Life without a boss isnt always a dream come true

Life without a boss isnt always a dream come trueLife without a boss isnt always a dream come trueThere has been a vogue in recent years for abolishing the old, toxic hierarchies in business, but know this getting rid of the boss doesnt mean getting rid of conflicts.Its a point that more companies will have to respect as leaderless or self-governing teams come into vogue.The 2016 edition of The HOW Report by LRN showed that 8%of organizations were manifesting Self-Governance in 2016, compared to 3% in 2012.The report shed light on how self-governing organizations operate, very much focusing on the positive.They were defined as groups where employees are inspired by a desire for significance and encouraged to act as leaders regardless of role. The report praised leaderless teams because they resist temptations to abuse status.As a result, employees pursue the biggest challenges, take the boldest risks, and fortify an organization to be resilient over the long term, the report said.Man y fans of self-governing teams agree, even elevating the flat management structure to an art.Addressing trouble without a leaderThe key question is how do you make it work?Like any company group or organization, self-managed teams are sure to run into issues that make it difficult to work with other members. And without a manager to mediate, those fights can quickly get out of hand.A Harvard Business Review article called How Self-Managed Teams Can Resolve Conflictby Amit Maimon breaksdown solutions for flat or self-managed teams.Maimon has three good pieces of advice about managing team conflicts. The first quantify the impact of the problem, to binnensee how big it is and what resources it might take to fix it. The secondprioritize accountability over blame, to avoid pointing fingers and get to the root of the problem, and encourage openness to productive conflict so that the air is cleared.Teams without a boss have to manage each other wellBut there are some potential drawbacks t o leaderless teams.For one thing, teams without bosses still have to do the bosss work raising morale, distributing assignments, coordinating tasks. But team members dont get paid more for it.Self-managed teams tend to trust each other less, according to a 2007 studyof 35 student teams byClaus W. Langfred in the Academy of Management Journal.He lateracknowledged that despite its title,ironically, some management is still required when it comes to self-management, including training in conflict management techniques. Langfred also warned against leaderless teams that have low autonomy for individual members.When people miss having a bossOnline shoe and clothing company ZapposusesHolacracy, a self-organization method reportedly designed to create a dynamic workplace where everyone has a voice and bureaucracy doesnt stifle innovation.Managers no longer exist. The companys 1,500 employees define their own jobs. Anyone can set the agenda for a meeting, Gelles wrote.(At one such meeting, the team members checked in on their state of mind, with one revealing she was distracted by her hands smelling like the oranges she had at lunch.)But brewing employee discontent reportedly surfaced at Zappos, and critical issues like how to hire, fire and pay people in a company with no job titles have emerged as sticking points.While describing the negative reception of the CEOs introduction of Holacracys management style, the New York Times noted, at Zappos, it seems that many wish Mr. Hsieh had never made the choice. Some people want a boss after all.

Financial Certifications With the Best ROI

Financial Certifications With the Best ROIFinancial Certifications With the Best ROIFinancial certifications require a big investment, both in time and money. But not only do these certifications provide value for individuals in the accounting and finance industry. They help their companies, too.Thats why so many employers help with the expenses of obtaining professional certifications. A new Robert Half Finance Accounting survey shows 94 percent of CFOs said their companies offer to cover all or some of the educational costs, and 95 percent provide full or partial support to maintain the credentials.The bottom line? Companies reap all kinds of benefits, from increased productivity to enhanced retention to information sharing, when they help their employees with professional development.What financial certifications are the best investment?When it comes to choosing credentials, your employees will need to think about what fits their career goals. Do they want to go into management, for instance, or become an internal auditor?Theyll also need to assess how much time and money they are able to give to the process and to maintain the designation. Their eligibility, including education and experience levels, will also need to be taken into account.Heres a detailed rundown of four of the most prestigious financial certifications to help you and your workers decide whats best to pursue.1. Certified Public Accountant (CPA)If your company provides jobs for CPAs, youll likely see this designation as the granddaddy of certifications. Its been around the longest and was originally conceived as a designation for public accountants. Now, however, all types of finance professionals in the U.S. get the certification to show their prowess in management accounting, financial accounting, corporate finance and strategic planning, audit, general business, and taxation. A CPA designation also gives the holder the statutory right to sign audit reports and issue audit opinions. Its the most well-known financial certification and, arguably, the most difficult to get.Granted by American Institute of Certified Public Accountants (AICPA) exam and license requirements vary state by stateEstimated cost $2,000-$3,000Prerequisites Five years of higher education, a minimum number of continuing education credits in business and accounting (typically about 150), and verified relevant experienceExam requirements Four levels can be taken in any orderTime to certification Passing the CPA exam usually takes a year most state boards require