Hard Skills vs. Soft Skills - Your Resume Is Counting On You! -

Hard Skills vs. Soft Skills - Your Resume Is Counting On You -Do you know the difference between hard skills and soft skills on your resume? Well you better get acquainted real quick because it can be the difference between 10 interviews and no interviews, between a new job and no job. Think Im kidding? Keep reading.I preach this every day probably a hundred times a day. Okay well bedrngnis that many but every client I speak with I explain the difference between hard skills and soft skills and how they relate to your resume.Hard skills describe processes, procedures, industry specific jargon and are easy to measure and quanitfy. They are terms such as account management, talent acquisition and development, client retention, data management, project management, accounts receivable and payable, product support, and new business development.Soft skills are personality descriptors and people skills and not easily measured or quantifiable. They include terms such as excellent communicator , great verbal and written skills, problem solving, providing support, listening, teamwork and more.The next time youre sitting in a staffing agency ask your recruiter what terms they use when searching for a candidate for a specific position. I guarantee you theyre not looking for an excellent communicator. They can gather that from your phone interview. What they are looking for is someone with the necessary skills, expertise, and experience in the right areas those hard skills we talked about. If your resume isnt chock full of hard skills and industry specific keywords you are doing yourself a great disservice and costing yourself weeks if not months in your job search.Soft skills have a place too, but the best place is when the job description for the position you are seeking specifically asks for and requires those skills as a necessary and vitally important function of the job. I had one client about two weeks ago that was seeking a position in social services. This position had hardly no hard skill requirements. Basically, they were looking for someone with GREAT people skills. This is the perfect time to flaunt those amazing people skills. These types of positions or job descriptions are few and far between. fruchtwein job descriptions are looking for hard skills and real world industry expertise. Pay attention to what the job description is looking for and tailor your resume accordingly. I cant repeat myself enough customization is keyNow that you know the difference think about how each relates to your resume and your job search and implement appropriately.Jessica Holbrook is a former Executive Hiring Manager for Fortune 500 companies and President/CEO of Great Resumes Fast. She creates powerful, customized, and targeted resumes that are guaranteed to get her clients interviews. For a free resume analysis visit http//www.greatresumesfast.com or for a free phone consultation call 1.800.991.5187.

