How to Get People to Like You, According to an FBI Behavior Expert

How to Get People to Like You, According to an FBI Behavior ExpertWe all want to be liked. We all want to be popular at workat least enough to one day be promoted, enjoy success, and get along with our colleagues. And we all want to make that crucially important first impression into a great one. Networking is too important to fumble. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) You may have heard that the art of making friends isnt something you can study up on. But there are a few tried-and-true tricks you can and should employ in the interest of keeping the conversation going, building relationships, and improving your likeability.Here are some of the best.1. Dont be judgy.According to Robin Dreeke, former head of the FBIs Behavioral Analysis Program, this is the number one piece of advice she can give to people hoping to be well-liked. It means listening to your conversation partner, asking questions and soliciting opinions, and then leid judging that persons thoughts or feelings.Validate the person youre speaking to. Understand where theyre coming from and what they want and need. Youre showing interest by doing this. And letting people talk about themselves? Its like handing out candy and cocktails when it comes to likeability.2. Let go of your ego.Next time youre talking to someone and you feel the desire to correct themor tell an even better story than the one they just tolddont. Let go your need to be correct and be in the spotlightits the other persons chance to impress for a while. Dont just contradict someone because you can. Save that for situations where its too important not to.3. Listen correctly.If you think listening is just about shutting up and not saying anything, youve got ways to go. Its definitely not waiting for the other person to stop speaking long enough for you to get in your lines. Instead, show that youre listening by paraphrasing bits of what was said back to the person, and then asking follow-up questions immediately to keep the conversation going. Listen actively, not passively.4. Take an interest in other people.Dont necessarily ask people about their personal lives or dramas, but do inquire as to what challenges theyre facingespecially in the workplace. It can be helpful for them to talk through these things, and also you can frame it by asking advice. Maybe they raised twins. Maybe they started a business. departure asking questions about challenges and find more common ground.5. Dont overdo it.New people are more likely to relax around you if you dont look like youre about to camp out next to them for the foreseeable future. Make it clear that you have to dash imminently, but you wanted to say hi in the few minutes you still had at the party, etc. Smile and make eye contact, but dont be too in their face. Be as genuine and pleasant as possible but remain slightly removed, as though they definitely have your full attention, but you still have to keep one foot out the d oor.6. Admit when youre wrong.Its not enough to just avoid telling people when they are wrong. You should also make a point to admit when you are wrong. Apologize and take steps to fix it. Be sympathetic and contrite and youll avoid hard feelings.7. Be selfless.Once youve got a group of coworkers youre trying to build lasting bonds with, do little things to make them feel important. Say hello to everyone. Show appreciation when due. Put yourself out to do things for your colleagueseven small things like remembering birthdays or including them in conversations. Take a sincere interest in people and they will reward you with their intimacy.8. Criticize with class.If you find you do have to criticize someone, make sure not to make a big show of it. Keep it private, just between the two of you. Dont make a spectacle or example of it in a more public setting. And try throwing in a compliment or two to soften the blows.

Fairygodboss of the Week Cindy Dyer

Fairygodboss of the Week Cindy Dyer After law school, Cindy Dyer started zu sich career fighting gender-based violence in Dallas, Texas as a prosectuor. Little did she know, one day shed be leading the fight for safe communities around the world. Now the Vice President of menschenwrdig Rights at Vital Voices Global Partnership, Dyer works with grenzberschreitend women leaders to create safer communities for women and girls.Dyer credits her passion, her ability to take risks and her Fairygodboss with creating her dream career. We talked to her about her path international work, her role models and how she overcame imposter syndrome to become a global voice on violence prevention. Then, she shared her best advice for women who want to make an impact whether at a mission-based organization or in the workforce more generally.Fairygodboss of the Week Cindy Dyer,Vice President, Human Rights at Vital Voices Global PartnershipWashington, D.C.Tell us a little about your career. How did you g et where you are now?I often joke that I got into this job by sneaking in the back door like a stray cat, because I never fathomed that I would be living in Washington, D.C. and working on international womens issues. I began my career working on the issue of gender-based violence at the local level as a prosecutor in Dallas, Texas. I advanced to the national level when I had the opportunity to serve as the Director of the Office on Violence Against Women at the U.S. Department of Justice (DOJ). I moved on to focus my work internationally when I came to Vital Voices in 2009. I currently have the opportunity to work with women leaders all around the world who are creating safer communities for women and girls. What is an accomplishment that you are proud of?I am proud that I had the courage to follow my passion and pursue the job that I wanted to do, rather than the one that I thought would advance my career. When I was totenstill a young prosecutor in Dallas County, I had the opport unity to join the fledging Family Violence Division. Many of my friends and colleagues advised me against this move, but I felt strongly that I wanted to try to prevent murders in addition to prosecuting them. That decision in 1994 paved the way for my entire career and I am so proud that I had the fortitude to follow my passion.What is a challenge that youve faced and overcome?When I left DOJ to work at Vital Voices, I faced a challenge that I called a crisis of confidence. I worried that I did not belong in the international space and began comparing myself to others who had gone to Ivy League schools (I did not), spoke other languages (I did not) and spent their careers studying international relations (I did not). However, I realized that while I lacked those valuable experiences, I brought different valuable experiences and knowledge to the room. While many people have thought about, studied and researched laws related to gender-based violence, I am often the only partie in the room who has actually obtained a protective order for a victim of domestic violence, prosecuted a sexual assault case when the victim was too frightened to come to court or argued with a judge who thinks that gender based violence is a private, family matter. I have truly been in the shoes of the women leaders with whom I work and that connection gives me a unique value. Who is YOUR Fairygodboss? and Why?Vicki Isaacks Vicki was a prosecutor in Dallas County, Texas when I first joined the District Attorneys Office. She was a wonderful Fairygodboss to me in so many ways. She encouraged me to follow my passion to become a specialized gender-based violence prosecutor even when my other prosecutor friends told me I was crazy. She taught me the value of sharing the glory. Vicki was more experienced and influential than I was, but she did not hoard her power and influence rather, she shared it with me. She willingly passed on knowledge, opportunities and connections. I try to be as gener ous with my colleagues as Vicki was with me. What do you do when youre not working?I love to hang out with family my husband, Jason, my son, Aubrey and my daughter, Evie.If you could have dinner with one famous person dead or alive who would it be?Ruth Bader GinsburgLightning Round What is your karaoke song?As a favor to others, I do not sing karaoke songs. Lightning Round What is your favorite movie?Easy When Harry Met Sally.Lightning Round What is your shopping vice? What would you buy if you won the lottery?My shopping vice is definitely gourmet groceries. I have no hesitation about buying expensive cheese (Locatelli Pecorino Romano), salt (Maldons), and organic seasonal vegetables (Pimientos del Padron)What is the 1 career tip youd like to share with other women who want to have successful careers like you?Never let an opportunity to give a compliment pass you by The power of a kind word cannot be overstated. People appreciate hearing when they have done something well, and that appreciation inevitably comes back to benefit you. Additionally, you have more leeway to provide criticism when it is needed, and that criticism will be more impactful and effective when you have previously provided praise. Why do you love where you work?I love where I work because I feel like I am contributing to positive change in the world. Additionally, I am inspired and motivated by the amazing leaders I have the pleasure of working with both in Vital Voices international network of 15,000 women leaders and within our own organization.

