Concealed Weapons Sample Policy for Workplaces

Concealed Weapons Sample Policy for WorkplacesConcealed Weapons Sample Policy for WorkplacesIn every workplace, managers and Human Resources staff need to spend time thinking about how they want to deal with concealed weapons in the workplace. Concealed weaponpermitlaws differ from state to state and country to country, so you need to be aware of the laws at the schauplatz in which employees want to carry a gun or knife. Additionally, recognize that the reason why you might adopt any concealed carry guidelines is to keep your employees safe and comfortable. People have a wide range of familiarity and experience with weapons and knowing that a gun is carried on the hip of their colleague in the next cubicle may exceed their comfort level.Employers also want to avoid theunnecessary risk of intentional or accidental shootings. Consequently, the majority of employers have adopted a ban on concealed weapons at work even when their carry is legal as in the case of an employee who has aperm it tocarry hidden, loaded handguns (CCW permits ). This does infringe on the rights of the concealed weapon permit holder but honors the comfort level of the greater community. Weapons are also not allowed in many public places and in venues with the capacity to hold over a certain number of people such as conference centers and concert halls. As with any policy that infringes the rights of some employees or is likely to draw legal concerns and criticisms, you are advised to run any concealed weapons policy that you adopt by your employment law attorney. She can check the verbiage and determine whether the policy is legal and permitted in your jurisdiction. It is also important that you provide employees with a copy of the policyand provide training so that you know that they are aware of and have agreed to abide by the policy. (It is always important to train employees on a new policy but especially in cases where legal concerns may exist.) Concealed Weapons Sample Policy Emplo yees may not, at any time while on any property owned, leased or controlled by Your Company, including anywhere that company business is conducted, such as customer locations, client locations, trade shows, restaurants, company event venues, and so forth, possess or use any weapon. Weapons include, but are not limited to, guns, knives or swords with blades over four inches in length, explosives, and any chemical whose purpose is to cause harm to another person. Regardless of whether an employee possesses a concealed weapons permit (CCW) or is allowed by law to possess a weapon, weapons are prohibited on any company property. They are also banned in any location in which the employee represents the company for business purposes, including those listed above. Possession of a weapon can be authorized by the companys president to allow security personnel or a trained employee to have a weapon on company property when this possession is determined necessary to secure the safety and secur ity of company employees. Only the president, or his designee, may authorize the carrying of or use of a weapon. Employees who violate this policy will be subject to disciplinary actions, up to and including employment termination. The employment termination would be characterized as termination for cause. The Sample Policy Is a Starting Point As with every sample policy on this Human Resources site, the sample policy is the starting point for your own policy development. This site serves readers in every state and in countries all over the world and cannot possibly anticipate and reflect all of the local, state, or regional differences in laws. Readers have let me know that in Kentucky and Florida, as two examples, it is legal to keep a legally owned weapon in a locked automobile on company property. Susan Heathfield makes every effort to offer accurate, common-sense, ethical Human Resources management, employer, and workplace advice on this website, but she is not an attorney. The content on the site is not to be construed as legal advice. The site has a world-wide audience and employment lawsand regulations vary from state to state and country to country, so the articles cannot be definitive on all of them for your workplace. When in doubt, always seek legal counsel. The information on the site is provided for guidance only.

