goal is to only do one job at the time so I can give my kids my full attention. ” Dan Capoferri , Senior Manager at Tucows recalls that “years ago, when I saw the parents at work leaving earlier to pick their children up from daycare, I thought it was unfair. After having kids of my own, I completely understand and empathize with them. Now, I strive to produce as much as I can within my allocated working hours, but disconnect from work completely when I’m home. I can still progress my career during my normal working hours without having to work constantly on evenings or weekends”. Yco says that “Many things will change when you become a new father! Before I had children, I routinely worked evenings and weekends. Even after our first was born, I would leave for work before she woke up and come home well after she had gone to sleep. I realized I was missing out on my daughter’s life entirely and needed to reprioritize around my new family. Now I own mornings with my kids. I make sure that I come home before they go to bed so that I can say goodnight and spend a few hours with my wife.” Capoferri says that having kids has also helped him realize his potential for getting things done within working hours. He says “I know that when I go home my phone is locked away in my bedroom and I’m spending time with my family. I need to accomplish all of my work before leaving the office. This has led me to become more productive, and has been an excellent upgrade. While these fathers seemed to have found a healthy balance, 63% of fathers feel they spend too little time with their children, compared to 35% of mothers who felt the same. Women often feel guilt around falling short in the many roles they take on. This is no unique feeling, as men express similar concerns. Goldstein says that he too has experienced times when he felt like he was doing everything inadequately. He says “Comparing yourself as a parental unit to other parents is hard, especially when you’re both working and other parents are not. You feel like others are doing it better and are way ahead. As parents, there is implicit judgment from all ends.” There is still social stigma for men wanting to take a more active role in parenting their children. “When men take a more active role in their kid’s life, they are made to be seen as less ambitious or irresponsible as professionals. The ideas of what the gender roles should look like can shake people when you don’t fit as prescribed” says Goldstein. Saad Bellafquih , founder and manager of a management consulting firm says that while he sees improvements in societal expectations and standards, he doesn’t feel like there is full equality yet, especially with “the perception of a man taking time off to take care of their family.” Alan Zel , president and CEO of Zel Human Capital says “We have redefined what it means to have it all. Men can suffer from feeling like they have missed out on raising their children because they had to work.” Saad explains that whether you are the mother, or the father, you have the same 24 hours in a day, and whatever area you put focus on will force you to sacrifice elsewhere. He says “what’s important is to acknowledge that the path we choose is our own.” In regards to taking time off for paternity leave, Capoferri says “I felt as though people were looking at me “sideways”, wondering why I deserved to take time off…even going as far as to comment “…if working dads can take time off for paternity leave, what about those who choose not to have children? ” People would make me feel that this time away with my family was undeserved.” While today’s fathers aspire to be more involved with their families than ever before, men who interrupt their employment for family reasons earn significantly less after returning to work. While today’s fathers spend three times as much time with their children and twice as much time on housework than previous generations, the stigma still exists. When it came to supporting their spouses, Zel says to “listen, observe, and don’t make assumptions about what your partner needs. Ask questions and try to really understand and hear what their experience is like!” Yco says “I am incredibly lucky to have a partner that I can talk through my career with. My wife is an equal in decision-making when it comes to my career and how it may impact our family. Tactically, taking on more at home in spurts allows us each enough coverage when career responsibilities spill into the home/family routine” Goldstein says “Constant communication, and taking as much pride and being invested in their career as you are your own is important. When you can help your spouse’s career, that should feel like a win in your career, because you’re a team.” Capoferri says “Give them breaks when they need them. Giving your spouse time to themselves to unwind and focus on something other than children is one of the greatest gifts you can provide.” What they all agreed on, was that parenting is a team effort, in which both parents must share the responsibilities. With father’s day upon us, make sure you give thanks to your working fathers for all their support and sacrifices! [In part two of this article, we’ll discuss what it was like for fathers to take their paternity leaves, and what organizations can do to help make things easier for working parents.] Stacy Pollack is a professional development specialist who helps teams and leaders grow and build new skills. She is passionate about creating opportunities for people to advance in their career while improving the development of organizations. She loves sharing insights on human resources, career building, and networking for success. Stacy also holds an MA in Educational Technology. Connect with her on LinkedIn , Twitter , or at www.stacypollack.com. Are you an employer? Check out our Talent Solutions Blog . Thanks for finding us! We cover everything from career advice to the latest company headlines. We're always looking for experts, executives and trends to feature on the Glassdoor blog. Interested? Contact us. And if you’re looking for the latest in employer solutions and advice, we recommend our Talent Solutions Blog . It only takes a second â€" see who’s viewing your profile and monitor your reputation.

Managing Partner - Law Firm Sample Job Description

Managing Partner - Law Firm Sample Job Description Managing Partner - Law Firm Sample Job Description Managing Partner Law Firm Sample Job Description This managing partner law firm sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job Job Duties and job requirements. Managing Partner Law Firm Job Responsibilities: A managing partner makes the law firm successful by focusing its people and their efforts on serving clients. Managing Partner Law Firm Job Duties: Accomplishes law firm human resource strategies by determining law firm structure; establishing, communicating, and enforcing values, policies, and procedures; implementing recruitment, selection, orientation, training, coaching, counseling, disciplinary, and communication programs; planning, monitoring, appraising, and reviewing job contributions; establishing compensation strategies. Establishes law firm organizational strategies by contributing opinions and substantiation to the firms strategic thinking and direction; creating functional strategic thinking and direction; establishing functional objectives in line with organizational objectives. Establishes law firm operational strategies by evaluating trends; defining critical measurements; establishing production, productivity, quality, and client-service strategies; evaluating service results; defining systems objectives; accumulating resources; establishing change strategies. Establishes law firm financial strategies by forecasting and anticipating requirements and trends; distributing monetary resources; evaluating results. Creates understanding and positive image of the law firm by building relationships; maintaining credibility; providing information to the legal community, media, government, and the public; building legal staff and employee commitment to the firm and the community; providing the firms fair share of pro bono representations; following other American Bar Association suggestions and guidelines. Generates revenues by attracting and pleasing clients; obtaining new referrals from existing and past clients. Increases revenues by exploring new and additional services; developing and presenting cost-benefit analyses of new and additional services to Senior Partners. Maintains law firm stability by establishing and communicating a law firm value system; enforcing ethical legal practices; inspiring service excellence. Prevents disruptive conflicts by observing and resolving disagreements among specialty groups and between service areas; remaining objective; identifying root causes of internal problems; implementing pragmatic solutions; promoting harmonious work relationships. Updates job knowledge by creating state-of-the-art practices within the firm; providing leadership in educational and professional organizations; being sought as a subject-matter expert; contributing to professional publications; maintaining personal networks. Enhances law firm reputation by doing anything and everything legally, ethically, and morally appropriate to assist the firm in helping clients and potential clients. Skills/Qualifications: Legal Compliance, Financial Planning and Strategy, Decision Making, Customer Focus, Building Relationships, Managing Profitability, Planning, Process Improvement, Verbal Communication, Informing Others, Written Communication Managing Partner Law Firm Skills and Qualifications: Legal Compliance, Financial Planning and Strategy, Decision Making, Customer Focus, Building Relationships, Managing Profitability, Planning, Process Improvement, Verbal Communication, Informing Others, Written Communication Employers: Post a job in minutes to reach candidates everywhere. Job Seekers: Search Managing Partner Law Firm Jobs and apply on now. Learn more aboutthe hiring process: Video: How to Conduct an Interview Make the most of Hiring Tools Maximize your Job Description Results

