Your stressful office is making you hangry

Your stressful office is making you hangryYour stressful office is making you hangryHangry is one of those words that absolutely sounds made up and is just a result of the Millennial generations need to put a label on every feeling and experience and pose made in pictures.

How Your Personality May Affect Your Career [Infographic]

How Your Personality May Affect Your Career Infographic How Your Personality May Affect Your Career Infographic likely to earn a fairly low salary for the rest of my lifelikely to be relatively unsatisfied with my joband relatively unlikely to ever be anyones supervisor.Ouch, Truity. Ouch.But in all seriousness, the trajectory of ones career is reallythe result of a far more complex melange of factors, situations, and contacts. Still, it would seem that personality type does play a role in what we do with ourselves and where we go in our careers. After all, the aforementioned infographic is based on a study of 25,000+ people. So, there is some statistical weight to Truityspredictions about my and your career destiny.Check out the full infographic below and heres hoping youre more of an extravert than I am. Those folks seem tohave it pretty good.

The Different Levels of Army Jump Wings

The Different Levels of Army Jump WingsThe Different Levels of Army Jump WingsArmy Parachutist badges are awarded to Airborne personnel based on criteria training, service, and thenumber of jumps. The badges have both wings and a parachute and are often called Jump Wings. Description of the Army Parachutist Badges An oxidized silver badge measuring 1 13/64 inches in height and 1 1/2 inches in width, consisting of an open parachute on and over a pair of stylized wings displayed and curved inward. A star and wreath are added above the parachute canopy to indicate the degree of qualification. A star above the canopy indicates a Senior Parachutist the star surrounded by a laurel wreath indicates a Master Parachutist. Small stars are superimposed on the appropriate badge to indicate combat jumps as follows One jump A bronze star centered on the shroud lines 3/16 inch below the canopyTwo jumps A bronze star on the base of each wingThree jumps A bronze star on the base of each wing and one star centered on the shroud lines 3/16 inch below the canopyFour jumps Two bronze stars on the base of each wingFive jumps A gold star centered on the shroud lines 5/16 inch below the canopy The Symbolism of the Parachutist Badge The wings suggest flight and, together with the open parachute, symbolize individual proficiency and parachute qualifications. Master Parachutist Awarded to individuals rated excellent in character and efficiency who have participated in 65 jumps to include 25 jumps with combat equipment four night jumps, one of which is as a jumpmaster of a stick five mass tactical jumps which culminate in an airborne assault problem with a unit equivalent to a battalion or larger, a separate company/battery, or organic staff of a regiment size or larger graduated from the Jumpmaster Course and served in jump position with an airborne unit or other organization authorized parachutists for a total of at least 36 months. Senior Parachutist Awarded to individu als rated excellent in character and efficiency who have participated in a minimum of 30 jumps to include 15 jumps with combat equipment two night jumps, one of which is as jumpmaster of a stick two mass tactical jumps which culminate in an airborne assault problem graduated from the Jumpmaster Course and served in jump status with an airborne unit or other organization authorized parachutists for a total of at least 24 months. Parachutist Awarded to any individual who has satisfactorily completed the prescribed proficiency tests while assigned or attached to an airborne unit or the Airborne Department of the Infantry School, or participated in at least one combat parachute jump. History The Parachutist Badge was formally approved on 10 March 1941. The Senior and Master Parachutist Badges were authorized by HQDA in 1949 and were announced by C-4, AR 600-70, dated 24 January 1950. Subdued Subdued badges are authorized in metal and cloth. The metal badge is black. The clot h badge is of olive green base cloth with the wings, parachute, star, and wreath embroidered in black. Miniature Dress miniature badges are authorized in the following sizes Master 13/16 inch in height and 7/8 inch in width Senior 5/8 inch in height and 7/8 inch in width Parachutist 15/32 inch in height and 7/8 inch in width.

?? Get a pay increase at over 10,000 companies

?? Get a pay increase at over 10,000 companies?? Get a pay increase at over 10,000 companiesYour company wants to pay you more. Its amazingly true, and doesnt require a lot of work, but nonetheless most American employees dont take advantage of it.87% of sizable US companies pay referral hiring bonuses. When your current employer hires someone you recommend in one of these programs, theyll pay you cash money ??? . Which is nice.So weve built an easy tool to help you earn your extra cash by recommending friends, family, and former co-workers to new jobs at your company.Use Ladders Referral Hiring to connect your networks and start recommending your friends. Theyll get an advantage in the process and youll get a gelegenheit to earn referral bonuses that typically are $1,000, $2,000, or even up to $10,000 for specific positions.Get started earning extra cash from your current employer today.Good luck in the search this weekIm rooting for you

Report These are the fastest-declining jobs in the U.S.

Report These are the fastest-declining jobs in the U.S.Report These are the fastest-declining jobs in the U.S.As technology overtakes every industry, the business forecast for jobs liketypists, watch repairers, and postal workers over the next decade is bleak, according to a Bloomberg report citing Labor Department data.Many of the jobs on the list, like telephone operators, mine shuttle car operators, foundry mold and coremakers, and locomotive firers, harken back to 19th Century technology while others, like computer operators, word processors, data entry keyers, and typists, are becomingvictim to automation and more user-friendly technology that allow anyone, not just those with specialized skill sets, to operate them.The pace of technologicalneuheit is still increasing, with more sophisticated software technologiesdisrupting labour markets by making workers redundant,Oxford University researchers concludedin a 2013 study that predicted that47% of American jobs are at risk as a re sult of automation.Ladders is now on SmartNewsDownload the SmartNews app and add the Ladders channel to read the latest career news and advice wherever you go.Here are the jobs projected to be on their way out over the next decade, according to Bloomberg1. Locomotive firerProjected decline by 2026 78.6%2. Respiratory therapy techniciansProjected decline by 2026 56.3%3. Parking enforcement workersProjected decline by 2026 35.3%4. Word Processors and typistsProjected decline by 2026 33.4%5. Watch repairersProjected decline by 2026 28.7%6. Electronic equipment installers and repairers, motor vehiclesProjected decline by 2026 25.2%7. Foundry mold and coremakersProjected decline by 2026 24%8. Pourers and casters, metalProjected decline by 2026 23.4%9. Computer operatorsProjected decline by 2026 22.9%10. Telephone operatorsProjected decline by 2026 22.6%11. Mine shuttle car operatorsProjected decline by 2026 21.9%12. Electromechanical equipment assemblersProjected decline by 2026 21.3%13. Data entry keyersProjected decline by 2026 21.1%14. Postmasters and mail superintendentsProjected decline by 2026 20.9%15. Electrical and electronic equipment assemblersProjected decline by 2026 20.7%

The Hidden Truth About What Is a Chronological Resume Revealed by an Old Pro

The Hidden Truth About What Is a Chronological Resume Revealed by an Old Pro Picking the chronological resume for the ideal reasons will impact your opportunity of standing out among your competition. Chronological resume as we saw has many benefits but that doesnt indicate that its appropriate for all. Utilizing a chronological resume is good if your latest position is in that kind of position. The Little-Known Secrets to What Is a Chronological Resume Have a peek at a chronological resume example to have a clearer visual comprehension. Chronological resumes are best for those who have a strong work history. If youre not sure your previous history will allow you to get the job which youre applying for, listen to your intuition and choose another type of resume. The History of What Is a Chronological Resume Refuted Resumes may be used for a number of reasons, but fruchtwein often theyre utilized to secure new employment. They are an important document when it comes to app lying for a job or a position within an organization. A Resume Template is a very important document thats employed in the case when a man or woman or an applicant is applying for employment, a volunteership, an internship, an educational course or some other thing. Resumes might be organized in various ways. Functional resumes are appropriate once you have changed jobs often, dont have a whole lot of experience, or whether you are looking for a career move to a completely different field. If youre likely to compose a paragraph, however, keep it short and utilize bold formatting to emphasize important key phrases. If you decide to include you ought to only compose a statement that it is possible to provide references if required. Write a quick description if your employer is comparatively unknown, or if your work title is somewhat vague. For instance, if youre writing a resume as a student, you might need to prioritize your education section as it might be more helpful infor mation for potential employers. If you arent certain which sort of resume will yield the optimum results, get in touch with the hiring manager and ask which sort of resume the business prefers to receive. If it comes to CV, it needs to be professional. Writing a resume may feel like an overwhelming undertaking, but it serves as a vital component to the majority of job application processes. Consequently, formatting and composing good resumes are as crucial as composing a great letter of introduction to go for the application. Also, because there are lots of examples of a chronological resume template available online, it would never be difficult that you really authenticate the final resume. 1 approach to make certain your chronological resume looks good is to use an expert template. The very best bet about a chronological resume template is that its a globally accepted format. The Benefits of What Is a Chronological Resume Utilizing a chronological resume format may be a straightforward and easy-to-read method to convey your experiences to possible employers. A functional resume format is also helpful if youre out of work for a substantial timeframe. As previously mentioned, you need to select a resume format thats suited to your personal profile. Selecting the right resume format is important if youd like to receive the desired job. You may add the address of your professional site, portfolio, or LinkedIn Account if youve got them. When considering whether to add extra content to your resume, a fantastic guideline to follow is that in case the info isnt pertinent to the job which you want to know more about then it shouldnt be in your resume. Based on that information, decide how you wish to sort that information and what number of sections of your resume you want to make. A number of the info is subjective. Under each job theres a comprehensive description of your accomplishments. It is better to list your abilities and achievements in bullet points. Its simple to write because its dictated by your own history. When composing your resume, you wish to select the best resume format or your private background and present your abilities and qualifications to a benefit.

