Comprehensive List of U.S. Employment and Labor Laws

Comprehensive List of U.S. Employment and Labor Laws Comprehensive List of U.S. Employment and Labor Laws The United States Department of Labor oversees and enforces more than 180 federal laws governing workplace activities for about 10 million employers and 125 million workers. The following is a list of employment laws that regulate hiring, wages, hours and salary, discrimination, harassment, employee benefits, paid time off, job applicant and employee testing, privacy, and other important workplace and employee rights issues. Significant Federal Employment and Labor Laws The Fair Labor Standards Act  determines the  federal minimum wage  and overtime pay of one-and-one-half-times the regular rate of pay. It also regulates  child labor, limiting the number of hours that minors can work. Some U.S. states have a higher minimum wage and different overtime and child labor legislation. In those locations, state law would apply. The Employee Retirement Income Security Act (ERISA)  oversees employers pension plans and the required fiduciary, disclosure, and reporting requirements. ERISA doesn’t apply to all private employers and doesn’t require companies to offer plans to workers, but it does set standards for plans, should employers choose to offer them. The Family Medical and Family Leave Act  requires employers with more than 50 employees to provide workers with up to 12 weeks of unpaid, job-protected leave for the birth or adoption of a child, for the serious illness of the employee or a spouse, child, or parent, or for emergencies related to a family member’s active military service, including childcare requirements. If the active servicemember becomes seriously ill or is injured in the course of their duties, coverage may be extended for up to 26 weeks of unpaid leave during a 12-month period. The Occupational Safety and Health Act (OSHA)  regulates health and safety conditions in private-sector industries to ensure that work environments do not pose any serious hazards. Covered employers are required to  display a poster in the workplace, outlining workers’ rights to request an OSHA inspection, how to receive training on hazardous work environments, and how to report issues. List of U.S. Employment Laws and Resources The United States has hundreds of federal employment and labor laws that affect employers and employees. Here is a list of resources for some of the most important U.S. labor laws. Laws Regulating Wages and Compensation Compensatory Time:  These are laws regulating paid time off in lieu of overtime pay for extra hours worked. Fair Pay  Legislation:  There are several laws on the books that prohibit discrimination on the basis of sex, including  Title VII of the Civil Rights Act of 1964, the  Equal Pay Act of 1963,  and the Civil Rights Act of 1991. Minimum Wage:  The current federal minimum wage is $7.25 per hour, but many states and metro areas set their own, higher minimum wage. Some states have also set lower wages, but in these cases, the higher federal minimum prevails. Overtime Pay:  Hourly workers or those who earn less than $455 per week are entitled to time-and-a-half pay if they work more than 40 hours in a workweek. Pay for Snow Days:  Do you get paid if your company closes because of inclement weather? It depends on many factors, including state and federal law. Unpaid Wages:  Are you entitled to back pay? Find out when you are due back pay and how to collect it if you have an issue with an employer, here. Vacation Pay:  Federal law does not require employers to offer paid vacation time, but your company may do so anyway. It pays to understand company policy. Wage Garnishment:  Certain types of debt, e.g., tax bills and child support payments, may be collected via wage garnishment. The Consumer Credit Protection Act sets limits and protections for workers. Hiring and Firing Employment at Will:  The majority of private-sector workers in the U.S. are employed at will, which means that they can be fired for any reason or no reason at all, except for  discriminatory reasons. Learn about when an employee is employed at will, and about exceptions to the law. Fired from a Job:  If you think you’re about to be fired, it’s a good idea to familiarize yourself with your legal rights, before you receive notice. Terminated for Cause:  Termination for cause generally relates to serious misconduct, such as violating company policy, failing a drug test, or breaking the law. Wrongful Termination: If you believe that discrimination was involved in your separation from the company, it’s possible that your  employment was wrongfully terminated,  in  which  case  you may be entitled to recourse. Unemployment Laws: Are you eligible for unemployment  benefits? These are provided to workers who have lost their jobs through no fault of their own. Review guidelines for eligibility, and when you may not be eligible to collect  benefits. Termination from Employment:  Everything you need to know about your rights and responsibilities, if you lose your job for any reason. Also review a recap of the  different types of separation from employment. Discrimination Protections Americans with Disabilities Act (ADA):  This law makes it illegal for employers to discriminate against job applicants based on disability. Equal Employment Opportunity Commission:  The Equal Employment Opportunity Commission (EEOC) enforces federal laws relating to discrimination.   Harassment:  Learn what constitutes harassment in the workplace and what you can do about it. Religious Discrimination:  Employers cannot discriminate against employees or candidates based on their religious beliefs. Employment Discrimination Laws:  Workers are protected from discrimination based on age, gender, race, ethnicity, skin color, national origin, mental or physical disability, genetic information, and pregnancy or parenthood. Labor Laws Employee Retirement Income Security Act (ERISA):  This law sets standards for health and retirement plans. Fair Credit Reporting Act (FCRA):  If you’ve ever had a prospective employer ask to run a background check, you’ll want to know about your legal protections under this law. Fair Labor Standards Act (FLSA):  Also known as the Wage and Hour Bill, FLSA was enacted by Congress in 1938. It regulates minimum wage, overtime, and child labor laws. The Affordable Care Act â€" Nursing Mothers:  Under the provisions of the ACA, employers must provide nursing mothers with a private room to nurse/express milk, as well as time to do so. Family and Medical Leave Act:  FMLA provides 12 workweeks of unpaid leave per12-month period for covered employees. In addition to federal leave, some states have enacted family and medical leave legislation. Check with your state department of labor for availability in your location. Immigration and Nationality Act (INA):  INA legislation specifies rules about work permits and wages for foreign nationals who want to work in the United States. Breaks from Work Laws:  These laws regulate meal and rest breaks. Child Labor Laws:  These legal protections restrict and regulate working hours for minors, as well as the types of employment children in  which  may work. Background Check Law:  Regulates employment background checks and the manner