Ways to Develop Your Organization with Succession Planning

Ways to Develop Your Organization with Succession Planning Ways to Develop Your Organization with Succession Planning Ways to Develop Your Organization with Succession Planning May 12, 2011 Your organization must grow and change in order to survive; the leadership you have today will not be the leadership of the future. What steps have you taken to promote the continued evolution and growth of your organization? How will your organization support the development of organizational succession planning and retention of key employees? Learn ways to design and optimize your leadership teams. This webinar will guide you through the process of how to prepare your organization for succession planning through the following steps: Designing a base line organizational mission, vision and values statements. Assessing key executive potential, talent gaps and retention strategy. Key strategies to assess future changes in position responsibilities, new market expansions and skill sets. would like to thank Todd Hohauser for presenting this webinar. Presented by: Todd Hohauser President of Harvey Hohauser Associates Todd Hohauser is the president of Hohauser and Associates an affiliate of the 8th largest retained executive search groups in the world, IIC Partners. He also serves on the Board of Directors for IIC Global Partners and has spent seven years of service in the behavioral sciences field. An acknowledged expert in the assessment, identification and placement of leaders, Todd works mostly with family businesses and is a specialist in the coordination and recruitment of exceptional executive talent in the following areas: operations, information technology, engineering, financial management, retail, healthcare and manufacturing. He received a B.S. from Western Michigan University and a M.S.M. from Walsh College where he was the recipient of the Outstanding Alum of the Decade. He is also the Board Chairman; Epilepsy Foundation of Michigan (epilepsymichigan.org/). Webinar Transcript: Ways to Develop Your Organization with Succession Planning Good afternoon, everyone. Im Randi Alterman. Im Marketing Director here with Monster, and Id like to thank you for joining us today for this exclusive webinar sponsored by Intelligence. Today were going to discuss ways to develop your organization with succession planning. In this Intelligence webinar, were joined by Todd Hohauser, President of Harvey Hohauser Associates. This webinar will guard you through the process of how to prepare your organization for succession planning. Before we get started, I do have just a few housekeeping items. This webinar is being recorded, and a copy of todays recording will be posted on hiring.monster.com within two to three days. Just click on the Resources tab, and go to HR Events. All participants will receive an email with the direct link to todays materials. Intelligence provides insight to help HR professionals improve their recruiting success, accelerate worker performance, and retain top talent. We analyze and collect data from over four million unique job searches that are performed each and every day on Monster. We invite you to visit hiring.monster.com, and read some of our other in-depth reports and analysis, all located under the Resources tab. There will be time after the presentation for some questions and our meeting manager will help facilitate the QA. Please feel free, at any time during the webinar to type your question in the available space during the event, and well try to include it in the QA session. Additionally, if youre getting your audio through the phone, you are placed on mute until the QA session begins. Id like to now introduce our speaker. Todd Hohauser is President of Hohauser and Associates, an affiliate of the eighth-largest-retained executive search groups in the world IIC partners. He also serves on the board of directors for IIC global partners and has spent seven years of service in the behavioral sciences field. An acknowledged expert in the assessment, identification, and placement of leaders. Todd runs most of his family businesses, and is a specialist in the coordination and recruitment of exceptional executive talent in the far wing areas: operation, information technology, engineering, financial management, retail, health care, and manufacturing. Hes received a BS from National Michigan University, and MSM from Walsh College where he was the recipient of The outstanding [?] of the decade. Hes also the board chairman of Epileptic Foundation of Michigan. Im now going to turn the webinar over to you. Okay, great. Thank you very much Randy and welcome to everyone. Im calling you from beautiful, Troy in Michigan, which is a suburb of Detroit. And we actually got our snow melted here in May, which is nice. Im talking to you today about developing your organization with succession planning, and what happens a lot in organizations. We are a retained executive search firm that have been around for 25 years. We have a bit of a family business ourselves, in that my father started the business 25 years ago. I joined 12 years ago. Subsequently, a lot of the search work we do are for medium and large size family businesses that need strategic leaders. This can be CEOs, CFOs, VPs, etc. A lot of these issues that have to do with family businesses are succession planning issues, there are gap issues, etc. And theres a lot of pieces that fall into this puzzle because these family businesses are getting larger and larger. Were seeing them growing not only here at our local market, but internationally. A lot of times we find family businesses a little different than the publicly traded businesses that may be looking at things quarter-to-quarter. Family businesses tend to look at things more along th e lines of generation-to-generation. So, this leads to more longitudinal planning and the thought, If they look at their management teams whats going to come next? And how the organization is going to continue. When you look at the term succession planning, you have to be very careful because you will come across a lot of different facets. If you are somebody who is in the accounting and finance world, youre really going to be worrying about tax issues and the transition of financial matters within the family and ownership, etc. If you tuned in for that, Im sorry. Thats not what we were talking about today. If you come from the legal background, youre going to be very concerned about different state laws that may be attributable to succession planning. And if thats what you tuned in for today, Im afraid thats not it either. What we were going to talk today about is succession planning and planning the organization as you grow and continue to develop in this ever changing world. With that, Im going to dive right in here. Our process is a very holistic process in nature. Whenever we address an organization, were really addressing the organization through three phases. The first phase is understanding the culture. The second phase is understanding the candidates. And the third phase is making the match. The process itself leads to success. You really have to pay attention to the process, and I try to unplug some of those things from our process in order to help you folks that are listening. So here we generally start, if I can move along here in the presentation, is this holistic approach. There are other ways to approach succession planning, as far as people are concerned, and no one way is the right way. Different organizations are driven in different matters. One person that can be successful in one business, may or may not be successful with another. This is the first bullet point that has to do with holistic, versus bureaucratic, versus egalitarian. Takin g the in-depth hard look at the type of organization environment you have, you have to have an understanding of that, before you can even really dive into this topic. Its really hard to figure out your future if you dont understand your current reality. So, sometimes you have to take a very hard look at the pros and cons of your organization in order to figure out who is going to fit in as you continue to grow and change. As I said, every organization is different and unique. And as such, you look at our second bullet point that has to do with mission-vision values. There are lots of mission-vision values I think thats out there. I think the irony is, if you talk to many people who work for different companies and ask them, What are your corporate mission-vision values? you really would be in the minority if you could quote them. So, we always advise our clients that when you are designing these things, they are statements that really do match how the organization feels. And theres a lot of different ways to develop these statements. Theres tons upon tons written about these things. With our own organization, if you visit hohauser.com, youll see our mission-vision and values, which we had an outside facilitator come in because sometimes you just cant see the forest from the trees, and you need somebody else to lead you through the process. One of the searches that we recently completed is for a family-owned business here in Saginaw, Michigan. This is a $200 million third-generation business that makes roofing materials that are distributed throughout the United States. We were helping them to find a CEO, and theyve never really had an external CEO before. So, the previous CEO was the founder of the business, and as you can imagine theres a lot of feelings and emotions tied up with the departure of that individual. Unfortunately, he passed on in the late 90s. So, we really looked at what they wanted to find in a CEO, and had an alignment with values. Im just going to read off some things to you that this company put together. These are eight different areas that were important for them for their incoming CEO. In their successful candidates, they were looking for number one, unquestioned integrity. Number two, driving results. Number three, communication. And number four, judgement. Number five, business acumen. Number s ix, industry knowledge. Number seven, developing and leveraging relationships. Number eight, thrive on challenge. Of course, these points are specifically applicable to this organization, and every organization will have a very different viewpoint on this. One of the things I found very interesting was throughout the search, they were very interested in finding somebody with a Midwestern work ethic. What does that mean? We actually spent a great deal of time trying to figure out what that meant. Whether there are positive or negative things attributed to that particular statement, the fact of the matter is, its what they used to define their culture, and it was very important to them. In order for them to find the right candidate, they needed to make sure that any folks that were going to help them continue to grow the business had those particular items in their personality traits. There are a lot of different components also when you look into your mission-vision values here on this slide that have to do with the differences in generations. Weve all gotten to the point where were almost sick of the ad nauseam that we hear about Gen X, and the great generation, the boomers, and the Ys. But this is obviously paramount to understand as you move forward in the organization as far as developing a succession plan and were going to get further into that in just a minute with a little poll. But I think that you have to understand what the make up of the organization is. Is it predominately folks from one particular generation or age? Is it necessary for the organization to add folks of a certain generation in order to help the organization continue in its success and development? So we created a poll which is here on the next slide and if you would take a moment to think about your organization and answer this question, What does your workforce look like? I know these are very rough numbers but if you think about the boom, the great, and the X, and the Y generation, some of us may have varying view points on what particular this means. Im going to answer this for my organization as well, because I have the little poll up here. But any who, I think most of us understand these differences in ages. So I think we just have a few moments on this until the results come in. Ive just started accessing some information here while we are waiting. Most people define the baby boom generation as folks who were born from 46 to 64. Generation X is folks born in 65 to 76. Gen Y is 77 and 97 and some people are using this new term Gen I which is 98 to present. Hi, this is Randy. Hi Randy. I was just going to say that the poll has closed and we did get a lot of respondents. Most people are so the 50 percent boomers and 50 percent Xs and Ys and two or three responses came from our top the 80 percent boomers, 10 percent great generation and 10 percent Xs. Okay. Great. So everybody has perfectly balanced organizations. Congratulations. Thats fantastic. This obviously is something that you want to look at in organizational planning, because when youre talking about succession planning, you do want to be concerned about retirement issues and, etc. So, if most of the people are responding D, 50/50 then it looks like people are planning well and that is a good thing, because otherwise, they would have to caution people about that. All right. As far as assessing leaders, you want to do this with your