Belle Isle Turbine Re-designated as an ASME Landmark

Belle Isle Turbine Re-designated as an ASME Landmark Belle Isle Turbine Re-designated as an ASME Landmark Belle Isle Turbine Re-designated as an ASME Landmark(From left) Sandra Kolvick, chair of the ASME Greenville Section John Blanton, the ASME Greenville Sections History and Heritage chair, John Lammas, vice president of Power in richtung Engineering at GE Power and Water. Photos by Wil Haywood, ASME Public Information. The Belle Isle Turbine the first gas turbine to be used for electric utility power generation in the United States was re-designated as an ASME Historic Mechanical Engineering Landmark in a ceremony held at the GE Power and Water headquarters on April 26 in Greenville, S.C. The Belle Isle Turbine, which General Electric delivered to the Belle Isle Station of the Oklahoma Gas and Electric Co. in Oklahoma City in July 1949, was originally named as an ASME landmark in a ceremony in Schenectady, N.Y., in 1984. John Blanton, the ASME Greenville Sections Hist ory and Heritage (HH) chair, nominated the turbine for re-designation after it was relocated to its new home in South Carolina in 2013. The turbines ASME landmark status recognizes the machinerys pioneering significance to the creation of a reliable power generation industry in the United States. According to its landmark plaque, the turbine, which GE began developing prior to World War II, represents the transformation of the early aircraft gas turbine in which the engines seldom ran more than 10 hours at a stretch, into a life-long prime mover. The Belle Isle Turbine, which was re-designated as an ASME landmark last month, was the first gas turbine to be used for electric utility power generation in the United States. In addition to Blanton, attendees at the ceremony in Greenville included Sandra Kolvick, chair of the ASME Greenville Section John Lammas, vice president of Power Gen Engineering at GE Power and Water members of the Greenville section and personnel from the GE Power and Water plant.

Should You Quit a Job Without an Exit Strategy

Should You Quit a Job Without an Exit Strategy Should You Quit a Job Without an Exit Strategy You can, of course, recover from a sudden and vexatious resignation, but it can seriously put the brakes on your career progression if you leave a company in haste without an exit strategy in place. For starters, it is likely to come across as impulsive or ill-judged if you have resigned in haste without a job offer in place. Potential employers could regard this as a sign of poor decision making while under pressure. You will also find yourself in a weaker negotiating punkt as the employer knows you have no other options and this decreases the chances of you finding a more suitable job on the right terms in a short time period. Quitting in haste and without an exit strategy will put you on the back foot from day one.So, if you are sitting with your resignation letter in your back pocket, or you feel you simply cant muster the energy to workat your employerany more and must resign today (w ithout a plan/job), stop and devise your exit strategy.A good exit strategy should take around 3-6 months to execute, probably longer for senior candidates. This gives you time to find a job, which takes about 10 weeks on average, according to recent U.S. DOL figures. It also gives you some reflective time to see if a career or at least direction change is needed and to decide which roles and/or companies will comprise the next most effective career steps. This minimizes the chance of your next move being a backward step, or a jump from the frying pan into the fire.Youll also want to do some planning around any service-related benefits you may have. For example, is it worth staying an extra few months so you qualify for any service-related benefits, such as shares or annual bonus payments? It seems a shame to throw this away unless you are sure you can get it compensated for in a new job. Additionally, is it worth staying an extra few months so you can complete a full year tenure, e .g. 1 year or 2 years. Its much better PR on your resume.Taking 3-6 months to leave also gives you time to execute an effective networking campaign, which could involve making contacts with recruiters, hiring managers and peers in other companies to inquire about upcoming opportunities and share knowledge. You may or may not know that word-of-mouth hiring is currently the most effective way to find a job, and that studies show you aremuch more likely to be selected for interview and be offered a job if you are referred by an employee of a prospective employer or an influentialcontact.So, use your prolonged exit period to engage influencers both inside and outside the company to help find more relevant opportunities and convert them into interviews and job offers.When you do come to leave, its vital to resign and honor your notice periods to ensure that you maintain strong relations with your current employer as youll rely on them to provide you with good references for your next job and they may be able to help you to achieve future career or business objectives. As you can see, a job exit strategy is a crucial part of the job transitioning process that will enable you to make progressive and suitable career steps over the course of your working life.

