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.