What should I do with my wedding gift money

What should I do with my wedding schadstoff moneyWhat should I do with my wedding gift moneyCongratulations, youre married And the wedding planning part of life is finally over Plus, if youre lucky, youre walking away from yur wedding with a nice chunk of change. But its important to have a plan when you get a windfall like this. You dont want to find yourself a few months from now with no money left and nothing to show for it.Of course, how you use the money depends on you and your partners goals and responsibilities. But there are some basics that you should focus on when spending (or saving) that money.Pay Off DebtI know this doesnt sound fun. No one likes to pay off debt with gift money. But its actually hugely important to pay off your debt if you can If you have any credit card debt (or debt accrued during wedding planning), you should absolutely put your wedding money towards it. This will help you and your new spouse start your marriage on more solid financial footing. If bot h of you have debt that needs to be paid down, have a conversation about how you want to split the money. Do you want to split it equally? Do you want to tackle the highest interest debt first? Have the conversation and make a decision that feels good on both sides.Build Up Your SavingsOne of the cornerstones of financial health is having a funded emergency savings account. This account will protect you and your family if there is a job loss, injury or illness, or other costly emergencies. Having three to six months worth of your expenses can prevent you from being evicted, keep you current with your bills, and preserve your peace of mind. When you are joining your life with someone else and increasing your financial responsibilities, its even more important to have emergency savings. Even if you havent been given enough to fully fund your savings account, its important to get it started.Do Something FunWhenever you have a windfall of any kind, you should use a small portion of it t o do something fun. Allowing yourself to treat yourself makes it easier (and therefore, more likely) to use the majority of the money on responsible things. Take 10% of the money and buy something youve been yearning for, or treat yourselves to a fancy dinner. You deserve it, and your guests would be happy to know that you used the gift on something just for you.Dan and I have a few different ideas for our wedding money (keep in mind Im writing this before the wedding, so I dont know how much weve gotten). We dont have any debt aside from our mortgage, and our emergency fund is fully funded. So, we will use some of the money for our honeymoon, and the rest of it will likely go towards home projects.This article was originally published on MaggieGermano.com.

Single Crystal Turbine Blade Named ASMEs 265th Landmark

Single Crystal Turbine Blade Named ASMEs 265th Landmark Single Crystal Turbine Blade Named ASMEs 265th Landmark Single Crystal Turbine Blade Named ASMEs 265th LandmarkASME Past President Gene Feigel (left) presented the ASME Historic Mechanical Engineering Landmark plaque to Frank Preli, chief engineer of Materials and Processes Engineering at Pratt Whitney, at the landmark designation ceremony in Windsor Locks, Conn. (Photo courtesy of Pratt Whitney)Last month, Pratt Whitneys single crystal turbine blade welches designated as an ASME Historic Mechanical Engineering Landmark at a ceremony at the New England Air Museum in Windsor Locks, Conn. The innovative blade, which is ASMEs 265th landmark, is credited with improving jet engine efficiency, lowering emissions and extending time intervals between engine repairs.The landmark ceremony, which was held Feb. 21, drew a crowd of approximately 75 people including senior Pratt Whitney personnel, former Pratt Whitney employees who helpe d design the turbine blade, ASME History Heritage Committee member Lee Langston, who was also involved in designing the blade, and friends of the New England Air Museum. The event was also attended by ASME Past President Gene Feigel, who presented the landmark plaque, and ASME Past President Bill Weiblen.The single crystal turbine blade was developed in the early 1960s at Pratt Whitneys Advanced Materials Research and Development Laboratory (AMRDL) by a team led by Maurice Bud Shank and Frank VerSnyder, who were attempting to develop a stronger, more heat-resistant blade for use in jet engines. The turbine blades traditionally used in jet engines were composed of nickel-based superalloys, which had a crystalline structure with grain boundaries weakened areas that were susceptible to cracks and fractures. The single crystal turbine blade invented by Shank and VerSnyders team had no crystalline boundaries, resulting in greater resistance to fracture and corrosion as well as vastly improved creep performance than nickel alloy blades. Lee Langston, a member of the ASME History Heritage Committee who helped design the single crystal turbine blade, addressed the audience at the landmark ceremony on Feb. 21. (Photo by Wil Haywood, ASME Public Information)Single crystal turbine components were used for the first time commercially in the early 1980s in the JT9D-7R4 engine for the Boeing 747, Airbus A300 and McDonnell Douglas DC-10. The technology also had military applications in TF30 and F100 jet fighter engines. Pratt Whitney was recognized for its achievement with the ASM International Materials Achievement Award in 1975 and the National Medal of Technology and Innovation.The single crystal turbine blade is a most deserving addition to ASMEs roster of mechanical engineering landmarks, said ASME President Charla K. Wise. With this landmark, we recognize the engineering attributes of the single crystal blade, as well as the corporate effort of Prat t Whitney to develop a technology that contributed to the advancement of the gas turbine industry.For more information on the ASME Historic Mechanical Engineering Landmarks program, click here.

