What you need to know about hiring blind and visually impaired workers

What you need to know about hiring blind and visually impaired workersWhat you need to know about hiring blind and visually impaired workersWhat you need to know about hiring blind and visually impaired workers Ashford, contributorAt a time when recruiters are facing a hiring shortage, and its harder than ever to find qualified workers, you cant afford to make your jobs inaccessible to anyone.Youre not only legally mandated to make sure your hiring practices are ADA compliant, but if your website, bewerbungsinterview practices, and office itself arent accessible and friendly to disabled applicants, youre doing your company a disservice by essentially eliminating an entire pool of potentially immensely talented candidates just like that.These strategies can help recruiters and low-vision candidates see each other betterMake your application process accessibleBlind candidates must be able to access both your job postings on your site and any job boards youre parteicipating in and fi ll out the application itself. Web content accessibility guidelinescan help you determine what needs to be done.If Im a blind person and I go to an employers website and I cant even fill out the basic job application, that discourages me and tells me that employer is maybe not all that serious about hiring blind people or hasnt really thought about it, says Chris Danielsen, a spokesperson for the National Federation of the Blind.Consider putting information on your website on how to contact someone if a candidate needs to request an accommodation to apply for a job or for interviews.If a job requires that an applicant complete testing as part of the interview process, be sure there are accommodations available for someone with low vision.The fewer barriers there are to hiring, the more likely it is that youre going to get applications from blind people, Danielsen says.Reach out to organizations that cater to disabilities You can specifically interface with organizations that work wi th the blind and other people with disabilities, such as the National Federation of the Blind, the New York State Commission for the Blind or VISIONS.We have a job fair every year as part of our convention, Danielsen says. Blind people have as many career goals and employment interests as the sighted public does, so theres no particular thing that needs to be done other than letting blind people know that youre interested in hiring, and making your hiring process accessible, so that blind people can participate in it.Its also worthwhile to spread the message at your company that youre looking to hire inclusively.Often, theres commitment at the top of the organization, but it doesnt always trickle down to the hiring manager or recruiters, says George Abbott, chief knowledge advancement officer for the American Foundation for the Blind.Make sure the organization as a whole is clear on their philosophy about it, and you may need to do some awareness training.Know what you can and cant askBefore youve extended a job offer, you cannot ask a job candidate any questions that would reveal the existence of a disability or ask about the condition itself.For instance, you cant ask whether theyve had any medical procedures related to their vision or whether a medical condition may have caused their blindness.That said, if the disability is obvious or the candidate brings it up themselves, you may ask them whether they would need a reasonable accommodation to perform the tasks required in the job.In general, however, you should be asking all candidates the same questions about their relevant experience and why theyre qualified to do the job. Ask a blind person the same questions youd ask any other candidate, and try to stick to that, Abbott saysAdditionally, respect that candidate by not asking them things youd never ask any other job candidate like how theyd get to work every day.Every blind person has a story about being in an interview and being asked a question like, How will you get to the bathroom by yourself? Danielsen says.What wed really like to see more of is employers starting with at least a basic idea that blind people are generally competent to handle our lives.Expect great thingsThe biggest thing we face in all areas, including employment, is low expectations, Danielsen says.One of the frustrations blind people often face is that employers frequently just assume that they cant do the job because theyre blind.Blind people are doing almost every job you can think of, Danielsen says. If it doesnt involve driving, a blind person is probably doing it somewhere. And as a general rule, the blind person wouldnt be applying if they didnt think they could do that job.In fact, you may find that hiring a blind person is a huge advantage because they can add a lot to your team. We spend so much of our day being problem solvers for everything we do, Abbott says. So we just naturally bring creativity and creative thinking to the work environment a nd I think that adds value.