What is FMLA Paying Employees on Family Leave

What is FMLA Paying Employees on Family LeaveSearch FMLA Paying Employees on Family Leave Share this articleTwitterLinkedinFacebookemail What is FMLA, and how does it work? Employee Rights Under FMLAFamily and Medical Leave What is FMLA? In 1993, President Clinton signed the Family Medical Leave Act (FMLA), which allows eligible employees to take up to 12 weeks of unpaid leave for childbirth, adoption, foster care, to care for a child, parent, or spouse with a serious medical condition, or if the employee themselves has serious medical condition. Who is covered by FMLA? The U.S. Department of Labors Employment Standards Administrations Wage and Hour Division enforces FMLA. FMLA applies to all public agencies, including state and local governments, and local education agencies such as schools. In the private sector, FMLA also applies to employers with 50 employees within 75 miles of the worksite, who have employed 20 or more workweeks in the current or preceding calendar year. f ruchtwein federal and congressional employees are under the jurisdiction of the U.S. Office of Personnel Management (OPM) or Congress. There are guidelines to who is eligible for FMLA benefits. An eligible employee is one who works for a covered employer and has worked for 12 months or more. This includes anyone working at least 1,250 hours during the preceding 12 months. FMLA employees also must work in the United States or in any territory of the United States. How Does FMLA Work?When leave is foreseeable, an employee must provide the employer with at least 30 days elendice or as much leidice as is practicable. Foreseeable events would include scheduled surgery, adoption, or the birth of a child. An employer may require medical certification of a serious health condition from the employees health care provider, periodic reports of the employees status, and intent to return to work. In addition, the employer can ask for the employee to provide a fitness-for-duty certification prio r to returning to work. Employees may take FMLA in the form of a reduced work schedule or intermittently. Intermittent leave is elend an entitlement under FMLA. Supervisors and department heads may choose to grant such a request to assist an employee in coping with their reason for the leave. A number of states have separate family leave statutes whose regulations may differ from the standard FMLA. Employers must comply with the more beneficial provision.Health Benefits MaintenenceThe FMLA provisions start when the employee first goes on leave. It requires your employer to keep your job open while you are gone, although it does leidlagelage require your employer to pay you during this time. Under most circumstances, an employee may elect or the employer may require the use of any accrued paid leave (vacation, sick, personal, etc.) for periods of unpaid FMLA leave. If the employee has health insurance coverage through the employers group health plan, the employer is required to ma intain coverage for the duration of the FMLA leave. If applicable, arrangements will need to be made for employees to pay their share of health insurance premiums while on leave. The employer cannot require pre-payment. The regulations state that if an employee does not meet the agreed upon date for payment of the premium, he or she has a 30-day grace period during which provision of health coverage will not be affected. If coverage lapses for nonpayment of premium coverage or if the employee elects not to retain his or her group health care benefits while on leave, the health care benefits must be restored with the same plan upon return with no restrictions.Job ProtectionThe law requires that when the employee returns from FMLA leave, the employee is entitled to be restored to the same or an equivalent job. An equivalent job is one with equivalent pay, benefits, responsibilities, etc. Taking leave will not result in the loss of employment benefits accrued prior to the date that the leave begins. The law does not entitle you to continue to accrue seniority or other benefits while on unpaid FMLA leave. However, employees must return to employment with the same benefits, at the same levels, as existed when the leave commenced. Employers must post a notice in a visible and common area of the organization that outlines FMLAs basic provisions. If an FMLA notice is not posted companies are subject to a civil money penalty. Employers are also prohibited from discriminating against or interfering with employees who take FMLA leave. Examples illustrating FMLA Cherie will go on maternity leave soon. She has 10 days of vacation and sick pay remaining. She has short-term disability insurance that covers 66.7 percent of her salary starting the third week and continuing through the 12th week of her leave. Because of the FMLA, Cherie is entitled to 12 weeks of unpaid leave. In this circumstance, however, Cheries company policy dictates that she is paid herentire salary fo r 10 days (her remaining sick leave), and two-thirds of her salary through the 12th week.Deborah is also about to go on maternity leave. She has one week of sick time remaining. Her company offers six weeks of short-term disability at 66.7 percent (two-thirds) of her salary. She, too, is entitled to 12 weeks of unpaid leave through the FMLA. During the first seven weeks she would be covered by her company plan the remaining five weeks bringing the total time to 12 weeks she would be covered by the FMLA. So, in Deborahs case, the first week would be sick time (full pay) the next six weeks would be disability (two-thirds pay), and the final five weeks would be FMLA leave (no pay).Related Salary.com Content The 9 Worst Types of Employees 5 Unconventional Tips for Negotiating Your Salary A Work-from-Home Argument Your Boss Cant Refuse From our trusted Partners From our trusted Partners Home Articles FMLA Paying Employees on Family LeaveWhat is FMLA Pay ing Employees on Family LeaveSearch FMLA Paying Employees on Family Leave Share this articleTwitterLinkedinFacebookemail What is FMLA, and how does it work? Employee Rights Under FMLAFamily and Medical Leave What is FMLA? In 1993, President Clinton signed the Family Medical Leave Act (FMLA), which allows eligible employees to take up to 12 weeks of unpaid leave for childbirth, adoption, foster care, to care for a child, parent, or spouse with a serious medical condition, or if the employee