The New Rules of Nine-to-Five - 13 Ways to Get a Flexible Work Schedule

Let's be honest -- the nine-to-five workday isn't for everyone. Nor is being chained to a desk seven days a week or having only two weeks of vacation.<br /><br />Imagine leaving your cubicle at any time of the day and working outside via a wireless campus your company has set up. If you worked for the U.S. Environmental Protection Agency at Research Triangle Park in North Carolina, you could. If Utah-based Arup Laboratories were your employer, you'd work seven days on, seven days off -- and still be considered full-time. Ever have days where you can't seem to break away for lunch? NRG::Seattle forces you to. Every day around noon, the insurance company goes dark so that everyone must take an hour break for lunch. The goal: come back feeling recharged.<br /><br />"In the past, an employee who wanted to work in a different way might have made a personal deal with his or her boss under the table," says Ellen Galinsky, president and co-founder of the Families and Work Institute. "Today employees and employers are working together to find new ways to restructure the workplace in unique ways to give people the flexibility they need to improve bottom line business measures like productivity and retention at the same time."<br /><br />Why workplace flexibility?<br /><br />"Making Work Work: New Ideas from the Winners of the Alfred P. Sloan Awards for Business Excellence in Workplace Flexibility," a new report from the FWI, compiles case studies of various employers who've recognized that a traditional nine-to-five workplace isn't always the best option. FWI research shows employees who work in flexible workplaces are more likely to:<br /><br />Be engaged in their jobs and committed to helping their organizations succeed.<br /><br />Plan on staying with their employer.<br /><br />Be satisfied with their jobs.<br /><br />Exhibit better mental health.<br /><br />Studies have shown that time away from work refuels employees' productivity. The bottom line: Flexibility must work for both the employer and employee.<br /><br />Culture of flexibility<br /><br />Companies of different sizes, objectives and atmospheres share one common ground: Flexibility is their foundation. At NRG::Seattle, a 14-person insurance company, owner Michelle Rupp insists that everyone work at home one day each week. All staff members take a three-hour break one Friday afternoon each month for personal appointments and obligations. Additionally, employees get an extra month's vacation every five years.<br /><br />"If they put those weeks together with their regular vacation, they have two consecutive months off," Rupp says in the report. "It's a little sabbatical. It may mean extra work for colleagues, but everyone knows their time will come."<br /><br />Flexible scheduling allows employees to communicate with clients in different time zones or maybe even a different country. Kathy Bailey, owner of Washington, D.C.-based Bailey Law Group, is indifferent to where her people work or how they schedule hours. She trusts her staff members to work when they need to work. "Our hours are 8:30 a.m. to 6 p.m., but no one looks askance if someone comes in at 10 a.m.," Bailey says in the report. "People just communicate with each other to schedule meetings at convenient times, or we e-mail each other back and forth."<br /><br />And here's a bonus: It can be good for the environment. Time off (or at least time out of the office) puts fewer gas fumes in the air -- a mission of the EPA at Research Triangle Park.<br /><br />"At the EPA we have a higher cause: to promote the health of the planet and the people who live on it," Chris Long, director of sustainable development, explains in the report. "We know we can't expect huge salaries, so that makes it even more important to have flexibility." EPA members in Durham start with two and a half weeks of vacation and can build up to more than five weeks per year. Employees accumulate 13 sick days, which can roll over or be used for personal reasons.<br /><br />Make it happen for you<br /><br />There are endless options when it comes to workplace flexibility: reduced time, mandatory breaks, longer vacations, etc. If you think a little flextime could do you some good, use these tips from the FWI report on how to make a winning bid for workplace flexibility.<br /><br />Figure out what you need.<br /><br />Scope out your own working style.<br /><br />Identify the equipment you'll need.<br /><br />Understand your employer's policies.<br /><br />Evaluate the impact on your career.<br /><br />Think about the effect on customers and colleagues.<br /><br />Have a plan for staying in touch.<br /><br />Have a plan for dealing with emergencies.<br /><br />Create a business case for flexibility.<br /><br />Understand your supervisor's experiences with flexibility.<br /><br />Play to your supervisor's style.<br /><br />Be flexible about working flexibility.<br /><br />Suggest a trial period.<br /><br />By Rachel Zupek writer and blogger for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues.<br /><br /><strong><span style="font-size:180%;">Search more than 100,000 Jobs by </span></strong><a href="http://jobs.careerbuilder.com/JobSeeker/Jobs/JobResults.aspx?SB%3Asbkw=&SB%3As_freeloc=&SB%3Asbfr=30&sbsbmt=Find+Jobs+%C2%BB&lr=cbrockl&cid=US&excrit=QID%3DA3852768340946%3Bst%3DA%3Buse%3DALL%3BCID%3DUS%3BSID%3D%3F%3BTID%3D0%3BENR%3DNO%3BDTP%3DDRNS%3BYDI%3DYES%3BIND%3DALL%3BPDQ%3DAll%3BPDQ%3DAll%3BPAYL%3D0%3BPAYH%3DGT120%3BPOY%3DNO%3BETD%3DALL%3BRE%3DALL%3BMGT%3DDC%3BSUP%3DDC%3BFRE%3D1%3BCHL%3DAL%3BQS%3DSID_UNKNOWN%3BSS%3DNO%3BTITL%3D0%3BOB%3D-modifiedint%3BJQT%3DRAD%3BJDV%3DFalse&IPath=ILM"><strong><span style="font-size:180%;">CLICKING HERE!</span></strong></a>

The New Rules of Nine-to-Five - 13 Ways to Get a Flexible Work Schedule

Let's be honest -- the nine-to-five workday isn't for everyone. Nor is being chained to a desk seven days a week or having only two ...

