Use Meet-And-Greet Meeting Ice Breakers

Use Meet-And-Greet Meeting Ice BreakersUse Meet-And-Greet Meeting Ice BreakersProponents of icebreakers, which reinforce the content and goal accomplishment of ateam-building or training session, use these activitiesto introduce the content of the training session. At the same time, there is a place for a fun icebreaker whose only purpose is to help session attendees know and appreciate each other. This meet-and-greet meeting icebreaker works well when you have a group of new employees who are just starting. It is also effective at large, company-wide meetings to help people working inter-departmentally get to know each other better. Breaking Down Walls In meetings, employees have a tendency to sit with the people that they know best at work. Consequently, youll find department members sitting together and people who have the same job sitting together. At a company or department meeting, to help attendees get to know co-workers outside of their immediate workgroup, these icebreak ers work well. A Sweet Icebreaker In advance of the meeting, purchase candy bars for each attendee. Buy a variety with enough to divide the attendees across the desired number of groups or tables. As an example, if you want five employees in each small group, purchase five Snickers bars, five Baby Ruth candy bars, and so forth. Place all of the candy bars in a bag and ask employees to draw a candy bar as they enter the meeting. You have also either labeled the tables with the candy bar name or placed an additional candy bar on the table in advance, so employees know where to sit. Instruct attendees that they are to sit with the people who drew the same candy bar as they did. Warn employees not to eat the candy bar on the table or people will not know how to find their group. Because this is such a fun approach to helping employees get to know each other, you can simply ask people to introduce themselves to their assigned table. If you want to involve the employees in a more elab orate debriefing, you can develop a series of questions for people to answer. The suggested questions below are easy to answer and non-intrusive. Virtually every participant will have an answer to each of the sample questions. Sample Questions or Discussion Points These questions are designed to elicit positive responses from your participants. Use them as a starting point, customize them to suit your work setting and participants, and follow thesefacilitation guidelinesto ensure success Describe how and when you came to work at this company.Share your biggest current challenge at work.Share two things about yourself that you think no one at your tableknows about you.Describe a positive customer interaction you have experienced.Tell your coworkers something you appreciate about your company.Tell your coworkers what you appreciate about your coworkers.Share what you like about your current job.Share the funniest or most fun situation you have experienced at work.Talk about the be st boss you ever had. What set him or her apart? Are you a cat rolle, dog person, bird person, or gerbil person? What is your favorite pet, and why?What was your favorite vacation, and what made it stand out?If you could pick your birthday dinner, what would you choose to eat?Tell your tablemates three things about yourself. Two of them are true, and one of them is a lie. Ask people to guess which is the lie.Share one thing you do every day at workand without which you would be unhappy in your current job.If you could choose one location for your next travel adventure and money is no object, where would you go and why? You can diversify your approach to this icebreaker with fruit, cookies, or other items that people enjoy. However, candy bars work best because they are wrapped, and their logos are so visual. Also, die-hard health nuts dont have to partake in the candy eating at the end- you can always have health bars ready for them.

The Wagner Act of 1935 (National Labor Relations Act)

