Servicemembers Civil Relief Act and Lease Termination

Servicemembers Civil Relief Act and Lease TerminationServicemembers Civil Relief Act and Lease TerminationThe very nature of military tafelgeschirr often compromises the ability of tafelgeschirr members to fulfill their financial obligations and to assert many of their legal rights. Congress and the state legislatures have long recognized the need for protective legislation. Soldiers and Sailors Civil Relief Act of 1918 During the Civil War, the United States Congress enacted an absolute moratorium on civil actions brought against Federal soldiers and sailors, and various southern states enacted similar legislation. During World War I, Congress passed the Soldiers and Sailors Civil Relief Act of 1918. The 1918 statute did elend create a moratorium on actions against tafelgeschirr members, but it directed trial courts to take whatever action equity required when a service members rights were involved in a controversy. In 1940, the law welches completely re-written, to expand legal protections to service members. Experience during World War II and subsequent armed conflicts made certain changes in the statute necessary. The first of these amendments became law in 1942. In amending the Act, Congress welches motivated, in part, by the desire to override court decisions that, in some instances, had led to restrictive interpretations of the Act. The act went on to receive several minor changes over the years Service Members Civil Relief Act In 2003, the Soldiers and Sailors Civil Relief Act was completely re-writtenand re-named the Service Members Civil Relief Act. The bill was signed into law by President Bush on December 19, 2003. This is the law that now governs legal protections for members of the United States Military. Reservists and members of the National Guard (when in active federal service) are also protected under the SSCRA. SSCRA (for all) begins on the first day of active duty, which means when the person ships out to basic training (Basic Train ingand job-school are considered active duty for Guard and Reserve personnel, as well as active duty personnel). Some protections under the act extend for a limited time beyond active duty discharge or release but are tied to the discharge/release date. Additionally, some of the Acts protections extend to the members dependents. National Guard members recalled for State duty are also protected by the Service Members Civil Relief Act in certain circumstances. National Guard members are entitled to SCRA protection when called to state active duty under Title 32, if the duty is because of a federal emergency, the request for active duty is made by the President or Secretary of Defense, and the member is activated for longer than 30 days. An example of this would be the National Guard members who were activated by the states, at the request of the President, to provide security for airports after 9-11. Termination of Residential Leases The SCRA allows individuals to break a lease wh en they go onto active dutyif the lease was entered into before going on active duty. Additionally, the act allows a service member to terminate a residential lease entered into while in the militaryif the member receives permanent change of station (PCS) orders, or orders to deploy for a period of bedrngnis less than 90 days. This protection covers lease of premises occupied, or intended to be occupied, by a service member or a service members dependents for a residential, professional, business, agricultural, or similar purpose. To break a lease under these provisions, the service member must make the request in writing and must include a copy of their orders (orders placing them on active duty, PCS orders, or deployment orders). The member may deliver the notification by hand, by commercial carrier, or by mail (return receipt requested). The termination date for a lease that requires monthly rent, the earliest termination date is 30 days after the first date on which the next pay ment is due, following proper notification of termination of lease. For example, if Sgt John pays his rent on the first of every month, and he notifies his landlord (and gives the landlord a copy of his orders), on the 18th of June, that he wishes to terminate the lease under the provisions of the SCRA, the earliest termination date achter monat des jahres 1 (the next rent is due July 1, and 30 days later is August 1). If its some other arrangement, other than monthly rent, the earliest termination of the lease is the last day of the month, following the month in which the notice is given. So, if notice is given on June 20, the earliest termination date would be July 31. Im often asked, What if there are other people on the lease? Who has to make up the rent? Not the landlord, thats for sure. Also, not the service member. The SCRA is silent in this area. In most states, the burden would likely fall on the remaining roommates. They would either have to make up the military members sh are of the rentor find another roommate. The SCRA gives the military member the right to terminate his/her own portion of the lease early, but the law does not require the landlord to decrease the amount of total rent for the property, nor does the law protect remaining non-military roommates (unless, of course, they are the members legal dependents). Automobile Leases Military members may also terminate automobile leases in certain circumstances. Just like with residential leases, if a member enters into an automobile lease before going on active duty, the member may request termination of the lease when he/she goes on active duty. However, for this to apply, the active duty must be for at least 180 continuous days. So, if a person joined the Reserves, and had orders for basic training and technical school, the total of which was only 120 days, he/she could not terminate the automobile lease under this act. Additionally, military members making a permanent change of station (PC S) move, or who deploy for 180 days or longer may terminate such leases. The act specifically covers lease of a motor vehicle usedor intended to be used, by a service member or a service members dependents for personal or business transportation. To terminate the lease, the member must make the request in writing, along with a copy of orders. The member may deliver the notification by hand, by commercial carrier, or by mail (return receipt requested). Additionally, the member must then return the vehicle to the lessor within 15 days of delivery of the termination notice. The lessor is prohibited from charging an early lease termination fee. However, any taxes, summonses, and title and registration fees and any other obligation and liability of the lessee in accordance with the terms of the lease, including reasonable charges