internal management team, the folks that are in place now. Were trying to uncover gaps. For instance, we had a client here that probably had 60 to 70 percent of the owners manuals business in the United States. They print and deliver owners manuals. This particular organization does quite fantastically with delivering, but as the owner, who was the third-generation leader and CEO of the business, began to meet with some of his direct reports and the sales function quickly realized that there was a gap. If you look at this bullet point, How often do your managers meet with a direct report and the frequency? Because this frequency was occurring, he was able to uncover this gap and fulfill this need. Sometimes, succession planning is a retirement age issue. Sometimes succession planning is a skill gap issue, and with this point, it was a skill gap issue. If nothing else, have monthly check-ins with the direct reports, to make sure that managers are staying on top of whats going on in their lives. These sort of meetings help to determine where different gaps are. You have to do this in order to determine knowledge skills and abilities, development plans, and educational development plans. Many people are very interested in going back to school and adding skills and I say, Thats a fantastic idea. One of my favorite management tools is this book that most of you might have read, called Now Discover Your Strengths. This book, by Marcus Buckingham, really talks about looking at peoples strengths as opposed to their weaknesses for development. If you look at someones weakness, its usually something they dont want to do. If you look at somebodys strength, its usually something that somebody enjoys doing, and so they want to do it more. This is just one of the many assessment tools that you can use. Thats one in particular that I find is very helpful. Other organizations use, as this slide mentions, the Myers Briggs Wonderlic PI and Human Synergistics. Myers-Briggs, of course, is one that has been used for years and years and is probably the most popular, the most well known, more of a personality assessment. The Wonderlic Assessment, that is a company out of Chicago. They actually have an IQ assessment, but in addition, they have a number of other tools, a CPP or Comprehensive Per sonality Profile, which is helpful. Another tool that a lot of our clients have used is a Predictive Index, or PI, which was created by, I believe, the Air Force after World War II. Another one that we use a lot is Human Syngergistics, which is more of a behavioral assessment as opposed to a personality assessment. That Human Synergistics measures candidates on 12 different factors. Their ability to mentor and their ability to work in teams and the like. These tools can help you to uncover what sort of development areas or strengths your management team and their subsequent direct reports will have. I always caution organizations because these tools are fantastic tools as a management tool. I always caution people to put a little asterisk here. Be careful how you use them in hiring, because there are some legal battles that have occurred because people said they used these tools as a selection tool, and thats a whole other webinar in itself that Im not even going to get in to. Theyr e really helpful as a management tool, once again, to uncover what exactly your managers and their direct reports skills are. I thought it just might be interesting to see, on this next poll, if any of you are using different assessment tools within your organization. I picked the three biggies as far as we see them, but Ive also got a selection here of others. If you can take a moment to punch in if your organization uses these, and well see what everybody does. [silence]Okay. All right, our poll just ended and we should show the results soon. Okay great. Thank you, Brittany. Okay, I see the results on my screen. I dont know if everyone else does, so I can give you the results here. Myers Briggs was only 7 percent. TI was 6 percent. Do you see the results now? Yes. I see them. 69 percent from none. Wow. Interesting. I have mixed feelings about that Randi because as I said, I always caution people using these tools or relying too much on the tools. Weve got to remember that its just another potential data point, so in a way this is good, and in a way this is bad. But, you may want to look into these tools in order to help you understand who your team is and what strengths they have. Okay, as far as talent gaps. This is something that I was alluding too with my client in the owners manual business. As they continue to grow, they really spent a tremendous amount of time in the back end of fulfillment of the business to ensure that they had the right people as Vice President of Quality, and Vice President of Manufacturing and Operations. They really wanted to make sure that the delivery system was intact and they spent a lot of time focusing on that, which is very important because the document which is in everybodys glove box, which nobody reads, is legally required by the automotive company. So, they need to have this document there and it has to be picture perfect, so that is very important. However, as the company looks at strategic areas to grow, because they focused so much on the back end, they had a major talent gap in the Sales and Development area. So, these talent gaps can be viewed just by doing, as we were talking about before, simple monthly discussio ns with the supervisors and direct reports. But also, theres other things out there like your 360 organizational assessments, and even the Myers Briggs in a way, that will help you to understand which personality types are, and are not, represented within your organization. And sometimes those personality types are attributed to finance, versus sales, versus human resources, etc. I also had another particular organization I thought I would highlight, a German family business in Europe. You see the prevalence of family businesses much more frequently in Europe than you do here in the United States. This is a 2 billion dollar German family business which makes pneumatic and hydraulic controls for robotic applications. They mostly do stuff in the food industry, but theyre also serving the electronics industry and the automotive industry. Theyre very strong in Europe and not so strong in the U.S. Having a team here in the U.S. of about half a dozen people, they were really going after the what we call big three Ford, GM, and Chrysler for programs in the United States. What they quickly realized is that the American automotive industry is no longer just in the United States, and these organizations that may be head-quartered here in the Detroit area, are doing business and launching programs all over the world. So, they quickly found that the American executives here were not the best focus to help develop business in South America. And right now, South America Brazil specifically is quite a boom area and as it applies to the automotive industry, is significantly increasing as well. So, they really wanted to have an executive join their team a sales executive to help them grown and nurture that business in South and Central America. So, these were just gaps that were realized as they looked at the revenue streams and saw that they were missing out on that particular revenue. I just want to quickly go back to the item about assessment tools. As I recall, another client of mine that actually missed out on a number of good candidates because they were too strictly adhering to their tool, and not looking at candidates. I think thats very important also. You have to look at candidates holistically. One of the other ways that you can really stay in tune with how youre developing your succession plan, and developing your team, is to be plugged in to some other information-sharing organizations. So I listed some here. One is Vestige formally known as Tech, which is an organization of business leaders across the United States. Theres usually a Vestige group in every state, and they have several different groups. They start with the business-owners groups, or business leader group, which is the CEO or president. They meet monthly in a confidential setting with a facilitator. And they will sit and talk about strategic business issues in a confidential setting. You will be sitting in a room with people from many different organizations and different industries. There are no duplicate industries in the same room. And this will be a group that youll be involved with for years and years. Its very helpful to me to hear how other organizations deal with strategic issues. And it helps me to uncover gaps just by hearing how other organizations address it. They also have something called a Key Group, which may be a good group for your managers to get involved with, because managers can hear about other leadership and management tools from other organizations without fear of sitting in the same room with the competition. So thats very, very helpful. And of course for the HR people, there is SHRM, the Society for Human Resource Management, and there is a ton of information on that website about succession planning and how to uncover gaps. So those are two very important organizations to check out. As far as retention strategy, its really asking yourself the question, Why do people stay with you? Today we all know that career mobility has really heightened and changed from 20 years ago, or even 10 years ago. And we really want to find out what keeps people happy and give them more of it. So talk a little bit here, theres a internal questionnaire, and this really could be something as simple as a paper and pencil assessment. Or can be something as complicated as, theres a local company here called E-Price which will survey your employees and give you some ideas why theyre sticking around. They also have Survey Monkey, I think does this, and theres organizations that go on and on and on. So I saw one of my clients quickly realize that a VP was really managing their team by the senior intimidation. It was due to this very item, this internal questionnaire, that they discovered they were quashing the creativity and growth of their direct report. So I think that today, with all the things that we have to do in business, and to stay so busy, and stay on top of everything with our Blackberries and iPhones, sometimes we lose sight of whats going on with maybe two steps below us? So, these sort of questionnaires can help to uncover what is going on in the organization. Of course it has to be done in a very confidential fashion. People cant feel like theres going to be any retribution, and they do have to see some follow-up, because, otherwise its just an exercise in futility. The thing that we see in family businesses is that the good news is the same with the bad news. In family businesses, turnover is low. So this can be a good thing. This can also be a bad thing. It could be a good thing because you found a lot of institutional knowledge. People become very proficient in their area, and their industry. Could become a bad thing because youre not growing, and staying stagnant in certain technology or other areas, and these sort of questionnaires will uncover things. I was going to do another poll here but this is probably the easiest question out there which most people have already answered. The number one reason why people leave jobs is not money, its not benefits, its not vacation time, its their boss. This is a helpful retention strategy, keep that in mind as youre managing your people. Moving forward. It really takes a special kind of leader that can see around corners, and understand whats going to come next in the industry. Many of our clients were quite happy that they saw the mobile apps business boom and kind of tied their kite to it, and had a lot of success carrying them forward into a different technology. But not everybody saw that coming. So thats just kind of an example of seeing around corners. But how do you, as a professional try to leverage that as much as possible? (This could be as simple as an RSS feed and theres many different apps and I wont go through all of them I particularly like and Im going to talk about a couple of different things but, indeed.com which helps me to track changes and rules and responsibilities within organizations.) You can play around with that a little bit. The bureau of labor and statistics, which I believe is just bls.gov put out by the federal government has a lot of good definitions and you may uncover some new and different rules in there. Got to give a nod to our host of course, Monster, we go there all the time to see whos posting for what, and tracking changes. And then, outside of those things, how do you educate yourself? And I find these magazines like The Futurist or Wired, helps you to keep your mind kind of fresh, and thinking outside the box. I actually get these [?] quite a bit, because Im a bit of a sci-fi nut and I like my Star Trek. As a matter of fact, Mr [?] [called?] a lot of stuff that we were using in business today. So even something as oddball as that and I am one of those oddballs, can help you stay in the front of any future strategies and rules and responsibilities. The next item has to do with a talent folder. I think that this is something that people really overlook quite often. Certainly being here in Detroit with such a severe unemployment, I like to tell everybody we are back on the come-back trail and things are very much happening