themselves has serious medical condition. Who is covered by FMLA? The U.S. Department of Labors Employment Standards Administrations Wage and Hour Division enforces FMLA. FMLA applies to all public agencies, including state and local governments, and local education agencies such as schools. In the private sector, FMLA also applies to employers with 50 employees within 75 miles of the worksite, who have employed 20 or more workweeks in the current or preceding calendar year. fruchtwein feder al and congressional employees are under the jurisdiction of the U.S. Office of Personnel Management (OPM) or Congress. There are guidelines to who is eligible for FMLA benefits. An eligible employee is one who works for a covered employer and has worked for 12 months or more. This includes anyone working at least 1,250 hours during the preceding 12 months. FMLA employees also must work in the United States or in any territory of the United States. How Does FMLA Work?When leave is foreseeable, an employee must provide the employer with at least 30 days notice or as much notice as is practicable. Foreseeable events would include scheduled surgery, adoption, or the birth of a child. An employer may require medical certification of a serious health condition from the employees health care provider, periodic reports of the employees status, and intent to return to work. In addition, the employer can ask for the employee to provide a fitness-for-duty certification prior to returning to work. Employees may take FMLA in the form of a reduced work schedule or intermittently. Intermittent leave is not an entitlement under FMLA. Supervisors and department heads may choose to grant such a request to assist an employee in coping with their reason for the leave. A number of states have separate family leave statutes whose regulations may differ from the standard FMLA. Employers must comply with the more beneficial provision.Health Benefits MaintenenceThe FMLA provisions start when the employee first goes on leave. It requires your employer to keep your job open while you are gone, although it does not require your employer to pay you during this time. Under most circumstances, an employee may elect or the employer may require the use of any accrued paid leave (vacation, sick, personal, etc.) for periods of unpaid FMLA leave. If the employee has health insurance coverage through the employers group health plan, the employer is required to maintain coverage for the durat ion of the FMLA leave. If applicable, arrangements will need to be made for employees to pay their share of health insurance premiums while on leave. The employer cannot require pre-payment. The regulations state that if an employee does not meet the agreed upon date for payment of the premium, he or she has a 30-day grace period during which provision of health coverage will not be affected. If coverage lapses for nonpayment of premium coverage or if the employee elects not to retain his or her group health care benefits while on leave, the health care benefits must be restored with the same plan upon return with no restrictions.Job ProtectionThe law requires that when the employee returns from FMLA leave, the employee is entitled to be restored to the same or an equivalent job. An equivalent job is one with equivalent pay, benefits, responsibilities, etc. Taking leave will not result in the loss of employment benefits accrued prior to the date that the leave begins. The law does n ot entitle you to continue to accrue seniority or other benefits while on unpaid FMLA leave. However, employees must return to employment with the same benefits, at the same levels, as existed when the leave commenced. Employers must post a notice in a visible and common area of the organization that outlines FMLAs basic provisions. If an FMLA notice is not posted companies are subject to a civil money penalty. Employers are also prohibited from discriminating against or interfering with employees who take FMLA leave. Examples illustrating FMLA Cherie will go on maternity leave soon. She has 10 days of vacation and sick pay remaining. She has short-term disability insurance that covers 66.7 percent of her salary starting the third week and continuing through the 12th week of her leave. Because of the FMLA, Cherie is entitled to 12 weeks of unpaid leave. In this circumstance, however, Cheries company policy dictates that she is paid herentire salary for 10 days (her remaining sick leave), and two-thirds of her salary through the 12th week.Deborah is also about to go on maternity leave. She has one week of sick time remaining. Her company offers six weeks of short-term disability at 66.7 percent (two-thirds) of her salary. She, too, is entitled to 12 weeks of unpaid leave through the FMLA. During the first seven weeks she would be covered by her company plan the remaining five weeks bringing the total time to 12 weeks she would be covered by the FMLA. So, in Deborahs case, the first week would be sick time (full pay) the next six weeks would be disability (two-thirds pay), and the final five weeks would be FMLA leave (no pay).Related Salary.com Content The 9 Worst Types of Employees 5 Unconventional Tips for Negotiating Your Salary A Work-from-Home Argument Your Boss Cant Refuse From our trusted Partners From our trusted Partners Home Articles FMLA Paying Employees on Family LeaveWhat is FMLA Paying Employees on Family Leave Search FMLA Paying Employees on Family Leave Share this articleTwitterLinkedinFacebookemail What is FMLA, and how does it work? Employee Rights Under FMLAFamily and Medical Leave What is FMLA? In 1993, President Clinton signed the Family Medical Leave Act (FMLA), which allows eligible employees to take up to 12 weeks of unpaid leave for childbirth, adoption, foster care, to care for a child, parent, or spouse with a serious medical condition, or if the employee themselves has serious medical condition. Who is covered by FMLA? The U.S. Department of Labors Employment Standards Administrations Wage and Hour Division enforces FMLA. FMLA applies to all public agencies, including state and local governments, and local education agencies such as schools. In the private sector, FMLA also applies to employers with 50 employees within 75 miles of the worksite, who have employed 20 or more workweeks in the current or preceding calendar year. fruchtwein federal and congressional employee s are under the jurisdiction of the U.S. Office of