7 Stress Management Techniques for Nurses

7 Stress Management Techniques for NursesStress is an ever-present buzzword in pretty much every industry, but it takes on especially sharp significance for those in the medical and nursing professions. Daryn Eller at Scrubs Mag has compiled some strategies for nurses to help them manage stress without feeling overwhelmed. googletag.cmd.push(function() googletag.display(div-gpt-ad-1472832388529-0) ) The consequences for losing the ability to manage stress are severe burning out and leaving the industry, substance abuse, chronic illness, neglecting self care, or evenmaking fatal errors. Be proactive about advocating for yourself, beginning with these basic approaches1. Take ControlStart by observing your daily routine objectively. What gives you energy, and what saps it? Can you structure your day or your approach to tasks to emphasize the ones that build you up, or at least balance them more effectively with the draining moments? Talk to your supervisor and your colleagues and see i f you have a counterpart you might be able to trade withthis step helps rebuild yoursense of agency, which alleviates that helpless, scrambling feeling.2. Keep PerspectiveStress in the field of nursing is unavoidableeven if you try to stay detached, there are peoples lives at stake So dont bottle up your emotions at workbreathe and talk and even write through them. This strategy may even be more useful for your life outside of work when you remember what the stakes at work are, interpersonal conflict or household issues seem lighter by comparison.3. Lighten UpWhether you burst into song like Julie Andrews or make inappropriate jokes to alleviate the tension, its important to let levity in when you can. Learn from your mistakes, and then let them roll off your shoulders. Carrying around guilt or shame will not make your job easier.4. Dont be a Hero (when it comes to overtime)While the opportunity to double your usual wages might be appealing, its crucial to remember that nursing is e xhausting physically and emotionally. There are legal maximums for a reason. Dont feel like you always have to be the one stepping up for extra shifts, and remember to compartmentalize and sign off at the end of the day or night.5. Take BreaksMany nurses dont take breaksunless theyre smokers, which seems totally counterintuitive. Whether you treat yourself to a 15 minute non-smoking smoke break or just pause to close your eyes for a long slow breath between patient rooms, make aya you find moments to refresh yourself during the day. If you can manage even short workouts before or after work, even better.6. Live in the MomentAmbition can take us to exciting places, and nostalgia is always a bittersweet mental journey. But during your daily life, make sure you know right when and where you are. Dont be racing to the next thing or brooding on the last onelet go of past and future stress and work with whats facing you right there in that moment.7. Be Ready to Make ChangesIf you get to a point where you have to constantly reach for these coping strategies and more, it may be a sign youre in the wrong specialty, the wrong hospital, or the wrong doctors office. Be strategic about planning a move. Think about the kinds of places youd really want to work, and dont just restrict yourself to reading job postings or want ads. For other nurses, involving their families in their workor even just bringing them to the hospital to get a sense of what their daily experience iscan help build a more supportive family dynamic.The consistent thread in these tips is to know yourself, know what you need, and be empowered to advocate for yourself in large and small momentswhen you feel like youre overstressed. It will only help your work to have a revitalized version of you at work every day.