in Detroit right now, which is good news. But for several years there were a lot of people in transition. Which is just a polite way of saying, They were out of jobs. And it has always been a strategy of our firm and our clients to met with those individuals who approach companies looking for employment. Take the opportunity to build what we call, a talent folder. You never know when a succession issue can strike you between the eyes. A lot of the things in the previous slides that I was talking about, has to do with how to plan and organize your company, in order to develop and grow. This particular type of succession planning with a talent folder, is kind of a stop-gap measure, because you never know when som ething might change. Or when you can go back to that talent folder, reach in and find a gem, and fill some gaps. So when people come to you, meet with them. And I know that maybe one a month, is better than none a month, so we advise our clients to do that all the time. Theres also constant changes in employee awareness and support. So what are they concerned about? What did they see coming down the pike? And really, the answers are within your organization. If you take the time to talk to them and understand what they see, youll actually uncover a lot of great opportunities for you to grow, and expand in different areas. Well I kind of breezed through that information very quickly, sorry about that Randy. But I think weve come to the QA section, and see if anybody has any ideas that they want to fire away at me. All right. Well, thanks so very much for your expertise. For sharing your knowledge with us. Im going to ask Sharon, our operator to ask if theres any questions on the phone line and then well get to some of the questions that have been typed down. So, while were waiting for some questions over the phone. Some of the questions that have been typed in. Well start with those. One says, How can you judge if a person would be good for the next level before they get there? [laughter].The simple answer is, they ask you. Usually people self-select. So folks that are very motivated to grow will verbalize that to you. But more importantly, than just somebody self-selecting, you really have to look at their behaviors, because behaviors speak louder than words. So what are they doing to advance the business? Are they helping people in different divisions or departments? Are they looking at potential opportunities for growth within your business? What added value are they doing above and beyond their job description? And that really is going to tell you if they have akill ability which is the buzz term people use. We have another question that asks us, Do succession planning strategies differ by industry? Im in health care. Yes, indeed it does. We have an individual here who focuses on search in the health care industry, and as she relates to me the projects that shes working on, I see a very thorough approach to succession planning in health care. So, as I said at the beginning of the presentation, really most of my work is with family businesses and family businesses deal with some obvious succession planning issues. But certainly, I would say that health care, just at the top of my mind, since the person asked, has to be one of the most thoroughly approached as far as succession planning is concerned. Theres a number of publicly traded companies that focus on this as well. One of the very large tier ones, I will not mention the name. I visited with them a number of years ago and I asked them about their succession planning. What would happen if something happened to the VP? Unfortunately, that does happen. Who would take their place and continue to grow and move the business? And I kind of got a blan k stare. They werent really prepared for it. And so, I fear for those organizations that dont have their succession plan, who dont pay attention to this. Because it could be a business killer. We have a question that asks, At what point should an organization consider removing a boss when they are assess retention or the creativity, productivity are direct reports? Can you repeat the question? Sure. I think someone is forcing a succession plan here. [laughter] It says, At what point should an organization consider removing a boss when they assess retention or the creativity and productivity of their direct reports? Interesting. I think the French call this a Coup detat. This is something that its sounds like almost an ad agency or for something especially creativity. It depends on the organization. Ive worked with companies that were employee owned, were ESOPs, employee owned companies, and in that sort of instance, the company actually has a built in power to do just that, and Ive seen that happen with a President who was stifling creativity. It was actually a design engineering firm and they ousted him. It happened. If theres not an ESOP in place, what you have to do is make a case. Its very difficult if youre going over someones head but if you take a moment to assess the business implications of what youre doing, if youre looking at dollars and cents and revenue and profit, and you can make a case, well I would imagine, and Im just kind of spit-balling here, but I would imagine that the board of directors or owners of the company would be very interested in those findings. But you have to b e very factual about it. Be very careful. Can I ask Sharon if theres any questions over the phone line? I do have a question coming from the line of Mark Tyson. Please proceed. Yeah, I guess I heard part of it in the beginning but Where one begins in a succession planning in a small not for profit organization, do you begin with identifying the candidates that you propose might be on a fast track, or do you begin by looking more clearly or closely to identify the attributes needed for the various senior management jobs? Good question Mark. I would actually start a level above that and just kind of understand the organization as a whole first doing a 360. Then you can kind of break it down to the two steps that youre talking about, because once you do your 360, then youre going to understand where your gaps are. The next step would be to determine what knowledge, skills, abilities, personality traits, etc., attributes I believe as you said fit within the organization. And then you can take the step down, look internally at who you have, and do they fit into the organism that youre describing. Then if not, you have to look externally. Okay. Do that rather than try to sell the gaps in their backgrounds in order to bring them up to speed for the K.S.As that you need. Well if folks are open to the continued development and education, thats fantastic, but does the education fit in with what your organization needs? Somebody wants to go back to school and be an engineer, and youre an advertising agency, how is that going to help you? Or youre talking about non-profit firms. So if somebody wants to go back and be an engineer and youre a charity, how is that going to help your organization? Right. Okay, thank you. Yes, absolutely. Thank you for the question Mark. Im showing no further questions at this time. All right. Well thank you Sharon. We have plenty that are coming through Webex so well go back to some of the questions that have been typed in. We have a question here that asks, Do you have an example of a succession plan that was very successful that we can use for our management? An example of a succession plan that you can use for your management. One fourth-generation business just did a very sound and thorough assessment of their entire team. And I think that in relation to this question, each succession plan is just different. It depends on your organization. But as long as youre starting at the top and coming down, then its going to lead to a success. Im kind of thinking of the examples that Ive given, for instance the company that makes the owners manuals. They have a very thorough management approach. And in particular, in one sector they realized that a person who was retiring was needed to mentor a little bit more. So they realized that in the next generation, they wanted to bring somebody in who could really mentor the team and take the team to the next level. So, it kind of really just depends on each organization. Sorry about that. Its hard to address that without having a little bit more criteria. I know. Sometimes its hard without some additional background information. Somebodys asking a question. I think it refers to our polls. We did a poll on assessment tools and it says, What other assessments tools are available and is there one thats better suited for small business? Yeah, if you go to Google and type in assessment tool you just ruined your day. Youre going to be there for a long time so there are just a myriad out there, and each one is different. Now, it really depends on what works best for your organization. Another big one out there called the DISC is used by a lot of people. And this is a tool thats also good for 360 viewpoints of your organizations. I particularly like the Gallup poll one that Marcus Buckingham uses in his book because it just its more understanding to me. Others, specifically engineers I have a lot of clients that are more engineering cultures use the predictive index because its very concise and those types of environments like concise answers. So, those are the two quick correlations I would put, but Id have to dive a little bit deeper into that. Certainly, Ive got my email up here on the screen and if that particular person wants to email me about the type of organization you have I may be able to direct you into the specific tool that might be more applicable to your organization. All right. I have another question here that talks about, How can we convince our senior management to do succession planning if they think theyre going to be in their jobs forever? [laughter]. I like that one, so they got a longevity pill going around there. How do you convince them? Well, Im going to assume that question is coming from the leader of the business, but it may just be coming from somebody else on the management team. I would say its incumbent upon you just as the previous question asked to bring facts to the table. So if your competitors are going through the same issues, those sort of examples should be brought to the management team. If youre seeing other organizations having a significant amount of success because of their succession planning then eventually people will see it. Its very difficult to change someones behavior patterns. My undergraduate degree is in psychology and my professors would always tell me, Therapys great, but people are never going to change unless they want to. So youve got to just provide examples and hope that they see it. Cramming it down their throats is not a recipe for success. All right. We also have another question that just says, Who should be involved in a succession planning and in a succession process? Everyone. The entire organization. You do start at the top of course, and since most of my clients are family businesses and they really dont exceed 500 employees, its easier for me to say everyone. So some of you on the line may be from organizations that have thousands and thousands of employees, that becomes a little more herculean. But as long as youre starting at the top so the CEO, President of the organization, and management team really are the ones who should start this. And it should be a value that is woven throughout the organization, because if the organization is interested in surviving beyond 10 to 20 years, they must think about succession planning. We always point to my father who was so smart in his succession planning because he hired me. That was a pretty easy succession plan. Our organization is small with eight people so it becomes a little easier. In the bigger organizations youve got to leave it to the management team. Sharon do we have any more questions on the phone lines? Im sorry. No further questions at this time. All right. Then I just have one more question here and that was Irvine. So the last question here is, What are some of the pitfalls of succession planning and how we avoid them? The main pitfall is the first item that I discussed. That theres a nominal balance here misunderstanding with the term succession planning. So if your organization starts to look at this, its very easy to get bogged down in the legal issues, of the accounting issues that are tied up with succession planning, and not on the people issues. So I would say that the main pitfall is a loss of focus. We all know about scope creep, and we all know that these sort of projects can just spiral out of control. So its great to just take it in small bites and focus on just very key areas. Maybe just starting with the development plan for your key executive and moving from there. So staying focused is the biggest pitfall. All right. Well at this time, I dont see any more questions on the line, so Im going to end our webinar. Id like to again thank Todd for sharing his expertise with us today. Im going to conclude our event. A recording of this event as well as the presentation materials will be available shortly on our hiring site hiring.monster.com. Everything is available under the Resource Center tab. Thanks again very much everyone for joining us. Join us again on May 25th for our webinar on the Myth and Power of Social in acquiring the best talent. Thanks very much. Have a great day everyone. Thank you.