in which they can be used during the recruitment process. COBRA:  The Consolidated Omnibus Budget Reconciliation Act gives workers the right to continue their health insurance coverage after separating from their job. Drug Test Laws: Depending on your industry, drug testing may be regulated by state and/or federal law. Employee Privacy Law:  Learn how to protect your privacy on the job and during a job search. Foreign Labor Law:  Foreign nationals who want to work in the U.S. must obtain a work visa. The type of visa varies depending on the type of employment. Information Employers Can Disclose:  Many employers have policies about not giving away information about former employees, e.g., whether they were fired for cause â€" but that doesn’t mean that they’re legally prohibited from doing so. Occupational Safety and Health Act (OSHA):  These laws regulate workplace safety. The Wagner Act of 1935 and The Taft-Hartley Act of 1947:  Protects the right of workers to organize and to  form unions (and regulates how those unions can operate). Uniformed Services Employment and Reemployment Rights Act: USERRA outlines procedures and rights related to military leave. Youth Labor Laws:  The laws regulate the working hours and conditions of workers under the age of 18.   Other Employment Laws Employee or Independent Contractor:  There are laws that determine whether someone is an employee or an independent contractor. Review the differences and how your earnings and taxes are impacted by your classification. Employment Credit Checks:  Learn how credit checks can be used during the employment process, according to federal law. Employment Authorization Document (EAD):  This documentation provides proof of legal eligibility to work in the U.S. Exempt Employees:  If you’re not entitled to overtime pay, you’re an exempt employee. Here’s how your employment status is designated. National Labor Relations Board (NLRB):  The NLRB prevents unfair labor practices, in part by protecting workers’ right to organize. Noncompete Agreements:  These contracts restrict employees’ rights to work for a competitor. Short-Term Disability Insurance:  Provides partial pay while the covered person is unable to work. Some employers offer this insurance, and some states sponsor programs. Workers’ Compensation:  State-provided insurance for workers who are injured on the job.   Social Security Disability:  If you’re disabled by a qualifying medical condition and have worked at jobs covered by social security, you might be entitled to disability  support. U.S. Department of Labor:  The federal agency in charge of regulating working conditions, wages, hours, and overtime pay. Workplace Violations:  Common violations include unpaid wages, misclassification of workers as exempt employees, and minimum wage violations. eLaw Advisors Need more information about specific labor laws? The  eLaws Advisors  are interactive tools provided by the U.S. Department of Labor that provide detailed information about a number of federal employment laws.

Apply to a Job for the Right Reasons

Apply to a Job for the Right Reasons Apply to a Job for the Right Reasons And then, there are the wrong reasonslike taking a job solely for the paycheck. The Inc. article, “Are You Applying for a Job for the Wrong Reasons? 9 Questions to Ask Yourself Before Sending a Resume” cites examples of why perhaps you shouldn’t apply for certain positions. But in the spirit of promoting positivity, here are some reasons to apply to a job- the right ones, that is! Here are a few right reasons to apply to a job: You actually want the job. When a job search drags on far longer than you’d like, desperation can kick in, causing you to apply to any ol’ position that pops up on your job alerts that day. You might overlook the fact that the schedule hours might clash with everything else you’ve got going on in your life, or that the company mission isn’t one that resonates with you. Believe it or not, though, when you apply to a job that you don’t really want, the quality of your application might suffer. You’re probably not going to spend an hour or more customizing your cover letter for a job you feel meh about. And it’s kind of unlikely that you’re going to meticulously revise your resume so that it’s a perfect fit for a ho-hum position. So, in reality, you’re just much better off spending your time applying for jobs that make sense to you, rather than ones that you won’t remember applying to tomorrow. The company culture complements who you are. When you’re reading a job description, you need to look at more than just responsibilities and duties. The company culture will show you not only how workers are treated, but how they communicate and collaborate together, too. If it’s a remote job that you’re after, is the company open and forthright about its flexible work policy? Have you read questionable threads about the high turnover at the company? No matter how amazing a job might appear at the onset, consider the company’s culture before applying- it just might make you reconsider submitting your application. It’s exciting to you. You’re clicking and scrolling through job listings when one suddenly catches your eye. You lean in a little closer, excitedly reading through the listing and think, “Hey, I’d love that job!” That’s one of the key components of knowing if a job could be a fit for you. If you start imagining what it would be like to work for the company, and are intrigued by the company’s culture, those are all good signs that you’re applying to a job for the right reasons! You feel like you have something to contribute to the company. Let’s say that you read a job description and just from the duties alone, you can see that your skill set is a match. But in doing some research to write a killer cover letter, you notice that the company’s social media is somewhat dry, or that its website design is a little lackluster. Make it a point to bring these things up in your cover letter so that you can show that a) you’ve done your research on the company and b) that you already know some of the company’s pain points- and are prepared to help solve them. After all, you should offer a job just as much as it offers you. It offers the right flexibility. Whether you’re looking for a fully remote job, a part-time role, or a few freelance gigs, chances are you probably already know what type of work flexibility you need to fit in with your life. So if you want a 100% remote job, why are you applying to a job that offers “some remote work”? It’s important to stick to your guns when it comes to the flex that you want. That’s why you should only apply to jobs that offer the flexibility you need and deserve. If you want to work from home, make it a reality! Knowing that you’re applying to a job that will give you greater control over your life can be very motivating indeed and one of the best reasons of all to apply. Dont let desperation mode kick in- apply to jobs for the  right reasons and youll be much more likely to land a job youre passionate about. Best of luck! START YOUR JOB SEARCH

Customize this Outstanding Strategy Consultant Resume Sample