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Nine Ways to Win at Office Politics

Politics in the workplace can get vicious – and we’re not talking about the governmental kind. Rather, office politics, or how power and influence are managed in your company, will be a part of your career whether you choose to participate in them or not.<br /><br />Some workers say they don’t want to get caught up in politics at work, but most experts argue that playing the game is crucial to your career success. By not getting involved, you may find your talents ignored and your success limited, and you may feel left out of the loop, says Louellen Essex, co-author of “Manager’s Desktop Consultant: Just-in-Time Solutions to the Top People Problems That Keep You Up at Night.”<br /><br />“Politics get nasty when an employee is out for his or her personal gain alone,” Essex says. “Think of playing office politics as a game of strategy through which you are able to get the resources and influence you need to accomplish your goals. Most often those who are diplomatic, respectful and build coalitions with effective people win.”<br /><br />Here are Essex’s nine tips to help you win at office politics and still gain others' respect.<br /><br />1. Observe how things get done in your organization.<br />Ask some key questions: What are the core values and how are they enacted? Are short- or long-term results most valued? How are decisions made? How much risk is tolerated? The answers to these questions should give you a good sense of the culture of your organization.<br /><br />2. Profile powerful individuals.<br />Pay attention to their communication style, network of relationships and what types of proposals they say “yes” to most often. Emulate those traits by drawing on the strengths you have.<br /><br />3. Determine strategic initiatives in the company.<br />Update your skills to be relevant to company initiatives. For example, don’t lag behind in technology, quality or customer service approaches that are crucial to you and your company’s success.<br /><br />4. Develop a personal track record as someone who gets results.<br />Style without substance will not gain others’ respect, especially in today’s organizations that focus on outcome.<br /><br />5. Don’t be afraid to toot your own horn.<br />If no one knows of your good work, you may lose at the game of office politics – when you really deserve to win. Let others know what you’ve accomplished whenever you get the opportunity. If you don’t know the fine art of diplomatic bragging, you might get lost in the shuffle of your co-workers.<br /><br />6. Treat everyone with respect.<br />Don’t show preferential treatment or treat co-workers badly. You never know to whom someone might be connected, and rude behavior may come back to bite you.<br /><br />7. Don’t align too strongly with one group.<br />While an alliance may be powerful for the moment, new leadership will often oust existing coalitions and surround themselves with a new team. Bridging across factions may be a more effective strategy for long-term success if you intend to stay in your current organization for some time.<br /><br />8. Learn to communicate persuasively.<br />Develop an assertive style, backed with solid facts and examples, to focus others’ attention on your ideas and proposals. Good politicians can adjust their messages for their audience ands are always well-prepared.<br /><br />9. Be true to yourself.<br />After analyzing the political landscape in your company, if you decide the game is one you can’t play, prepare to move on. It’s not typical, but some organizations actually condone – even promote – dishonest, ruthless or unethical behavior. The game of office politics in this situation is not one worth winning.<br /><br />By Rachel Zupek writer and blogger for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues.<br /><br /><strong><span style="font-size:180%;">Search more than 100,000 Jobs by </span></strong><a href="http://jobs.careerbuilder.com/JobSeeker/Jobs/JobResults.aspx?SB%3Asbkw=&SB%3As_freeloc=&SB%3Asbfr=30&sbsbmt=Find+Jobs+%C2%BB&lr=cbrockl&cid=US&excrit=QID%3DA3852768340946%3Bst%3DA%3Buse%3DALL%3BCID%3DUS%3BSID%3D%3F%3BTID%3D0%3BENR%3DNO%3BDTP%3DDRNS%3BYDI%3DYES%3BIND%3DALL%3BPDQ%3DAll%3BPDQ%3DAll%3BPAYL%3D0%3BPAYH%3DGT120%3BPOY%3DNO%3BETD%3DALL%3BRE%3DALL%3BMGT%3DDC%3BSUP%3DDC%3BFRE%3D1%3BCHL%3DAL%3BQS%3DSID_UNKNOWN%3BSS%3DNO%3BTITL%3D0%3BOB%3D-modifiedint%3BJQT%3DRAD%3BJDV%3DFalse&IPath=ILM"><strong><span style="font-size:180%;">CLICKING HERE!</span></strong></a>

Nine Ways to Win at Office Politics

Politics in the workplace can get vicious – and we’re not talking about the governmental kind. Rather, office politics, or how power and inf...