Personnel Management (OPM) or Congress. There are guidelines to who is eligible for FMLA benefits. An eligible employee is one who works for a covered employer and has worked for 12 months or more. This includes anyone working at least 1,250 hours during the preceding 12 months. FMLA employees also must work in the United States or in any territory of the United States. How Does FMLA Work?When leave is foreseeable, an employee must provide the employer with at least 30 days notice or as much notice as is practicable. Foreseeable events would include scheduled surgery, adoption, or the birth of a child. An employer may require medical certification of a serious health condition from the employees health care provider, periodic reports of the employees status, and intent to return to work. In addition, the employer can ask for the employee to provide a fitness-for-duty certification prior to returning to work. Employees may take FML A in the form of a reduced work schedule or intermittently. Intermittent leave is not an entitlement under FMLA. Supervisors and department heads may choose to grant such a request to assist an employee in coping with their reason for the leave. A number of states have separate family leave statutes whose regulations may differ from the standard FMLA. Employers must comply with the more beneficial provision.Health Benefits MaintenenceThe FMLA provisions start when the employee first goes on leave. It requires your employer to keep your job open while you are gone, although it does not require your employer to pay you during this time. Under most circumstances, an employee may elect or the employer may require the use of any accrued paid leave (vacation, sick, personal, etc.) for periods of unpaid FMLA leave. If the employee has health insurance coverage through the employers group health plan, the employer is required to maintain coverage for the duration of the FMLA leave. If app licable, arrangements will need to be made for employees to pay their share of health insurance premiums while on leave. The employer cannot require pre-payment. The regulations state that if an employee does not meet the agreed upon date for payment of the premium, he or she has a 30-day grace period during which provision of health coverage will not be affected. If coverage lapses for nonpayment of premium coverage or if the employee elects not to retain his or her group health care benefits while on leave, the health care benefits must be restored with the same plan upon return with no restrictions.Job ProtectionThe law requires that when the employee returns from FMLA leave, the employee is entitled to be restored to the same or an equivalent job. An equivalent job is one with equivalent pay, benefits, responsibilities, etc. Taking leave will not result in the loss of employment benefits accrued prior to the date that the leave begins. The law does not entitle you to continue to accrue seniority or other benefits while on unpaid FMLA leave. However, employees must return to employment with the same benefits, at the same levels, as existed when the leave commenced. Employers must post a notice in a visible and common area of the organization that outlines FMLAs basic provisions. If an FMLA notice is not posted companies are subject to a civil money penalty. Employers are also prohibited from discriminating against or interfering with employees who take FMLA leave. Examples illustrating FMLA Cherie will go on maternity leave soon. She has 10 days of vacation and sick pay remaining. She has short-term disability insurance that covers 66.7 percent of her salary starting the third week and continuing through the 12th week of her leave. Because of the FMLA, Cherie is entitled to 12 weeks of unpaid leave. In this circumstance, however, Cheries company policy dictates that she is paid herentire salary for 10 days (her remaining sick leave), and two-thirds of he r salary through the 12th week.Deborah is also about to go on maternity leave. She has one week of sick time remaining. Her company offers six weeks of short-term disability at 66.7 percent (two-thirds) of her salary. She, too, is entitled to 12 weeks of unpaid leave through the FMLA. During the first seven weeks she would be covered by her company plan the remaining five weeks bringing the total time to 12 weeks she would be covered by the FMLA. So, in Deborahs case, the first week would be sick time (full pay) the next six weeks would be disability (two-thirds pay), and the final five weeks would be FMLA leave (no pay).Related Salary.com Content The 9 Worst Types of Employees 5 Unconventional Tips for Negotiating Your Salary A Work-from-Home Argument Your Boss Cant Refuse From our trusted Partners From our trusted Partners Home Articles FMLA Paying Employees on Family LeaveWhat is FMLA Paying Employees on Family LeaveSearch FMLA Paying Employee s on Family Leave Share this articleTwitterLinkedinFacebookemail What is FMLA, and how does it work? Employee Rights Under FMLAFamily and Medical Leave What is FMLA? In 1993, President Clinton signed the Family Medical Leave Act (FMLA), which allows eligible employees to take up to 12 weeks of unpaid leave for childbirth, adoption, foster care, to care for a child, parent, or spouse with a serious medical condition, or if the employee themselves has serious medical condition. Who is covered by FMLA? The U.S. Department of Labors Employment Standards Administrations Wage and Hour Division enforces FMLA. FMLA applies to all public agencies, including state and local governments, and local education agencies such as schools. In the private sector, FMLA also applies to employers with 50 employees within 75 miles of the worksite, who have employed 20 or more workweeks in the current or preceding calendar year. fruchtwein federal and congressional employees are under the jurisdiction of the U.S. Office of Personnel Management (OPM) or Congress. There are guidelines to who is eligible for FMLA benefits. An eligible employee is one who works for a covered employer and has worked for 12 months or more. This includes anyone working at least 1,250 hours during the preceding 12 months. FMLA employees also must work in the United States or in any territory of the United States. How Does FMLA Work?When leave is foreseeable, an employee must provide the employer with at least 30 days notice or as much notice as is practicable. Foreseeable events would include scheduled surgery, adoption, or