Mike Podesto Executive Resume Writer Review

Mike Podesto Executive Resume Writer ReviewMike Podesto Executive Resume Writer ReviewAre you on the hunt for an executive resume writer who will use their expert skills to develop a flawless resume, on your behalf? Please allow us to offer some help.Today Find My Profession will be reviewing Mike Podesto, our very own founder. We will be sharingin this articlewhy Find My Profession was able to top our list of the Top 10 List for 2019. Furthermore, we will also be explaining some of the pros and cons of working with our companies founder Mike Podesto and Find My Profession.Resume Review - Mike Podesto (Resume Writer with Find My Profession) Mike Podesto is a wizard resume writer with years of experience professionally managing the job search of countless executive and c-level leaders as they embark on the journey to find their next big opportunity.Next, we are going to discuss some of the pros and cons of working with Mike Podesto and Find My Profession to prepare your latest and gre atest resume.Pros Find My Profession only works with and employsprofessional resume writers to complete their clients resumes. This is a huge bonusfor any executive level job seeker hoping to receive high-quality services. Our resume writer standards are extremely high and we are so confident, we even offer a 60-Day Interview Guarantee.Additionally, the pricing of Find My Professions resume writing service remains very competitive within the industry starting at $649.With a user-friendly website, interested clients will be able to navigate easily to the services that best fit the needs for their job search.Lastly, with experience writing in 85+ unique industries/professions, Find My Profession delivers in every area to help you stand out from the competition.Cons The list of cons against Mike Podesto and Find My Professions resume writing services is not very long. Still, there are a few areas in which there could be some improvement.While other companies may be able to provide resu me writing services for just a couple hundred dollars, Find My Profession charges $695+ for their resume services. There is also no option for a 24-hour rush order.Mike Podestos Resume Writing Process Below we have outlinedthe steps taken in Find My Professions resume writing processIntroduction Email You will receive an introduction email from your Executive Rsum Writer requesting a rsum branding and strategy consultation.Phone Consultation Schedule a consultation call with your Executive Rsum Writer to provide detailed information regarding your background and career aspirations, as well as developing an overall brand strategy for your rsum and supporting documents.Drafts Within 3-5 business days after your consultation is completed, you will receive a rsum and cover letter (if applicable) draft via email for your reviewRevision Process There is a 7-day revision period from the time that you receive your first drafts where you will be able to provide feedback to your Executive Rsu m Writer and request changes to be made.Final Documents At the end of your revision period, your finalized documents will be delivered to you in both Word and PDF formats.LinkedIn Profile Services If you ordered LinkedIn Profile services, once your rsum has been finalized your Executive Rsum Writer will work with you on completing your profile overhaul.How Much Does Find My Profession CostWhile the cost can slightly range depending on the package,costs range from $695 for mid-career professionals to $1295 for c-level execs.Executive Resume Writing Service Alternatives Go ahead and take a look at the article above if you are a c-level or senior executive professional in search of a top resume writing service. Well actually make it a little easier for you by listing a few of our favorite alternativesbelow.Great Resumes FastAn Expert ResumeChameleon ResumeThere is no perfect resume writing service. Finding the best executive resume service will depend on your industry, role, location, and overall expectations. The most important thing is that you do your research. Find a credible company, read their company reviews, and make sure they have some sort of guarantee or at least the ability to make edits on your resume.