one year of accounting experience before awarding the licenseOngoing requirements? Yes continuing professional education (CPE) credits required vary by stateWho should get it? The CPA designation is a very versatile one CPAs work in public accounting, management accounting, governmental accounting, taxation, financial advisory, compliance and other consultant roles. Its highly valued throughout the accounting industry, and some companies r equire it for managerial jobs.SUBSCRIBE TO OUR NEWSLETTER 2. Chartered Financial Analyst (CFA)Professionals in institutional money management and stock analysis are often the ones shooting for the CFA designation. Those who hold this financial certification are experts in accounting, economics, portfolio management, securities analysis, and ethical and professional standards.Granted by The CFA Institute, a non-profit based in the U.S.Estimated cost $2,500Prerequisites A bachelors degree and four years of relevant experienceExam requirements Three levels, with a total exam time of 18 hours one level must be passed before moving to the nextTime to certification It can be completed in 18 months, but most people take more than two years to complete the processOngoing requirements? A recommended 20 hours of CPE credits, which can be accomplished with online courses, with at least two hours of standards, regulatory and ethics educationWho should get it? Its the certification of choice in the investment community and has become a must-have for security analysts and asset managers. Finance professionals who are (or aim to become) equity analysts, kenntniserlangung managers or hedge fund managers will also find the CFA useful, as will anyone who hopes to reach the CFO or senior finance manager levels. Those who are pursuing a career in audit, however, wont find it particularly useful.3. Certified Management Accountant (CMA)As the title suggests, this financial certification focuses on management accounting - in other words, providing executives with financial information that will help a company resolve problems and make decisions. The CMA designation is often required for CFOs, controllers and finance managers. The exam covers more practical knowledge, such as the types of skills accountants and finance professionals use on a day-to-day basis.Granted by The Institute of Management Accountants (IMA)Estimated cost $1,000-$2,000Prerequisites A bachelors degree and two c onsecutive years in financial management or management accountingExam requirements Two levels, with a total exam time of eight hoursTime to certification Typically one to two yearsOngoing requirements 30 hours of CPE creditsWho should get it? Any accountant who wants to work in the corporate sector, particularly in large, multinational companies, should evaluate the advantaged of getting a CMA. Many accountants choose to get both the CPA and the CMA, as there is overlap in the exam topics, and the CMA is often considered a more practical application of the theoretical concepts tested in the CPA exams.4. Certified Internal Auditor (CIA)The CIA designation is the only globally recognized certification in the internal audit and compliance industry. As such, the CIA exam focuses almost entirely on internal audit topics, such as internal controls and risk management, auditing processes, fraud risk and controls, governance and business controls, and tools and techniques for conducting aud it engagements.Estimated cost $1,500Prerequisites A bachelors degree and two years of internal audit experience (but a masters degree can substitute for one year of experience)Exam requirements Three levels, with a total exam time of 6.5 hoursTime to certification Typically a year to 18 monthsOngoing requirements? CPE credits are required the number depends on your work statusWho should get it? The CIA is really only useful to internal auditors. Its particularly important for those who would like to become managers or chief audit executives.Other certifications worth consideringThese financial certifications arent as high-profile as the four detailed above, but theyre worth a look, as wellChartered Global Management Accountant (CGMA) - This designation is for management accountants who combine business strategy with financial analysis to help companies grow and perform efficiently. This certification is valuable for financial professionals who would like to expand their career beyo nd the finance department.Certified Information Systems Auditor (CISA) - This is the internationally recognized certification that demonstrates expertise in information systems audit, controls and security. Its useful for any internal auditor, but especially for those who specialize in the growing field of IT risk management.Certified Fraud Examiner (CFE) - This designation shows cutting-edge knowledge, skills and education in the detection of financial fraud, another growing field fueled by the financial crisis and laws like Sarbanes-Oxley and Dodd-Frank.The world of financial certifications can be confusing, with new designations popping up all the time. But for a view from the top, these are a few that can help finance and accounting professionals with their careers - and help companies, too. Tags

How to Prepare Your Child for a Disney Audition