more things that dont belong on your resume

more things that dont belong on your resume more things that dont belong on your resume More things that dont belong on your resume* the name of your junior high school* the names of your children and their years of birth* an objective like this to obtain a standort where I can leverage my skills, knowledge and experience to use proven methodologies for the successful implementation of project goals and corporate vision* jargon of any sort (see above)* for that matter, an objective of any sort

Boss How to blow your bosss mind, add value

Boss How to blow your anfhrers mind, add valueBoss How to blow your bosss mind, add valueWe all want to get ahead. Still, even when it seems youre doing everything right - youre never late to work, rarely take a sick day, and always meet deadlines- promotions can be few and far between.Youre putting the work in, so why arent you getting rewarded? The answer is simple you dont get promoted for fulfilling your bosss expectations.Your bosss expectations are the price of entry. Even if youre making a great effort and doing all thats asked of you, you wont stand out. Youll be seen as someone who completes the minimum requirements, and no one who builds a great career is seen this way.The trick to advancing your career and getting paid mora is to add value by making certain your contributions are worth mora than youre paid. You want to go above and beyond so that youre seen as someone highly valuable - someone the organization cant live without.You should aim to exceed your bosss expecta tions so much that he feels like hes the smartest guy in the world for hiring you.This isnt as hard as it sounds. In fact, you can blow your bosss mind in seven easy steps.Step 1 Beyond developing the skills you need for your job, learn about your companys industry, competitors, latest developments, and challenges.Professional development is important, but why stop there? If you really want to blow your bosss mind, soak up everything you can about your company and your industry. For example, if youre an IT developer, instead of simply learning the current best practices in coding, learn how those practices are being applied throughout your industry.Transferring your knowledge to the real-world context of your organization is a great way to add value. On top of knowing how to do your job, it shows that you know why youre doing it and why it matters.Step 2 Instead of always having the answer, pre-empt the questionIts a good feeling when you can answer your bosss questions on the spot, without shuffling through piles of paper or telling her that youll have to get back to her. But if you really want to blow her mind, pre-empt the question.Anticipate what she wants to stay on top of, and send her regular updates. Youll save her time and energy, and shell appreciate that just as much as your enthusiasm.Step 3 Instead of owning up to mistakes once theyre discovered, bring them to light yourselfAccountability is a lost art. Too many people try to cover up their mistakes, fearing the repercussions of admitting fault. Show your boss that youre notlage afraid to own up to your mistakes, and hell be amazed. When you make a mistake, just give your boss a simple heads-up, and have a solution ready. Even better, tell him the steps youve already taken to mitigate the problem.Everyone makes mistakes. Youll stand out by showing your boss that youre accountable, creative, and proactive when you inevitably make them.Step 4 Instead of asking for training, do it on your ownTypical career advice is to ask your boss to send you to classes and workshops to improve your skills. But were not talking about whats typical were talking about blowing your bosss mind. Pursue training yourself, on your own time. It doesnt have to be expensive there are plenty of online courses available free or close to free.While everybody else is asking the boss to send them to training, you can tell her what youve already done, and your initiative will be rewarded. Youll save the company money and get ahead, and expand your skill set at the same time.Step 5 Instead of doing what youre told, be proactiveAnybody (well, almost anybody) can do what theyre told. To blow your bosss mind, you have to be proactive. If you see a problem, fix it. If you see something that needs doing, do it. Put together a how-to guide for new hires, document your processes and figure out where you can streamline them, or do whatever else you can think of to make a difference.Bosses appreciate vision more than anything. They love it when you see what could be useful to the company over the long term- and dont forget to tell your boss about it. Its only kissing up if you do it manipulatively or with the intention of making your co-workers look bad. Theres absolutely nothing wrong with owning your accomplishments.Step 6 Build relationships with other departmentsIts practically guaranteed that, at some point, your department will need help or input from another area. An excellent way to blow your bosss mind is to build relationships throughout the company. Person-to-person interactions are almost always more effective than department-to-department exchanges.You can make your bosss day by saying, Why dont I take care of that for you? I know someone who can get that done for us right away.Step 7 Be the calm one in a crisisFew things get your bosss attention like your ability to weather a storm. Whether its conflict between people, everyone freaking out over a rule change, or what have you, mak e certain that youre the one who remains calm, composed, and in control of your emotions.Your composure and ability to think clearly during a crisis demonstrates leadership potential, and leaders get promoted.Bringing it all togetherThe people who achieve the most are those who add the most value. Business is, after all, about making a profit. You want your boss and the company to know that theyre getting a great return on the time and money theyre investing in you.Travis Bradberry is the co-author of Emotional Intelligence 2.0 and the co-founder of TalentSmart.This article originally appeared on LinkedIn.