Customize this Outstanding Strategy Consultant Resume Sample Customize this Outstanding Strategy Consultant Resume Sample Create Resume Jameson Priddy100 Broadway LaneNew Parkland, CA 91010Cell: (555) 987-1234example-email@example.comProfessional SummaryHighly experienced strategy consultant with focus upon medium-sized entrepreneurial environments in need of emergent turnaround. Extensive history of revenue enhancement for E-Commerce ventures. Provider of operations, marketing and fulfillment strategies toward streamlined catalytic growth.Core Qualifications20 Years Digital MarketingConsistent E-Commerce Goal AttainmentEye for Talent MisappropriationStrong Motivational TalentRevenue EnhancementInefficiencies IdentificationCost ReductionExperienceStrategy Consultant, March 2005-April 2015Walker Strategic Consultants, Inc New Cityland, CAPerformed client business consultation and provided solutions-oriented strategic guidance.Motivated stagnated staff toward goal achievement and renewed team participation.Managed portfolio of approximately 16 client organizations per year toward strategic development o r turnaround.Responsible for $64 million in client revenue enhancement per year.Strategy Consultant, January 2002-February 2005Consulting Associates of New Cityland New Cityland, CAE-Commerce fulfillment and operations strategic consulting for 10 brands per year.Ensured 95% customer fulfillment within first 24 hours following order placement.Reduced warehouse and fulfillment center breakage and inventory loss by 40%.Streamlined vendor relationships, communicated delivery expectations and labeling requirements to suppliers.Developed strategic procedures and plans to ensure continued operational improvement throughout two-year program.Education2001 Bachelor of Science, Business AdministrationUniversity of California New Cityland, CACustomize ResumeStrategy Consultant Resume Questions  1. Which skills are the best to list on a strategy consultant resume?As a strategy consultant, you’re all about solutions. Clients rely on you to step into their organizations and leave them better t han how you found them. This requires solid insights into business process analysis, stakeholder engagement, and client communications.These are only a few of the skills you should focus on when considering your resume. Our strategy consultant resume sample demonstrates other skills, including revenue enhancement and cost reduction. Try to focus on skills that show how you made a positive impact on the bottom line.2. How do you list references on a strategy consultant resume?When you move from engagement to engagement, you can amass a number of references from satisfied clients. Because these aren’t traditional references from past employers, you may struggle with how to list them. Some choose to omit them entirely, as in our strategy consultant resume sample.If you do decide to include references, you can simply list their names, titles, company names, and contact information. As long as the company names match entries in your work history, readers will make the connection.3. Wha t sections should you include in your strategy consultant resume?Your resume should break down into the four basic sections that make any resume stand out strong: the professional summary, the skill keywords list, the work history, and the education. These four elements in that order make for a straightforward document that provides recruiters and hiring managers with information in order of relevancy.4. What’s the best way to list certifications on your strategy consultant resume?Our strategy consultant resume sample can show you this structure in action, but if you still need help, try our resume builder for a step-by-step walk-through of the essentials of good document structure.Depending on the area of business strategy you specialize in, you’ve likely picked up certifications ranging from Project Management Professional (PMP ®) to ITIL. Your certifications will serve you best if you include them in your education section, as in our strategy consultant resume sample.5. What should you do to make sure your strategy consultant resume makes it past an ATS?If you’re not familiar with the concept of an ATS, it stands for “applicant tracking system.” Recruiters and employers use these systems as the first gatekeepers in the application screening process, but it’s not a human scanning your resume. It’s an algorithm, and that algorithm checks for assigned keywords to determine a match between your resume and an employer’s desired skills.To pass this, you need a skills section like our strategy consultant resume sample. This section lets you include keywords from your chosen target jobs, which increases your match percentage and your chance of a passing score.

Complete List of Military Separation Codes On Documents

Complete List of Military Separation Codes On Documents Complete List of Military Separation Codes On Documents The Military Separation codes are contained in your military records and may be annotated on various military separation documents. These codes are subject to change, and the Department of Defense will no longer allow the military services to release the meanings of these codes to the general public. The below definitions were obtained before this prohibition went into effect. Military Separation Codes B70 - Death, Battle Casualty - Navy B79 - Death, Battle Casualty - Navy BDK - Security reason BFS - Good of the Service, conduct triable by court-martial BHJ - Unsuitability (Reason Unknown) BHK - Unsuitability, substandard performance BLF - Drug use BLM - Unfitness (Reason Unknown) BMN - Unsuitability (Reason Unknown) BNC - Misconduct, Misconduct, moral or professional derelictionor in interests of national security BRB - See JRB, BKC BRC - See JRC, BKC CBL - Unsuitability (Reason Unknown) DCH - Early Release - To teach DER - Disability - Non-EPTS - No Severance Pay DFS - Good of the Service, conduct triable by court-martial EKD - AWOL, Desertion ELPAC - Entry Level Performance Conduct FBC - Other FBK - Expiration of Term of Service FBL - Expiration of Term of Service FCM - Conscientious Objector FDF - Pregnancy FDG - Parenthood FDL - See JDL FFT - Physical standards, no disability FGM - To accept commission FHC - In lieu of discharge FHG - Serving under suspended sentence to dismissal FKD - AWOL, Desertion FND - Misc reasons (Unqualified resignation) GDK - Security reason GFN - Released for Conditions Existing Prior to Service GFT - Unqualified for Active Duty - Other GFV - Unqualified for Active Duty - Other GHF - Other GHJ - Unsuitability (Reason Unknown) GHK - Unsuitability (Reason Unknown) GJB -  Court Martial GKA - Discreditable Incidents - Civilian or Military GKB - Civil Court conviction GKD - AWOL, Desertion GKE - Financial Irresponsibility GKG - Fraudulent Entry GKH - Lack of Dependent Support GKK - Drug use GKL - Sexual Perversion GKQ - No listing at this time. However, all GK - Series appears ineligible for re-enlistment. GKS - AWOL, Desertion GLB - Discreditable Incidents - Civilian or Military GLF - Drug use GLG - Financial Irresponsibility GLH - Lack of Dependent Support GLJ - Shirking GLK - Unsanitary Habits GLL - Sexual Perversion GMB - Character or Behavior Disorder GMC - Enuresis GMD - Ineptitude GMF - Sexual Perversion GMG - Alcoholism GMH - Financial Irresponsibility GMJ - Motivational problems GMJ - Shirking GMK - Character or Behavior Disorder GMM - Drug use