Google employees around the world are walking out to demand change

Google employees around the world are walking out to demand changeGoogle employees around the world are walking out to demand changeOn Thursday, thousands of Google employees and contractors around the world are staging office walkouts at 1110 a.m. to protest the companys handling of sexual harassment claims. The walkout follows aNew York Times report, which said that Google had paid male executives millions of dollars in exit packages after sexual harassment claims were made against them. Android creator Andy Rubin, for example, reportedly received a $90 million exit package even after the company concluded that a sexual harassment claim made against him was credible.The report sparked employees outrage that Google executives apologies have been unable to quell. Google has already been accused of mistreating women before. The Department of Labor is investigatinga claim that the tech giant has underpaid women.In an internal email to staff, CEO Sundar Pichai said that at least 48 peop le have been fired for sexual harassment without receiving a payout.It is in the midst of this polarizing climate that employees said they had had enough. All employees and contract workers across the company deserve to be safe. Sadly, the executive team has demonstrated through their lack of meaningful action that our safety is not a priority, organizers of the Google walkout said in a statement. Weve waited for leadership to fix these problems, but have come to this conclusion no one is going to do it for us. So we are here, standing together, protecting and supporting each other.Google staff in New York City, Georgia, Massachusetts, Zurich, London, Tokyo, Singapore and Berlin are among the offices taking part.An end to forced arbitration among demands being madeIn addition to the walkouts, the organizers of the Google walkout have published a list of demands on social media accounts.1) An end to forced arbitration in cases of harassment and discrimination.2) A commitment to end p ay and opportunity inequity.3) A publicly disclosed sexual harassment transparency report.4) A clear, uniform, globally inclusive process for reporting sexual misconduct safely and anonymously.5) Elevate the chief diversity officer to answer directly to the CEO and make recommendations directly to the board of directors. In addition, appoint an employee representative to the board.Arbitration agreements are a common contract clause within tech companies that prevent employees from banding together to take on companies directly in a class-action lawsuit. Instead of taking cases to court, employees handle their cases internally with their employer. This is good for the company. Investigations into the practice have found that when cases go into private arbitration, companies overwhelmingly win those cases.In an internal email, Google CEO Sundar Pichai said that he and the companys management were aware of the activities planned for Thursday and that he would ensure that employees woul d have the support they needed.

40 questions to ask before you accept a job offer

40 questions to ask before you accept a job offer40 questions to ask before you accept a job offerCongratulations Youve made it through the most difficult part of the job hunt. All the job applications, interview rounds, and thank-you notes have paid off Now, it might be tempting to jump right in and accept a job offer, but hold on for the more grueling decision is yet to be taken. Before you accept a job offer, you need to ensure that you are going into the new role with clarity about what it will entail.Most people are so nerve-wracked during an interview that they dont want to rock the boat or say the wrong thing. This keeps them from getting more information about the role, the compensation, the team and the company. How would you know if its the right job for you? The key here is to imagine a job interview as a sales pitch. If you know your role well, youve got to sell yourself into the role and let the results do the talking. At the end of the day, youre selling your time for m oney.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreThe HR Digest has a checklist of sensible questions to ask before you accept a job offer.The roleInterviewing is a two-way street. The employer is offering you the job, and you are offering the talent. Remember, the person interviewing you might very well be your working partner. Talk to them, ask for clarification so you have more details about the role you have been offered. There is a slight chance that no one has ever asked this question. It can help you break the ice and give you the edge when its time to select a candidate.When you ask questions, it shows interest in the company, gives you more information, and makes the conversation flow between you and the interviewer.When do I abflug?How did this position come to be open?What does success look like in this role?Could you give an example of a typical working day?What would my immedia te priorities be?What are the expectations of this position over the first twelve months?How would you measure my success, if I were chosen for this role?Do you have any reservations about me or my hintergrund for this position?ansicht questions would serve multiple purposes. It would give you a brief idea about how well suited you are for the role or the management style. It also lets the company know youre motivated, passionate and ambitious in life. Moreover, they will open doors to discuss training, what projects youll be working on, and whom you would be working with.The teamIs there anyone I can reach out to and get guidance from?What are the biggest challenges people face when they start out in this position?Who will I work with most closely?Who will I report to directly?What is your vision for the team?What is the biggest achievement this department has made?What is the biggest challenge facing this department right now?These questions will help you see if you have the same values as the people the company has employed. Moreover, asking these questions will prevent situations in which youll take up a job with almost no work, no supervisor, and no idea what your basic responsibilities are.Salary benefitsIs the salary negotiable?Is the amount provided base pay?What is included as a part of your benefits package?What kind of opportunities exists for personal growth?Will I be getting any additional wellness perks?What is the performance review process like here?What metrics or goals will I be evaluated against?Can I know about the 401K program?Do you offer dental and vision insurance?How many sick days and personal days will I get?How much paid vacation time will I get per year?Can I carry over the paid vacation time if I dont utilize it?What are the core working hours?Will I get the flexibility of working from home once in a while?These are specific questions you can ask when considering a job offer. It will make it much easier for you to negotiate on yo ur contract before you join the team.The company cultureIve read about the companys founding, can you tell me more about?Where do you see the company in the next five years?Can you tell me about your new products or plans for growth?Would you mind giving me a tour of where this job would take place so I can get a feel of where Id be working and who I would be working with?How is work-life balance in the company?What is the company culture here like?Does anyone on the team hang out outside the office?What are the long term prospects for the person who takes up the job?What do you offer in regards to training the staff?Would I be able to represent the company at industry events and conferences?Can I answer any final questions for you?These are some very good questions to ask before you accept a job offer. It means youre already thinking about the role you have been offered. You can also find out whether a company is right for you. Of course, you wont use all of the questions mentioned here, so pick the ones that are most important to you. It will also help you make a better decision when youre deciding between multiple offers so you can compare responses.Remember, its okay to decline a job offer if it isnt the job for you. If they already answered all your questions, just reply Well, youve answered all my questions already, thank you for your time.This post was originally published on September 25, 2017 and appeared on The HR Digest.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people40 questions to ask before you accept a job offerCongratulations Youve made it through the most difficult part of the job hunt. All the job applications, interview rounds, and thank-you notes ha ve paid off Now, it might be tempting to jump right in and accept a job offer, but hold on for the more grueling decision is yet to be taken. Before you accept a job offer, you need to ensure that you are going into the new role with clarity about what it will entail.Related from Ladders6 things recruiters are looking for in 20184 tips on salary negotiation from the $20-million-plus star of Greys Anatomy, Ellen PompeoHeres how to be less anxious while waiting to hear back about a jobMost people are so nerve-wracked during an interview that they dont want to rock the boat or say the wrong thing. This keeps them from getting more information about the role, the compensation, the team and the company. How would you know if its the right job for you? The key here is to imagine a job interview as a sales pitch. If you know your role well, youve got to sell yourself into the role and let the results do the talking. At the end of the day, youre selling your time for money.The HR Digest has a checklist of sensible questions to ask before you accept a job offer.The roleInterviewing is a two-way street. The employer is offering you the job, and you are offering the talent. Remember, the person interviewing you might very well be your working partner. Talk to them, ask for clarification so you have more details about the role you have been offered. There is a slight chance that no one has ever asked this question. It can help you break the ice and give you the edge when its time to select a candidate.When you ask questions, it shows interest in the company, gives you more information, and makes the conversation flow between you and the interviewer.When do I start?How did this position come to be open?What does success look like in this role?Could you give an example of a typical working day?What would my immediate priorities be?What are the expectations of this position over the first twelve months?How would you measure my success, if I were chosen for this role?Do you h ave any reservations about me or my background for this position?These questions would serve multiple purposes. It would give you a brief idea about how well suited you are for the role or the management style. It also lets the company know youre motivated, passionate and ambitious in life. Moreover, they will open doors to discuss training, what projects youll be working on, and whom you would be working with.The teamIs there anyone I can reach out to and get guidance from?What are the biggest challenges people face when they start out in this position?Who will I work with most closely?Who will I report to directly?What is your vision for the team?What is the biggest achievement this department has made?What is the biggest challenge facing this department right now?These questions will help you see if you have the same values as the people the company has employed. Moreover, asking these questions will prevent situations in which youll take up a job with almost no work, no supervis or, and no idea what your basic responsibilities are.Salary BenefitsIs the salary negotiable?Is the amount provided base pay?What is included as a part of your benefits package?What kind of opportunities exists for personal growth?Will I be getting any additional wellness perks?What is the performance review process like here?What metrics or goals will I be evaluated against?Can I know about the 401K program?Do you offer dental and vision insurance?How many sick days and personal days will I get?How much paid vacation time will I get per year?Can I carry over the paid vacation time if I dont utilize it?What are the core working hours?Will I get the flexibility of working from home once in a while?These are specific questions you can ask when considering a job offer. It will make it much easier for you to negotiate on your contract before you join the team.The Company CultureIve read about the companys founding, can you tell me more about?Where do you see the company in the next fiv e years?Can you tell me about your new products or plans for growth?Would you mind giving me a tour of where this job would take place so I can get a feel of where Id be working and who I would be working with?How is work-life balance in the company?What is the company culture here like?Does anyone on the team hang out outside the office?What are the long term prospects for the person who takes up the job?What do you offer in regards to training the staff?Would I be able to represent the company at industry events and conferences?Can I answer any final questions for you?These are some very good questions to ask before you accept a job offer. It means youre already thinking about the role you have been offered. You can also find out whether a company is right for you. Of course, you wont use all of the questions mentioned here, so pick the ones that are most important to you. It will also help you make a better decision when youre deciding between multiple offers so you can compare r esponses.Remember, its okay to decline a job offer if it isnt the job for you. If they already answered all your questions, just reply Well, youve answered all my questions already, thank you for your time.This post originally appeared on The HR Digest.