The Wagner Act of 1935 (National Labor Relations Act)The Wagner Act of 1935 (National Labor Relations Act)The Wagner Act of 1935, also known as the National Labor Relations Act, guarantees the right of workers to organize and outlines the legal framework for labor union and management relations.In addition to protecting workers, the Act provided a framework for collective bargaining.It was designed to make it more likely that commercial interests could be conducted without disruptions from strikes thus protecting businesses and the economy as well as workers. The Wagner Act of 1935 (National Labor Relations Act) The Wagner Act defines and prohibits five unfair labor practices (others have been added since 1935). These include Interfering with, restraining or coercing employees in the exercise of their rights (including the freedom to join or organize labor organizations and to bargain collectively for wages or working conditions)Controlling or interfering with the creation or adm inistration of a labor organizationDiscriminating against employees to discourage or encourage support for a labor organizationDiscriminating against (i.e., firing) employees who file charges or give testimony under the Wagner ActRefusing to bargain collectively with representatives of employees National Labor Relations hauptplatine The Wagner Act also created the National Labor Relations Board, which oversees union-management relations. TheNational Labor Relations Board designates the legal structure for the formation and decertifying unions and conducting elections. The Board investigates charges by workers, union representatives, and employers that their rights under the Wagner Act have been violated.It encourages parties to come to agreements without adjudication and facilitates settlements of disputes. The Board conductshearings and decides on cases that arent settled through mediation. It oversees the enforcement of orders including the trying of cases before the U.S Court of Appeals when parties dont abide by Board decisions. The Taft-Hartley Act The Wagner Act was amended in 1947 by the Taft-Hartley Act that provided some limitations to the influence of unions.Legislators at that time believed that the balance of power had shifted too far in favor of the unions. The Act provides workers with the right to refuse Union membership and decertify unions if they are unhappy with their representation in collective bargaining.The Act alsoplaces requirements on unions including that they honor existing contracts without striking and avoid secondary boycotts or strikes against companies doing business with their employer. According to the National Labor Relations Board (NLRB), unions were also prohibited from charging excessive dues or initiation fees, and from featherbedding, or causing an employer to pay for work not performed. The new law contained a free speech clause, providing that the expression of views, arguments, or opinions shall not be evidenc e of an unfair labor practice absent the threat of reprisal or promise of benefit. Several significant changes were made for representation elections. Supervisors were excluded from bargaining units, and the Board had to give special treatment to professional employees, craftsmen and plant guards in determining bargaining units. Specific Examples of Violations to Union Law The NLRB provides the following examples of employer and union conduct that violates the law. Examples of employer conduct that violates the law Threatening employees with loss of jobs or benefits if they join or vote for a union or engage in protected concerted activity.Threatening to close the plant if employees select a union to represent them.Questioning employees about their union sympathies or activities in circumstances that tend to interfere with, restrain or coerce employees in the exercise of their rights under the Act.Promising benefits to employees to discourage their union support.Transferring, la ying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they engaged in union or protected concerted activity. Transferring, laying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they filed unfair labor practice charges or participated in an investigation conducted by NLRB. Examples of labor organization conduct that violates the law Threats to employees that they will lose their jobs unless they support the union.Seeking the suspension, discharge or other punishment of an employee for not being a union member even if the employee has paid or offered to pay a lawful initiation fee and periodic fees thereafter.Refusing to process a grievance because an employee has criticized union officials or because an employee is not a member of the union in states where union security clauses are not permitted.Fining employees who have validly resigned from the union for engaging in protected concerted activities following their resignation or for crossing an unlawful picket line. Engaging in picket line misconduct, such as threatening, assaulting, or barring non-strikers from the employers premises.Striking over issues unrelated to employment terms and conditions or coercively enmeshing neutrals into a labor dispute.

Study finds that childrens junk food consumption linked to higher development of allergies

Study finds that childrens junk food consumption linked to higher development of allergiesStudy finds that childrens junk food consumption linked to higher development of allergiesAdvanced glycation end products or AGEs, are proteins or lipids that become glycated after they are exposed to sugars. These highly reactive molecules are found in processed foods like bacon, pizza, cake and most microwaved food, barbecued and roasted meats. Basically, they are found in all of your favorite, delicious junk foods.The abundance of AGEs proteins in ones body, impact the celerity at which aging occurs, and the development of degenerative diseases like diabetes, chronic kidney disease,atherosclerosis, and Alzheimers Disease. The correlative risk associated with ansicht conditions and AGEs has been well documented, but a new study helmed by researchers atthe University of Naples Federico II, that premiered at the 52nd Annual Meeting of the European Society for Paediatric Gastroenterology Hepatolo gy and Nutrition, claims that the over-consumption of junk food causes the increased body levels of these molecules, which in turn leads to higher instances of food allergies.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreA startling dietary trendAccording to a recent study, 34% of children eat fast food on a given day. The findings were released by the U.S. Centers for Disease Control and Preventions National Center for Health Statistics in chorus with The Center for Disease and Controls review, stating that obesity has doubled in children and quadrupled in adolescents over the last three decades.These surging statistics set the stage for the University of Naples Federico IIs recent investigation. The experts observed a similar upward trend of food allergies in many countriesIn fact, in some countries, food allergy cases have gone up as high as 10% in a relatively short amount of time. With no documented explanation for this, the researchers got to work identifying a categorical cause.They began by analyzing the AGE levels beneath the tissue of a group comprised of 61 children between the ages of six and 12 years old. This group welches further demarcated by three indicators the healthy control group. the group with food allergies, and the group with respiratory allergies. For one week, the participants had their food monitored by their parents with the help of a food diary.It was found that the children with previously determined food allergies consumed roughly 20% to 40% more junk food than the children without allergies, in addition to the children with only respiratory allergies.Of course, the first group also evidenced the highest amount of AGE levels in the body.Roberto Berni Canani, the principal investigator explained to News Medical,As of yet, existing hypotheses and models of food allergy do not adequately explain the dramatic increase observed in the last ye ars so dietary AGEs may be the missing link. Our study certainly supports this hypothesis, we now need further research to confirm it. If this link is confirmed, it will strengthen the case for national governments to enhance public health interventions to restrict junk food consumption in children.The problem, however, is the study was much too small to issue any sort of official statement. As it stands, the AGE levels of most products arent featured on the packaging. A larger sample size would have to be employed in order to convince public health authorities to advertise the risk increase for developing food-related allergies associated with junk food consumption.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits o f mentally strong people

