If you ever thought working from your home in the middle of Vermont, your dream may soon come true thanks to a new law in the Green Mountain State. And the state will pay you to move there.
If eligible, workers who relocate can get up to $5,000 a year over two years, with a $10,000 maximum because of the state’s new remote worker grant program, CNN Money reported.
But if you live in Vermont, then you’re not eligible, Burlington Free Press reported.
“We think Vermont is well-positioned to capitalize on the increase in the availability of remote work,” Michael Schirling said.
Schirling is the state’s Agency of Commerce and Community Development secretary.
He says the state thinks that it will be a good offer for couples where one member has a more traditional job offer in Vermont while the second can work remotely, the Free Press reported.
Here’s how to qualify:
What is covered by the $5,000-$10,000 grant:
Money will distributed on a first-come, first-served basis and there are limits each year for the total amount of money available, CNN Money reported.
If you’ve dreamed of working on the high seas, then Disney is looking for you.
The cruise line that Mickey built is hiring youth activities counselors to live and work on its fleet of cruise ships, Metro reported.
The hours are long, according to Metro, at 80 hours a week, but the job offers fun and amazing ports of call in Mexico, Barcelona and Disney’s private island Castaway Cay.
The job posting opened in December, but it appears that the cruise line is still recruiting.
But not anyone can apply or be hired. You have to have two years’ recent experience working with children in a “high-volume, fast-paced recreational/camp environment.”
It would also help to be bilingual in Spanish or Portuguese and have experience working with children with special needs.
If chosen, cruise line cast members live with a roommate on board the ship and also must be willing and able to follow and lead the shipboard emergency procedures.
The positions are for any of the four Disney ships: the Wonder, Magic, Fantasy or Dream, and Disney’s private Bahamian island, the Liverpool Echo reported.
Click here to apply.
Apple is looking for additions to its workforce and you don’t even have to leave home.
The tech company is looking to fill about 50 AppleCare at-home positions to offer tech support of devices like iPhones, iPads and MacBooks, the Houston Chronicle reported.
While working from home is a big enough perk for some, the job also comes with Apple discounts, paid time off and potential career growth, even for those who work part time, according to Apple’s job announcement.
Apple At Home employees work directly for Apple for the company’s normal support hours. There could be extra shifts for holidays, what’s considered “peak business hours,” and training.
Workers are required to have a distraction-free room that is quiet and that can be closed off to keep noise down, high-speed internet with at least 5 mps download/1 mps upload, a desk and an ergonomic chair.
Apple provides the iMac and headset that is only for work.
Click here to see what jobs are open and to apply.
Sexual harassment is not uncommon in the workplace. In a 2015 survey of 2,235 full-time and part-time female employees, Cosmopolitan found 1 in 3 women experienced sexual harassment at work at some point in their lives.
Here’s what you should know about sexual harassment in the workplace, according to the United States Equal Employment Opportunity Commission and Department of Labor:
What is sexual harassment?
Generally, sexual harassment is a form of sex discrimination. It violates Title VII of the Civil Rights Act of 1964, which prohibits discrimination in the workplace on the basis of sex, race, color, national origin and religion.
Title VII applies to employers with 15 or more employees.
According to the Department of Labor, there are two forms of sexual harassment:
Are there state laws with more protections against sexual harassment in addition to Title VII?
Some states have adopted stronger protections. Harassment can include, but is not limited to:
Harassment is illegal when:
What factors are used to determine of harassment is “severe and pervasive” enough?
From the Department of Labor:
Each factor is considered, but none are required or dispositive. Hostile work environment cases are often difficult to recognize, because the particular facts of each situation determine whether offensive conduct has crossed the line from “ordinary tribulations of the workplace, such as the sporadic use of abusive language . . . and occasional teasing,” to unlawful harassment.
However, the intent of the Department of Labor's Harassing Conduct Policy is to provide a process for addressing incidents of unwelcome conduct long before they become severe and pervasive enough to create a hostile work environment under the law.
Does the gender of the victim or harasser matter?
No. Both the victim and harasser can be either a woman or a man — or both can be the same sex.
Does the title of the harasser matter?
No. The harasser can be the victim’s supervisor, a supervisor in another department, a coworker, an employee of a separate employer, a client or a customer.
What about teasing?
According to the U.S. Equal Employment Opportunity Commission, the law doesn’t prohibit simple teasing, offhand comments or isolated incidents that are “not very serious.”
However, teasing becomes illegal when:
What if you weren’t directly harassed but you feel affected?
You do not have to be the victim of direct harassment to be affected by the offensive conduct. It is still considered sexual harassment, according to the EEOC.
What should you do if you experience sexual harassment?
Inform the harasser at once that the behavior is unwelcome, then directly use “any employer complaint mechanism or grievance system available.”
This may include reaching out to your direct manager or employer or talking to your company’s human resources department. Check your employee handbook for more information.
If you really can’t find someone you trust, labor and law employment attorney Nannina Angioni suggests you contact the Department of Fair Employment and Housing.