Tap Into Different Learning Styles to Build a Better Team

Tap Into Different Learning Styles to Build a Better TeamTap Into Different Learning Styles to Build a Better TeamThe Society for Human Resource Management (SHRM) blog recently shared a blog deutsche post dhl about the pros and cons of using gamification in the workplaceto facilitate learning. While the blog post itself was inconclusive, its an excellent reminder that some workplace learning strategies speak to certain learning styles over others, and that the most effective work environment comes from a combination of diverse learners. What are learning styles?Learning styles refer to the education worlds research of how individuals learn. There are three main types visual learners who learn by seeing (65 percentof the population), auditory learners who learn by listening (30 percent of the population), and kinesthetic learners who learn through physical activity (5 percent of the population).The implications in the classroom are obvious, but effective recruiters should be aware of how these learning styles play out in the workplace, too. Variations in learning styles are far from detrimental to a workplace. Different learning perspectives blend to make a workplace more creative, analytical, and collaborative and provide recruiters with another way to build a diverse, flourishing team with a wide variety of skill sets and ways of comprehending information. For example, having a group that represents visual, auditory, and kinesthetic learners means that your team will be able to pick up on subtle clues from the body language, tone of voice, and movements of clients and team members. Each person will be able to provide eintrag based on the information they gather using these learning styles, which will combine to create a comprehensive picture of the situation. In this segment of our series on diversity, well look at how learning styles play out in the workplace and how you can identify the learning style of a prospective employee to build a better team.How lear ning styles play out in the workplaceMuch like cultural diversityand age diversity, variation in learning styles brings some challenges into the workplace along with the benefits. Individuals who grasp information differently often experience difficulties in communication and clashes in management styles.Heres a look at how different learning styles take in data to give you an idea of how different teammates will interact in the workplace. Understanding visual learnersVisual learners in the workplace learn through seeing. These employees typically prefer to be introduced to information with visual displays such as reports, diagrams, videos, flipcharts, and handouts. During meetings, visual learners also prefer to take detailed notes to help them absorb the information. Visual learners tend to be analytical and thoughtful. Theyre capable of deep analysis and insight so long as they can access and organize the information visually. When they communicate, they often prefer to receive i nformation visually through handwritten notes or emails. Understanding auditory learnersAuditory learners learn best through listening. Instead of reports and diagrams, they prefer speeches and presentations. In-person speeches are better because give the opportunity to observe tone of voice, speed, pitch, and other nuances of live speakers. Auditory learners will often need to hear something said out loud or say it out loud to themselves before they truly understand the information. Auditory learners tend to be good communicators. They can often vokalist auditory clues quickly and respond eloquently with little preparation. When they communicate, they often prefer to talk over the phone or in person. Understanding kinesthetic learnersKinesthetic learners learn through doing, moving, and touching. Rather than read or listen to information, these learners prefer to jump right into the work to understand the details. These employees may find it difficult to sit still for a long time, and they may become distracted easily when confined to a meeting or cubicle. Kinesthetic tend to be creative and energetic. They can solve problems intuitively once they can jump in and get their hands on the problem, and they thrive in an interactive environment. When they communicate, they often prefer to do so while they are doing something else, such as reorganizing their cubicle, doodling, or walking around the office. Identifying candidate learning stylesIdentifying learning styles is not an exact science. Some employees will have basic competency in all three learning styles as a habit of practice from their educational experience, while others will distinctively learn from one style or another. The first step in identifying a candidates learning style is to ask them if they know their learning style thanks to the widespread use of learning styles in public and higher education, many employees will be familiar with the way they interpret information. Then you can ask clarifyi ng questions throughout the interview to verify the candidates comfort level with each learning style. For example, ask the candidate if they prefer to take notes during meetings or to give their full attention to the person speaking. Visual learners tend to take notes, while auditory and kinesthetic learners do not. You can also ask how they prefer to communicate (by email, by phone, or in person) to understand how they would fit in with other learning styles within your workplace.As you recruit to build an effective team for your company, keep learning styles in mind so that you can build a diverse team that will look at and understand projects and problems from all angles.

Being a superstar at work may be hurting your peers (and how to fix it)

Being a superstar at work may be hurting your peers (and how to fix it)Being a superstar at work may be hurting your peers (and how to fix it)Almost every office has a star employee who carries the weight for their colleagues. And if that star is you, chances are there are never enough minutes in the day to fulfill everyones demands of your time.Still, it may seem like the best choice just to keep on keeping on. But the truth is your ambition and capacity may be holding back some of your colleagues while leading to undue frustration on your part.According to SueShellenbarger, the work and family columnist for the Wall Street Journal, star employees risk burning out, becoming a bottleneck on their teams or overshadowing co-workers who stop learning and growing. This means that all your good intentions may actually have unwanted consequences for your peers and your company.Its true that high achievers have merit.Shellenbarger cites Michael Mankins, co-author of Time, Talent and Energy and a partner with Bain Co., who says star performers are 51% mora productive than others in their field.That means that a really great employee can make the whole operation more efficient, just with their presence.But in more creative fields, these high-achievers actually tend to hold back their less brilliant co-workers, according to a new study that has yet to be published.You somehow create a dependency, so that others rely on you,Ning Li, who conducted the study, told the Journal.Always being the achiever also puts a lot of pressure on workers, which can create tensions that cause employees to leave their jobs.Executives are left scratching their heads, wondering how they lost their superstar, saidDana Brownlee, founder of corporate-training firm Professionalism Matters.There are plenty of things bosses can do to make sure their top performers dont burn out. But if youre the star on your team, what can you do to take care of yourself?Shellenbargers made a list of dos and donts for the high achievers out there and theyre rules to live by if youre one of them. Here are her suggestions, in her own wordsWhat not to doTake over important projects.Agree to every demand on your time.Extend your work hours so you can do it all.Allow work to back up because youre too rushed to help.Deprive colleagues of learning opportunities.Allow your ideas to eclipse everyone elses.What to doPrioritize demands on your time.Delegate unmanageable work to others.Invite coworkers ideas and suggestions.Guard against overload and burnout.Notice teammates problems and offer help.Help coworkers grow their careers.

What Does Cv Mean in Resume for Dummies

What Does Cv Mean in Resume for Dummies The CV should also have relevant information like contact details. Irrespective of whether you make the most of a CV or resume, you need to thoroughly edit your document. Besides beginning with your contact info, there isnt any typical format for a CV. Creative CV templates are a superb source of design inspiration. A cover letter shouldnt be confused with a resume as it doesnt include all the particulars of a resume. Regardless of whether you take advantage of a CV or resume, you have to thoroughly edit your document. Request clarification if youre not certain which sort of document to submit. Its not acceptable for an expert document. What Does Cv Mean in Resume Features The very first paragraph is the initial and most important part a recruiter will concentrate on. CVs are often tailored to modify the emphasis of the information according to the specific lage for which the work seeker is applying. Verb phrases are a strong method to spell out responsibilities. Resume CV is a little bit of a misnomer. This handout explains what a curriculum vitae cv is the way that it differs from a resume and the way youre able to decide which to use. Besides jobs, CVs may also be employed by students to submit an application for internship positions. A CV stipulates an overview of someones education, work experience, and skills and its tendered when one is applying for work. What is Truly Going on with What Does Cv Mean in Resume Thus, theres no need to attempt to build one resume profile or write one particular profile title that fits every position you need to submit an application for. Precisely what you include depends partly on your kind of work. You could also say that you are searching for a different job because of ethical facets. If you are uncertain, its worth your time to get hold of the agency and ask which would be most suitable for the position. In a CV, as an instance, if youre asking for work in education, you might want to set your teaching experience in addition to your CV. In addition, if one has friends with CVs, be sure to ask to see them, so one can find a sense of the procedure. Have another person review your CV, ideally someone in your area. A CV contains an exhaustive description of someones work experience, educational background, and abilities. To increase your odds of catching the eye of a recruiter, your CV needs to be up to standard. Bullet points are frequently used to conserve space and only the most relevant accomplishments ought to be included, instead of all of them. Needless to say, you will likely be applying to numerous different but associated jobs with this one resume profile, therefore its important not to be too specific your profile title no longer is logical. While searching for a work online, there are times when you will notice employers requesting a CV instead of a resume. So, when you put in an application for work in Greece, the uni ted kingdom, or Denmark, your possible employer will ask you for a CV. Among the substantial differences which you will come across is that some EU employers wish to find photographs on your CV. Employers are uninterested in your journey up to now, more whether you can do the task required and fit in their organisation. The rest of The items are supported by the necessities of the jobs youre interested in and your unique strengths. Personal loans are provided by private lenders and there are not any federal forms to finish. In the United States, resumes are used for the overwhelming majority of job applications. Speak to Professional CV writers in Australia to figure out concerning the appropriate balance within this circumstance. CVs are the norm in the majority of European nations and can differ from the conventional American CV. A CV is the initial point of contact between you and a prospective employer. The CV needs to be accompanied by a cover letter. Your CV may incl ude everything which youve done thus far.