Work at Home Call Center Jobs in Tennessee

Work at Home Call Center Jobs in TennesseeWork at Home Call Center Jobs in TennesseeWant to work from your Tennessee home? Then youll need to find the companies that hire in the Volunteer State. Yes, it seems like it doesnt matter from where a work-from-home contact center job is done, but it does. Not too many companies hire in all 50 states, dues to employment and taxation laws. These call center companies hire for home-based jobs in Tennessee. Possible Opportunities Accolade rckendeckung Call Center ServicesThis company offers tech untersttzungsangebot tafelgeschirrs to its clients and uses remote support agents as well as CSRs to meet that demand. All its phone agents are independent contractors. Compensation is done on a per-minute rate at a maximum of $10/hour. However, there is no minimum wage. AloricaThis company merged with home call center company West at Home and now works on much the same business model. It hires home-based customer service reps in Tennessee. While th ey are paid on a per-minute or per-call basis, they are employees so they are assured of earning the minimum wage in Tennessee. American ExpressThis worldwide financial services firm hires remote contact center agents with experience in reservation systems (as well as travel agents). Bilingualism is plus. Apple At-Home AdvisorsHome-based agents in Apples customer care division work as tech support agents. Though the jobs often have locations in the job postings, agents do not have to live in those locations to apply. Apple provides computer equipment. AROCompanys home-based contact center employees do a variety of jobs such as sales and customer service as well working as insurance auditors and LPNs and RNs. Aspire LifestylesSpecializing in virtual assistant or concierge services, companys work-at-home employees usephone, e-mail, and chat to service clients. Fluency in French, German, Spanish or Italian is a plus. AsurionDevice replacement insurance company employs work-at-home agen ts in full- and part-time positions. Carenet Healthcare ServicesRegistered nurses from Tennessee work in behauptung home-based medical call center jobs. Pay is approximately $25/hour. Jobs are full time, and overnight work may be available and/or required. CenturyLinkThis provider of voice, broadband,and video services for consumers and businesses hires home-based contact center agents and pay $10-11 per hour. Bilingual candidates are encouraged to apply. ConvergysHome-based call center reps employed firm take incoming calls and perform customer service, sales or tech support. Training is paid, and a benefits package is offered. LiveOpsIndependent contractors, not employees, work these customer service jobs, which include bilingual customer service (Spanish and French), insurance work and financial services. Compensation is based on minutes of talk time plus incentives in some cases. Agents must become certified to work for individual clients. This certification is not paid. Agents must pay for their own background check. HSN.comThe Home Shopping Network has home-based jobs in contact centers. Inbound calls are both sales and customer service. Full-time positions provide health insurance benefits. Jobs are based in Nashville, TN. Support.comCompany provides technical support services for its clients, using remote chat and call center agents. Its remote services technicians answer inbound calls. teleNetworkBPO employs home-based agents to work in technical support and as customer service reps. Benefits are offered. TeleTechHomeGlobal company hires associates for20-30 hours/week. to work from home as call agents and other fields. Bilingual call center agents needed. Benefits include paid training, 401k. Pay is $9-10/hour. TranscomCall center company hires work-at-home agents for customer service and tech support in Tennessee. ThinkDirectCompany hires employees as inbound work-at-home agents, selling magazine subscriptions. Pay with incentives is $10-$14 an hour. Ver-A-FastRemote agents do verification companys clients, which are primarily from the newspaper industry. Windy City Call CenterContact center employs work-at-home agents for both inbound and outbound telemarketing jobs.Hourly pay starts at $9 and increases to $10 after three months. Companyoffers benefits like a paid time off, healthcare plan and 401K.