the birth of a child. An employer may require medical certification of a serious health condition from the employees health care provider, periodic reports of the employees status, and intent to return to work. In addition, the employer can ask for the employee to provide a fitness-for-duty certification prior to returning to work. Employees may take FMLA in the form of a reduced wo rk schedule or intermittently. Intermittent leave is not an entitlement under FMLA. Supervisors and department heads may choose to grant such a request to assist an employee in coping with their reason for the leave. A number of states have separate family leave statutes whose regulations may differ from the standard FMLA. Employers must comply with the more beneficial provision.Health Benefits MaintenenceThe FMLA provisions start when the employee first goes on leave. It requires your employer to keep your job open while you are gone, although it does not require your employer to pay you during this time. Under most circumstances, an employee may elect or the employer may require the use of any accrued paid leave (vacation, sick, personal, etc.) for periods of unpaid FMLA leave. If the employee has health insurance coverage through the employers group health plan, the employer is required to maintain coverage for the duration of the FMLA leave. If applicable, arrangements will ne ed to be made for employees to pay their share of health insurance premiums while on leave. The employer cannot require pre-payment. The regulations state that if an employee does not meet the agreed upon date for payment of the premium, he or she has a 30-day grace period during which provision of health coverage will not be affected. If coverage lapses for nonpayment of premium coverage or if the employee elects not to retain his or her group health care benefits while on leave, the health care benefits must be restored with the same plan upon return with no restrictions.Job ProtectionThe law requires that when the employee returns from FMLA leave, the employee is entitled to be restored to the same or an equivalent job. An equivalent job is one with equivalent pay, benefits, responsibilities, etc. Taking leave will not result in the loss of employment benefits accrued prior to the date that the leave begins. The law does not entitle you to continue to accrue seniority or other be nefits while on unpaid FMLA leave. However, employees must return to employment with the same benefits, at the same levels, as existed when the leave commenced. Employers must post a notice in a visible and common area of the organization that outlines FMLAs basic provisions. If an FMLA notice is not posted companies are subject to a civil money penalty. Employers are also prohibited from discriminating against or interfering with employees who take FMLA leave. Examples illustrating FMLA Cherie will go on maternity leave soon. She has 10 days of vacation and sick pay remaining. She has short-term disability insurance that covers 66.7 percent of her salary starting the third week and continuing through the 12th week of her leave. Because of the FMLA, Cherie is entitled to 12 weeks of unpaid leave. In this circumstance, however, Cheries company policy dictates that she is paid herentire salary for 10 days (her remaining sick leave), and two-thirds of her salary through the 12th wee k.Deborah is also about to go on maternity leave. She has one week of sick time remaining. Her company offers six weeks of short-term disability at 66.7 percent (two-thirds) of her salary. She, too, is entitled to 12 weeks of unpaid leave through the FMLA. During the first seven weeks she would be covered by her company plan the remaining five weeks bringing the total time to 12 weeks she would be covered by the FMLA. So, in Deborahs case, the first week would be sick time (full pay) the next six weeks would be disability (two-thirds pay), and the final five weeks would be FMLA leave (no pay).Related Salary.com Content The 9 Worst Types of Employees 5 Unconventional Tips for Negotiating Your Salary A Work-from-Home Argument Your Boss Cant Refuse From our trusted Partners From our trusted Partners Home Articles FMLA Paying Employees on Family LeaveWhat is FMLA Paying Employees on Family LeaveSearch FMLA Paying Employees on Family Leave Share thi s articleTwitterLinkedinFacebookemail What is FMLA, and how does it work? Employee Rights Under FMLAFamily and Medical Leave What is FMLA? In 1993, President Clinton signed the Family Medical Leave Act (FMLA), which allows eligible employees to take up to 12 weeks of unpaid leave for childbirth, adoption, foster care, to care for a child, parent, or spouse with a serious medical condition, or if the employee themselves has serious medical condition. Who is covered by FMLA? The U.S. Department of Labors Employment Standards Administrations Wage and Hour Division enforces FMLA. FMLA applies to all public agencies, including state and local governments, and local education agencies such as schools. In the private sector, FMLA also applies to employers with 50 employees within 75 miles of the worksite, who have employed 20 or more workweeks in the current or preceding calendar year. fruchtwein federal and congressional employees are under the jurisdiction of the U.S. Office of Personn el Management (OPM) or Congress. There are guidelines to who is eligible for FMLA benefits. An eligible employee is one who works for a covered employer and has worked for 12 months or more. This includes anyone working at least 1,250 hours during the preceding 12 months. FMLA employees also must work in the United States or in any territory of the United States. How Does FMLA Work?When leave is foreseeable, an employee must provide the employer with at least 30 days notice or as much notice as is practicable. Foreseeable events would include scheduled surgery, adoption, or the birth of a child. An employer may require medical certification of a serious health condition from the employees health care provider, periodic reports of the employees status, and intent to return to work. In addition, the employer can ask for the employee to provide a fitness-for-duty certification prior to returning to work. Employees may take FMLA in the form of a reduced work schedule or intermittently . Intermittent leave is not an entitlement under FMLA. Supervisors and department heads may choose to grant such a request to assist an employee in