Nine Ways your Staffing Firm Can Give Top Candidates the Royal Treatment

Nine Ways your Staffing Firm Can Give Top Candidates the Royal TreatmentNine Ways your Staffing Firm Can Give Top Candidates the Royal TreatmentNine Ways your Staffing Firm Can Give Top Candidates the Royal Treatment RossheimAs your staffing firm forges into 2018 and the need for new talent accelerates, you may be haunted by the ghosts of hiring past (like the record 6 million American jobs that needed filling during most months of 2017). And then there are all those open reqs that may be easy to getbut will definitely be hard to fill. (The Congressional Budget Office has projected that any remaining slack in the labor market will disappear in 2018.)For guidance on how to close sales in todays scrunchy-tight talent market, checked in with some top recruiters. Their advice on how to hook top talent boiled down to one essential concept Give quality candidates the royal treatment.Use these nine tactics in the months ahead to tack your way to success.Pour it on for that first candidate c ontact. You wont win if you dont even begin giving a candidate a great experience until shes selected as a finalist.Good candidates are receiving multiple offers and counteroffers, says Scott Samuels, CEO of search firm Horizon Hospitality. More and more, something comes up and a candidate declines the offer. We have to be smarter on how we approach the process on day 1 to avoid problems on day 30.Making immediate personal contactsay, a quick phone callwith all candidates who submit promising resumes is one way to get the recruitment experience off to a good start.Set a schedule of touch points for all candidates. Create a template for keeping in touch with candidates on a regular schedule. Make sure the content of these brief communications is genuine and meaningful to the candidate, leid just checking in.Consider sending the candidate a map of the companys campus, says Laura Handrick, an HR analyst with FitSmallBusiness, and point out some of its unique offerings. Another day, sha re information on the companys tuition reimbursement program, or another benefit that aligns with the candidates expressed interests.Dont be that recruiter who goes silent. Whether justified or not, many candidates believe that recruiters will only be in touch when their own bottom line is at stake. Candidates expectation is that were not going to get back to them, were going to leave them hanging, says Brady. Theyre pleasantly surprised with how we treat them. Even if candidates dont get the job, we make them feel respected. And that helps build long-term loyalty.Always customize the candidate experience. Candidates want a personalized experience, says Natasha Stough, Americas director of campus recruiting at EY, formerly Ernst Young. Were hiring close to 8,500 students in 2018, so its challenging to personalize, but thats what this generation expects. Weve found that we do need to work with each candidate and tap into whats important to them. Asking candidates about their own pro fessional development goals is one way to get personal.Show clients how to turn an interview into a compelling conversation. Its a mistake for a recruiter or her clients to treat an interview as an administrative transaction rather than a genuine conversation, according to Gene Brady, director in the automotive practice at executive recruiter SCN. So see if you can find a way to demonstrate to the client how to fully engage candidates in a conversation that addresses everyones goals.Build cultural bridges for distant candidates. If your candidate is relocating, send them a care package, suggests John Nykolaiszyn, director of the Florida International University College of Business Career Management Services. Include several items that are only available locallycraft beer, craft roasted coffee, local honeyas well as the local Sunday newspaper and arts paper.Bring along clients who hesitate. A client who drags out hiring decisions presents a delicate situation, says Brady. If I dont g et feedback, I will professionally be persistent, spell out in schmelzglas how long the delay has been, point out why the person is a good candidate. If they dont get back to me quickly, I have a phone call with the client.Explain to young candidates how recruitment works. Inexperienced candidates may not at first appreciate the fundamental relationships among recruiters, clients and candidates. Sometimes candidates have a misperception, says Samuels. Im seeing more candidates who expect you to find them a job. So let them know that client companiesor for internal recruiters, hiring managersare recruiters paying customers.Break out of the resume-first mold. With highly qualified, hard-to-get talent, dont reduce the recruitment process to an exercise in hoop-jumping. Consider starting the experience with one-to-one quality time. The principal with the MarCom Group suggested that we get together for lunch, says John Bersentes, vice president client strategy at the marketing firm. He b asically asked me, Hey, what is it you really want to do? That got me thinking.Be forthright about the timeline to offer. Explain the timing of all key steps in the recruitment process, and then explain it again. EYs career site states that we usually make a decision within two weeks of the second interview.The prospect of waiting 14 days will fail to meet the expectations of many candidates, especially Gen Zers. We do try to move that timing up as much as possible, says Stough. And we tell them, If youve got another deadline with another company, let us know.

Minor on Resume: the Ultimate Convenience!