US H-2A Seasonal or Temporary Agricultural Work Visas

US H-2A Seasonal or Temporary Agricultural Work Visas US H-2A Seasonal or Temporary Agricultural Work Visas H-2A visas enable foreign workers to enter the United States for seasonal, or temporary, agricultural work, when there is a shortage of domestic workers. H2-A Seasonal or Temporary Agricultural Work Visas This type of work visa is obtained by employers for individuals who will be working in the United States. Before seeking H2-A visas for foreign workers, employers must actively recruit American workers and agree to give preference to American workers over foreign workers.? When an H2-A visa is obtained, it is valid for 364 days. Foreign workers employed under H2-A visas are mandated by law to receive the same workers rights as American workers, including workers compensation insurance, fair pay, housing, and transportation. H-2A Visa Requirements In order to obtain an H2-A visa, an employer must ensure that: The job  is temporary or seasonal (usually based on agricultural periods)The usage of H2-A employees will not have a negative effect on the working conditions, including the wages, of United States workers employed in similar fieldsHe or she can prove they have sought American workers first and that there is not a sufficient number of domestic workers to be employedThe company is appropriately certified by the  U.S. Department of Labor  with a temporary Labor Certification The list of countries eligible for H2-A visas is updated yearly by the  Department of Homeland Security  and the Department of State. Many countries from Europe, Central America, and Asia are included, though the overwhelming majority of visas have historically been issued to Mexican workers. Effective January 18, 2018, nationals from these countries are eligible to participate in the H-2A program. Process for Applying for an H-2A Visa Step 1: Petitioner submits temporary labor certification application to the U.S. Department of Labor (DOL).    Before requesting H-2A classification from USCIS, the petitioner must apply for and receive a temporary labor certification for H-2A workers  from DOL.  For further information regarding the temporary labor certification requirements and process, see the  Foreign Labor Certification, Department of Labor Web page.Step 2:    Petitioner submits Form I-129 to USCIS.  After receiving a temporary labor certification for H-2A employment from DOL, the petitioner must file Form I-129 with USCIS. With limited exceptions, the petitioner must submit original temporary labor certification as initial evidence with Form I-129.  (See the instructions to  Form I-129 for additional filing requirements.) Step 3: Prospective workers outside the United States apply for a visa and/or admission.  After USCIS approves Form I-129, prospective H-2A workers who are outside the United States must:  Apply for an H-2A visa with the U.S. Department of State (DOS) at a U.S. Embassy or Consulate abroad and  then seek admission to the United States with U.S. Customs and Border Protection (CBP) at a U.S. port of entry; orDirectly seek admission to the United States in H-2A classification with CBP at a U.S. port of entry, if a worker does not require a visa in cases where an H-2A visa is not required. Authorized Period of Stay USCIS will grant H-2A Visas for any period of time authorized with the temporary labor certification up to one year. H-2A Visas may be extended for additional employment one year at a time, with a  maximum three year period of  stay. Each extension, however, requires a new temporary labor certification. After holding H-2A status for three  years, the foreign national must leave and remain outside of the United States for three months before applying for readmission under H-2A status. Any previous time spent in any H or L Visas also counts toward total H-2A authorization time. H-2A Dependents An H-2A worker’s spouse and unmarried children under 21 years of age may seek admission in H-4 nonimmigrant classification.  Family members are not eligible for employment in the United States while in H-4 status.

