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Rescinding Of A Determined Employment Contract

With the right to employment comes another essential related right which is the right to choice of one's employment. The right to choice of one's employment gives the freedom to people to undertake work of their own choice and not toil in the field in which they do not wish to put their labor. Laboring against the will of one's self can be considered to be forced labor which is illegal in UAE and most of the other countries in the world. Employment contract is an agreement between the employer and the employee where the employee agreements to work for the employer for a fixed period of time and for a specific job – role. Employment contracts sometimes do not fix the duration of employment in which case the contract is known as an undetermined contract whereas determined employment contracts are contracts that bind the employee to the employer for a fixed period of time. Employment contracts are not considered as forms of forced labor as both the employee and employer will willingly enter into it but in the long run it may be considered as forced labor as the main aim to fix a duration is to ensure that the employee does not leave the employment before that duration even if he desires to and there before once the employee signs an employment contract he has to work for the employer for the number of years fixed by the employment contract and the employee loses his right to leave quit the employment before that period. Although this is not considered forced labor it is in reality a different form of forced labor behind the veil of an enforceable contract.

In the United Arab Emirates the right to employment and all related rights enumerated in its rich constitution is only limited to the nationalities of the United Arab Emirates where the rest of the people who live here as expatriates have to solely depend on employment contracts and therefore become the victims of the veiled forced labor. The present article discusses the regulations enumerated in the labor law1 for ending the employment and the consequences of bread of employment contracts of fixed duration.

According to the labor of the UAE the employer may on grounds enumerated in article 120 of the federal law no.8 of 1980, rescind the employment contract without giving notice. The grounds enumerated for rescinding of the employment without notice are as under:

1. In case the worker assumes a false identity or nationality, or submits false certificates or documents.

2. In case the worker had been appointed under probation, and the dismissal had taken place during or at the end of the probation period.

3. In case the worker commits an error resulting in colossal material losses to the employer. In such cases the Labor Department should be informed of the incident within 48 hours of the knowledge of the occurrence thereof.

4. In case the worker violates the instructions relating to the safety at work or in the work place, provided that such instructions were written and posted in a prominent location, and that the employee worker is notifiable if he be an illiterate.

5. In case the worker fails to perform his main duties in accordance with the employment contract, and thereafter fails to remedy such failure since a written investigation on the matter and a warning that he would be dismissed in case of recidivism.

6. In case the worker divulges any of the secret of the establishment where he works.

7. In case the worker convicted in a final manner by the competent court in a crime relating to honor, honesty or public ethics.

8. In case the worker is found in a state of drunkness or under the influence of a narcotic during work hours.

9. In case the worker assaults the employee, responsible manager or co – worker during the work hours.

10. In case the worker remains absent without valid cause for more than twenty non – consecutive days in one year, or for more than seven consecutive days.

In case none of the above circumstances described applications to a case yet the employer terminates the employment of the worker without notice before the expiration of the determined employment contract, the employer has to provide compensation to the employee for the same. The compensation amount that is provided to the worker by the employer is in lieu of the damages suffered by the worker due to the premature termination of the employment. The law provides for a limitation to the amount of compensation which is limited to the total wage due for the period of three months or for the remaining period of the contract, whichever is shorter, otherwise otherwise mandated in the contract. Therefore this provision is subject to the terms of the contract. Many times the contract has liquid damages fixed for specific joints; in such cases the damages awarded do not exceed nor are less than the liquid amount.

Similar provisions are also provided in case the worker decides to leave the employment before the expiration of the employment contract. The worker may leave the employment before the expiration of the contract without notice if the following circumstances precedent:

1. In case the employee breaks his obligations towards the worker, as set forth in the contract or the law.

2. In case the employer or the legal representative thereof assaults the worker.

In case the two circumstances mentioned above do not anticipate and yet the worker leave the employment prior to the expiration of the employment contract, the worker is bound to compensate the employer for the loss asserted by him due to the rescission of the contract. The compensation amount is limited by the law to not exceed the wage of half a month for the period of three months, or for the remaining period of the contract, which is otherwise, without otherwise stipulated in the contract. Thus here too the terms of the contract if any regarding this matter will be made applicable in a manner similar as it is explained above regarding termination of employment contract by employer.