Work from Home How to Find Remote Jobs

Work from Home How to Find Remote Jobs Work from Home How to Find Remote Jobs Whether you want to make the world your office, need to increase availability to family, or simply feel mora productive working in pajamas, transitioning to remote work is an alluring career choice for its work-life flexibility. Before you start setting up your new home office, take some time to develop a remote job search strategy. Finding that perfect telecommute position among thousands of traditional in-office postings can be a headache, so here are 4 top tips on how to find remote jobs.Vary Your Search TermsWhen plugging search queries into your job board of choice, dont limit yourself to just one term. Try searching remote, telecommute, telecommuting, work from home, and even distributed company.On some job boards, a Boolean search might help you search with more efficiency. Boolean searches allow for operators like AND, OR, and NOT that can filter your results on the fly. For example, you might searc hcustomer service AND remote OR telecommute OR work from homeThis might work better on some boards than others. On Indeed, for example, it seems to work with some limitations. Try it out in your favorite job board to see if helps refine your results.Search for Remote Jobs Listed in Other CitiesMany job boards have a remote location setting or filter in search. Check out the jobs categorized in ansicht sections, but dont stop there. Not all remote job listings will be designated as such.Remote location setting on Glassdoor.For one, many applicant tracking systems automate the process of posting job descriptions to various job boards. When using one of these systems, a human resources rep might not think to change the default location setting before the job description gets published across the web. Therefore, a remote job listing might be inadvertently posted in the city in which the company is headquartered. Search for remote keywords in New York, Chicago, and Los Angeles, or startu p hubs like Silicon Valley, Seattle, Portland, Austin et al.In some cases this could also be an intentional move. A company might be comfortable with a telecommuting employee while still preferring (but not necessarily requiring) someone close by. They might envision periodic meetups or simply prefer the logistics of working in the same time zone.In either scenario, be aya to periodically search for remote jobs in cities that are not your own.One unexpected place to find a remote job might be in Oregon. A surprising number of companies seem to accidentally list their telecommute jobs in the rural community aptly named Remote, Oregon, especially on top job site Indeed. If youve exhausted your other resources its worth plugging Remote, OR into the location bar and seeing what comes up.Use Specialized Remote Job Boards and AggregatorsYou should find plenty of remote opportunities on the top job boards and aggregators like Indeed, LinkedIn, Glassdoor, ZipRecruiter, and Google for Jobs, but there are also several job boards specific to work from home jobs. Here are a few worth checking outFlexJobsRemote.coWe Work RemotelyWorking Nomadswfh.ioRemotiveJobspressoRemote Jobs ClubSearch Outside of Job BoardsGet a leg up on your job search competitors by finding job listings before they hit popular job boards. One way to do this is to search social media for listings. For example, search LinkedIn or Twitter content to find companies or users posting about new openings.Real example of a remote position found by searching LinkedIn content.While youre at it, make sure your social media profiles are ready for recruiter review. With Jobscan, you can even optimize your LinkedIn profile to attract recruiters looking for remote workers with your speciality.Target Top Remote-Friendly EmployersIts always smart to maintain a list of target companies when job hunting and it can be especially helpful in a remote job search. There are whole companies that rely on a remote workforce and others that are known to be telecommute-friendly. Here are a couple lists to get you startedFlexJobs Top Companies with Remote JobsVIPKIDAppenConduentRevLiveopsTTECAmazonSYKESDellWorking SolutionsSee full listGitHub Crowdsourced List of Companies with Remote DNARandom Selections (full list is alphabetized)AhaBaremetricsRed HatStudent Loan HeroZapierSee full listThese tips should reveal a few listings worth applying to. The next step is to perfectly tailor your resume for the job. Learn how Jobscan has helped automate the process in this short video

Vital Pieces of Functional Resume

Vital Pieces of Functional Resume Who Else Wants to Learn About Functional Resume? Functional and conventional resumes arent the only resume types to pick from. Flexibility is an additional important element. If youre in a creative position (like graphic design), think about using a nontraditional resume. On the contrary, it highlights yur abilities and abilities. If you dont have sufficient work experience, you should earn a functional resume instead of a chronological one. There are some simple tweaks that may make a functional resume advantageous A functional manager is someone who has management authority over an organizational unitsuch for a departmentwithin an organization, company, or other organization. A very good functional manager ought to be in a position to accomplish tasks punctually. Another important component for writing a functional resume is to find out more about the position for which youre applying. A functional resume is an excellent tool but you h ave to get a good comprehension of its purpose for you and your advertising strategy. A functional resume ought to be utilised in several kinds of situations. A functional resume is a good alternative for individuals that are seeking to change careers, returning to the work market after a lengthy absence, attempting to minimize fair-to-average career development. The following is an instance of a combination resume. This sample functional resume is only an example to demonstrate the high quality and fashion of our professional resume writing services. Keep in mind, each individual patient has quite unique needs in regards to treating and preventing chronic and complicated illnesses. Based on your work history, you can want to look at employing a functional resume. The Honest to Goodness Truth on Functional Resume It is possible to also see Teacher Resumes. If youre looking to compose a functional Resume Templates then you are able to take assistance from the below-given samp le functional resumes. More frequently than not, the intention of earning resumes is to secure work. If you would begin writing the resume directly, you might miss out any vital details that may force you to stick out from the crowd of applicants. Attempt to compose a targeted resume for each job. A functional resume is a superb approach to prove to a prospective employer that youve got the abilities and experience needed to do the job. Examine the various kinds of job resumes you can utilize when applying for employment. In that instance, you want to mention in what way the skills acquired from your prior job would prove valuable to the new position too. On the contrary, it focuses on the skills you have developed that fit the prerequisites of the job for which youre applying. Instead, it enables you to highlight your skills that are needed for the job that you are looking for. Also, in the event you frequently change jobs, you might also think of a functional resume. If you ve worked many diverse jobs, it may lead to a resume that makes it seem just like you cant hold down a job. Called when the present job needs to be stopped.