Pay Policy for Snow Days and Other Inclement Weather Days

Pay Policy for Snow Days and Other Inclement Weather Days Pay Policy for Snow Days and Other Inclement Weather Days Are you entitled to get paid if your company closes because of snow or if you cant make it into to work because of icy roads, rising water, or other inclement weather or natural disasters? There are several factors involved in determining whether you get paid for inclement weather days. These factors include whether you are an  exempt employee or a non-exempt employee, as well as federal and state law and company policy. Another factor includes whether the company is closed, or whether it is open but you cannot make it into work. Read below for detailed information on getting paid for snow and other inclement weather days. Getting Paid During Bad Weather Days The Department of Labor’s  Wage and Hour Division  oversees the Fair Labor Standards Act, which establishes employment standards such as minimum wage, overtime, and more. According to the Wage and Hour Division, there is a difference between how employers must pay exempt employees  and non-exempt employees. There are also state laws that regulate how and when employees are paid. Employers must be in compliance with both federal and state regulations. Non-Exempt Employees Non-exempt employees are those that are  not exempt from overtime pay. Most non-exempt employees earn an hourly wage rather than a salary and are paid overtime (typically time and a half) for hours worked over 40 hours per week. For  non-exempt employees  (who are paid on an hourly basis for hours actually worked) federal law does not require them to be paid when they do not come to work due to inclement weather, either due to inability to come to work or because the company is closed. If the company closes partway during the day due to weather, the employer only has to pay non-exempt employees for the hours they worked before the closure. Some states have reporting time pay laws that require non-exempt employees be paid for a certain number of hours whenever the employee reports to their work as scheduled, even if no work is available. For example, California employers are required to pay half a days  reporting time pay  to employees who report to their job but aren’t able to work.  Check with your  state  department of  labor  for regulations in your state. Exempt Employees The Wage and Hour Division publishes opinion letters  that provide guidance for employers that are deciding how to pay exempt employees during periods of inclement weather. Exempt employees are those who are exempt from overtime pay  requirements. Exempt employees are typically paid a salary and earn a specific minimum salary. The guidance for paying employees who can’t work due to inclement weather varies based on the company’s leave plan, whether the employee has accrued time-off and other factors. The guidelines for paying exempt employees are also different based upon whether the company is closed because of the weather or whether the company is open and the employee opts to stay home. Read below for more information about each scenario. When Weather Forces a Company to Close Employers who close during periods of bad weather must pay the weekly salary for an exempt employee during the closure. Thus, regardless of whether an employee was at work for the entire week, the employee should receive his or her salary for the full week. However, an employer may require an exempt employee to use accrued leave for days of absence during such a closure. This accrued leave might include paid time off, vacation time, or other forms of accrued leave. That being said, the employer is still obligated to pay the full salary of the exempt employee, regardless of whether the employee has a leave balance. If the employee has no more leave time left, an employer may be required to advance leave time to him or her. When A Company Stays Open in Bad Weather Employers who remain open during such periods must pay an exempt employee for any partial or whole day the employee reports to work during such periods. For example, even if an employer closes the business part way through the day because of weather (perhaps the weather is worsening, for example), he or she still must pay exempt employees their full salary. For days when an exempt employee elects not to report to work because of weather, the employer is free to deduct accrued leave for such absences from the employees leave bank. If the exempt employee is not yet eligible for accrued leave or has exhausted such leave, an employer may make a deduction from pay for whole-day absences. Check with your human resources department or manager for information on your company’s inclement weather policy and how that policy applies to you. Working From Home Some employers allow employees to work remotely during bad weather. In this case, they generally receive their full salary and do not have to use any accrued leave time. If youre not sure about company policy, check with your supervisor or human resources to see if that is an option that is available to you. If it is, you should be paid your regular rate of pay for the hours you work from home.

Energy Efficient Cooling Server Room

Energy Efficient Cooling Server Room Energy Efficient Cooling Server Room While todays computer processors running large enterprises are smaller, faster, and far more powerful than those of just a few years ago, they are also much hotter and as such are overwhelming cooling systems and utility budgets. In fact, excessive heat was the No. 1 facilities concern among data center managers in a 2006 survey by IT consultancy, Gartner Group, Stamford, Conn. Data centers housing microprocessor-based servers typically consist of row after row of six-to-seven-foot computer racks that could hold about 40 pizza box-shape servers and even more circuit boards. But the servers generate far too much heat to fill a rack to capacity. According to Steve Sams, vice president of site and facilities services for IBM Global Technology Services, a fully loaded rack generates about 32 thermal. A survey of 19 computer rooms measuring a total of 204,000 sq. ft. by Uptime Institute Inc., a Santa Fe, N.M.-based information technology reliability organization, found that, in practice, companies loaded on average only enough hardware to generate 2.1kW of heat per rack. Even so, most data rooms ran too hot. To keep equipment cool, IBM routes air conditioning directly into server racks like the picture here.Although data rooms use sophisticated cooling systems, Uptime said only 8% of the chilled air actually reaches the computer equipment. Most bypasses the servers entirely, either escaping through unsealed cable holes, conduits, and floor vents or obstructed by nests of wires under the floor. Few centers are free of hot spots, the areas where temperatures exceed requirements, and servers typically respond by cutting power consumption, in turn reducing performance. In the past, data room managers simply added more cooling or moved servers to larger rooms, but higher power costs and tighter budgets have eliminated some of these options. Although the rate of heat buildup may be leveling off, solutions still are needed. Just about every provider of server racks and IT services wants a piece of the lucrative data center renovation, expansion, and relocation market that exceeds tens of billions of dollars. One company tackling the problem is American Power Conversion Corp., Newport, R.I., better known for backup power supplies. Instead of running cold air up from the floor as traditionally done, APC supplies cold air from rack-size towers mounted along each row. Each tower is adjusted individually to achieve optimal cooling in its vicinity and is so efficient that users can boost server rack power to 18kWnearly nine times the average found by Uptime. Another innovation involving carrying hot air away rather than releasing it into the room adds enough cooling capacity to handle a 30kW bank of servers, APC said. Ten and 15 years ago, we were generating only 1kW to 3kW of heat in a rack-size space, said Sams. Today, its 20kW and maxes out at 32kW. We have to be cognizant of what we put where or we will melt the servers in the rack. Like APC, IBM also has a racking system capable of handling 20kW to25 kW heat loads. Instead of adding in-line air conditioners, IBM redirects the data centers air conditioning through the rack itself. Like APC, it encloses its racks with a roof, but unlike APC it uses a cold rather than hot center aisle and exhausts the heated air into the data center. We believe the design is 40% to 50% better than [earlier] racking, Sams said. In addition, IBM provides power management software that enables IT managers to adjust power and heat output to direct it to where its needed. For IT departments seeking to cut power bills and stretch existing assets, such solutions cant come too soon. [Adapted from Too Hot for Comfort, by Alan S. Brown, Associate Editor, Mechanical Engineering, December 2006.] Ten and 15 years ago, we were generating only 1kW to 3kW of heat in a rack-size space, said Sams. Today, it's 20kW and maxes out at 32kW.Steve Sams, VP of site and facilities services, IBM Global Technology Service