coping with their reason for the leave. A number of states have separate family leave statutes whose regulations may differ from the standard FMLA. Employers must comply with the more beneficial provision.Health Benefits MaintenenceThe FMLA provisions start when the employee first goes on leave. It requires your employer to keep your job open while you are gone, although it does not require your employer to pay you during this time. Under most circumstances, an employee may elect or the employer may require the use of any accrued paid leave (vacation, sick, personal, etc.) for periods of unpaid FMLA leave. If the employee has health insurance coverage through the employers group health plan, the employer is required to maintain coverage for the duration of the FMLA leave. If applicable, arrangements will need to be made for employees t o pay their share of health insurance premiums while on leave. The employer cannot require pre-payment. The regulations state that if an employee does not meet the agreed upon date for payment of the premium, he or she has a 30-day grace period during which provision of health coverage will not be affected. If coverage lapses for nonpayment of premium coverage or if the employee elects not to retain his or her group health care benefits while on leave, the health care benefits must be restored with the same plan upon return with no restrictions.Job ProtectionThe law requires that when the employee returns from FMLA leave, the employee is entitled to be restored to the same or an equivalent job. An equivalent job is one with equivalent pay, benefits, responsibilities, etc. Taking leave will not result in the loss of employment benefits accrued prior to the date that the leave begins. The law does not entitle you to continue to accrue seniority or other benefits while on unpaid FMLA l eave. However, employees must return to employment with the same benefits, at the same levels, as existed when the leave commenced. Employers must post a notice in a visible and common area of the organization that outlines FMLAs basic provisions. If an FMLA notice is not posted companies are subject to a civil money penalty. Employers are also prohibited from discriminating against or interfering with employees who take FMLA leave. Examples illustrating FMLA Cherie will go on maternity leave soon. She has 10 days of vacation and sick pay remaining. She has short-term disability insurance that covers 66.7 percent of her salary starting the third week and continuing through the 12th week of her leave. Because of the FMLA, Cherie is entitled to 12 weeks of unpaid leave. In this circumstance, however, Cheries company policy dictates that she is paid herentire salary for 10 days (her remaining sick leave), and two-thirds of her salary through the 12th week.Deborah is also about to go on maternity leave. She has one week of sick time remaining. Her company offers six weeks of short-term disability at 66.7 percent (two-thirds) of her salary. She, too, is entitled to 12 weeks of unpaid leave through the FMLA. During the first seven weeks she would be covered by her company plan the remaining five weeks bringing the total time to 12 weeks she would be covered by the FMLA. So, in Deborahs case, the first week would be sick time (full pay) the next six weeks would be disability (two-thirds pay), and the final five weeks would be FMLA leave (no pay).Related Salary.com Content The 9 Worst Types of Employees 5 Unconventional Tips for Negotiating Your Salary A Work-from-Home Argument Your Boss Cant Refuse From our trusted Partners From our trusted Partners Home Articles FMLA Paying Employees on Family LeaveWhat is FMLA Paying Employees on Family LeaveSearch FMLA Paying Employees on Family Leave Share this articleTwitterLinkedinFaceb ookemail What is FMLA, and how does it work? Employee Rights Under FMLAFamily and Medical Leave What is FMLA? In 1993, President Clinton signed the Family Medical Leave Act (FMLA), which allows eligible employees to take up to 12 weeks of unpaid leave for childbirth, adoption, foster care, to care for a child, parent, or spouse with a serious medical condition, or if the employee themselves has serious medical condition. Who is covered by FMLA? The U.S. Department of Labors Employment Standards Administrations Wage and Hour Division enforces FMLA. FMLA applies to all public agencies, including state and local governments, and local education agencies such as schools. In the private sector, FMLA also applies to employers with 50 employees within 75 miles of the worksite, who have employed 20 or more workweeks in the current or preceding calendar year. fruchtwein federal and congressional employees are under the jurisdiction of the U.S. Office of Personnel Management (OPM) or Congre ss. There are guidelines to who is eligible for FMLA benefits. An eligible employee is one who works for a covered employer and has worked for 12 months or more. This includes anyone working at least 1,250 hours during the preceding 12 months. FMLA employees also must work in the United States or in any territory of the United States. How Does FMLA Work?When leave is foreseeable, an employee must provide the employer with at least 30 days notice or as much notice as is practicable. Foreseeable events would include scheduled surgery, adoption, or the birth of a child. An employer may require medical certification of a serious health condition from the employees health care provider, periodic reports of the employees status, and intent to return to work. In addition, the employer can ask for the employee to provide a fitness-for-duty certification prior to returning to work. Employees may take FMLA in the form of a reduced work schedule or intermittently. Intermittent leave is not a n entitlement under FMLA. Supervisors and department heads may choose to grant such a request to assist an employee in coping with their reason for the leave. A number of states have separate family leave statutes whose regulations may differ from the standard FMLA. Employers must comply with the more beneficial provision.Health Benefits MaintenenceThe FMLA provisions start when the employee first goes on leave. It requires your employer to keep your job open while you are gone, although it does not require your employer to pay you during this time. Under most circumstances, an employee may elect or the employer may require the use of any accrued paid leave (vacation, sick, personal, etc.) for