The Best Way to Recover Your Rep When You Lose Your Cool at Work

The Best Way to Recover Your Rep When You Lose Your Cool at Work It wasnt quite as bad as Joan Crawfords Mommy Dearest breakdown with her daughter, but Im not so aya my coworker didnt feel the saatkorn way that little girl did when I pulled her aside and raked her over the coals for a project that did not meet my expectations.Lets face it. We all get stressed. We all get emotional. Sometimes those feelings are tied to events in the workplace, and sometimes those feelings have everything to do with whats going on elsewhere in our lives. While most of us try and manage our stress or upset feelings with exercise, good music, diversion tactics and more, it is only human to have those feelings bubble up to the surface. And when they do, it is often difficult to manage how they will leak out. For some, it may be tears. For others, like me, it comes out as anger.Im sure I am not the only woman to lose her cool at work. Objectively, I know that emotional outbursts impact the culture of the o ffice. That said, who hasnt lost it at work at some point? Unfortunately, even one fit of rage can damage your reputation. Here are four steps to take to repair your street cred with coworkers if you do lose your cool.1. Apologize.Take responsibility for your behavior and say you are sorry, without pointing the finger at anyone but yourself and without expecting an apology in return. Owning your own behavior in an emotionally charged situation can go a long way in repairing relationships.2. Show remorse. True remorse is more than an apology. Take time to reflect on what happened and why it happened. Then, communicate your regret for the situation and your commitment to avoiding a similar outburst in the future.3. Attempt to repair.In the heat of the moment, we often say things we dont mean. Look for opportunities to regain that persons trust and rebuild their faith that you wont get angry like that again. People tend to be more forgiving if its an isolated incident. On the other han d, if you find yourself confronting these types of situations on a routine basis, it might be time to seek outside assistance. 4. Do not repeat.Not repeating the behavior is the best way to repair the long-term relationship. Work to re-establish your reputation as a confident, calm professional who is able to constructively manage potential breakdowns.Work outbursts are unfortunate. They hurt everyone involved. Understand that it takes time for wounds to heal. Dont be so quick to send flowers or make a call for happy hour on you a more meaningful apology, concerted efforts to repair the situation, and displaying behavior appropriate in the workplace will lead to healthier relationships in the future.--Tiffany Couch is the CEO and founder of Acuity Forensics, a forensic accounting and fraud investigation firm that helps unravel complex financial crimes.

