Department of Labor Guidelines on Internships

Branch of Labor Guidelines on Internships Branch of Labor Guidelines on Internships Not all entry level positions are similar and to abstain from crossing paths with the U.S. Division of Labor (DOL), its significant for employing organizations and understudies to know whats expected as far as preparing and remuneration. Government Guidelines The DOL puts together its rules with respect to the Fair Labor Standards Act (FLSA), and the goal is to dishearten businesses from regarding assistants as a free work pool. The FLSA was made to guarantee all laborers get in any event a lowest pay permitted by law. As states raise the lowest pay permitted by law level, the outcome could be less entry level position openings. The rules are intended to strengthen that entry level positions are for educational training rather than a substitution for representatives, regardless of whether an understudy is responsive to effectively get understanding. Numerous businesses invest impressive energy preparing and coaching their assistants and don't get a lot of advantage from having them complete an entry level position. Different associations, be that as it may, anticipate that understudies should hop directly in and accomplish crafted by a normal worker. Its conceivable the rules will make these organizations dispose of temporary jobs in the event that they dont need to pay, bringing about less open doors for understudies. Commonsense Guidance for Employers While it isn't necessitated that all of the seven focuses in the DOL agenda is followed to cause an entry level position to qualify as unpaid, it stays judicious for an organization to decide in favor of alert when deciphering the rules. In the event that an assistant effectively challenges their unpaid status sometime later, it could bring about solid punishments. These are the rules administering when an understudy must be paid: 1. The business should state at the beginning that the assistant isn't qualified for compensation for time spent in the temporary job. For no situation should any installment be inferred. What It Means: If an understudy was placing in eight hours every week, at that point gets an alloted outstanding task at hand and calendar looking like a full-time worker, pay them. 2. The temporary job (despite the fact that it incorporates the genuine activity of the businesses business) ought to be like preparing given in an instructive domain and remember hands-for understanding. What It Means: Make it a blend of training and noteworthy work. 3. The entry level position should tie in straightforwardly with the assistants scholastic coursework or the understudy ought to get scholarly credit. What It Means: Work ought to be significant (not bringing espresso and cleaning for the chief). On the off chance that the understudy is getting no school credit, installment is fitting. 4. The temporary position ought to relate somewhat with the scholastic schedule, obliging the assistants scholarly duties. What It Means: Honor the understudies test plan and different grounds occasions. Hope to be burdened. 5. An entry level position ought to make some set memories outline and when the assistant quits profiting, it should end. What It Means: Dont let understudies simply lounge around or rehash similar assignments for the whole temporary job. 6. The understudy ought not dislodge ordinary representatives, however work under close watch of existing staff. What It Means: If the staff doesnt have the opportunity to coordinate an understudy, reevaluate. 7. The assistant isn't really qualified for a vocation at the finish of the temporary job. What It Means: If an assistant is ensured an occupation, this isn't an entry level position. Its a direction and requires installment. Temporary position Best Practices Here are some extra accepted procedures to make a temporary job a fantastic encounter for all included: Ensure the Experience Is Supervised Understudies shouldn't be disregarded in the workplace and ought to consistently have a state of contact while at work. They ought to likewise realize how to contact their quick chief and see how and when they will get input. Set Times for Evaluation All businesses should plan three assessments with their understudies. One ought to be held following fourteen days, another at the midpoint, and the last one toward the finish of the entry level position. Criticism is key so as to instruct assistants so they can gain from the experience. Switch Up the Workload Understudies resemble wipes. They are not workers (with particular abilities) and they ought to find out about various pieces of your business. Rotational projects are an incredible method to make a learning experience that enables understudies to comprehend what sort of work they like and what they are acceptable at.

Records Owner of UST Should Keep

Records Owner of UST Should Keep What Records Must An Owner or Facilitator of UST Should Keep? To ensure your facility meets expectations, you have to maintain certain records. These can be presented to an inspector as proof so make sure that they show your facility’s latest compliance status. Here are some records you need to keep: To ensure your facility meets expectations, you have to maintain certain records. Click To Tweet Leak detection tests and maintenance activities. All performance claims that are given to you by the manufacturers of the leak detections. Records that show the required examinations and the tests of the corrosion protective system you have in place. Records showing recent repair and calibration of leak detection equipment. The latest tightness examination results. Records of operations and maintenance activities such as spill prevention, overfill prevention, containment sump tests, manual inspections and other equipment inspections. Records showing that an upgraded underground storage tank was repaired or upgraded effectively. After closing a UST permanently, for 3 years at least you need to maintain examination results. This is required for all tanks that are closed permanently since the records will show their impact on the environment. Records that show how you were financially responsible for maintaining the UST as per the EPA manual.