to the lessee for excess wear, use and mileage, that are due and unpaid at the time of termination of the lease shall be paid by the lessee. Evictions From L eased Housing The service member may seek protection from eviction under SSCRA. The rented/leased property must be occupied by the service member or his/her dependents for the purpose of housing, and the rent cannot exceed $2,400 (for 2004 the actual amount is automatically adjusted each year, by the inflation rate). The service member or dependent who has received notice of an eviction must submit a request to the court for protection under the SSCRA. If the court finds that the service members military duties have materially affected his ability to pay his rent timely, the judge may order a stay, postponement, of the eviction proceeding for up to 3 months or make any other just order. Installment Contracts The SCRA gives certain protections against repossessions for installment contracts (including automobile leases). If the contract was entered into before going on active duty and at least one payment was made before that time, the creditor cannot repossess the property, wh ile the member is on active duty, nor can they terminate thecontract for breach, without a court order. A 6% Interest Rate If a service members military obligation has affected his/her ability to pay on financial obligations such as credit cards, loans, mortgages, etc., the service member can have his/her interest rate capped at 6% for the duration of the service members military obligation. Qualifying debts are debts that were incurred by the service member, or the service member and their spouse, jointly, before coming on active duty. Debts entered into after going on active duty are not so protected. Notice that this particular provision of the act only applies if a service members military service affects their ability to pay. However, the burden is on the creditor to seek relief in court if the creditor believes that the service members military career does not materially affect his/her ability to pay. The creditor must complyunless he/she gets a court order stating otherwi se. In order for an obligation or liability of a service member to be subject to the interest rate limitation, the service member must provide to the creditor written notice and a copy of the military orders calling the service member to military service and any orders further extending military service, not later than 180 days after the date of the service members termination or release from military service. Upon receipt of notice, the creditor must reduce theinterest rateto a maximum of 6 percent, effective the first day ofactive duty(even if the servicemember makes the request at a later time). The law unambiguously states that no interest above 6 percent can accrue for credit obligations while on active duty (for debts incurred before going onto active duty), nor can that excess interest become due once the service member leaves active duty (that was a trick some creditors tried under the old law) instead that portion above 6 percent is permanently forgiven. Furthermore, the m onthly payment must be reduced by the amount of interest saved during the covered period. Court Proceedings If a service member is a defendant in a civil court proceeding, the court may (note the word may), on its own motion, grant a 90-day stay (delay) in the proceedings. If the service member asks for a stay, the courtmustgrant a minimum 90-day stay, if The servicemember submits a letter or other communication setting forth facts stating the manner in which current military duty requirements materially affect the servicemembers ability to appear and stating a date when the servicemember will be available to appear andThe servicemember submits a letter or other communication from the servicemembers commanding officer stating that the servicemembers current military duty prevents appearance and that military leave is not authorized for the servicemember at the time of the letter. The provision applies to civil lawsuits, suits for paternity, child custody suits, and bankruptcy d ebtor/creditor meetings, and administrative proceedings. The new act specifically states that a servicemember communicating with the court requesting a stay does not constitute an appearance for jurisdictional purposes and does not constitute a waiver of any substantive or procedural defense (including a defense relating to lack of personal jurisdiction). Under the old act, some courts held that merely communicating with the court (i.e., requesting a stay, implied that the member agreed to jurisdiction of the court). A service member who is granted a stay may request an additional stayif he/she can show that military requirements affect his/her ability to appear (commanders letter is also needed). However, the court is not obligated to grant the additional stay. If the court refuses to grant an additional stay of proceedings, the court must appoint counsel to represent the service member in the action or proceeding. If a default judgment is entered in a civil action against a servic e member during the service members period of military service (or within 60 days after termination of or release from such military service), the court entering the judgment must, upon application by or on behalf of the service member, reopen the judgment for the purpose of allowing the service member to defend the action if it appears that the service member was materially affected by reason of that military service in making a defense to the action andthe service member has a meritorious or legal defense to the action or some part of it. Enforcement of Obligations, Liabilities, Taxes A service member or dependent may, at any time during his/her military service, or within 6 months thereafter, apply to a court for relief of any obligation or liability incurred by the service member or dependent prior to active duty or in respect of any tax or assessment whether falling during or prior to the service members active military service. The court may grant stays of enforcement duri ng which time no fine or penalty can accrue. Additionally, the act prevents service members from a form of double taxation that can occur when they have a spouse who works and is taxed in a state other than the state in which they maintain their permanent legal residence. The law prevents states from using the income earned by a service member in determining the spouses tax rate when they do not maintain their? permanent legal residence in that state. Reemployment Rights Contrary to what many people believe, there are no provisions for Reemployment Rights as part of the Soldiers and Sailors Civil Relief Act.Reemployment rightsare a completely separate legislation, The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA).?