Minor on Resume the Ultimate Convenience Want to Know More About Minor on Resume? If youre just starting out, list any local or school credits youve got. Most of all, even when you dont have any credits, be truthful You should only add it if youve got a good score. The important thing here is to expound upon relevant achievements and knowledge youve gleaned while at work. A minor is a less intensive plan of study thats secondary to the big designation. However, including a nonexistent minor or two can demonstrate that you own a history of overachievement. Employers know about the chronological format and frequently prefer it. If you would like to add more info, you can. Although some of this info may be needed in an grenzberschreitend CV, it ought to be left from a resume. Not one of these ought to be capitalized within this context. The trick is to make sure clean formatting and straightforward readability. You have some options with regard to how you would like to lis t it. Top Choices of Minor on Resume The best method to do so is to include things like the anticipated graduation date. In the spirit of assisting you to showcase your excellence to the world, below are some tips for assisting you to craft the perfect resume. After youve completed an educational program, the all-natural next step is to finish an internship that can help you hone the skills you got in school, and to find some real-world experience that may enable you to land work. It is possible to set your education section before or following your experience section. If youve just graduated, think about placing your education section prior to your experience section. Follow the advice below for an incredible education section on your resume. Dont attempt to improve your education section in any manner. Theres some debate over whether it ought to be included or not. If youre a seasoned professional, set your professional work history section prior to your education. Since you may see, it isnt hard to understand how to list education in progress on a resume. Consider your resume education section as a chance to be noticed Still, its a comparatively straightforward issue to handle if you adhere to the basic principles weve outlined here. No matter if youre seeking your anfangsbuchstabe full-time position or whether youre ready to proceed from your present setting, its so important that youre able to put your very best face forward and make a great impression. There is simply no excuse for errors in this region. In case you be searching for a work opportunity however they are undecided you might be on only the occupation thats well suited for you, youre likely will end up trying something that doesnt healthy you exceptionally well, that you choose and are unlikely to locate accomplishing, and you will in all probability make among several decades. It drives the prospective manager to purchase your phone and have youre offered for practically any m eeting. If youre applying to a position in another nation, learn what the resume expectations are for that nation. Its so easy to receive slowed down with each and every day pressures at the office and neglect the most crucial person-yourself This is the point where the employer looks for these details, but in addition, this is where it is simple to lose that attention. Employers dont wish to waste time reading plenty of meaningless babble. Excellent references from solid folks are a good substitute for hands-on scrutiny. Everyone knows that when browsing for work, the very first task youll have to complete for an expected employer is, Send a copy of your resume. Locate the most suitable action verb within this exhaustive list so that youre able to strengthen the writing in your resume and cover letter. The great news is there is a means to list your present educational endeavors.

Professional Development Anywhere, Anytime 5 Sales Podcasts for Your Morning Commute

Professional Development Anywhere, Anytime 5 Sales Podcasts for Your Morning Commute Chances are you currently spend your morning commute listening to music on the train or staring off into the distance while trying to avoid uncomfortable eye contact with your fellow commuters. Ormaybe you drive to work, in which case you probably spend a lot of timeangrily honking at that car in front of you who just merged acrosstwo lanes without a blinker.Whatever the case, its likely that youre underutilizing your morning commute, as so many people often do. Youcould, in fact, be taking advantage of your commute tofurther your knowledge and sharpen your skills without disrupting your daily routine. Whether youre sitting in besucherzahlen or traveling across the country for geschftlicher umgang, podcasts allow you to get some professional development in when youre on the go.There are a lot of podcasts out there , butMBAUNC, the UNC Kenan-Flagler Business Schools online MBA program, has decided to help you find the ones that are worth your precious time by compiling a list of five ausverkauf podcasts you should listen to on your morning commute.Every industry relies on sales, and sharpening your skills is sure to give you an advantage at work.1. The Advanced Selling PodcastMotivation and fulfillment are key for building an effective sales team. In this podcast, Bill Caskey, a sales development leader and the creator of the Sales Leadership Academy, and Bryan Neale, a veteran trainer and speaker, provide advice on how to improve your sales funnel, discuss the difference between business development and sales, and do much, much more. There are currently more than 300 episodes, all of which are under 15 minutes long.2. The Sales Playbook PodcastPaul Castain, the former director of corporate solutions sales for Dale Carnegie, has been named one of the best sales gurus out there. He uses traditi onal sales methods, social media tools, and personal branding to give sales tips that offer advice on presentation skills, negotiation, winning back lost business, and competing with higher-priced products and services.3. The Sales EvangelistDonald Kelly, or The Sales Evangelist, uses his podcast to help others feel just as passionately about sales as he does. His love for marketing, sales, and business is abundantly clear, and his passion is contagious. Among the best episodes to listen to are How to Use Email to Sell, How to Use LinkedIn to Sell, and Social Selling Practices.4. The FunnelAlignment Group uses itspodcast The Funnel to offer sales recruiting and sales leadership advice to small and midsize businesses. Cofounders John Shea and Lindsay Kelley often discuss popular topics regardingsocial media, like LinkedIn and blogging, with one episode called The Hype Surrounding Social Selling.5. Sales Tip a DayWant to turn prospects into clients? Chris Hamilton of Sales Tip a Day ( STAD) Consulting wants to help. His top podcast episodes include Why Dont People Ask for Referrals, How to Stop Cold Calling and Use Webinars for Sales Leads, Using Content Marketing to Replace Cold Calling and Why Cold Calls Dont Work.Not In Sales? No ProblemYou can still use your morning commute to boost your career. All you need to do is find podcasts that are relevant to your field and we guarantee theyre out there.So, stop wasting your commutes on daydreams and road rage. Start listening to podcasts instead. That way, no matter how busy you are, youll always have time to learn something new.