5 Common Mistakes That Desperate Job Seekers Make

5 Common Mistakes That Desperate Job Seekers Make Frequently, when were searching for occupations, we commit a ton of errors. Jobless employment searchers especially may feel some mild alarm as they search for employment, which can prompt rushed applications, which sire mistakes and ultimately compromise ones occupation looking for procedure. Indeed, even the inactive, as of now utilized occupation searcher might be inclined to work chasing botches. These slip-ups regularly emerge from being clumsy: when its been some time since you expected to search for a new position, you can get somewhat corroded. Given the normal employment searchers inclination for errors, I figured it is helpful to feature probably the most widely recognized slip-ups that activity searchers make and offer a few hints on the best way to avoid them: 1. Overlooking Their Networks The outstanding characteristics of honesty, ability, and industriousness will just get you so far in the quest for new employment. Examination proposes that somewhere in the range of 25 and 50 percent of all employments are landed by means of verbal referrals. Frequently, these openings are alluded to as the mystery work advertise: a market loaded with not publicly broadcast places that organizations fill through referral as it were. Many employment searchers wrongly ignore the mystery work showcase, picking rather to apply just for promoted occupations. Obviously, this implies the normal employment searcher might be missing as numerous as 50 percent of the open doors available. To twofold their odds of getting a new line of work, work searchers ought to spend a lot of time mining their systems of companions, family, and partners for new position openings. 2. Coming up short to Seek Out Recommendations As referenced above, referrals can go far in helping work searchers discover employment. Research shows that candidates who are alluded to an occupation are twice as prone to be called to meeting and 40 percent bound to be extended to an employment opportunity. Neglecting to or not in any event, attempting to connect to influential industry or organization players is a serious mix-up, one that will certainly reduce your odds of picking up work. Employment searchers ought to consistently attempt to get a meaningful recommendation for any job to which they apply. They ought to likewise try to invest energy making sure about supports and recommendations on their LinkedIn profiles. 3. Not Demonstrating Cultural or Personality Fit Present day selecting has gotten progressively centered around group/character/social fit. Regardless of whether an occupation searcher has the right stuff, they may not be extended to the employment opportunity in the event that they dont have the right fit for the organization. Occupation searchers who wrongly ignore social fit a mix-up that many, numerous individuals make are truly reducing their odds of progress. Occupation searchers should target bosses with which they believe they have a solid social or character fit. Occupation searchers who share similar qualities, approaches, and viewpoints as their potential businesses are definitely bound to land a job than the individuals who don't. When a vocation searcher has discovered an organization with which they will fit, they should make sure to every now and again exhibit this fit in their introductory letter and all through the meeting procedure. 4.Only Applying for Full-Time, Permanent Jobs A great deal of occupation searchers just consider open doors for full-time, perpetual business. The issue is that there may not be sufficient of these jobs to go around. Studies shows that a developing number of managers 83 percent, to be precise are utilizing unforeseen laborers. A few specialists even speculate that unforeseen laborers e.g., consultants, temps, contractors, seasonal workers, and so on may before long be the standard. Employment searchers who just apply for full-time positions are shooting themselves in the feet. On the other side, the individuals who are open to low maintenance, transitory, and independent work are augmenting their odds of quest for new employment achievement. 5. Not Tailoring Their Applications/Interview Approaches According to Each Employer Bosses dont need to enlist somebody who needs only any occupation they need to enlist somebody who truly needs their activity. Employers see enthusiastic competitors as more committed, drew in, and, at last, progressively alluring. Be that as it may, numerous applicants take a one-size-fits-all way to deal with the pursuit of employment, conveying similar applications to different managers and offering the equivalent canned responses to each inquiry question. Occupation searchers need to make a point to show every business that it is their No. 1 choice or if nothing else on their exceptionally short list. The most ideal approach to do this is to build up a custom-made resume and introductory letter that explicitly show a business why you are both fit to and energetic about the activity, yet additionally the organization itself. A vocation searchers certified enthusiasm should likewise come out during the meeting procedure, which work searchers can do by making customary references to the manners by which theyll flourish and prevail at a specific organization. Occupation searchers can essentially improve their activity chasing games if they learn to avoid these errors no matter what. Without a doubt, weve all made these sorts of stumbles previously however those of us who truly need to secure positions need to guarantee we never make them again.