Experts also recommend filing a complaint with the Equal Employment Opportunity Commission. Find directions on the EEOC’s website.
You may also want to continue keeping a record of the discriminatory activity and seek support from friends and family.
What if speaking out is too difficult?
“Some victims will never report abuse, and they have that right,” psychologist Nekeshia Hammond told NBC News. “It’s a case by case thing, and sometimes there’s a reason for staying silent — if you feel your safety is threatened, or if you’re literally on the verge of having an emotional breakdown and will be unable to function. But you need to reach out to someone.”
Hammond recommends calling the National Sexual Assault Hotline at 1-800-656-HOPE (4673), which includes free services and confidential support.
Can staying silent work against me, legally?
According to the Department of Labor, “the department cannot correct harassing conduct if a supervisor, manager or other Department official does not become aware of it.”
In fact, when an employee “unreasonably fails to report harassing conduct,” the department can use this as a defense against a suit for harassment.
Additionally, if you file a complaint with the EEOC, it’s recommended you do so within 180 days of the discriminatory activity.
How does the EEOC investigate allegations of sexual harassment?
The department looks at the circumstances of the misconduct, the nature of the sexual advances and the context in which the incidents allegedly occurred.
“A determination on the allegations is made from the facts on a case-by-case basis,” the EEOC website states.
How can companies stop sexual harassment from occurring?
According to the EEOC, prevention is the best tool. Employers should be vocal about the intolerance of sexual harassment and establish a complaint and grievance system.
Should companies hire more remote workers?
Wooed by the appeal of waking up later and working in pajamas, many company employees would answer with an emphatic “yes.”
And some company leaders agree.
De Haaff, who leads a team of remote workers, believes remote work gives employers access to a larger talent pool, while giving remote workers more freedom, better health, a bigger sense of accomplishment and more room to be productive.
De Haaf, who says remote workers are outperforming office-bound employees, cites benefits for remote workers as follows:
“Remote work leads to happier and more productive teams. And when workers are happy and productive, they bring their best to each day -- which in turn leads to happier customers,” de Haaff wrote in a LinkedIn blog post. “In other words, everyone benefits.”
But Richard Laermer, CEO of RLM Public Relations, believes otherwise.
“I think people have to be trusted,” Laermer told Bloomberg. “But the working-from-home thing has to be on a per-person basis, and it can’t be very often. It just doesn’t work.”
Laermer, who once let his workers do their jobs remotely often, used to believe that “you can get your work done anywhere, as long as you actually get it done.” But he had a change of heart after employees took advantage of the perk by being unavailable online and refusing to go into the office for meetings.
Other companies, including Yahoo, IBM and Best Buy, which once allowed more workers to do their jobs remotely, have rolled back at-home allowances, with some claiming remote workers are more likely to get distracted by non-work-related tasks.
According to The New York Times, people employed in the fields of community and social services; science, engineering and architecture; and education, training and library, are less likely to work remotely. And that may be fair, The Atlantic reported, as jobs in those fields -- and others -- often require in-person interactions with clients and customers or “collaborative efficiency,” necessary for solving problems as a group.
But many workers and studies show working remotely has benefits that can’t be denied.
Bloomberg points out that more telecommuters means more savings for companies because they don’t have to pay fees and monthly costs to rent out large office buildings.
“People do their best work when they are given the autonomy to work where they need to,” Michael Beach, a business adviser, wrote on a LinkedIn forum about remote work. “The ideal situation is allowing people to work at the office and at home and let them decide how best to deliver the results that you're counting on them to produce.”
“Depends on the professional and the scope of work activities,” Lori Ann Reese, a brand manager and content specialist, wrote on the same forum. “Culture of the business, nature of the job duties, and strengths of the worker are all factors that decide whether it ‘works’ or does not.”
Regardless of one’s view, remote work is growing. According to the Society of Human Resource Management, remote work has increased 20 percent in the last 20 years. And a Gallup report found that “flexible scheduling and work-from-home opportunities play a major role in an employee’s decision to take or leave a job.”
Love to travel? Looking for a new job?
A new job posting by Cancun.com might be just what you’re looking for.
The travel site is seeking a social media savvy CEO, or a “Cancun Experience Officer.”
A description of the position online notes that the company is looking for “an outgoing, authentic and dynamic individual (or team) to represent the amazing destination of Cancun.”
The CEO will live in Cancun between March and August 2018, developing video of the vacation, capturing photos and creating written content. The CEO will be the face of the Cancun.com brand and its newly launched website.
Salary is listed at $10,000 per month -- and that doesn’t include the housing costs that will be completely paid for during the six-month period.
“You’ll get paid to dive into the culture, charm and wonder of Cancun and share your experiences with a worldwide audience,” the posting reads.