How to Prepare Your Child for a Disney AuditionHow to Prepare Your Child for a Disney AuditionContrary to many conspiracy theorists, the kids on Disney Channel (Miley Cyrus, Selena Gomez, Demi Lovato, etc.) are not grown in a lab somewhere. They are kids just like your kids except they have a dream job as a member of the cast of a Disney Channel show. But they had to go through the long, drawn-out process of auditioning over and over before they were chosen just like everyone else. Disney is very particular when trying to identify its talent. Mostly because The Walt Disney Company has come to realize that the kid they cast is much more important than simply another face on a TV show, they are ambassadors of the Disney brand. This becomes that much more important when you realize how immediately recognizable and far-reaching the Disney brand is across the globe. So, what if your child has somehow managed to land the unique opportunity to audition for one of these shows? There are a fe w things youll want to keep in mind Tips There are a number of ways that your child might have been offered this opportunity. It may have come from an agent, a manager, a casting director, or possibly, one of the producers of one of the Disney Channel shows or even an executive from Disney Channelitself. A warning there are a number of unscrupulous people out there who are willing to take you for your money and in some cases more than that. If you have to pay for an audition, chances are youre no closer to getting your child onto a Disney Channel show than if you were to simply post your childs audition onto YouTube and hope that someone sees it. Disney does make a point of scouring the country from time to time searching for new talent, but it would never charge someone for this service. Additionally, be aware of agents and managers who make outlandish claims or promises to make your child the next Disney Channel star. He/she can certainly hope to make that happen, but ultimate ly it will come down to whether or not your child is right for the part. The most important thing your agent or manager can tell you is that they can get you in the door of the right casting director or the right executive. Meaning, the ones who have direct access to Disney Channel. Disney Audition Process The process can be fairly long and drawn out. There will be multiple castingsessions that usually start with a casting associate trying to identify new talent to show to the casting director. Assuming the casting director likes what they see, they will do what is known as a producers session. This is where the producers/writers of a show see the casting choices identified by the casting director. Keep in mind that its only after all of these sessions will you be sent in to meet with the Disney team. At which point there will be an initial casting session(sometimes referred to as a network session or senderaum session) followed up by as many additional sessions as might be need ed to be sure your child is the right choice for the role. Once the Disney team, producers, and casting directors have narrowed down the selection to 3 or 4 choices, they will do whats known as a testing session. This will be the first time you will be presented with some sort of paperwork which will contractually hold your child for the production period (to avoid them going somewhere else while Disney makes a decision). The testing session is where the final choices are made. Be aware that ALL of your childs auditions will be videotaped. Those tapes are shared with a number of people and are often kept on file with the casting office to use as a reference. NOTE Your child may also have the opportunity to meet with Disney Channel on whats known as a General Meeting This is just an opportunity to be put in front of the Disney casting team so that they can see, meet and hear your child perform. More than likely this wont be for a particular project, but just a way for them to keep yo ur child in mind should the right opportunity come up.

Craft a Winning Cover Letter In 10 Minutes

Craft a Winning Cover Letter In 10 MinutesCraft a Winning Cover Letter In 10 Minutes Lets be honest some of us would rather visit than dentist than write a deckblatt letter . But it doesnt have to be difficult- and it doesnt even have to be time-consuming. (We promise) Glassdoor has created a guide for creating the perfect titelblatt letter in a matter of minutes- complete with everything from the anatomy of an eye-catching opening to a checklist you can reference when youre ready to edit your first draft. But with these key points- as well as some expert advice- you can write a killer cover letter as soon as you read this article. Heres how to craft a winning cover letter in 10 minutes- or less. Every cover letter covers the same basic points each includes your contact information, a greeting, and your past experience. But to make your cover letter stand out, youll have to make those same ol points sing, Glassdoors guide points out. For example, when it comes to y our contact information, dont make recruiters dig through your cover letter to find it, the guide advises. Place it on top of your letter, where its easy to spot, read, and reference. As for that greeting? Forget To Whom It May Concern, according to the guide. If you can find a contact persons name and title, use it. Youd be amazed what a difference it makes.Your resume clearly lists all of your qualifications, so your cover letter is the best place to elaborate on what makes you right for the job . Whenever possible, include concrete metrics that illustrate the results youve achieved, our Glassdoor guide recommends. You can also show your personality, recommends career coach Hallie Crawford . Try to grab the hiring managers attention in the introductory paragraph regarding why youre interested in the position and passionate about the work. Tell a personal story that relates to the industry or the organization, she recommends. Try out quotes or anecdotes too.According to Glassdoo rs guide , cover letters should be clean and easy to read, so be sure to skip the intricate designs and crazy fonts for party invitations, Glassdoor advises. And, if possible, keep your cover letter to a single page- just like you did with your resume, too. One way to make your cover letter clean is to use bullet points. Address specific skills and qualifications needed for the job in a bulleted list thats easy to read, Crawford explains. Whats more, your cover letter should match the format of your resume, Crawford says. Think of it this way, Crawford adds Both of these documents are your personal branding materials, so they should match with the same header, font, and style to brand you. Lastly, at the end of your letter, let the hiring manager know why you stand out from your competition for the job, Crawford advises. Highlight your unique combination of skills and experience. One way to do that, Crawford says, is to review your peers LinkedIn profiles to understand whats typical in your industry and how youre different from them.