Communications and Media Careers

Communications and Media CareersCommunications and Media CareersCommunications and media careers involve disseminating information, in a variety of forms, to the public. They include the spoken and written word, and even sound and pictures. Educational requirements vary, but a college degree can increase your chances of getting a job in most occupations in this field. Lets take a look at seven communications and media careers. See how much you can expect to earn and what the job outlook is. Broadcast Technician Broadcast technicians bring us live broadcasts of television and radio shows, concerts, and news reports. They set up, operate, and maintain the equipment that regulates signal strength, clarity, and range of sounds and colors. If you want to work in this field, you will need anassociate degree in broadcast technology, electronics, or computer networking. Hands-on training is essential. Broadcast technicians earned a zentralwert annual salary of $37,490 in 2015. The U.S. B ureau of Labor Statistics (BLS) predicts employment will grow about as fast as the average for all occupations from 2014 to 2024, but there will be substantial competition for jobs since this field employs relatively few people. News Anchor News anchors present, and often analyze, reports on television news broadcasts. They introduce stories from reporters out in the field and sometimes go to various locations themselves. News anchors often have a social media presence. You will have to earn a bachelors degrees in journalism or mass communications, but some employers will consider hiring job candidates who have majored in other subjects. fruchtwein likely, you will begin your tv news career as a reporter. In 2015, news anchors earned a median annual salary of $65,530. A decline in employment is expected between 2014 and 2024, according to BLS predictions. Photographer Using pictures to tell stories, photographers capture images of people, places, events and objects digitally or on film. Most specialize in a particular type of photography, for example, photojournalism, or portrait, commercial, entertainment, or scientific photography. You may need a bachelors degree, depending on the type of photography you want to do. Typically, photojournalists and commercial and scientific photographers must go to college. Technical proficiency may suffice for other areas. Photographers earned a median annual salary of $31,710 in 2015, but earnings varied by specialty. The BLS predicts employment will grow more slowly than the average for all occupations between 2014 and 2024. Public Relations Specialist Public relations specialists, also called communications or media specialists, relay information from companies, organizations or governments to the public. They often use the media to spread their messages. Although there are no standard educational requirements to work as a public relations specialist, many employers prefer to hire job candidates who have a col lege degree and some experience, usually obtained from doing an internship. You should consider majoring in public relations, journalism, communications, and advertising in college. In 2015, public relations specialists earned a median annual salary of $56,770. Employment in this field is expected to grow about as fast as the average for all occupationsthrough 2024, according to BLS predictions. Reporter Reporters investigate news stories and then deliver reports of what they find, either in writing or on television or radio, to the public. A reporter first gets a tip about a story and then tries to get all the facts about it by interviewing people, observing events,and doing research. Most employers prefer to hire reporters who have a bachelors degree in journalism or mass communications. Others are willing to hire job candidates who have other degrees. Reporters earned a median annual salary of $36,360 in 2015. The BLS predicts a decline in employment between 2014 and 2024. Translator or Interpreter Translators convert written words from one language to another while interpreters do the same with spoken words. Some people do both, but most specialize in one area. Many employers hire job candidates who have earned a bachelors degree. To work as a translator or interpreter, you must be fluent in two languages, but majoring in one in college isnt a requirement. In addition to your language skills, you should have knowledge about the culture and subject matter. In 2015, translators and interpreters earned a median annual salary of $44,190. According to BLS predictions, employment will grow much faster than the average for all occupations through 2024. Writers and Editors Writers and editors bring us the content that appears in print and online media. Writers create the material and editors evaluate it and select the content topublish. Although a college degree isnt required, many employers prefer to hire writers and editors who haveone, generally in communications, English, or journalism. A liberal arts degree may also be acceptable. If you specialize in a particular subject area, you may need a degree in it. This applies in particular to technical writers. Writers and authors earned a median annual salary of $60,250 in 2015, while technical writers earned $70,240. Editors median annual earnings were $56,010. Employment growth for writers and authors is expected to be slower than the average for all occupations, according to the BLS. Technical writers, by contrast, will experience faster than average growth. Employment of editors will decline. Explore more Careers By Field or Industry Comparing Communications Careers Minimum EducationMedian SalaryBroadcast TechnicianAssociate degree$ 37,490News AnchorBachelors degree$65,530PhotographerBachelors for many full-time jobs$31,710Public Relations SpecialistNone required but college degree preferred$56,770ReporterBachelors degree$36,360Translator Or InterpreterBachelors degree$44, 190Writers and EditorsNone required but bachelors degree preferred$60,250 (Writers and Authors)$70,240 (Technical Writers)$56,010 (Editors) SourcesBureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2016-17 Edition, on the www athttps//www.bls.gov/ooh/andEmployment and Training Administration, U.S. Department of Labor, O*NET Online, on the Internet athttps//www.onetonline.org/(visited March 19, 2017).

