Want your unemployment check Take this drug test first

Want your unemployment check Take this drug test firstWant your unemployment check Take this drug test firstCorporate layoffs are still widespread this year, with companies from Eli Lilly to Fidelity Investments to General Motors announcing layoffs in 2017. Now, those laid-off workers trying to collect unemployment benefits could find it complicated.Heres why GOP House and Senate Republicans want to make state unemployment benefits conditional upon taking a drug test - for everyone.On March 14, Senate Republicans voted to repeal a Department of Labor rule imposed during the Obama administration. That rule limited drug testing for federal employment insurance to only occupations that regularly conduct drug testing.The White House said the Obama-era rule was part ofunnecessary regulationsand that President Donald Trump is expected tosign the new entscheidung into law.Support for the measure seems to trace back to Wisconsin governor Scott Walker, who promised the tests as part of his W isconsin comeback plan. Walker has argued that the measure will help employers find more drug-free employees and will restore the power over unemployment and welfare benefits to states, rather than the federal government. Paul Ryan, the Speaker of the House of the Representatives, has also eagerly embraced the plan.Strong opposition to drug testingThere is the small problem of how unemployment benefits are determined workers pay into the unemployment insurance fund from every paycheck, so when they lose their jobs, many say they areowed the right to claim the benefits they paid for.But Democrats argue that this repealis a government overreach into the private lives of workers. Imposing drug tests as the default, they say, violates the rights of workers.If youre looking for work, youre guilty of drug use until being proven innocent.Sen. Ron Wyden, D-Ore., said.The American Civil Liberties Unionsigned a letter against the measure, and the National Employment Law Center has disparaged the idea in its policy papers.By treating all applicants with blanket suspicion, the ACLU argues that the measure likely violates the Fourth Amendment that prohibits unreasonable searches and seizures to individuals.Moreover, the ACLU said that drug testing people who apply for unemployment benefits adds moreshame to an already vulnerable timein a workers life andneedlesslystigmatize and punish jobless workers and their families who are trying to get back on their feet.Arthur Brooks, the founder of the conservative think tank the American Enterprise Institute, has also spoken out against drug testing for government benefits like welfare. At least 15 states, however, do require those tests.One less safety netUnemployment benefits are used to give job seekers more financial stability as they search for jobs. Republicans want this safety net to be narrower because they dont want this government assistancegoing to drug users.Yet unemployment itself - one of the most stressful times in a persons life - can encourage drug use. Addiction is a disease that unemployed workers are especially vulnerable to get. A 2013 study found that the psychological and emotional effects of being unemployed increased average daily ethanol consumption, binge drinking days, and alcohol abuse/dependence diagnoses, possibly due to factors such as mental strain, financial pressure, and shame.Unable to access unemployment benefits that provide stability, these joblessworkers may become more trapped in a cycle that encourages drug and alcohol abuse with no way out.In addition, criminal records - many of them related to drugs - are already keeping a significant percentage of U.S. men out of the workforce entirely as employment background checks become more popular. Adding more financial barriers to unemployment benefits for these men of prime working age could have an outsize effect on the U.S. economy and add to the ranks of those living in poverty.Men with criminal records account for a bout 34% of all nonworking men ages 25 to 54, The New York Times gathered from a poll it conducted with CBS News and the Kaiser Family Health Foundation.This isnt saving the government money, anywaysBy making the bar to get government assistance higher, Republicans argue that states will save money. The numbers show, however, that drug-testing for other benefits, like welfare, has been costly to the states that do it. The practice has also turned up few offenders.A ThinkProgress investigation found that Arizona, Kansas, Mississippi, Missouri, Oklahoma, Tennessee, and Utah - states with drug testing programs- have collectively spent nearly $1 million dollars to find very few drug users to penalize. State data showed that only 0.002% to 8.3% of welfare applicants tested positive in these states.