How to Deal With Sexual Harassment in the Workplace - The Muse

How to Deal With Sexual Harassment in the Workplace - The MuseHow to Deal With Sexual Harassment in the Workplace When Alicia Raimundo took an internship-type role at a tech company, she welches one of the only women working on her floor. There were frequent flirtatious and unwelcome comments about, for example, how sexy she looked when she wore a dress. I saw boundaries being crossed but felt powerless to do sohonigweinhing about it, Raimundo says. It felt like picking battles and I wasnt picking that one. That is, until one day when a male colleague- senior to her but bedrngnis in the same reporting line- came to her cubicle and grabbed her butt uninvited. In any other context, she wouldve slapped him, she says. But she couldnt imagine slapping someone at work, the sound reverberating across a quiet amtsstube as heads turned. How could he feel entitled to touch her like that? There was a voice in the back of her head that blamed herself, and besides, she says, when youre a student, an intern, a new hire, you feel like you have no power and are very easily replaceable. That moment in her cubicle, however, after weeks of words that made her extremely uncomfortable but felt harder to parse or categorize, made it clear to me This is harassment. This isnt a funny joke. Raimundos story is hardly unique. LeanIn.org and McKinseys 2018 Women in the Workplace study found that 35% of women have experienced some form of sexual harassment over the course of their careers (the share jumped to 45% of women working in technical fields, 48% of lesbian women, and 55% of senior-level women). And men experience sexual harassment as well they filed about 16% of total sexual harassment complaints with the Equal Employment Opportunity Commission (EEOC) in 2018. Even when you know that whats happening isnt right, it can be intimidating to try to figure out if it crosses the line into something legally wrong. And deciding what to do about it can be just plain overwhelming- especially while youre stuck in an emotionally draining and sometimes traumatizing situation. Weve got a primer to help you understand what sexual harassment is, make sense of your options, and take care of yourself in the process. What Is Sexual Harassment?Whos Covered by Sexual Harassment Laws?Okay, But What Does Sexual Harassment Look Like IRL?What Can I Do if I Think Im Being Sexually Harassed at Work?How Do I Report Sexual Harassment if I Decide I Want To?Will I Be Retaliated Against- and What Can I Do if I Am?What Should I Do to Take Care of Myself?Before you read on, an important note While we interviewed lawyers for this story, we are not lawyers ourselves, and every case is different. So please consider this a general resource to help you get departureed and, if you need it, seek personalized advice specific to your situation from an actual lawyerWhat Is Sexual Harassment?Legally, sexual harassment is actually a form of sex discrimination under Title VII of the Civil Rights Act of 19 64, which also protects employees from discrimination on the basis of race, color, religion, and national origin. On its website, the EEOC, which is the federal agency tasked with enforcing employment discrimination laws, explains thatUnwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individuals employment, unreasonably interferes with an individuals work performance, or creates an intimidating, hostile, or offensive work environment.EEOCThats a lot of language to unpack, but its probably more helpful to look at the two categories lawyers generally talk about when theyre discussing sexual harassment. 1. Quid Pro QuoQuid pro quo is a Latin phrase that literally translates to something for something or this for that. In this context, it might look like, You go on a date with me, Ill give you the job. You have sex with me, youll get to keep you r job, explains Karen Elliott, a management-side labor and employment attorney at Eckert Seamans in Richmond. When someone explicitly states or even implies that agreeing to sexual favors or romantic involvement will affect or determine whether you get the job, keep the job, get the promotion, get the raise, get the bonus, or get a fair performance review, thats sexual harassment. 2. Hostile Work EnvironmentBut there are also countless kinds of sexual harassment that dont include propositioning for sex as a condition of employment or advancement. These include sexual advances, innuendos, and comments as well as any other unwelcome conduct on the basis of sex that, according to the EEOC, is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.One extreme incident might be considered severe enough that a court would rule it created a hostile work environment, but often its smaller incidents that repeat and ac cumulate to become pervasive. In other words, its on a daily basis, on a weekly basis. Its been going on for years. Its so ongoing that you simply cannot ignore how a person would be affected by it, says Silvia Stanciu, an employment litigator at the New York firm Phillips Associates. Note The person or people affected dont have to be the ones offensive comments or jokes were directed at. Maybe they werent even part of the conversations, but overheard them- thats enough.The law does not spell out exactly which behaviors and what frequency would make something rise to the level of a hostile work environment, and so its left up to the courts interpretation- and that depends on the time and place. What courts accept as creating a hostile work environment is changing dramatically, says Elliott. The same goes for whats being considered severe or pervasive. This is a law that grows as societal norms change and the courts have accepted that change in how theyve applied it. It also depend s where you are and whether the judges on the bench in that area are more liberal or conservative.Whos Covered by Sexual Harassment Laws?Federal law covers employers in the private and public sectors that have 15 or more employees. The EEOC emphasizes that the harasser can be the targets direct supervisor, another supervisor, a co-worker, or someone who isnt an employee at all (like a client or customer), and that the harasser can be of the same or opposite sex as the victim. Many states and cities have their own anti-discrimination laws, and its always worth reading up on what additional protections the laws relevant to you might cover. For example, New York Citys Human Rights Law covers all employers in that city with four or more employees. You can find a quick overview of state laws here, but your state or local government website will usually have more specific information. Okay, But What Does Sexual Harassment Look Like IRL?Lets start here with the caveat that the