Where the Legal Jobs Are, December 2017 Update

Where the Legal Jobs Are, December 2017 UpdateWhere the Legal Jobs Are, December 2017 Update WHERE THE LEGAL JOBS ARE IN THE FIRST HALF OF 2018Lawyers were asked, Which of the following best describes your companys hiring plans?FIRST HALF OF 2018SECOND HALF OF 2017Expanding/adding new positions22%33%Maintaining/filling vacated positions51%51%Freezing/not filling vacated or new positions14%6%Freezing/not filling vacated or new positions0%3%Lawyers were asked, Which practice area will offer the greatest number of job opportunities in the first half of 2018?38% Litigation12% General business/commercial law5% Regulatory or compliance5% Family law3% Intellectual propertyLawyers were asked, Which areas of litigation will offer the greatest job opportunities in the first half of 2018?*48% Insurance defense33% Commercial litigation11% Personal injury9% Employment*Multiple responses were permitted. Only top responses are shown.Source Robert Half Legal survey of 200 lawyers with the largest la w firms and legal departments in the United States 2017 Robert Half Legal. An Equal Opportunity Employer M/F/Disability/Veterans.

Learn What Is an Excused Absence From Work

Learn What Is an Excused Absence From Work Learn What Is an Excused Absence From Work Is it okay to not show up for work? Most responsible employees know that you dont get paid if you dont work. However, there are many situations in which employers will excuse absences, particularly if they are scheduled in advance. Good communication and clear attendance policies are key to a good work environment and help avoid confusion about absences. Many employers offer paid time off for vacations or allow workers to take a few sick days each year. Employees will also find many companies that are sympathetic to family emergencies and funerals and are willing to work with the employee when they are notified in a timely manner. Other companies have more stringent policies and may require proof of deaths in the family, major illness, and doctors notes for the routine use of sick days or to care for a sick family member. The key for employees is that you become familiar with the policies and the expectations of your current employer. Most have attendance policies that are carefully spelled out in their employee handbooks. Handbooks are signed off on by employees to indicate that you understand and agree to abide by their contents. So, if you violate your employers policies on what absences are excused and which are not, especially if you are an hourly or nonexempt employee, you could find yourself in the unemployment line. Getting an Excused Absence An excused absence is the scheduled or unscheduled time off from work that occurs when an employee is not present at work during a normally scheduled work period. An excused absence is further defined as: Scheduled in advance with the employees manager or supervisor, such as a vacation.The employee notifies their employer in advance of their scheduled shift in the case of an unexpected emergency or illness.Or, the employee provides an acceptable reason upon return to work, often with proof backing up their excuse.Events that cannot be scheduled outside of regular work hours. This includes vacations, medical appointments, military service, family activities, surgery, jury duty, funerals and more. Why Scheduled Absences Are Important By company guidelines and procedures, even employees who have paid time off (PTO) or vacation days, sick days, and so forth, provided by the company, are asked to schedule time off in advance. This allows the manager to plan coverage for the work in the employees absence. Covering an absence is much easier to do when the employees work is knowledge-based rather than a customer facing or production role. For this reason, managers must often stagger time-off requests to ensure the business runs smoothly and enough employees are available to work each day. In the case of exempt or salaried employees, excused absences are usually not part of the discussion as these employees are expected to perform their whole job no matter their attendance. A coaching session with their manager will occur if the employee fails to attend work on the schedule committed to or fails to meet expectations. Paid Absences Absences are generally compensated when their frequency and rationale fall within the guidelines established in the organizations attendance policy. These paid absences may depend upon certain requirements from the employee. For example, an employee may be required to seek permission before scheduling vacation time. They may also be required to call in and report an unscheduled absence within the organizations timelines and expectations- before 7 a.m. and must speak directly with the supervisor, not leave a message on an answering machine, for instance. Absences and the Attendance Policy In companies that have an attendance policy, especially for non-exempt employees, excused absences can include days that are excused after the fact. Quite often, proof such as a doctors note attesting that the employee was sick may need to be submitted for the excused absence to occur. Companies that track excused vs. unexcused absences normally have a written policy that provides guidelines for employees to follow.In these companies, excused vs. unexcused absences may be significant in that too many unexcused absences can mean dismissal from the job.