Customize this Outstanding Payroll Resume 2 Sample

Customize this Outstanding Payroll Resume 2 SampleCustomize this Outstanding Payroll Resume 2 SampleSample Senior Payroll Specialist ResumeCreate Resume OBJECTIVE To establish a payroll or related position with any company and further improve its posture.QUALIFICATIONS SUMMARYYears of practical experience in planning, organizing, coordinating and supervising disbursingoperations in the military (20) and civilian sector (10). Proficient in the use of the following payroll softwares ADP EV3 (US and Canadian ver 5.0 ), Whitney, Golden Gate, Solomon (DOS version), Millennium and SAP. Total quality management of Leave and Earnings Statements for 3,000 employees while supervising six payroll clerks on board an aircraft carrier. Independently controlled every pay function involving the disbursement of public monies, processing payroll for 400 employees, examining and liquidating travel vouchers (approx 75 to 100 monthly) logged, compiled and submitted monthly financial returns on board a s mall vessel for four years. Responsible for the conversion of Solomon software to ADP while maintaining over 500 accounts for five processing plants, two processing vessels and the corporate office of Norquest in Seattle. Meticulously documented payroll procedures in every company for technical training and reference guides. Last employment was as a Senior Payroll Specialist with Wireless Advocates handling over 700 exempt and non-exempt accounts for kiosk managers and sales reps.PROFESSIONAL EXPERIENCEWireless Advocates, LLCSeattle, WA Senior Payroll Specialist December 2005 September 2007Charged with no less than 700 accounts across more than 30 states INCONUS for exempt and non-exempt employees. Responsible for all garnishments arriving from federal, state and private entities, verification of employments, W-4s, manual check processing, auditing of HR documents for new hires, vacation and/or sick requests, training and development including technical writing of payroll procedure s for the department. Verify and eintrag payroll summary timesheets arriving VIA e-mail using Excel, eintrag hours including vacation, make changes in rates of pay for hourly, salary. Process all W-4 while auditing employees name, address and SSN, print manual checks and audit checks from junior Payroll Clerks examine them for accuracy and maintain payroll voucher files on a semi-monthly basis. Provide daily customer service (24 hour service or less) through phone calls, e-mails and faxes, correct benefit deductions including reimbursements. Train payroll personnel and document payroll procedures for future references and changes that may be incurred.Performed contract work for VOLT.Captaris Inc. Payroll Administrator 480 / Accounts Payable Intl Accounts May 2005 achter monat des jahres 2005Puget Sound Energy Payroll Analyst 1200 February 2005 April 2005John L Scott Real Estate Payroll Administrator 500 November 2004 December 2004ADP National Account Services/ProBusiness Division May 2003 June 2004Bothell, WA Payroll Specialist IITasked with writing the interface procedures for CAPGEMINI Ernst and Young with 5,000 employees prior to relieving another Payroll Specialist in less than two months. Organized and simplified daily tasks for CGEY interface section while working with anotherPayroll Specialist in expediting payroll batches to ADP headquarters in Pleasanton, CA. Laterally moved from CGEY to Sun Microsystems to assist in payroll conversion from WhitneySoftware to ADP Enterprise Handled 2,000 accounts (A-D) for Sun Microsystems while processing vouchers, visas for foreigners and stocking departmental supplies.Performed contract work for Robert Half AccountempsAdvance