Job interview question and answer Describe a situation where you had to deal with a difficult person

Job bewerbungsinterview question and answer Describe a situation where you had to deal with a difficult person Job interview question and answer Describe a situation where you had to deal with a difficult personPosted October 13, 2011, by Josie Chun All of us have had to deal with difficult people at some point in our lives. They may have been at work, at school, or even in our own families. How you deal with such people says a lot about you to potential employers and whether or bedrngnis you will fit into a particular organisations culture. Conflict is never desirable in the workplace, so employers are looking for someone who generally gets along with others. Still, difficult people or situations can be encountered anywhere, so employers look for someone who demonstrates diplomacy and calmness when dealing with difficult people someone who is not argumentative or oversensitive, and who is good at defusing tense situations and knows when to compromise. People who are natural diploma ts and mediators are valuable assets to any company, so if you can think of a situation where you were faced with a difficult or angry person and were able to calm them down, talk them through the situation and turn them around with your delicate powers of persuasion, then that will surely impress your interviewer. Its not necessary to be a doormat and there are times when its important to assert yourself and stand up for what you believe in but its always important to remain calm, rational and reasonable, and respect other peoples views. An employee who displays such qualities is worth their weight in gold and will be much sought after. ResourcesMy first resumeCover letter for my first jobCareer Insider StoriesShelley Lask - Body Positive Health & FitnessInterested in becoming a?Human Resources OfficerGeneral ManagerBusiness ManagerAccountantOffice AdministratorPopular Career Searchesdentist interview questions and answerskindergarten teacher interview questions with answerssocial media manager interview questions and answersjoiner interview questions and answersdental hygienist interview questions and answers CoursesBachelor of Social WorkEnquire Online Enquire OnlineCertificate III in Health AdministrationEnquire Online Enquire OnlineBachelor of Criminal JusticeEnquire Online Enquire OnlineCertificate III in Allied Health AssistanceEnquire Online Enquire OnlineJosie ChunRelated ArticlesBrowse moreOnline studyVET/TAFEWhat is blended learning?What happens when you combine the convenience of online study with the face-to-face interaction of a classroom environment? Blended learning.CAREER ADVICEGovernment jobsNavy leadership program for womenIn an effort to improve opportunities for women in leadership roles in the Royal Australian Navy, the Australian Government is expanding its Navy Womens Leadership Program in 2010.MedicalScienceCity doctors the push to go bushA new national program will encourage city doctors to work in rural areas to expand their skills and give remote doctors a break.

Separation Agreement FAQ - United States

Separation Agreement FAQ - United StatesSeparation Agreement FAQ - United StatesGeneralWhat is a staffelung agreement?A Separation Agreement is a contract between two parties and is therefore governed by the law of contract. The contract is binding on both parties and any failure to execute by either party may bring a claim for breach of contract. However, a court may set aside or bedrngnis enforce an agreement that is unfair or unreasonable or where child hilfe or spousal helfende hand is inadequate.What is addressed in a gestaffelte anordnung agreement?The following items may be addressed in a separation agreementcustody and accessspousal hilfestellungchild supportchild maintenance debts andproperty division.Why do we require a separation agreement?If you are planning to separate, then a separation agreement can help you address issues on custody, maintenance and family assets instead of having to go to court to resolve such issues. In this way, you will be avoiding costly litiga tion fees.Will my separation agreement be legally recognized?In most cases courts will respect the separation agreements of spouses as long as such agreements are fair, reasonable and properly executed.When will a court refuse to recognize a separation agreement?Courts are likely to refuse to recognize your separation agreement in the following situationsthe terms of the agreement are not in the best interest of your childrena spouse has not fully disclosed certain assets or liabilities orthe separation agreement is plainly unfair (e.g. one spouse waives his/her right to support without compensation).Who should use this Separation Agreement?This separation agreement is intended for spouses who can agree on a separation agreement and who are willing to accept such a settlement. However, if your circumstances involve complicated property distribution schemes, significant assets or complex issues related to children, it may be best to seek expert legal advice.Marriage InformationWho i s considered a spouse?For the purposes of this separation agreement spouses are individuals who are legally married and who are separated or considering separation.Can we use this agreement if we are living common-law?This separation agreement is intended for married couples only. This document may not be suitable for common-law couples.What happens if my spouse and I should later reconcile?You and your spouse should draw up another agreement canceling the separation agreement. LawDepots separation agreement comes with the clause If the Husband and Wife reconcile, the terms of this Agreement will remain in effect unless the parties revoke it in writing.Child CustodyWhat does custody mean?For the purposes of this separation agreement, the parent who has custody is the parent who has the care and control of the children. The custodial parent has the right to decide matters regarding the health, education and welfare of the children.What does access mean?Access or visiting rights ty pically refers to time that the non-custodial parent gets to spend with the children.Can the court change our custody arrangement?Courts can always change custody arrangements if the arrangements do not seem to be in the best interests of the children.How do I describe the visitation schedule?If you and your spouse are both on good terms and have little problems agreeing on visitation, it may be sufficient to provide a general description of visitation (e.g. The Wife will have reasonable and generous access.) On the other hand, if you and your spouse have difficulties coming to agreements, it is best to clearly specify the visitation schedule. Set out the arrangement for regular visits, holiday and school visits as well as pick up and drop off schedules. Ensure that your description is clear and capable of being understood by third parties. Also, ensure that the schedule is fair and reasonable to prevent it from being challenged by the courts.Child stab und sttzeWhat is child su pport?Child support refers to monetary payments that are paid on an ongoing basis for the support or maintenance of a child or children. While each parent has a legal obligation to support their children it is usually the custodial parent who incurs most of the expenses of child rearing (including providing housing, food, clothing, schooling and transportation). To offset this imbalance, the non-custodial parent is expected to contribute to their childrens expenses in the form of child support paid to the custodial parent.How often is it necessary to pay child support?Child support is typically paid in monthly installments, however, LawDepots separation agreement allows for weekly, bi-weekly or monthly installments.How much child support do I have to pay?In the United States, each state has its own child support guidelines. You should consult the legislation of your state to determine whether there is a minimum amount of child support you will be required to pay.Spousal Maintenanc eWhat is spousal maintenance?Spousal maintenance or alimony is financial support that is sometimes paid by one spouse to the other spouse when their marriage or common-law relationship breaks down. The idea behind spousal maintenance is to redistribute wealth such that one of the spouses does not face economic inequality at the end of the relationship.What is the difference between spousal maintenance and child support?Spousal maintenance is not the same as child support. Child support is a financial obligation where one parent has a duty to make payments for the support of his or her children whereas spousal maintenance refers to payments made to a spouse in order to relieve financial inequality at the end of a relationship. Children, being the responsibility of both parents are always entitled to child support whereas spousal support is usually dependent on need and ability to pay.Does the law treat child support payments and spousal support payments differently? What are the tax implications?The law treats child support payments and spousal payments differently. Child support is not a payment that affects taxes. The payment is not deductable by the person paying child support and is not viewed as taxable income by the person receiving the payment. In contrast, spousal maintenance is usually tax deductable for the spouse that is paying and is treated as taxable income by the spouse receiving the payment.What considerations should we take when deciding how much and how long spousal maintenance is necessary?You may want to consider the following factors when addressing spousal maintenanceLength of the marriage Usually the longer a couple is married, the longer one spouse becomes financially dependent on the other. Former standard of living Generally courts like to see the financially dependent spouse live according to the standard of living he/she has become accustomed to during the marriage. Future financial prospects of the paying spouse Spouses w ho are likely to be earning more in the future are often expected to pay more spousal maintenance. Future financial prospects of the receiving spouse Spouses who are not likely to earn as much in the future, may require more maintenance.The age and health of the receiving spouse Younger spouses who are in good health are generally viewed to require shorter periods of support as they can still enter the work force and find a means of providing for themselves. On the other hand, if the spouse is older or in poor health, they may require more support as they may not be as likely to provide for themselves.Whether the receiving spouse made any contributions to the paying spouses education or career If the spouse who is requiring support has made contributions to the other spouses career, or has suffered economic disadvantage because of a career compromise (i.e. raising children of the marriage), then that spouse can usually be expected to be compensated accordingly by the other spou se.Am I legally entitled to spousal maintenance?Spousal maintenance, unlike child support, is not necessarily guaranteed. It is usually dependent on the receiving spouses need and the paying spouses ability to pay. That being said, if your agreement provides for no spousal maintenance you should be extra careful before signing the agreement as it may be difficult to obtain later on should your circumstances change.PropertyHow should we go about dividing our property?You should sit down with your spouse and discuss how you wish to divide your assets. There are several ways to divide your assets which will depend entirely on your set of circumstances. Some couples may be content to leave the relationship with property that is held solely in their name. Other couples may see such a distribution scheme as unfair and they may want to want to equalize the value of what each spouse receives instead. The most important thing to remember is to be open and honest, disclosing all assets. Below are some suggestions to help you get startedCome up with a list of all your assets List all assets that you own jointly.Appraise the value of your assets Put a price on the assets you are distributing. For larger assets such as real estate (or anything else that may be difficult to value), you should seek an expert opinion.Decide who will get what Is there a logical owner to certain property? Go through your list of assets and choose who has a reason for receiving the item. You may want to consider exchanging one larger item for several smaller items to ensure an equal split.What assets should be considered?A list of assets can be found on our Property Division Checklist.What are extraordinary expenses?For the purposes of this agreement, extraordinary expenses may includechild-care or day care expenses the childs health-care needs over and above that covered by insurance (for example, orthodontics, counseling, medication, eye care and other items) the childs expenses for extracurricular activities the childs expenses for primary and secondary education or other educational programs and the childs expenses for post-secondary education. What is cost percentage?Cost percentage refers to the percentage each parent will contribute to their childs extraordinary expenses. Typically these costs are shared in proportion to each parents income. For example, if the mother earns $40,000 a year and the father earns $60,000 a year the father will bear 60% of the extraordinary expenses while the mother will bear 40% of the extraordinary expenses.Do I have to disclose all my assets?Yes. You MUST disclose all assets to your spouse. Your separation agreement may become invalid if you do not disclose all your assets.MiscellaneousHow do I enforce my separation agreement?Each state has Child Support Programs. These programs locate noncustodial parents, establish paternity, establish and enforce support orders, modify orders when appropriate, and collect and dis tribute child support payments. While programs vary from state to state, their services are available to all parents who need them. To locate your state program go to acf.hhs.gov/programs/cse/extinf.htmlSigning DetailsDo I need to show this separation agreement to a lawyer before it is signedWhile it is not absolutely necessary to have a lawyer review your separation agreement, it is a good idea. This is especially the case if you are confused or uncertain about any of the clauses. If you require a review, ensure that you have your agreement reviewed by your own lawyer (not your spouses) before you sign the agreement. Getting independent legal advice is also a good idea because it prevents parties from later saying they were at a disadvantage because they didnt understand the agreement.Who can I choose as a witness?You must choose a competent adult as your witness.How many copies of the separation agreement do we require?You require at least two copies one for yourself and one f or your spouse. Ensure that you print copies of the agreement before you sign the agreement so that each copy will have an original signature.