These provisions mentioned above hold good only to the citizens of UAE, for the rest of 88% of the population the provision stipulated in article 128 of the law2 applies. Article 128 provides that in the event of a non-national worker to leave his work without a valid cause prior to the end of the contract with definite term, he may not get another employment even with the permission of the employer for a year from the date of abandonment of the work. It further provides for a warning for the employers that they may never knowly recruit the worker or retain in his service during such period. The Non-national workers may be exempt from such penalies if they can secure an authorization of the original employer and after submitting such authorization in the Ministry of labor and social affairs, attain the consent of the ministry for the new employment.

1Federal Law no. 8 of 1980
2Federal law no. 8 of 1980

Source by Andrea Gillard Esq.

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Creating a Blueprint for Optimum Work-Life Balance

Is this you or can you relate to the following scenario? “You rise early in the morning, no later than 6:00 am, drink 2-3 cups of coffee before you start your day, work hard all day including skipping lunch, maybe tell yourself you are going to spend time with family and will arrive home at a reasonable hour; however, you end up working later or taking work home with you and sometimes working into the wee hours.” This becoming more and more common as people struggle to find a healthy balance in their lives. Often time greater pressures are on women, who work full-time building a career or business, still expected to cook, clean and somehow cater to her family’s needs. In the mix, you lose sight of taking care of yourself. Let me assure you, there is a better way and there are people who have achieved optimum balance in their daily lives.

Let me share a story with you… Let’s take John and Jennifer who have been married for 15 years with two kids. Jennifer started her own business six years ago (a technology business). This family takes annual vacations. At least six weeks off for fun every year. John and Jennifer had parents with strong values that influenced their habits growing up. An important value they learned was “If you are going to a job, do it to the best of your ability.” Another strong value learned was saving and investing. By the time they were married, they both had a savings plan in place and they were able to maximize their join savings plan. At work, Jennifer has a first-class executive assistant who allows her to focus on what she does best. She does not get caught up in unnecessary paperwork and rises early to kick-off her day. She rarely arrives home later than 6 pm. At the beginning of the year Jennifer and John sit down and plan their personal and family goals. This includes scheduling time for vacation and mini-breaks. Twice a year Jennifer enjoys a long weekend away with her Mastermind Group to enjoy skiing.

Here is the million dollar question, “Do you enjoy a healthy, well-balanced lifestyle, doing work that you love, and that gives you an excellent financial return and allows you to have significant time off to pursue your other interest? The answer is either “Yes” or “No.”

If your answer is “No”, let me introduce you to B-ALERT. If you check the dictionary for the work alert it reads “At the ready, mindful, using intelligence, on guard, conscious, and prepared.” Being at the ready every day and using intelligence will keep you mindful of your priorities and your state of balance. When you are truly alert you are more conscious of what is going on. Now what is the opposite of alert? Mindless, unprepared, unconscious off-guard and stupid! If you had a choice, which side of the scale would you like to sit on?

People that incorporate B-ALERT for creating optimum work-life balance use these daily practices.

B-Blueprint – This is your strategic plan for the day. You can set your priorities, appointments and projects. Review the night before or early morning.

A-Action – Concentrate on the most important activities that will move you towards accomplishing your sixty-day goals.

L-Learning – Expand your knowledge through reading, CDs, DVDs, video, mentors, courses.

E-Exercise – Re-energize for thirty minutes.

R-Relaxation – Eliminate daily stress. Nap, meditate, listen to music, family time.

T-Think – Take time to reflect on the day. Review goals, visualize, develop new ideas and use a journal.

Track your progress every week. Set up your own simple recording chart. At the end of each day take a moment to record your progress.

Source by Tangela Davis

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Time for a Career Change? What to Consider Prior and During the Transition

When you feel that there is no more movement or satisfaction in your current career, a change may help you to open up new opportunities and life experiences. Such a change does not happen in an instant, though. You can not leave your current position and find another with wonderful results through. There are things to consider prior to and during the transition. When it comes time to make a change, be ready. This is the only way to ensure that you get to a new career where you are happy and can live to your full potential.