Workers in these cities like the option to telecommute the most

Workers in these cities like the option to telecommute the mostWorkers in these cities like the option to telecommute the mostNew data from global staffing firm Robert Half shows that people inSan Francisco and Los Angeles look for the possibility of telecommuting at least some of the time when considering a job mora than those in other cities surveyed.An independent research firm surveyed mora than 2,800 adult office workers in 28 major U.S. cities. Robert Half came up with the survey.These cities have the most telecommuting fansSan FranciscoLos AngelesDetroitChicagoAustinDenverOn the other hand, workers in Pittsburgh and Salt Lake City areleast concerned with the option to telecommute.Paul McDonald, senior executive director for Robert Half, commented on the researchHigh employment levels mean more people are on the roads traveling to and from their jobs, which increases traffic and makes working remotely more appealing. Employees want the ability to telecommute for various reason s - for some, its flexibility in their schedule, for others its about saving time and money. Companies that promote these options are more likely to attract top candidates in a competitive employment market.Young people are most likely to accept a job if they can telecommute sometimesAlthough 77% of those surveyed agreed that being able to do so at least some of the time would raise their chances of accepting a position, those 18-34 felt this way more than other age groups, at 86%.This was true for 79% of those ages 35 to 54, and 65% of those age 55 and older.These are the most major telecommuting hangupsRespondents weighed in on the worst parts of the process - but a slice of them thought that there werent any negatives at all (values dont total 100% because of rounding)People abuse the benefit/dont stick to work hours 22%Feelings of isolation and missing team environment 22%There is no downside 19%Interpersonal relationships suffer because you only talk by phone or email 17%Loss of facetime means telecommuting workers may not be considered for new projects, promotions 12%No one to bounce ideas off of 7%

The Top Ten Interview Questions to Ask Millennials

The Top Ten Interview Questions to Ask MillennialsThe Top Ten Interview Questions to Ask MillennialsThe Top Ten Interview Questions to Ask Millennials DeZubePreparing for interviews to recruit Millennials candidates requires the same diligent interview preparation as you would do for any interview. Your interview questions should also give your Gen Y job applicant a chance to shine, as well as show whats in it for them to work for your organization.Experts also recommend that you ask questions about the old-fashioned basics, or the soft skills, that young people sometimes lack.Mix and match any of behauptung ten job interview questions to help select the right Millennial for your next job opening1. What have you done in the past that will help you do this job?Younger Millennials may elend have a great deal of work experience. But that shouldnt be a showstopper. Asking about their transferrable experience, such as projects theyve worked on at school, a team they were on, or volunteer work, also helps put them at ease, says Dr. Chip Espinoza, author of Managing the Millennials Discover the Core Competencies for Managing Todays Workforceand academic director of the Organizational Psychology program at Concordia University, Irvine, California.Its also a great job interview question because it shows the candidate you respect them and acknowledge their history, even if theyre just starting out in the workplace.You can ask older Gen Y Millennials about industry certifications, what theyve learned by solving problems in prior jobs, or what they discovered about themselves in past psychometric tests.2. Have you ever had to wear a uniform, cover up a tattoo, or work at a time that was difficult for you, like early in the morning or late at night? How did you handle that?With this job interview question, youre listening to see how the candidate coped with a task that required them to make compromises in personal style or conform to standards they didnt agree with.Follow u p by talking about the most unpleasant aspects of the job, whether it involves grunt work or dealing with rude customers, says Bruce Tulgan, author of Not Everyone Gets a Trophyand founder of Rainmaker Thinking Inc., New Haven, Connecticut.Youre better off trying to scare them away by telling them the downsides of the job. Recruiting is one part sales, but you have to stop selling at a certain point and start selecting, Tulgan explains. Someone who still wants the job after hearing the negatives is more likely to last in the fleck.3. Have you ever been passed over for an award or a promotion you thought you were going to get? How did you react?Millennials are used to lots of participation rewards, says Lee Caraher, author of Millennials Management The Essential Guide to Making It Work at Work. This question will show you whether they understand that everyone cant win in everything and how resilient they are.4. How do you like to receive feedback?The goal of this question is to gent ly point out that your employees hear things they dont want to hear. Millennials often fear making the wrong decision. By asking about feedback, youre signaling that this position will need involve some trial and error.When a job seeker has a difficult time answering the question, Tulgen suggests you follow up with Tell me about a time you were given a test score, evaluation or feedback that was more difficult than you expected, or had to follow instructions even though you didnt agree.Discussing expectations around feedback can also help you assess and balance the job seekers expectations with what your office culture can deliver.5. What kind of relationship do you expect to have with your boss?Millennials may have never had a formal relationship with a boss this interview question prevents a mismatch in expectations. Millennials want people to be friendly with them, Espinoza says. Working for you may be the first time they have a relationship with an authority figure that they don t perceive as being friendly.6. Describe a good day in the office. How are you spending your time? Where are you?A lot of Millennials are disappointed when they find out theyre sitting for only 40 minutes at a time and that they need to force themselves to get up and get out, Caraher says. I hear so many complaints about this from Millennials.This job interview question also gives you a chance to talk about the daily rhythms of the job.7. Tell me about a time you had to handle a difficult customer, in person or on the phone.Many Millennials would consider it rude to call someone without first texting. In fact its not unusual for them to graduate from college without ever having telephoned someone they didnt know.When the position you have open involves interacting with people, in person or over the phone, a behavioral interview question about interpersonal skills will highlight gaps in the applicants experience, Tulgan says.8. What do you read or listen to every day to get the news of the day?This question reveals the candidates curiosity and interest in the broader world, Caraher says. Do they read anything beyond Buzzfeed and Twitter?9. If we gave you time off to be involved with the community, what would you do?Even as consumers, Millennials align with organizations that give back to the community, Espinoza says.Asking this question serves two purposes. It lets Millennials know you value philanthropy it also identifies the candidates enthusiasm about contributing to a holiday food drive or a charity walk.10. What do you want to accomplish with this job? What are your goals?In asking these questions, youre indirectly asking how long a job seeker wants to stay with your organization and their expectations about achieving their career goals.You can follow up by laying out a three-year map of where theyll start in this job and how your organizations development and coaching programs will prepare them to move up or move on.Tell them If you work hard and hit thes e milestones, this is what youll get, Espinoza says. Just be aware that if you hold out a map, theyll hold you to it.