6 Solid Reasons to Leave Your Good Job - The Muse

6 Solid Reasons to Leave Your Good Job - The Muse 6 Solid Reasons to Leave Your Good Job Sometimes in your career, there are these giant, flashing, neon signs that seem to yell, “Hey, you! Yeah, you with the miserable look on your face! It’s time for you to blow this popsicle stand and find yourself a new gig.” Maybe you hate your boss or your responsibilities make you want to cry. Perhaps you’ve been consistently skipped over for promotions. Or, maybe you’re blatantly mistreated. Either way, it’s painfully obvious to you that you need to leave your job. But, other times? Well, the signs that are telling you it’s time to hit the road are far too easy to cruise right by. In fact, they’re often missed altogether and simply written off as a normal part of being employed. What sort of cryptic hints am I talking about? Well, here are six not-so-obvious signs you should probably dust off that resume and look for something new. 1. You’re Always Unmotivated You get your work done. But, you’ll also be the first to admit that it’s a daily struggle. Forcing yourself to sit at your desk and trudge your way through your to-do list feels like a feat of superhuman strength. And, you find that- instead of aiming to go above and beyond- you’re always scraping by with the bare minimum. Listen, we all have those days when we’d rather be doing anything else. However, that shouldn’t be the day-to-day norm in your job. If you find yourself feeling constantly lazy, unmotivated, and just plain disinterested? That could be a clear indicator that it’s time to look for something that will set your heart on fire again. 2. You’ve Been Doing the Same Thing Since Day One You’ve worked in your current role for a while. When you compare what you do today to your very first day on the job? Everything looks pretty much identical. You haven’t been challenged to push your boundaries and accept new assignments. You haven’t had the opportunity to take on additional responsibilities. In fact, it’s tough for you to find a single thing that’s changed or grown in the course of your tenure. Feeling comfortable and confident in your career is one thing. But, feeling glued in place? That’s an entirely separate problem. When you begin to realize that you’re stuck in neutral, that might mean it’s time to either speak with your boss (this article has some great tips!), or find a new role that will allow you to expand your horizons a little more. 3. Your Stress Level’s at a Constant High Your stomach’s always in knots. Your fingernails are practically nonexistent from your constant chewing. You can’t seem to even take a two-minute bathroom break without checking your inbox. A certain amount of stress is normal- every job has those tasks or moments that inspire a bit of palm sweat or anxious lip chewing. And, maybe you’re somebody who enjoys and thrives in a high-pressure and fast-paced environment. Hey, if stress is what motivates and fulfills you at work, more power to you! But, if you discover that constantly feeling like a tangled bundle of nerves is really only dragging you down inside the office and out, it’s worth exploring some other opportunities where your stress level won’t need to be at a constant high. 4. You’re Irritable You find yourself snapping at your loved ones. The smallest annoyances can inspire an exasperated groan and an eye roll that could be seen from the space station. Even when you’re clocked out for the day, you feel inexplicably grouchy. Have you considered the fact that your job could be the reason? As someone who had a position that turned her into a regular Debbie Downer without even realizing it, I know firsthand that your career can have a huge impact on how you feel outside of the office- for better or for worse. Are you far less irritable on the weekends? Chances are, your position’s coloring your outlook more than you even care to admit. It might be time to search for greener (and happier!) pastures. FACT: IT NEVER HURTS TO LOOK AROUND AND SEE WHAT'S OUT THERE So why not spend five minutes looking at awesome job openings just click here 5. You Can’t Remember the Last Time You Were Excited to Go to Work Alright, there are very few of us who cartwheel out of bed on Monday. Nobody is always thrilled to head into work. But, if you can’t remember the last time you felt the smallest inkling of excitement to tackle a new project, participate in a brainstorming session, or even dominate your office’s guacamole competition? That’s a problem. Expecting to feel over-the-moon enthusiasm every single day’s unreasonable. However, if you’re filled with a feeling of dread- even on days that are supposed to be easy or fun at work (hello, there’s guacamole!)- it’s in your best interest to find something that will reignite your passion. 6. You’ve Considered Getting a New Job A few times, you’ve thought about quitting your job and finding something new. Sure, you never really gave the idea serious consideration or took any steps to actually make it happen. But, you’ve mulled it over a few times- you even mentioned it in passing over a shared appetizer with your friends. Thinking about job searching is sort of like trying to put toothpaste back in the tube- once it’s out there, it’s out there. Consider this: If you were really all that satisfied with where you are now in your career, you likely wouldn’t have even entertained the thought of jumping ship. Maybe- just maybe- your subconscious is trying to tell you something here. There can be a dangerously fine line between normal work grievances and red flags that indicate that it’s time for you to pack up your desk and find yourself a new job. Yes, all of these signs are easy to write off as problems that everybody deals with- they’re normal. But, the difference lies in consistency. If you’re feeling, doing, or saying these sorts of things on a regular basis, that’s symptomatic of more than just a bad workday. So, if you found yourself nodding along with one (or all!) of these signs, it might be time to give some serious consideration to finding yourself a new position.