10 Productivity Tips to Improve Your Work Life

10 Productivity Tips to Improve Your Work Life 10 Productivity Tips to Improve Your Work Life If you would like to get mora done on any given day, take a look out unterstellung ten productivity tips.1. Be a Ruthless Taskmaster in MeetingsPeople think they hate meetings. They dont. People love meetings that are productive gatherings of relevant individuals communicating with one another and working towards a common goal.What peoplehate are meetings that go on too long because nobody is keepingthings on track. Be the person who stops conversationsfrom being sidetracked and who cuts off the meaningless chitchat. Your coworkers will appreciate your efforts, and youll shave time-wasting minutes off of every meeting you attend.2. Stop Checking Your EmailUnless you are expecting something that urgent, you are wasting your time checking your email or other messages more than three times per day. Dont turn checking your email into a nervous habit. Schedule specific times during the day when you will check your email, send replies, and compose new mail.3. Work From Home When Tasks Require Significant ConcentrationIts frustrating and a waste of productive time to deal with interruptions and general office noise when you are working your way through expense reports or other tasks that require undivided attention. When you are working on a task that requires little to no human interaction, consider ditching the office in favor of your home or some other, relatively peaceful space.4. Stop Using Email to Replace ConversationWeve all seen it happen. A simple email over a simple issue becomes an exchange that eats up an hour of time. You can resolve things much faster if you simply pick up the phone, knock on someones door, or make contact on Skype. Youll fix small misunderstandings and get your point across much more efficiently.5. Reduce Errors by Creating ChecklistsPeople who perform repetitive tasks often become too familiar with them. The result is that they go into auto pilot mode, and they dont notice errors until several steps later. This is, of course, assuming that they see the error at all.By creating checklists, you force yourself to verify every step that you take before going on to the next. Youll reduce the overall number of errors that you make, and youll also catch any errors that you do make right away.6. Take Breaks and Eat LunchIt may seem like powering through the day without stopping is the best way to get as much done as possible. In reality, this is a formula for becoming distracted, irritable, and tired before mid-afternoon.If you take a few breaks at regularly scheduled intervals, youll feel refreshed and ready to concentrate when you get back to your desk. If you insist on skipping breaks, at least take a lunch.7. If You Take the Train, Use Your Commute Time to Get Things DoneThis is the perfect time to update your daily to-do lists, send importanttexts or emails, and check in with the people you are collaborating with. You can also spend this time reading relevant articles and checking up on your companys social media pages.8. Break Large Tasks Into Small, Manageable Sets of Sub-TasksIt is very tempting, when faced with a massive task, to procrastinate and avoid it. On the other hand, it can also be tempting to put everything on the back burner until you have tackled the big job or you have worn yourself out trying. The former means that nothing gets done. The latter means that other important tasks are neglected, and youll likely burn out.If you break big jobs down into smaller jobs and schedule time to work through these little tasks each day, youll get the job done in a reasonable amount of time.9. Prioritize Tasks According to ImportanceTry using this proven technique to prioritize the tasks that are on your to-do list.Categorize each task as you get it, and work on the tasks that are truly important before you work on anything else.10. Shut Down Distracting NotificationsAt the beginning of each day , go to your phone and laptop, and shut down any pop up notifications and dings. This includes email and text notifications, chat heads, instant messaging, and any other app that could pop up and disrupt your work.-It really doesnt take that much tocombat the little distractions and interruptions that keep us from being as productive as we could be. All you have to do is follow these simple tips, and youll become a super-productive all-star in no time

A startup forced employees to take vacation and ignore emails

A startup forced employees to take vacation and ignore emailsA startup forced employees to take vacation and ignore emailsWork can be nerve-racking. So can taking a day off.Which is why many modern employees are guilty of checking their email, Slack, and voice messages while theyre supposedly out of the office What if something super urgent or important transpires and the only person on the planet who can deal with it is you?At SimpliFlying, that attitude just isnt acceptable. SimpliFlying is a in aller herren lnder aviation strategy firm with about 10 remote employees. Recently, the company experimented with mandatory vacation time one week off every seven weeks.The really shocking bit? If an employee got in touch with the office while on vacation (say, through email or Slack), they didnt get paid for that vacation week.The results are described in a Harvard Business Review article by Neil Pasricha, director of the Institute for Global Happiness, and Shashank Nigam, CEO of SimpliFly ing. (They worked together to implement the new policy.)After 12 weeks of experimentation, Pasricha and Nigam had managers rate employee productivity, creativity, and happiness levels. As it turns out, creativity rose 33%, happiness levels rose 25%, and productivity rose 13% from before the experiment.Other companies have unconventional vacation policies to encourage their employees to rechargeSimpliFlying isnt the only organization to implement policies that make it easier for employees to take time off.Business Insider previously reported that the CEO of Steelhouse, a marketing and advertising company, gives employees $2,000 a year to use on a vacation. The company also takes a three-day weekend every month.Why not just offer unlimited vacation time, and let employees use their own discretion? After all, thats what big companies like Netflix and Twitter do.Another article in the Harvard Business Review (which focuses specifically on the US) describes why thats not always a viable alternative. Many workers are wary of taking time off, whether because they worry about how much work will be waiting from them when they return, or because they think theyre the only person who can do their job.And, as Laura Roeder wrote for WeWork, having an open vacation policy can be confusing, because no one knows what an acceptable amount of vacation time is.To be sure, the SimpliFlying experiment wasnt without its drawbacks. Employees had two main complaints with the new system.One week off every seven weeks was just too frequent, given that the company is so small. So Pasricha and Nigam tweaked it to one week off every eight weeks going forward. Employees will also need to stagger their vacation time so there arent back-to-back absences on a single team.As Nigam wrote in a blog post on SimpliFlyings website, I have seen not only personal growth in each SimpliTeam member, but also development in each of their work. I dare say this experiment is a win-win.This article first ap peared on Business Insider.