The One Thing to Do for How to Show Promotions on Resume

The One Thing to Do for How to Show Promotions on Resume Listen It can be difficult to produce numbers for each and every experience bullet. You may also use the bullet section to spell out the explanations for why you were promoted. This resume designworks best for those who have solid work experience. Whether there are any well-known and renowned projects which you had the ability to successfully manage then you ought to ensure it is a point to mention it in your resume. Do this only in the event youve got a couple of certifications to list, if youve got over two certifications consider listing them in a different section on your resume. This promotional model resume sample is an excellent example since it provides all the details and information a hiring manager will have to make an educated decision, and is formatted in a manner which makes it simple to read. To conserve space, you may still list the name of your organization and its location once. The very first regio n of your resume affected by means of a certification may be your name. The Bizarre Secret of How to Show Promotions on Resume In rare conditions, including when your role prior to a promotion was menial and over 10 or 15 decades before, you might decide to leave it off your resume altogether. Its even better if you may add quantifiable achievements. If you can set a number to your social networking efforts, your resume will stick out in comparison to others. It is of utmost importance to keep in mind that in this day and age a resume isnt an easy statement of educational qualifications in addition to work experience its a highly effective advertising tool which ought to be put to use as best you possibly can, in order to further your career. While all resumes should offer information on your work and education experience, in addition to your abilities and accomplishments, there are various ways to present this info. Do elend assume that, because youre asking for an internal p romotion, the individual reading your resume will be well-informed about your work. If You Read Nothing Else Today, Read This Report on How to Show Promotions on Resume If you would like to enter the advertising field, you should be in a position to advertise yourself first by giving a well-curated marketing resume to the company where you would like to practice your advertising abilities. Rather, it is a strategic tool for marketing your personal brand. Sales promotions may give you the edge youre searching for when it has to do with revenue. Im attempting to find out how to list several promotions within an organization on my resume. You may have to list the businesss information each moment, but the hiring manager will be in a position to clearly realize that youve accepted promotions within the exact firm. At your organization, youve held many diverse positions. Perhaps youve worked 20 years in 20 distinct businesses, or you might have invested 20 years with the exact same company. If youre on the promotion track, you will most likely be asked to submit a resume to your employer even in case you have been with the company for a number of decades. The Honest to Goodness Truth on How to Show Promotions on Resume Even lateral moves suggest you could take care of diverse responsibilities. Therefore, its time to earn a new resume. On your second time around you receive a promotion. Proceed to a show and watch the company operations of the show. In this instance, you may need to input the businesss information each timebut thats OK. So demonstrate a possible employer that youre prepared to put money into their company for a long time to come. In such situations, its far better Describe each position separately. In that instance, you are going to want to use strategy number two. The New Angle On How to Show Promotions on Resume Just Released By carefully targeting resumes for particular jobs, you are able to greatly enhance your odds of getting noticed in the work industry. Keep in mind that your resume is intended to sell you as the very best person for the job, so concentrate on describing your achievements rather than detailing all your menial job duties. Willing to do anything it requires to find the job finished. As always, you will start to your existing job first. The New Angle On How to Show Promotions on Resume Just Released The more success stories that you find it possible to recall for each position, the more weightage you find it possible to present your resume. This detailed timeline of sorts will not simply ensure than all the info is presented in a clear, concise along with comprehensive fashion but at precisely the same time another purpose that is served is that you are not going to forget about any jobs that you may have had. So it would help you to be sure you alter your resume to fit the type of job that youre applying for. Because its very much like the second example, this choice is an issue of style. A certification proves that you possess the abilities and know-how to do a particular endeavor and your knowledge was proven with an exam or practical test. Employing another section for older work experience will permit you to display your career progression whilst still keeping your resume concise. Being aware of what words to use to demonstrate leadership ought to start from carefully reading the work description, said Frana. The skills are the exact same for the compact shows as the huge shows and occasionally you can even learn more.