The Definitive Guide to How to List Research on Resume

The Definitive Guide to How to List Research on Resume How to Find How to List Research on Resume on the Web If you currently have an existing resume, you must make sure your information is updated and presented in a manner that will generate interest from the Hiring Manager. One reason you are going to want to do this is something named Applicant Tracking Systems (ATS). Research is a significant function for each and every business irrespective of industry. Simply take this Senior Digital advertising Manager job ad, for example. Utilize our market research analyst resume sample for a guide to create your application stick out. During that very first pass, a recruiter is most likely trying to find a couple of keywords they associate with the position. Examine the research job description and search for skills-related keyword phrases. If youve printed work that you need to include as part of your resume, there are lots of means of documenting publications on a resume to be a ble to intrigue hiring managers. Casual articles published in a hobbyist magazine most likely dont will need to get shared. 1 approach to highlight your publications is to make a distinct section in their opinion. The region of study matters too. Youll realize this info in all good resume templates. Fortunately, youve got several options when it regards publications in your resume. No matter which option you decide on, it is necessary to use the appropriate formatting when including publications on a resume. Compare this keyword list by means of your college transcript to get the appropriate coursework. Adding keywords naturally from the work description can help ensure it is a lot easier for recruiters to locate your resume faster. Following that, youre drop down a line or two and offer a brief list of your prior job titles. Take a look at the list below, and get prepared to make your resume way more exciting. Keep your references in a different list. Ultimately, addin g references poses a danger of the applicant. According to her, its also the reason putting your information just in the header or footer isnt a good idea. When dealing with data and statistics, as well as ensuring the info is accurate, its important to have the ability to meet project deadlines and manage your time to do your aims. Some information should be emphasized more than other based on what precisely the reviewers might be searching for. There are a lot of resume strategies to master which will help you land the job that you desire. You may not have much work experience to include, so concentrate on personal and professional skills and your educational background. Key skills are work-related skills that you want to do a job. To begin with, you will likely not get the job, because companies are so specific concerning the skill sets they are interested in finding. If you are in possession of a wide variety of technical abilities, however, your abilities may wind up bei ng precisely what gets you hired. Hard skills are quantifiable and frequently learned from school or at work. If youve got these general abilities, you are going to improve your marketability. 3 First, you must select the best skills for your resume. Characteristics of How to List Research on Resume Research assistants review print and internet resources to assemble information. Whether youre an undergraduate or somebody who wants to break into an area of interest, you are able to always locate job openings for a Research Assistant. Its important to discuss your studies when you make an application for work. You just arent able to slacken off when it regards research. Writing publications on a resume is not among the most frequent sections since its quite specific and is largely employed by academics or PR and advertising professionals. Be Organized Effective research is one thats simple to comprehend and navigate through. Someone straight out a PhD program is going to ha ve an extremely different objective than a person who has 5-10 decades of industry experience. Its essential to understand how to list your education on a resume at each stage.

How to Attract the Best Candidates with Your Talent Brand - Spark Hire

How to Attract the Best Candidates with Your Talent Brand - Spark HireEmployer branding is the way in which a company positions themselves to job seekers and is an essential part of an organizations talent acquisition process. Ninety-one percent of job candidates say that employment brand plays a key role in their decision to apply with a certain company. However, gone are the days of companies only having to think about maintaining their employer brand.The increasing popularity of social media sites has played a big role in the conceptualization of talent brand, which is defined by LinkedIn as the highly social, totally public version of your employer brand incorporating what talent thinks, feels, and shares about your company as a place to work. Simply put, a companys talent brand is in the hands of the very candidates they are looking to connect with and hire. Furthermore, talent brand often plays an even larger role in attracting (or repelling) job seekers.Below are tips on how c ompanies can ensure a positive talent brand to gain the interest of top-notch talent, from wherever they are in the world, that will help their organization growMonitor online reviews and commentsAnyone can say just about anything on the Internet about any particular company. Its important to designate people on your team to frequently monitor LinkedIn and websites such as Glassdoor for reviews and comments by talent towards your company.If a negative review or comment about your company happens to be posted somewhere, dont let it sit unacknowledged and affect the views of potential candidates. Address it right away so you can nip the problem in the bud immediately.Get on cameraShowing will always be better than telling when it comes to convincing candidates why they should want to work at your company. Consider incorporating company culture videos showcasing your organization on your careers page and promote them across all social media accounts. The videos could be of office tours , comments from current employees, company events, etc.Be active and visible on social mediaA study by CareerBuilder found that over sixty percent of candidates will tell others about a good experience with a company and fifty percent claimed they wouldnt hesitate to share a bad experience. Additionally, sixty-two percent of candidates utilize social media to confirm that what companies are selling them about their brand is accurate.These statistics show the importance of being active and visible on social media. A large population of job seekers are on sites like Twitter and LinkedIn, therefore, people from your company should be on there too. Establish social media strategies such as posting content relevant to job seekers to pique their interest and sharing photos from around your office to anzeige your fun, unique company culture. Moreover, developing a strong presence on social media will enable your company to connect with job seekers that may live in a different state or coun try.Job seekers are increasingly depending on the insight of their peers when determining if its worth their time to apply at a certain company. Therefore, its crucial that companies invest time and resources into ensuring a positive company talent brand so as to avoid missing out on the rockstar talent theyre looking for.Download your copy of our whitepaper, Connecting with Talent Across Borders, for more tips to help enhance your talent acquisition strategies.

Provoking Speeches or Gestures (UCMJ Article 117 )

Provoking Speeches or Gestures (UCMJ Article 117 )Provoking Speeches or Gestures (UCMJ Article 117 )Young men and women make rude and insensitive comments everyday. The military is no different, however, if serious, some comments or gestures could end your military career. However, to convict a service member under Article 117, prosecutors must prove that the accused used words or gestures toward another service member which were harsh enough to warrant an altercation or a breach of the peace. Proving that the comments or gesture a service member made warranted the physical altercation following the comments is difficult. In fact, often both members will be in trouble regardless of who started the altercation through words or actions. It depends on how you define provoking speech or gestures. What basically comes down to bullying, joking with partal cruelty or insensitivity (whether spoken or gestured), or other language that makes a fellow military member extremely offended or angry , could fall under the UCMJ Article 117 - Provoking Speeches or Gestures. Speech, action, or gestures that brings discredit or ill will to a command, may not fall under this article even though it may individually offend members of that command or unit to a level that What Is the Maximum Possible Punishment for Article 117 Provoking Speeches or Gestures? This article is no joke. Lacking the discipline to control your words and actions toward each other is a serious character flaw that the chain of command will take very seriously. A disruption to the morale and personal welfare of the unit will always be dealt with in a serious manner.If a service member is found guilty under Article 117, the maximum sentence will not exceed the following Reduction to the rank of E-1 Forfeiture of two-thirds pay for 6 months Confinement for 6 months Is the Article 117 difficult to prove?How does the military define Provoking Speech? Yes, it is difficult to determine guilt as many service mem bers have disagreements and if a student is in a boot camp / basic training environment, speech from the drill instructors could be considered provoking to some. However, under the UCMJ, provoking speech must involve the following The service member being provoked must be present at the time of offending service member speaking. The speech is inflammatory enough to lead a reasonable person to cause a breach of peace, whether through aggressive actions or additional verbal attacks. Additionally, the military does not consider provoking speech to include reprimands, censures, or reproofs which may be used in the interests of training, efficiency or discipline of the armed forces as done in training or military indoctrination programs. Text of Article 117 Any person subject to this chapter who uses provoking or reproachful words or gestures towards any other person subject to this chapter shall be punished as a court-martial may direct. Elements (1) That the accused wrongfully used words or gestures toward a certain person (2) That the words or gestures used were provoking or reproachful and (3) That the person toward whom the words or gestures were used was a person subject to the code. Explanation (1) In general. As used in this article, provoking and reproachful describe those words or gestures which are used in the presence of the person to whom they are directed and which a reasonable person would expect to induce a breach of the peace under the circumstances. These words and gestures do not include reprimands, censures, re-proofs and the like which may properly be administered in the interests of training, efficiency, or discipline in the armed forces. (2) Knowledge. It is not necessary that the accused have knowledge that the person toward whom the words or gestures are directed is a person subject to the code. Lesser included offenses. Article 80- attempts Next Article Article 118 - Murder Above Information from Manual for Court Martial, 200 2, Chapter 4, Paragraph 42 Most of the time, an altercation between two military members will likely not escalate to a UCMJ offense, but Non-Judicial Punishment for fighting regardless of the instigator will typically occur. There are also other ways to deal with this type of disturbance within the ranks that will not require any official punishment. Senior Enlisted Leaders have other ways to deal with two people that do not get along with each other - make them rely on each other for everything as well as be punished together and other creative ways to deal with tempers in the military. Sometimes, handhabung these type of infractions internally will work. If not, there is always the Uniform Code of Military Justice approach.