3 Experts Explain How to Leave Personal Issues out of the Workplace

3 Experts Explain How to Leave Personal Issues out of the Workplace Maybe life feels like its hitting the fan at home, and you feel forced to put on a brave face at work to just get throughtheday. Youre notlage alone. It may surprise you just how many women are silently struggling at their desks, too.Whatever it is that youre going through, the chances are high that another woman in your sekretariat is dealing with issues at home, too. She may be coping with depression,anxiety or just thesheer feeling of being overwhelmed, as well.After all, its estimated that 16.1 1000000 adults in the United States, or 6.7 percent of American adults, have had at least one major depressiveepisode in a given year. Maybe youre not depressed, but you are dealing with debilitating anxiety. Anxiety disorders are the most common mental illness in the country, affecting 40 million adults in the United States, or 18.1 percent of the population every year.Generalized Anxiety Disorder (GAD), specifically, aff ects 6.8 million adults, or 3.1 percent of the U.S. population, andonly 43.2 percent are receiving treatment for it. GAD often co-occurs with major depression, according to the Anxiety and Depression Association of America.Women have it the worst theyre twice as likely to be affected by GAD as men. Its no secret that working women are tasked with wearing multiple hats being the primary caretakers of their homes and working while at it. And theyre often the subjects of shame for how their parenting choices affect their careers and vice versa. Throw on top of that the everyday pressures of family, marriage, finances, home ownership and more and the potential conflicts that could come with those (read being unable to afford the astronomical costs of childcare or college tuition, fighting custody battles, going through divorce, coping with various forms of abuse, caring for a sick or elderly parents, missing mortgage payments, the list goes on...) and surviving some days can feel li ke an impossible feat.We spoke with experts to share their best advice on how to separate issues at home from work, so women can make sure their workplaces are leise productive safe spaces.1. Be Gentle on YourselfThe womens movement has opened an array of opportunities in education and careers for women however, in many families, women are still primarily responsible for raising the children and caring for household chores, says TheresaGil, psychotherapist, psychology professor, and trainer who works with women, children and families dealing with recovery from child abuse and trauma. Gil is also the author ofWomen Who Were Sexually Abused as Children Mothering, Resilience, and Protecting the Next Generation. The women I work with in my practice are not only caring for the physical and emotional needs of their children,but they are also responsible for the household tasks such as laundry, cookingand cleaning. Mothers find it very stressful to balance the tasks of managing home and wo rk schedules with parenting responsibilities. It is understandable why mothers feel exhausted with the multiple tasks involved in caring for their children and work. Many of the mothers I work with, particularly single moms, express that working full-time while managing household and mothering responsibilities leaves them feeling overextended, and it limits the physical and emotional energy they desire to provide to their children.A womans family responsibilities are never-ending and easily seep into other arenas of her life including the workplace. It is necessary that working moms be gentle with themselves. Many of the expectations we have in our roles as mothers and in our careers are standards that others set. We have images of what it means to be good and effective in our multiple roles. Many times these external standards are unrealistic and should be re-evaluated. It is important to take the time to assess our own personal values, goalsand beliefs and to ensure that we are li ving our life congruent with our values.The mothers in my practice are able to manage their family and work responsibilities by creating a realistic structure in their lives. A predictable structure and routine reduces daily stressors. They also have friends and family that offer emotional and caretaking support. Cultivating a supportive system in and outside of work helps to alleviate stressors and increase energy, focusand a sense of well-being.2. View Work as an EscapeA good strategy to mentally separating home issues from work time is to see your work time as an escape from your home issues, says Miki Feldman Simon, founder ofBy making that decision you are setting up a positive separation between the two worlds. It can help you create a healthy place for your mind to have a rest from the issues at home. You are telling yourself that now, at work, is not the time you want to think about home. When thoughts about the home issues re-enter your mind, you can repeat to yourself this is work time.3. Stay GroundedIm a therapist and I work solely with women, many of whom are working and raising a family at the same time, says Heidi McBain, a licensed marriage and family therapist, professional counseler, registered play therapist and author ofLife TransitionsPersonal Stories of Hope ThroughLifes Most Difficult Challenges andChanges. Give yourself a set time and space when you will be able to process what was going on at home. It may not be until later in the evening when you can sit down and journal, call your best friend, talk to your spouse, etc.Any time the issue pops into your head during the work day, gently remind yourself that you will be able to process it at 7p.m. that evening (as an example). Use self-care practices such as meditating, mindfulness/focusing on your five senses, exercising, journaling, etc. asmeans to help you stay present and grounded in the here-and-now.--AnnaMarie Houlis is a multimedia journalist and an adventure aficionado with a kee n cultural curiosity and an affinity for solo travel. Shes an editor by day and a travel blogger at HerReport.org by night.