Recruiting Tips That Will Make Your Life Easier

Recruiting Tips That Will Make Your Life EasierFinding the perfect team member to add to your existing roster of talent is no small task. A qualified hiring manager knows you have to weigh the professionals knowledge base alongside their personality and ability to mesh well with the companys existing culture. Because this task comes with a fairly high degree of pressure, theres also a lot of frustration that can stem from the hiring process. Unfortunately, theres no way to clone your best talent when you have an empty spot to fill. But there are some recruiting tips you use to make the hiring process easier and reducing aggravationRecruit even when youre leid actively looking.Regardless of whether your company needs to hire right now or bedrngnis, those in dienstgrad of talent acquisition should always be recruiting in some form or another. When youre at a networking event, participating in discussions on social media, or casually fielding questions about your career at a friends par ty, you should have good answers about why someone might want to work for your company.You never know whos looking for an opportunity or who may know someone who could be a major asset to your organization. Bear in mind that youre always representing your company, even when youre technically off the clock.Dont pigeonhole potential employees.If youre looking for your next great sales professional for your technology company, dont zero in only on those who are currently selling technology-related items. Its easy for someone to learn the ins and outs of your product. You need someone who is charismatic, not afraid of rejection, and enthusiastic. If you meet an impressive rep whos currently selling cosmetics, dont automatically dismiss this individual. Who knows what they could become with a little training about your product line?If you pigeonhole employees, youre missing a lot of talent possibilities. RecruitingTipsClick To TweetSet up a referral program.If you find yourself wishing y ou could clone a rising star within your company, why not establish an employee referral program? Encourage individuals to recruit their equally enthusiastic friends. Your top team members have an extensive network of connections dating back to past jobs or their college days and its important to tap into that.When its time to add to your team, give your veteran employees an incentive to reach out to these connections to gauge interest. Current employees can act as your best representatives, speaking truthfully about why they love their job. If they truly feel satisfied at work, they can encourage like-minded, well-trained professionals to consider coming in for an interview. As an added zugabe, rather than hoping youre getting an accurate feel for someones personality type during an interview, you can then tap that trusted team member as a resource to vouch for this individual, thus ensuring that the hire is a good fit.The one caveat be easy-going about putting a referral program i nto place. If you start laying the pressure on and setting minimums for the number of recommendations your staff has to make, the quality of names will quickly decrease. Instead of carefully contemplating who would work well in your office, youll be getting the names of aunts, uncles, and neighbors just so your staff members can say they met their quota. This defeats the purpose of a referral program.When such a program is voluntary, but offers incentives (a cash bonus if their referral stays with the organization for a certain amount of months) you know youre getting quality recommendations without putting your veteran employees in a tough punkt.Employee referral programs are great, but only when theyre voluntary. talentacquisitionClick To TweetDevelop real relationships.Recruiting requires a delicate touch, particularly when youre interacting with passive candidates. If youre continually spamming someones email or hounding them at a networking event, dont be surprised when you pe rmanently burn a bridge. Instead, your approach should be a slow one.Dont focus on getting someone to come in for an interview the following week. Work on building a real relationship with this individual, where you can trust each other and get a sense of the other persons intentions. When professionals in your industry view you as a valuable asset to the field instead of a pest whos trying to push their companys agenda at any cost, theyre more willing to have a conversation with you. This becomes valuable when its time to hire.Be willing to get creative to attract talent.When youre going after the best in the business, youre going to need to make your company and your open position stand out. If youre not willing to negotiate on salary, vacation days, or small perks associated with the job, youre going to attract a lower-caliber employee whos just desperate to collect a paycheck from somewhere.To catch the eye of top-tier professionals, you need to be willing to get creative, parti cularly if these individuals arent actively seeking out new employment opportunities. Instead of forcing them to take time out of their day and trek to your office for an interview, could you allow them to do a video interview? Youre still getting the information that you need to know about this person, but youre allowing them to do it on their time and from the comfort of their own home.This sends a message that you respect their time and want to make life easier for them. You might also want to consider offering other perks, like extra vacation days, a work from home option, or a bring your pet to work policy. Creating an office environment that values employees happiness makes your business more desirable to the kind of talent youre hoping to attract.Using video jobinterviews shows passive candidates that you respect their time.Click To TweetDont forget to promote from within.Some managers get so focused on reviewing resumes and cover letters when a job opens up that they forget they have a whole pool of talented people already on staff.Finding an outside hire to fill a role can be effective, but you shouldnt overlook the possibility of promoting from within. If you have a current employee who might be the right fit for the open role, dont forget to add them to the discussion. Beyond the benefits of reduced training time, promoting from within is great for employee morale.Taking a proactive approach to the hiring process, even when youre not actively looking to fill a spot, enables you to reduce the frustration and stress that can accompany the process if you have to dive in unexpectedly when youre not prepared. Continually build your network and evaluate your current talent in order to have the ability to act quickly when an open position does become available. Want more recruiting tips to make your career easier?Get Spark Hires new eBook, The Expert Guide To Conducting The Most Effective Job Interviews.