The 7 steps of mastering a career change at 30

The 7 steps of mastering a career change at 30 The 7 steps of mastering a career change at 30 “Unless you’re 30 and you suddenly want to become a prima ballerina and you have no experience, most career changes can occur,” said Amanda Augustine, a career advice expert for TopResume. This is exciting news for any professional who wants to make a career change at 30.If you’ve hit the big three-oh and decided you’re not happy, fulfilled, or satisfied with the current state of affairs, use  these steps to make an exciting change.First, here’s how to make sure you really want to change your careerCareer changes usually require someone to take a pay and seniority cut, meaning the professional must be willing to make some major compromises.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!Before taking action steps to make this change, Augustine recommends making sure you’re willing and financially able to invest in any training, take time off without income, or take a pay cut. In order to find out if this is something you really want to do, you must examine what you like and don’t like about the job you currently hold.Here are the questions you should ask yourself: What is it that I hate about my current job? What draws me to this new career path? What do I enjoy about my current job? What brought me to this job that I enjoy? Do I enjoy the office culture, skills I get to use, or industry itself? Augustine recommends thinking about the answer to these questions because it helps you piece together the next realistic step. Many times individuals making a radical career change at 30 will have to pursue “stepping stone jobs”.“You may have to take a job that’s in between getting to that dream job so that you acquire the right skill sets, the right training, or whatever it is to make you an attractive candidate,”  Augustine said.The first thing to do when making a career change at 30Once you’ve decided that a career change is definitely in your near future, the first thing to do is take a step back and reassess both your professional and personal networks.While it may be new to look to your personal contacts for professional reasons, Augustine emphasizes that these contacts may actually be even more valuable than your professional ones. If you’re looking to make a complete switch in careers, odds are high that no one in your current professional network will have anyt hing to do with your desired industry.“You want to reprioritize your contacts to identify who currently works in an industry or career path that you’re interested in,” Augustine said.If no one in your network is in your desired field, Augustine recommends looking towards your social butterfly friends, your “power connectors” that run in many different circles.“Chances are they have a friend of a friend they could introduce you to,” Augustine said.An important tool to utilize during this phase of your career is the informational interview. While the informational interview is often suggested for entry-level candidates, anyone looking to make a career change at 30 is in a bit of the same position. Use this list of questions  to ask during an informational interview.An additional question to ask in an informational interview if you’re making a career change is what type of education, certification or training is necessary to enter their industry. What you’re looking t o find out here is simple: do you need to go back to school to pursue this career?While you can research much of this information online, nothing compares to an in-person resource that has lived these experiences for years.“Someone who’s in a career can get a lot deeper and give you a better understanding of where your skill set would fit within their industry and if there are any particular skills that you’re going to need to build up,”  Augustine said.Do extensive research before heading back to schoolWhile certain career aspirations will require you to obtain a second degree,  Augustine urges you to be careful.“I wouldn’t necessarily hang my hat on ‘Oh, I’ll just go get that degree and it will solve my problems,'”  Augustine said.Instead, do some research first. LinkedIn is a great tool to discover what kind of degrees, certification, and training many professionals have.Additional education is a heavy investment, in time and money, so you want to be certain tha t it is necessary in order for you to make your move. In  Augustine’s research, she has found that education often comes at the bottom of the list of what a hiring manager cares about, with skills, experience, and personality holding far more importance.During an informational interview you should present your skills and experience, and then ask if the professional thinks it’s necessary for you to go for additional training or education in order to land your desired job.Obtain missing skills necessary for your new industryWhile you’re browsing industry professional’s LinkedIn pages for education, take a look at their skill sections as well. Ask your contacts what kind of skills you are missing that are required to land the job you’re pursuing. Then, go after them.While you might not have time for in-person training, online courses are becoming increasingly popular. Lynda, LinkedIn Learning, and Skillshare are tools that can help fill any skill gaps.Augustine also recommend s a practice called skill-based volunteering, which allows you to use your skills for a cause while building your resume and experience. Organizations like  Catchafire and Points of Light help those looking to volunteer find opportunities that match their skills and gain more experience using said skills.Gain relevant experience whenever and wherever you canSpeaking of gaining experience, you should be doing that 24/7 at this point in your career change.“Start building experience that’s more of a direct correlation to what you want to do, so that it’s not such an abrupt change when you’re trying to sell your resume,”  Augustine said.We’re living in the gig economy, so freelancing opportunities shouldn’t be too hard to find. Websites like Fiverr, Upwork, and Guru help freelancers find jobs. Doing freelance jobs while you’re still working at your full-time job will allow you to gain experience while you’re still bringing in significant income.“Take the opportunity to start lending out your services, even if it’s pro bono so that you are doing things that are more in line with your next job, all the better,”  Augustine said.Remember, unpaid work often looks just as good on a resume or LinkedIn profile as paid work does.Recreating your resume for a career change at 30Augustine recommends pulling up your current resume with a blank document opened next to it. Take a look at your old resume and reevaluate what you did in each role you’ve held up until this time.“You’ll often find that when you’re making a career change, your resume gets paired down,” Augustine said.Augustine encourages this tidying up because “relevancy is the name of the game.”A two-page resume may be cut into a one-page resume, but that’s okay. You only want to show the new employers the skills that they care most about, and not confuse or distract them with experience that’s completely irrelevant.An important step during this process is taking a look at j ob descriptions for the roles you’re now looking to land. Once you have an understanding of the type of skills and experience they’re looking for, you’ll be able to better format your resume to fit these jobs.Take a look at what the job descriptions seem to be emphasizing so that you can reevaluate your work history, education, and activities that you’ve been pursuing outside of work.“If it helps support the new story you’re trying to tell, we’ll find a way to incorporate it into that resume,”  Augustine said.Reevaluating current and past roles is probably the most important factor in recreating your resume. Edit out irrelevant content and add in anything that could convince hiring managers that you have enough experience for this position.The editing process should also include switching the resume from one industry to another. Jargon and buzz words don’t usually transfer, so read industry publications, job descriptions, and other profiles to get a better understa nding of industry speak.How to frame your cover letter when you make a career change at 30While  Augustine is an advocate for cover letters for every job application, she stresses their importance during for those making career changes.“When your resume doesn’t tell the full story, your cover letter is going to help you provide additional context and really set the tone for that resume so they’re reading it with that frame of mind,”  Augustine said.That being said, your cover letter can still take the same basic structure as a normal one.In the introduction, you identify how you came across this opportunity. If someone you know recommended that you apply to this job, this is where you should be name-dropping. Explain here why you’ve decided to make this career change. This is the time to explain any confusion they might feel after looking at your resume.Discuss what attracted you specifically to this role and company while keeping the employer’s needs in mind. This secti on is all about demonstrating that you’ve done your research. Make sure the hiring manager will be able to see you’ve acknowledged their needs and presented an explanation for how you plan to meet those needs.It’s important to make clear that your unconventional background is actually what makes you the best person for the job.The third section is closing the deal and setting a call to action, according to  Augustine. It’s here you can ask about next steps and let them know you’d love to explain further why you’re making this career change.Networking is even more important when you’re making a career change“Anytime your resume or cover letter are not going to be this exact matchup of what you’re seeing in a job listing, networking becomes a larger part of your job search strategy,”  Augustine said.If you have limited contacts in your personal and professional networks, this is an important time to attend networking events like conferences, meetup groups, and asso ciations. The Directory of Associations helps professionals find organizations in their geographic areas.Expanding your professional network in your desired industry not only allows you more exposure and knowledge but could introduce you to a job opportunity, which is crucial according to  Augustine.“We know that the majority of companies out there are using some piece of software to screen applications,”  Augustine said. “So anytime you can leverage your network to bypass some of those hurdles, the better off you’ll be.”The advantages of making a career change at 30“I once had a mentor tell me, you can’t make a grave career mistake before the age of 30,”  Augustine said. “Then, once 30 comes around there has to be a bit more thought and intent behind the changes you make.”The advantages vary for each individual, but one important advantage is that many 30-year-olds still have some freedom to acquire any risk that comes with making this change.“I think 30 is a great time to make a change,”  Augustine said. “Do it now before you get any more committed on a certain path, 100% this is the time.”While you’re still young enough to make this transition easier, you also probably have great experience and contacts by this point in your career. You’re not brand new to the professional world, so this could be even easier than it was finding an entry-level job.The challenges of making a career change at 30Making a career change at 30 years old won’t be as easy to do than if you did it at 25.“The older you are the more challenging it becomes because the more set you are on a particular career path,”  Augustine said.Most people gain more responsibilities (in both their personal and professional lives) as they get older.“It could be more difficult to pick up and move across the country and start a different lifestyle or career when you’re married with two small children and you have a mortgage,”  Augustine said.While not all peopl e have these responsibilities at age 30, and even less do as the median marriage age rises, these are real factors for many individuals.

How to Save Your Job If You Are About to Be Fired

How to Save Your Job If You Are About to Be Fired How to Save Your Job If You Are About to Be Fired Maybe youve suddenly found yourself bumped from your biggest projects, or moved to the top of your bosss list of scapegoats. Whatever the reason, if you see signs that youre about to be fired, you cant afford to stick your head in the sand and hope it will pass. While certain aspects of your relationship with your employer are beyond your control â€" for example, if the company is doing poorly, no amount of effort on your part will alter that â€" there are some things you can do to try to save your job. Talk to Your Boss If your boss knows youre on your way out â€" but cant tell you yet â€" chances are that shes doing her level best not to talk with you. Your goal: open the lines of communication, without looking desperate or like a stalker. This is easier said than done. If theres a layoff coming, or youre about to be fired for another reason, your manager has every incentive not to talk to you. For one thing, theres the chance she might give something away; for another, unless shes a monster, the odds are that she feels pretty bad about the situation right now, regardless of how youve been getting along. Your best way forward is to look for opportunities to connect that arent associated with impending doom. In other words, talking about your day-to-day work is good, while insisting on getting the lowdown on your future with the company is very, very bad. If your boss will talk to you, and you feel a certain level of comfort in the conversation, it may be safe to ask how things are going. Let her know that youre always interested in hearing constructive criticism on your performance. This is particularly useful if your relationship with your employer is only just starting to sour. Make sure youre willing to practice what you preach, and take seriously any feedback you receive, and take steps to show that youre improving.     If your boss wont talk to you at all, youll at least know that things are beyond salvaging, and will be able to make other plans. Join a New Team Sometimes, managers and reports just dont connect, through no fault of anyone involved. If you feel like you and your boss no longer see eye to eye, it might be time to look for openings on other teams in the company. You can get a fresh start without rolling over your 401k and starting over somewhere else. This is also a good approach if the issue is that your department is on the chopping block, and youre facing a layoff. Look for teams whose budgets and headcount seem to increase every quarter. Thats the safest place to weather any coming storms. Look for Essential Projects Quick: what does your company do? If its like most organizations, it has a core product or products that are the basis for its reputation and business. If youre looking for a new home at the company, getting closer to these projects will help you stay off the layoff list. Do Some Soul-Searching Most companies do annual reviews, but a year can be a long time in your tenure at an organization. Ask yourself whether youre still meeting your goals and making progress on needs-to-improve areas. If you come up short in own assessment, make a plan to remedy the situation. Then, make sure that your boss knows what youre working on. On the other hand, if you feel like youre doing what you should be doing, think about whether youre communicating that to the right people. Politics is perception, even on a small scale. Its not just what you do, but what youre seen doing. If youre someone who shies away from tooting your own horn, remember that no one knows how hard youre working unless you communicate that to them. Its not bragging if its true, and if you dont tell your boss what youre doing, someone else can claim credit. Ask to Be Laid off Instead If youve tried to fix things with your manager, improve your performance, and ally yourself with another department, and cant make it work, you have one last card to play: ask to be laid off. Youre more likely to be eligible for unemployment if your termination is considered a layoff rather than being fired for cause or quitting. From the employers perspective, a layoff might be preferable, too, even if it means paying out unemployment because they can require you to sign a document stating that you wont pursue legal action for wrongful termination. This is a cost savings for them, as well as a better situation financially and professionally for you. In any case, it cant hurt to ask. When Its Time to Go Finally, its important to note that sometimes, your number is just up. If you get the sense that youre about to lose your job, whether through a layoff or by being fired, now is the time to update your resume, make coffee dates with former colleagues, and connect with old bosses on LinkedIn. Start looking now, and maybe by the time your pink slip hits the mail, youll be well on your way to your next gig. Whatever you do, keep it professional â€" and keep your chin up. Some of the most successful people in the world have been fired from jobs and gone on to great things. One reversal isnt necessarily a judgment on your abilities today or in the long run. Take what youve learned, and move on to bigger and better things.