Interview Questions that Reveal Your Employer Brand

Interview Questions that Reveal Your Employer BrandInterview Questions that Reveal Your Employer BrandInterview Questions that Reveal Your Employer Brand RossheimWhen youre interviewing candidates, its easy to simply scan their resumes and ask for more detail on relevant roles, responsibilities and accomplishments. But thats no way to sell your company and the career opportunity. And in 2016s tight market for top talent, effective selling is critical to the recruitment goals of yourinterview process.So how do you know what interview questions to ask to burnish your employer brand? We spoke with a few experts who offered many great suggestions about how to conduct brand-promoting interviews.Invite candidates to air their perceptions of your employer brand. Ask candidates about their impressions of your company if you dont, youll risk them spreading wrong ideas about you. Whether interviewees have a good experience or a bad one, they may immediately post their reactions on Facebook or Instagram, says Richard Mosley, global vice president of strategy at grundmenge Global in London, England.So dont settle for candidates fawning compliments dig in for detail. Building an employer brand has become a much more personal, social process, Mosley says.Sample Interview Questions How would you describe our company? What is attractive about working here? Do you have any negative impressions?Ask questions that invoke your employer brand. Dont just tell the candidate what drives your organization lead themwith the questions you ask.Companies tend to emphasize their employer brand with new hires, but less so with applicants in the midst of the candidate experience, according to Mosley. Its good to plan to bring out the companys brand signatures in interviews, he says.Sample Interview Questions How would you feel about working in a place where everyones voice is heard? How would you feel about working in an open environment? Could you landsee yourself being a mentor to others?I llustrate your company culture through the type of questions you ask. We ask candidates to talk about an experience where theyve received feedback and how theyve responded to it because its part of our organizational culture for everyone to be able to get and give feedback, says Rod Adams, U.S. recruitment leader at PricewaterhouseCoopers.Sample Interview Questions We like to keep communication channels open at our company. How do you feel about working in that type of environment?Go deeper than the conventional trappings of startup culture. If youre lucky enough to interview a candidate who probes for what is unique about your company, dont respond with cliches. Everyone is trying to copy everyone else everyone has free snacks and a hammock, says Matuson. Experienced workers know they wont have time for a nap anyway.Instead, savvy candidates want to know what kind of people they will be working with, how the company might react to emerging disruptions in their market space, and so on.Shape questions to experience level. Show that you respect the candidates career arc by posing questions that demonstrate your understanding of the candidates current situation and long-term potential. We ask different questions of someone with 10 years of experience versus a campus recruit, says Adams. But all the questions are looking for the same underlying attributes.Sample Interview QuestionFor an experienced candidate In your experience, how would you handle a situation in which your team tookthe wrong approach with an important project?For a new-to-the-job candidate How would you handle a situation in which you realized that the work you did on an important assignment was wrong?Vary your line of questioning according to the candidate. Start with a basic set of questions, but respond to candidates answers with more questions. A lot of companies have actually made their interview process less flexible, because they want to apply metrics in hiring and deliver consistent resu lts but this becomes counterproductive, says Mosley. If you dont show flexibility, it affects your employer brand.Adams adds We take cues from each candidate about which parts of our value proposition are most important to the individual.Encourage candidates to ask substantive questions. Find out whats on candidates minds by probing for any reservations they might have about the opportunity youre offering. And use your response to brand the career opportunity.Its important to impress on hiring managers that the interview process is a two-way assessment, that they need to sell the candidate on the job, says Mosley.Sample Interview Question Based on what youve heard in our interview,Im interested in hearing how you feel about this job opportunity.Offer interactive activities that candidates will value. Remember that directed interaction can have a bigger branding impact than a simple exchange of information. We do experiential activities, hold on-campus workshopsin how to get feedback , how to project confidence, says Adams. This frames our firm as focused on development. We try to show them, not just tell them.Train all interviewers. Remember, for most recruiters and hiring managers even those with good interpersonal skills effective interviewing doesnt come naturally. We do training and provide a lot of prep for anyone involved in the interview process, so hopefully everyone is delivering the same messages, says Adams.Teach everyone in your organization about your employer brand. Your recruiters and hiring managers cant ask questions that reveal your employer brand if they cant articulate what that brand is.I dont think the employer brand is on the radar screens of most people at small and mid-sized companies, says Roberta Matuson, author of Talent Magnetism How to Build a Workplace that Attracts and Keeps the Best. You need to teach your people the importance of creating a connection with the company brand.