How to Conduct a Cold Call Campaign Find Your Dream Job

How to Conduct a Cold Call Campaign Find Your Dream JobHow to Conduct a Cold Call Campaign - Find Your Dream JobToday you will conduct a cold call campaign, in which you contact your target employers to discuss how you can add value to their companies. Many people do not enjoy cold calling they worry about bothering the person on the other end of the line, or fear being rejected. However, cold calling is a crucial job search technique. When done correctly, cold calling can greatly increase your chances of landing a dream job. Why Cold Call? Cold calling a company will not necessarily lead to an immediate job offer. However, there are a number of possible benefits of a cold call, all of which can enhance your chances of getting a job. Firstly, cold calling expands your professional network, putting you in immediate contact with an employer. Even if the company has no current job openings, you have a new professional contact, who may be able to point you towards a job opening in the future. Cold calling is also a great way to find out about unadvertised jobs. Companies often have job openings that they do not promote on job sites or even on their own websites. Speaking to an employer may give you inside tips about particular positions. Finally, cold calling can save you money. You do not need to hire a professional recruiter to contact employers for you when done properly, cold calling can be extremely effective and much less expensive than using a recruiting service. Tips for Conducting a Cold Call Campaign Contact target companies only. Cold calling isnt about contacting every company in your industry. Only call companies for which your experience and skills make you an ideal employee. This is the only way that a cold call can turn into a job offer.Contact the right company representative. Typically, you do not want to call the company executives. Try to contact someone in a functional role, such as a hiring manager, who will recognize your tauglich keit value. Do not call a human resources representative the HR employee likely will not be able to give you the insider information that a hiring manager might. Figure out exactly who you will be calling, and research a bit about the persons professional background online. Making the call more personal (and less like a cold call) will increase your chances of getting a positive response. Precede your call with an email. Consider sending a targeted titelbild letter and resume before calling the hiring manager. In your cover letter, explain how you can add value to or address a current problem or issue at the company. Mention that you will be calling within the week to follow up. This is especially a good idea if the idea of cold calling intimidates you sending the cover letter and resume gives you a reason to call. If you do not want to send a long cover letter, consider sending a value proposition letter instead. Call at the right time. If the person you are calling seems annoyed or busy, offer to call back later. You can also call or email the persons assistant to make an appointment for the phone call. Typically, calling early or late in the day is best.Explain how you can add value. Remember, you are the one initiating the conversation, so you need to explain why you are interested in the company, and how you think you could add value. Explain how you fit into the companys mission, or how you can help address a problem or challenge the company is facing. Make the conversation about the company, not just about you. Dont expect a job offer. Again, dont expect to get an immediate interview. At the very least, you are expanding your network, which might help you find a new opportunity further down the road. Do not sound too disappointed or push too hard if the employer cannot offer you any information on job openings.Be sincere. Try to convey your genuine interest in the company to the employer. Keep your tone upbeat and polite if you give off a positive at titude, people will appreciate your aktion and genuine passion for their company Follow up. To maintain your new professional contact, follow up your cold call with a thank-you email. You can also connect with the employer on LinkedIn and/or Twitter.