What its Like to Be the First Pregnant Woman at a Startup

What it’s Like to Be the First Pregnant Woman at a Startup What it’s Like to Be the First Pregnant Woman at a Startup In January 2012, after weeks of resume updating, cover letter writing, and interviewing, I received two job offers: one from a big name technology company where the work wouldn’t be that interesting but the pay and benefits would be steady, and one from a scrappy startup where the work would be cutting-edge but the compensation less than guaranteed. I chose to go with the startup. The choice wasn’t an easy one. My husband and I had just started talking about beginning our family, and startups are known for long hours and intense work. I even voiced my concern to the CEO, who said, after a long pause, “It would suck if you just, like, up and left for nine months.” Not an encouraging start. But I chose the company anyway, because I thought the work would be more fun and worthwhile. When I first started, I was one of about 15 employees. We had no HR staff or personnel policies whatsoever. There was no definition of sick leave. (We were largely just asked not to bring any infectious diseases to the office.) The ambiguous company hierarchy and policies didn’t worry me- until two months in, when I found out I was pregnant. I definitely hadn’t planned on getting pregnant that soon, but that’s the funny thing about pregnancy: It very rarely happens when you plan it. Initially, the idea of being the first (and only) pregnant lady at a startup company was terrifying. Not only do startups have a lack of policies and guidelines, the culture typically encourages working long hours at odd times of the day. I remember worrying about my perception in the company as I took time to attend doctor’s appointments and dealt with the inevitable exhaustion (and sometimes nausea) pregnancy brings. After my son was born, and I went back to work four months later, I realized some of my fears were unfounded. There were even some unexpected benefits to being pregnant at a startup that I don’t think you would find at traditional companies. Of course, there were the downsides, too- as I learned two months later when I experienced one of the most disheartening realities of working at a startup and was laid off. But, I survived. My son is now one year old, and during that time I’ve conquered maternity leave, breast feeding, post-partum-ness, being laid off, and job searching. After some reflection, I compiled the following tidbits of advice for any other moms and moms-to-be in similar situations. Announcing Your Pregnancy After I found out I was pregnant, I immediately started to worry about when and how I should announce it to my co-workers. Like all things related to pregnancy, there are a host of different opinions on the matter. Several sources recommended that I wait until four or five months (or whenever I was becoming noticeably pregnant), their rationale being that I’d have the chance to “prove” that my pregnancy wouldn’t negatively affect my productivity. However, one caveat to this plan is if you have seriously troubling morning sickness. Obviously, if you can barely pull yourself out of bed in the morning and can’t stray farther than a certain distance from the bathroom, then you are not going to be able to put in a full day’s work. In this scenario, you will have to announce your pregnancy to your manager so you can take the time you need. (In some cases, you can use some of your short-term disability leave to cover the time you take off.) I told my manager I was pregnant when I was roughly three and a half months along. She then informed the “higher-ups” at the company shortly after that. I waited a few more weeks before I made a general (but informal) announcement to the rest of the company. I found that telling my manager first before I told anyone else worked very well. It meant that she wasn’t surprised by my company-wide announcement, and it gave us both a chance to strategize how we were going to make this whole pregnant-and-working-hard thing work. Getting What You Need When you are pregnant, you are going to need a few accommodations. You are going to need to have time to attend doctor’s appointments, you might need to schedule some “work-from-home” days to help battle the worst of morning sickness and exhaustion woes, and when you return to work you will likely need time and space to breast pump a few times during the day. And as the first pregnant woman at a company, you have to be the one who thinks of all of the details and finds solutions. The best way to handle getting what you need is by being assertive and proactive. For example, make it clear that you are not going to sit in a bathroom stall to breast pump, but also make it clear that you are willing to scope out places to use as a lactation room and be flexible with finding the right solution. By taking this approach, you are making sure you get what you need while also communicating to your manager and co-workers that you are committed to making your new working-mom status work out in the long run. I found that my team was extremely understanding and accommodating. They made it clear that they wanted me to have a good maternity leave experience- I just had to tell them what I needed (since they had no clue). One unexpected benefit to being the first pregnant lady ever at a company was that I became instrumental in establishing the company-wide parental policies. I was asked to think about and present what my ideal maternity plan would be. It was very gratifying to know that I was contributing to the overall company culture in this way. As a bonus, it gave me more face time with our COO. Benefits and Insurance Even if your startup is so small that it doesn’t have private short-term disability insurance, you may still be able to access and benefit from it through state programs. I live and work in California, which has a state short-term disability insurance program that all tax-paying Californians can take advantage of. Below are a few pieces of advice for figuring out what benefits you have access to: Each state has different laws and regulations regarding family and medical leave (FML). More often than not, details on FML programs can be found on state website. Some small companies (like startups) are not necessarily regulated by FML laws until they reach a certain size (like 50 employees). If you have an HR representative at your company, he or she will know the state laws as well as any company policies. If not, you can actually get really good information from your doctors. They are used to filling out all the necessary forms and can point you in the right direction. Talk to your health insurance provider and make sure you are clear on what is covered and what time-sensitive issues there are. Also make sure you understand when and how to enroll your baby on the health insurance plan once he or she is born. And talk to your health insurance about what services and supplies you can get for free through them. Do they pay for birthing classes or lactation consultants? Will they give you a breast pump for free? Ask them for everything. Preparing for Your Return Who will need to take on some of your workload while you are gone on maternity leave? Find this person (or people) and do everything you can to come up with a workable solution. Especially when you’re working with a small team in close quarters, you don’t want to make people feel unduly burdened. In startups, more often than not, you’ll find that multiple team members will be taking on your responsibilities, and it helps if you can establish a clear list of tasks and responsibilities for each of them. In my case, my team found it helpful that I also drew out a timeline of obligations, deadlines, and milestones they would need to meet while I was on leave. I also had them “shadow” or work with me the two weeks before my maternity leave started. Be positive, and make it clear that you are committed to coming back to work. Talking about how you are going to need to arrange your schedule, day care, and lactation room needs makes it clear to your manager and co-workers that you have every intention of coming back and making it work. But go ahead and tell them that you want to come back part-time at first. Just tell them this. Make it a fact- even if you’re not sure you’ll want or need to. Because you won’t know what you will want or need until after your baby is born. When I came back to work full-time after months of being a mom full-time, I felt depressed and guilty. I wasn’t useful to anyone. I told my manager, and we arranged for me to work part-time for a month. It would have been way easier if I had set that expectation in the beginning and not taken no for answer. Handling Stress Dealing with a newborn is the most stressful experience ever. Period. And any additional amount of bad news can make it feel like your world is simply coming apart at the seams and completely out of your control. But unfortunately, startup life is full of stress. In my case, a few months after coming back to work, I was laid off. We didn’t get that next round of funding, and the bills were piling up. The only way to survive was to let people go. I understood, but it was still deeply upsetting. What I found important during that time, and the advice I’d give anyone dealing with any kind of workplace stress, is to remind yourself that you are still you. You are still the talented and resourceful person who managed to deal with angry clients, or manage workplace politics, or find a job as you were in the past. You are just busier and more sleep deprived now, so you may need help. Find that help. Take all offers of help. Ask any and all friends and family to help out. Do whatever it takes to get what you and your new baby needs, including, if you’re in my boat, time and peace to brush off your resume and go to a few interviews. Parting Words After a short period of time, I did find a new job- a great job that’s been nothing but positive and accommodating when it comes to me actively trying to maintain my work-life balance. And looking back over the whole experience, I’ve realized that, no matter what situation you’re in, becoming a mom takes bravery. You have to have courage to ask for and take what you need for yourself and your family. You will discover endurance in deep physical and mental places within you. I think I am now stronger, more understanding, and more sympathetic after becoming a mom. I am a new and better person, and a better professional, too. Photo of pregnant woman courtesy of Shutterstock.

How to Handle Weather Disruptions in Your Job Search

How to Handle Weather Disruptions in Your Job Search How to Handle Weather Disruptions in Your Job Search Use these tips to ‘weather the storm’ when one literally blows through your job search.If you live in the mid-Atlantic region or are traveling to or from the area for a job interview, chances are good that the latest snowstorm is impacting your plans. Use the tips below to handle the inclement weather’s disruptions without missing a beat in your job search.Make contact quickly.Email your main point of contact the day before your interview to confirm the date and time. If you’re no longer able to travel to the office, let the person know as soon as possible. Be prepared to propose new dates and times for the interview. Avoid rescheduling for the very next day, as there may be residual travel issues due to the recent storm.Prepare for alternative interview methodsIn some cases, your prospective employer may want to conduct the interview over the phone or via web-conferencing software like Skype. Be prepared for the virtual interview by downloading and testing the appropriate so ftware on your computer and identifying a place in your home that’s quiet and clutter-free. Click on the following link for more information on mastering the virtual interview.Take advantage of the timeIf the interview is cancelled, take advantage of this extra time to prepare. Practice your talking points and brainstorm questions to ask the interviewer. Do some additional research on the company’s culture by checking out their reviews on Glassdoor and reviewing their social media accounts. If you have a network connection within the organization that you didn’t get to connect with prior to the interview, find out if they are able to chat over the phone. They may be house-bound due to the storm as well, and have more time to speak with you for some last-minute interview tips.At the end of the day, be prepared and use your best judgment. No job is worth risking your life.Amanda Augustine  provides job search and career guidance for  recent college graduates and professionals lo oking to improve their careers and find the right job, sooner.  Follow Amanda at   @JobSearchAmanda  on Twitter and like  her on   Facebook  for up-to-the-minute advice. Want to work with Amanda? Learn more at   www.JobSearchAmanda.com.