Working As a Corrections Officer

Working As a Corrections Officer Working As a Corrections Officer Perhaps one of the least recognized but most important jobs in criminology and criminal justice is that of the corrections officer.  Without qualified and dedicated individuals to staff jails and prisons, order would not be maintained and our entire system of justice would collapse. Out of sight and out of mind, corrections officers stand guard between the general public and some of the most hardened and dangerous people in the country.  They work day in and day out to keep us safe from convicted criminals and to keep them safe from each other.  Rarely, if ever, do they receive the first thank you for the work that they do. Job Functions and Work Environment for Corrections Officers Corrections officers spend the vast majority of their time indoors and locked within corrections facilities.  They work in jails, prisons, courthouses and detention centers.  They are present with arrestees, defendants, and inmates through every aspect of the criminal justice system, from shortly after the arrest all the way through trial and final incarceration. Officers work shift work, as correctional facilities must be staffed 24 hours per day.  They have many diverse duties and work functions, all of which are integral to the prison system. The job of a corrections officer often includes: Booking prisonersSearching prisonersGuarding and watching prisonersPreventing fights and potential riotsTransporting prisoners to and from courtInventorying possessions of new inmatesWorking closely with new arresteesWorking closely with convicted felons and serious misdemeanants Corrections officers may work for a local sheriffs office in the county jail, or at a state or federal prison.  Some states are beginning to move toward privatization of prisons, meaning corrections staff may work directly for a government agency or they can end up working for a private employer. Officers who work at a jail deal with a wide range of individuals, because jails house people awaiting trial, those serving sentences for misdemeanors, and those who have been convicted of felonies and are awaiting transport to a state or federal prison facility.  Officers who work at prisons generally work only with convicted felons. Dangers in Corrections Jobs Corrections is a high risk and high stakes criminology career, due in large part to the nature of the environment itself.  In fact, according to the Federal Bureau of Labor Statistics,  corrections officers have one of the highest rates of nonfatal on-the-job injuries in the United States.  Because of this, a job as a corrections officer can be taxing and stressful.  It can also be quite satisfying in light of the important role corrections professionals serve in the criminal justice system. What Do You Need to Do to Become a Corrections Officers A corrections officer job is one of the many careers in criminology and criminal justice that do not require a college degree.  Instead, a high school diploma or GED is all that is needed to get started on your career path. Extensive academy training and certification will be required in most states, and officers should be in good physical condition due to the potential dangers and stresses of the job. Communications and interpersonal skills are an absolute must because corrections officers often work in close quarters with dangerous people.  Officers often risk being injured during confrontations with inmates.  It is in everyones best interest to treat each other with respect while maintaining a strong command presence. Job Outlook for Corrections Officers There is a potential shift toward utilizing private companies to build and run prisons.  With such moves, a possibility exists for there to be a reduction in the number of corrections jobs available, depending on which state you want to work in. In 2010, there were 436,00 people employed as corrections officers.  According to the U.S. Department of Labors Bureau of Labor Statistics, the growth rate for corrections officer jobs is expected to be around 5% through 2020. Salary and Earning Potential for Corrections Officers The median salary for all corrections officers in the United States is about $39,000 annually.  Officers may earn as low as $26,000 and as high as $67,000 per year, depending on their state, agency, and location.  The higher paying jobs are typically found? within the federal government. Is a Career as a Corrections Officer Right for You? Working in corrections can provide stable employment with a decent salary, health insurance, and retirement benefits.  The tradeoff is that corrections jobs carry a high potential for injury and can be very stressful.   If you dont mind working in a closed environment and can deal effectively with people of varying dispositions, you may be able to rise to challenge and help make a difference as a corrections officer.  In fact, it may just be the perfect criminology career for you.