COBRA - Consolidated Omnibus Budget Reconciliation Act

COBRA - Consolidated Omnibus Budget Reconciliation ActCOBRA - Consolidated Omnibus Budget Reconciliation ActCOBRA is a United States law that allows a covered employeeand his or her family to continue their group health care coverage when faced with a qualifying event that could cause them to lose it. An individual covered by this law is known as a qualified beneficiary. Examples of qualifying events for employees include leaving or quitting your jobor having your hours reduced. The law also allows the spouse and children of the employee to continue their coverage should either of those events take place or if the covered employee dies or becomes eligible for Medicare. Additionally, it includesprotection for the employees spouse if he or she would lose insurance benefits due to divorce. COBRA, which Congress passed in 1986, stands for Consolidated Omnibus Budget Reconciliation Act. Why You Need to Understand Your Rights Under COBRA The group health insurance your employer offers can keep you from financial ruin should you or one of your dependents become ill. If you lose your job, or some other event threatens your coverage, it is important that you know about COBRA and how it can protect you. Group health insurance is one of the most valuable components of your compensation package. Some employers pay the entire premium, but many require employees to pay a portion and sometimes even the entire thing. In any case, participating in an employers group insurance plan is almost always cheaper than paying for an individual health insurance policy. When you leave your job, whether you are fired or quit, you shouldnt have to go without health insurance because you cant afford an individual policy. That is where COBRA comes in. It allows you to continue to participate in your employers group health insurance plan by paying for your policy on your own. Here are answers to some questions you may have. The information provided here is general in nature. The end of th e article tells you where to go for more information. Are All Group Insurance Plans Subject to COBRA? Not all group plans are subject to COBRA. Only those plans maintained by businesses and state or local governments with more than 20 employees are. Group insurance plans that the United States federal government, churches and certain church organizations provide for their employees are bedrngnis subject to it either. The Federal Government offers something similar for their employees,however. Does COBRA Protect You and Your Family? If you or your family has a qualifying event, for example, you loseyour job for any reason but gross misconduct,quit your job, or your employer reduces your hours, you die or you and your spouse divorce, AND you answer yes to any of the following questions, you are probably eligible for COBRA Do you work for a private sector employer or state or local government with 20 or more employees?Are you covered by the group health insurance plan provided by your spouses or parents private sector or state or local government employer?Were you or your family covered by a group health plan on the day before the qualifying event occurred? Reasons to Elect Continued Coverage Through COBRA You should opt to continue your group health insurance benefits when Your plan is better than other plans that may be available.You or your dependents wont have coverage without it.Youare satisfied with your plan and your health care providers. Reasons You Should Elect to Not Continue Your Coverage You shouldnt use COBRA to continue your coverage if You can get coverage from your spouses, or other parents, employer.You find a better plan through the Health Insurance Marketplace. You should note that while under other circumstances you must wait until an open enrollment period to sign up for a health insurance plan, HIPAA, the Health Insurance Portability and Accountability Act, provides an opportunity for those who have lost eligibility for cove rage to enroll during other times. Thisis called special enrollment. How Much Will You Pay to Continue Your Coverage? The amount you will pay for your insurance premiums depends on the cost of the plan. You will not pay more than the combined cost the employer and an employee payfor the same policy (plus 2% for administrative costs). 3 Things That Should Happen After a Qualifying Event Your employer must notify its health insurance plan within 30 days of your employment ending, a reduction in your hours, or your death.Once it receives notification, the plan must then send an election notice to you and other qualified beneficiaries within 14 days of receiving notification from your employer. It will explain your rights and tell you how to elect to continue your coverage.You will have 60 days from the date you received your election notice or the date your coverage ended to elect to continue your coverage. How Long Can You Continue Your Coverage? You and your family can e lect to continue insurance coverage for at least 18 months if you qualified for COBRA because you lost or quit your job. If you fail to pay your premium, or you begin coverage under another group plan, your coverage will end. If at any time your former employer no longer provides a group health insurance plan to employees, you will no longer be able to participate. Where To Get More Information About COBRA Individuals who work for private sector employers should contact the Employee Benefits Security Administration, a division of the U.S. Department of Labor. Either calltoll free(866) 444-3272, or visitdol.gov/ebsa/contactEBSA/consumerassistance.html. If you work for a state or local government, you should contact the Centers for Medicare Medicaid Services at 7500 Security BoulevardMail Stop C1-22-06Baltimore, MD 21244-1850 Disclaimer The information contained in this article is for guidance, ideas and assistance only. While the author makes every effort to offer accurate advic e and information, she is not an attorney. Therefore, the content is not to be construed as legal advice. Check government resources or legal counsel when in doubt about your particular situation. Sources Department of Labor. FAQs About COBRA Continuation Health Coverage.NOLO. Your Rights When You Leave a Job.