How To Go From Full-Time Uni To Full-Time Work

How To Go From Full-Time Uni To Full-Time Work Getting Down To Business How To Go From Full-Time Uni To Full-Time WorkPosted January 6, 2014, by Julia Watters So youve finished up your studies and are looking at venturing into the big wide world of full-time employment. As you try on the power suits that your proud mother bought you for Christmas and imagine what your business cards will look like, there is one thing you need to know. Full-time work is tough. Now Im not trying to put you off. After all, work definitely has its rewards and the financials are a big part of that. But as you trade in your mi goreng noodles for something a little more wholesome, there is one other thing you will soon be economising on sleep. I dont think I have ever slept as much as I did in my university years. I worked to support myself during that time as well, so it wasnt just study and sleep, but the latter was definitely in abundance. Its no surprise then that getting used to an early rising sc hedule five days a week was the hardest adjustment. And as Dolly Parton warbled, workin 9 to 5 can drive you crazy if you let it So how can you hang onto that corporate ladder without microsleeping on the job and losing your grip? Here are my top tips on how to make it to the oasis that is Friday afternoon in one piece. 1. Routine can be mean While it might seem like getting up at the same time every day would train your body to be a well-oiled machine, its not always the case. Particularly if that alarm clock is set at an especially brutal time. And while its good to get into a routine and make sure you get a good nights sleep, it can also be good to mix things up and throw in the occasional midweek catch-up with friends. That way you wont be putting too much pressure on cramming all your fun into the weekend, youll be able to strike a nice work/life balance and the week wont seem so long. 2. Coffee is not breakfast A day at the office (whether your office is within four walls or the outdoors) can take plenty of unexpected turns. These turns can sometimes get in the way of any lunch activity, so its a good idea to fill up on good quality fuel at the start of the day. Coffee, especially the milky variety, can seem like a meal in itself but when you get pulled into a three-hour meeting at 11am, youre going to wish youd chased that caffeine hit with a ham and cheese toastie. 3. Leftovers are your friend Even if you actually get a break to scoff down some office nosh, this doesnt necessarily mean youll have enough time to venture out for said nosh. Bringing your own lunch to work not only saves you some sweet coin, but it means that you wont be having a vending machine lunch if your window of opportunity is only the size of a peephole. 4. Blow off some steam While letting off a bit of verbal steam in the office can get you into trouble, letting off a bit of exercise steam before/after work can just as quickly save you. Especially those of you who are about to ta ke up office work for the first time, consider yourself warned. You wont realise how much incidental exercise you used to get in your student days as you traipsed around universittsgelnde until youre sitting stationary for most of it, eating at your desk and celebrating weekly workplace birthdays with cake. Get into a good habit of fitting exercise around work early and reduce your stress levels (and waistline) by getting to the gym or walking to work at least a few times a week. 5. You still need to do your homework Just because youre no longer sitting exams doesnt mean that you can stop learning. To succeed in business, you need to remain ahead of the pack and that means ongoing professional development. Seek out industry leaders and follow their blogs, attend networking events, subscribe to industry journals and never, ever pass on the opportunity to brush up on your skills through courses that will keep advancing your skill set. If you keep that up, soon enough youll be the ind ustry leader who people are following. By now you may be thinking that life after study is just endless drudgery, but dont worry because it really isnt. There are plenty of perks to the full-time work lifestyle and by following these hot tips, youll appreciate them all the more. ResourcesMy first resumeCover letter for my first jobCareer Insider StoriesShelley Lask - Body Positive Health & FitnessInterested in becoming a?Human Resources OfficerGeneral ManagerBusiness ManagerAccountantOffice AdministratorPopular Career Searchescommunity support worker coursework experience melbournework experience placesfun work experience ideasuni tips and tricks CoursesBachelor of Social WorkEnquire Online Enquire OnlineCertificate III in Health AdministrationEnquire Online Enquire OnlineBachelor of Criminal JusticeEnquire Online Enquire OnlineCertificate III in Allied Health AssistanceEnquire Online Enquire OnlineJulia WattersRelated ArticlesBrowse moreanfhrerHabits7 Things Your Boss Hates About YouIf youre striving for success at your workplace, being a pain in your bosss neck wont help you out too much. Here are 7 things you could be doing that is driving them up the wall.BossValuable Lessons I Learned From The Worst Boss I Ever HadLooking back on her brush with the boss from hell, Josie reflects on what she learned from the experience.WORKFORCE TRENDSDistance education comes closerWith the growth of technologies such as high-speed Internet, web seminars and social media, and with millions of web-literate users, education is now mobile and a whole lot more accessible.