What to Do if Your Co-workers Promoted Over You -The Muse

What to Do if Your Co-workers Promoted Over You -The MuseWhat to Do if Your Co-workers Promoted Over You Dear HR Professional,Ive been at my company for over two years, and while things are good for the most part, theres one issue bothering me. One of my colleagues (different boss, but same team) just got promoted and he hasnt even been here a yearI believe I work just as hard as him, yet my boss hasnt even mentioned next steps for me. It doesnt seem like were being judged by the same standards and I hate to sound whiny, but it just feels unfair. What should I do?Signed,Feeling SlightedDear Feeling Slighted,Its such a disheartening feeling to know that you were passed over for a promotion, especially when it feels like theres unfair treatment. The good news This is an opportunity to have an honest career growth discussion with your manager- one in which you can clarify how your performance will be meakoranversd and then set goals for the future.Heres a simple script you can use to st art that conversation Hi Manager Name, I would love to work together to set some goals for how I can grow and progress in my career. I would really like to goal and Id like your thoughts on what Ill need to get there. Can we set some time to discuss in our next meeting?Before you meet though, make sure you reflect on where you are right now and where you want to go. Its important to think about only you and your performance. This is your career growth conversation, bedrngnis your co-workers. As hard as it is, youll have to remove him from the conversation entirely.To reflect on your performance, ask yourself the followingWhat contributions have you made?What are your major accomplishments?What areas do you need to improve in?Have you grown in those areas?And to think about the future, ask yourself the followingWhat does your ideal role look like?What are your greatest strengths?What have you enjoyed working on the most?What would you give up, if you could?From there, you can work ba ckwards and see if there are any skills or experiences you would need first in order to get to where you want to be. In discussing with your manager, he or she should be able to articulate any gaps in performance and areas where youd need to grow.I recommend setting goals with your manager that you can track over time (and then actually tracking them together).Everyone progresses differently and there are multiple factors taken into account when making promotion decisions- not just length of time at a company. So while it seems unfair, there may be clear rationale as to why your co-worker was promoted. Try to avoid assumptions and comparisons with others and instead focus on creating your own plan with your boss.And if after those frank conversations, you still feel theres unfair treatment, you can always reach out to your internal HR department to share your concerns or think about if this company is the right place to grow your career.This article is part of our Ask an Expert seri es- a column dedicated to helping you tackle your biggest career concerns. Our experts are excited to answer all of your burning questions, and you can submit one by emailing us at editor(at)themuse(dot)com and using Ask an Honest HR Professional in the subject line.Your letter may be published in an article on The Muse. All letters to Ask an Expert become the property of Daily Muse, Inc and will be edited for length, clarity, and grammatical correctness.