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Get Your Boss to Say Yes to Telecommuting

As employees and businesses increasingly recognize the benefits of telecommuting, the number of professionals working remotely has grown dramatically. By many indications, the practice seems here to stay. A recent report by technology research firm Gartner Inc. revealed the number of employees worldwide who work from home at least one day a month reached 82.5 million by the end of 2005, double the figure from 2000. Gartner predicts this number will grow to more than 100 million by 2008 as technology continues to advance at a steady clip.<br /><br />A survey conducted by Robert Half International mirrors the forecast: 87 percent of executives polled said there will be increased telecommuting in the coming decade. While the proliferation of high-speed and wireless Internet access has made telecommuting much easier than in the past, many professionals are adopting this work style not only because it's convenient, but also because it allows them greater work-life balance. In addition, rising gas prices and lengthy commutes have made working from home -- or even cafés and satellite centers -- an appealing option.<br /><br />If you'd like to work remotely, you'll need to show how the arrangement is good not only for you but also for the business. If you are uncertain about how to approach your boss, consider the following steps to create a convincing argument:<br /><br />1. Gather the facts.<br />Start by contacting your human resources department or consulting the employee manual to determine whether your company has a telecommuting program already in place. If one exists, you can build your proposal on actual policies. Of course, you may discover rules that prohibit or limit telecommuting. If this is the case, tap your professional network to identify people who have worked remotely and ask them what steps they took to secure the arrangement.<br /><br />2. Consider all angles.<br />Although telecommuting presents many benefits, remember that not everyone performs well outside the office. The best candidates for telecommuting are self-disciplined, feel comfortable setting priorities and deadlines, and are able to work independently with minimal supervision. In addition, some tasks, such as graphic design or research, lend themselves more easily to telecommuting than others. If much of your work requires face-to-face contact or ongoing access to equipment and materials that are situated only at the office, you may want to reconsider this option.<br /><br />3. Prepare a written proposal.<br />If you are convinced telecommuting is right for you, make your case in writing. A written proposal enables your boss to consider your ideas carefully, demonstrates forethought and underscores your commitment to the proposition. It also serves as a crucial tool if your manager must obtain approval from higher-ups. Your document should include:<br /><br />• Employer benefits: How will telecommuting increase your productivity or help the company reduce costs? Remember, there must be something in it for your employer.<br /><br />• Qualifying characteristics: Are you self-motivated and well-organized? Do you have a history of dependability and proven work habits? Describe qualities that will allow you to thrive outside the office and, wherever possible, cite supporting evidence of these characteristics.<br /><br />• Outside evidence: Add punch to your proposal by including applicable articles and studies that cite the benefits of telecommuting, such as increased business performance and productivity. This may be particularly valuable if your company has no telecommuting program in place.<br /><br />• Safety measures: Many firms are concerned that allowing staff to work remotely increases the likelihood that confidential information will be compromised. Ease your employer's fears by including a description of the security measures you have in place at home, such as current anti-virus software and active firewall settings. Your company's information technology department also may be able to provide hardware or software that allows you to access the firm's systems securely from remote locations.<br /><br />4. Consider alternate proposals.<br />If you think your boss will resist the idea of you working from home, consider proposing a trial period. You can even suggest an "out" clause that enables either of you to discontinue or adjust the arrangement before the end of the trial if the situation proves problematic. Convincing your company that you are a good candidate for telecommuting is only half the battle. Once you begin working from home, you have to prove the arrangement continues to benefit both parties. Here are some strategies:<br /><br />• Record on- and off-site responsibilities. Distribute to your team a list that shows which of your job activities will be accomplished at home versus in the office. Include information on how you will ensure key relationships with co-workers are not hurt. This will show your boss that your absence will not affect the progress of group projects.<br />• Make sure you're easily accessible. Let everyone know which days you will be working from home and give them your contact information. Check in frequently and pledge to return phone calls or e-mails within a given period. Assure your boss you can come into the office if you are needed urgently.<br /><br />• Build in accountability measures. Your manager's biggest fear is likely that you will be unproductive without close supervision. Keep him or her informed of your progress by submitting a weekly report of your at-home activities, or setting up regular evaluation meetings to review your accomplishments.<br /><br />If the possibility of working from home appeals to you, put together a case that indicates how such an arrangement could benefit you and your employer. By considering all aspects involved, anticipating your manager's concerns and continuing to demonstrate the advantages of telecommuting, you may soon find yourself among those who dial, rather than drive, into work.<br /><br />Robert Half International Inc. is the world's first and largest specialized staffing firm with a global network of more than 330 offices throughout North America, Europe, Australia and New Zealand. For more information about our professional services, please visit www.rhi.com.<br /><br /><strong><span style="font-size:180%;">Search more than 100,000 Jobs by </span></strong><a href="http://jobs.careerbuilder.com/JobSeeker/Jobs/JobResults.aspx?SB%3Asbkw=&SB%3As_freeloc=&SB%3Asbfr=30&sbsbmt=Find+Jobs+%C2%BB&lr=cbrockl&cid=US&excrit=QID%3DA3852768340946%3Bst%3DA%3Buse%3DALL%3BCID%3DUS%3BSID%3D%3F%3BTID%3D0%3BENR%3DNO%3BDTP%3DDRNS%3BYDI%3DYES%3BIND%3DALL%3BPDQ%3DAll%3BPDQ%3DAll%3BPAYL%3D0%3BPAYH%3DGT120%3BPOY%3DNO%3BETD%3DALL%3BRE%3DALL%3BMGT%3DDC%3BSUP%3DDC%3BFRE%3D1%3BCHL%3DAL%3BQS%3DSID_UNKNOWN%3BSS%3DNO%3BTITL%3D0%3BOB%3D-modifiedint%3BJQT%3DRAD%3BJDV%3DFalse&IPath=ILM"><strong><span style="font-size:180%;">CLICKING HERE!</span></strong></a>

Get Your Boss to Say Yes to Telecommuting

As employees and businesses increasingly recognize the benefits of telecommuting, the number of professionals working remotely has grown dra...