GMN - Unsuitability (Reason Unknown) GMP - Unsanitary Habits GNC - Misconduct (Reason Unknown) GPB -  Drug use H21 - H23 - Death-, Non - Battle, Other (USMC) H25 - H59 - Death, Non - Battle, Other (USMC) H31 - Death, Non - Battle, Other (USMC) H4G - Death, Non - Battle, Other (USMC) H51 - Death, Non - Battle, Other (USMC) H61 - 1169 - Death, Battle Casualty - Marine HBF - Early Release - To attend school HCR - No listing at this time. HDF - Pregnancy HDK -  Security  reason HFT - Unqualifird for Active Duty - Other HFV - Unqualified for Active Duty - Other HGH - [No definition for this code at this time] HHJ - Unsuitability (Reason Unknown) HJB -  Court Martial HKA - Discreditable Incidents - Civilian or Military JDP -  Breach of Contract JDR - Early Release - Other JDR -  Strength reduction. first term airman, USAF JDT - USN, USMC, Failure to meet minimum qualifications for Retention JED - Early Release - Insufficient Retainability JEH - USAF Expeditious Discharge JEM -  Army Trainee Discharge JEM - USAF Expeditious Discharge JEM - USN, USMC Failure to meet minimum qualifications for Retention JET - Army Trainee Discharge JET - USAF Trainee Discharge (See also JGA) JFA - No description at this time. JFB - Minority, Underage JFBI - Physical disability that existed prior to entry. was revealed by Marine during enlistment processing and was waived by AFEES or higher headquarters, USMC JFC - Enlisted/reenlisted/extended/inducted in error/ Erroneous Enlistment or Induction JFC1 - Erroneous enlistment; a medical board determined that Marine failed to meet required physical standards for enlistment. Marine was not aware of defect and defect was not detected or waived by AFEES, USMC JFF - Secretarial Authority JFG(1 - 7) - USMC Other, for the Good of the Service JFG(9) - USMC Trainee Discharge JFG(B) - USMC Expeditious Discharge JFG - Army, Navy, USAF Discharge by competent authority w/o Board Action. (Failure to resign - failed to meetentrance physical requirement) JFL - Physical Disability - Severance Pay or Juvenile Offender JFL - Physical disability. entitled to severance pay., USN - Officers JFL1 - Physical disability with severance pay, USAF JFL2 - Physical disability that existed prior to service but was aggravated by the Service, with severance pay, USAF JFM - Physical disability existing prior to entry on active duty established by  physical  evaluation  board proceedings. Not entitled to severance pay., USN - Enlisted JFM - Physical disability existing prior to service as established by physical evaluation board. Not entitled to severance pay., USN Officers JFM - Released for Conditions Existing Prior to Service JFM2 - Physical disability that existed prior to entry. disability was unknown by Marine but was detected and waived by AFEES or higher headquarters, USMC JFM3 - Physical disability that existed prior to entry for any reason not falling within the purview of JFM1 or JFM2, USMC JFN - Physical disability existing prior to service as established by medical board. not entitled to severance pay., USN - Officers JFN - Released for Conditions Existing Prior to Service JFN1 - Physical disability determined by a medical board that existed prior to entry. disability was revealed by Marine during enlistment processing and waived by AFEES or higher headquarters, USMC JFN2 - Physical disability determined by a medical board that existed prior to entry. disability was unknown to Marine but detected and waived by  AFELS  or higher headquarters, USMC JFN3 - Physical disability determined by a medical board that existed prior to entry; any reason not falIing within the purview of JFN1 or JFN2, USMC JFP - Misconduct (Reason Unknown) or Disability not in the line of duty JFR - Disability -  Non-EPTS  - No Severance Pay JFR - Physical disability not existing prior to entry on active duty established by physical evaluation board processing. Not entitled to severance pay., USN - Enlisted JFR1 - Physical disability that existed prior to service and not aggravated by the Service, without severance pay, USMC JFS - See KFS JFT - Unqualifird for Active Duty - Other JFU - Positive Urinalysis JFV - Physical condition, not a disability,  interfering  with performance of duty, USN - Enlisted JFV1 - Discharge because of a physical condition which is not disabling. involuntary, USMC JFV5 - Medical board determination of obesity, USMC JFV6 - Discharge because of a physical condition which is not disabling (Pseudofolliculitis Barbae), USMC JFX - Personality disorder (See also JMB) JFW - Erroneous enlistment; Medical condition disqualifying for military service, with no medical waiver approved. JG7 - Army, Navy, USMC Failure to meet minimum qualifications for Retention JG7 - USAF Trainee Discharge JGA - Entry level status performance and conduct or entry level status performance - pregnancy JGB - Failure of selection for permanent promotion JGB - Failure to select for promotion. not retirement eligible, USN - Officers JGC - Failure to select for promotion. not retirement eligible, USN - Officers JGC1 - Failure of selection for promotion, USAF JGF - Failure to meet minimum qualifications for Retention JGH - Army, Air Force Expeditious Discharge JGH - USN, USMC Failure to meet minimum qualifications for Retention JHD - Disqualified from officer candidate train~ng physical, USN - Enlisted JHD - Navy Expeditious Discharge JHD - Other JHE - Failure to meet minimum qualifications for Retention JHF - Failed to meet course standards JHJ - Army, USMC, USAF Unsuitability (Reason Unknown)/ Unsatisfactory performance JHK - Unsuitability, substandard performance JHM - Misconduct (Reason Unknown) JIV - Unqualifird for Active Duty - Other JJB - Court Martial JJC - Court Martial, Desertion JJD - Court Martial, Other JKA - Discreditable Incidents - Civilian or Military JKB - Civil Court conviction JKD - AWOL, Desertion JKE - Financial Irresponsibility JKF - Army, Navy Air Force AWOL, Desertion JKG - Fraudulent Entry JKH - Lack of Dependent Support JKK - Character or Behavior Disorder (see also JPC) JKK - Drug use JLK - Unsanitary Habits JLL - Sexual Perversion JMB - Character or Behavior Disorder JMC - Enuresis JMD - Inaptitude JMF - Sexual Perversion JMG - Alcoholism JMH - Financial Irresponsibility JMJ - Motivational problems JMM - Drug use JMN - Navy, USMC, USAF Unsuitability (Reason Unknown) JMP - Unsanitary Habits JNC - Misconduct, moral or professional dereliction JND - Other, Concealment of arrest record JNG - Unfitness (Reason Unknown) JPB - Drug use JPC - Drug abuse rehabilitative failure JPD - Alcohol abuse rehabilitative failure JRA - Engaged, attempted to engage or solicit another to engage in a homosexual act JRB - Admission of Homosexuality or bisexuality JRC - Marriage or attempted marriage to a person known to be of the same biological sex KAK - Expiration of Term of Service KBD - Retirement - 20 - 30 Years Service KBH - Other KBJ - Other KBK - Normal expiration of Service KBM - Early Release - Precluded from attaining eligibility for retirement with pay KCC - Early Release - Other KCE - Early Release - To attend school KCF - Early Release - To attend school KCK - Early Release - In the national interest KCM -  Conscientious  Objector KCO - Sole surviving son KCP - Other KCQ - See MCQ KDB - Dependency or Hardship KDF - Pregnancy