How to Ensure Gender Equality in the Workplace

How to Ensure Gender Equality in the WorkplaceHow to Ensure Gender Equality in the WorkplaceWhat is gender equality? Asking this question at a dinner party could bring the whole party to a screeching halt, as people start arguing about gender, pay equity, andwhy women do the majority of the childcare. Your business cant fix the worlds problems (and just what those problems are is debatable depending on whom you ask), but you can make your workplace a better place for everyone. These recommended approaches will focus on creating gender equality in a workplace where everyone has the saatkorn opportunities and equal pay for equal work. If you want to make your business a place where men and women want to work and feel rewarded and cared for with their work, try implementing these five approaches to ensuring gender equality in your workplace.? Please note, you cant say, Hey we want our business to be more female friendly, so were going to implement special benefits for women. This wont w ork legally, ethically, or motivationally as a way to deal with your workforce. You need to implement these actions across the board (with the exception of maternity leaves, which have biological implications). Men may take advantage of one area more than women and women may take advantage of another area at a greater rate than men do, but the key factor is that they are available to all people. Flexibility Harvard Economics Professor Claudia Goldmanfinds that one of the reasons women earn less money than men do is that theystrongly prefer zeitlich flexibility over salary. That is, they are willing to turn down higher-paying jobs because those jobs come with more demanding hours or less predictable hours. Now some jobs just dont have temporal flexibility. If youre a neurosurgeon, you cant run out of surgery to go to your childs parent-teacher conference. Once you start that surgery, youre there until you finish. If youre a tax accountant, you will work long hours during the tax season. But, that doesnt mean that most jobs cant have some temporal flexibility worked into them. While women are more willing to make less money in favor of more flexible hours, men like flexibility, too. Implement policies that allow people to work from home- either full time or from time to time. Establish core business hours and then let people pick their schedules around that schedule. Jane may like to come in at 6 am and leave at 2 pm, while Helen may prefer to come in at 10 am and leave at 6 pm. Both are there for the core business hours of 10 am to 2 pm and both get their work done and have plenty of time to interact with team members. Why not provide the flexibility that employees cherish? Set Schedules This recommendation may seem to fly in the face of the previous suggestion, but different workplaces have different needs. If you run a retail or restaurant business, people cant work from home and having someone cut out in the middle of a shift for a personal emergency takes a toll on the other employees. So, you need to have people on site when you need them. Women, as noted, are often the primary parent- which means they are the ones who handle childcare, dentist appointments, and meetings with teachers more often than men. They need to know their schedules in advance to plan these things out. Otherwise, they have to either shuffle child care or call out with short notice. Having a tischset schedule (or at least a predictable one- Steve always works Monday, Tuesday, Thursday, and Saturday, and Jane always works Wednesday, Friday, and Sunday), can help give everyone in your business a chance to succeed without sacrificing home and family to do so. Salary Openness What would happen if you posted everyones salaries in the break room? Would you experience widespread complaining or would people shrug and go, yeah, that sounds about right? The United States (and many other countries) have traditional cultural restrictions on discussing pay. Compa nies consider that pay is confidential information (even though the National Labor Relations Act preserves the right of employees to discuss workplace conditions, including pay), and people consider it rude to discuss. So, the end result is, almost no one talks about salary. Employees should, though. And, no one is cheated by an unfair salary when theemployers are open about what positions pay. Think about it what if when you received a job offer, it didnt just say, salary $50,000 per year, paid bimonthly but gave you a list of your new coworkers salaries along with their titles? You would lose all claims of gender pay discrimination because the only way gender pay inequality can happen is when the information is kept behind closed doors. If you knew, before taking a job that Bob, Steve, and Carl each earned $60,000 for the same job that the company is offering to you for $50,000 youd say, How about $60,000? and youd walk away if they said no. Management Training So often, peopl e are promoted to management jobs based on their stellar performance as an individual contributor. Thats fine. Its pretty standard. But, managing people isnt like doing the work (although most management jobs have an awful lot of doing in addition to the managing). In order to make your workplace comfortable for men and women, make sure your managers are trained in how to manage. Why? Because a manager can make or break a company. Your managers need to know relevant employment laws. For instance, you cant punish someone for taking FMLA time- whether its for a broken leg or a new baby- and you cant treat people differently based on gender. You need to reward employee performance, not time in the seat, and you need to offer feedback to everyone. Most bad managers arent bad people they are just poorly trained. Get every manager trained and hold regular refresher courses so that your company is a great company to work for, in every department. Great companies attract great people, male and female. Make Things Equal but Not the Same Sometimes managers think that they have to treat everyone in an identical manner. If Jane gets five MMs, then John better get five MMs as well. While this philosophy works in preschool, its not the way to approach management. When Jane asks for a more flexible schedule, dont deny it because John doesnt have one. Consider if her request is reasonable and say yes or no based on the facts. If John comes and asks for a flexible schedule, consider his request and say yes or no based on the facts of his situation. If youre ever in doubt about whether or not you can legally do something, double check with your employment law attorney. Remember, its cheaper to ask a question before than it is to pay the same lawyer to help you out with a lawsuit. Men and women want to work for great companies. Make yours great for all employees, and you wont have to worry about gender equality problems in your workplace. - - - - - - - - - - - - Suzanne Luc as is a freelance journalist specializing in Human Resources. Suzannes work has been featured on notes publications including Forbes, CBS, Business Insider and Yahoo.