specifics o f a case are important and that different courts might rule differently on some matters. But here are several examples of behavior or incidents that, if unwelcome, could constitute sexual harassment in the workplace. (This is by no means a comprehensive list)Comments about someones appearance Conversations, questions, and stories about sexStaring and looking up and downFollowing someone aroundRumors about someones sex life or use of sex to get aheadSuggestive emails, text messages, or other communicationsSexist comments that are not necessarily sexualVulgar language, jokes about sex (or gender), innuendo, and music with sexually explicit lyricsDisplays of pornography or sexually explicit or degrading materials (including posters, calendars, drawings, emails, screensavers, and more)Unwanted touching or physical contactRequests for sexual favors and presaya for sexThreats based on rejection of sexual advancesRape and sexual assault What Can I Do if I Think Im Being Sexually Harassed a t Work?This is a personal decision, and in order to figure out the right path for you, you might have to seek out legal advice tailored to your situation. But here are a few things you can do to start. 1. Document ItWhile you decide what else you want to do, if anything, you can begin keeping a record. We recommend that our clients have some kind of a log of the incidents that are happening, says Stanciu. General kinds of complaints give the company unfortunately a little too much leeway, she explains. If you decide to report sexual harassment, itll help if youre able to point to specific dates and very specific comments or behaviors. So when that colleague brushes up against you again or your boss makes yet another dirty joke at the staff meeting, write it down. The advocacy and policy organization Women Employed recommends jotting these notes down in a bound book and keeping it at home (or elsewhere outside your office). This way, if you report the harassment to your employer or t he EEOC, youll be able to present detailed examples. If you turn to a lawyer, Stanciu says, theyll probably have you put together a timeline and itll be much easier if youve been recording incidents along the way. You might ultimately decide to do none of those things, but it doesnt hurt to document just in case. 2. Make It Clear Its UnwelcomeSince the key element of sexual harassment is the fact that the conduct is unwelcome, make it clear thats the case, if you feel safe doing so. Elliott recommends trying this approach first particularly when dealing with behavior that is obnoxious and offensive but not necessarily predatory. For example, she says, you could try saying That kind of conversation is inappropriate in the workplace. It makes me uncomfortable. It makes all the other women uncomfortable. Please stop doing it.You shouldnt communicate in that way. Its offensive to me. Please stop talking to me that way.I do not want to date you. Do not give me any more compliments. It ma kes me uncomfortable.If the harassment continues and you later decide to take your complaint to the employer, it can help to be able to truthfully say that youve made it clear the conduct is unwelcome and asked for it to stop. 3. Consult a LawyerTheoretically, you dont need a lawyer to report sexual harassment to your employer or file a charge with the EEOC. But if you find the situation confusing, need advice on whether certain behaviors constitute sexual harassment, or have reason to worry that your employer wont respond kindly or effectively to a report, you might want to seek legal advice. Some firms offer free consultations. Look for plaintiffs lawyers, or those who represent targets of sexual harassment rather than employers. You can consult directories from the American Bar Association, the National Employment Lawyers Association, or the nonprofit organization Workplace Fairness. Alternatively, there are advocacy organizations such as Equal Rights Advocates that offer free le gal advice, counseling, or referrals. 4. Make a ChangeIn a perfect world, there would be no such thing as sexual harassment. In a slightly less-than-perfect world, reports of sexual harassment would be met with swift action and no negative consequences for the victim whatsoever. Unfortunately, although the number of complaints filed with the EEOC has increased in the wake of the MeToo movement, and the conversation has certainly evolved over the years, the reality still isnt perfect or even slightly less-than-perfect.All thats to say that you might decide for various reasons not to report sexual harassment. But that doesnt mean you should have to continue to endure it. It might be the right time to begin a job search that will allow you to give your notice and leave for a new opportunity or, if its feasible financially, to quit first and then begin applying for new roles without the specter of sexual harassment looming over your everyday life. If you do decide to report the harassme nt, read on to learn more about your options.How Do I Report Sexual Harassment if I Decide I Want To?You have several different options if you decide you want (or need, for your safety) to report sexual harassment. As always, the best decision will depend on so many factors, and its wise to seek advice specific to your situation as you figure out how to proceed. vorkaufsrecht 1 Go to Law EnforcementOn one end of the spectrum of what constitutes sexual harassment is conduct so severe its criminal. When it comes to sexual assault or rape at work or off site- on a business trip, for example- you might want to go directly to law enforcement. Ive had cases where we encourage our clients to go to the police, says Stanciu. If they feel mentally prepared and if theyre comfortable with that, we encourage clients to file a police report.Option 2 Report It According to Your Companys PolicyCompanies will often have policies and instructions laid out about how to report sexual harassment. Check your employee handbook, paperwork you received during onboarding, your employee portal, or anywhere else official documents live. Note In most cases, an employer cant be held liable unless its aware of the harassment. In other words, if you dont tell them, not only do they not have the chance to do the right thing (which one hopes they would), they can also claim later that they didnt even know it was happening.Your companys policy might direct you to your own supervisor, the harassers supervisor, anyone in the supervisory chain of command, someone in HR, or some other representative or mechanism. If the organization is large or decentralized, the first step might be an erreichbar form or an employee hotline. Its important to note that once you tell anyone in your organizations management structure (even if