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A new blogger - Joe

There's a new blogger on the block. He only has three posts so far, and is doing an amazing job. We all need a little support and encouragement on this journey, so please stop by and say hello to Joe at <a href="http://schizofilly.blogspot.com/" target="blank">Shizofilly's World</a>.

A new blogger - Joe

There's a new blogger on the block. He only has three posts so far, and is doing an amazing job. We all need a little support and encour...

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Workplace Wars

For many people, the workweek is longer than the fabled 40 hours. Working lunches and late nights can keep you at the office for the bulk of your waking hours.<br /><br />Is it any wonder there's some workplace friction once in awhile?<br /><br />Like childhood siblings who can't help but get on each other's nerves, officemates can push your hot buttons without even trying. The problem is, nobody's there to put you in separate rooms until you cool down. A conflict can escalate from a difference of opinion to a full-fledged battle.<br /><br />Sometimes no matter how willing you are to ignore the problem, you just can't. If your mental health depends on overcoming a workplace war, it's time to deal with it.<br /><br />The other party: A co-worker.<br />The war: Disagreements with colleagues are anything but rare. For one thing, you probably spend more time interacting with colleagues than with anybody else. Human nature suggests you'll get irritated with each other at one time or another. Factor in perceived competition for promotions and your boss's attention, and you have the recipe for a co-worker conflict.<br />The solution: "First, take a moment to plan out your course of action. You want to take emotion out of the equation and make sure you are being proactive instead of reactive," says Carly Drum, a workplace etiquette expert with New York-based executive search firm Drum Associates. Set up a meeting and have an agenda ready so you can ensure you stay constructive and on task. The goal of the meeting should be to "discuss how to work more effectively as a team and to discuss issues that might be posing obstacles."<br /><br />The other party: Your boss.<br />The war: Well, you're fighting with your boss and that's never good. A lot of issues factor into it, whether it's just a difference of opinions or office politics. Even if you don't deal with your boss one-on-one every day, he or she influences your daily tasks and your future at the company. It's a tightrope walk deciding how to stand up for yourself without having to immediately pack your things and be escorted out by security.<br />The solution: A good boss will engage you in a dialogue about any concerns you have if you approach him or her in the right way. Arrange a meeting to talk about what's troubling you, Drum suggests. "No one likes to be blindsided, especially your supervisor." Focus on how your concerns affect productivity and the environment at work. "Your main goal should be to improve processes or issues within the company. Just make sure that you do not become a 'squeaky wheel.'"<br /><br />The other party: A C-level executive.<br />The war: C-level executives, such as CEOs and CFOs, have a lot of power. With that power often comes stronger personalities that can be demanding or abrasive. In fairness, they also have more responsibility and time constraints; sometimes you're unfortunately on the receiving end of frustration they can't vent during meetings or negotiations.<br />The solution: Assess the situation carefully. You want to be certain you don't step on anyone's toes as you try to solve the problem. "Proper business protocol is to go to your direct boss first with a work problem," Drum says. If the C-level problem is your boss, however, then contacting human resources is the safer course of action. Use your judgment to know whether the other person is going to be receptive to a one-on-one meeting or if you should go directly to HR. Your goal should be to open a dialogue about the issue in the most diplomatic way possible.<br /><br />The other party: A client.<br />The war: If you deal with clients and vendors every day, you're bound to get irked by something they do. Perhaps they're high maintenance or they're too stubborn to listen to you – whatever the case may be, you have to deal with them.<br />The solution: As tricky as it is to approach a boss about a concern, it can be even more difficult to bring up the subject with the clients who are giving you business. In fact, you should make sure it's something you can't ignore before you decide to have a conversation with them.<br /><br />"If discussing the problem is something that that will enhance the work product or relationship, then the conversation should happen sooner rather than later," Drum says. "If the issue is simply about a passing clash of personality rather than a substantive work matter, apply common sense as to whether the disagreement even warrants discussion."<br /><br />Regardless of whom you're not getting along with, remember that you decide what your limit is. If remaining silent adds to your stress level instead of alleviating it, then you should speak up. If you're in an environment where nothing changes or your concerns aren't addressed, think about whether or not it's a good place for you.<br /><br />By Anthony Balderrama writer and blogger for CareerBuilder.com. He researches and writes about job search strategy, career management, hiring trends and workplace issues.<br /><br /><strong><span style="font-size:180%;">Search more than 100,000 Jobs by </span></strong><a href="http://jobs.careerbuilder.com/JobSeeker/Jobs/JobResults.aspx?SB%3Asbkw=&SB%3As_freeloc=&SB%3Asbfr=30&sbsbmt=Find+Jobs+%C2%BB&lr=cbrockl&cid=US&excrit=QID%3DA3852768340946%3Bst%3DA%3Buse%3DALL%3BCID%3DUS%3BSID%3D%3F%3BTID%3D0%3BENR%3DNO%3BDTP%3DDRNS%3BYDI%3DYES%3BIND%3DALL%3BPDQ%3DAll%3BPDQ%3DAll%3BPAYL%3D0%3BPAYH%3DGT120%3BPOY%3DNO%3BETD%3DALL%3BRE%3DALL%3BMGT%3DDC%3BSUP%3DDC%3BFRE%3D1%3BCHL%3DAL%3BQS%3DSID_UNKNOWN%3BSS%3DNO%3BTITL%3D0%3BOB%3D-modifiedint%3BJQT%3DRAD%3BJDV%3DFalse&IPath=ILM"><strong><span style="font-size:180%;">CLICKING HERE!</span></strong></a>