How to Deal with Bad Managers at Work - The Muse

How to Deal with Bad Managers at Work - The Muse How to Deal with Bad Managers at Work We’ve all been in a position where we feel our superiors aren’t handling things correctly. It could be that your direct supervisor isn’t managing your schedule efficiently or isn’t using you to your full potential. It could be that your CEO has a concerning new vision for the company’s future. It could be that your manager isn’t treating you and your peers on equal ground. Poor and ineffective management come in many forms, and all of them can wear on you professionally. When you deal with these habits daily, it’s only natural to want a change, but many people immediately resort to the final option: quitting and looking for a new job. There’s no question about it; some workplaces are toxic, and downright hostile, and in these cases the only logical option is to pursue a different opportunity. But in most cases, ineffective management can be dealt with, and you can keep your job without having to tolerate it further. 1. Look at the Situation Objectively Your first step is to try and objectively analyze the situation. You may feel that your boss has directly insulted or offended you, but one incident doesn’t necessarily mean your boss is an ineffective manager. Everybody makes mistakes and has weaknesses, so it’s rarely worth taking action over one irritating incident. It’s also possible you’re taking things too personally. If you find your boss is giving you lots of negative feedback, it may be his or her way of trying to help you grow as a professional. On the other hand, it could be an unfair or unproductive means of evaluation. Try to step back from the situation to see if there really is a pattern. Talk to your friends and family about the situation, focusing only on the facts, and see what they think. You can also reach out to other co-workers you trust- but remember that gossip can only do harm. If you determine that your manager is objectively taking bad or counterproductive actions, you can start taking action. 2. Talk to Your Boss Directly Your first step must be speaking with your boss directly. Do not ignore the problem. Do not go above your manager’s head. Do not adopt a passive-aggressive attitude. All of these measures are counterproductive. Instead, schedule a meeting with your manager and tell him or her exactly how you feel about the situation. When you initiate this, be careful not to criticize your manager harshly or personally. Instead, focus on your professional needs and how he or she is or isn’t fulfilling them. Describe specific events to illustrate your points, and listen to what your manager has to say about them. In most cases, you’ll find your manager can illuminate these situations with an alternative perspective, and your manager will be more than willing to make adjustments in the future. If you find your manager is unwilling to talk about the problem, or is unreceptive to your requests for change, you’ll need to find an alternate route. 3. Avoid Making Ultimatums Throughout the course of your discussion and even in the back of your own mind, avoid making ultimatums or becoming fixated on one solution. For example, saying to yourself, “If he doesn’t stop demanding me to be here half an hour early, I’m going to quit,” can distract your attention from the root of the problem and can prevent you from making other meaningful changes. Threatening to quit in front of your manager or in front of others can also make you appear unprofessional and weaken your overall position. Instead, try to keep an open mind. 4. Find Compromises There is always more than one solution to a problem. In the above example, a manager is demanding his or her staff to arrive half an hour early every day when it isn’t necessary. To the worker, eliminating this practice altogether may seem like the obvious solution. However, finding a compromise can help your manager understand and compensate for your objections without completely disrupting his or her original vision. For example, maybe coming in 10 minutes early is plenty, or maybe you can come in half an hour early for two days out of the week. This is a simple example, but what’s important to remember is that compromises are always available to those willing to search for them. 5. Speak to Others Who Can Help If your direct conversation didn’t happen, if it didn’t help, and none of your compromises are panning out, don’t hesitate to go to someone else in the company for some extra assistance. Your manager’s supervisor or your HR Director shouldn’t be your first stop, but if you’ve made a serious effort for positive change with no results, these people can help drive a more meaningful change. Your identity can be kept confidential, and these superiors can help oversee a process that targets and corrects the destructive behavior. 6. Escalate Your Actions If none of these options work and upper management isn’t taking your complaints seriously enough, escalate your actions at the ground level. Gather your peers, co-workers, and other managers to discuss the problem and petition for a change. Many voices have more power than one voice, and if you’re having a problem with a manager, chances are someone else is too. Put these strategies to use if you’re currently dealing with ineffective management in your position. After consistent use, you may find that they aren’t of any help; if this is the case, it’s likely in your best interest to move on to a new opportunity. However, you may find that these strategies negate, improve, or lessen the impact of those nasty managerial habits, leaving you to better enjoy and execute your daily work. More From Inc. These 7 Things Will Help You Deal With Stress 9 Ways the Most Successful People See Life Differently 8 Deadly Ways to Kill Employee Motivation Photo of woman holding ears courtesy of Shutterstock.