its not your own boss) they must report it to HR. One caveat You might consider seeking legal advice and/or going through another channel if the policy was one where it was very clear that it was not reasonable for you to use it, like the supervisor is the harasser and thats the only person you can report to, says Christopher Kuczynski, Assistant Legal Counsel at the EEOC, or you know from past instances that reporting at your organization is ineffective.Be sure to keep up your documentation efforts during this part of the process. We always recommend that you ask for something in writing to verify that youve made a complaint, Stanciu says. If your company wont provide you with a copy of your complaint record, send a follow-up email with a summary to whoever you made your verbal complaint to, in order to create a paper trail. That way, the company cant later claim you didnt say anything and, should you need to escalate things, youll have a clear record of the chain of events. Stanciu also recommends asking for a timeline so that you know when you can expect to hear back and continue to follow up if you dont. The company will likely conduct an investigation and make some sort of decision about next steps. They may not share every detail of the findings or outcomes with you, but ideally theyll keep you updated at least in general terms. The company doesnt necessarily have to fire the harasser or take the particular action youd want, its only required to make the harassment stop. Note If the behavior youve reported is extreme, says Ernest Haffner, Senior Attorney Advisor at the EEOCs Office of Legal Counsel, the company should take steps to separate you and the harasser immediately, so that youre not in danger while it conducts its investigation and determines what steps to take. Option 3 Go Through Your UnionIf youre a member of a union, you can also speak to a union representative. Thats someone who can serve as the go-between between the employee and the company, Stanciu says, if the employee either doesnt feel comfortable going directly to speak to the harasser or going to speak to HR or if there is no HR. The union could help naviga te the reporting process with your employer. Keep in mind, however, that if your harasser is also a member of the collective bargaining unit, the union is there to protect and advocate for them as well. In some cases Haffner has seen, a company will fire or discipline the person whos been accused of harassment, but then through union intervention, theyll find that there wasnt sufficient evidence or that the discipline was overly harsh. So theyll reinstate the person.Option 4 File a Claim With the EEOC or Local AgencyAt any point, you can also choose to file a charge with the EEOC or with a state or local Fair Employment Practices Agency (FEPA). In fact, youll have to do so before you can file a lawsuit related to sexual harassment under federal law. You can look up the EEOC field office that covers your zip code here and also find out whether theres a FEPA near you by clicking on State and Local Agencies in the menu that appears. Dont forget that there are deadlines. You have to fil e within 180 days of the last incident of harassment, or within 300 days if theres also a state or local agency that enforces a similar law. (These deadlines are different if youre a federal employee or applicant.)Once you file a charge, the agency investigates and determines whether there was cause to believe discrimination occurred, Kuczynski says. If the agency finds no cause, itll give you a Notice of Right to Sue, and you can pursue a lawsuit on your own. If the agency finds there is cause, they might try to resolve the situation directly with the employer in a process called conciliation, litigate it themselves (rarely), or again give you a right to sue letter so you can go to court with your case. Option 5 File a LawsuitOnce you receive a right to sue letter, youre free to file a lawsuit, but must do so within 90 days. Discuss the best step forward in your particular case with your lawyer, but keep in mind that a lawsuit may prove to be a difficult process. The client has to be completely prepared that it will be uncomfortable, that they will have to reveal certain information about their own lives, about their own performance, about an array of things, Stanciu says. If youre arguing for emotional distress damages, for example, your medical records and even notes from therapy sessions might be fair game for both sides to pore over and analyze, she explains. A lot of things come out in litigation that people are not prepared for.A 2018 study from the University of Massachusetts Amherst Center for Employment Equity found that only about a quarter of those who pursued sexual harassment charges via the EEOC or FEPA received monetary compensation. The average award amount was $24,700 and the median award amount came to $10,000. Just 1% of awards exceeded $100,000 and only 12% of charges lead to a managerial agreement to change workplace practices. And although its not clear what the results are for those who file lawsuits, one of the report authors, CEE prof essor Donald Tomaskovic-Devey, explains that recent research suggests for all discrimination lawsuits that both the size of monetary awards and their frequency are no better in the courts.Will I Be Retaliated Against- and What Can I Do if I Am?The sad truth is that reporting sexual harassment can and often does have negative consequences for the person who brought the complaint. Raimundo, for example, reported the butt-grabber to HR, with the support of her supervisors (both of whom worked remotely). I think he got a talking to, Raimundo says, because he became a lot more angry with me. He went out of his way to be as unhelpful as humanly possible and create problems for me. The UMass study found that 68% of sexual harassment charges filed with the EEOC or FEPAs between 2012 and 2016 included allegations of retaliation, and nearly as many (64%) were associated with job loss. Retaliation is quite common, echoes Haffner. It might mean getting fired, demoted, or transferred, but it can also take other forms. Sometimes the harassment itself increases or intensifies. In cases where a complaint is made about a popular employee, Haffner says, co-workers often ostracize the person who spoke up. Its hardly surprising, then, that many people dont report. The UMass study estimated that roughly 5.1 mio people experienced sexual harassment each year, but only between 25% and 40% of them made an internal report to a supervisor, HR, or a union, and only 0.18% filed a charge externally with the EEOC or FEPA. Women will tell me, theyll say, I worked for years in the company. I was always known as well, shes the woman who got so-and-so fired, says