How to Prepare Candidates With More Than Interviewing Tips

How to Prepare Candidates With More Than Interviewing TipsJim seemed like a perfect fit for one of your top clients. He met all the job requirements. His experience was diverse and extensive. His knowledge of the industry was impressive, and it showed. Within a year, his previous employer promoted him from a supervisor role to director. You gave him interviewing tips and coached him through several video interviews. Then your client postponed the interview. A few days later, you found out they decided to pass on him. Where did Jim go wrong?More than likely, you were elend clear about what your client actually wanted in their talent. For this reason, Jim wasnt able to shine like he should. In order to help your candidates stand out and excite your clients, you need to think beyond just sharing interviewing tips and giving them pointers on body language. That information is important, but its not enough.As a staffing professional, you need to play a mora active role in helping candidat es present their best self to your clients. When you are proactive with candidates, youre ensuring no time is wasted grooming a bad fit. And time is of value in the hiring process.In fact, Glassdoors report found that the average time to hire a new employee has gone from alfruchtwein 13 days to nearly 23.This dicke bretter bohren mssen indicates two things job seekers arent effectively communicating their value, and employers are struggling to see fit in their candidates. Fortunately, you can address these issues empowering your most qualified candidates to put their best foot forward. This is the ultimate guide to make your candidates shine and enaya your clients see the value in themGet on the Same PageYou cant match candidates when you arent 100 percent sure what your client wants. Stay openly communicative with your clients so you have a full picture of their ideal candidate. Ask your clients to be as specific as possible so you have a clear set of expectations and criteria to m easure against. Chances are you wont find an exact match to this ideal candidate persona, but this is a great exercise to force your client to hone in on the most important traits and aspects of applicants. Ask you clients for an ideal candidate persona to measure talent against.Click To TweetOnce youre given an ideal candidate persona, you should inquire about what the deal breakers are. In other words, what requirements are actually required and which ones are negotiable.CareerBuilders August 2015 survey found 42 percent of employers would still consider a candidate who meets most of their requirements. Hiring managers and HR professionals who write job descriptions are typically guessing what exactly is required for the open role. You need to know what skills and other aspects of the job description have some leeway. Keep constant communication, especially when priorities change for your client so you know how to best serve them. Over time, you will learn what each of your client s prioritize in their search for talent. For example, if a client continually emphasizes the importance of creative problem solving, they clearly value that skill more than most. Therefore, you wouldnt waste their time with candidates who are more analytical and less creative.To ensure you and your clients are on the same page, you should look at using real-time messaging services. There are several solutions that are free, easy to use, and effective at keeping channels open. Slack is one of the most popular team messaging apps today. It allows you to create channels and direct messages and calls. You can integrate it with other tools, like Dropbox, to make file sharing easy. Start channels for specific roles for each client. This way your client can share updated docs with you in an instant. If theyve updated job postings, you should have the most recent version as reference. Workplace by Facebook is another great app for staying connected with clients. The Work Chat feature connec ts you instantly through text, voice, and video messaging options. Given the similarities to the Facebook interface, you and your clients may find the learning curve slightly less intimidating. Create groups among your clients, and customize your news feed to receive their latest updates. Encourage your clients to create posts within your group, and have their internal team share their input on the same post. This will ensure you have the most up-to-date information in one place. Messaging platforms like SlackHQ and WorkplacebyFB keep you informed of talent needs.Click To TweetAdopt a Marketing MindsetOnce you have a clear idea about what your clients want, you must change your mindset about your role as a staffing professional. You are a marketer, connecting candidates who have unique talents with employers who need their talents. Think like a marketer for talent by applying the four Ps product, place, price, and promotion.ProductThe product youre selling your clients on is your c andidate and the value they have to offer. To promote your candidates skills, provide clients with a prioritized summary of their experiences and examples of their work. This list should be customized to your clients preferences, not just generalized qualifications.PlaceMarketing is about placing your product in front of your audience in the right place at the right time. To make sure youre showing your candidates at the right place, first discuss how your clients want to receive candidate information. Then, deliver. For example, when you find talent that you know aligns well with their ideal candidate persona, send their information to your clients applicant tracking system the moment theyre ready to abflug assessing. PriceLearn what your candidates expect for total compensation. This way, you can determine what roles wont fit them and what clients you want to match them with. You dont want to waste your candidates or your clients time by trying to match them even though they have different expectations of compensation. PromotionWhat makes each of your candidates stand out? Every job seeker has a unique set of skills, education, and personality that sets them apart.Help your candidates develop their own personal brand and create a strong online presence. This is similar to employment branding because often times, a candidates online presence is their first impression they make aside from their resume. When your candidates create an online presence, you can share it with your clients who have social recruiting strategies. They can reach out and engage with them on social media.Think like a marketer. Empower your candidates to show off their skills on socialmedia.Click To TweetPrepare Company ProfilesYou candidates need to understand the importance of a tailored resume. CareerBuilders August 2015 survey found 61 percent of employers want a customized resume to an open position.When your clients are assessing candidates, theyre looking for resumes that speak dir ectly to them. Boilerplate, generic resumes are easy to spot and are quick to be tossed in the trash can. To help your candidates customize their resumes to your client and the prospective role, you need to empower your candidates with information about the company. Instead of just telling your candidates to look up employers they align with, prepare a detailed profile for each client you work with. Research your client and create a company profile for your talentpool to help tailor resumes.Click To TweetHighlight company values and culture information. Use your clients online presence to research what its like to work for them. Then compile the content you find into a unique company profile. When your client expresses interest in a candidate for a specific role, point out three important aspects of the role that the candidate needs to focus on. Lets say your client posts a client relations manager position. If you leave the candidate to his own devices, he may just send his boilerp late resume. Hell likely assume hes qualified, so his real in is the interview. You dont want to have another Jim situation on your hands. Instead, you want to consult your candidate and show him how to promote his value in a way that your client wants to hear more about it. Show him that he should emphasize his experience in a leadership role he earned in a previous job. Then, he needs to prove his knowledge of the industry if he expects an interview.The third aspect you want him to focus on is his expertise in building and maintaining positive relationships with clients. He can share personal stories of this in his cover letter and on his blog. Be a StorytellerA 2015 LinkedIn report found that 49 percent of candidates say their top obstacle is not knowing what its like to work at a company. This is where you come in. People gravitate toward good stories. We pick up on recognizable patterns, relate to the experiences shared, and find meaning in the narrative.Give your candidates a deeper connection with your clients. Request your client share a real example of how a previous employee succeeded in the open role. Then, with their permission, share that story with candidates you think align with both the role and the company culture. Highlight the main takeaways of the success story so your candidate sees why they too can be successful in the role. This helps them visualize what the work is like and gives them a better understanding of how your client defines success. LinkedIn found jobseekers struggle with not knowing what its like to work at a company.Click To TweetIt also gives your candidate aspects to focus on when they apply and interview. These stories can influence the interviewing tips you offer. If your client defines success as an employee who goes above and beyond, then encourage candidates to share their own stories where they put in the extra work and accomplished an important goal.Coach your candidates on how to tell their stories effectively thro ugh video interviews. Practice common questions, help them identify their main talking points, and highlight how body language impacts their messaging. These video interviews are a great tool for introducing your candidates in a more personal way, allowing them to tell stories that demonstrate their value to your clients.Build ConfidenceConfidence is your candidates best tool during their job search. You want to help them develop and maintain a good amount of confidence.Heres a look at the steps you need to guide your candidates to a more confident interaction with potential employers1. Research the company profile and then dig deeper.The more they know about the organization, the easier it is for them to visualize not just earning the job and joining your clients team, but also succeeding in the position. Encourage them to review the potential employers company profile, but dont stop there. Dig deeper for clues of how well they fit and how far they can climb. 2. Practice visualizat ion exercises.Train candidates to see themselves doing well, following your interviewing tips, earning a job offer, and succeeding at the job. They should be using all of their senses when they conjure mental imagery so they feel like their successes are actually happening.3. Adjust perspective.Its so easy for stressed out candidates to worry and feel like theyre not enough during a job search, especially when its for a long period of time. Remind them about the importance of focusing on the specific ways they contribute value. This way, they wont desperately force themselves to bend to fit a role.4. Focus on the three key qualifiers.Your candidate should be reviewing the skills, experience, and values they have that your client wants. Helping them focus on these three aspects gets their mind off of worrying about trying to be someone theyre not. As a staffing professional, you know they fit the role and the culture of your clients company. 5. Get writing.Encourage candidates to wri te a few anecdotes that demonstrate the value they bring. Examples can include stories of them leading a team project, collaborating and coordinating a volunteer event, or participating in a creative brainstorming session. Use these anecdotes in cover letters. You want them to share relevant stories in their cover letter so your clients are interested in interviewing them.6. Practice interview questions.This is where you can share your best interviewing tips. Teach them about the importance of good body language and how they should address certain questions. Use video interview technology to record their practice sessions and give them pointers on showing their confidence.The more time and energy you invest in empowering your candidates, the less time you will spend helping people like Jim find new opportunities. You know the value of your candidates. Help each of them prove their value, earn interviews, and land their dream jobs with your clients.How are you connecting candidates w ith your clients in an efficient way?