Workplace Wars

For many people, the workweek is longer than the fabled 40 hours. Working lunches and late nights can keep you at the office for the bulk of...

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America's Most Dangerous Jobs

<a href="http://emj.icbdr.com/artieimages/7c/ar5d6r566hq6gr3m5p7c.gif"><img alt="" border="0" src="http://emj.icbdr.com/artieimages/7c/ar5d6r566hq6gr3m5p7c.gif" style="MARGIN: 0px 10px 10px 0px; WIDTH: 200px; FLOAT: left; HEIGHT: 200px; CURSOR: hand" /></a><br /><div>While many of us go to our jobs every day without even thinking that we might suffer a paper cut, there are thousands of other workers in peril every time they punch the clock. From inner city violence to acts of nature, professionals put their lives at risk to keep the community safe, keep store shelves stocked with food, keep our utilities running, and build our roads, cars and homes.<br /><br />In August, the Bureau of Labor Statistics released its annual report identifying the industries and occupations that had the most fatal work injuries. In 2008, there were 5,071 fatal work injuries and a fatality rate of 3.6 per 100,000 workers in the United States -- a drop from 5,657 and 4.0 respectively in 2007. While this decrease is something to be optimistic about, there are other factors to consider.<br /><br />According to the BLS, economic factors likely played a role in the fatality decrease. Hours worked at the national level fell by one percent in 2008, and some industries that have historically accounted for a significant share of worker fatalities, such as construction, experienced larger declines in employment or hours worked. One might speculate the economy also be factored into the rise of workplace suicides, which were up 28 percent to a series high of 251 cases in 2008.<br /><br />Are you curious to see if your job is one of the most hazardous? These were the most fatal occupations and industries last year:<br /><br />Jobs with the highest fatality rates<br />The following 10 occupations had the highest fatality rates in 2008:<br /><br />1. Fishers and related fishing workers<br />Fatality rate*: 128.9<br /><br />2. Logging workers<br />Fatality rate: 115.7<br /><br />3. Aircraft pilots and flight engineers<br />Fatality rate: 72.4<br /><br />4. Structural iron and steel workers<br />Fatality rate: 46.4<br /><br />5. Farmers and ranchers<br />Fatality rate: 39.5<br /><br />6. Refuse and recyclable material collectors<br />Fatality rate: 36.8<br /><br />7. Roofers<br />Fatality rate: 34.4<br /><br />8. Electrical power line installers and repairers<br />Fatality rate: 29.8<br /><br />9. Driver/sales workers and truck drivers<br />Fatality rate: 22.8<br /><br />10. Taxi drivers and chauffeurs<br />Fatality rate: 19.3<br /><br /><br />Jobs with the most fatalities<br />The following 10 positions saw the most deaths in 2008:<br /><br />1. Motor vehicle operators<br />Number of victims: 908<br />Most common manner of death: 66 were highway-related.<br /><br />2. Construction trades workers<br />Number of victims: 720<br />Most common manner of death: 37 were attributed to falls<br /><br />3. Material moving workers<br />Number of victims: 248<br />Most common manner of death: 14 fall-related fatalities and 12 were struck by objects<br /><br />4. Law enforcement workers<br />Number of victims: 144<br />Most common manner of death: 38 were highway-related and 33 were homicides<br /><br />5. Agricultural workers<br />Number of victims: 33<br />Most common manner of death: 19 highway-related fatalities<br /><br />6. Grounds maintenance workers<br />Number of victims: 128<br />Most common manner of death: 20 deaths each from falls and being struck by an object<br /><br />7. Sales supervisors<br />Number of victims: 124<br />Most common manner of death: 52 homicides<br /><br />8. Vehicle and mobile equipment mechanics, installers, repairers<br />Number of victims: 110<br />Most common manner of death: 30 were struck by objects<br /><br />9. Supervisors, construction and extraction workers<br />Number of victims: 108<br />Most common manner of death: 24 fall-related deaths<br /><br />10. Metal or plastic workers<br />Number of victims: 102<br />Most common manner of death: 15 from being struck by an object and 13 from falls<br /><br /><br /><br />Most dangerous industries<br />These industries led in the number and rates of fatalities in 2008:<br /><br />1. Construction<br />Number of deaths: 969<br />Fatality rate: 9.6<br /><br />2. Transportation and warehousing<br />Number of deaths: 762<br />Fatality rate: 14.2<br /><br />3. Agriculture, forestry, fishing and hunting<br />Number of deaths: 651<br />Fatality rate: 29.4<br /><br />4. Government<br />Number of deaths: 522<br />Fatality rate: 2.3<br /><br />5. Manufacturing<br />Number of deaths: 404<br />Fatality rate: 2.5<br /><br />6. Professional and business services<br />Number of deaths: 389<br />Fatality rate: 2.7<br /><br />7. Retail trade<br />Number of deaths: 290<br />Fatality rate: 2<br /><br />8. Leisure and hospitality<br />Number of deaths: 233<br />Fatality rate: 2.2<br /><br />9. Wholesale trade<br />Number of deaths: 175<br />Fatality rate: 4.2<br /><br />10. Mining<br />Number of deaths: 175<br />Fatality rate: 18<br /><br />*Fatality rate is the number of fatalities per 100,000 workers<br /><br />By Kate Lorenz editor for CareerBuilder.com and its job-seeker blog, www.TheWorkBuzz.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow her on Twitter www.twitter.com/katelorenz. </div><br /><div></div><br /><div><strong><span style="font-size:180%;">Search more than 100,000 Jobs by </span></strong><a href="http://jobs.careerbuilder.com/JobSeeker/Jobs/JobResults.aspx?SB%3Asbkw=&SB%3As_freeloc=&SB%3Asbfr=30&sbsbmt=Find+Jobs+%C2%BB&lr=cbrockl&cid=US&excrit=QID%3DA3852768340946%3Bst%3DA%3Buse%3DALL%3BCID%3DUS%3BSID%3D%3F%3BTID%3D0%3BENR%3DNO%3BDTP%3DDRNS%3BYDI%3DYES%3BIND%3DALL%3BPDQ%3DAll%3BPDQ%3DAll%3BPAYL%3D0%3BPAYH%3DGT120%3BPOY%3DNO%3BETD%3DALL%3BRE%3DALL%3BMGT%3DDC%3BSUP%3DDC%3BFRE%3D1%3BCHL%3DAL%3BQS%3DSID_UNKNOWN%3BSS%3DNO%3BTITL%3D0%3BOB%3D-modifiedint%3BJQT%3DRAD%3BJDV%3DFalse&IPath=ILM"><strong><span style="font-size:180%;">CLICKING HERE!</span></strong></a> </div>