KDG - Parenthood KDH - Dependency or Hardship KDJ - Early Release - In the national interest KDK - Security program KDM - Early Release - Other KDM1 - Marine Corps order applicable to all members of a class, USMC KDN - Other KDP - Breach of Contract KDQ - Breach of Contract KDR - Early Release - Other KDS - Breach of Contract KEA - Expiration of Term of Service KEB - Early Release - Other - KEC - Expiration of Term of Service KFB - Minority KFF - Secretarial Authority, to be discharged or retire as an officer KFG - Other KFN - Released for Physical disability Existing Prior to Service KFS - Good of the Service, in lieu of court-martial KFT - Failure to qualify medically for flight training, no disability KFV - Unqualifird for Active Duty - Other KGF - Failure to meet minimum qualifications for Retention KGH - No information on this code at this time. KGL - Officer or Warrant Officer Commission program KGM - Officer Commission program KGN - Officer Warrant Officer Commission program in another service KGS - Officer Commission program KGT - Warrant Officer program KGU - Service Academy KGX - Officer Commission program KHC - Immediate reenlistment KHD - Other KHF - Other KHK - Substandard performance KLG - Financial Irresponsibility KLM - Unfitness (Reason Unknown) KMN - Army  Expeditious  Discharge KND - No  definition  on this code at this time KNF - Other KNL - Good of the Service KOG - Early Release - Police Duty KOJ - Early Release - Seasonal Employment L68 - Involuntary release:  non-selection  for Indefinite Reserve status, USAF LBB - Involuntary release maximum age, USN - Officers LBB - Maximum age LBC - Involuntary release completion of maximum period service according to grade, USN - Officers LBC - Maximum service LBH - Early Release - Insufficient Retainability LBK - Expiration of Term of Service LBK - Involuntary discharge at end active obligated service, USN - Enlisted LBM - Navy, USMC, USAF Short length of time remaining after return from overseas or other duty LBM - Within 3 months of end active obligated service, USN - Enlisted LCC - Early Release - Reduction in authorized strength LCC - General demobilization. reduction in force, USN - Enlisted LDG - Inability to perform prescribed duties due to parenthood LDK - Security reason LDL - See JDL LDM - Strength adjustment, USN - Officers LDN - Early Release - Lack of jurisdiction (other than void enlistment) LDP - Breach of Contract LDP6 - Nonfulfillment of service contract.  the convenience  of the government, with breach of contract payment, USAF LDP7 - Nonfulfillment of service contract, with breach of contract and readjustment  payment, USAF LDP8 - Nonfulfillment of service contract. failure of selection for promotion, with breach of contract payment, USAF LDP9 - Nonfulfillment of service contract. request for an extension  of active duty disapproved, with breach of contract and readjustment payment, USAF LDPA - Nonfulfillment of service contract. failure of selection for promotion, with breach of contract and readjustment payment, USAF LDPB - Nonfulfillment of service contract.  the convenience  of the government, with readjustment payment, USAF LDPC - Nonfulfillment of service contract, with readjustment payment, USAF LDPD - Nonfulfillment of service contract. termination of extended active duty, with breach of contract payment, USAF LDR - Early Release - Other LED -  CONUS-based  airman lacks  retainability  for assignment, USAF LED - Early Release - Insufficient Retainability LET - Entry level status performance and conduct or pregnancy LFC -  Erroneous entry LFF - Directed by service authority LFG - Other LFN - Physical disability existing prior to service as established by medical board. not entitled to severance pay., USN - Officers LFR - Revert to inactive status. Retire age 60. No disability severance pay, USAF LFT - Erroneous Enlistment or Induction or Unqualifird for Active Duty - Medical LGA - See LET LGB - Failure of selection for permanent promotion LGB - Failure of selection for permanent reserve promotion, USN - Officers LGB - Involuntary release. Failed permanent promotion or removed from list, USAF LGC - Failure of selection for temporary promotion LGC - Involuntary release: twice failed  temporary  promotion, USAF LGH - Failure to meet minimum standards of service LGJ - Early Release - Disapproval of request for extension of service LGJ - Involuntary release: disapproved request for extension of tour, USAF LGJ - Request for extension of active duty denied (USNR), USN - Officers LGJ1 - Request for extension of service denied upon initial EAS without  readjustment  pay/not selected for retention, USAF LGJ2 - Request for extension of service denied upon extended EAS without readjustment pay/not selected for retention, USAF LHD - Other LHF - Navy, USMC, USAF Other LHH - Service under sentence to dismissal awaiting  appellate  review LHJ - Unsatisfactory performance LIF - Secretarial Authority LLM - Army Trainee Discharge LMJ - See LHJ LND - Misc reasons (medical service personnel who receive unfavorable background investigation orNational Agency check LNF - Army Trainee Discharge MBD - Hardship MBH - Early Release - Insufficient Retainability MBK - Completion of active duty service commitment MBK - Expiration of Term of Service MBN - (ANGUS) (USAFR) Release from active duty   MBN - Expiration of Term of Service MCF - To attend an educational facility MCK - Early Release - In the national interest MCQ - Sole surviving son, daughter or family member MDB - Hardship MDF - Pregnancy MDG -  Parenthood MDH - Dependency or Hardship MDJ -  National interest MDL - Early Release - To attend school MDM - Early Release - Other MDN - Other MDP - Breach of Contract MDR - Early Release - Other MDS - Breach of Contract MEB - Early Release - Other MEC - Completed extended enlistment, USAF MEC - Erroneous Enlistment or Induction MEC - Expiration of Term of Service MFA - Expiration of Term of Service MFF - Secretarial Authority MFG - Other MGC - Early Release - Other MGH - Warrant Officer program MGJ - Early Release - Other MGM - To accept  commission MGO -  Early Release - Police Duty or Seasonal Employment MGP - Interdepartmental transfer MGR - Revert to Regular Army warrant officer status MGU - To enter Service Academy MGX -  Officer Commission program MHC - Immediate enlistment MND - Misc reasons (in lieu of serving in lower grade than Reserve grade or by request - includes MC and DC officers) or in lieu of unqualified resignation MNF - Other MOD -  Sole surviving son MOJ - Early Release - In the national interest NBD - Retirement - 20 - 30 Years Service NDB - Dependency or Hardship NDH - Early Release - To teach NEF - Secretarial Authority NET - Unqualifird for Active Duty - Other NVC - Erroneous Enlistment or Induction PGU -  Service Academy RB -  Retirement  - Over 30 Years Service RBB - Retirement - Other RBD - Retirement - 20 - 30 Years Service RFJ -  Permanent Disability  - Retired RFJ1 - Permanent disability retired list, USAF RFK - Temporary Disability - Retired RFK1 - Temporary disability retired list, USAF SBB - Attain maximum age. mandatory retirement, USN - Officers SBB - Mandatory retirement on established date, maximum age, USAF SBC - Attain maximum time in grade/service. mandatory retirement, USN - Officers SBC - Mandatory