Summer Job Resume Examples and Writing Tips

Summer Job Resume Examples and Writing TipsSummer Job Resume Examples and Writing TipsA summer job can be a great way to build valuable work experience while earning extra income. Whether its flipping burgers or serving as a lifeguard at the local pool, seasonal gigs can be a great learning opportunity. And the experience you gain during seasonal jobs will be immensely valuable when you apply to full-time positions. Just because a summer job will only last for a few months, however, it doesnt mean that there wont be competition to land a position. Thats why its important to have a resume that stands out. Read on for tips on where to find summer jobs and how to write an effective resume. Plus, see examples of summer job resumes, which you can use for inspiration while developing your own. Building a Resume for a Summer Job A big parte of getting hired is developing a strong resume. Often, your resume is the only thing an employer sees from you, so its important for it to be polish ed and that it highlights your skills and achievements. When youre in school, you can use your relevant classes and coursework in your resume to show how you can do the job. For instance, if you had a class on communication, that might be helpful in a job as a camp counselor when you need to talk with a dozen children. If you have any volunteer experience or were part of any clubs, they can also be valuable additions to highlight and set yourself apart from the competition. As well, consider having a section in your resume devoted to experience thats highly relevant to the position youre seeking. For instance, if you are applying for a job as a waiter, you could have a section called Food Service Experience that highlights your volunteer work in a soup kitchen or a job as a waiter. That helps let potential employers know that youll be a good match. Always proofread your resume carefully before submitting it. You dont want a potential employer to be deterred from hiring you because o f a small error. Look for ways to emphasize that you are responsible and pick up on new skills quickly. Employers will be eager to hire dependable workers who wont call in sick on sunny days or long weekends. Plus, since employees are only at seasonal jobs for a relatively short period, there isnt a lot of training time. Employers will give priority to people who are fast learners, even if they do not have relevant experience in the precise position. Summer Job Resume Examples Here are summer job resume examples you could use to apply for part-time and full-time summer jobs and internships. Use these samples to get ideas for your resume, then customize your resume, so it highlights the related experience, schoolwork, school activities, and volunteering specifically to the summer job you are interested in Camp counselorCatering jobCustomer service/retailGolf caddyHospitalityHotelInternshipLifeguardNannySummer campSummer cashierSummer jobSummer sales associateTutorWaitressSummer waiter Tips for Finding a Summer Job Competition for summer jobs can be fierce. High school students, college kids, recent graduates, and even older professionals often are competing for the same positions. Start early.Many camps, summer programs, and community centers hire their summer staff as early as February or March, so reach out to your target employers early in the spring to make sure your resume is seen.Network.Make sure everyone you know is aware you are looking for a job. You never know when a friends uncle or someones workplace may be hiring. They can refer you to jobs even before the position is posted and you can get your foot in the door early.Be professional.Even though it may be a summer position, its an important role for the business, and the employers want employees who will take it seriously. Submit a polished resume, dress appropriately for the interview, and be courteous and professional in your conversations and follow up.