The Active Duty Montgomery G.I. Bill

The Active Duty Montgomery G.I. Bill The Active Duty Montgomery G.I. Bill Note: Congress has made significant enhancements to the GI Bill for military members (active duty, Guard, and Reserves) with post 9/11 active duty service. For details, see the article, Congress Revamps GI Bill. While most people think of the Montgomery GI Bill (MGIB) as a military benefit, in actuality the program is not managed by the Department of Defense, nor any branch of the U.S. Military. The Montgomery GI Bill is actually a Veteran Benefit, and is managed by the Veterans Administration (VA), who administer the program based upon laws enacted by Congress. In a nutshell, the Active Duty Montgomery G.I. Bill (ADMGIB) grants $47,556 worth of education benefits, in exchange for an enlistment period of at least three years in the United States Military, along with a reduction in pay of $1,200 ($100 per month) for the first year of service. The ADMGIB grants $38,628 worth of education benefits for those who enlist for less than three years (this is mostly the two-year enlistment option for the Army). This still requires a reduction of pay of $100 per month for the first 12 months of service. NOTE: Those who go onto active duty on or after August 9, 2009 will no longer be able to elect the ADMGIB. Instead, they will be automatically eligible for the new GI Bill. One must elect whether or not to participate in the ADMGIB during basic training or time of enlistment on active duty. If one declines the ADMGIB, they cant change their mind later. If one elects to participate and then changes their mind later, or if they are discharged before they become eligible to use the benefits, they dont get any of the money back that was taken out of their pay. This is because (the way the law is worded), its a reduction in pay, not a contribution. One can either use their ADMGIB benefits while on active duty or after discharge/retirement (or one can use part of the benefits while on active duty, and then the remaining benefits after discharge/retirement). To use the ADMGIB while on active duty, one must first serve two continuous years of active duty before they can use any of the benefits. In any case, benefits automatically expire ten years after discharge or retirement. Because all of the services now offer 100 percent Tuition Assistance (TA) while on active duty, and because the ADMGIB pays more when going to school after military service than it does while on active duty (Ill explain this in a later section), most military members elect to use TA while on active duty, and save their ADMGIB benefits until after they leave the military. Eligibility It may surprise you to learn that not everyone who enters active duty is eligible to participate in the ADMGIB. You are not eligible to participate if: You declined the ADMGIB in writing upon entry to active duty.You were commissioned through a Service Academy (West Point, Air Force Academy, Naval Academy, Coast Guard Academy, etc.) Exception: If you qualified for the ADMGIB because of a previous term of enlistment, you dont lose it by graduating from a service academy.You were commissioned through an ROTC Scholarship and received more than $2,000 in ROTC scholarship funds in any one academic year (Note: This changed to $3,400 per year effective December 27, 2001). As with Service Academy commissions, if you fully qualified for the ADMGIB before being commissioned through an ROTC Scholarship, through a previous enlistment period, this doesnt apply. To qualify to use your ADMGIB benefits after getting out of the military: You must have an HONORABLE discharge (General, under Honorable Conditions doesnt count).If you enlisted for a period of three or more years, you must serve for at least three years on active duty (there are some exceptions, explained below).If you enlisted for a period of fewer than three years, such as the two-year enlistment option offered by the Army, you must serve at least two years on active duty (same exceptions, below, apply). In addition to the above, before you can use any of your ADMGIB benefits (either while on active duty, or after separation), you must first have a high school diploma, a GED, or at least 12 college credits. If You Separate Early If you don’t complete the required period of service, you may still be eligible for MGIB if you were discharged early for one of the following reasons: Medical DisabilityHardshipPre-existing Medical ConditionA condition that interfered with the performance of dutyA reduction in force (RIF)- (Only certain RIFs qualify; check with your Education Service Officer.)Convenience of the Government.Note: If the Reason for Discharge on your DD Form 214 (Record of Separation) is, for this reason, you must have served at least 30 months if your enlistment contract was for three or more years, or at least 20 months if your enlistment contract was for less than three years. Note: If youre discharged early, your ADMGIB benefit rates will be reduced accordingly. If you’re separated for one of these reasons, youll receive one month of entitlement for each month of active duty (up to 36 months) after June 30, 1985. For example, if youre discharged after 19 months for hardship, and you meet the other eligibility requirements, youll receive 19 months of ADMGIB benefits. Caution:  If you leave early, don’t assume your separation reason meets the requirements for the ADMGIB! Check with your Education Service Officer well in advance of separating, to make sure you don’t lose your ADMGIB benefits! College Loan Repayment and the ADMGIB Federal law prohibits the VA from paying benefits under the  College Loan Repayment Program  and the ADMGIB for the same enlistment period. Additionally, the ADMGIB law states that if one declines the ADMGIB, in writing, they are not eligible for the benefit. The military services require one to officially decline the ADMGIB, in writing, in order to participate in the  College Loan Repayment Program  (CLRP). However, there are thousands of service members who fell through the crack: the services didn’t require them to sign a statement declining the ADMGIB in basic, and they still participated in the service’s college loan repayment program. If you didn’t decline  ADMGIB  and received loan repayment, you can still be eligible for ADMGIB. But the months counted toward your loan repayment will be subtracted from your total months of ADMGIB benefits. The maximum number of months you receive under ADMGIB is 36. So, if the military service made three annual payments toward your college loan, this would leave you with no ADMGIB entitlement. If the military made two annual payments toward your  loan repayment, you could still have 12 months of ADMGIB entitlement. However,  if you received loan repayment for one period of active duty, you can still be eligible for up to 36 months of benefits based on another period of active duty, as long as you haven’t declined ADMGIB. Rates The VA uses the term entitlement to mean the number of months of benefits you may receive. Under the ADMGIB, one is entitled to 36 months worth of full-time benefits. Therefore, to find the maximum entitlement, one takes the maximum monthly payment and  muliplies  it by 36. If you use your ADMGIB after separation from the military, you would receive the following monthly payments while attending college: Enlistment Period of Three or More Years: Full Time Student: $1,321.00 per month3/4 Time Student: $990.75 per monthHalf Time Student: $660.50 per monthLess than 1/2 time but more than 1/4 Time: $660.501/4 time or less: $330.25 Note: For anything less than 1/2 time, the MGIB reimburses tuition and fees *up to* the amounts specified. In other words, if youre only taking one course, and it costs $90.00 per month, youll only receive $90.00 per month. The above rates would be paid until your entire entitlement ($47,556) is used. In other words,  full-time  students would receive $1,321.00 per month for up to 36 months, 1/2 time students would receive $990.75 per month for up to 72 months,  etc. Enlistment Period of  Fewer  than Three Years: Full-Time  Student: $1073.00 per month3/4 Time Student: $804.75 per month1/2 time Student: $536.50Less than 1/2 time but more than 1/4 Time: $536.501/4 time or less: $268.25 The above rates would be paid until your entire entitlement ($38,628) is used. Full time generally means taking at least 12 credit hours in a term or 24 clock hours per week. 3/4 time generally means taking at least 9 credit hours in a term or 18 clock hours per week.  Halftime  generally means taking at least 6 credit hours in a term or 12 clock hours per week. 1/4 time generally means taking at least 3 credit hours in a term or 6 clock hours per week. For approved programs in college and vocational or technical schools, basic payments are monthly and the rates are based on your training time. When you train at less than half time, you’ll be paid tuition and fees. But if tuition and fees amount to more than you would be paid at the half-time rate (or the quarter-time rate if you’re training at quarter-time or less), your payments will be limited to the half-time (or the quarter-time rate). For  on-the-job training  (OJT) and  apprenticeship programs, rates are monthly and based on your length of time in the program. Your MGIB rates decrease as your wages increase according to an approved wage schedule. For correspondence courses, you receive 55% of the approved charges for the course. For flight training, you receive 60% of the approved charges for the course. For reimbursement of tests for licenses or certifications, you receive 100% of the charges up to a maximum of $2,000 per test. The basic monthly rates increase October 1 every year with the Consumer Price Index (CPI) increase. They may increase at other times by an act of Congress Increases Above Basic Rates You may qualify for the following increases  above  your basic monthly rates. These increases don’t apply to correspondence courses, the test for a license or certification, or flight training. College Fund.  Your branch of service may offer the College Fund. The  College Fund  money is an additional amount of money that increases your basic MGIB monthly benefit and is included in your VA payment. Important: You can’t receive your College Fund money without receiving ADMGIB. A common misunderstanding is that the College Fund is a separate benefit from ADMGIB. The College Fund is an add-on to your ADMGIB benefit. Increase based on contributions you make up to $600.  There was a period of time between 1 Nov 2000 and 1 May 2001 where active duty members were allowed to contribute up to $600 extra to their MGIB fund. Those who chose to do so receive $3.00 in additional education benefits for each $1.00 paid. So, if someone kicked in $600 during this period, their maximum education benefits would be increased by $1,800. Example. Lets say you have the ADMGIB for a  four-year  enlistment and a College Fund of $10,000. Your total education entitlements are the ADMGIB ($47,556), plus the kicker ($10,000), or $57,556 total. Divide that number by 36 and you get $1,598.77 worth of full-time education benefits, per month, for 36 months. This is how much you would receive if you attended school full time,  after separation from active duty. Using the ADMGIB While on Active Duty Your maximum monthly rate is the basic rate plus any increases payable. See  Increases  Above  Basic Rates. However, while you’re on active duty, you won’t be able to receive these increased rates unless you take expensive courses because you’re limited to payment of tuition and fees. For example, assume you’re on  active duty, and your basic monthly ADMGIB rate for full-time training is $1,321. Assume you have an additional monthly amount of $300 from the College Fund (see  Increases Above Basic Rates), so your ADMGIB monthly rate is $1,621. You’re training full-time for the semester September 10,  2008,  through December 8, 2008. These dates add up to 90 days, or three months exactly. The total charges for your courses are $1,500. You would only be paid $500 per month for the three months of the course (a total of $1,500),  because that is the cost of the course and fees. After you’re honorably discharged, you’d be able to receive $1,621 per month for the three months of the course (the basic ADMGIB rate plus the College Fund), regardless of the cost of the course. Even though, while on active duty, you may receive a lower monthly rate than your basic MGIB rate, you’ll use your MGIB entitlement at the same rate as if you were receiving your full monthly allowance. You’ll be charged one month for each full-time month of training. Combined VA Education Benefits You can be eligible for more than one  education benefit. If you are, you must elect which benefit to receive. You can’t receive payment for more than one benefit at a time. The benefits are: Montgomery GI Bill â€" Active Duty Educational Assistance Program (MGIB â€" AD)Montgomery GI Bill-Selected Reserve Educational Assistance Program (MGIB â€" SR)Training and Rehabilitation for Veterans With Service-Connected Disabilities, (Vocational Rehabilitation)Post-Vietnam Era Veterans  Educational Assistance Program  (VEAP)Survivors’ and Dependents’ Educational Assistance (DEA)Educational Assistance Test Program (Section 903)Educational Assistance Pilot Program (Section 901), andThe Omnibus Diplomatic Security and Antiterrorism Act of 1986. Maximum Combined Eligibility If youre eligible  under  more than one VA education  program, you may receive a maximum of 48 months of benefits. For example, if you are eligible for 36 months of ADMGIB and 36 months of the Reserve MGIB, you may receive 48 months of benefits, total. Note: If you are eligible for both the ADMBIG and the new  GI Bill of the 21st Century, you cannot combine the benefits. You must choose to use one or the other. If you elect to  covert  from the MGIB to the  new GI Bill, you cannot return back to the MGIB. Additionally, you can only convert unused benefits. In other words, if you have 24 months of MGIB benefits left, and you convert to the new GI Bill, you will have only 24 months of benefits left on the new GI Bill. Expiration of Benefits Benefits end 10 years from the date of your last discharge or release from active duty. The VA can extend your 10-year period by the amount of time you were prevented from training during that period because of a disability or because you were held by a foreign government or power. The VA can also extend your 10-year period if you reenter active duty for 90 days or more after becoming eligible. The extension ends 10 years from the date of separation from the later period. Periods of active duty of  fewer  than 90 days can qualify you for extensions only if you were separated for A service-connected disabilityA medical condition existing before active dutyHardship, orA reduction in force. If you’re eligible based on two years of active duty and four years in the  Selected Reserve, you have 10 years from your  release from active duty , or 10 years from the completion of the four-year Selected Reserve obligation to use your benefits, whichever is later. Training Courses Eligible You may receive benefits for a wide variety of training, including: An undergraduate or graduate degree at a college or university. You may take a cooperative training program. You may also take an accredited independent study program leading to a standard college degree.A certificate or diploma from a business, technical, or vocational school.An apprenticeship or OJT program offered by a company or union. Apprenticeships or OJT programs may offer an alternative to college or vocational school for helping you gain experience in the field you choose.A correspondence course. Flight training. You must have a  private pilot certificate  and meet the medical requirements for the desired certificate before beginning training.Programs overseas that lead to a college degree. Caution:  A State agency or VA must approve each program offered by a school or company. Remedial, Deficiency or Refresher Training You may receive benefits for remedial or deficiency courses if you need them to assist you in overcoming a weakness in a particular area of study. The courses must be necessary for your  program of education. Refresher training is for technological advances that occurred in a field of employment. The advance must have occurred while you were on active duty or after your separation. The VA must charge entitlement for these courses. Tests, Licenses, and Certifications You may receive benefits for a test you take to obtain a license or certification. You can’t receive benefits for other fees relating to a license or certification. (However, many courses leading to a license or certification are also approved for benefits). You may take as many tests as you need. You don’t have to pass the test to receive benefits. You can receive benefits to retake a test you  failed  and to renew or update your license or certificate. You can receive reimbursement for the cost of the test, up to $2,000. Tutorial Assistance You may receive a special allowance for individual tutoring if you train in school at  one-half  time or more. To qualify, you must have a deficiency in a subject, making the tutoring necessary. The school must certify the tutors qualifications and the hours of tutoring. If eligible, you may receive a maximum monthly payment of $100. The maximum total benefit is $1,200. The VA won’t charge you entitlement for the first $600 of tutorial assistance. For payments beyond $600, the VA figures your entitlement charge by dividing the amount they paid beyond $600 by your full-time rate for schooling. Work-Study Benefits You may be eligible for an additional allowance under a work-study program. Under the work-study program, you work for VA and receive an hourly wage. You may do outreach work under the supervision of a VA employee, prepare and process VA paperwork, work at a VA medical facility, or other approved activities. You must train at the three-quarter or full-time rate. The maximum number of hours you may work is 25 times the number of weeks in your enrollment period. Payments will be at the Federal or State  minimum wage, whichever is greater. Restrictions on Training You  may not  receive benefits for the following courses: Bartending and personality development courses.Non-accredited independent study courses.Any course  given  by radio.Self-improvement courses such as reading, speaking, woodworking, basic seamanship, and English as a second language.Any course that is avocational (not related to employment) or recreational in character.Farm cooperative courses.Audited courses.Courses that don’t lead to an educational, professional, or vocational objective.Courses you’ve taken before and successfully completed.Courses you take on active duty through  Tuition Assistance  or other Armed Forces program Courses you take as a Federal government employee under the Government Employees Training Act.A program at a proprietary school if you’re an owner or official of the school. Other Restrictions The VA must reduce your benefits if you’re in a Federal, State, or local prison after being convicted of a felony. The law Prohibits veterans and eligible dependents from receiving veterans benefits while a fugitive, which is defined as a person fleeing to avoid prosecution, or custody or confinement after conviction, for an offense, or an attempt to commit an offense, which is a felony under the laws of the place from which the veteran flees. If you seek a college degree, the school must admit you to a degree program by the start of your third term. Transfering Benefits The National Defense Authorization Act for Fiscal Year 2002, which was enacted December 28, 2001, contains authorization for  SOME  members to transfer a part of their ADMGIB benefits to their dependents. Each of the services  are  allowed to designate critical skills (jobs), where military members with more than six years of service (who agree to reenlist/extend for an additional four years) can transfer up to 18 months of their benefits to their dependents (spouse and/or children). However, to date, none of the services have designated any jobs to be eligible for this provision. So, as it stands at this time, this is a provision that is not in use by any of the services. Exception: Beginning in 2006, the Army is allowing some  active duty  soldiers to transfer a portion of their benefits to their spouses, under a special Army test-program. See related article.   Submitting an Application for Benefits You can get and submit the application (VA Form 22-1990) in several ways:? You can complete and submit the application  online. Just go to  www.gibill.va.gov  and click on Electronic Application Form.You can also print out the form from the above site and mail it to the VA regional office that processes your claim.Call 1-888-GIBILL-1 (1-888-442-4551) and request the form. (Unfortunately, you may have difficulty getting through quickly at the toll-free number, especially when school enrollments are heavy. You may have more success by going to the Internet site).You may also be able to pick up the application from the school or training facility you’re attending. Most schools have counselors that will help you complete the application form. Applying for Benefits If you’ve decided on the program you want to take, follow these steps to apply for benefits: FIRST, check in with the school or training facility official who certifies enrollments for VA benefits. At a school, this official may be in one of the following offices: Financial Aid, Veterans Affairs, Registrar, Admissions, Counseling, or  other office. For OJT or an apprenticeship, the official may be in the Training, Finance, Personnel, or  other office. Note: The certifying official isn’t a VA employee. The official can tell you whether the program you want to take is approved for VA benefits. If the program is approved, the official must submit your enrollment information to VA. SECOND, complete the application package for VA benefits and send it to the appropriate VA regional office. Note: The certifying official may help you with this step. Many facilities will send the application package for you, including your application and certification of your enrollment. It’s a good idea because you may avoid delay in getting your benefits started if VA receives everything needed at the same time. The package consists of: Your completed VA Form 22-1990, Application for VA Education Benefits. If you’re on active duty, you must have your base Education Service Officer certify your application by signing in the appropriate block.Certification of your enrollment. The school or training official who certifies enrollments must send this information to VA. If you haven’t decided on the program you want to take, or simply want a determination of your eligibility for MGIB, just send the application (VA Form 22-1990). If you’re eligible, you’ll receive a Certificate of Eligibility showing how long you’re eligible and how many months of benefits you can receive.