Getting the Best What Does Resume Mean

Getting the Best What Does Resume Mean What Does Resume Mean Fundamentals Explained Consequently, job seekers should comprehend a few of the mechanics behind resume parsing to get a competitive edge. It may take a tiny bit of extra work, but its well worth it to be that far more memorable. One of our certified mechanics will come to your residence or office to service your car or truck. The exact same process may be used to analyze the caliber of examples of student work. What the In-Crowd Wont Tell You About What Does Resume Mean You might not have that much room on a paper job program, which means you must select your words carefully to describe just what youre looking for when you write your objective. On the flip side, if you apply the pronunciation FOR-tay those people who know the difference may judge you to be ignorant. My advice is to locate a substitute word or phrase. The word is now skunked. Re-vu Re-vu is another tool that produces a visual resume in a couple o f easy steps. In addition, there are incredibly elaborate and unclear labor and tax laws that arent clear who can or cannot be considered an employee vs a contractor. The Resume field is also recalculated when the remaining part of a job is moved to a brand-new date. The overall consensus appears to be that I should apply for my degree of experience. The What Does Resume Mean Game While the game is being developed the geschftliches miteinander only needs a number of testers since they just test a few new things developed each day, therefore it employs a couple of testers as full-time employees as theyre needed on a continuing basis. Here are a couple of suggestions to get you started. You must find out your references well and be certain they can give a great feedback, to anybody asking questions regarding your past. Please write comments if you discover anything incorrect, or you would like to share more info about the topic discussed above. Following together with the bea t in music is something that youre likely to need to pick up in the event that you need progress in music. You dont need to be an ideal metronome of a percussionist to maintain a beat. It is possible to focus solely on the skilled or add a little bit of personality. Lets hope you may think that its fantastic. What Does Resume Mean the Ultimate Convenience The functional resume is utilised to concentrate on skills that are particular to the sort of position being sought. The kind of work is extremely different. You ought not utilize Pred Forte if youre allergic to it, or in case you have an eye infection (like herpes simplex). Either way, you take a possibility of some type. The What Does Resume Mean Cover Up For instance, if you try to apply for employment in a grocery store, you could write that you would like to be a cashier. The customer will know the cost of the order geschiebemergel they place it and ensure it is definite. The writers make an application for orders they really need to work on, hence the customers can be positive they will acquire high-quality work at the very best price with this service. All writers working for this service will willingly receive an undertaking and theyre always doing their very best to deliver the very best paper for the very best price. What Does Resume Mean - the Story Whether or not you take advantage of a CV or resume, you must thoroughly edit your document. To determine most images with How to Write A Cv Graphics graphics gallery make sure that you abide by this sort of link. While these documents are a breeze to read and understand for humans, system interpretation is the toughest. A lousy version makes a poor impression Its difficult to design a compelling infographic resume. Employers want well-rounded applicants. Resumes may be used for a number of reasons, but most often theyre utilized to secure new employment.Usually, last two degrees ought to be sufficient. In a CV, by way of example, if youre asking for work in education, you may want to set your teaching experience on top of your CV. A good resume gives the possible employer enough info to believe the applicant is well worth interviewing. Typically the very first element a prospective employer encounters concerning the job seeker. Top Choices of What Does Resume Mean This will reveal the employer that youre a best fit for the position. Its as if the individual is expecting the hiring manager to guess what sort of job they are searching for. Students should incorporate the topics that are related to the internship and that is going to assist the employer understand how you are going to perform at their organization. Possibly a Director would be prepared to work as a Manager. The extra duties clause in many job descriptions is a critical one. Your dose might need to be gradually decreased. Use the medicine when you are able to but skip the missed dose if its nearly time for your next dose. Dont use t wo doses at once. Call your physician for medical advice regarding side effects.