Before doing anything, make sure that you are ready to make a change. Some people are unhappy for a moment and equate that to a lifetime of unhappiness. Do not get caught up in one of these moments and make a decision that you might later regret. Take a step back to examine the path that you have led that far. Look at how the career has challenged you, how you have felt during tasks, how you have risen through the ranks, how you have changed the organization or even the industry, how those in and out of the organization have treated you, and what you have taken away from this time. Take an objective look at your entire experience in your current career.

There are times when the need for a change is obvious. Underappreciated, bored, and unmotivated, your job may not fulfill you the same way it did before. You might think that none of your work really matters or that the money is not worth what you put into the job. Maybe you do not feel like you belong there, or you are too exhausted to feel like you belong. When this happens, you have to figure out what type of move suits you. You can move through the same organization or find an employee in the same industry, or you can find a new career. Figure out the type of change that works best for you.

When taking the first step to changing jobs or careers, do research. Find something that you like. If you want to stay within the same organization, look into opportunities or potential openings. Talk to other people in the organization. When switching jobs in the same industry, look into and compare organizations. Find a place that offers what your current job can not. If you want a new career, look into what will ignite your passion and give you the happiness you can not have now.

Start building up your skills, training, and education. Update everything so that you can remain an attractive potential employee. For a change in your current industry, try to focus on the applicable skills and knowledge for your new job. In a new industry, begin learning and building up your resume to show that you have developed a foundation for growth and future success.

As you look into building up your resume, network. Start getting to know people in the industry or profession that you want. Find people who can help you with the transition, finding a new job, and improving your abilities in the new job. Head over to conventions and any area where you know these professionals are likely to go.

Begin trying your hand at volunteer or low-level work. This may not be the big, promising position that you want, but it does give you some insight into the new job. You will have a relevant experience that will help you as you take on the new career. When doing this work, try to find someone who will help you to understand more about the career. A mentor will give you knowledge and understanding that you would not have otherwise.

Start finding your dream career. If this is something that you want, go for it. With an updated resume and your newfound knowledge and skills, you can take on this task. It may take a little while to get everything sorted, and you will have to be flexible and patient since you are starting from the bottom again, but it is worth it once you are happy in your chosen career.

Source by Cristine Sauter

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How-to Create a Compelling, Branded Elevator Pitch for Your Job Search

The elevator pitch. You are probably familiar with the term. It is most commonly used to describe the concise 60-second speech that business owners and executives, as well as salespeople, use to describe their business, product, or service to others. More importantly, it is a speech that is delivered in a compiling way that describes what is unique about the business (or offering), describing the benefits to the target market, and excites interest in the listener.

So, why should you – the job seeker and career professional – care about the elevator pitch? If you are familiar with the concept of personal branding, and the idea of ​​leveraging your brand to advance and promote yourself in your career, I'm sure you immediately recognized similarities between the above description of an elevator pitch and a personal brand statement.

Personal branding allows you to make a name for yourself. It differentiates you from your peers and helps to position you as a leader in your field – as a specialist and an authority who knows how to do a job and fill a particular niche in the workplace better than anyone else. A personal brand statement is a succinct statement that clarifies and communicates what makes you and your unique value proposition different and special.

Your personal brand statement will play a large role in your 60-second elevator pitch as a job seeker and career professional. Your entitlement pitch pitch will be a mini presentation that you are able to give on the fly in response to those all-too-common questions "what do you do?" or "tell me about yourself?" With precision-like focus, an effective elevator pitch will immediately convey to the listener who you are as a professional, and will do it in a way that addresses not only your unique value proposition, but in a manner that addresses the concerns of your listener . Of equal importance, while your pitch is planned and rehearsed, when you actually speak it, it should sound completely natural and spontaneous, yet it should leave the listener with a positive, positive, and memorable impression. You will use your elevator pitch frequently, in networking situations and during interviews.