Elliott. She emphasizes that even if the harasser is found guilty, many women would tell you they feel like their careers are over in that company and they have to leave. So it is a big decision to go forward.Retaliation may be common, but its not legal. So while its understandable that a fear of reprisal often keeps people quiet, rem ember that any retaliation is another claim you can file against your employer. And that claim can hold water even if the original complaint doesnt. In other words, if you report sexual harassment and it turns out that the behavior in question doesnt actually meet the legal definition of sexual harassment, you can still have a case for retaliation if you were fired or shunned for making the complaint. In short, if you believe youve been retaliated against, you can report that as well, whether to your employer or the EEOC. What Should I Do to Take Care of Myself?Regardless of the path you decide to take, dealing with sexual harassment can be a fraught and arduous process. Dont forget to take care of yourself- physically, mentally, and emotionally. Find Your helfende hand NetworkIts always a good idea to surround yourself with supportive friends, family, and mentors, but its all the more important when youre facing something as mentally and emotionally taxing as sexual harassment, say s Lisa Orb-Austin, a psychologist and executive coach at Dynamic Transitions Psychological Consulting. Look outside of your workplace to find a small but solid group of folks you trust and have established relationships with and, as much as you feel you can, talk to them about whats been happening, Orb-Austin suggests. That way youll know youre not doing this alone, but youre doing it with an informed group of people who are close to you and can help you make strategic decisions about what you should do next. Those decisions will likely be complicated and hard to make. Lean on your network for advice when you could use it, but remember that theres no one right or wrong way to do things, says Orb-Austin. She emphasizes that even those closest to you will be influenced by their own perspectives, histories, traumas, and biases. You have a right to whatever you decide, and once you move forward in a way that you feel is thoughtful and informed, its not helpful to hear people questioning your decision, she explains. If they continue to cast doubt on the calls youre making, you can say something like Thank you for sharing your opinion. I understand that it comes from a place of trying to support me. But its not helpful and its not what I need right now. Instead what I need from you is XYZ. If your friend or family member cant agree to stop disagreeing, you might want to take some space while youre dealing with this. Turn to ProfessionalsNo matter how much your core support group loves you, they dont necessarily have the expertise to help you in every way youll need. In addition to consulting a lawyer for advice about how to approach various interactions and situations at work from a legal perspective, Orb-Austin urges you to consider reaching out to a therapist, a career coach, or both. A therapist, she explains, can help you with validating and processing your experience and figuring out how to keep yourself safe and healthy starting from the moment you feel someth ings amiss and onward through the long-term consequences. For Raimundo, throughout her real and shitty experiences, both at that internship and in another situation when she was harassed, therapists were a godsend, she says. She later went on to become a mental health advocate. When workplace sexual harassment brings up previous sexual trauma, as it sometimes does, its particularly important to turn to a mental health professional. Take a look at what kind of help you might be able to access through your health insurance or other benefits, or use a directory like the one offered on Psychology Today (you can sort by location, insurance, and issue, such as sexual abuse). Even after a harassment experience is over, it can continue to affect your work in terms of how able you are to take on a new role or enter a new system, how competent you believe you are, and how you feel about your colleagues, bosses, and mentors, Orb-Austin says. It can make you feel very, very wary about taking ca reer risks. Orb-Austin has worked mostly with women and has seen them shut down and take a step back in their careers to an easier position that feels doable in a safe environment that feels predictable. Some also fear retribution in professional networks and circles, hesitating to network or apply for jobs because they worry certain contacts have been compromised. A career coach, in addition to a therapist, could help you strategize around some of these thorny issues. Practice Self-CareSexual harassment is a really intense, awful experience thats very depleting, Orb-Austin says. And so you have to be very conscious of making sure that you are filling yourself with things that make you feel buoyed and that you have energy to face whats happening in whatever way you choose to do that.In other words, although you might be overwhelmed and drained, its important to make time for meditation, exercise, or any other positive activities that fill your tank, as Orb-Austin puts it. Self-care, she says, helps with resiliency. It helps with feeling less reactive. She notes that you probably wont want to do anything extra, but you should book self-care activities into your calendar. Youre going to have to embed them into your ritual to make sure that you are taking care of yourself and feeling grounded in your life and in the routines that give to you.That might mean taking regular yoga classes or playing those weekly pick-up basketball games, spending time drawing or signing up for that pottery workshop you used to love, practicing your religion or pursuing some other form of community affiliation, or anything else that is healthy and positive and might help you cope. Be mindful that you turn to activities that are purely helpful rather than ones that have negative consequences, such as overeating, drinking, or using drugs. Find a Community and Help OthersWhen youve been a target of sexual harassment, its easy to struggle with isolation and, even though its unequivocally not your fault, with questions like, What did I do? and What did I say?Its really important to find communities where you start to realize youre not alone by far. Youre so not alone, says Orb-Austin, who touts the benefit of finding a professional or other association where you can interact with, lean on, and eventually even mentor others. It can be really helpful when you have felt victimized to then support people whove also been victimized, Orb-Austin says. It can be really powerful.