5 Ways to Keep Employee Morale Up - Spark Hire

5 Ways to Keep Employee Morale Up - Spark HireIts important that your employees get their work done and that productivity is high, true. However its also important that our employees are happy and content while they get that work done. Its impossible to make everyone happy at all times, but a general positive morale among your employees is very important. If your company is rampant with a negative, pessimistic morale then productivity levels soon decrease. Employees group together and discuss how unhappy they are and the morale falls even more. This is something you want to avoid, and you can do that by taking small actions to keep up or boost your employee morale.Investing in your employees happiness doesnt always have to equal out to dollar signs. In fact, an infographic Spark Hire published back in July maps out what employees really want. What was surprising to some, and common knowledge to others, was that employees want more to be appreciated than an increase in pay. Second on the list was feeling in on things. So you see, boosting morale and keeping your employees happy doesnt have to cost you money. It can simply be the way you treat your employees and interact with them. Take a look at some of the things you can start doing now to boost your employee morale, and keep it high.Appreciate Their WorkWhen an employee first comes on to work for you, its likely they will come out guns blazing. They want to do an awesome job and show you what they are capable of. This should be expected. However, when an employees hard work goes unappreciated chances are their morale will fall, along with their productivity. A while back Spark Hire discussed how important employee appreciation is. If one of your employees is doing a great job each and every day, dont let it go unnoticed. If your gruppe is constantly meeting their goals and surpassing them, let them know how great they are. Take them out to lunch. If thats too hard on the budget then even a simple card saying, Hey youre doing a great job can make an employees day- and boost their overall morale.Be HonestWhen you lie to your employees, and they find out, all trust is gone. In order to have high productivity and a positive workplace there needs to be trust. Of course, you cant tell your employees everything that is going on all the time, but you also cant lie. This extends to the promises you make to your employees as well. If you say you are going to do something and never do it, employee morale is sure to decrease because you cant be trusted. You make promises, but now everyone knows they are empty. This is a sure fire way to bring your employee morale way down.CommunicateHaving regular communication with your employees is important in keeping their moral up and positive. If you are the type that comes into your office and stays there all day not conversing with your employees ever, then there is likely no rapport or real relationship between you. Have open and real communication with you r employees and you will see their morale increase.Dont MicromanageMany will agree that nothing kills employee morale more than micromanaging your employees. True, you are passionate about your work, your department or your company, but when you micromanage your employees you are offhandedly telling them you do not trust them. When you have your hand in all of the pots no one can do their job adequately. Take a step back to minimize micromanagement and you may see a large change in the attitude your employee base exudes. On top of that, their productivity levels will likely increase because they now know you are giving them a chance to show you they can be trusted.Make Your Goals ClearWhen your employees know what they are working towards, and it is clear, then the path to success is much easier. If your goals or instructions are vague on the other hand, then the path is not so easy. As a manager or employer you need to know for yourself what goals you are setting for your employees . If you dont know what to expect out of them, how will they? Be clear with what you want and avoid fuzziness in goals and your employees attitude and happiness is sure to increase in positivity.So often employers or managers think that they need to spend money in order to keep their employees happy and content. That may be true for some companies, but for the fruchtwein part employees just want to feel as though they are working towards something good and that their efforts are appreciated- and noticed. Start implementing the above tips and your employee moral is sure to increase.IMAGE Courtesy of Flickr by seanbjack