Think Like a Millionaire in Less than 5 Minutes Per Day

Think Like a Millionaire in Less than 5 Minutes Per Day Think Like a Millionaire in Less than 5 Minutes Per Day Through his The Book of AFFORMATIONS, St. John offers readers insights and steps to use the process of AFFORMATIONS, empowering questions that change ones beliefs about him and herbeiself and his and her relationship to the universe, to achieve health, wealth, love and happiness.In part one of this article, St. John shared his motivation behind creating the book that has helped thousands improve their lives. Read on to discover his tips for attaining two areas most workers strive for each day- wealth and happiness1. One focus of your book is wealth. Is wealth important to be happy? Why or why not?Growing up poor in a rich neighborhood, I got to binnensee first-hand the dichotomy between the haves which was everyone around us and the have-nots, which was my family. That was the first time I realized that there is nothing good about being broke.Having wealth gives you ch oices, and it is the choices that make you happy, not the money itself.For example, a recent survey showed that less than 38 percent of Americans are happy in their jobs. That means that most people are working in jobs they dont like because they believe they dont have the option to do what they really want.Thats one of the reasons we empower our clients to have more choices in life, and having wealth is one of those choices.2. Im sure weve all watched the TV show Who Wants to be a Millionaire? and have dreamed of becoming that wealthy someday. You actually offer helpful information needed for people to reach this goal. What are the five power habits of multi-millionaires?1. Take 100 percent responsibility for your choices.2. Use Afformations.3. Have a great support system.4. Get a mentor.5. Give yourself permission to succeed.3. How can one think like a millionaire in less than five minutes per day?When you start following the 4-step Afformations Method I give you in my book, youll start to become aware of the disempowering questions youve been asking yourself, like Why cant I do anything right? or How come theres always more MONTH left at the end of the MONEY? Then, as you start to replace your disempowering questions with empowering Afformations, youll realize that it doesnt have to be hard or confusing. Thats one reason that countless people have written to me on our Facebook page saying that once they started using Afformations for just a few minutes a day, the changes were immediate and long-lasting.For example, I was on a radio show recently when a woman called in and said that her mother-in-law was suing her for custody of her small children, and that this lawsuit had been going on for months. I gave her some examples of Afformations she could use to help the situation. The next day, the woman wrote to me and said that her mother-in-law had contacted her out of the blue and said that she was dropping the lawsuitBy the way, thinking like a millionaire d oesnt mean that you start using Afformations and a million dollars magically appears in your bank account. It doesnt work that way. This isnt magic, its science. The point is that most people are asking themselves disempowering questions and living a life they dont want. Using Afformations will help you focus on whats RIGHT with you, rather than whats WRONG with you.4. Final thoughts?Studies have shown that while the conscious mind can hold only a few ideas at a time, your subconscious mind can hold many more. Thats why you can never really overwhelm your subconscious mind.Think about it this way How many negative thoughts have you had about yourself in your lifetime? A billion? A trillion?fruchtwein of us could hardly count the number of negative thoughts weve had about ourselves. When you think these things, youre effectively listening to these negative thoughts in your head.Thats one reason we encourage our clients to not just read their Afformations, but also say them and listen to them using iAfform Audios. And thats why for a limited time were giving away free downloadable iAfform Audios when you buy The Book of Afformations at www.Afformationsbook.com/more. Keep afforming

Top Guide of Healthcare Administration Resume

Top Guide of Healthcare Administration Resume Top Healthcare Administration Resume Secrets The range of health administration positions are anticipated to increase by 22% over the next ten years, which is faster than the average projected job growth for this time frame. The direction you describe your prior positions ought to be relevant to the job which you are applying for, which means personalizing each description every moment. However, the majority of these positions do have a whole lot in common. The Basics of Healthcare Administration Resume If youre contemplating an associate degree in healthcare administration, your very best bet is to get in touch with admissions counselors from several distinctive programs. When you say you want to have into the sphere of healthcare administration, its still true that you have no small quantity of narrowing down to do. For instance, you may find that youre much less attracted to the notion of being involved in international wellne ss policy as you are with helping doctors to cure diseases. There are various methods youll be able to go and many diverse kinds of curriculums you may decide to study in your pursuit of a healthcare career. Also, some schools offer you part-time programs that might add on a year or so. Because working in the health care industry demands organizational knowledge and techniques, MHA angeschlossen programs generally contain introductory coursework in business and wellness administration. Some of the biggest healthcare organizations on the planet are non-profit organizations that are always searching for strategies to groom the next generation of healthcare professionals. Find out more about our 100% online medical care administration certificates. Without regard to the position or the tasks involved, the function of the health care administrator is important to the rise and success of a health institution. Training in healthcare administration can prepare you for leadership posit ions in many different healthcare settings. Healthcare administration represents one of the greatest and most essential elements of the health care market. It gets confusing because the people who run larger healthcare facilities are often referred to as administrators. A few of the skills you may want to incorporate in your Administrative Assistant Resume are given below. Professional association membership demonstrates that youre involved and motivated to grow in your selected profession. Do not sugarcoat simply to impress interviewers as you might not know, they can without a doubt identify whether the candidate is lying or not. You should convince the employer that youre the most proper candidate. Choosing Healthcare Administration Resume Is Simple Simply take a couple of these courses to determine whether the coursework is for you. Therefore, if you ever made a decision to leave the medical field, an MBA would be more widely recognized in the industry world. As an exa mple, an MBA from Columbia University is among the finest in the nation and if youre a graduate from Columbia, you should tell a possible employer straightaway and be sure this is featured very prominently. Besides coursework, students might have to work on a capstone project, thesis and or take part in an internship. Managers are often paid dependent on a yearly salary and bonuses, in place of an hourly wage. You might also want to take a look at Legal Assistant Resumes. If you wish to be hired in the health care industry, you may want to try taking a look at our Professional Medical Resumes. As one of the most well-known careers paths for people, the medical field is continuously gaining new professionals. To enact superior control, you need to have a meaningful comprehension of quality in a healthcare setting. Its a blessing in that you will be able to explore management-oriented careers in a wide variety of healthcare-related organizations and settings as soon as youve fin ished your program. In the past few years, technology has contributed monumental modifications to the business of education. When it has to do with the maturation of your healthcare administrator resume project, you desire a writing team thats going to take some time to differentiate you from your competition. You will additionally have a great deal more to put on your resume and that may help you while you reach for your true healthcare career targets. When it has to do with the health administration field, there are quite a lot of points of entry. Experience Required No matter which career path you wind up pursuing, you are going to need some healthcare-related experience if you wish to be competitive in your job search and earn access to the entire selection of chances.