Pros and Cons of Working at a Corporate Vet Clinic

Pros and Cons of Working at a Corporate Vet ClinicPros and Cons of Working at a Corporate Vet ClinicA corporate veterinary clinic is a practice that is owned and operated by a company.This is a different business model than traditional private practice, where a clinic is owned and operated by an individual veterinarian or a small group of veterinarians.The number of corporate practices has increased steadily in recent years, and this type of practice is becoming fairly commonplace in the veterinary industry. In the United States, the most prominent corporate veterinary clinics are Banfield and Veterinary Clinics of America (VCA).Banfield, a pioneering entity in the corporate veterinary field, was founded in 1955.Banfield now boasts a roster of approximately 800 clinics, mainly located in PetSmart stores, and the company employs over 2,000 veterinarians.Veterinary Clinics of America (VCA), another leading player in the industry, has over 600 clinics and more than 1,800 vets working in their corporate locations. There are also a number of regional corporate entities and smaller national chains that compete with the big two. Far from being an exclusively American phenomenon, corporate veterinary clinics are also popping up with increasing frequency in international markets.In the United Kingdom, for example, corporate practices began to appear in 1999 after a regulation that restricted non-veterinary ownership of clinics was relaxed. Lets take a look at the pros and cons of corporate veterinary work vs. traditional private practice Pros of Corporate Veterinary Work Business management is completely handled by the corporate officeVeterinarians in corporate practice do not have to divert their attention from patient treatment to absprache with staffing issues, hiring new technicians, running payroll, and other time-consuming business details.This allows them to focus their time exclusively on providing patient care, and it eliminates a major source of stress.Tra nsferabilityCorporate clinics may have a large number of clinics across a wide geographic area.This can make it easy to transfer to a different region if a vet so desires.It also allows them to step into a familiar clinical environment that is very similar to the one to which they are accustomed. Regular work schedulesCorporate veterinarians tend to work fairly standardized schedules, with less overtime than what is typical for a vet in private practice (especially when compared with the long hours that are often required of a practice owner).Corporate clinics often keep relief veterinarians on standby to fill in when they have an absentee vet, or they are able to pull a vet from another local corporate clinic to provide assistance.Discounted rates on veterinary productsCorporate veterinary clinics have more buying power from being able to make bulk purchase orders on behalf of multiple practices.They may be eligible for a variety of product discounts, and some of these savings may be passed along to customers.Better rates on products at corporate clinics can draw some clients away from traditional private practice. Good spot for new graduatesNew vet school graduates are actively recruited by corporate chains, and corporate clinics can be a great place for them to gain experience while considering their options.Exit strategy for practice ownersEstablished veterinarians can sell their practices to corporate entities as an exit strategy from the business.The corporate clinic will often keep the staff members and allow the practice owner to continue working as an employee as well if they so desire.The former practice owner may also benefit in the long term by retaining ownership of the physical location and leasing the real estate to the corporation. Cons You cant buy into the practice as an ownerVeterinarians working for corporate clinics do not have the option to buy into ownership as in private practice.A corporate vet seeking an ownership stake would hav e to leave the clinic and start (or buy) their own private practice.Limited decision-making abilityCorporate vets must follow a variety of procedures and best practices relating to pricing and treatment options.They have less flexibility than a private practice vet would have on such matters. Lengthy approval processCorporate clinics may require a significant amount of paperwork and an extensive approval process to purchase equipment or make changes to clinic procedures.Potential overemphasis on financial successA common criticism of corporate medicine is that the parent companies focus too much on the bottom line.While making a profit is certainly a goal of any clinic (whether corporate or private practice), corporate vets may feel pressure to up-sell clients to increase profit margins.