Sound Bites Can Help You in the Phone Interview

Sound Bites Can Help You in the Phone Interview Create Sound Bites for Your Phone Interview Sound Bites Can Help You in the Phone Interview Sound bitesthose memorable lines or slogans that jump out at you during a speech or presentationcan leave lasting impressions. They can even compel people to buy products; just look at successful companies that thrive on slogans, such as The Home Depot (More saving, more doing.) or Dunkin' Donuts (America Runs on Dunkin'). In a phone interview, a sound bite can have the same effect since you must rely on your voice to make a memorable impression. Most employers use phone interviews to weed a large field of qualified candidates down to a handful of finalists. A sound bite that summarizes your value can help the employer buy into you and your skills, and, in turn, lead to an in-person interview, maybe even a job offer. How can you craft a winning sound bite for a phone interview? Try this simple method: (1)Examine the job posting and highlight words and phrases that match your qualifications. (2)Think of a way to show you have what they want in a memorable phrase or simple sentence. Example: You're an experienced graphic designer, and the job posting calls for someone with your skills who can: Work with clients in the hospitality industry Effectively prioritize work Plan resources to meet client commitments and deadlines Balance multiple priorities. Possible sound bites include: The hospitality industry by nature is very customer-service focused, and so am I. Like a hotel or restaurant, 'I deliver service with a smile.' My goal with every project is to deliver something that makes the client say, 'Wow!' I love what I do, and I'm at my most creative when I have to meet a deadline. So, for me, the words 'deadline' and 'pressure' don't really belong next to each other. Voila! Three sound bites. But you don't have to stop at three! Prepare as many as you'd like, then practice saying them in front of someone as you prepare for the interview. Which ones go over well? Which ones sound too cheesy? Write down the good ones. Have them in front of you during the phone interview, and use one or two if they fit into the conversation without sounding forced. A well-placed, clever sound bite in your phone interview may be just what it takes to be memorable and earn an in-person interview.