Want a full-time remote job with benefits Follow bloggers

Want a full-time remote job with benefits Follow bloggersWant a full-time remote job with benefits Follow bloggersRemote work is highly desirable for the flexibility it offers employees. But if freelancing or running a business isnt for you, whats a smart way to find a full-time job, with a salary and benefits, that lets you work from home or wherbeiever you want?The short answer find your next boss blog, Twitter account, or other online profile before theyre ready to hire.As the popularity of remote work has shot up, job sites specializing in remote or telecommute opportunities - like Jobspresso, Pangian, and Ditch the Office - provide a more customized experience for employees seeking work-from-wherever roles. But as with any online job board posting, standing out from the flood of applicants can be a challenge.Popular bloggers and business owners with a strong online presence often look to their own networks (sometimes exclusively) to find the next plus-rechnen to their team. Co mfortable with working and creating online, many internet entrepreneurs run at least partly virtual teams that offer good salaries along with the other benefits youd expect from a more traditional full-time job.Since these companies tend to be small operations and have less frequent turnover, being a part of a business influencers personal or professional online network is a great way to get your foot in the door with a virtual team. Simply being on the email list or connected on social media is helpful for two reasonsIt can give you a leg up on learning about full-time remote gigs (because youre hearing about it straight from the source) andIt can help you in the hiring process because you already have a relationship with the person and/or their brand since youre consuming their content. And people generally prefer to hire based on referrals or to source a new employee from their network.Dream virtual teamsRamit Sethis I Will Teach You To Be Rich (IWT) is a good example. Sethi famo usly started the personal finance blog from his dorm room at Stanford. Today, he employs 35 full-time people to run IWT, which has a range of offerings to help its audience optimize finances, become more productive, and more.The company hires about three to five times per year and depending on the role, Sethi says theyll find candidates by posting open roles to specialized job boards. But a key part of finding new employees is to include new job openings in subscriber emails.A newsletter is the easiest and best source of quality candidates, Sethi said. We love hiring fans of our company when theyre the right fit for the role. Weve done it several times in the past.One of those past hires was Christopher Ming. In 2012, he was waiting tables at a Thai restaurant and trying to get his career on track. Hed been consuming Sethis personal finance advice for a while when he decided to dig into his savings and purchase Sethis course, Find Your Dream Job.Though he initially used the strategi es in the course to land a writers assistant job in Hollywood, his aspirations changed over time. He applied for a product development job after seeing the posting in one of Sethis emails. He started as a part-time independent contractor in February 2014 and was brought on full-time about seven months later.There are tons of other examples of bloggers-cum-entrepreneurs and others who, like Sethi, will look to their online following for their next virtual hire. Derek Halpern, a marketer who founded the website Social Triggers, will frequently email his list and post new jobs with his company to his social media accounts (heres an older example). Marie Forleo, the entrepreneur who hosts MarieTV, also has a remote team and makes hiring announcements in her emails.Andrew Warner, founder of the podcast and online learning website Mixergy, does this too. Just a few weeks ago, Warner emailed his community when he created a virtual operations manager role. He also shared a video from a coac hing session that helped him clarify the job - killer information if you actually wanted to apply for the position.Mark Manson, the blogger who wrote the hit book The Subtle Art of Not Giving a F-ck, has taken a similarly transparent approach. In 2014, he posted two virtual full-time positions on his blog and asked readers to apply. He wrote two follow-up posts detailing how he made his hiring decisions and referenced the possibility of future hires. This business continues to grow. And as it grows it has become clear that I need to look no further than my own readership for the team I need, he wrote at the time.Freelancer to remote Full-timerBut how do you go from passive reader/follower to remote member of the team? In Ryan Robinsons case, he made the first move. Robinson reached out to 60 entrepreneurs to create an advice listicle for his own blog. One of those entrepreneurs was Steli Efti, the CEO of Close.io, who Robinson had been following on Twitter. After Robinson published and promoted the article, he got back in touch with all the entrepreneurs hed connected with to show that the article was getting traction.At the time, Robinson was freelancing and set up a call with Efti to see if he might be interested in some content marketing work. Efti asked Robinson to write an article for the company blog. That piece quickly became the most shared of all time and soon, Robinson began writing regularly for Close.io. After a few months, Efti suggested he join the remote team in a full-time capacity.At the end of the day, securing a remote job isnt really all that different from landing one where you need to be physically present. Its all about relationship building, Robinson said. Create something simple, small and easy to get a foot in the door, Robinson advises.Jaclyn Schiffs writing has been published at NPR, NBC News, HuffPost, The Muse, Thought Catalog, and others.

3E5X1 - Air Force Engineering Specialist

3E5X1 - Air Force Engineering Specialist 3E5X1 - Air Force Engineering Specialist An Engineering Specialist directs and performs civil engineering design, drafting, surveying, and contract surveillance to support Air Force facility construction and maintenance programs. Prepares manual and Computer Aided Design (CAD) drawings, specifications, and cost estimates. Develops, operates, and maintains Geographic Information System (GIS) modules. Utilizes surveying technology to include Global Positioning System (GPS). Evaluates potential construction sites and performs field tests on soils, asphalt, and concrete. Related DoD Occupational Subgroup: 412. Duties and Responsibilities Develop engineering designs. Use CAD software. Prepare cost estimates, performance work statements, and specifications for existing and proposed facilities. Design concrete and asphalt pavements. Perform simple load calculations for horizontal and vertical construction. Act as liaison between design, review, construction, and using agencies. Performs drafting duties. Interpret rough engineering sketches to produce working drawings using manual and CAD techniques. Produce architectural, structural, civil, mechanical, and electrical drawings. Update Base Comprehensive Plans (BCP) and maintains record drawings. Plot and reproduce drawings. Performs GIS duties. Link computerized maps to databases displaying detailed information via the web. Create geographic coverages. Develop database structures. Create and populate feature codes. Link graphical data to relational databases. Develop query routines for end-user applications. Performs surveying duties. Conduct reconnaissance, site location, construction, and mapping surveys while operating manual and electronic surveying equipment. Collect, convert, and present field survey data for civil engineering projects. Maintain equipment. Performs contract management duties. Manage and inspect construction and maintenance contracts. Interpret plans, specifications, and other contract documents. Coordinate, evaluate, monitor, and document contract activities and progress. Prepare recommendations for contract modifications. Review material submittals for compliance with contract specifications. Conduct pre-final, acceptance, and post-acceptance inspections. Manage warranty and guarantee programs. Perform standardized and expedient tests on soils, asphalt, and concrete. Collect, record, and interpret test data. Prepare reports for engineering evaluation. Support contingency operations. Develop bed-down plans to house personnel, aircraft, and associated support functions during contingency operations. Evaluate existing airfield pavements, lighting, navigational aids, markings, and arresting systems. Perform recovery operations to include explosive ordnance reconnaissance, airfield damage assessment, minimum operating strip selection, rapid runway repair calculations, and airfield marking procedures. Specialty Qualifications Knowledge. Knowledge is mandatory of computer operations, software applications, and mathematics; including algebra, geometry, and trigonometry. Education. For entry into this specialty, completion of high school or general educational development equivalency, with courses in algebra, geometry, trigonometry, computer operations, and software application is mandatory. Completion of high school courses in drafting, physics, and chemistry is desirable. Training. The following training is mandatory for award of the AFSC indicated:3E531. 3E531. Completion of the Engineering Apprentice course.3E571. 3E571. Completion of the Civil Engineer Management Craftsman course.Experience. The following experience is mandatory for award of the AFSC indicated: (Note: See Explanation of Air Force Specialty Codes).3E551. Qualification in and possession of AFSC 3E531. Also, experience in functions such as drafting, surveying, and material testing.3E571. Qualification in and possession of AFSC 3E551. Also, experience performing or supervising functions such as surveying, drafting, and material testing.3E591. Qualification in and possession of AFSC 3E571. Also, experience directing functions such as surveying, materials testing, drafting, and contract management.Other. The following are mandatory for entry into this specialty:Normal color vision as defined in AFI 48-123, Medical Examination, and Standards.Qualification to operate government vehicles according to AFI 24-301, Vehicle Operations. Strength Req: G Physical Profile: 333223 Citizenship: No Required Aptitude Score: G-48 (Changed to G-49, effective 1 Jul 04). Technical Training: Course #: J5ABA3E531 000 Length (Days): 62 Location: FLW

6 Tips for Successful Onboarding

6 Tips for Successful Onboarding 6 Tips for Successful Onboarding I landed a new job! Now what do I do?  We all know how challenging and stressful the job search can be, especially in this job market. You worked hard, aced the interview, and finally (!) landed a job that makes you happy. No more worries, right?Wrong.I hate to break it to you, but landing the job is only half the battle. Now it’s time to think about what you need to do to set yourself up for success in the long-run.   Think of your first 90 days on the job as an extension of the   interview process. The company is still feeling you out to make sure you’re the right person for the job, and you’re still making sure this is the right place for you. It’s no coincidence that most third-party recruiters don’t get paid out for placing a professional until after they’ve crossed the 90-day mark in their new job.Below I’ve listed out six tips to use, from the moment you give notice to your current employer through your first few months with your new employer, to ensure a success ful onboarding.Before Your First Day Don’t burn bridges.Whether your job has been a slice of heaven or a personal hell, act the part of the model employee during your final days in the office. Keep all communication (including your resignation letter ) professional and thoughtful. Do what you can to ease the transition for the colleagues you’re leaving behind. It’s a small world, and you never know when your paths may cross in the future. Learn more.Before your job begins, continue learning as much as you can about the organization and its industry. Ask for access to information related to your new role, including organizational charts. If possible, set up time to meet with new associates before your start date to get those introductory meetings out of the way. During Your First Week Make friends.There’s more to know about a company than what you’ll find in the employee handbook. Have ongoing conversations with your manager and colleagues to learn the unofficial rules, company politics and corporate culture. Befriend a co-worker who can help translate the organization’s own terminology and inside jokes so you can quickly get up to speed. Set expectations.Request a meeting with your new manager to learn what is expected of you over the first 30, 60 and 90 days on the job. If you’re successful during these time periods, what will you have learned or accomplished? Use this information to set future goals for yourself. Your First Month Demonstrate and document. You discussed your strengths during the interview process â€" now it’s time to put those skills to work! Take charge of a project you know you can deliver on, and then make sure that you do. Record your job successes as soon as you start your new role. It will make preparing for your annual review and updating your resume that much easier in the future. Find a mentor.Connect with a senior colleague at your organization who you admire. A mentor who’s been with the company for a while will be able to teach you the ins and outs of the place, help you navigate corporate politics, and introduce you to the right people and resources to move your career along. Starting any new job is going to have its highs and lows. Be prepared to feel a little stupid in those first weeks and get ready to ask a lot of questions. Approach the first 90 days of your new job as an extension of your job search, and utilize these tips to transition into your new role as smoothly and successfully as possible.