retirement on established date. maximum years of service, USAF SBD - Retirement - 20 - 30 Years Service SFE - Placed on temporary disability retired list, USN - Officers SFJ - Permanent Disability - Retired SFJ - Permanent disability retirement, USAF SFJ - Permanent disability, USN - Enlisted SFJ - Permanent disability, USN - Officers SFK - Place on temporary disability retired list, USAF SFK - Placed on temporary disability retired list, USN - Enlisted SFK - Temporary Disability - Retired SGB - Failure of selection for promotion, permanent, USN - Officers SGB - Retired on established date  non-selection  permanent promotion or retained for retirement  non-selection  permanent promotion, USAF SGC - Failure of selection for promotion, temporary, USN - Officers SKU - No definition at this time TCC - See LCC VFJ - Permanent Disability - Retired VFJ - Revert to retired list with permanent disability, USAF VFK - Revert to retired list and placed on temporary disability retired list, USAF VFK - Temporary Disability - Retired VNF - Other WFK - Temporary Disability - Retired XBK - Retirement - Other XDM - Early Release - Other XET - Unqualified for Active Duty - Other XND - Other XOH - Dependency or Hardship XOP - Breach of Contract XOS - Retirement - Other YBK - Retirement - Other YKG -  Fraudulent  Entry YND - Other

Your Personal Brand A Career Advancement Must Have

Your Personal Brand A Career Advancement Must Have Your Personal Brand A Career Advancement Must Have Your Personal Brand: A Career Advancement Must HaveConsider this scene from the recently released Kevin Spacey movie, “21”:In an interview for a prestigious scholarship, the main character, Ben, tells his interviewer, Professor Phillips, that money is the only thing between him and fulfilling his long-held dream of attending Harvard Medical School.While the Professor appreciates Ben’s situation, he points out that only one person can win the scholarship and that 75 other candidates have “resumes just as impressive” as Ben’s.The Professor notes bluntly, “Unfortunately, desire just doesn’t figure into this much, Ben. The [scholarship] is going to someone who dazzles… someone who jumps off the page. Ben, it’s all about the essay. You really need to explain to us what makes you special. What life experience separates you from all the rest? What can you tell me, Ben, that’s going todazzle me?”Dazzle the Crowd While this is a scene from a movie, it reflects the harsh reality of today’s competitive workplace. No matter how much you want - or how right you may be for - a position or a promotion, if you are unable to set yourself apart from your competition, you will lose to the candidate who does.So, how do you “dazzle” the person making the decision regarding your next advancement? Take a cue from the marketing world and build a personal brand.As in the retail world, where the Starbucks mermaid or Amazon.com logo assure their customers of the quality experience they will encounter when they patronize those firms, your personal brand represents the unique value you promise to those who hire you.Your brand is defined by the accumulation of experiences, skills, and talents that distinguish you from others who do the same work as you. Like a retail brand, your personal brand encourages those who would employ you to trust your ability to deliver above par quality.You may be wondering, †œWhy do I need a personal brand? Doesn’t my resume speak for itself?” In the words of author and business management guru Tom Peters, who coined the term “brand you,” â€" “Be distinct or be extinct!”In a business climate where linear advancement and the 30-plus-year career with the same company are going the way of the dinosaurs, to remain competitive it is imperative that you shift the way you define yourself. Turn away from the blandness of the job titles and descriptions used by HR and toward the dynamic and compelling catalog of assets and qualities you possess. If the opportunity for advancement â€" or the need for a new position â€" arises, you don’t want to be caught off guard looking “vanilla” in a sea of vanilla.Develop Your Brand Begin to develop your personal brand by probing your stand-out experiences, skills, and talents, with the following statements: My background is unique because _____. My _____ makes me different from others who do the same job. As a [insert career title here], I’ve developed a reputation for _____. At the heart of my experience are these three strengths: _____, _____, ______. My former managers/peers would agree that the reason I am so good at what I do is _____. I have a natural talent for ______, which makes me better than most at what I do. The two most important investments you can make in this “self interviewing” process are time and thought; so, please don’t cheat yourself. This is not an exercise that can be completed in 15 minutes; it requires thoughtful soul-searching and reflection on your career.Many of us chafe at “bragging” about our accomplishments and skills. We tend to downplay our achievements and gloss over what makes us great - a hazardous tendency in today’s competitive marketplace. To ensure that none of your assets fall victim to omission by modesty, solicit feedback from current or prior bosses and colleagues or anyone who would be willing to provide you with their honest input. Outsiders’ perspectives help us see ourselves in a more objective light, can validate what we suspect might make us special or unique, and can mitigate any anxiety we have about showcasing those gifts to the world.Look for Themes Once you’ve collected your own thoughts and others’ input, look for themes. Determine which skills, talents, and experiences repeat themselves. Which make you feel most proud? Which reflect best what you love to do? Which do you do better than anyone else? These are the building blocks of your personal brand.As in the retail world, only part of the power of a personal brand is found in delivering on the unique value promised. Regardless of your unique strengths, your brand will only be as effective as how compellingly you communicate it.Optimize Your Language Think about automaker BMW. What if, instead of, “The Ultimate Driving Machine,” BMW employed the slogan, “A Really Good Car?” Which slogan do you think commands the $50,000 â€" $100,000 price tag attached to most of BMW’s models?Like BMW, you must promote yourself powerfully with language that commands the attention of an employer through compelling, value-driven branding statements.Instead of, “I’m a great listener,” you might say, “I have the ability to listen to people so that they truly feel heard and understood. For that reason, I am able to build trust and long-term relationships with even the most difficult customers.”Instead of, “I’m great at closing deals,” you might say, “I specialize and have a proven track-record in identifying, pursuing, and successfully closing complex, multi-million and -billion dollar technology contracts that meet customers’ specifications and propel my employer to new levels of revenue and profitability.”A persuasive personal brand that convincingly and enthusiastically promotes the exceptional value you bring to an organization is your best tool in today’s competitive workplace climate, and is well worth your effort and time.