8 businesses you can launch for $5,000 or less

8 businesses you can launch for $5,000 or less8 businesses you can launch for $5,000 or lessEvery tax season, Americans (hopefully) enjoy refunds and ponder what to do with the newly acquired stash of cash. Typicaladvice for spending a refundincludes paying down high-interest debt, building an emergency fund or investing in your future. And all of these ideas are definitely worthwhile. However, have you considered taking your tax refund to the next level by using it to fund your own side hustle?Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreIf you want to create a future for yourself that doesnt involve reporting to someone else or living from paycheck to paycheck, taking the entrepreneurial plunge might be the right decision for you. Looking for business ideas you can start for $5,000 or less? Easy peasy Here are eight small business opportunities just waiting to be launched.1. ConsultantIf y ou have an area of expertise you especially love to spend time thinking about, consulting can be a lucrative business choice. Consumers often seek out the help of experts when theyre making changes in home design or organization (think efficiency), building gardens, investing in green living or augmenting home security. Businesses often seek a pro to help them out with accounting and payroll, marketing, public relationsandhuman resource issues.A beneficial aspect of consulting is the fact that you can easily work from home or on the go. To get started, establish a website, invest in some marketing and get networking. Whatever skill you possess, consulting is one area where you can put it to work. Since there is little overhead involved, you can easily get going for under $5,000.2. Virtual AssistantVirtual assistants are a high-in-demand service. According to FlexJobs, this remote workfield is growingby leaps and bounds. Many businesses turn to virtual assistants to manage administra tive tasks that waste time better spent capitalizing on core competencies. If youve got a knack for detail, plusstrong written and verbal communication skills, this might be a good business for you. You need computer and communication equipment, along with any other specialized supplies required by the companies you work for - easily attainable with a tax return of $5,000 or less.3. Freelance ServicesIf youve got writing, editing, photography, video, programming or graphic design skills, you canmarket and sell your talentsto various types of organizations. Many companies need content for their blogs and websites. For instance, you can write articles, edit websites, develop web pages, create stock photo content, design infographics and more. Starting this type of service wont cost you much you need a laptop, a reliable internet connection and dedicated time to put together a portfolio before you start marketing your services.Pro Tip Websites likeFiverrhelp you sell your freelance se rvices and increase your client list.4. Jewelry DesignDo you have an eye for details in fashion and accessories? Are you creative and do you enjoy working with your hands? If so, consider designing your own jewelry. Once you get a few ideas put together, secure the intellectual property rights to your designs before you deutsche post dhl them online to see if your creations generate any interest. All you need is a website (you can even open a shop on Etsy) and invest in some advertising and social media marketing (hello, Pinterest and Instagram). If you need space, you can alwaysrent a storage unitto hold your inventory and bulk supplies. A tax return can generally cover these initial costs.5. Cooking ClassesAre you a master in the kitchen and think you might like to share your skills with others? Consider turning your love for cooking into a business. You can share your culinary talents with kids, adults or both. You just need to secure a space and supplies and then get thenecessar y certificationand insurance - all of whichcan be donewith a budget of $5,000.6. LandscapingIf you love the outdoors, landscaping is the perfect self-startup business opportunity. Initially, you need some small equipment, gardening toolsanda good word-of-mouth network. Buying a truck might be over your $5,000 budget, but you can rent any necessary equipment until your business is profitable enough to afford your own. Just be sure that yourelicensed to operate any heavy equipmentyou rent and/or use.7. BartendingIf you love people and spending time in festive atmospheres, bartending is a good entrepreneurial option. Often times, people throwing parties either dont know how to make drinks themselves or dont have the time. Event planners also often enlist the help of good bartenders to help their events run smoothly. To become credible, you need to take a reputable bartending course,gestalt a legal entityand obtain the necessarypermits and licensing. You also need to build some invento ry and gather supplies, but these costs together should come in under $5,000.8. Cleaning ServicesA cleaning service is one business that will never go out of style, especially with so many two-income households juggling busy kids schedules on a never-ending quest to find enough time to do it all. In that kind of chaos, a clean house is a godsend. To get started, you need cleaning supplies, any required state or local licenses and a good website for marketing your services. To further helpget your cleaning business off the ground, see if you can barter with other small businesses in exchange for startup items you need (like offer to clean a print shop in exchange for flyers).As you ponder your numerous small or home business opportunities, calculate your tax refund to see what kind of startup capital you can work with initially. Once you figure this number out, you can move forward. The good nachrichtensendung For anyone whos always wanted to pursue entrepreneurial ventures, now is a n ideal time to get started. The Tax Cuts and Jobs Act of 2017 provided a number ofbenefits for small businessesin terms of expanded tax deductions and other startup-friendly provisions.If youve ever wanted to be your own boss, your opportunities are endless. Why not take that tax refund and invest in your future?This article first appeared on Swirled.