U.S. Citizenship and Immigration Service is Hiring 10,000

U.S. Citizenship and Immigration Service is Hiring 10,000 U.S. Citizenship and Immigration Service is Hiring 10,000 U.S. Citizenship and Immigration Service is Hiring 10,000 Hiring Freeze Exemption: U.S. Citizenship and Immigration Service (USCIS) Plans to Make Over 10,000 Hires Based on Executive Orders from Jan 25-28, 2017 Yes the federal government is in a hiring freeze, but there will be a total of 15,000 jobs opening up with DHS! With President Trumps recent Executive Orders, the Immigration and Customs Enforcement (ICE) will endeavor to hire 10,000 additional employees. The Customs and Border Protection (CBP) will look to hire 5,000 employees. CBP and ICE fall under the DHS. Request a Quote for USCIS Federal Resume Writing: Here Executive Orders Are Creating These Jobs President Trump issued several Executive Orders to more strictly enforce immigration laws: cutting access by immigrants from certain countries to come into the US, through the building of a physical wall, easing the process for deporting undocumented immigrants and ending the policy known as catch and release, among other policies. The ICE order directed the agency to take all appropriate action to hire enforcement and removal officers to the extent permitted by law and subject to the availability of appropriations. The CBP order called for new hires to be directed toward the Border Patrol, and for the agency to ensure that such agents enter on duty and are assigned to duty stations as soon as practicable. USCIS Is a Major Federal Employer with a Vital Mission Whats the mission of USCIS? A unit of the Department of Homeland Security, the agency provides accurate and useful information to customers and grants immigration and citizenship benefits. USCIS has 19,000 government employees and contractors working at 223 offices around the globe. USCIS also supports immigrants integration and participation in American civic culture. CBP and ICE fall under the USCIS. For these USCIS Jobs, Veterans Preference and Military Spouse Preference Will Apply Some Veterans can apply 3 times to the same announcement (when the announcements are posted) READ THE WHO MAY APPLY SECTION: 1. US CITIZEN ANNOUNCEMENTS AND VETERANS PREFERENCE! Applicants interested in these opportunities should keep their eye on job postings on USAJOBS. Play particular attention to the Who May Apply section, as Veterans Preference is only applicable to positions open to All US Citizens or what is commonly referred to as the DE or external announcements. 2. SPECIAL HIRING PROGRAM APPLICANTS CAN APPLY TO BOTH INTERNAL AND MERIT ANNOUNCEMENTS Applicants eligible for special hiring programs for Veterans (i.e, VEOA, VRA, or 30% or More Disabled Veterans) or Persons with Disabilities (Schedule A) or Military Spouses can apply to the internal or merit announcements normally identified under the Who May Apply as Federal employees with Status, Veterans Eligible for VEOA and/or those eligible for other Special Hiring Authorities. 3. WRITE TO YOUR REPRESENTATIVE NON-COMPETITIVE HIRING PROGRAM CANDIDATES CAN APPLY Applicants eligible for non-competitive hiring consideration (VRA, Schedule A, and 30% or More Disabled Veterans), may also want to contact the agencys Selective Placement Program Coordinators for additional guidance on non-competitive hiring procedures. Handy cover letter form (free): resume-place.com/resources/cover-letter-builder/ Selective Placement Program Coordinators That Can Help: https://www.opm.gov/policy-data-oversight/disability-employment/selective-placement-program-coordinator-directory/ Veterans Representatives (look for USICE): https://www.fedshirevets.gov/AgencyDirectory/index.aspx NOTE: These positions are NOT posted on USAJOBS yet or maybe they are today! But they will be coming soon! Get prepared ahead. Learn about the positions and the overall responsibilities, and KSAs for each position (Knowledge, Skills and Abilities), and job requirements. Get ready to apply now! USCIS Careers https://www.ice.gov/careers/occupations U.S. Immigration and Customs Enforcement (ICE), the largest investigative agency in the Department of Homeland Security, is responsible for enforcing the nations immigration and customs laws. ICE has more than 20,000 employees working in more than 400 offices in the U.S. and around the world. All current ICE job vacancies are posted on OPMs USA Jobs website. Available positions change weekly as vacancies are filled and new jobs are added. DETENTION AND DEPORTATION Deportation Officer Deportation Officers (DOs) conduct legal research to support decisions on deportation/exclusion cases and assist attorneys in representing the government in court actions. DOs work with other federal law enforcement officials to identify, locate and arrest aliens and are responsible for ensuring the physical removal of aliens from the United States. DOs also prepare, present and defend deportation or exclusion proceedings. This work involves working with both criminal and non-criminal aliens at various stages of their deportation/exclusion proceedings. Additional responsibilities include conducting complex investigations, conducting surveillance work, preparing investigative reports and assisting in seizures. Detention and Deportation Officer Detention and Deportation Officers (DDOs) are responsible for directing, coordinating and executing detention and removal activities. DDOs recommend administrative procedures and policies, participate in long-range planning, and provide guidance on detention and removal operations, policies and requirements. Additional responsibilities may include developing budget estimates and justifications, analyzing programs to recommend improvements and assisting in investigations. Immigration Enforcement Agent Immigration Enforcement Agent (IEAs) are the uniformed presence of immigration enforcement within the U.S. interior. IEAs perform enforcement functions related to the investigation, identification, arrest, prosecution, detention and deportation of aliens, and the apprehension of absconders from removal proceedings. IEAs assist in the processing and removal of aliens to their country of citizenship. ICE Health Service Corps Through an interagency agreement between the Department of Health and Human Services (DHHS) and the Department of Homeland Security (DHS), the ICE Health Service Corps (IHSC) provides healthcare to undocumented migrants in the custody of Immigration and Customs Enforcement (ICE) residing in Service Processing Centers (SPC) and Contract Detention Facilities (CDF). The IHSC takes pride in its direct role in the Agencys missions of protecting America by providing healthcare and healthcare services to detainees in support of immigration law enforcement. IHSC serves as the primary focus for the planning, management, policy formation, program coordination, direction, and liaison for all health matters pertaining to 35,000 detainees in the custody of ICE. IHSC supports this mission by providing or arranging cost-effective health service for the delivery of direct primary health care at 21 ICE facilities or at other locations throughout the nation where ICE detainees are held. HOMELAND SECURITY INVESTIGATIONS HSI Special Agent ICE is the largest investigative arm of the Department of Homeland Security (DHS). ICE Homeland Security Investigations (HSI) protects the United States against terrorist and other criminal organizations who threaten our safety and national security and transnational criminal enterprises who seek to exploit Americas legitimate trade, travel, and financial systems. ICE HSI operates out o f 70 offices in 47 foreign countries. HSI criminal investigators utilize innovative investigative techniques and new technological resources to help prevent terrorism and other criminal activities by targeting the people, money and materials that support illegal organizations. They are involved in a variety of challenging criminal and civil investigations involving national security threats, terrorism, public safety, drug smuggling, child exploitation, human trafficking, illegal arms export, financial crimes, identity fraud, benefit fraud, commercial fraud and more. HSI criminal investigators have a commitment to excellence and protecting our country. ICE HSI periodically posts criminal investigator vacancy announcements on the Office of Personnel Managements (OPM) USA Jobs website. To learn more about becoming an HSI criminal investigator, contact your nearest Special Agent in Charge Office and ask for the regional or local recruitment coordinator. Phone numbers for each HSI office are listed under Contact Us. INTELLIGENCE CAREERS Intelligence Officer Responsibilities include analyzing and evaluating information and preparing intelligence products, along with interfacing with other ICE components and the larger intelligence community, providing on-site intelligence input to field offices involved in major criminal investigations, and coordinating and monitoring ICE intelligence operations. Intelligence Research Assistant Responsibilities include technical and administrative support and assistance for intelligence operations through a wide range of procedural work and data gathering. Intelligence Research Specialist Responsibilities include analyzing and evaluating information, and coordinating and preparing intelligence products. Management and Program Analyst and Mission Support Specialist Responsibilities include administrative and management services essential to the operations of the office, including management and information systems, telecommunications, budget, finance, procurement, human resources, training, logistics, property, space, records and files, printing and graphics, mail, travel, and office equipment. INVESTIGATIONS SUPPORT Auditor You will plan, perform and advise on a variety of external audit assignments in connection with financial and/or work site enforcement audits of suspected criminal organizations and businesses. You will provide technical assistance and analysis to Criminal Investigators and others as required in the course of investigations, including participating in on-site reviews of financial documents and/or employment documents. You will support the SAC offices by working directly with Criminal Investigators, and other Auditors in financial investigations and/or identifying unauthorized workers in both critical and non-critical sectors during administrative and criminal work site investigations. You will be responsible for conducting highly complex financial audits of criminal organizations and business entities. You will utilize a variety of audit procedures, statistical techniques, and data analysis to assemble and develop findings. Criminal Research Specialist You will serve as a Criminal Research Specialist performing a wide range of duties on criminal, civil and administrative investigations relating to Financial, Smuggling, Public Safety, Critical Infrastructure, National Security, Arms and Strategic Technology, and Human Smuggling. You will provide briefings, advice, and assistance to management on government-wide intelligence operations for the promotion and implementation of a criminal analysis program. Based on reports, assessments and statistical summaries, you will be responsible for planning, conducting and coordinating complex multi-faceted analytical assignments and/or research projects in support of diverse investigations on matters involving Homeland Security Investigations (HSI). The majority of the analytical work produced is utilized in furtherance of case development, presentations to the United States Attorneys Office, and prosecutorial presentations in grand jury and trial proceedings. Investigative Assistant You will provide a wide range of technical, administrative, and clerical support to the investigations program. This includes gathering data and conducting limited inquiries regarding individual case assignments; assisting in accomplishing case research and trial preparation; and researching and assembling, compiling, and tabulating information and figures for agents use in investigations, seizures and penalty reports and as evidence in various cases. During mobile investigative activity, you will monitor the base stations radio; coordinate and relay information between agents when radio transmissions are hampered; respond to requests by agents for investigative information which may be of an urgent nature; and utilize personally developed contacts from other law enforcement agencies, state government agencies, etc., to obtain the required information. In addition, you will compile reports on the progress of various cases, seizures and arrests, and perform a variety of clerical dutie s for the office and the agents, including typing, receiving and screening mail, and acting as the office timekeeper. Mission Support Specialist You will coordinate and perform a wide variety of administrative and management services essential to the operations of the office (including, but not limited to, management and information systems, telecommunications, budget, finance, procurement, human resources, training, logistics, property, space, records and files, printing and graphics, mail, travel, and office equipment) and serve as an advisor to management on assigned administrative matters. In addition, you will conduct or participate in the evaluation of administrative programs, systems and methods and identify ways to improve the efficiency and effectiveness of these services at the local level. You will also represent the office in dealings with vendors and organizations within the agency that have primary responsibility for these services. Technical Enforcement Officer You will participate with criminal investigators and other law enforcement officers in active criminal investigations and apply advanced investigative techniques to gather evidence and intelligence that facilitates the prosecution of violations of criminal laws of the United States. You will have an extensive working knowledge in the use, instruction, installation, maintenance, troubleshooting and integration of the full range of electronic surveillance devices including but not limited to telephone, video, audio, tracking, Radio Frequency (RF) technologies and associated unique surveillance systems. You will provide extensive expertise in the planning and execution of the electronic surveillance phase of major investigative and enforcement operations. You will serve on high-risk special operations teams. You will make covert court-ordered entry onto/into the property of targets of criminal investigations to install equipment to collect evidence. You will also serve as a technical au thority and provide training and guidance to journey level Technical Enforcement Officers, HSI special agents and other Law Enforcement Officers engaged in electronic surveillance and investigative work, assuring mission requirements are fulfilled. See our Sample DHS Federal Resume: resume-place.com/services/federal-resume-samples/ GET HELP WITH YOUR FEDERAL RESUME TARGETED TOWARD THESE POSITIONS: Ask for a Quote The Federal Resume Guidebook, 6th Ed. is the Number 2 Best-selling resume book on Amazon and all book sellers today!