If you think you missed out on creativity, theres still a chance later in life

If you think you missed out on creativity, there's still a chance later in life If you think you missed out on creativity, there's still a chance later in life Just because you’re getting older doesn’t mean you can’t still be creative.If you think your creativity light bulb faded with youth, there’s a chance it could flicker later in life, as new research suggests multiple cycles of creativity pop up in different stages of life.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!Research published in the journal De Economist focused on 31 Nobel Prize winners in Economics and found that those subjects reached two cycles of creativity in life: in their mid-20s and in their mid-50s.“We believe what we found in this study isn’t limited to economics, but could apply to creativity more generally,” lead author Bruce Weinberg said in a press release.The study examined the laureates’ peak through their influence in citations. If citations of the laureates’ work appeared more frequently in research papers, it meant it held more influential me rit. Thus, it determined two types of creativity cycles in a person’s life.Conceptual types “work deductively” by applying abstract principles, according to the study, and peaked in their mid-twenties. Experimental innovators “work inductively” and acquire from experience. Those types tend to reach their creative peak in their fifties, the research concluded.Young and creative at heart“Many people believe that creativity is exclusively associated with youth, but it really depends on what kind of creativity you’re talking about,” Weinberg said.The study cites innovators like Pablo Picasso, T.S. Eliot and Albert Einstein as conceptual innovators who made their greatest achievements earlier in their lives. Others like Robert Frost and Charles Darwin could be seen as experimental innovators after achieving their hallmark works years after working.“Our research suggests that when you’re most creative is less a product of the scientific field that you’re in and is mo re about how you approach the work you do,” said Weinberg.The Ladders has  offered suggestions on how to fight creativity blocks, which can stem from lack of sleep, emotional imbalance, and other stressors.You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people

New Ideas Into How to Write an Objective on a Resume Never Before Revealed

New Ideas Into How to Write an Objective on a Resume Never Before Revealed Keeping that in mind, here are the best 7 grammar mistakes we see in resumes, and suggestions on how to prevent them. Writing an objective statement at the peak of your resume will remind your reader of your targets and abilities, even in case you haven't proven them on the work yet. If you're uncertain how to phrase your skills, or in case you would like examples of objective statements, check out some job websites for ideas. Each guide comprises step-by-step explanations and examples, and that means you know precisely how to create a winning one. The Good, the Bad and How to Write an Objective on a Resume The right placement for a resume objective is beneath the header. Resume objectives can be a little controversial. Resume objectives often aren't the correct choice if you would like to compose a great resume. That means you should define a new objective for each work application. Writing a res ume for employment in the art industry can be difficult. If you're attempting to obtain work in accounting or finance you require averystrong resume. Therefore, it is sometimes a competitive job to apply for. If you ought to be requesting for work at which you are not a part of their administrative workforce or whether you're not applying for a clerical job, think about describing your technology knowledge in a style that doesn't seem as though you are an accountant seeking to get a secretarial circumstance. It's even better if you own a degree in the specialty of the company for whom you work. Past experiences with marketing or sales can end up being effective in addition to a history of rising revenue. An objective needs to be personally-tailored to the employer. Ultimately, stating it is optional, but it can help convince employers that you know what you want and are familiar with the industry. Again, though the information might appear repetitive, go right ahead and at tach the resume. Write are 11 of our finest examples of consumer service resume objectives you may use in writing your resume. Write email address won't be published. Customer email address won't be published. Top Choices of How to Write an Objective on a Resume You're most likely already beginning to form some ideas as to the way to compose an objective for a resume. In the majority of instances, a resume objective is merely a couple of sentences long. An objective is the initial thing an employer goes through. Understanding how to compose an objective for a resume is a significant portion of putting your very best foot forward'' so that whoever is reading your resume wants to read the remainder of it. The Importance of How to Write an Objective on a Resume Long paragraphs may get rid of the reader's interest. A resume objective can explain why you're qualified for the job, even if it's the case that you do not own a lot of related experience. For instance, if your tar get is to be a chief technical officer at a software company, but you're applying to a BPO company, you can't achieve your target. To acquire an internship with a major marketing company which offers the chance to expand my knowledge as a communications major. Additional career objectives have traditionally been applied as a way to demonstrate the candidate's own professional goals without necessarily taking into consideration the requirements of the organization. There are several ways to construct employer-centered objectives. Today, whatever job you're trying for, your focus ought to be the employer's needs. Writing a resume is simple enough, but it does take some time and planning. Therefore it needs to be worth time to research on the business and its present endeavors. If your resume does not indicate which you are highly organized, you'll have a challenging time getting hired. At times, an objective on resume can lower the odds of succeeding. In any event, understa nding how to compose an objective for your resume is a rather important portion of the job seeking process. Understanding how to tailor your resume will obviously offer you an advantage. You may also incorporate where you're, and where you would like to go in your career path. The Advantages of How to Write an Objective on a Resume A well-written one is going to impress on the hiring manager the manners in which you are a best candidate for the job. State the position you're seeking followed by the outcomes you would love to bring. Make certain it's tailored to not merely the position, but the business also. Creating an IT resume objective gives you a means to demonstrate a hiring manager what you need to do and how you are going to benefit the business. The use of job specific resume objective is only going to be targeting the job that you have indicated in the statement. There are primarily two types of resume objectives. You ought to have five objective statements. So metimes Resume objective can appear to be a little statement but it has an extremely major message to convey. The Lost Secret of How to Write an Objective on a Resume Over all, your objective ought to be in a position to convey exactly the same professionalism as expected from the perfect candidate. As a result, while your resume objective should consist of information on the career which you want, you also wish to spell out why you are the perfect candidate for the job. Writing objectives for resumes can be challenging. Writing a winning college student career objective is a fairly effortless method to bolster your application for this internship or job you've got in sight.