Issues and Debates with CEO Compensation

Issues and Debates with CEO CompensationIssues and Debates with CEO CompensationThe topic of CEO compensation is popular in the business press and the subject of significant media coverage as the annual studies are released to the market. Few tears are shed for the earning power of the top executives of major publicly-traded corporations the firms where data is visible and reliably reported in shareholder and related documentation. In many cases, the scale of the largesse received by these visible executives is difficult for the typical worker to relate to. In one study, it was reported that the then-CEO of Walmart, Michael Duke, earned by 830 a.m. on the first of January as much as the average worker in his company earned for the entire year.Reports of some of the cosmically large compensation packages of top executives are met with outrage by groups, who view this income inequality issue as one of societys ailments. The purpose of this article is to look at the issue from multiple perspectives you are free to draw your own conclusion on whether CEO compensation is appropriate or excessive. What the Reports Say About CEO Compensation As reported in Bloomberg BusinessWeek, the average CEO of a major corporation made 42 times the average hourly workers pay in 1980. By 1990, that had almost doubled to 85 times. In 2000, the average CEO salary reached an unbelievable 531 times that of the average hourly worker. Another group that studies this topic the Economic Policy Institute (EPI) regularly tracks the ratio of CEO compensation to median worker pay. Their data suggests the following In 1965, CEOs earned on average 20-times the average employee.By 1978, CEOs earned just less than 30 times the average worker.In 1989, the divergence grew to 59 times and by 1995 it was almost 72 times.By 2014, the EPI suggested that the ratio was 313 times the average worker compensation. Of course, data and metrics have the potential to paint the picture you want to paint. In a n alternative view, the U.S. Bureau of Labor Statistics defines the role of top executive much more broadly and reports a ratio of just 3.8 times the average workers compensation in their much larger reporting sample. Regardless of source and definition, there is little doubt those who occupy the top role in our largest organizations are highly compensated, often at levels unimaginable to the rest of us. A key question is, of course, why? How CEOs are Compensated Salary is one measure of CEO compensation, however, other variables are involved. These include Bonuses paid for achieving targets in growth, revenues, earnings and other measures as established by the board of directors.Restricted stock grants or stock option grants that become valuable if and when the firms share price rises to a targeted level.Deferred compensation, retirement benefits, and the contingent golden parachute should the individual be terminated.Expense accounts, the use of corporate assets including a co rporate jet for travel. What CEOs Do for Their Money The top executive of any organization is ultimately accountable for ensuring the development and deployment of a strategy intended to achieve stakeholder objectives. Shareholders want profitable growth and an ever-increasing share price and possibly an ongoing and growing stream of dividend payments. Employees want an environment that offers rewarding work, some security and the ability to gain new skills and grow in their careers. Other stakeholders are concerned about fair and ethical practices in trade, foreign sourcing, and all other business dealings. The top executive is accountable to the board of directors for creating and sustaining a healthy, growing business. From top talent selection to strategy to ensuring the coordination and accountability of strategy execution, the internal work of the CEO is never-ending. From an external perspective, the CEO is the public face of the firm on a grand scale, representing the c ompany in all of the media and mediums in use in our world. Much like star athletes, boards, shareholders, and employees put a premium on the potential impact of a visible executive they believe can promote and realize success. The star power can have a positive impact on the share price at the time of hiring and it may buy some time and acceptance of less than stellar results as the new CEO works to change the direction and strategy of the firm. The Effectiveness is One Person Of course, the value question in CEO compensation is, are they worth all of that money? The answer is, maybe. Or maybe not. Given the visibility of CEO compensation to the external world, boards of directors are increasingly vigilant about protecting themselves and their firms from any aspersions of dereliction of duty. In many cases, CEO compensation is explicitly tied to results, especially growth in the share price. If the shareholders win, the CEO wins and, in theory, everyone is happy. In reality, th e hard work of creating shareholder value is carried out by the hundreds, thousands or hundreds of thousands of workers in our largest organizations. One person, even the CEO, has little impact on the work performed. What she or he does is own the issue of what work will be performed. The drumherum of direction, selection of markets, approval of investments and work to ensure that the entire strategy execution process takes place with the synchronicity of a well-tuned symphony orchestra. The CEO does not do the work, however, she/he directly or indirectly impacts it based on decisions around talent, direction, and investment. When and Where the Issue of CEO Compensation Becomes Contentious During periods of poor performance and layoffs across the organization, and in the absence of a diligent board, high top executive compensation is deemed as outrageous by those impacted by the results. Shareholders appropriately rankle at high CEO compensation when? the share price is sinking , and both the employees who lose their jobs and the employees who fear losing their jobs view high top executive compensation as offensive. Even nominal or more than nominal concessions by the board and top executives leave these individuals with compensation that seems laughably large to someone who lost their job. The Bottom Line As mentioned above, you are free to draw your own conclusion on this topic. In some countries, the ratio of top executive compensation to median worker pay is constrained by culture and a sense of duty. In others, it is viewed as a free market scenario and the price of a star CEO matches the pricing of star athletes. If you believe the practices are unfair, find ways as a shareholder to let your concerns be heard. hilfestellung the election of activist board members who will work on your behalf. Make noise at annual shareholder meetings or via your right to free speech. Ultimately, you can choose to vote with your purchasing dollars and your feet b y going elsewhere. This is a challenging and controversial issue with no easy resolution for many situations.

How to Deduct Job Search Expenses on Your Tax Return

How to Deduct Job Search Expenses on Your Tax ReturnHow to Deduct Job Search Expenses on Your Tax ReturnIf it didnt hurt enough to be on the hund for a new job, then you realize youre on the hook for all of the expenses that come with the process traveling to the job, picking up copies of your resume and even new clothesso you give your best impression.We have some good news some of these expenses can be deducted on next years taxes Or, if you are preparing your tax return for last year and you were on the job hunt then, you might be able to slip in some extra deductions to help you get a bigger return. Heres how to approach your own deductions1. If you want to deduct your job search expenses you have to itemize your deductions on a Schedule A, and they must meet a minimum threshold. Since your job hunt expenses are considered a miscellaneous expense, they are deductible when they (and all your other allowable expenses) exceed 2 percent of your adjusted gross income. For example, if your adjusted gross income is $60,000 you must have miscellaneous expenses that add up to more than $1,200. If you have $1,300 worth of expenses you can only deduct $100. 2. You can only deduct expenses if youre looking for a consecutive placement at a job in the same occupation.If youre switching jobs in the same field from one company to anotlageher, youre covered, but if youre switching careers from one thing to an unrelated thing (such as electrician to writer), youre not. The switch must also be consecutive, which means youre moving from one job to another. If you took an extended leave of absence or stayed home with children for several years you cant deduct expenses for re-entry into the job market. You also are not covered for expenses when looking for your first job.3. If you hire an employment or outplacement agency, you can deduct those fees.If youre later reimbursed for those fees, you file it as income. 4. If you travel to look for a new job, you might be able to deduct those expenses. It will depend on what percentage of the trip was personal and whether or not the primary reason was to consider a new position in your current occupation.5. If you dont get the job you can still take the deduction.As long as youre trying to move from one job to another in the same field, you can take the deductions even if you didnt receive an offer or take the job. 6. If you land the job make sure you keep your receipts for your moving expenses, too.If youre moving more than 50 milesaway from your current home, you can deduct those expenses.As with any discussion about taxes, youll want to check with your tax professional before acting on any of the tips below. However, now you have a good sense of when and how it would be appropriate to deduct job search expenses on your tax return based on the IRSs instructions.