Lie Detector Tests for Employment

Lie Detector Tests for EmploymentLie Detector Tests for EmploymentWhen can an employer ask an employee or a candidate for employment to take a lie detector test? The Employee Polygraph Protection Act (EPPA) from 1988 is a federal law that prohibits fruchtwein private employers from giving lie detector tests to employees, whether the use is forpre-employment screeningor during the course of employment.Employers generally cannot even request that an employee take a lie detector test, let alone require it. The law, however, does not apply to people working in federal, state, and local government agencies. There are other exceptions as well. Read below for more information about EPPA, including exceptions to the law, and what your rights are as an employee if you are asked to take a lie detector test. When Employers Can Require a Lie Detector Test Employers generally may not require or request a job applicant or employee to take a lie detector test, or discharge, discipline, or discr iminate against an employee or job applicant for refusing to take a lie detector test. Employers are also legally unable to request results from a lie detector test. This is the case for most private employers. However, there are exceptions to EPPA. For example, security firms (such as alarm companies) and pharmaceutical manufacturers, distributors, and dispensariesdo not fall under this law. They are allowed to use lie detector tests on employees, although there are restrictions surrounding how they can use the tests. As mentioned above, federal, state, and local government agenciesalso do not have to follow the rules of EPPA. However, again, they face regulations if they give lie detector tests to employees. One other exception is that employers of certain private firms can give polygraph tests to certain employees if they are reasonably suspected of involvement in a workplace incident, such as theft or embezzlement, as long as it resulted in specific economic loss or injury to th e employer. However, this use of a polygraph test is also under certain restrictions. For example, the employer has to fully explain to the employee in writing the activity they are investigating. Rights of the Employee EPPA states that employees are legally entitled to employment at most companies without the expectation of having to take a lie detector test. For those companies that are allowed to do tests, there are strict provisions before, during, and after the test. For example, employees have to be told ahead of time about the test, and certain information has to be recorded. The examiner also has to be licensed if this is required by the state in which the test takes place. If the employee lives in a state or local area that has even stricter rules related to lie detectors, his or her employee has to follow those stricter rules. Employees are also able to reach out if an employer or potential employer is violating any part of the act. They can bring civil action against the employer in federal or state court. However, they have to do this within three years of the violation. Legally Required Notice Before the lie detector test commences, the employee is legally entitled to basic informationsurrounding the reason for the test. If it is because of a supposed offense, the employee must be told about the incident being investigated. This includes what happened, if there was any loss or injury in the situation, what was taken or missing, why the employee is thought to have been involved, etc. The employer is also required to give the employee a writtendescription of how the test will go, and an explicit list of the employees rights. He or she also mustprovide plenty of time for the employee to seek independent counsel before the test. Where to Get More Information If you need more information on lie detector tests for employment, you can read more about EPPA on the United States Department of Labor website. You can also check out this fact sheet on EPPA. If you want specific information about lie detector regulations in your state, look up your local Wage and Hour Division (WHD) office. Other Types of Pre-Employment Tests fruchtwein other pre-employment tests are not restricted in the way that lie detector tests are. These tests range from physical ability tests to drug tests to personality tests. Most of these are legal and not heavily restricted. They are only illegal if the company uses the test to discriminate against applicants on the basis of age, race, color, sex, national origin, religion, or disability. Read here for more information on pre-employment tests other than lie detectors.