But, once you recognize that crafting an elevator pitch is essential, you may feel daunted at the prospect of creating and perfecting one. Certainly, this is a task that your career coach or the professional that you hired to create your résumé can assist with. However, with some introspection and honest self-assessment, developing your elevator pitch does not have to be difficult. To get started, ask yourself these essential questions:

1. What is the focus of your search? What is your job target?

2. Who is the person / people most likely to make a hiring decision about you?

3. What are the problems faced by your target audience?

4. What is it that you are offering that would solve these problems?

5. What is it that differentiates you and makes you different from your peers?

6. What are the benefits of your work as experienced by your target audience?

To create your elevator pitch, you now must put these elements all together in a brief presentation that you can deliver quickly-in the time it would take you to get from one floor to the other in an elevator.

As an example, here is my own "branded" elevator pitch that I developed to concisely describe my work as the executive director of Distinctive Career Services.

"You know how some career professionals miss out on really great employment opportunities, or do not advance as quickly in their careers as they would like, or do not get paid the compensation they deserve, all because they do not really know how to differentiate themselves in their careers or promote themselves effectively in the job market?

Well, I am a career coach, personal branding strategist, and career marketing professional-one of just a few people worldwide with this unique blend of expertise. In my business, which is internet-based and global, I provide a mix of innovative products, programs, and services delivered to six-figure + and aspiring six-figure + professionals, managers, and executives. All my offerings are designed specifically to empower my clients to promote and market themselves effectively, opening doors and enabling potential to achieve their highest career aspirations and goals.

The benefits are that my clients dramatically reduce the time and money they spend job searching, rapidly advance their careers, boost their incomes, enjoy greater professional recognition, and overall, establish themselves in careers that are more professionally, financially, and personally rewarding. "

Once you have the answers to the six simple questions above, you have everything you need to create a similar elevator pitch for yourself. Do you see how I have taken my own answers to the questions and interspersed them through my pitch? I've clearly communicated who my target market is, have identified the problems and challenges that they face, have conveyed how my offering is not only unique but solves those problems, and I've described the key benefits that my offerings produce.

You can use this same model to develop your own elevator pitch. But remember; do not go into too much detail. Your goal is simply to pique interest and make yourself memorable. Do not spend too much time on the details of your qualifications. Just quickly highlight them and tie them back to how they benefit your target audience (current or future employer).

Once you have your pitch perfected, practice it, practice it, and practice it some more. Your goal is to have it sound completely natural. Rehearse in front of a mirror and be aware of your body language and eye contact, as these aspects of communication often speak even louder than words. Now, try your pitch out a few times and observe the response to the listener. Be open to the prospect of adapting and modifying as necessary to elicit the response you want to generate. And, of course, be flexible. If your listener interrupts with a question, be ready to pause and answer it.

Creating your elevator pitch may take some time and thought, but it is a wise career professional who invests in it! You will hear the "what do you do?" or "tell me about yourself?" questions over and over, both during your job search and through your entire career. Do not wing it! Preparation is the key to confidence and the key to making a positive, positive, and memorable first impression. The benefits to your career will be phenomenal. It is well worth the effort!

Source by Michelle Dumas

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Youth Employment Regulations

Youth of a nation is considered to be the future of the nation and therefore it is essential to guide them in the right directions and protect them from exploitation during work. Work according to law1 is defined as the human effort whether intellectual, technical or physical, implemented in return for a wage it may be permanent or temporary in nature. The federal law no. 8 of 1980 concerning the regulations of labor relations (hereinafter known as 'the law') provides for special provisions for the youth of the nation. Article 20 to article 26 of the law pertains to regulating the employment conditions of a youth and the present article evaluates and discusses the same.

First, it is important to understand who all come within the definition of the term 'youth'. The term is not defined in the present law and there before the general meaning of the term is to be looked into. In general terms, the term 'youth' means the phase of life which comes between childhood and adulthood. The age till which a person is said to be in childhood is not stated but article 86 of the Federal Law no. 5 of 1985 relating to the Civil Transactions Law of the United Arab Emirates State, a person enters the age of discretion at the age of 7 and further article 85 of the same law provides that a person in UAE enters the age of majority at 21 years of age. There considering considering the age below 7 years as childhood and the age of and above 21 to be adulthood, the age of a youth should be between 7 years and 21 years of age.