Better Jobs With Companies That Care April 13, 2017

Better Jobs With Companies That Care April 13, 2017 Hindsight is 20/20. We all wish we could go back with the knowledge we have now. Thankfully, our President and CoFounder, Katharine Zaleski did some of the heavy lifting for us. She recently published an article in Forbes about all the things she wishes she knew before coming a boss. In it youll find some pretty solid advice about navigating your career, whether youre just starting out or if youre a senior exec. Speaking of careers, have you checked out our new opportunities with companies that care this week? Read on, and dont forget to head over to our jobs page for even mora amazingopen positions.FEATURED COMPANY THAT CARES AMAZON.COM, INC.Amazon isnt just committed to speedy deliveries and customer service. Behind their brilliant operation are some of the most diverse and intelligent minds this world has to offer. And they want to hire YOU next. Besides joining one of the most forward thinking companies out there, Amazon provid es its employees with amazing diversity groups. From their womens groups to their cultural organizations, youre bound feel like you belong. Additionally, Amazon offers top-of-the-line benefits. Generous paid time off? Check. Flexible working environment? Of course. 401k? Dental, vision, and health insurance? Absolutely. Like what you see? Apply to today and join this stellar company that cares.Check out these other great jobs tooApple - UX/UIInteraction Designer - Santa Clara, CAApple - Digital Marketing Manager, Social - App Store - Santa Clara, CAApple - WW Accessories Channel Development Manager - RemoteViacom, Inc. - Lead Software Test Automation Engineer - Warsaw, PolandViacom, Inc. - Sr. Software Engineer, Frontend - Warsaw, PolandViacom, Inc. - Manager, Quality Engineering - New York, NYAmazon.com, Inc. - QA Engineer, Amazon Video Mobile - London, United KingdomAmazon.com, Inc. - Software Development Engineer, Amazon Video - Seattle, WAAmazon.com, Inc. - Software Development Engineer, Operational Excellence - New York, NYZapier, Inc. - Product Manager, Developer Platform - Remote