AZ Human Resources and Management Acronyms

Aâ€"Z Human Resources and Management Acronyms Aâ€"Z Human Resources and Management Acronyms Have you ever spoken to a Human Resources practitioner and had trouble understanding various portions of the conversation? Learning and understanding Human Resources and management acronyms and abbreviations is a challenge. As in any other occupation, people familiar with the field start talking in abbreviations because its easy and familiar- they do it out of habit, unaware the other person doesnt know what theyre saying. It can sound as if theyre speaking in a foreign language. If you work in manufacturing, you know what I mean. Youll toss about the term QC (Quality Control) as though its in the dictionary. With this in mind, the following acronyms are common HR and management lingo. A AAP: Affirmative Action PlanAARP: American Association of Retired PersonsABM: Activities Based ManagementADA: The Americans With Disabilities ActADD: Accidental Death DismembermentADEA: Age Discrimination in Employment ActADL: Activities of Daily LivingAE: Account ExecutiveAFL-CIO:  American Federation of Labor and Congress of Industrial OrganizationsAFSCME:  American Federation of State, County, and Municipal Employees  AJB: Americas Job BankANSI:  American National Standards InstituteAP: Accounts Payable APR: Annual Percentage RateAR: Accounts ReceivableATD: Association for Talent Development (formerly ASTD: American Society for Training and Development)AWOL: Absent Without Leave B B2B: Business to BusinessB2C: Business to ConsumerBA: Bachelor of ArtsBBB:  Better Business BureauBCP:  Business Continuity PlanBS: Bachelor of ScienceBC/R: Benefits Cost/RatioBLS: Bureau of Labor StatisticsBOD: Board of DirectorsBU: Bargaining Unit C CCL:  Center for Creative LeadershipCCP:  Certified Compensation ProfessionalCEBS:  Certified Employee Benefits SpecialistCEO: Chief Executive OfficerCFO:  Chief Financial Officer  CHRO:  Chief Human Resources OfficerCIO: Chief Investment Officer, Chief Information OfficerCMO:  Chief Marketing OfficerCOO:  Chief Operating Officer  CSO:  Chief Security OfficerCOB:  Close of BusinessCEU:  Continuing Education UnitCAI: Computer Assisted InstructionCBT: Computer-Based TestingCOBRA: Consolidated Omnibus Budget Reconciliation Act CTO:  Compensatory Time OffCPE:  Continuing Professional EducationCOLA:  Cost of Living AdjustmentCV:  Curriculum Vitae D DOB: Date of BirthDOI:  Date of InjuryDO: Directors and OfficersDB: Defined BenefitDBPP: Defined Benefit Pension Plan  DCPP:  Defined Contribution Pension PlanDOL: Department of LaborDOJ: Department of JusticeDOT: Dictionary of Occupational Titles, Department of TransportationDW:  Dislocated Worker  DBA: Doing Business AsDINKS:  Dual Income No KidsDRP:  Disaster Recovery Plan E EBT: Earnings Before TaxesEAP: Employee Assistance ProgramEBSA: Employee Benefits Security AdministrationEBO:  Employee BuyoutEDT: Electronic Data Processing, Employee Development PlanEE: EmployeeEIN: Employer Identification NumberEI: Employee InvolvementEI: Emotional IntelligenceEPLI:  Employment Practices Liability InsuranceERISA:  Employee Retirement Income Security ActESO:  Employee Stock OptionESOP:  Employee Stock Option PlanEOD: End of DayEOY: End of YearEEO: Equal Employment OpportunityEEOC: Equal Employment Opportunity Commission EPA: Equal Pay Act, Environmental Protection Agency F FCRA:  Fair Credit Reporting ActFEP:  Fair Employment PracticeFLSA: Fair Labor Standards ActFMLA: Family Medical Leave ActFEIN: Federal Employment Identification NumberFUTA:  Federal Unemployment Tax ActFSA: Flexible Spending Account (Healthcare)FAQ:  Frequently Asked QuestionsFT:  Full TimeFTE:  Full-Time Equivalent G GATB:  General Aptitude Test BatteryGED:  General Equivalency DiplomaGPHR: Global Professional in Human ResourcesGTL:  Group Term Life Insurance H HIPAA: Health Insurance Portability and Accountability Act of 1996HMO: Health Maintenance OrganizationHCE: Highly Compensated EmployeeHCM: Human Capital ManagementHPT: Human Performance TechnologyHR: Human Resources, Human ResourceHRCI: HR Certification InstituteHRD: Human Resources Development, Human Resource DevelopmentHRIS: Human Resources Information SystemHRM: Human Resources Management, Human Resource ManagementHRMS: Human Resources Management SystemHSA: Health Savings Account I IRCA: Immigration Reform and Control ActIRS: Internal Revenue Service J JD: Job Description, Juris DoctorateJTPA:  Job Training Partnership Act (Now the  Workforce Investment Act of 1998.)OA:  Joint Operating AgreementJSSA:  Jury Selection and Service Act K KPI: Key Performance IndicatorKPM: Key Performance MeasuresKSA: Knowledge, Skills, or Abilities L LOA: Leave of AbsenceLOS: Length of ServiceLMS: Learning Management SystemLR: Labor RelationsLTC: Long-Term CareLTD: Long-Term DisabilityLWOP: Leave Without PayLWP: Leave with Pay M MA: Merger AcquisitionMBO: Management by ObjectivesMBTI: Myers-Briggs Type IndicatorMHPA: Mental Health Parity ActMOP: Measure of PerformanceMQ: Minimum Qualifications N NE: Non-ExemptNLRB: National Labor Relations BoardNEO: New Employee Orientation O OSHA:  