The present article deals with the regulating provisions for the employment of the youth. Article 20 of the law provides for a minimum age for a youth to be employed, it provides that a youth of either of the gender must have completed a minimum of 15 years of age for being employed. Here, the regulating provisions for employment of youth are applicable to youth between the age of 15 years and 21years of age. Employing a youth below the age of 15 years in the United Arab Emirates state would be illegal. Therefore article 21 of the law provides for measures to be taken by an employer to confirm the age of the youth before employing him / her. The employer is supposed to maintain a personal file for the youth and is under obligation to maintain documents giving proof of the age of the youth therein. The following documents have to be maintained in the personal file of the youth:

1. A birth certificate or an official extract thereof, or an age estimation certificate issued by a pertinent doctor and authenticated by the competent health authorities. (for proof and verification of the fact that the youth is of employable age)

2. A certificate of health fitness for the required job issued by a competent doctor and authenticated.

3. A written consent of the guardian or trustee of the youth.

Further, the law provides for the maintaining a special register accounting essential information about the youth at the work place by the Employer. The said register is to contain information relating to the name and age of the youth, the full name of the guardian or trustee thereof, the place of residence, date of employment and the work for which the youth is employed. The date of employment is to confirm that the youth when employed was of employable age. The work role of the youth needs to be specified as youths are allowed to do work only that is considered to be safe for them. Article 24 of the law provides that employment of youth in hazardous, strenuous or in such conditions that are harmful to the health conditions of the youth is prohibited. The circumstances and environment that are considered to be hazardous and harmful to the health of the youth are determined by virtue of a decision issued by the Minister of Labor and Social Affairs upon the consultation of the competent authorities regarding the same. Here only the physical health of the youth is taken into consideration but with effect of an amendment the provision for safeguarding the mind and the mental health should also be added in the present law as youth is an age where the mind imprints very fast and easily and hence it is essential to keep it away from unethical, immoral and illegal activities.

Further, the law provides for the duration for which a youth is allowed to work in terms of timings and number of hours. Article 23 provides that a youth can only be employed during day time but this provision is limited to employment in industrial enterprises. Therefore there is no restriction on employing youth during the night time at work places other than industrial enterprises. It also provides the meaning of the word "night" to be a period of twelve consecutive hours at least including the period from 8 pm until 6 am Article 25 of the law limits the maximum working hours to 6 hours per day for youths. These working hours would also include intervals for rest, meals or prayers. The interviews together are to be for a minimum of one hour and can be more than that but never less than that. Also the interval or the intervals are to be set in such a manner that the youth does not work more than four consecutive hours and the youth is not to be kept in the work location for more than seven consecutive hours. Further the law also has enumerated provisions within itself against charging the youth with overtime or retaining him / her at the work place after working hours or making the youth work of rest days which includes Fridays and public holidays.

At times it is necessary for the development and rehabilitation purposes that the youth is made to work for longer hours or to attend work on rest days. For such cases the law provides a special provision for philanthropic and educational institutions, that they may be exempt from the above discussed provisions if the Ministry of Labor and Social Affairs thinks fit. This is not a rule but only a discretionary power of the Ministry of Labor and Social Affairs which shall take all necessary facts and circumstances into consideration before granting any exemptions.

These provisions are to be kept in mind by employers, their representatives, guardians and trustees of the youth. As article 34 of the law provides that they are and shall be partially liable for the following of the above discusses provisions of the law.

1The federal law no. 8 of 1980 concerning the regulations of labor relations

Source by Andrea Gillard Esq.

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Is Technology an Enabler Or Disabler For Work-Life Balance?

Work/Life Balance has become extremely important in recent years. Work/Life has been defined as having enough time to do work, and enough time to have a life outside of work.

With more and more people working and needing dual incomes to support their families and mortgages these days, the actual time spent with families and friends is diminishing. Employees are spending longer at work as companies are squeezing everything they can out of their employees meaning they have less time with their families and social networks.

This imbalance is leading people to have high levels of stress and burn-out which can manifest itself in many different ways including headaches, irritability, forgetfulness, heart disease and an increased consumption of alcohol and cigarettes.