Contribute an Article to ME Today Engineering Newsletters

Contribute an Article to ME Today Engineering Newsletters Contribute an Article to ME Today Engineering Newsletters Contribute an Article to ME Today Be an ME Today Contributor If you are interested in contributing to the professional and career development of early-career engineers or engineering students, we invite you to submit an article and/or a video recording for publication in ME Today. ME Today reaches a worldwide audience of early career engineers (2-3 years professional experience) and, undergraduate and graduate students. ME Today covers stories in Industry Management Perspectives, Emerging Technologies, Engineer Spotlights, and Collegiate News. Subject Matter Your submission could include personal and professional experiences, lessons-learned, instructional information such as How to, best practices for starting a career, managing a career, building a career, etc. The content should be relevant and crucial to overall career development for young engineers. For Early Career Engineers: Information that early career engineers can use to assist them in advancing their careers, their professional awareness and skills, better understand the practice and business of engineering around the world, or that will help them to balance their personal/professional lives. For Engineering Students:Information that undergraduate and graduate students can use to assist them during their educational careers and as they prepare for futures in engineering. Specifications Article Specifications: Article word count should be 400-750 words; and include at least one (1) relevant color-photo. Please send as a digital file, with at least a 300dpi resolution. Jpeg format is preferred. Here is a sample of the article format See examples of published articles Video Specifications: The video should be no more than 5 minutes and shot in the highest quality possible; format requirement is .AVI or .WMV. ASME will review all videos submitted for publication on the ASME FutureME YouTube Channel. Here is a sample of a Video Byline/Biography Please provide your full name (As you would like it to appear on the byline of the article as author) and include additional information with your contribution: Current Job Title Employer or Name of School and Academic Department Daytime Phone Number [To contact you, if necessary] Brief Bio or Copy of Resume [Optional] Editorial Process/Permission to Use All articles received will go through an editorial process. New articles are posted online bi-weekly and published at least 6 times per year as a newsletter. In submitting an article or video, the author grants permission to ASME to edit for clarity, style and length, prior to publishing and grants ASME all copyrights to the published work. Depending on the volume of submissions, unpublished articles may not be acknowledged. ME Today is a publication of articles that is made available online and distributed free of charge to ASME members worldwide. Contributing authors do so on a voluntary basis and receive recognition in the publication, but are not otherwise compensated. How/Where to Submit Your Contribution Email your article, photo(s), permission form to earlycareerengineer@asme.org addressed to the ME Today Editorial Team. For video submissions, please use a service like Dropbox: www.dropbox.com to share your media file(s) with us.

People who work from home make $4,000 more a year

People who work from home make $4,000 more a year People who work from home make $4,000 more a year Around 3.9 million Americans are working from home - and many are getting paid more money for it than they would make in regular office jobs.That’s according to the 2017 State of Telecommuting report from FlexJobs and Global Workplace Analytics released  the 2017 State of Telecommuting in the U.S. Employee Workforce Report today, showing that in 2015, around 4 million US workers did their jobs from home at least half of the time.In other words, that’s around 3% of US employees, which translates to a 115% jump in telecommuting between 2005 and 2015.At the same time, traditional all-day-in-the-office jobs increased only 12% during the same years.Kate Lister, President of Global Workplace Analytics said in a statement that “the trend is unmistakable. Leading employers are cashing in on the people, planet, and profit benefits of allowing their people to choose where they want to work.”The data comes from the U.S. Bureau of Labor Statistics and the U.S. Census Bureau, but there a re caveats: the real amount of people who work at home for any amount of time is probably between 10 and 15 times bigger than amount who do so at least half of the time or more. Unfortunately, because there’s no way to track individual work-from-home weeks or days for business and government employers, there’s no comprehensive information “on those less-frequent telecommuters” from the the government or private industries.Highly paid to work from homeBut the most surprising part of the data was just how much telecommuters earn.  The research  found that 79% of telecommuters and 67% of non-telecommuters take home $100,000 a year or less.Within that income bracket, the average telecommuter is more likely to make more a year than those in the other category- about $4,000 more.What makes telecommuters worth more? We can only speculate. It could simply be that most companies only trust relatively senior workers with flexible schedules - so if your boss trusts you to work from h ome, it means you’re senior enough to be making quite a bit of money.Bolstering that theory:  Half of telecommuters are at least age 45, versus 41% of all US workers. And people who work from home tend to be highly educated:  about 53% of telecommuters have a bachelor’s degree or higher, versus 37% of those who don’t work from home.As for industries, the report said that working from home “is most common in Management occupations, but employees in Computer, Mathematical, and Military occupations work at home much more frequently than their peers.”The downside of all this?It demonstrates that junior workers probably don’t get as many opportunities to work from home and take other flexible time that allows them to live their lives fully.The cities where working from home is the ruleThe fact that telecommuting favors age and seniority doesn’t mean no one else has a chance. You don’t necessarily have to have graduated from college to work from home, because 27% of teleco mmuters have earned their associate’s degree, and 20% have earned  a high school diploma or less.The top five telecommuting metro areas are: Boulder, CO (8.5% of all workers there do so from home), Corvallis, OR (6.9%), Raleigh, NC (6.2%), Charlottesville, VA (5.5%), and Austin-Round Rock, TX (5.4%).Working from home helps workers and their companies save moneyUsing a tool called the Telework Savings Calculator, Global Workplace Analytics showed that working from home saves businesses money.It predicted that the 3.9 million people working from home at least half-time back in 2015 saved their workplaces $44 billion yearly in total. That’s $11,000 per half-time telecommuter, on average.The report adds that “if the telecommuting workforce expanded to include those who could and wanted to work from home, the potential employer savings could approach $690 million a year.”The next frontier for telecommutingThe report recommended ways that companies and people can boost telecommut ing.Local, state and federal governments should get rid of policies making  it more difficult to work from home, like the “telecommuting tax penalty.” Government bodies should fund initiatives raising awareness of working from home, “incentivize employer participation” and “explore telecommuting-friendly incentives” for a variety of reasons that could benefit the people they serve.But the report also boiled it down to employers and people, including: that businesses should think about how working from home can expand the number of employees, support them and help their professional objectives.Employees can “propose a telecommuting arrangement,” look for positions with this option, or talk to HR or management if they don’t already work from home.Those that do can recommend making “an employee resource group” among telecommuters at their employer, among other options.