periods of unpaid FMLA leave. If the employee has health insurance coverage through the employers group health plan, the employer is required to maintain coverage for the duration of the FMLA leave. If applicable, arrangements will need to be made for employees to pay their share of health i nsurance premiums while on leave. The employer cannot require pre-payment. The regulations state that if an employee does not meet the agreed upon date for payment of the premium, he or she has a 30-day grace period during which provision of health coverage will not be affected. If coverage lapses for nonpayment of premium coverage or if the employee elects not to retain his or her group health care benefits while on leave, the health care benefits must be restored with the same plan upon return with no restrictions.Job ProtectionThe law requires that when the employee returns from FMLA leave, the employee is entitled to be restored to the same or an equivalent job. An equivalent job is one with equivalent pay, benefits, responsibilities, etc. Taking leave will not result in the loss of employment benefits accrued prior to the date that the leave begins. The law does not entitle you to continue to accrue seniority or other benefits while on unpaid FMLA leave. However, employees must return to employment with the same benefits, at the same levels, as existed when the leave commenced. Employers must post a notice in a visible and common area of the organization that outlines FMLAs basic provisions. If an FMLA notice is not posted companies are subject to a civil money penalty. Employers are also prohibited from discriminating against or interfering with employees who take FMLA leave. Examples illustrating FMLA Cherie will go on maternity leave soon. She has 10 days of vacation and sick pay remaining. She has short-term disability insurance that covers 66.7 percent of her salary starting the third week and continuing through the 12th week of her leave. Because of the FMLA, Cherie is entitled to 12 weeks of unpaid leave. In this circumstance, however, Cheries company policy dictates that she is paid herentire salary for 10 days (her remaining sick leave), and two-thirds of her salary through the 12th week.Deborah is also about to go on maternity leave. She has one week of sick time remaining. Her company offers six weeks of short-term disability at 66.7 percent (two-thirds) of her salary. She, too, is entitled to 12 weeks of unpaid leave through the FMLA. During the first seven weeks she would be covered by her company plan the remaining five weeks bringing the total time to 12 weeks she would be covered by the FMLA. So, in Deborahs case, the first week would be sick time (full pay) the next six weeks would be disability (two-thirds pay), and the final five weeks would be FMLA leave (no pay).Related Salary.com Content The 9 Worst Types of Employees 5 Unconventional Tips for Negotiating Your Salary A Work-from-Home Argument Your Boss Cant Refuse From our trusted Partners From our trusted Partners Home Articles FMLA Paying Employees on Family Leave

How to Find an Air Force Aircrew Job Fit for You

How to Find an Air Force Aircrew Job Fit for YouHow to Find an Air Force Aircrew Job Fit for YouAir Force aircrew careers include preparing aircraft for flight, from equipping them with supplies, making sure everything is in working order, and performing various tasks such as collecting intelligence and conducting special missions.Within that is a multitude of options that can fit a wide range of personalities, backgrounds, and interests. Air Force Aircrew Tasks Here are just some of the tasks that need to get done on an Air Force aircrew Program formulatingPolicy planningInspectingTrainingDirectingPerforming combat and operations pertinent to enlisted primary aircrew activitiesSupervising and performing primary aircrew dutiesPerforming aircraft flight engineer activities and loadingRestraining and off-loading cargo on military aircraftConduct airdrops of cargo and personnelPerform airborne communications systems operations activities, and performing aircrew duties associated wit h operating airborne command and control systems equipment. Air Force Specialty Codes (AFSCs) for Aircrew Operations Career Field In-Flight Refueling Specialist1A0X1 An In-Flight Refueling Specialist conducts in-flight refueling aircrew duties and checks forms for equipment status. They perform visual and operational checks of air refueling and associated systems and equipment. And, they do the preflight, through-flight, and post-flight inspections. Flight Engineer1A1X1 The duties of this Air Force job include performing aircraft inspections including aircrew visual inspection,non-scheduled aircraft maintenance and preflight, through-flight, and post-flight inspections of aircraft when theyre away from their home stations. Aircraft Loadmaster1A2X1 Airmen in this Aircraft Loadmaster job load and offload equipment on aircraft, and keep track of weight and balance of passengers, troops, cargo, mail, and baggage during flight. They also conductcargo and personnel airdrops. Airborn e Mission Systems1A3X1 This job is responsible for aircrew duties, which includes operating, testing and maintaining airborne communications and electronics systems. In addition to preflight, in-flight and post-flight duties, these airmen supervise and instruct personnel, and superviseaircrew training. Flight Attendant1A6X1 Air Force Flight Attendants have many duties similar to their civilian counterparts, but its notan entry-level job.Theyre responsible for passenger safety, managing the cabin and assisting the flight crew. Airborne Cryptologic Linguist1A8X1 Airmen in this job are responsible for translating intelligence communications or data received or intercepted while in the air. Airborne cryptologic language analysts, who generally are fluent in a foreign language, are a key part of protecting Air Force personnel while in flight. Airborne Intelligence, Surveillance, and Reconnaissance Operator1A8X2 These airmen fly as primary aircrew aboard a wide variety of aircraft and man age airborne intelligence, surveillance and reconnaissance data, including warning of imminent threats. Special Missions Aviation1A9X1 This job is responsible for inspecting, operating andsecuring armament systems. They perform aircrew functions under training, combat or testing conditions. They also instruct unit gunners dealing with airborne weapons.