Cover Letters Need Key Words!

Cover Letters Need Key Words! ShareShare When you apply to jobs online, typically your cover letter is uploaded along with your resume and becomes part of your profile in the employers applicant tracking system (ATS). An ATS is basically a searchable database of job candidates. Most big corporations use them, and many mid-sized companies as well. The employer then searches for key words and phrases related to the position, such as marketing, PeopleSoft, human resources generalist, led team, award and so on. This generates a ranked list of candidates based on factors such as how often the key words occur and in what context. (Thats why listing key words doesnt work nearly as well as using them in sentences or sentence-like bullet points.) How do you know what the right key words are for your cover letter, resume, LinkedIn profile, etc.? Read several postings for jobs typical of your goal. Highlight or underline the words recruiters are most likely to search for, as in the example below. (Of course, different recruiters may use different key words, so choosing these is not an exact science. Give it your best shot, and youll be ahead of many job seekers who dont even try.) Eastern Regional Sales Manager, XYZ Enterprises Inc. Position Summary: Manage and lead the activities of independent sales reps (field reps). Position Responsibilities: Lead field reps to promote and sell companys manufactured brands to retail accounts. Implement all distribution and merchandising objectives including new items. Develop programs and sales tools for field reps to increase sales within their territories. and so on. List these key words, and then prioritize the list. Give extra priority to key words that: appear often appear in a Summary section at the top of the posting appear in a Requirements section appear in the job title Of course, the job title itself is one of the most important key words! Now include the most important key words in your cover letter (and resume, LinkedIn profile and other career marketing materials) while keeping the letter short. Yes, its a challenge thats why so many people hire me to help them write these materials. For more tips on writing cover letters, read my post Cover Letters Whats the Point? Be smart about cover letters and get a job faster! Cover Letters Need Key Words! ShareShare When you apply to jobs online, typically your cover letter is uploaded along with your resume and becomes part of your profile in the employers applicant tracking system (ATS). An ATS is basically a searchable database of job candidates. Most big corporations use them, and many mid-sized companies as well. The employer then searches for key words and phrases related to the position, such as marketing, PeopleSoft, human resources generalist, led team, award and so on. This generates a ranked list of candidates based on factors such as how often the key words occur and in what context. (Thats why listing key words doesnt work nearly as well as using them in sentences or sentence-like bullet points.) How do you know what the right key words are for your cover letter, resume, LinkedIn profile, etc.? Read several postings for jobs typical of your goal. Highlight or underline the words recruiters are most likely to search for, as in the example below. (Of course, different recruiters may use different key words, so choosing these is not an exact science. Give it your best shot, and youll be ahead of many job seekers who dont even try.) Eastern Regional Sales Manager, XYZ Enterprises Inc. Position Summary: Manage and lead the activities of independent sales reps (field reps). Position Responsibilities: Lead field reps to promote and sell companys manufactured brands to retail accounts. Implement all distribution and merchandising objectives including new items. Develop programs and sales tools for field reps to increase sales within their territories. and so on. List these key words, and then prioritize the list. Give extra priority to key words that: appear often appear in a Summary section at the top of the posting appear in a Requirements section appear in the job title Of course, the job title itself is one of the most important key words! Now include the most important key words in your cover letter (and resume, LinkedIn profile and other career marketing materials) while keeping the letter short. Yes, its a challenge thats why so many people hire me to help them write these materials. For more tips on writing cover letters, read my post Cover Letters Whats the Point? Be smart about cover letters and get a job faster!