When to Leave a Job Off Your Resume

When to Leave a Job Off Your Resume When to Leave a Job Off Your Resume Remember this: A resume is a marketing document that quickly shows a potential employer how you are a fit for their job. It is not a career biography. Can I leave a job off my resume? To determine  which jobs in your past to leave off your resume, consider the following questions from Lori Williams, Resume Writer and Career Coach at Unstoppable Communications: Will this job be relevant to the job in which I am currently applying or to the career I want to pursue? If I remove this job off my resume will it create a noticeable gap in my work history that I cant explain? Did I leave this job on bad terms, which can result in a bad recommendation should a recruiter or hiring manger check out my background? These three questions can help you decide which jobs you can leave off your resume, Williams tells Jobscan. Always consider putting relevant work history that reflects your skills and showcases quantifiable stats in roles that will help promote you to the next step in your career. Likewise, if you were only in that role for three months or less, I strongly suggest leaving it off a resume unless it was an internship or volunteer experience. Laura Mazzullo, owner of East Side Staffing, a New York City-based boutique recruitment firm focused on the permanent placement of Human Resources professionals, also suggests asking yourself some questions and thinking like a recruiter who is reading your resume. “Is this previous job relevant to what I’m applying for? Do I want to be asked about it on the interview? Will talking about this experience on an interview impress the interviewer? Will it help or hurt my candidacy?” If you don’t want to be asked about it on an interview, leave it off, says Mazzullo. If you don’t feel it adds anything meaningful to where you are heading in your career, leave it off. What else should you leave off a resume? Laura Handrick, a staff writer at Fit Small Business who holds SHRM certification as a Senior Professional in Human Resources (SPHR), and who has served as the HR director in Fortune 100 companies, helped us come up with the following tips: Jobs older than 10 years Handrick suggests that job applicants should leave off anything thats older than ten years, as it gives away your age and can cause unintended bias on the part of the recruiter or hiring manager. That said, some recruiters say go back as far as 15 years, so if you still have relevant and important experience from 15 years ago, youd be safer to include it. Anything unrelated to your current job Leave off anything completely unrelated, like the time you worked for your uncles construction company in the summer during college. Jobs that may cause conflicts of interest or go against values of a company Leave off anything that doesnt reflect well on the position youre trying to get. For example, say youre looking work in IT for the Democratic National Committee (Democratic Party). Stating that you worked as a political activist for the RNC (Republican National Committee) probably isnt going to help you get the job, says Handrick. The same is true for anything overly controversial. For example, lets say you want a job as a writer for a Christian educational company, and one of your writing internships was done at Planned Parenthood. Employers are not supposed to discriminate, but human beings often do, even if it’s unintentional, says Handrick. So why risk it? Exception to the rule: College students should include any part-time work or job they held in college, whether it’s related to their career path, or not. That part-time job in retail, or working as a server, while in college, provides valuable skills that employers crave from entry-level job seekers. So, when you lack experience, be sure to include those part-time jobs to show you have some professional experience. Employers covet job seekers who have developed soft skills and/or worked part-time jobs while in college â€" especially in retail and the restaurant industry, where communication, interpersonal, and problem-solving skills are developed. The same can be said for many other part-time jobs college students hold, so include them. Jobs that make you look like a job hopper Leave off any job that you worked for less than 90 days because it makes you look like a job hopper. For example, if you took a position and then changed your mind and took a better position a few weeks later, dont list the short-term position you took first. Exceptions to the rule: If the job was with a temporary staffing firm where you were working, adding skills, and staying employed while seeking permanent, full-time employment, include it. If you were performing contact work on a short-term gig, include it and label it (Contract). Leave off jobs that dont add any unique or additional skills Lets say youre an electrician. Leave off the job 12 years ago when you worked parking cars as a valet. Other exceptions to consider While many hiring managers and recruiters recommend only listing jobs from the last 10-15 years, there are some recruiters who want to see a complete work history see why there is confusion among job seekers? If you do list experience past 15 years, simply only list title, company, city/state, years, like this: Marketing assistant, Smith Companies, St. Paul, Minnesota (2002-2003) Marketing intern, Acme Enterprise, White Bear Lake, Minnesota (2000-2001) I do believe that every job experience adds to your personal story, so I understand why some people are tempted to leave ‘it all’ on the resume, said Mazzullo. Applicant tracking systems use keywords and skills to rank and filter your resume based on the job requirements, see if your previous experience is helping or hurting your current match rate by using Jobscan. Focus on most recent and relevant Remember, employers want to learn about your most recent and relevant experience, so focus on that. Example: Let’s say you have 10 total years of work experience and are seeking a new job in HR. The first two years of your career were in retail (sales/management). The next two were as an executive assistant. And the most recent six were as an HR generalist. You’ll want the HR Generalist experience to own the most valuable space near the top of your resume, since you’ll want to be asked most about this on an interview (and it aligns with your goals), says Mazzullo. Think of the resume as a canvas, says Mazzullo. You want the biggest piece of the canvas to be filled with the most relevant, appealing, and attractive parts of your experience. And you’ll want to leave off the jobs that are irrelevant, or don’t fit into the puzzle. Matt Krumrie is a professional resume writer, and owner of Resumesbymatt.com. He has 15 years of resume writing experience and specializes in eliminating the clutter and information that won’t add value to a resume. Check out his previous Jobscan article: Resume Guides for Different Industries

How to Deal With a Fake Co-worker at the Office - The Muse

How to Deal With a Fake Co-worker at the Office - The Muse How to Deal With a Fake Co-worker at the Office When it comes to your colleagues, you know that- while there are plenty of great ones you’ll encounter throughout your working life- there are also plenty of annoying ones who will serve to make your time in the office that much tougher. One of the worst (aside from the person whose lunch diet seems to consist of only tuna fish and hardboiled eggs)? The fake co-worker. You know the type, right? He says one thing to your face, and then something totally different behind your back. It’s frustrating- there’s no denying that. And, even further, it will often leave you wondering exactly how to deal. Should you paste on a smile, pretend nothing is happening, and be just as phony as him? Should you confront him head on? Should you go to your boss? Well, as always, a lot can depend on your individual situation. But, regardless of your specific circumstances, these five tips should help to guide you in the right direction. 1. Confirm Your Suspicions Before you run off the rails and confront that person with smoke coming out of your ears, it’s important to check your sources first. Do you know for a fact that your co-worker is being malicious and two-faced- meaning that you witnessed it yourself? Or, is this something you heard through the grapevine? You already know that office gossip can spiral out of control in a hurry. So, rather than acting on assumptions and jumping to conclusions, make sure that you have your facts straight. That simple act alone will save you a lot of headaches and plenty of unnecessary drama. 2. Get Some Space Alright, so you know for certain that this colleague of yours is fake. Despite her smile and friendly demeanor, she’ll throw you under the bus the second you turn around. What now? It’s important to create a little bit of distance between the two of you. Since you’ve confirmed that this person is indeed insincere, engaging in office chatter by the vending machines won’t do you any favors. Instead, make your best effort to have some space. You don’t need to be blatantly rude or cold. But, avoiding being totally buddy-buddy and limiting face-time will ultimately give her less ammunition to use against you. 3. Keep Records The last thing you want to do when you’re dealing with a fake co-worker is find yourself smack dab in the middle of an awful game of “he said, she said.” So- call it paranoid- but it’s important for you to keep accurate records of anything negative, misleading, or mean-spirited that occurs. Whether you end up approaching the person directly or having a discussion with your superior, that supporting documentation will come in handy when you need to add more legitimacy to your complaints. Try to correspond with that colleague using email as much as possible- that’s a surefire way to confirm that you have important things in writing. If something happens during a spoken conversation? Jot down the date, time, and a description of what occurred. Yes, I know it can seem like a bit of overkill. But, when you feel like you’re dealing with someone who’s out to make your life that much harder, you really can’t be too careful. 4. Have the Tough Conversation You could likely deal with the occasional backhanded comment. But, if your issue with this employee seems to be ongoing, it’s time to have an honest conversation. Your best bet is to start directly with the person who’s causing the problem. Request to schedule a sit-down with him or her where you both can have some private and quiet space to talk- you don’t need this to turn into a recess-fist-fight scenario. Instead, just bring up the behavior that’s been bothering you. Perhaps she’ll be so taken aback by your direct confrontation that she’ll apologize immediately and you both can move on from there. More likely than that, though? She’ll deny it profusely. That’s frustrating, but you can take comfort in the fact that you’ve made your point and proved that you won’t just roll over and be treated poorly. What if things don’t improve after your frank discussion? Then it might be time to bring your concerns and documentation to a superior. Nobody wants to be a tattle-tale, but you also don’t deserve to have to keep tip-toeing around this person. 5. Avoid the Revenge Trap Whether things improve or not, it can be more than tempting to want to get your revenge. It’s only fair that he gets a taste of his own medicine, right? Wrong. As alluring as that siren song of sweet retaliation can be, it’s important that you always put your best foot forward in the office- rather than taking the knife out of your own back only to use it on someone else. Your co-workers might not always be moral and ethical, but you don’t need to subscribe to that same philosophy. Needing to cope with a fake co-worker is never fun. But, unfortunately, it’s likely one of those things you’re going to need to do every now and then. As long as you’re able to keep your distance, cover your own bases, have an honest conversation, and- of course- rise above, you’ll be much more likely to handle that sticky situation with professionalism and politeness.