Interactive Systems Payroll Specialist October 2002 December 2002SNC Lavalin (formerly NEPCO) Payroll / Garnishment Specialist February 2002 September 2002T-Mobile (formerly VoiceStream Wireless) Payroll Specialist August 2001 January 2002Trendwest Resorts International Payroll Speciali st May 2001 July 2001Norquest Seafoods Inc.Seattle, WA Payroll Administrator November 2000 March 2001Directly responsible for all payroll functions within the department including but not limited to the manual processing of more than 500 checks using the Solomon software on a semi-monthly basis. In charge of answering all garnishment issues, 401K deferrals, monthly check registers and management reports. Verify payroll summary timesheets arriving from plants and vessels, input hours including vacation, make changes in rates of pay for hourly, salary and daily depending on ships location. Process all applications for direct deposit, print checks and check stubs, payroll check preview lists, calculated payroll audit lists, batch control reports, examine them for accuracy and maintain payroll files on a semi-monthly basis. Provide daily customer service through phone calls, e-mails and faxes while tasked with converting the payroll from Solomon (DOS) to ADP (Windows) by laying out th e framework for which the system is designed and built.Glacier Bay Park Concessions, Inc.Seattle, WA Payroll Administrator July 1999 Oct 2000In charge of 50 to 300 payroll records for Glacier Bay Lodge employees in Alaska, seasonal vessel employees for five tour vessels and Seattle corporate employees on a bi-weekly basis. Responsible for the hiring and rehiring process of employees and their termination. Update 401K deferrals, garnishments of pay, journal entries and GL reporting by using the Management Report generated by ADP Maintained a bi-weekly payroll using ADP and Reportsmith Reportwriter Input timesheets for hourly and daily employees, other earnings and deductions, expense reimbursements, tax adjustments, uniform allowances, awards and incentives. Generated monthly reports using the Reportsmith for 401K, Shareholders report, New Hires report and other monthly journal entries. Customized the entire payroll system to a point where each report and function, whether it be bi- weekly, monthly or quarterly is submitted on a timely basis that is accurate, brief and concise in every respect.VVS/SaversBellevue, WA Payroll Specialist February 1997 May 1999Responsible for maintaining a bi-weekly payroll for 1,300 Canadian hourly employees in 41 stores throughout British Columbia and Ontario. Verify, calculate and manually input hours on timesheets after reviewing sick, vacation, bonuses, awards and other entitlements. Compile, generate and transmit payroll data to Canada ADP then receive, distribute and file transaction proof reports, registers and records of employment. Process manual checks, update files, enter new hires/terminations and calculate vacation accruals. Cross-trained with Accounts Payables and General ledger personnel in order to expedite check reports and other files while resolving problem cases and year-end discrepancies to prevent company write offs.COMPUTER SKILLSKnowledgeable and proficient in Excel, Microsoft Outlook and SYSPRO (Accounts Payable software). Possess practical knowledge in Microsoft Word, Concurs and Wells Fargo wiring procedures for paying vendors overseas. Ten key calculator and type an average of 50 WPM.EDUCATIONFundamentals of Payroll Certified May 2004Course graduate in ADP Enterprise and ADP ver. 2.3 and Reportsmith reportwriterCourse graduate in ATMs at sea implementation using NCR and IBMBA Economics, University of the East, Manila, Republic of the PhilippinesCustomize Resume