John George Leyner

John George Leyner John George Leyner John George LeynerOne of the great reforms in the history of industrial health and safety was championed not by a physician or lawmaker but by a mechanical engineer. Machinist John George Leyner revolutionized the mining industry with a series of novel rock drills produced around the turn of the 20th century. His drills not only worked better than earlier tools but also dramatically reduced one of the fruchtwein dreaded occupational diseases affecting miners silicosis, or miners lung. Linked to the inhalation of rock dust created by conventional triole and rock-breaking techniques, silicosis often meant a slow and agonizing death for exposed miners. The condition has been recognized since ancient times, when most of the worlds mining was done by slaves and prisoners. By 1700, when the first treatise on occupational health was published, miners lung was a well-documented phenomenon. It became a public health issue only after the industrial revolu tion inspired companies to dig deeper mines and hire more working-class men willing to risk death for a steady wage. Its possible Leyner had worker safety in mind with his novel hammer drill design after all, he himself knew something of industrial-age hazards from losing an eye in a youthful mishap with dynamite. But with business acumen as sharp as any drill, Leyner was above all about outselling his competition. And that he did. Leyner was born in the right distribution policy at the right time with the right inborn talents to make a difference in his profession. He was born to a German immigrant father and Pennsylvania Dutch mother in 1860 in the heart of Colorado mining country. Mechanization and the increased need for ores and minerals was driving settlement and expansion in the American West. John George Leyner engineering works, January 1903. Leyners formal schooling ended by eighth grade, but his education in the weaknesses of drilling equipment continued into his 30s as t he operator of a busy machine shop repairing equipment for the local mining industry around Denver. He saw the need for a lightweight, fast, and powerful drill that could break through rock far faster than the dominant piston-driven models. He created his first drill in 1896 and 1897, and then took the technology one step further by adding the ability to blast rock casting away from the drilling area with compressed air. Productive it may have been, but miners would not use the drill after seeing the billowing cloud of potentially hazardous particulate matter the machine created. Leyner went back to his shop to develop what would become his signature breakthrough. By devising a method to fabricate a hollow steel drill bit, Leyner was able to channel a stream of water as well as compressed air through the steel and directly to the point of contact with the rock face. This process converted hazardous rock castings and dust into cool, harmless mud. It was a major victory against the co nditions that gave rise to lung disease, and miners embraced it immediately. Leyners exclusive patents on the process would make him rich. So game-changing was the Leyner water-flushed drill that many mining states soon banned dry mining techniques. Business thrived and he was soon enticed to move his growing Leyner Engineering Works Company to nearby Littleton, where it employed nearly 170 workers in a nine-building complex. Top honors for Leyners equipment at the 1904 St. Louis Worlds Fair generated worldwide fame. By 1912, heavy equipment giant Ingersoll-Rand became Leyners sole distributor and manufacturer of rock drills under his patents. The agreement ensured him of significant wealth while freeing his adventurous mind for other endeavors in agricultural equipment, food processing, and other industries in which he perceived a need. Leyner died tragically in 1920 from injuries incurred in a traffic accident caused when he swerved his car to avoid a horse-drawn cart a rare inst ance in Leyners life and career when old technology would prevail over mechanized progress. Michael McRae is an independent writer.So game-changing was the Leyner water-flushed drill that many mining states soon banned dry mining techniques.