The Dos and Donts of Sales Associate Resume

The Dos and Donts of Sales Associate Resume As stated, you must begin by writing your contact details. Nobody would certainly wish that theyre not considered for a job opening only since they have inadequate cover letters. A cover letter is important since it raises the curiosity of the employer concerning the applicant. Write the letter the way that youll write a typical cover letter. The trick to finding the correct resume format samples is to seek one that is going to suit both your personality in addition to be suitable for the job which you are looking for. You will receive the samples for each and every kind of job application. So in the event the typeface employed in your resume sample is inappropriate it may have a negative visual effect on the reader. If you havent before prepared a resume, a resume writing sample is a best method to learn just exactly what you have to include in your resume. The Hidden Gem of Sales Associate Resume Sample resumes for abverkauf associate can be employed by several sorts of individuals who want to submit an application for a post of sales associates. If you want to compose a work description for a sales associate then you can take advantage of sales associate job description templates. Exactly like the resume formats, there are various types of resume samples. Youre able to even find examples for a number of distinct occupations and industries online. A sale doesnt have to involve an item. After the client requests to test drive an available automobile, the car sales associate have to be prepared to show off the motor vehicle. To make an eye-catching retail sales associate resume, you will need to incorporate a few vital components. You desire the employer to hire you for the mere actuality that youre fresh out of school and totally trainable and a true go-getter. In the light of the above mentioned mechanism to inspect reliability in place and to be certain that only credible people are recruited, you will need to get a POA for the type of resources youd look to for reference and the way youd get the most out of them. As a consequence, youve got to highlight methods by which you are able to be of value to the specific organization youve applied to. When creating your resume being precise about who you are what you need to offer is crucial to achieving the message youre trying to imply. There are a lot of people around the world that are unfamiliar with resume writing, and they need outlines to follow so that they could begin. Actually, theres not anything wrong with saying you are interested in getting the job. Do not unnecessarily increase the duration of resume by including irrelevant details, but include all things which you feel may assist you in your work. There are many reasons why you would take on a part-time job. The Upside to Sales Associate Resume Doing this provides the client an impression that the auto provider would like to maintain its good relations. Later on, the car sales associate can turn into the vehicle store manager. To be successful in practically any kind of sales occupation, you require the skills to convince a person to purchase your organizations product. You will need to understand how it works, what type of support your company may provide, and the way it meets the purchasers needs. Sales Associate Resume - What Is It? Once you have produced an excellent and honest resume that represents your skills required for the job which youre applying for, the next thing you should worry about is obtaining a cover letter. Any sort of job would ask that you submit a resume to be in a position to be evaluated for a specific position. With the keyword phrases and structure of your resume working their magic, you arent very far from your fantasy job. As soon as you do get the job your skill and talent will allow you to succeed. Companies arent solely hiring with the aim to fill the present position, but have your eye on th e future. Project management IT jobs is among the hottest careers that numerous professionals aim for. There are some things that your resume needs to contain. You are going to want to make sure you include all the data you have to have in your resume and dont shortchange yourself when it has to do with speaking of your accomplishments, wisdom and skills. To compose a very first class resume you want to make it predominantly results oriented and concentrate on your achievements and contributions during your career. Basically, you are going to want to utilize and share your previous accomplishments to prove that youre a productive and intelligent individual.

Recruiters Sending Cold Emails to Candidates - Spark Hire

Recruiters Sending Cold Emails to Candidates - Spark HireReaching out to passive candidates is a delicate process. Sending cold emails to these individuals can be extremely hit or miss. A poorly worded message can be off-putting and land your correspondence permanently in the trash folder. On the other hand, with the right approach, you may end up piquing the interest of someone who previously wasnt seeking out a new employment opportunity. If youre a recruiter, heres what you need to know about cold emailing passive candidates Dont apologize.Confidence is everything when youre a great recruiter, but its especially important when youre trying to get in touch with passive candidates. If you start out the email apologizing for bothering the person, youre immediately signaling that this message is not worth reading. Dont apologize remember that youre presenting them with valuable information that is worth their time. Maintain an upbeat, positive, and professional tone throughout the mes sage.Get right to the point.Someone who wasnt seeking out a new employment opportunity probably isnt going to want to read paragraph after paragraph about a job that they dont think they really want. To keep the attention of a passive candidate, youre going to need to keep it short and sweet. You may want to use bullet points or subheadings, and youll certainly want to keep your sentences as brief as possible. If youre presenting the candidate with an email that looks overwhelming to read, its likely that theyll just delete it.Provide some information, but not all of it.If you tell the potential candidate everything there is to know about the position, youve lost some of your edge. You want to keep them intrigued and eager to contact you for more details. When its all out in the open, theres not as much incentive for them to do this.Be aware of your tone.What may be a terrific joke in person can quickly lose its charm when its translated via recruitment email. Be aware of this and b e conscious of how your words may come across to a candidate who doesnt know you. Use sarcasm sparingly, as you may inadvertently cause offense if your words are misinterpreted. You want to keep your tone light and pleasant throughout your correspondence.Keep it focused on the candidate.People are naturally self-centered. They want to know how the role would benefit them, not how they could benefit the company. To keep them interested, make sure the cold email involves the word you frequently and shows them a direct benefit. While you may truly feel that they could benefit the company, this isnt a real selling point for them, particularly for passive candidates.How do you go about reaching out to passive candidates? Share your tips with us in the comments