Two ASME Publications Win EXCEL Awards

Two ASME Publications Win EXCEL Awards Two ASME Publications Win EXCEL Awards Two ASME Publications Win EXCEL AwardsJuly 14, 2107 ASME recently received two EXCEL Awards from Association Media Publishing for our Mechanical Engineering 2017 Integrated Media Planner and for DEMANDASME Global Development Review. The awards were presented at a ceremony held June 26 during the Association Media Publishing Annual Meeting in Arlington, Va.ASME received the Mechanical Engineering 2017 Integrated Media Planner, which was recognized with a Bronze EXCEL Award, in the promotional content/digital media kit category. The planner provides information on advertising and sponsorship opportunities offered by Mechanical Engineering magazine, lead generation programs such as Mechanical Engineering webinars, ASME e-newsletters, and ASME Digital Collection online classified listings. View the Mechanical Engineering 2017 Integrated Media Planner. Chitra Sethi (left), managing editor of Mechanical Engineering magazine, and Kara Dress, marketing manager for ASME, accepted the EXCEL Award in the promotional content/digital media kit category for the Mechanical Engineering magazine Integrated Media Planner at the Association Media & Publishing awards ceremony.DEMANDASME Global Development Review, received a Bronze EXCEL Award in the design excellence category for magazines with circulations of 10,000 or fewer readers. The publication is a hybrid between a magazine and journal that features in-depth case studies and articles showcasing strategies and innovative solutions at the intersection of technology and global development. The Association Media Publishing is a membership organization that serves the needs of association publishers, communications professionals, designers, and content generators and the media they create. The EXCEL Awards program recognizes excellence and leadership in nonprofit association media, publishing, marketing and communications. The competition is open to nonprofit organizations and for-profit industry service partners submitting entries on behalf of association clients. For more information, visit associationmediaandpublishing.org.

11 healthy ways to de-stress and unwind from a long work week

11 healthy ways to de-stress and unwind from a long work week11 healthy ways to de-stress and unwind from a long work weekIn order to be the best you can be at work (and at home), you need to chill.Work is stressful and so is life.Are you taking enough time to let your mind and body unwind after a long day or an even longer work week?Wellmake it at least a little bit easier for you.Here are some quick, creative ways to rejuvenateyour body and soul especially when youre coming out of a long work week feeling really beat1 Nourish your body.Fast food is a good solution on thoseuber-busydays that dont have a window for food prep, but fueling your body with fresh, nutrient-rich ingredients is an important part of a healthy lifestyle. Choose bright, colorful fruits and vegetables, whole grains, and lean proteins. Even the preparation can be relaxing and satisfying.2 Give your muscles a break.Take a moment at work, at home, or even on your commute to relax your shoulders, let your belly out (quit sucking in did you even know you were doing that?), and drop your shoulders down. Imagine every muscle in your body turning to mush underneath you.3 Laugh.Laughter is the best medicine for stress. Whether you watch your favorite sitcom, read the funnies, or spend time with a friend who knows all the best jokes, make time for laughter every day.4 Create something.Draw a picture, write in a journal, decorate a room in your house, or take some photos outside. Releasing creative energy can be therapeutic and rejuvenating, especially when you have no specific agenda around except for being creative and letting you mind run free.5 Feel the wind on your face.Take a bike ride in the evening or an early morning jog. Listen to the leaves rustling in the trees, the sound of rubber on the pavementtake in the smells around you and feel the wind on your face.6 Make long-term goals and plans.Having control over your finances and never spending more than you earn and have available in cash is a great way to find peace of mind and unwind.7 Disconnect.Turn off electronics and put them away for a least an hour a day more if you can Disconnecting encourages you to spend time on whatreallymatters people, experiences, and well-being.8 Expand your horizons.Seek out opportunitiesto learn and experience new thingsin your free time. Take a ceramics class, go tent camping, enroll in a college course, or try sky-diving (if thats your thing). Find ways to expand your horizons and chase adventure during your time away from work.9 Do something kind.Volunteer at a local soup kitchen, domestic violence shelter, or animal rescue send a thoughtful card to someone you love or do a random act of kindness for a stranger.10 Snuggle a pet.And if you dont have one of your own, visit the pet store often. Hold the puppies, watch the guinea pigs, love up the kittens, and dream about taking one home.11 Put people first.Spend time with those you love the most. Give them your undivided attention. Enjoy their company and stay in it for as long as you can (Texting orDMing them on Instagramdoesnt count).If these measures dont make Monday morning a little more enjoyable, it might be time to really think hard aboutwhether youre in the right role a role that fits your interests and values and personal mission.If thats the case, perhaps its time to find something new.This article first appeared on Kununu.