Hostess Top Needed Skills

Hostess Top Needed SkillsHost/Hostess Top Needed SkillsHost/Hostess Top Needed SkillsWriting your resume with a target job in mind requires having a clear understanding of the jobs skills and proficiencies.A well-crafted resume skills section, highlighting your relevant skills for a host/messehostess position, will help your resume beat the Applicant Tracking System (ATS), which is the first step to getting your application noticed. Use the host/hostess top skills and proficiencies below to help you effectively write your resume.Host/Hostess top skills proficienciesCustomer ServicePeople SkillsProfessionalismHigh EnergyMultitaskThoroughnessPlanningBasic MathTeamworkAttention to DetailVerbal CommunicationOrganizedFlexibleManagement Skills

Tips for Choosing a Powerful Job Reference

Tips for Choosing a Powerful Job ReferenceTips for Choosing a Powerful Job ReferenceA job reference is the perfect eyewitness from a previous job that can explain what an amazing colleague you were to work with. So, think about this Who is the perfect eyewitness?Your mom?Your superior?The receptionist in your last office?You can rule out 1 immediately and 3 will probably say nice things about you but they never really understood what made you a great employee. Your superiors will know the most about what you are like to work with. Therefore, they are the perfect eyewitness. They are the most powerful reference.Unlike the traditional working world of the past where a person may have only 3 to 5 jobs throughout a career, todays workforce may have 10 to 12 jobs before they retire. Having so many jobs creates a larger demand to have powerful references. So, here are some tips on how to choose them and make it easy for others to get in andeutung with them.1. Ask the right boss (ie. You kn ow what they will say about you)Just because you had success at the last company does not mean the boss will have glorious things to say about you. In the past, we have heard stories from job seekers who felt like their old boss threw them under the bus. And they did so by saying something like the followingEven though **** was a great worker, very motivated, and regularly achieved goals, at times I watched **** subvert the company guidelines or was not a team player.Ouch Remember it takes a bit of social awareness to understand which bosses will speak in your favor and those that will not. Sometimes, employee/boss relationships do not work out so well, even when the company benefits. And minor disagreements on the job can make you appear difficult to work with. You need to know what bosses are on your side and those that may hold hidden grudges against you. The great thing about a reference is that you can ask them whether or not they will give positive feedback, before listing the m.Note If you have to ask or doubt someone...you have your answer.2. Ask the right former colleagues or co-workers from your teamYour powerful references can include people you worked with directly, not necessarily someone you reported to. The nice thing about these types of references is that your future employer may not be aware that both of you are friends.We spend so much of our time working throughout our lives that many times a colleague becomes a friend. They know you best. They know what you need. And they know that you are great to work with.Important When you approach a colleague to ask for a reference, again, find out what they are going to say. The last thing you want is your colleague telling embarrassing war stories from work. Make sure they do not talk about times when you both made mistakes, got drunk after work, attended each others wedding etc. Get the details on what they will say3. Do not stop at one referenceGet multiple references, just in case. Hiring managers and online application forms will rarely ask for more than three references. Yet, having more than one will help you especially when you are going out to work in an industry or field that your reference never worked in. Get strategic references based on the different requirements for each job.4. Make sure the contact info is accurate and updatedNothing says poor reference like a phone number for a reference that connects you to a company switchboard in a business with 100,000 employees. Really? Do you think the hiring manager is going to track down your reference like a private detective?When you give contact info for a reference make sure it is his or her direct line or direct email. References change jobs, too, and you have to keep up with them in order to know which one will be most powerful. Whenever possible, it will serve you better to meet with your references in-person or on the phone. It helps keep your relationship strong and gives you an idea as to where your relationshi p stands. You can also talk about work-related topics and find out what the other has been up to lately.5. Give a powerful reference to get a powerful referenceIt goes without saying, I do for you what you will do for me. If you are someones powerful reference and you had helped them get work, they will do the same for you in the future.6. If you can...get an internal referenceDo you have connections with a company you are applying to? If you do you should definitely ask if they will speak on your behalf as a reference, especially if that person is held in high regards within the company.Final noteReferences need not only come from companies you had worked with. They can also come from your network, too. But make sure this is your professional network. Unfortunately, your mom, dad, sister, brother, spouse etc. are not the best references.

Learn How to Get Started in the Fashion Industry

Learn How to Get Started in the Fashion IndustryLearn How to Get Started in the Fashion IndustryDo you have a love for art? Have you always had a strong interest in what you wear and in designing your clothing, shoes, and accessories? Do you love helping others make choices about what they wear and how to match their accessories to help them look great? Do you possess determination and strong communication and interpersonal skills that will help you be proactive in your job search and successful on the job? If you answered yes to all of the above, you might be a person who has a flair for fashion and an interest in pursuing an internship or career in this highly competitive industry. Finding an Exciting and Sexy Career in the Fashion Industry At first, glance, getting a job in the fashion industry seems like an exciting and sexy career. It also may seem that theres a lot of money to be made in a career in fashion especially if you have dreams of becoming the next Ralph Lauren, Ca lvin Klein, or Donna Karan. The romantic notion of a fashion career or of becoming the next big fashion designer needs to be tempered with the hard work and dedication it takes to become successful in the field. If you have the determination, the talent, and the willingness to do what it takes to become successful, its time to think of ways to get exposure and experience in the field and get yourself started. Fashion internships are competitive and to get a position with a major well-known designer or company you will have to prove yourself and show that you have what it takes. Getting a Job In addition to an artistic flair and an interest in fashion, individuals pursuing a career in the industry need to possess certain skills to be able to promote and get themselves started. Above the technical skills and training you receive at a fashion school, you will need to learn how to network like a pro to get entry-level fashion jobs after graduation. Training andQualifications Sin ce there are so many different types of jobs in the fashion industry, a wide sortiment of skills is required based on the type of job one is looking to get. To become a fashion designer, you must be extremely artistic and possess a great deal of creativity to be successful and stand up against the competition. Courses in math, art, English, business, speech, and sewing can provide the foundation for a career in fashion. Attending a school or college that focuses on art and costume design are also recommended. To become a fashion designer a formal education and training in fashion design are important. There are courses and associate, bachelor, master degree and certification programs that can teach the basics of beginning a career in fashion design. Careers in Fashion People who think about working in the fashion industry are often those who like to sew or design their clothing. Also, there are also many other jobs available in fashion for people who possess an artistic eye and a taste for fashion. Variety of Careers Public RelationsFashion planProduct ManagementFashion JournalismFashion PhotographyFashion MarketingFashion MerchandisingFashion Performing ArtsFashion Buying Careers in Fashion Design Artists and Sketchers (create images)Sewers (production workers sewing by hand or machine)Pattern Makers (make patterns)Pattern Graders (adjust patterns for different sizes)Cutters (cut out patterns or fabrics)Spec and Fit Technicians (produce samples)Assistant Designers (support lead designers)Head Designers (creative decision-makers, supervise staff)Specialty Designers (designer using special production techniques)Trend Researchers (gather fashion trends and submit to designers)