Put a Winning Business Strategy in Place for 2013

Put a Winning geschftliches miteinander Strategy in Place for 2013Put a Winning Business Strategy in Place for 2013Put a Winning Business Strategy in Place for 2013 MatusonAre you ready to start the year with a strong geschftliches miteinander strategyright out of the gate?Heres what successful small geschftlicher umgang owners are doing to create business successin 2013 and beyond.AccessTalent viaRecruitingCEO Andrew Schrage of Denver-based Money Crasherswill be sharpening his recruiting skillsthis year, given the availability of talent.With unemployment rates currently at a high rate, Ive found an overabundance of candidates whenever I need to hire additional staff.More importantly, says Schrage, Employee turnover costshave a significant effect on my business, so its important for me to prevent this whenever possible.Building Business SuccessTom Kulzer, CEO Founder of AWeber Communications,Inc., is preparing for business success by increasing collaboration and planning for additio nal growth.Kulzer is changing the office layout to encourage easier team cooperation, networking and speed of development. Visitors to his office are advised to look both ways before crossing, as workstations will be on wheels, allowing teams to gestalt more organically.We are growing our CO-OP program to have a more formal employee training process for students that join our team, notes Kulzer. We are also increasing the number of CO-OP students we accept annually.Similarly, Chris Seman, President of Cincinnati-based Caring Transitions, believes that continued business success will require staying current with his industry by encouraging the staff to get their professional certifications.Investing in our current staff is seen as having the highest ROI of all the activities we can engage in for 2013, as we can more effectively continue our focus on our franchisees profit and revenue goals, says Seman.Create Measurable ResultsCall him crazy, but Robert Hennessy CEO of NYC-based Dashl ocker, plans on doing lots more laundry this year.Dashlocker provides lockergistics to busy New Yorkers so they can live a cleaner and more stress-free life. His company offers fully automated dry cleaning and laundromat services by using secure storage lockers for delivery.Hennesseys business strategy for the coming year includes less micro-management and encouraging focus at every opportunity.Ive hired employees to fill specific roles, and now that the team is fully assembled, it makes sense to ensure that everyone is working hard on their role, not someone elses. Ive slowly transitioned people out of all non-essential cross training so that my operations team doesnt have any impact on the sales team, and vice versa, states Hennessey.He adds, On a few occasions, Ive had an employee ask why theyre being asked to do less and my response is, Youre not being asked to do less, youre being asked to just do as much in fewer areas.Hennessey has noted that this approach will continue to im prove his ability to measure results, since employees are more focused on their own roles.By laying out a clear set of expectations and focusing on results instead of process, hes able to back away from the day-to-day responsibilities of his employees and work on bigger picture items and longer-term business strategies.Recruit Top Sales PeopleThe Duggan Sisters, producers of Lifestinks deodorant,and other natural products, are working frantically to make a name for themselves. This year they are vowing to do things differently by investing in the help they need to take their rightful place in the retail aisles.We resolve this year to hire sales people,an office manager,one additional artisan/technician, and God willing, a publicist, so we dont miss important deadlines, says co-founder Mary Duggan.The sisters will start by hiring sales representatives nationwide to carry their pioneering products forward.Increased sales performance will result in a more valuable company and will help them garner the small business financingrequired to achieve the business success they envision.Compete with the Big Guys for TalentMike Oeth is CEO and Cofounder of OnSIP,a NYC-based company that provides Internet-based communication services to over 15,000 small and medium-size businesses.For 2013, Oeth is working diligently to recruit and hire IT skills among such Goliaths as Google and Facebook.We know we have to grow and foster a team of exceptional software engineering talent.Oeth goes on to say, In a recent executive call, we discussed our success in college recruiting, wherein we fortunately garnered four of our five tops prospects, all who will begin work in 2013. However, recruitment is not where human resources planning ends.He adds that, In the New Year, we also pledge to do more employee development. We understand that not fostering employee developmentcan lead to attrition. We need to do a better job in that department come the New Year.CEO and small-business owner of Rochester, NY advertising agency, Dixon Schwabl, Lauren Dixon, is committed to continuing to value Dixon Schwabl employees and fostering a creative and fun work culture.Dixons New Years resolution listening and valuing those who work for you, and fostering a company culturethat enables employees to excel.Dixon believes that, All businesses, small and large, should make this a resolution in the New Year. Employees will be happier, be more productive at work and ultimately make the business more profitable.Heres to your business success and a great year 2013 Matuson Consulting LLC. All rights reserved.Author BioRoberta Chinsky Matuson, who is known globally as The Talent Maximizer, is the President of Matuson Consultingand author of the forthcoming, The Magnetic Workplace (Nicholas Brealey, 2013), as well asSelecting for Success The Complete Guide to Hiring Top Talent, and Suddenly in Charge Managing Up, Managing Down, Succeeding All Around, a Washington Post Top-5 Leadership pick. Si gn up to receive a complimentary subscription to Robertas monthly newsletter, Talent Maximizer.