“We can’t wait to get started on our search for a CEO to be the face and personality of Cancun. Getting paid to live and travel around Mexico is a once in a lifetime experience,” Chad Meyerson, general manager at Cancun.com, said in a press release. “It’s truly one of the most remarkable travel destinations, and we want to make sure we find the right person to help us show the rest of the world everything Cancun has to offer, from the culture and community to its beautiful hotels and pristine beaches.”
According to the press release, other perks include:
Interested job seekers have until Dec. 17 to apply. A minute-long video describing why you’d be the perfect fit for the position is required.
The top five finalists will travel to Cancun in January, and the winner or winners will be announced Jan. 31.
The U.S. Forest Service is accepting applications for seasonal spring and summer jobs in Oregon and Washington.
Positions are available in multiple fields, including fire management, recreation, natural resources, timber, engineering, visitor services and archaeology.
“Seasonal employment with the Forest Service is a great way to give back to communities, learn new skills, and perform meaningful work,” regional forester Jim Peña said in a news release this week. “If you are interested in working with a dedicated team of people who take pride in managing our national forests, we encourage you to consider joining the Forest Service.”
Applications must be submitted online between Nov. 14 and Nov. 20.
A Japanese company will give its non-smoking employees an additional six days off to promote fairness and simultaneously acknowledge the amount of time smokers use to take smoke breaks.
Piala, a marketing firm based out of Tokyo, begun offering its non-smoking employees extra paid days after an employee complained that colleagues who take breaks throughout the day to smoke often end up working less.
Piala employees told leadership their smoking coworkers generally spend about 15 minutes on each smoke break.
Coupled with the time employees took to commute from the office’s 29th floor to the smoking area in the building’s basement, employees spend about 40 minutes each day away from their desks for smoke breaks, Piala spokesman Hirotaka Matsushima said, according to CNN.
“One of our non-smoking staff put a message in the company suggestion box earlier in the year saying that smoking breaks were causing problems,” Matsushima said, according to The Telegraph. “Our CEO saw the comment and agreed, so we are giving non-smokers some extra time off to compensate.”
Piala began offering the days-off incentive in September, at which point the company employed about 120 people, of which more than three dozen were smokers. Since then, four have quit smoking, Matsushima said.
“I hope to encourage employees to quit smoking through incentives, rather than penalties or coercion,” Takao Asuka, Piala CEO, said.
“We don’t give punishment for smoking,” Matsushima said. “Instead, we offer a benefit for not smoking. Without doing anything, (nonsmokers’) vacation increases by six days.”
At least 30 people have taken advantage of the extra time, including Matsushima, who said he used the extra time to visit a hot spring resort for a couple of days with his family. Shun Shinbaba, 25, told CNN he plans to use the extra time to play tennis.
Looking for a job?
Whole Foods is looking to fill 6,000 jobs.
The grocer, recently acquired by Amazon, will host a “National Hiring Day” at all store locations across the country on Thursday.
In a press release, Whole Foods said it is looking for “passionate, food-focused candidates” to join its team.
The company will offer part- and full-time opportunities for seasonal and permanent positions. It’s looking to hire cashiers, culinary experts and prepared foods specialists.
Job seekers can visit any Whole Foods on Thursday for an interview with the potential to be hired on the spot. Interested applicants can fill out an application in advance online or in person at store locations.
Whole Foods offers benefits for both part- and full-time workers, as well as a 20 percent in-store discount.
Fore more information, visit www.joinwholefoods.com.
Receiving a rejection letter is never enjoyable, but responding properly will help you place the experience in the "what doesn't kill you makes you stronger" category. Resisting the urge toward self-pity is important, according to LinkedIn job search expert Susan P. Joyce, because rejection can douse you with the kind of negative energy that will drain you and make the next stage of your job search tougher.
1. Don't go away mad
Don't allow yourself to become angry at the employer, the situation or yourself, U.S. News and World Report advises. "You might think that you were perfect for the job and resent the employer for not seeing it, or even feel angry that you spent your time interviewing. But rejection comes with the territory when you're hunting for a job."
Remind yourself that a rejection letter is definitely preferable to the increasing tendency of employers to "ghost" applicants instead of directly rejecting them.
2. Send a thank-you note
"If you sincerely liked the people and the organization and would want to be considered when another opportunity opens there, the biggest mistake you can make is giving up on the employer and the people you liked," notes Joyce.
3. Remember you might be a runner up
Especially if you were one of a few finalists for a job, things might still go your way after you receive that rejection letter, notes Business Insider. The company might decide to hire two people, or the first hire might ultimately reject the job offer or never start the job. If that happens, you want to be on the record as someone who can stand tall even after getting a rejection letter.
4. Ask, without arguing
The company that rejected you can't really harm you further, so you have nothing to lose by asking the hiring manager for feedback, career coach Ashley Stahl told Forbes. Employers aren't likely to respond helpfully to a general question like, "Why didn't I get the job?" but you can gain helpful input with strategic, pointed questions. Stahl recommends a query such as, "Was there something missing from my background that you were looking for?" to allow you to pinpoint what you might need for a similar job with other employers.
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