Essay On Hiring A Job

I continually demonstrate a highly positive and contemporary attitude towards people with disabilities, coupled with an advanced understanding and knowledge of disabilities and their broader impacts. During my career, I have provided service to a diverse array of individuals. Specifically, in my current role as an APS 4 Compliance Officer with Centrelink, I have been responsible for providing friendly, efficient service to a range of customers, including people with disabilities. In doing so, I have gained significant insight into the many challenges and impacts of disabilities, and therefore aim to display a contemporary, supportive, and respectful attitude. Moreover, I possess excellent interpersonal skills and a high degree of empathy, allowing me to easily relate to others, and help them to accomplish their goals. Such skills are highlighted by my qualifications, as I hold a certification in Human Skills and Critical Thinking from New Intelligence. Additionally, I am a highly skilled interviewer, with the proven ability to develop and maintain exceptional professional relationships. As an APS 5 Investigator, I conducted records of interview, as well as taking numerous witness statements. Given this, I can

Our client, Sue Davis, was in a car accident in Yankton, South Dakota. Sue sustained massive head injuries, and the paramedics did not think that she would make it to the hospital alive. Once all was said and done Sue incurred $400,000.00 in medical bills, $45,000.00 in lost wages, and $50,000.00 in property damage to her Bentley.

For the past 3 summers, I have worked as an administrative summer student within the Housing division at the Region of Peel. In this role, I have developed strong verbal and written communication skills. I have experience supporting the Housing staff and working in a team based environment. I also have excellent problem

Objective To learn as much as I can, and then use it. Experience 2011 - 2012 BP Adaminaby Adaminaby NSW Console operator and Part-time manager  Customer Service  Administrative duties  Ordering stock  Ordering fuel  Banking  Hiring out snow chains  End of days’ takings  Cleaning  Merchandising  Opening and closing of the business  Taking fuel dips 2008 – 2012 Adaminaby Public School Adaminaby NSW

In this chapter, the author points out the erroneous behavior of employers to their disowned workers. Employers reduce their accountability for their workers by cateogorizing them as “temp-workers” and “independent contractors” versus actual employees. In doing so, companies contribution to economic inequality and gender inequity is discernible. Employers thrive and retain funds for their personal gain by demanding a “flexible” worker. A flexible worker is subject to lose of wages, reduced or demanding hours, and unequivocal discrimination. Legislations such as the Family Labor Standards Act or Title VII, protects “employees” only and provides leeway for companies to avoid legal responsibilites and raise their profits. Temp workers may lose their job simply because employers neglect to provide training or vocational education--making the workplace unsafe for all workers (Fredrickson 135). Laws prohibiting temp workers and independent contractors to push for a wage increase, join an union and obtain benefits relieve employers financially and legally. The only way to ensure temp workers are protected, employers and temp agencies should be considered as “joint employers”; holding them liable for workplace violations. As techonolgy advances and independent contracting remains, these types of workers will continue to be disposable. Domestic workers, independent contractors, leased and temp workers should have legal rights because of their work ethic and not their job title. Employers defintely contribute to the

HR practitioners must also know where employee can be found. These can include internal promotions, referrals, agencies, direct advertising, and outreach campaigns.

-liaising with outside agencies with respect to a child's special educational needs (SEN) such as speech Therapist, physiotherapist..etc.

Seeking a position that works directly with and assists intellectually disabled female adults with daily living skills.

It is certainly true that the current law defining the employment status of ‘workers’ is uncertain, as it is wholly inflexible to deal effectively with cases of non-standard forms of employment, atypical workers, for example: agency workers, part-time workers, fixed-term workers, as required workers and homeworkers. Thus, reform is necessary to redress the concerns of lack of legal certainty in relation to this area of the law.

1. The author, Leslie Chang, contends that “the history of a family begins when a person leaves home”. Do you agree or disagree with this statement? Tell why, and then give examples from your own life or from published material outside this book to defend your opinion.

1.Do you feel that Karen is an independent contractor or an employee? What is your rationale for this decision?

On April 1st, I spent the day job shadowing Mrs. Carmen Carroll at CEVA Logistics. I was the only student working with her that day, but it gave me a much more personal experience. CEVA is a company that contracts logistics and freight management solutions provider worldwide. I spent the day closely following Mrs. Carmen Carroll while she worked in her role in the company.

Work can cause many issues with oneself and society. There can be a inner struggle in someone if they don’t like their job. Society can cause the discussion of jobs to become a controversial topic. In the poems “Lady In The Pink Mustang” by Louise Erdrich, “The Restaurant Business” by James Tate, and “So Mexicans Are Taking Jobs From Americans” by Jimmy Santiago Baca, the authors use divisions and conflicts to make readers see a bigger picture.

The recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people for the job. These both have their benefits and negatives when used in the recruitment and selection process, but with some modifications, they would further aid organisations to attract the best possible employees to fit into the job.

This report aims to provide an aid to deal with the current difficulties recent graduates, in particular; business graduates, face when searching for a job. Since the Great Recession and the slow job market recovery many recent university and college graduates have trouble finding jobs suited to their level of education. Many are stuck with jobs that are of low wages with no opportunity for promotions. In addition many recent graduates do not have work experience and do not know where to start when looking for a job. In order to find a solution to this problem, this report evaluates three prospective internet job sites; Indeed, LinkedIn and The Career Directory, and makes a recommendation based on the assessment of which site best aids