The traditional one parent at home looking after children has mostly gone with large numbers of children in preschool centers and after school care. Children are seeing less of their parents and not making the family bonds that are so essential for an effective community as a whole.

Technology was initially expected to help people achieve work life balance with the expectations that day-to-day chores could be automated enabling people to spend more quality time with their families. But this does not appear to be the case.

Technology instead of being an enabler for work/life balance appears to be a disabler. Employees are now armed with mobile phones, notebooks and mobile data cards so they can keep in touch with the office from home. They are equipped with car kits so they can take voice calls when travelling. It is common place to use smart phones so that employees can continue receiving e-mails even when they are not in the office.

Work Life Balance has become more about fitting in what you can for the company when you are not in the office. Work Life Balance has become checking e-mails on your smart phone when you are on the couch at home and answering work calls in the weekend when you are with your family. The expectations of companies these days are their employees are available around the clock and this has set a new standard in business. More worrying is that people just accept this change due to the competitiveness in the job market.

Work Life Balance very much favors the employer as they take advantage of technology to mobilize their employees to ensure they remain in touch with the office outside of work hours. Employees need to take control and define what they want to achieve from their lives and build work around their life otherwise we shall continue on a path which will eventually unbalance the communities we live in.

Source by Leeann P McCallum

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Career Options in the Aviation Industry

When it comes to the aviation industry, people think of flying. But it's not only about this! This industry is full of adventure, fun, and excitement. Apart from becoming a pilot, this sector has a lot of opportunities in terms of an aircraft mechanic, flight attendant and a lot more.

Aviation industry is the fastest growing industries in India. So, if you want to work in the aviation, you do not have to wait to learn to fly. There are a plethora of job opportunities for you to explore. From air traffic management, technical aspect, aircrew, flying operation and all the other activities that deals with the operation of aircraft are all a part of aviation careers.

Every aviation job position requires a level of eligibility criteria and high-level training. For instance, to become a flight attendant, you need high school education and training that you get while on the job. Whereas to become a pilot, you require a degree and intensive training. As for aviation mechanic or aviation maintenance technician, one must attend technical college.

No doubt there are a lot of opportunities and aviation vacancies out there, so let's explore all those jobs:

1. Airline Pilot – Have you always dreamed of flying? If yes, then you would enjoy a career as an airline pilot. This position requires a college degree and training. As an airline pilot, you must know how to operate an aircraft and follow the safety rules.

In most commercial airlines, "seniority" is the factor to grow your career where the number of flight hours is assigned to the pilots as per their serving period. So, in order to advance in your career, you have to accumulate a certain amount of flight hours.

Airline pilots have lots of other options also such as military pilots, regional airline pilots, test planes, fight fires and monitor traffic etc.

2. Aviation Mechanic – As an aircraft mechanic, you would have needed to have specialization in preventative airplane mechanics. For this, you have to get a degree and learn the skills while on the job.

3. Aviation Maintenance Technician – Responsible for checking and preparing the electric as well as mechanical components of aircraft, aviation maintenance technicians are always in great demand.

These professionals have to perform safety checks and comply with certain standards. This aviation career option offers a candidate several options to specialize in.

4. Aircraft Manufacturing Engineer – If you have an engineering background, this is a lucrative aviation career option for you. Here, you will be responsible for developing manufacturing systems, meeting production quotations and developing the maintenance programs. It is a highly technical job that requires extensive training.

5. Air Traffic Controller – One of the best paying jobs with an associate's degree, it requires a remarkable amount of mental focus as it causes a high level of stress. These professionals work at control towers from where they direct all the air traffic to make sure that there is proper communication landing, taxi, and takeoff instructions.

This is a fast-paced job where the competition is steep. An air traffic controller is responsible for managing all communications and extremely essential, to provide assistance in the events of emergency.

6. Avionics Technician – Also, you can become an avionics technician where you get to work on weather radar systems, components that are used for navigation of aircraft and radio communication among other computers and instruments. These technicians can work odd hours as they often indulge in solving complex electrical problems and are called when their expertise is required.