How to Become a Successful Music Promoter

How to Become a Successful Music PromoterHow to Become a Successful Music PromoterAre you organized, great with people, and have a deep love of music? Have you been wondering how you can combine your skills and passions together to become a music promoter? As one of the most popular music industry careers, a music or concert promoter is in charge of booking, organizing, promoting, and hosting musical performances at concert halls, clubs, events, and various other venues. How to Become a Music Promoter If you want to work in independent music, becoming a concert promoter might simply involve taking the leap and booking your first show. If you want to work in larger venues and with larger artists, becoming a promoter often involves doing some work with an established company and working your way up the company ladder.Here, we look at two different paths to becoming a music promoter. Path One- Work for a Promotion Company Concert versetzung companies, such as AEG, tend to handle promotion for big-name artists. They may plan festivals, stadium/arena shows, or they may work for specific music venues, handling all of the promotion of shows for that location. If you learn the ropes at such a promotion company, you may start out doing very basic things, like distributing flyers/posters for events and work your way up to being the lead promoter on events. You may also specialize in advertising, accounting or some other facet of putting on an event. Some of the pros and cons of working for a promotion company include Getting to work on major events/with big-name artistsOften more lucrative than indie promotingNo personal financial risk for showsMay have to work with music genres you dont personally enjoyCan be a hard business to break intoMay take a long time to climb the company ladder Path Two- Working for Yourself/Indie Promoting Sometimes, getting started in concert promotion is as simple as booking your first show. Where there are musicians, there is a d emand for people to promote live shows for them. All it takes is a few successful shows to make your phone start ringing off the hook with calls from people who want you to put on their show.Some of the pros and cons of working for yourself/Indie promoting include Getting to pick and choose the shows you want to work onYou are the boss from day oneYou may carry the majority of the financial risk of a showLots of responsibility and wearing many hats, all of which require a large time investmentAdvancement can be difficult- you may end up in a cycle of promoting small club shows that dont allow you to make a lot of money Which Is the Right Path for You? There is no right answer here. It is a matter of personal preference and of course, your career goals. If you crave the excitement of putting on a music festival or working on arena shows, then working for a promotion company is a great way to get started. If you like working with indie musicians and labels, then working for yourse lf may be the best way to get started. Consider your end game and choose the path that leads there.Either way, its important to know that both paths depend on finding the initial funding required to promote a concert or event, be it through the backing of a large promotion company, your own investments, through fundraising or seeking others who will share in the overall expenses (and in return share in the profits as well).

How to unlock the hidden power of team culture

How to unlock the hidden power of gruppe cultureHow to unlock the hidden power of team cultureCulture is supposed to eat strategy for breakfast. But, its leaving many organizations hungry for better results.A positive culture provides the right environment. It encourages people to create their best work possible. But, the increasing focus and investment on organizational culture, isbedrngnis movingthe needle.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreEmployee engagement is at an all-time low. Thats the key finding of recent research by ADPRI, conducted in 19 countries.Theglobal study of engagementreveals that only 16% of employees are fully engaged at work?- ?84% are just going through the motions.Culture is notlage the problem?- ?our approach is.People build the culture, yet managers want tocontrolit. Thats the paradox of culture. Leaders think they can create a homogenous one. And expect everyone to behave in the same way.The best-performing teams practicecultural fitness, not just fit. The overall culture does not only shape them?- ?they shape it too.What if we shift the focus from corporate culture to team culture instead?Culture Is Not a Homogeneous BeastManagers assume that teams will collaborate which other. They fall into the collaboration trap, asI wrote here.Each team has its own way of doing things. Thats why collaboration is hard?- ?even between two teams from the same organization. No one wants to share their secret sauce.Regardless if its an executive, cross-functional, project-based or informal team?- ?each has a parteicular culture. Acknowledging this is vital to fix engagement.Organizations know that engagement leads to productivity, innovation, loyalty, and more. But, most are failing to improve it.We got engagement all wrong.Thats the key conclusion of Marcus Buckingham and Ashley Goodall in-depthHBR piece. Organizations usually have two extreme so lutions to fix engagement.The first isculture?- ?companies focus on the employee experience to improve engagement. The second is thepersonper se?- ?to fix performance, companies try to develop skills, and motivation individually.It turns out that the most effective way to improve performance and engagement is to focus not on culture or individuals?- ?but on the team.What really matters?- ?the authors explain?- ?is if people do most of their work on a team (or not).As Daniel Coyle, author ofThe Culture Code,writesWe presume skilled individuals will combine to produce skilled performance in the same way we presume two positiv two will combine to produce four. We focus on what we can see?- ?but individual skills are not what matters. What matters is the interaction.Belonging to a team drives higher engagement?- ?even within the same company.Employees who are part of a team are more thantwicemore engaged than those who did most of their work alone. But, great teams drive even higher eng agement.Teams shape individual performance.A team expands everyones perspectives. Teammates have individual skills that complement each other. Our colleagues feedback increasesself-awarenessand performance.Google discovered that moving low performers intoa different team drastically improves behavior and performance.Transferring peopleto a new, different team generates measurable, positive outcomes. It increases learning, productivity, innovation, and leadership.Team culture is tangible?- ?it boosts happiness, creativity, innovation, and resilience.Team Cultures AreTribesWe are drawn to leaders and to their ideas, and we cant resist the rush of belonging and the thrill of the new.?- ?Seth GodinHumans cant help it. We like to belong to something bigger than ourselves.People like to be part of a tribe?- ?the smaller the group, the stronger the affiliation.As Seth Godin explains in his bookTribesA tribe is a group of people connected to one another, connected to a leader, and connected to anidea.Being part of a tribe is a powerful survival mechanism. Groups make us stronger. We perform better collaborating with like-minded people.Tribes are a two-way street?- ?we both contribute to and take from the group.A team needs three things to become a tribe a common purpose, shared rituals, and a trusted leader.Godin wrote, Tribes need leadership. Sometimes one person leads, sometimes more. People want connection and growth and something new. They want change.Successful tribe leaders are authentic, generous, andintellectually humble. They are aware of their fear. And willing to embrace discomfort.Great leaders challenge the status quo in spite of fear, not because of it.Fearless leadersbring the tribe together. They create movements that inspire people to follow the mission. Great leaders main priority is the tribe?- ?and only the tribe.You cant have a tribe without a leader?- ?and you cant be a leader without a tribe.?- ?Seth GodinAccording to the ADPRI global study, peo ple are12x more likelyto be fully engaged when teams trust their leaders.A highly successful team culture doesnt mean lighthearted. People care about doing exceptional work. Solving big problems together drives excitement?- ?not the ping pong tables.So, what creates a sense of belonging and connection among high performing teams? Daniel Coyle outlines three signals1) You are part of this group2) This group is special we have higher standards here3) I believe you can reach those standardsThe power of team culture seems obvious, right?However, most teams are not represented on org charts. Abouthalf of the teamswhere great work happens are invisible to management.Research shows that the person who knows why teams exist and who is on them is actually the team leader, not HR.Companies cant see the tribes?- ?their best work is invisible.Unlock the Power of Team SubculturesTo change what one person does, change what the people around them do. Thats the power of team culture.Here are some k ey recommendations based on my consulting and research.1. See theteamsThe first step is to make teams visible. To leverage the power of team culture, start by identifying formal and informal groups. Buckingham and Goodhall recommend using real-time technology to better understand and support team members.2. Build Psychological SafetyCreating a safe, trustworthy, collaborative, and creative environment not only encourages people tospeak up.Psychological safety permits teams to develop a culture of their own. They dont need to bottle their emotions.Removing fear raises the bar. Trust is not just about getting along well. It also develops a robust low tolerance for bad apple behavior. Like New Zealand All-Blacks ruleNo dickheads allowed.3. Encourage subcultures?- ?dont neutralize themMost clients resist their advice. They feel that encouraging team culture will create chaos. On the contrary,autonomy?- ?both at an individual and collective level?- ?increases accountability and performan ce.Real work happens on teams. Its easier to increase belonging and alignment within a team.Team culture feeds the overall corporate culture?- ?and the other way around. What works for one team might not work for another.Do all successful teams have the same habits and rhythms? What about small versus large teams? What are Do the best ways for team members to share information vary according to the type of team theyre on?4. Change happens fromwithinWhen we try to change everything, we end changing nothing.Transforming an organization requires changing one team at-a-time. Organizations are networks of tribes.Instead of a top-down approach, we must drive change from inside-out.Teams are agents of change. Decentralize innovation and transformation. When confronted with a performance or an innovation challenge, ask yourself, How can we address this through our teams?5. Strengthen bondingsGetting to know other team members build trust and collaboration. Thats the number one goal most tea ms want to achieve, according to our research. They want to strengthen internal bondings. The quality of the relationships affects the quality of the work.Understanding working styles, personal perspectives, and what everyone brings to the table is key. It helps complement and trust each other.6. Create cultural exchangesDesign experiences to cross-pollinate best practices. Create internships to allow team members how others work. Host monthly meetings, for teams to share their secrets and successesRotating people boost learning, creativity, and engagement, as I explained earlier.7. Leverage teamritualsTeams have codes and specific ways of doing things. Some define the outcome, other their culture.Well-designed ritualscreate a stronger, emotional connection with the work. They make it more meaningful.Rituals shape the culture, not just behaviors. Rituals bring together purpose, autonomy, and mastery?- ?the three elements ofmotivation 3.0.Make Your TribesVisibleDont underestimate the power of team culture. Its not that the overall culture doesnt matter. But, instead of a top-down approach, design and build your culture by leveraging existing team subcultures.The shift is not smooth, though. All transformations arehuman, emotional, and messy.As Seth Godin wrote, The only thing that makes people and organizations great is their willingness to benotgreat along the way.Its time to unlock the hidden power of team culture.This article first appeared on Medium.