CEO, CXO, Chief Executive, Career Stories for the C-Suite

CEO, CXO, Chief Executive, Career Stories for the C-Suite Why CEOs Hire Me: Writing Career Stories for the C-Suite jQuery(document).ready(function($) { $('#googleplus-before-9797').sharrre({ share: { googlePlus: true }, urlCurl: 'https://careertrend.net/wp-content/plugins/genesis-simple-share/assets/js/sharrre/sharrre.php', enableHover: false, enableTracking: true, buttons: { }, click: function(api, options){ api.simulateClick(); api.openPopup('googlePlus'); } }); $('#facebook-before-9797').sharrre({ share: { facebook: true }, urlCurl: 'https://careertrend.net/wp-content/plugins/genesis-simple-share/assets/js/sharrre/sharrre.php', enableHover: false, enableTracking: true, disableCount: true, buttons: { }, click: function(api, options){ api.simulateClick(); api.openPopup('facebook'); } }); $('#twitter-before-9797').sharrre({ share: { twitter: true }, urlCurl: 'https://careertrend.net/wp-content/plugins/genesis-simple-share/assets/js/sharrre/sharrre.php', enableHover: false, enableTracking: true, buttons: { }, click: function(api, options){ api.simulateClick(); api.openPopup('twitter'); } }); $('#pinterest-before-9797').sharrre({ share: { pinterest: true }, urlCurl: 'https://careertrend.net/wp-content/plugins/genesis-simple-share/assets/js/sharrre/sharrre.php', enableHover: false, enableTracking: true, buttons: { pinterest: { media: 'https://careertrend.net/wp-content/uploads/everyone-has-a-story.jpg', description: 'Why CEOs Hire Me: Writing Career Stories for the C-Suite' } }, click: function(api, options){ api.simulateClick(); api.openPopup('pinterest'); } }); $('#linkedin-before-9797').sharrre({ share: { linkedin: true }, urlCurl: 'https://careertrend.net/wp-content/plugins/genesis-simple-share/assets/js/sharrre/sharrre.php', enableHover: false, enableTracking: true, buttons: { }, click: function(api, options){ api.simulateClick(); api.openPopup('linkedin'); } }); $('#stumbleupon-before-9797').sharrre({ share: { stumbleupon: true }, urlCurl: 'https://careertrend.net/wp-content/plugins/genesis-simple-share/assets/js/sharrre/sharrre.php', enableHover: false, enableTracking: true, buttons: { }, click: function(api, options){ api.simulateClick(); api.openPopup('stumbleupon'); } }); });I serve CEOs every day by writing career stories for the C-suite.At CareerTrend, our primary focus is writing career stories for the C-Suite and Board-level executives. Executives hire me for the eloquent, deep processes we undergo. They know that I understand their vocabulary, respect their gravitas, and tailor their message.Its not easy to craft a CEO-level resume.Inarticulateness, extreme brevity and slack language does not pass the executive sniff test.As such, career storytelling is an art Ive studied, practiced and honed for 22 years. In addition to my Bachelor of Arts in Writing/Journalism, Ive since earned multiple certifications, including my prized Master Resume Writer and Executive Resume Master credentials. Prior, I earned the Professional Resume Writer and Employment Interview Professional certifications.When VPs and C-suite executives hire me, they know they wont be allowed to outsource their thinking.Moreover, clearly and meaningfully articulating an executives story requires robust engagement on both sides: mine and that of the CEO (or CMO or COO or CFO or CTO, etc.).I refuse to pour an unfiltered and flimsy data dump into a pretty frame. I will not relent to easy, cheap and fast. The executives who hire me understand the value of intimate, deep and durable collaboration. They know it takes time.CXOs   and Board members also know that Real executive thought-work is rigorous and exhilarating and begets results.Nuance is valuable and that no one knows their details better than they do.Recalling, synthesizing and stewing on those specifics enhances the flavor of the story.Chief Executive Officers are entranced by the rhythm of the words describing how they led battle-weary teams to victory.They are steeped in the story of how they lifted a sagging culture.Or how they primed the pump on a failing product or service, converting disparity into clarity and profits.Or how their aptitude and passion for mentoring and development exudes in the stor ies of underperforming teams that were transformed into powerhouses.I write for CEOs, and I love what I do.Heres what some of my CXO clients have said about their experience in working with me:Jacqui. You are the best! Thanks. D.R., CEO / Board Member (D.R. has hired me nearly every year for the past 10 years to refresh his executive story as hes moved up the executive career ladder.)I am so excited, and had to share with you I have been selected for a seat on Turpentine Creek’s Board of Directors!!! If you’ll recall, my initial search that led me to you was my desire to update my resume for submission