Work-Life Balance Can Americans Learn a Lesson from European Nations

Work-Life Balance Can Americans Learn a Lesson from European Nations A woman works with analytics at a PR firm. Shes up and out the door at 6am and doesnt return home until 9pm. On weekends, youll find her nose stuck in her laptop doing more work. A man holds a senior-level communications position at a Fortune 500 company. He comes in at 5am and often doesnt leave his office until well into the evening. Every other week hes traveling out of the country on geschftliches miteinander.Both of these people are married with children and have brought aleidher addition to their home life workaholism.Unfortunately, workaholism is a very common thing in our nation. Ive met countless men and women like the ones above (who are real, by the way) who are workaholicsaddicted to work. And growing up in this society, I assumed it was the norm. Everyone around the world behaved like this, correct? Most people belie ved in working hard to pursue your goals or working harder than the next guy to become successful, right? Wrong.I recently had lunch with a London associate and the topic of work-life differences in the U.S. and European countries came up. She said, after living in the U.S. for the past few years, she sees just how different Americans work styles are. We do elend truly take breaks. In European nations, when workers go on holiday, they really go on holidayno answering work emails, doing work on their laptops, or making business calls. She even said no colleague or manager would even think of sending an employee a late-night text (post office hours) relating to work, yet it happens to her all the time in America.This was interesting to me and prompted me to research the work culture differences between the U.S. and Europe. Heres what I foundThe U.S. has some of the longest working hours in the developed world, yet American workers have some of the shortest paid vacation leaveThe avera ge British employee works 150 hours fewer than a U.S. workerThe US is the only developed country that has no legal, contractual or collective requirement to provide any minimum amount of annual leaveThe UK (and other countries) adhere to a European working time directive, which requires at least four weeks of paid annual leave for every employeeA DIT research report found that 1 in 6 U.S. employees now work more than 60 hours a weekI also came across an interesting article in my research where the author breaks down four distinct workaholic working styles1. Bulimic workaholic feels the job must be done perfectly or not at all. Bulimic workaholics often cant get started on projects, and then scramble to complete it by deadline, often frantically working to the point of exhaustionwith sloppy results.2. Relentless workaholic takes on more work than can possibly be done. In an attempt to juggle too many balls, they often work too fast or are too busy for careful, thorough results.3. Att ention-deficit workaholic starts with fury, but fails to finish projectsoften because the person loses interest for another project. They often savor the brainstorming aspects but get easily bored with the necessary details or follow-through. 4. Savoring workaholic slow, methodical, and overly scrupulous. They often have trouble letting go of projects and dont work well with others. These are often consummate perfectionists, frequently missing deadlines because its not perfect.Although I certainly dont classify myself as a workaholic, I have a few of the characteristics listed above and have had to pull myself away from my work on more than one occasion to actually live.Why are Americans so consumed with work? The conversation with my associate was so intriguing because hearing how the way of life is in other countries led me to question Do we have it all wrong here in America?Many Americans spend more time working than doing anything else. Yet, a good majority of Americans are also lonely, anti-social or do not have the proper skills to interact in a social setting. Were so wrapped up in our electronic devices that we dont know how to have or even value physical, face-to-face communication anymore. Kids are raising themselves as both parents work and sometimes still dont experience family time on the weekends because 1) parents are still working or 2) parents are too tired.I wonder what would happen if we adopted some of the strategies of the work cultures in other countries? What would happen if we really left our work in the office? If we chose not to respond to business emails after a certain hour, or left our laptops and work cells at home when on vacation?Could it be that wed finally find a solution to that work-life balance that so many Americans are looking for? What do you think, Recruiter.com readers?