Occupational Safety and Health AdministrationOOH: Occupational Outlook HandbookOPM: Office of Personnel Management  OMB:  Office of Management and BudgetOJT:  On-The-Job-TrainingOE: Open Enrollment for BenefitsOCF:  Operating Cash FlowOE:  Operating ExpenseOI:  Operating IncomeOD: Organization DevelopmentOT: Overtime P PA: Performance AssessmentPERT: Project Evaluation and Review TechniquePT: Part TimePIP: Performance Improvement PlanPM: Performance Management, Project ManagementPPO: Preferred Provider OrganizationPHR: Professional in Human ResourcesPL: Profit and Loss Q QR: Quarterly ReviewQWI: Quarterly Workforce Indicators R RIF: Reduction in ForceRPA: Retirement Plan AlternativeRTW: Return to Work S SBA: Small Business AdministrationSE: Salaried ExemptSNE: Salaried Non-exemptSME: Subject Matter ExpertSHRM: Society for Human Resources ManagementSPHR: Senior Professional in Human ResourcesSSA: Social Security AdministrationSSN or SS#: Social Security NumberSTD: Short Term DisabilitySWOT: Strengths, Weaknesses, Opportunities, and Threats T TM: Talent ManagementTD:  Training and DevelopmentTBD:  To Be DeterminedTDA:  Tax Deferred AnnuityTDB:  Temporary Disability Benefits  TESSA:  Tax-Exempt Special Savings AccountTEUC:  Temporary Extended Unemployment Compensation  TL:  Time and LaborTPA:  Third Party AdministratorTPD:  Temporary Partial DisabilityTTD:  Temporary Total DisabilityTSA:  Tax-sheltered Annuity U UAW: United Auto WorkersUCI:  Unemployment compensation insuranceUFW:  United Farm WorkersUGMA:  Uniform Gifts to Minors ActUIC:  Unemployment Insurance CommissionUN: United NationsUSC:  United States CodeUSCIS:  U.S. Citizenship and Immigration ServicesU. S. DOJ:  United States Department of JusticeU.S. DOL:  United States Department of LaborUSERRA:  Uniform Services Employment and Reemployment Rights Act V VA: Veterans Administration/Affairs  VETS: Veterans Employment and Training ServiceVP: Vice PresidentVPN:  Virtual Private NetworkVOC-REHAB:  Vocational Rehabilitation W WARN: Worker Adjustment and Retraining Notification ActWC: Workers CompensationWIA: Workforce Investment ActWIP: Work in ProgressWTO: World Trade OrganizationWTW: Welfare to WorkW-2: Income tax form issued by employersW-4: Federal income tax withholding formWPS: Work Performance Standards X XRA: Expected Retirement AgeXML: Extensible Markup Language (Code) Y YTD: Year to Date Z ZBB: Zero Based Budgeting

How boxing champ Andy Ruiz Jr. landed his dream with an Instagram DM

How boxing champ Andy Ruiz Jr. landed his dream with an Instagram DM How boxing champ Andy Ruiz Jr. landed his dream with an Instagram DM Newly-crowned world heavyweight champion Andy Ruiz Jr. wouldn’t be soaking in the glory of one of boxing’s biggest upsets if it wasn’t for curiosity.Ruiz wasn’t initially pegged to fight superstar Anthony Joshua at Madison Square Garden on Saturday night. The 29-year-old ruined Joshua’s US debut when he upset him with a seventh-round TKO to grab all three of Joshua’s belts in what’s been compared to the biggest boxing underdog story since James “Buster” Douglas upset Mike Tyson in 1990.For Ruiz, he wouldn’t be in this position without being a go-getter.Follow Ladders on Flipboard!Follow Ladders’ magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!How he found himself in the ring at the world’s most famous arena was with a direct message to boxing promoter Eddie Hearn on Instagram. Joshua, who was undefeated (22-0, 21 KOs) before Saturday’s bout, was supposed to fight Jarrell Miller, but Miller failed a bunch of d rug tests which left Joshua’s opponent unknown.“Once the three positive drugs tests came in, we searched for a new opponent,” Hearn recalled ahead of the fight, via Fox Sports. “I wasn’t under any instructions, it was a case of whoever you want.”By appearance, Ruiz doesn’t look intimidating. There’s not remotely one definition of fitness on his body. He admits to being a Snickers lover and doesn’t mind calling himself “the little fat kid.” But in order for him to become the first Mexican world heavyweight champion, Ruiz had to take his shot.“Someone sent me a direct message on Instagram: ‘I’m fighting Saturday. Give me this fight, I will fight harder than any of the names you’ve mentioned,” Hearn said about Ruiz Jr. “I will give you a better fight and I will beat Anthony Joshua’.”It’s hard to say if Ruiz was ever on Hearn’s radar, but he made it clear: if Ruiz didn’t go out of his way and contact him directly, he wasn’t getting his dream bout.“OK, that got my attention,” Hearn said about the DM. “We had a look, we saw him deal with and stop Alexander Dimitrenko on Fox and the discussions continued. I’ve found a man who had a burning desire to create history, to create a legacy, and become the first ever Mexican world heavyweight champion.”You might also enjoy… New neuroscience reveals 4 rituals that will make you happy Strangers know your social class in the first seven words you say, study finds 10 lessons from Benjamin Franklin’s daily schedule that will double your productivity The worst mistakes you can make in an interview, according to 12 CEOs 10 habits of mentally strong people