The 1 networking rule 99% of people are afraid to follow

The 1 networking rule 99% of people are afraid to followThe 1 networking rule 99% of people are afraid to followHow many times have you found yourself at a networking event, only to feel like youre at a networking event?Ill let you in on a little secret These arent the events where real networking is taking place.I dont go to networking events. I dont attend things that require me to put on a Hello, My personenname Is nametag. I rarely attend big conferences with keynote speakers that spend 45 minutes talking about how you just have to hustle and absatzwirtschaft is all about great content, with absurd ticket prices that promise you will rub shoulders with all the right people.Ive tried these avenues, and they are always one-way streets toward the same disappointing destination.Real networking happens here insteadIt happens in backyards and exclusive dinners. Private meet-ups and friends getting together for drinks.Real networking happens when a friend introduces you to a friend. And then that friend introduces you to a new group of people. And then in that new group of people, you make a new friend.And on and on and on99% of people dont approach networking this way. Heres whyPeople lack patience.They wear their desperation on their sleeves, and approach networking in a way that immediately reveals their true intentions. They dont want to get to know you, or learn about what it is you do and how they can truly help.What they want is to pitch their business. What they want is you to give them something.This is such a short-sighted approach to building your network.The reason big networking events fail is because everyone who attends tends to operate from the same script. Meaningful conversations arent taking place - just two people with business cards in their hands, giving their pitches back and forth. And then what happens? Both parties nod, smile, say, Well, it was great connecting with you. Ill shoot you an emaille and lets go from there.And then nothing ha ppens.Because people like to do business with people they like, people they trust, and people they know through other friends and shared connections.This is the 1 rule you should follow instead, if you want to build a powerful network for yourselfMake friends, not connections.At the end of the day, I would rather work with someone I genuinely connect with over working with someone who treats me like a vendor.And so would everybody else.When youre building your network, look for the situations that are going to allow you to make friends - even if theyre business friends. Small settings do well. Friends of friends and e-mail introductions go a long way. Whatever you do, just keep the focus on making meaningful connections, instead of throwing your business cards all over the floor and hoping someone with a name tag picks one up.It might seem like a slower process, but what youll end up with is a strong circle of people you trust - instead of a rolodex with a bunch of people who dont return your calls.Cole isa writer, speaker and founder of Digital Press.This article originally appeared on Inc. MagazineThe 1 networking rule 99% of people are afraid to followHow many times have you found yourself at a networking event, only to feel like youre at a networking event?Ill let you in on a little secret These arent the events where real networking is taking place.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreI dont go to networking events. I dont attend things that require me to put on a Hello, My Name Is nametag. I rarely attend big conferences with keynote speakers that spend 45 minutes talking about how you just have to hustle and marketing is all about great content, with absurd ticket prices that promise you will rub shoulders with all the right people.Ive tried these avenues, and they are always one-way streets toward the same disappointing destination.Real networking ha ppens here insteadIt happens in backyards and exclusive dinners. Private meet-ups and friends getting together for drinks.Real networking happens when a friend introduces you to a friend. And then that friend introduces you to a new group of people. And then in that new group of people, you make a new friend.And on and on and on99% of people dont approach networking this way. Heres whyPeople lack patience.They wear their desperation on their sleeves, and approach networking in a way that immediately reveals their true intentions. They dont want to get to know you, or learn about what it is you do and how they can truly help.What they want is to pitch their business. What they want is you to give them something.This is such a short-sighted approach to building your network.The reason big networking events fail is because everyone who attends tends to operate from the same script. Meaningful conversations arent taking place - just two people with business cards in their hands, giving their pitches back and forth. And then what happens? Both parties nod, smile, say, Well, it was great connecting with you. Ill shoot you an email and lets go from there.And then nothing happens.Because people like to do business with people they like, people they trust, and people they know through other friends and shared connections.This is the 1 rule you should follow instead, if you want to build a powerful network for yourselfMake friends, not connections.At the end of the day, I would rather work with someone I genuinely connect with over working with someone who treats me like a vendor.And so would everybody else.When youre building your network, look for the situations that are going to allow you to make friends - even if theyre business friends. Small settings do well. Friends of friends and e-mail introductions go a long way. Whatever you do, just keep the focus on making meaningful connections, instead of throwing your business cards all over the floor and hoping someon e with a name tag picks one up.It might seem like a slower process, but what youll end up with is a strong circle of people you trust - instead of a rolodex with a bunch of people who dont return your calls.Nicolas Cole isa writer, speaker and founder of Digital Press.This article originally appeared on Inc. Magazine.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will ersatzdarsteller your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