Where Companies Leak

Where Companies LeakWhere Companies LeakAnother casualty of the recession is data security, as a growing number of departing employees walk off with their former employers data.How exactly do job applicants personal data manage to leak out of large, venerable companies?In many ways, it turns out. At Aetna, the large U.S. insurer being sued for allegedly failing to protect personal data, the hole was in a job-application Web site. At The Gap, where the personal information of 800,000 job applicants was exposed in 2007, the dicke bretter bohren mssen was blamed on a third-party contractor that allegedly failed to encrypt the data on a personal laptop that was later stolen.Of increasing concern in this dark economy is a third channel for data loss files removed by employees who leave after layoffs or in pursuit of better opportunities.A recent study from Ponemon Institute LLC, 59 percent of employees who quit or are asked to leave, walk out the door with company data. Of those responden ts who left with company data, 79 percent admit they took the data without permission from their former employers.The study, Data Loss Risks During Downsizing, sponsored by Symantec, polled 945 U.S. workers in January who left an employer within the preceding 12 months. All the people surveyed had access to a desktop or laptop computer for their jobs, and they all had access to proprietary information including customer data, contact lists, employee records, financial reports, confidential business documents, software tools and their employers intellectual property.

Life, Death and Best Free Resume Template

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What Best Resume Writing Services Chicago Nj Is - and What it Is Not

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