2017 Salary Hiring Preview

2017 Salary Hiring Preview 2017 Salary Hiring Preview */ Read the infographic text. 2017 SALARY HIRING PREVIEW The Robert Half Salary Guides track compensation levels for more than 750 positions. Here’s a quick look at the projected starting salary increases and trends taking shape for 2017: Technology +3.8% Finance Accounting +3.7% Legal +3.6% Creative Marketing +3.6% Administrative Office Support +3.5% Overall +3.6% Top Roles to Watch These are some of the professionals who are in the greatest demand and shortest supply:* +6.9 Compliance Manager (7-9 years’ exp. in the legal field) $98,500 - $127,250 +6.4 Data Scientist$116,000 - $163,500 +6.2 Front-End Web Developer $83,250 - $119,500 +6.1% User Experience (UX) Designer (3 years’ exp.) $75,750 - $103,000 +5.7% Network Security Engineer $115,500 - $162,500 +4.3% Financial Analyst (1-3 years’ exp., midsize company)** $61,250 - $78,500 +4.2% Controller ($100M - $250M in revenue) $119,250 - $159,750 +4.1% Staff Accountant (1-3 years’ exp., small company)*** $50,000 - $64,250 +4.0% Senior/Supervising Corporate Paralegal (7+ years’ exp., midsize company)** $68,000 - $93,750 +3.9% Executive Assistant $45,500 - $62,000 *Salaries listed are national starting salaries only. Calculate local figures and download the complete 2017 Salary Guides at roberthalf.com/salary-guides. **Midsize company: $25 million - $250 million in revenue ***Small company: up to $25 million in revenue Firms compete heavily for specialized talent: The most specialized workers possess college degrees, certifications and unique skill sets. Their roles often involve more than one function (e.g., technology and finance). Unemployment rates for these roles are as low as 0.5%.2 U.S. workers age 25+ with college degree - unemployment rate: 2.5%3 General U.S. labor force - unemployment rate: 4.9%3 FOUR HIRING TRENDS: 1. TIMING IS EVERYTHING Top candidates often have multiple offers within a week. When faced with a lengthy hiring process, 39 percent of candidates lose interest and pursue other roles. 1 2. SHORTAGES OF THE HIGHLY SKILLED Big data, compliance and security roles continue to be among the most difficult to fill. 3. COLLEGE DEGREE REQUIRED A four-year college degree is a must-have for most professional roles. 4. ONBOARDING IS CRITICAL Savvy firms help new hires integrate with the corporate culture. Employees who don’t feel like part of the team may soon leave for another role. Sources: 1 Robert Half Time to Hire Survey. More than 1,000 U.S. adults working in professional environments were surveyed by an independent research firm in Q2 2016. https://www.rhimediaroom/are-you-taking-too-long-to-hire 2 U.S. Department of Labor, Bureau of Labor Statistics Specialized Unemployment Rates for Q2 2016, reported July 8, 2016 3 Bureau of Labor Statistics Employment Situation for July 2016, reported August 5, 2016 © 2016 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans.

When Youve Fallen Out of Love with Your Job

When Youve Fallen Out of Love with Your Job When Youve Fallen Out of Love with Your Job 1consider the reasons why you may have fallen out of love with your job- and how to hopefully resuscitate the romance for your work once again! Give it some time. Just like in any relationship, there are bound to be ebbs and flows, where you experience moments of happinessand mind-numbing monotony. If you feel that you’ve fallen out of love with your job, don’t be quick to rush into a new job search. Take some time to assess your feelings to see where they’re stemming from. It might be that the new office regulations are giving you grief…and plenty more paperwork to do. Or it could be that new coworker who always tries to one-up you in meetings. It might even be something in your personal life that’s overflowing into your work life. Trace your trigger to figure out what’s bothering you so that you can fix it. Ask for other opportunities. Although you’re passionate about your career, doing the same thing every.single.day over an extended period of time can have any employee reconsidering their work situation. If you love your job but feel like it’s been there, done that,  ask your employer for new tasks to tackle. Having something new and exciting to do will help you see things in a new way- and potentially help you realize that your job isn’t that bad after all. Be realistic. Let’s say that you’re just over your job. Before you call it quits, consider the consequences. Do you have enough of a nest egg in order to support yourself while you job search? Do you have other sources of income to tide you over until you land your dream job? With more than three-quarters (78%) of the U.S. workforce living paycheck to paycheck, you might have to stick it out a little longer before you can leave your job. And perhaps knowing that your position provides a steady income for you and your family might be enough to make you appreciate it, flaws and all. Talk to your boss. An inflexible work schedule can be enough to make any loyal employee seek work elsewhere. If you’re finding that your 9-to-5 isn’t working with everything else that you’ve got going on in your life, it might be time to have a sit-down with your boss. Review your job to see what parts of your position can be done remotely, and then propose your plan to work from home (at least part-time to start) to your manager. Being able to have some autonomy in how, when, and where you work can lay down the foundation to work-life balance- and ignite the love for your job once again. Hone your hobbies. Let’s face it: your job might not fulfill every aspect of your happiness, and frankly, it doesn’t have to. But if your job checks off a percentage of the must-haves on your list of reasons to stay (such as work flexibility, enjoyment of the majority of your responsibilities, and a competitive salary and good benefits), then it could be time to turn to your hobbies to bring you additional happiness. For example, you might discover that reigniting your passion for projects that are outside of work might help you see your job in a whole new (and lovely) light. Still Ready to Call It Quits? BROWSE OPEN FLEXIBLE JOBS

7 Ways to Scare off a Recruiter

7 Ways to Scare off a Recruiter 7 Ways to Scare off a Recruiter With more than 12 million people unemployed nationally, job seekers cannot afford costly mistakes when submitting their resumes. The window of 5-7 seconds is a narrow one, especially considering a potential employer only allots that amount of time to hundreds of resumes a day. Below are seven common ways to frighten a recruiter; avoid them to increase the chances of that ‘narrow reviewing window’ opening up a little wider for you. 1. Sloppy resumes At number one, grammatical errors, typos and misspellings are the most common and, often, most costly mistakes. Hundreds or even thousands of people can apply for one position. Why would a recruiter waste his or her time with an applicant who spells acheive for achieve or excede for exceed? Obvious typos tell potential employers the applicant did not take the time to review and reread his or her resume before submission and grammatical errors, especially for communications positions, show employers whether or not an applicant is a good fit. Using a colon in place of semicolon, omitting necessary commas and placing the period outside of quotation marks - these are all ways to scare off recruiters. The most threatening error? Misspelling a company’s name. If an applicant cannot make sure to spell the name of the company that he or she is applying to correctly, that person will immediately have his or her resume thrown out. 2. Unprofessional email address Employees represent the companies they work for; they help maintain and reflect a company’s brand. Recruiters look at potential candidates to see who will best fit into the culture of the company. An unprofessional email sends a red flag to employers. They want to hire mature adults, ones who understand the importance of creating a professional email address. If you aren’t sure whether or not your email is professional, take this test: Imagine a recruiter just called you about a job opening. He or she asks you to provide an email address to forward the information to. Say your email address aloud, just as you would over the phone, and see how it sounds. 3. Residence Some companies try to avoid hiring out-of-state applicants. Relocation and the expenses that come with it are not always things a company wants to deal with with bringing on someone new. Find out if an employer is seeking “local candidates only” before applying because if that’s the case, he or she won’t even consider an out-of-state resume. 4. Lack of detail in work history It’s true you do not want to crowd your resume with long sentences, but not providing enough detail is also risky. Simply listing previous positions is not enough. Recruiters want to know the functions and duties carried out while you worked at a company. Lack of detail makes them question how significant your previous roles were. 5. No knowledge of industry applying for Resumes that reflect work history that has nothing to do with the industry of position you’re applying for are also red flags. Unless it’s a no experience necessary position, most job postings list some type of requirements and/or qualifications for applicants, and applicants must often have some type of background in the field of the open position. 6. Lack of professional references Having no references can often be a deal breaker for recruiters. Employers value feedback from those who can attest to an applicant’s work ethic and skills. If two or more of a person’s references are personal - family members or friends - this can also hurt an individual’s chances of their resume getting further attention. Too many personal references tell employers an applicant doesn’t have enough professional references, and this leads them to wonder why? Do they not truly have the work experience they claim to? Was their work poorly done? Did they leave on bad terms? You do not want your resume to leave recruiters skeptical or confused. 7. High school activities This pertains to college students (because I’m hoping no one out of school would do this). When seeking internships or regular employment, a list of high school activities blares a warning to recruiters. Like personal references, the applicant doesn’t have enough current or collegiate experience so he or she went back to high school. Unless you’re a freshman student, this is a big no.Master the art of closing deals and making placements. Take our Recruiter Certification Program today. We're SHRM certified. Learn at your own pace during this 12-week program. Access over 20 courses. Great for those who want to break into recruiting, or recruiters who want to further their career.