Choosing Contractor Resume

Choosing Contractor Resume So it's all up to you to create the employer aware that you exist on Earth and are prepared to hire. 1 look in its site and you'll observe the business's commitment to the business. In case you have any overall contractor resume writing tips you'd like to share with us and the remainder of our readers, don't hesitate to post them in the comments area. In case you have any questions about what's proper for you and your company, we can hook you up with a lawyer for fast answers or a document review. The Good, the Bad and Contractor Resume Your Military Resume Writer will talk to you throughout the resume preparation procedure to make sure your most relevant abilities and qualifications arrive at the forefront. The Career Objective offers you a chance to enable the hiring manager know that you've got the relevant skills and abilities they're searching for in a new hire. It is essential that a General Contractor must possess the skills together with th e experience to be in a position to develop an organize operation and that deadlines will be met in time. It's possible to choose whether to send the complete document or only the first two pages to a possible employer, dependent on the work opportunity requirements. If you cannot locate the precise job you want, you should know what other opportunities will nonetheless benefit your long-term career targets. The lists aren't exhaustive, as the keyword phrases you should increase your resume depend on your experience and techniques. Alternatives would include things like listing any extra training received by the applicant. Don't forget, the aim is to demonstrate the employer that it is possible to add real value to his company's bottom line. Keep a single copy of your full resume, listing all your projects in reverse-chronological order for a template. Ultimately, updating your resume after every project is just a matter of adding it to the list when you're finished. Provide the facts of your contribution and the way it helped in making the undertaking or program successful. More over, the dot-com bust isn't too far behind us, and IT has ever been an industry with lots of bankruptcies, mergers, and acquisitions. In this moment, this contractor has to be in a position to coordinate with diverse departments and see that every detail is polished within the appropriate given time. It's possible for you to prove you're a superior contractor at a glance. Contractors own their company, which means they're accountable for providing their own advantages and income tax isn't going to be withheld from their pay. You don't know when you are going to want to go out on your own or move to a different brokerage. Following that, you don't need to pay the self-employment taxes. When writing your professional military resume, our aim is to elevate your personal price and make certain you are very competitive. An extra skills section may also be added to the conclusion of your resume. Writing the education and extra skills section is exactly the same process for other reverse chronological resumes. Your resume, after all, isn't an autobiography, but instead a summary of your previous experience and qualifications. Even when you're a terrific writer, many employers struggle to find a comprehensive picture of your abilities without having the chance to see them in action. Adding action verbs to your resume is an excellent way to strengthe n it and help it become more targeted to the position you're applying to. Regardless of what, make certain to include relevant skills in your resume. If you take some time to get familiar with the expectations, qualifications, and hiring practices, you are going to have a benefit. Freelance work ought to be included as a boost to your resume, and is less valuable if you're doing work that doesn't relate to your field or wouldn't lead to a reference. If you're asking for work that's a stretch, you must do extra work. After you've been freelancing for a little while, it becomes hard to try to remember all your gigs.

What the In-Crowd Wont Tell You About Cover Letter Resume

What the In-Crowd Won't Tell You About Cover Letter Resume Putting yourself out there to find your fantasy job is among the most scary and vulnerable affairs you will do in your lifetime. To put it differently have a very clear idea what you wish to attain in your professional career. By the way, you don't need to do thatespecially in the event you have tons of solid experience you wish to highlight and truly need more than 1 page. The intro needs to be worded carefully, be concise and ought to catch the interest of the reader or prospective employers. As you don't need to come across as using a person's name for a foot in the door, framing the connection for a point of reference and credibility can produce a strong effect. Write out the questions that you wish to ask the people who are able to make it easy for you to find job leads. Even in the event you don't have an immediate reference, it is possible to still attach yourself to people, places and things in such a manner that you obtain an expert boost. You might even ask numerous folks to serve as references or to compose letters of recommendation, and pick the most suitable ones to use, based on the job that you're seeking. Ahead of the choice to submit an application for an internship, please ensure you don't have conflicts with the dates below. Odds are, your HR department can counsel you on the very best procedure for doing that. Some employers only permit courses of relevance to your distinct career and could need you to get a minimum grade level, as well as a commi tment to remain employed with the company for a specific amount of time after the conclusion of a program, to be reimbursed. Relocating is a challenging way to receive a fantastic job. Details of Cover Letter Resume Not all completely free cover letter samples are made equal... For the very simple reason they're not sourced from a single individual. An expert cover letter isn't more than a page long. The body has become the most significant part the cover letter. With your resume letter you've got to assure the prospective employers that you aren't going anywhere. Notice that there are a few of the exact same words included in every ad for your sort of job. These days, the trend of writing a cover letter gets increasingly popular to the majority of companies. It is very important to review a few examples of cover letters prior to making your own. Make sure to learn who is receiving the paperwork, including full name and title. Put numbers to everything that you do. The direction you mention references ought to be conversational, therefore it feels as if you're establishing ties rather than simply naming names. Your resume needs to be free of errors and grammatically accurate. All About Cover Letter Resume With an impressive resume letter, you are able to surely get the wanted job prospect. When you make an application for a job you're marketing yourself. You will not discover a job if you don't go out there and convince an employe r that you're the appropriate person for the job. Never give the impression that you're applying for the work simply to have a paycheck. Cover Letter Resume Explained Let's look at each one. Any corporation can truly gain from such experience. It is at least as important to create a strong personal brand. Your own personal brand is a consistent image that's distinctly you. Keep in mind that you're vying for a work position that could signify a significant difference in your life. Maybe the biggest point in the current job market is to target your resume to the employer you're sending it as well. When you haven't been on the work market in a little while, you're discovering a completely new experience. Make sure you're confident about what you could achieve and don't be scared to let that confidence show. Companies desire a strong individual. You may discover the application below. Applications might be rejected if incomplete. If you submit more than 1 application for the identical position, the latest application is going to be used.

Resume for Retail - Overview

Resume for Retail - Overview Want to Know More About Resume for Retail? That 2nd retail clothing resume example makes you appear to be a standee. An eye for detail is an important skill when attempting to draw customers to an item. The actual gold's in the particulars. Even though the method is identical, you need to know when to back off or come on. Work experience does not need to be paid to be relevant. You must find out about the job which you're applying for to be in a position to compose a productive executive resume. You can also like Marketing Analyst Resume Templates A man or woman who would like to apply for this sort of job should have a resume. Employers know you're searching for work, and therefore you don't need to waste valuable space on your resume stating the obvious. Companies want to understand how you contributed to the success of your prior employers. When you're applying for part-time and casual work, employers are somewhat more likely to request a CV. The Resume for Retail Game Retail Sales Associates play a vital role in retail establishments since they increase customer satisfaction and generate increased company revenues by helping clients purchase solutions. Selling Skills naturally, to be a great retailer, you will need to have the ability to sell products. The sales associate is generally the very first person a customer encounters on going into the store. Examples sales has is that you must seem good in order to be successful in sales. You must know how to create the best retail sales associate you could send to the business and offer good first impact about your self, understand it here. To make an eye-catching retail sales associate resume, you will need to incorporate a few vital components. It's an adequate store manager resume. Adhere to these eight ideas to create the great retail sales resume. Ensuring that each and every customer has a superb experience each and whenever they come into your store goes a ways toward the accomplishment of where you are. Perhaps, but there's no reason you cannot locate the inner sales person in you and become one. Characteristics of Resume for Retail Completing the award will greatly enhance your career planning and jobhunting skills, improve your work readiness and offer you the confidence and strategies to acquire a graduate career. Aside from including your abilities and achievements, you should also incorporate previous work experience alongside character references to boost your odds of getting hired for the job that you desire. Additionally, there are opportunities for activity organisers, who don't demand a TEFL qualification. Find out more about retail careers. The Appeal of Resume for Retail Resume samples are a pract ical approach to direct your own writing. Ensure your resume is very clear and on point. Vital Pieces of Resume for Retail Our resume builder provides you with tips and examples about how to compose your resume summary. Just make sure you double-check with the work description in the event the business accepts PDF. There are many types of retail stores and a few of those are 2. Use the sample retail resume on top of this post. Top Resume for Retail Secrets You are able to receive a fantastic idea of keywords from the work description. As a rule of thumb, you shouldn't use the specific same resume for each work program, particularly if you're applying for jobs with various titles. It is crucial to make an engaging resume summary, that's the secret to giving an employer reason to read the remainder of your resume. Your summary ought to be written in bullet points to prevent writing longer paragraphs. It's necessary for you to decide which aspect in retail that you're goi ng to be in a position to showcase your strengths or assets. Retail should have the ability objective understand the merchandise and services that you are selling. Not all your work experience should come from full-time management. Constantly make certain that work ethic and business standard is totally adhered to during working hours. Including all this information helps to ensure that potential employers can connect with you in various ways. You may also use a mix of functional and chronological resumes. It's simpler than you believe. All fantastic resumes start with the right contact info.