America's Most Dangerous Jobs

While many of us go to our jobs every day without even thinking that we might suffer a paper cut, there are thousands of other workers in pe...

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Using the Right Lingo in Your Military to Civilian Job Hunt

Excerpted with permission from "Military-to-Civilian Career Transition Guide"<br />Janet I. Farley, author of "Military-to-Civilian Career Transition Guide"<br /><br />In addition to deciding the content for your resume, you have to decide what type of language to use, military jargon or everyday English. If you're targeting a job within the defense industry, feel free to use the military jargon to which you've become accustomed. The defense industry likes to hire employees who understand the lingo.<br /><br />On the other hand, if you're targeting a job outside that arena, you may have to use everyday English. If you were to take someone who has never been exposed to life in the military and plant them in the middle of a typical conversation between service members discussing work, that person would probably feel as though he was a stranger in an even stranger land.<br /><br />The military loves its acronyms. Once you get used to them, it's not so bad; however, civilian employers may not understand them at all. I've provided the following translations to assist you in crafting your resume and your speech. Not that some words or job titles may be clearly understood without changing them.<br /><br />Common Translations<br />In the Military: Commander<br />In the Civilian World: Director/Senior Manager/President<br /><br />In the Military: Executive Officer<br />In the Civilian World: Deputy Director/Assistant<br /><br />In the Military: Action Officer<br />In the Civilian World: Senior Analyst<br /><br />In the Military: Branch or Division Chief<br />In the Civilian World: Branch/Division Chief<br /><br />In the Military: Program or Project Manager<br />In the Civilian World: Program or Project Manager<br /><br />In the Military: General Officers<br />In the Civilian World: President/Senior Director/Chairperson/ CEO/COO/CFO/Senior Vice President/Executive Vice President<br /><br />In the Military: Senior Field Grade Officer<br />In the Civilian World: Senior Administrator/Chief Executive/Department Head/Program Director/Deputy Chief/Senior Executive<br /><br />In the Military: Field Grade Officer<br />In the Civilian World: Executive/Manager<br /><br />In the Military: Company Grade Officers<br />In the Civilian World: Associate/Operations Manager/ Unit or Section Manager<br /><br />In the Military: Warrant Officer<br />In the Civilian World: Director/Specialist/Department Manager<br /><br />In the Military: Senior NCOs<br />In the Civilian World: Director/First-Line Supervisor<br /><br />In the Military: Infantry<br />In the Civilian World: Ground Security Force<br /><br />In the Military: Sergeant Major<br />In the Civilian World: Senior Advisor<br /><br />In the Military: First Sergeant<br />In the Civilian World: Personnel Manager<br /><br />In the Military: Squad Leader<br />In the Civilian World: Team Leader/Team Chief<br /><br />In the Military: Supply Sergeant<br />In the Civilian World: Supply Manager/Logistics Manager<br /><br />In the Military: Operations NCO<br />In the Civilian World: Operations Manager<br /><br />In the Military: NCO<br />In the Civilian World: Supervisor/Manager<br /><br />In the Military: OER/NCOER<br />In the Civilian World: performance rating/evaluation<br /><br />In the Military: AI<br />In the Civilian World: additionally skilled in...