5 Exorbitant Costs of Making a Bad Hire

5 Exorbitant Costs of Making a Bad Hire5 Exorbitant Costs of Making a Bad HireThe manager is an essential part of an organization. Their responsibilities become more diverse depending on how elaborate their organizations chain of command is. But, every manager has three fundamental responsibilities. These responsibilities include Hiring Great EmployeesDeveloping Great EmployeesRetaining Great Employees If you dont get number one right, the rest becomesalmost impossible. A manager is better off spending more timehiring great employees. Prioritizing time towards hiring great employees means there will be a smaller chance that youll have to spend timedealing with difficult employees. While there are many ways to calculatethe cost of turnover(recruiting costs, training costs, severance, etc.), I would argue that the cost ofnotlage firinga badeanstalt employee far outweighs the turnover cost.This article outlines the high cost of making and keeping a bad hire in your organization. Dont Fall for the Warm Body Fallacy When faced with open positions and under pressure to hire, or tolerating a poor performer because of a freeze on hiring replacements. Ive heard numerous managers say Well, a thermisch body is better than nobody. I would beg to differ. In most cases, a warm body (or bad hire) isfar worsethan leaving a position vacant until you can find a great hire or firing a poor performer, even though the person cannot be replaced. When a manager hires a bad employee, they are often blind to the employees shortcomings because the hire is a reflection of their ability to select employees. Theywantthat employee to succeed, and will often miss the warning signs of poor performance and become defensive if someone else points it out. Its possible to get candid feedbackif you suspect that you might have a blind spot. And, dont be worried about having to do this because other managers have done this before you. And, business is business, especially when theres a budget to consider. The Five Costs of a Bad Hire Impact on the Rest of the TeamWhen one employee is underperforming or carries around a consistently bad attitude, it has a devastating effect on the rest of the team. They have to pick up the slack, cover up mistakes, and put up with all kinds of obnoxious work habits from theirslacker coworker. Good employees will resent having to put up with the nonsense, morale will suffer, standards will drop to the lowest denominator, and eventually, great employees will quit.Impact on CustomersBad hires cant seem to grasp their job responsibilities, and even if they can, are always looking for shortcuts, or making customers upset due to their lack of customer service. The cost of gaining a new customer is way more expensive than keeping existing customers, and one negative interaction with a bad hire may cause that customer to walk away. Eventually, your brand and reputation will suffer. Time Spent on Performance ManagementA bad hire will suck up the time and focus of a manager. Instead ofcoaching and developing other employees, they get sucked into an endless cycle of having to listen to complaints from others, give corrective feedback,micromanaging, handing out discipline, and eventually having to be dragged through a painful disciplinary process. Trying to get a bad hire to meet even minimum expectations is like playing management whack-a-mole. One problem (showing up late) may temporarily go away, but it is soon replaced with another issue (calling in sick). The Managers ReputationEvery manager makes a bad hire now and then. No one is perfect. However, if a manager establishes a pattern of bad hires, then they get a reputation as an incompetent manager. No manager can make up for a team of bad hires, so it wont be long before the manager is the onebeing coached out of their job.The Cost of Turnover This is the quantifiable cost that most refer. These costs are real recruiting costs, relocation costs and training costs all a dd up to big numbers. Unfortunately, its these sunk costs that often causes managers to subscribe to the warm body theory. The Bottom Line These are just a few of the costs you incur from making and keeping a bad hire. Im sure there are more, depending on the type of organization and employee roles. It doesnt matter if you are hiring an entry-level minimum wage employee or senior executive. The cost of a bad hire is significant and can bring down a team, manager, or entire organization. While there are no guarantees, taking the time to cast a wide net anddoing your due diligence in selecting employeesis well worth the effort and will minimize the chances of a bad hire.