to Turpentine for their board. And it was a success!Again, thank you so much for working with me!!!Tracy Garry, VP Client Services, Empower RetirementI’ve had the privilege of working with Jacqui over the years to tell my career story. I’ve found her to be incredibly helpful as I’ve reflected on my success and the skills/capabilities that have enabled my success. She is in credibly committed to excellence in the work that she does. I’ve met with several fortune 100 businesses who’ve complimented my CV, saying it represents the best of what they’ve seen. If you want to create a standout CV/social footprint that highlights you, your capabilities and your success, I’d recommend working with Jacqui. Not only is she very capable, she operates with incredible integrity, good communication skills and delivers a best in class product.Tami Erwin, EVP + Group CEO at Verizon BusinessI sent my resume to major brand name companies, such as Under Armour HQ. The response from HR VPs was that they loved the format!!!Chris Felix, VP + General Manager, Government Solutions, SprintHello Jacqui:I wanted to reach out to you to quickly let you know that my resume “did the trick,” and I got a new job. I owe my interview to the resume and techniques for updates you provided me.I am now a “manager of managers” as a Technology Area Sr. Manager, Enterprise Large Systems Security. And, an SVP at that.The timing was right. The opportunity was right, and I had my resume ready in under an hour when the job posting went up.Thanks again!Happy Holidays/Merry Christmas/Happy New Year.Brent MarlowA partner to the Chief Executive Suite, I want to write for you, too.Before hiring an executive C-level resume writer, ask yourself these 4 questions:1. Do they have 22 years experience?Why This Matters: Compounded experience creates a writer steeped in wisdom and with thousands of experiences to draw upon and inform your story. It also proves out their serious commitment to the craft. Moreover, practice can truly make perfect. Someone who has spent several decades immersed in the ever-changing resume writing industry will bring loads of context and powerful strategies to YOUR story.2. Do they have a writing degree?Why This Matters: My Bachelor of Arts degree with a Writing major and Journalism minor informs everything I write. Early, in-depth training on writing strategy and techniques includes the art of distilling complexity into concise impact statements. More importantly, the art of writing factually, yet mellifluously was honed through immersion in literature, poetry and short-story writing courses. So much focused experience and training means I offer an elite command of the English language.3. Do they have resume writing certifications?  Why This Matters. Board-certified resume writers demonstrate their desire to practice at the top of their profession and deliver high-quality results to their executive clients. Of the four industry-specific credentials I earned, the two that provide the most value to my clients (CMRW and CERM), required I pass a rigorous grammar/writing test as well as present an exceptionally written and strategized resume portfolio which was examined by a credentialing board.As well, requirements to re-submit a new portfolio every three years demonstrates master-level writers keep up on the latest industry trends.4. Does the chief executive writer/owner hand you off to another writer or do they perform the writing themselves?Why This Matters: Recently, a CEO client shared a disappointing experience he had with another executive resume writing service. He described the owner/writer who sold him the resume as being a very persuasive salesperson. However, after the sale was closed, he was shuffled to a lower-level writer, and the resume outcome did not live up to the sales pitch. This was not the first time Ive heard such a sad story. Thankfully, my consistent, hands-on business model ensures top-quality consistency, from initial sale to resume delivery.Are they trying to scale a non-scalable business?Why This Matters:  While the idea of scaling a business is popular, especially if you are a Shark Tank fan and think of yourself as the next-big entrepreneur, it is not necessarily the right solution for all businesses.In fact, the very nature of an executive resume writing business requir es innovative thinking, executive gravitas and deep writing experience. It also demands an intimate, singular relationship between the chief executive writer/owner working alongside the client to create a seamless, vigorous and cohesive outcome.To get help transforming your CEO story, lets set up a time to chat, and map out a plan to eloquently translate your value into words.###Jacqui Barrett-Poindexter, CMRW, CERM President | Chief Resume Master, CareerTrend jacqui@careertrend.net | www.careertrend.net 903.523.5952