Mythical Answers to Cover Letter for Resume Revealed

Mythical Answers to Cover Letter for Resume Revealed Cover Letter for Resume - the Conspiracy Job seekers deserve to come across decent content quickly. You have to support your work description with some awards for the fantastic jobs that you've handled. Be certain to tailor any samples you use to coordinate with your own background and the job for which you're applying. All the resume sample resumes will find the transferable abilities and examples that don't have any work experience. If you want, I can supply you with current samples of my work. Reread the work description to determine if it's listed there or check the organization site. Resumes could be organized in various ways. The Key to Successful Cover Letter for Resume A letter of introduction does just what it implies it introduces one particular party to a different party. The introduction has become the most important portion of the expert cover letter, as it's where you're intended to earn a strong impression that's sufficient to motivate employers to carry on reading the document. Explain which you're asking for work and want to handle your cover letter to the right individual. Know the individual who will be interviewing you and compose the letter accordingly. Be sure all contact information is not difficult to locate on the cover letter, and specify what's the very best method of contact. Before you even start your cover letter, gather information regarding the employer and the business that you're applying to. A cover letter should demonstrate the employer you have the qualifications to do the job you're applying for. It should be a one-page document that provides clear and concise details as to why you want the job. It is the place to expand on experiences such as study abroad or coursework that you may not have had the opportunity to describe on the resume. You CANNOT use exactly the same exact exact same cover letter to apply for each and every job. Cover Letter for Resume Secrets That No One Else Knows About Whenever you are enquiring about the odds of employment, make certain you specify which areas, sections or departments you want to apply for. Perhaps you would like to shed a part of your prior management duties, or you wish to cut back on business travel or there are benefits of reducing your commute. 1 advantage for employers to internet resumes is the substantial cost saving in comparison to traditional hiring methods. It can be beneficial to print a duplicate of your cover letter and edit it using a pen in hand. Regardless of what engineering track you're on, your cover letter should highlight problem solving skills and the ability to satisfy quality standards. By earning your letter conversational in tone instead of overly formal, you can demonstrate that you're friendly and approachable. Bear in mind that it's important to tailor the letter in line with the firm's mission and the work role you're seeking for. You will also have to show that you've positive attitude to the position and the hiring company. It's also valuable to research the business further online to acquire a sense for the business's culture. The business would like to think that you took the opportunity to read about and understand the position. The 30-Second Trick for Cover Letter for Resume When you have finished the letter, don't forget to sign it. Make certain your letter is related to your applied position. The debut of your letter should be quite impressive. The whole use of the letter is to create the introduction. Actually, you shouldn't make your document precisely the same as an example or template. For that reason, it is going to become crucial to hone the writing skills to be able to develop into capable enough in preparing a draft of the company letter perfectly. To be able to conserve time, it's far better to think of an official letter template which you can copy and modify to coincide with the particular case. This example could just be an email.

The Appeal of Nursing New Grad Resume

The Appeal of Nursing New Grad Resume Entitlement despite gaps when you have been away from bedside nursing for some time, you might want to indicate that you're ready and eager to brush up your abilities. There are a number of ways to discover exciting nursing jobs. Our next valuable suggestion is to concentrate on your skills, qualifications and licenses. To grab this kind of opportunity you will require a well written nursing student resume. Facilities should remain certain the graduate is correctly trained and safe before he or she's ready to work alone. Besides Clinical Rotations will choose the workplace experience. Nursing education is a course undertaken by individuals trying to develop into successful nurses later on. Objective statement for nurse practitioner If you opt to incorporate an objective, please don't state the obvious, I would like to get a job as a pediatric nurse practitioner. Consider the sort of nursing you would like to do and then turn into a master in your area. You may use the skills below. Nearly every applicant who's searching for a job want to make a specialist resume for her or his interview. Whatever you are searching for in a nursing resume, you're guaranteed to get the best samples in our site. If you anticipate writing a new grad RN resume, it is better that you begin by searching for a sample to follow. Short collection of regions you can volunteer I strongly recommend you try locating a hospital to volunteer in see whether it's possible to get in the busiest unit like the ER or ICU. With some research it's possible to learn to appropriately utilize them. As a nurse, you have an assortment of options to select from. Since you are searching for a new grad RN resume to apply for employment in the USA, you may want to check out what we have to offer on our site. To be a Licensed Practical Nurse, you've got to finish a certification course from a school that's accredited by the state. You may begin working within 2 decades but first you need to have a Licensed Practical Nurse resume worthy of this kind of honorable profession. You will be able to then have a peek at the improvement of the download through the system that is from the internet. You've got to adept at handling the many tools necessary for the job. Getting help online for resume writing was never a simple decision as there are too many businesses offering the exact same services. There are many packages out there which provide resume maker software, but a lot of them, particularly the completely free variations, will not be that useful and everybody is utilizing them, so your resume will likely look the exact same anyway. On a lot of bases, there's a department that gives soldiers with specialized help in making a fantastic civilian resume and there are many outside sources of help too. The procedure for transitioning from the military can present its own distinctive set of challenges. On the flip side, if you've got a fairly linear or straightforward career path, the space is probably better used for extra bullet points in every single job. Once from the service, however, you might find connecting to a different community quite daunting. The point is to grab focus at the perfect keywords and phrases to create maximum effect. It is possible to frame your deficiency of experience within the target statement in a sense that won't diminish your chances. Or perhaps you simply wish to be in a position to better express your ideas and ideas more clearly. The very best advice I ever had was to come across an area which really interests me, then research it and select the best place that I am able to apply to.

Unanswered Questions Into Skills on a Resume Disclosed

Unanswered Questions Into Skills on a Resume Disclosed What is Really Happening with Skills on a Resume Most standard resume formats incorporate a skill section at or close to the bottom of the resume. Resume writing needs to be carried out to be able to sell yourself in market. There's a lengthy collection of font but you ought to use the normal font employed for resume writing. You may find below a list of the greatest skills you may put on your resume based on the sort of job which you are applying for. You also should try and learn how information is communicated within the business. You might find it helpful to practice your customer service abilities. Enhancing your customer service skills will be able to help you move from providing fantastic customer service to great customer services. On-line job search that involves going directly to company internet sites is a great way to introduce yourself to the business in which you think that may be interested. The Good, the Bad and Skills on a Resume Understanding how much you fit in the position requirements, you are feeling confident that you are going to be receiving a call from the Human Resource Manager. One-for-all kind of resumes may be spotted, and are usually discounted by HR. Hard skills have a tendency to be more technical, and each business or kind of job will often have its personal necessary set. There are a few skills that will be totally necessary for any successful candidate. A Startling Fact about Skills on a Resume Uncovered Instead, you ought to showcase your soft skills by producing an achievement-oriented expert experience section. You may use a on-line search engine to discover no cost on-line presentations of skills. Soft skills are a little bit more vague and open to interpretation. You ought to be including communication skills on your resume but it ought to be accomplished indirectly. Key Pieces of Skills on a Resume Before you buy a work offer, you have to ha ve a resume. You probably will not locate the job which you really want immediately. You will also want to learn who held the job before the previous person and the reason why they left the job. You really need to find out more about the job and company (starting with the work description) and place the abilities and keywords THEY mention. New Questions About Skills on a Resume Bear in mind that even if you're a seasoned candidate, your job relevant qualities can create a difference in receiving you the interview call. A skills resume also allows you to showcase what you could do rather than focus on a string of jobs. 1 approach to insure the interview is a true conversation where both sides leave the interview having learned something is to do a little bit of research and have a number of questions prepared for the interviewer. If you believe you might require help, it's well worth the expense to employ an expert writer or go to a career counselor. The Importance of Skills on a Resume Dependent on the help of our expert sources, here are a couple of broad sorts of skills your resume could include, together with unique methods to express them. There are various styles that may be used when composing your resume. If you're uncertain how to phrase your skills, or in case you would like examples of objective statements, see some job websites for ideas. Remember there's a demand for your skills in the market and there's someone out there searching for you. The Birth of Skills on a Resume When you understand the core potential of an individual, you'll also see their peak potential. Don't be afraid to ask the questions you were ready to ask. The fundamental structure of a face or a vehicle will provide you with the clues to their true potential or the most operation of the vehicle. Review their About Us page and see whether your soft abilities or attributes are aligned with the provider's core values. So How About Skills on a Resume? Some skills m ight be relevant while others aren't. 3 First, you have to select the best skills for your resume. Job-specific skills vary dependent on the position. Has up-to-date abilities and the capability to learn new abilities and procedures without difficulty. Skills If there are a number of forms of skills which are important to the job which you're applying for, you can include several skills list in your resume. As stated earlier, assessing soft skills is considerably more difficult. More technical or computer-centric hard skills are occasionally also known as technical skills. There are lots of skills which are equally transferable to any job. Choosing Skills on a Resume Is Simple Most jobs require that you have a fundamental comprehension of computer programs like Excel and Microsoft Office, in addition to skills in internet navigation, social networking sites and email systems. In addition to the practical demand for developers in virtually every organization, programming skills demonstrate advanced problem solving skills that may bring about a well-rounded professional. Some folks choose professional resume writing services to find an edge, but if you're seeking to do it yourself, you have to have the appropriate presentatio n to even be a contender. Let they know you are looking for a new opportunity. Helping you find out more about the employer and should the job and culture fits your perfect job, there are a group of questions that you should normally always ask. Whether you're searching for your very first job or your next one, you want a resume that shows employers that you're a skilled professional. Alas, a lot of people don't understand the significance of stylizing their resume in a manner that matches their prospective employer. Your skills are an overview of what you could do for the possible employer if you were offered the work at the moment.