<br /><br />In the Military: AAM-ARCOM<br />In the Civilian World: award/recognition<br /><br />In the Military: ANCOC/BNCOC<br />In the Civilian World: advanced (specialty) course<br /><br />In the Military: battalion (BN)<br />In the Civilian World: unit/organization/agency<br /><br />In the Military: headquarters<br />In the Civilian World: headquarters<br /><br />In the Military: combat<br />In the Civilian World: conflict/hostilities/emergency/ highly hazardous conditions<br /><br />In the Military: company<br />In the Civilian World: company/unit/department<br /><br />In the Military: correspondence course<br />In the Civilian World: extension course/distance learning<br /><br />In the Military: leader<br />In the Civilian World: supervisor/manager<br /><br />In the Military: medal<br />In the Civilian World: award recognition<br /><br />In the Military: military personnel office (MILPO)<br />In the Civilian World: personnel office<br /><br />In the Military: mission<br />In the Civilian World: task/function/objective<br /><br />In the Military: military occupation specialty (MOS)<br />In the Civilian World: career specialty<br /><br />In the Military: platoon<br />In the Civilian World: section/element/department<br /><br />In the Military: Platoon Sergeant<br />In the Civilian World: Supervisor/ Instructor/Trainer<br /><br />In the Military: physical training (pt)<br />In the Civilian World: physical training<br /><br />In the Military: reconnaissance<br />In the Civilian World: data collection/survey/analysis<br /><br />In the Military: regulations<br />In the Civilian World: policy/guidelines/instructions<br /><br />In the Military: security clearance<br />In the Civilian World: security clearance<br /><br />In the Military: soldiers/airmen/marines/sailors<br />In the Civilian World: personnel/staff/employees/individuals/people<br /><br />In the Military: subordinates<br />In the Civilian World: employees/personnel/staff/individuals/people<br /><br />In the Military: Temporary Duty (TDY)<br />In the Civilian World: business trip/ temporary duty<br /><br />In the Military: Uniform Code of Military Justice (UCMJ)<br />In the Civilian World: legal action/document<br /><br />In the Military: TDA/MTOE<br />In the Civilian World: organizational structure/human and material resources<br /><br />In the Military: Personnel Action Center (PAC)<br />In the Civilian World: personnel office<br /><br />In the Military: AR/DA/NAV Pamphlets<br />In the Civilian World: policy/guidelines/rules<br /><br />In the Military: team<br />In the Civilian World: team<br /><br />In the Military: squad<br />In the Civilian World: section<br /><br />In the Military: brigade<br />In the Civilian World: group/division<br /><br />In the Military: battalion<br />In the Civilian World: division<br /><br />In the Military: PLDC/BNCOC<br />In the Civilian World: leadership or advanced leadership development course<br /><br />In the Military: Command and General Staff College<br />In the Civilian World: strategic management course<br /><br />In the Military: War College<br />In the Civilian World: advanced strategic studies course<br /><br />By Janet Farley, author of The Military-to-Civilian Career Transition Guide (Jist, Inc., 2004) and "Jobs and the Military Spouse, 2nd Ed," (Impact Pub., 2004). She can be reached at janetfarley@hotmail.com. She is also the JobTalk columnist for the European, Pacific & Asian Stars and Stripes. Mrs. Farley is also a contributing editor to Civilian Job News, a Militaryresumes.com publication.<br /><br /><strong><span style="font-size:180%;">Search more than 100,000 Jobs by </span></strong><a href="http://jobs.careerbuilder.com/JobSeeker/Jobs/JobResults.aspx?SB%3Asbkw=&SB%3As_freeloc=&SB%3Asbfr=30&sbsbmt=Find+Jobs+%C2%BB&lr=cbrockl&cid=US&excrit=QID%3DA3852768340946%3Bst%3DA%3Buse%3DALL%3BCID%3DUS%3BSID%3D%3F%3BTID%3D0%3BENR%3DNO%3BDTP%3DDRNS%3BYDI%3DYES%3BIND%3DALL%3BPDQ%3DAll%3BPDQ%3DAll%3BPAYL%3D0%3BPAYH%3DGT120%3BPOY%3DNO%3BETD%3DALL%3BRE%3DALL%3BMGT%3DDC%3BSUP%3DDC%3BFRE%3D1%3BCHL%3DAL%3BQS%3DSID_UNKNOWN%3BSS%3DNO%3BTITL%3D0%3BOB%3D-modifiedint%3BJQT%3DRAD%3BJDV%3DFalse&IPath=ILM"><strong><span style="font-size:180%;">CLICKING HERE!</span></strong></a>

Using the Right Lingo in Your Military to Civilian Job Hunt

Excerpted with permission from "Military-to-Civilian Career Transition Guide" Janet I. Farley, author of "Military-to-Civilia...

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Day 11: Back in the game!