As you can see, there are a number of lucrative options available in the aviation industry. Although, the salary varies widely here, mechanical and engineering sector has the highest paying jobs. There is a demand for aviation professionals that have specialization in a certain field which is only going to increase over the time.

Source by Veenu Singla

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How To Survive the Job Search Marathon

Have you left the job you really hated to look for something more fulfilling, or planning to do so in the near future? There are three key things you need to aware of if you want to transition through this period painlessly.

1. Frustration is inevitable.

Let's face it – a job search is not the most exciting way to pass one's time. Even if you completely hated your previous job, after the first few weeks euphoria will pass and you may discover that freedom is not as attractive as you had depicted it to be.

Your real challenge will start after you're done with "enjoying the beautiful weather" and have cooked up with all the friends you planned at least twice. Life may start feeling meaningless, especially if you are not quite sure about what you want, and just know what you do not want to (stay in the job you hate!).

Be prepared that your days will consist of endless follow up emails and calls accompanied by a blunt mixture of fear and frustration. You may stop picking up your friends' calls because you'll dread the question that will be asked – so, how is the job search?

What to do about it:

Create some structure and routine for yourself through the day you can stick to no matter what. The fact that you are not working does not automatically mean you should wonder half-naked around the house.

Looking for a job will become your full-time job, but it should be structured just as any other job. Set yourself some goals for the day, so that you continue feeling that you have accomplished something – ie send out 10umes per day. Make sure you have goals outside your job search as well – you can sign up to volunteer, start learning something new online, reading 10 pages of a book, doing 50 squats etc.

Viktor Frankl, a famous psychologist who spent years in Nazi camps believed that people who survived genocide had one thing in common – their lives had some meaning and they had a goal (like helping others, or thinking about a scientific problem they'll be able to explore once they are out of the camp). Set goals up for yourself.

2. You'll eat yourself alive with self-criticism

The worst thing that can happen is no that you do not get an interview or job offer, but that you start asking yourself questions when things do not work out for some time.

What if this is forever? What if I do not find anything more meaningful and am just a dreamer? What if I am not good for anything else and should have just stayed where I was?

We really excel at creating a hell for ourselves with our own hands. People who are especially good at those are those who have been more successful, as they tend to have many more expectations about what they should do and what the world should look like.

What to do about it

Give yourself time and space. Figuring out what you really want can take some time, and it's a matter of trying, not thinking. If you are really limited with your funds, you may want to have a temporary solution in place not to get into survival mode.

You are not doing yourself any service by demanding results right now and not giving yourself permission to recover (honestly, does it really help that you are torturing yourself again and again and again)?

Be kind to yourself. Your situation is not easy by itself. The frustration you are experiencing can be tremendously reduced if you stop demanding from yourself immediate results and give yourself time.

Please, know that there's nothing wrong with you. Start re-building your confidence – if you've spent time in an unsuitable role or environment, chances are that it is strongly under undermined. Ask your friends to mention your great qualities to you, or write down all the experiences when you felt like a winner and re-read them on a daily basis.

3. You'll start postponing your life until you find a job

You may start running out of money, and so decide that you should not be entertaining yourself until you've found something.

Even when they have enough funds, people in such situations often get into the "scarcity" mentality and stop condemning themselves every single pleasure that costs money (and any other, too), not because they are essentially postponing their lives until until they find a job. This is what makes the job search situation so unbearable for most of them.

What to do about it.

Your life might be frustrating at times, but it can also be fun – and fun does not necessarily cost you money. Please, know that your feeling of happiness and fulfillment does not depend on whether you find a job tomorrow or not, and you can choose to be happy any time of your life.

Do something on a daily basis to help yourself maintain the positive mode. It's especially important because when you are trying to achieve something, you need to make sure that you have enough energy to keep yourself going. Negative thoughts and experiences deplete your energy, and positive ones build it up.

So treat it as a marathon preparation – it can be hard at times and you may need to limit yourself for some things. It's up to you how to remember this period of your life – as something that you were jumping that will pass ASAP, or something that was quite challenging, but also full of new great experiences.