NASAs ISS is Open for Business

NASAs ISS is Open for Business NASAs ISS is Open for Business Manufacturing Blog: NASA's ISS is Open for Business The International Space Station is officially open for business. NASA announced this past June at NASDAQ in New York City that it will expand commercial activities. The agency hopes to attract private companies from different industries to achieve a low-earth orbit (LEO) economy. This LEO economy will create a new source of funding and a new line of services to help NASA reach its goal of returning to the moon by 2024. NASA is opening the International Space Station to commercial opportunities, and marketing these opportunities as weve never done before, said Jeff DeWit, chief financial officer for NASA, in front of reporters and to potential investors at Wall Street. NASAs Plan for Commercial LEO Development lays out the steps for current and future objectives for the ISS commercial program. The opening to for-profit and marketing activities is a change in the previous restrictions established by NASA. [The current] ISS National Lab mandate is limited to research and development, said Stephanie Schierholz, lead spokesperson of public affairs at NASA. This effort [of commercialization] is intended to broaden the scope of commercial activity on the space station beyond the ISS National Lab mandate. Commercial companies can now pay astronauts to advertise their products, use the space station for product manufacturing, and even use the ISS for marketing and entertainment purposes such as films, documentaries, and sporting events. This also opens the door for space tourism and transportation of people and cargo in low-Earth orbit. Editors Pick: Making the Moon Accessible The stations last open port will be made available for commercial business where a new module can be attached. But it isnt cheap. A trip to the ISS will end up costing over $50 million. NASAs pricing policy breaks down its services into different categories, such as life support, stowage, power, and data downlink. Companies can purchase crew time up to 90 hours and limit the commercial cargo to 175 kilograms per year. Starting next year, commercial astronauts can stay on the ISS for short-durations. This coincides with the commercial space shuttle launches from Boeing and SpaceX, which will be available for private companies to send commercial astronauts into space. NASA will charge $35,000 a night per commercial astronaut to stay on the ISS. Several companies have already proposed their LEO commercialization studies with NASA. Axiom, Boeing, Deloitte, Lockheed Martin, and Jeff Bezos Blue Origin are just some of the companies looking to launch pilot studies to help shape the framework of a LEO economy. NASA has provided a guide for those looking to get their commercial activity on the ISS. Read more about the Commercial Crew: The Return of Manned Missions A LEO economy will be vital for the ISS and NASA going forward. According to the Washington Post, funding for the ISS will end in 2024. Currently, a third of NASAs $3-billion annual operating budget goes toward the ISS. As we continue to push for the commercialization of space travel and look toward establishing the moon as a base for future Mars missions, we will need the ISS and other low-orbit space stations for supplies, fuel, and resources. This endeavor of colonizing space is too great for just NASA, and by using the resources of private companies, we can establish a network of services for future space travel. Carlos Gonzalez is special projects editor.