<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi24OD8SOw2xfIvCuGa6OCC4CHX4aib6BIVvdVJC0dHRrWyzE5mpdO54ileHS_r4xtIi5FtqpooZoFAOx_uQ4UZ5qq6hJX_fFaI_v47Pm54Zixi6lYqdnCz7pHDwlY0jrS8GDKXjHLFopW2/s1600-h/1_150.JPG"><img alt="" border="0" id="BLOGGER_PHOTO_ID_5378964859679030418" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi24OD8SOw2xfIvCuGa6OCC4CHX4aib6BIVvdVJC0dHRrWyzE5mpdO54ileHS_r4xtIi5FtqpooZoFAOx_uQ4UZ5qq6hJX_fFaI_v47Pm54Zixi6lYqdnCz7pHDwlY0jrS8GDKXjHLFopW2/s400/1_150.JPG" style="TEXT-ALIGN: center; MARGIN: 0px auto 10px; WIDTH: 400px; DISPLAY: block; HEIGHT: 300px; CURSOR: hand" /></a><br />My Saturday and Sunday were so far from perfect that it was almost a joke. I tried, kind of, but not really. My heart wasn't into this whole healthy lifestyle thing. I could feel myself yearning for the old days of not caring what I ate or what I looked like or even what I felt like. I just plain didn't care...for two days. Those two days were both 40+ Point days.<br /><br />Then the TLC documentaries on the super obese were on TV on Sunday night. Wow, that was a dose of reality that I needed. It was like getting hit over the head with a hammer. A hey you, stupid, wake the hell up. You're watching yourself on TV. Everything they were saying, I've felt. The hopelessness, the helplessness, the depression over my weight, the pain, the sadness, and of course, the shame.<br /><br />Monday morning I woke up with a whole new attitude. It's an "I'm going to win!" attitude. A "this will not defeat me" attitude. I will not fall into old bad habits and my old lifestyle. I'm a vibrant, young, alive, and healthy woman (okay, I'm taking liberties on the young, young for a 54-year old!). I have a good life. I don't want to ruin it with obesity. Been there, done that, and it sucked big time.<br /><br />Yesterday I changed all my sticky notes to 150 and the date 10-31-09. It was 152 and 10-09-09, but since we have an extra three weeks I changed my weight goal to 150. I know I'm going to make this goal. In my best Scarlett O'Hara voice..."As God is my witness, I will make 150 by October 31, 2009!"<br /><br /><strong>Points</strong><br />Some people think maybe I'm not eating enough with only 19 Points a day. All I can say is, oh honey, I'm eating more than enough! Take a look at that picture at the top, notice I'm -29.5 Points and it was only day three of my Weight Watcher week! Freak!<br /><br />I think I may have figured out how to fix that giant Point deficit and pull myself out of the hole this week. I worked out like a crazy woman yesterday. I was on fire at the gym. Thirty minutes stair climber, and I started at level 7 and ended at level 9 on the Speed course. Then 30 minutes on the Crosstrainer. Add in 45 minutes of strength and my heart rate monitor said I burned 595 calories! Weight Watchers only counts it as 7 Activity Points, but that put me only -22.5 Points. If I work out like that every day, I can break even by Friday. I'm going to give it my best shot.<br /><br />Best part of my workout was that I was able to do 8 reps of concentrated bicep curls using 25-pound dumbbells. I've been doing three sets of 12 with 20-pounds and it was starting to feel easy. So I tried one set with 25 pounds. Extremely hard but I did it! Plus I saw the guys looking at me. I'm sure they're trying to figure out how this old lady is lifting 25-pound dumbbells. Let me tell you, months and months of hard work.<br /><br /><strong>Music</strong><br /><a href="http://losingmyself2.blogspot.com/" target="blank">Ida</a> asked me what music I listen to when I work out. It's almost a little embarrassing to post this because I have the music taste of a 13-year old, but this is what's on my iPod this month. I add new tunes every few weeks.<br /><br />Sept 2009 playlist for working out:<br /><br />Knock you Down, Keri Helison, Kanye West & Ne-Yo <---<em>warmup song</em><br />I Gotta Feeling, Black Eyed Peas<br />Party in the U.S.A, Miley Cyrus<br />Fire Burning, Sean Kingston<br />Down, Jay Sean featuring Lil Wayne<br />Right Round, Flo Rida<br />Use Somebody, Kings of Leon<br />Love Drunk, Boys Like Girls<br />Good Girls Go Bad, Cobra Starship <---<em>I play this one over and over</em><br />If Today Was Your Last Day, Nickleback<br />Poker Face, Lady GaGa<em> <---</em> <em>I removed this because I was sick to death of it. Then I missed it so added it back in :)<br /></em>Low, Flo Rida featuring T-Pain<br />I'm in Seatle Trick, LMFAO<br />In the Ayer, Flo Rida <--- <em>old one, from last year I think, but I love to do cardio to it</em><br />Sugar, Flo Rida <--- <em>another oldie but goodie. Apparently I'm a huge Flo Rida fan. Who would have guessed?</em><br />Come to Me, Diddy <--- <em>old<br /></em>Last Night, Diddy <---<em>old</em><br />Halo, Beyonce<br />Missing You, Allison Kraus & John Waite <--- good <em>cooldown song</em>

Day 11: Back in the game!

My Saturday and Sunday were so far from perfect that it was almost a joke. I tried, kind of, but not really. My heart wasn't into this w...

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