Source by Anastasia Dedyukhina

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5 Steps Employment Lawyers Advise You To Take If Your Rights Have Been Violated

You feel your rights have been violated at work, you’ve done a thorough job researching your issue, and you think you have a good case to pursue against your employer. Now what? It can be hard to find a qualified and experienced attorney as there are few employment lawyers that work on behalf of employees compared to how many work for employers. Follow these five steps to make sure that your claim has the greatest chance of success.

1. Have A Conversation With Your Employer

First, you should file your statement of complaint with the human resources department at your company. Filing with HR first can sometimes provide a temporary or even permanent solution to the issue. You may also want to speak with your boss to see if the issue can be resolved before moving forward with a formal complaint. Make sure to stay professional and polite and avoid personal attacks. Keep a written record of all conversations and try not to gossip with your co-workers about the situation. If a conversation occurs, follow up via email with a summary of that conversation.

2. Determine If Your Employer Is Bound By Federal Law

The Family Medical Leave Act, the Fair Labor Standards Act, and a few other federal laws govern employers that engage in interstate commerce. If you’re not sure about your company, call the Wages and Hours Division of the Department of Labor, and they will tell you. They will also tell you if you need to file a state claim before proceeding with a federal claim as sometimes all state remedies must be exhausted before you can file at the federal level. Experienced employment lawyers can be particularly useful at this stage.

3. Gather Together All Required Information

When preparing to file your complaint, make sure you have gathered all of the required information. You will need your contact information as well as your employer’s, and documentation that shows your position and pay. The court will look more favorably on written documents and evidence such as wage stubs, work transcripts, hiring and/or firing forms, and any relevant receipts. If you have any witness statements, employment lawyers will advise you to get these in writing.

4. File The Formal Complaint

When it’s time to file with the appropriate government agency, you will generally start with the agency that governs your type of claim depending on if you are alleging discrimination, unfair hiring practices, workplace safety issues, etc. You will then be directed to your local office. An investigation will be conducted, and a determination made if your employer is liable. Based on that determination, a remedy may be issued such as an award for damages or an order for a change in the employer’s work policies.

5. Follow The Progress Of The Complaint

If no violation is found, or you and your employer were not able to reach a settlement, then it is up to you to decide if you want to pursue private action. Interviewing employment lawyers at this point and having them review your case is likely your best solution.

Following these five steps should help you build the most successful employment case.

Source by Abraham Avotina

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Leave Management Software to Help Promote Work-Life Balance

Balancing life and work is very important, and you can help your employees achieve that with effective leave management software. Different employees have different attitudes towards work. There may be some who would go on excessive leaves while there are others who would rarely miss a day of work. In order for your employees to be more effective and productive at work, everything should be balanced.

Yearly, most regular employees are granted a certain number of vacation leaves, sick leaves or emergency leaves depending on their contract. While most would use these leaves to rest and relax with their family and loved ones, some are just too deep into their work that they wouldn’t even take a leave. While hardworking employees are very much appreciated, it is also important to encourage your employees to take a leave every once in a while for them to refresh. Even computers and some office appliances need to be turned off every once in a while to give it time to rest. Humans need to switch off their office minds every now and then too because the secret to productivity and efficiency in the workplace is a fully balanced body and mind. A leave management software can help doing just that.

Monitor Days of Work in a Monthly or Yearly Basis with a Leave Management Software

Set a certain number of days per month or year that your employee needs to maintain for a balanced work life. A leave management software can help you determine if your employee has taken so many leaves or if he hasn’t been on leave at all. There may be days that an employee needs to go on overtime or even go to work on weekends. If there’s excessive overtime and weekend work, you can make adjustments to the number leaves an employee has to take. If you have allotted 10 vacation leaves for each regular employee each year, an employee doesn’t necessarily have to use up all those leaves. Perhaps you can require each employee to take a leave at least for 3 days in a year. If an employee has taken more than 10 days of vacation leave for the year, you can also monitor these with the software.

Control Rate of Absenteeism and Tardiness with the Leave Management Software

By monitoring exactly how many days per year or month your employee went to work as compared to the actual number of working days, you can look closely now how many times an employee was absent without filing leaves or late for work. The leave management software can help you determine the productivity of your employees as well as ensure they are being efficient at work.

Source by Gurpreet Ginni