4D0X1 - Diet Therapy - AFSC Description

4D0X1 - Diet Therapy - AFSC Description4D0X1 - Diet Therapy - AFSC DescriptionPerforms duties in Nutritional Medicine Service to include procuring, storing, preparing, cooking, baking and serving regular and therapeutic diets and nourishment. Performs clinical dietetics tasks and procures equipment. Maintains established sanitation, safety, and security standards. Accomplishes supply and subsistence management control and other duties as assigned. When no dietitian is assigned, consults command dietitian. Related DoD Occupational Subgroup 325. Duties and Responsibilities Practices timely, quality fundamentals of food preparation for regular and therapeutic diets, tube feedings, therapeutic-in-flight, and box lunches. Prepares and cooks food items included in regular and therapeutic diets to conform with menus, recipes and food production worksheets. Portions and selects nourishment for regular and therapeutic diets. Arranges and garnishes foods using available products and equipm ent. Assembles and disassembles patient trays on food carts in the patient tray assembly area. Delivers and returns food carts from nursing units. Cleans and sanitizes food carts, work area, dining area, and equipment. Disassembles and cleans patient tray assembly areas and the dining hall serving lines. Standardizes recipes and tests new products. Establishes production controls and standards for quantity and quality of foods. Plans menus according to established patterns. Analyzes reports on baking and cooking activities. Provides field feeding, accountability, sanitation, and layout during disasters or contingencies. Performs clinical dietetic tasks. Receives and processes diet orders, menus and other directives related to patient care. Assists in writing individual therapeutic diet menus according to established patterns and guidelines. Conducts dietary rounds to vorstellungsgesprch patients on regular and therapeutic diets to determine satisfaction and food preferences. Comple tes basic level nutritional assessments. Weighs patients on initial and follow-up visits, recording the information in the patients medical record. Obtains, evaluates and uses dietary history to plan nutritional care. Calculates simple, routine therapeutic diets. Supports community nutrition requirements. Accomplishes supply and subsistence management control, and other administrative duties. Collects and turns in subsistence and surcharge monies. Completes menu tallies, patient tray tafelgeschirr records, and workload data. Assists in determining requirements, preparing requisitions and local purchase orders. Receives, verifies, stores and issues foods and supplies from the commissary and medical logistics. Draws supplies and subsistence. Establishes stock controls, periodic inventories and thawing procedures. Assists in implementing cost control procedures. Inspects and evaluates facility and equipment for proper maintenance, operation, and use. Monitors quality, quantity, sanit ation, safety and security standards. Practices Quality Management ensuring continuous quality improvements using metrics. Makes recommendations for corrective actions in effectiveness of the Nutritional Medicine Service operation. Directs, inspects and evaluates the completed work of personnel. Establishes work schedules, work assignments, job descriptions and resolves technical difficulties. Formulates and follows standard operating instructions. Advises dietitian on equipment status, maintenance and adequacy personnel training and operational efficiency and economy. Provides input to the MTF budget. Coordinates nutritional medicine service activities with interrelated or using organizations. Specialty Qualifications Knowledge. Knowledge is mandatory of food preparation methods standardized recipes the metric system of weights and measures food chemistry medical and dietetic abbreviations and terminology relating to food preparation and clinical dietetics operating special pr eparation feeding and service equipment sanitation and aseptic techniques and standards use of Materiel Safety Data Sheets medical ethics professional and patient relationships psychology of serving patients the digestive tract anatomy and physiology feeding in wartime or disaster contingencies patient feeding in aeromedical evacuation measures necessary to protect foodstuffs from contamination from radiological chemical and biological agents food purchasing, storage, preparing, service, merchandising, and managing Nutritional Medicine Service activities, menu planning, diet therapy, patient tray service, and dining hall operations, baking, and cooking. Education. For entry into this specialty, completion of high school is desirable with courses in mathematics, chemistry, biology, and food preparation. TrainingForawardof AFSC 4D031, completion of a basic food service course is desirable.Forawardof AFSC 4D031, completion of a diet therapy course is mandatory.Experience The following experience is mandatory for award of Air Force Specialty Codes indicated4D051. Qualification in and possession of AFSC 4D031. Also, experience inmenu, diet planning, preparing, cooking, and serving regular and therapeutic diets.4D071. Qualification in and possession of AFSC 4D051. Also, experience supervising nutritional medicine service activities, such as scheduling and food service accounting.4D091. Qualification in and possession of AFSC 4D071. Also, experience managing functions such as baking,cooking, and servicing of foods. Strength Req G Physical Profile 333232 Citizenship N0 Required Appitude Score G-43(Changed to G-44, effective 1 October 2004). Technical Training Course L3AQR4D031 002 Length (Days) 31 drehort L Course J3ABR4D031 002 Length (Days) 25 Location S

Research is a critical part of the job search process.

Research is a critical part of the job search process.Research is a critical part of the job search process.Research is a critical part of the job search process. Research is a critical part of the job search process. It can help you Identify companies that may be hiring in your field Prepare you for a job interview Learn about potential growth of businesses and industries Focus your job search on employers that share your values Understand how you can apply your skills in a new field Identify companies Visit the Business Finder to identify and get contact information for employers in your local area. Do your research Once youve identified some companies youre interested in- or perhaps even scheduled an interview- you can visit their websites to learn mora about them. Locate websites by entering the full name of the business into a search engine, such as Google or Yahoo. Below are some key questions you might ask about potential employers Question Where to Search What products/services does the employer provide? What industry trends are affecting the company? Employer websites. These often describe the company unit(s) that may be hiring in your field. They also provide details on the types of products or programs they offer. Regional or state publications Chamber of Commerce directories Manufacturers directories by state National publications. Most libraries have copies in their business sections. National Trade Professional Associations Standard and Poors Register of Corporations, Directors Executives The Macmillan Directory of Leading Private Companies Wards Business Directory of Major U.S. Private Companies The titles above are just a few examples. Alfruchtwein every type of field or industry has its own trade association. How many employees does the employer have? What jobs does the company typically hire for? What is the employers hiring policy? Where is the employer located? Does it have more than one location? Is it on the bus line? Employer websites. These often include size of their workforce, hiring policies, and job openings. It may also provide details on company location(s) and mass transit options. Also check recent press releases for news about plant expansions, new product roll-outs, or sponsorship of events. College and university placement or career services offices. Check if the company is recruiting on campus. Find out which qualifications they look for when they hire. What are the employers missio n and values? How long have they been in business? Is the employer involved in community services? If so, what? Employer websites. Look for annual reports. Or contact the employers public relations office or personnel department. Annual reports outline the employers successes, growth, history, and financial status. Companies that give back to the community often have a section of their website devoted to their efforts. What is the employers financial situation? Is it making money? Has it downsized in the last five years? Has there been any recent important news related to the company? What do others think about the company? Employer websites. Review recent and past press releases. Annual reports often include a financial report for the year. If the company has investors, detailed financial reports may also be online. Current newspapers, trade journals, and business magazines. The business section of most papers have articles about local companies and their executives. You can find back copies in library archives. Also check Businessweek for company and industry news. Whats it really like to work for this employer? Current or past employees. Talk with people who are working or have worked for the company. Organize your research You will collect a lot of information on employers and industries. Discard anything that has little or no immediate value. Then file and maintain the information that you want to keep Create a digital or paper filing system for each company. Print out information, e-mail it to yourself, or cut and paste it into a word processing document for future reference. Dont count on search engines every time you want to review information youve already found. Articles sometimes disappear or show up in different s pots on search result lists.