5 Tax Deduction Tips for Job Seekers

5 Tax Deduction Tips for Job Seekers5 Tax Deduction Tips for Job Seekers5 Tax Deduction Tips for Job SeekersShow of hands Whos looking forward to doing their income taxes?For those of you who didnt run away screaming, herbeie are five rules to follow when youre deducting job search expenses on your 2010 federal tax return(1)You must itemize your deductions, using Schedule A and filing Form 1040.That means your expenses must be lumped in with the other deductions that are itemized, such as interest on the mortgage of your primary home, property taxes, state and local income or sales taxes, and charitable deductions. Also, the total of your Schedule A deductions must exceed a certain amount depending on your filing status. For instance, if your filing status is single or married filing separately, that amount is $5,700. If youre married filing jointly or a qualified widower, its $11,400. Head of household? $8,400.(2)You can only deduct expenses that exceed 2% of your adjusted gross inc ome.But if you were employed at any time during 2010 and had on-the-job expenses that were not reimbursed by your employer, they can be added to your job search expenses.Example Your adjusted gross income for 2010 was $60,000. Two percent of that is $1,200. If your job search expenses amounted to $1,000 and your unreimbursed work expenses were $500, you have $1,500 in expenses. Subtract the $1,200 from that, and you can deduct $300. Use Form 2106 and report that amount on Line 21 of Schedule A.(3)You can only deduct expenses if youre looking for a job similar to the one you have.In other words, if youre a firefighter but want a job as a bartender, youre out of luck.(4)You cant take a deduction if youre looking for a job for the first time.That would apply, for example, to a new graduate seeking his or her first entry-level job. You also cant take a deduction if there was a substantial break between the ending of your last job and the time you start to look for a new one. Theres no c lear definition of substantial break, but roughly translated If youre unemployed, dont travel the world for three months before you start looking for a new job. Start looking right away(5)You cant deduct everything.You can deduct expenses for the followingMembership fees for your account. (You can contacts Customer Support team via chat, phone or email for a detailed statement of what you spent with us last year.)Resume preparation (e.g., printing, copying, having it rewritten by a professional)Mailing expensesParking fees, tolls, public transit fares, and mileage (50 cents a mile) to and from interviews and networking meetingsLodging if, for example, you had to stay overnight before a scheduled job interview out of your local areaPhone and fax charges (document how many minutes you spent talking with prospective employers and other contacts who led you to job possibilities).But you cannot deduct meals and entertainment expenses. Bummer, I know, but look at it this way Youd be eatin g no matter what youd be doing, so this isnt an out of the ordinary expense. And entertainment fees are optional, no matter how you look at it.haftungsausschluss Im not a tax specialist, but this information comes from the IRS web site and personal experience. If you want more information, read the IRS publication Six Tax Benefits for Job Seekers, and the more comprehensive IRS Publication 529.Here are links to other IRS forms and publications that can help youForm 2106 Form 2106 instructions Schedule A What other tax tips do you have for job seekers? Tell us below in a comment.

A Guide to Negotiating Maternity Leave With Your Boss

A Guide to Negotiating Maternity Leave With Your BossA Guide to Negotiating Maternity Leave With Your BossHaving a baby often comes with some time off from work, but the amount of time off and whether you will be paid vary from employer to employer. This can be an added stressor for many women however, maternity leave isoften is up for negotiation. Consider negotiating maternity leave with your boss by following these steps. Step 1Understand What Maternity Leave Is All About Maternity leave is defined as the time a new momtakes off from work after having a baby. Most women take the time immediately following a birth to recover and tend to a new babys needs. Some companies will offer paidmaternity leavefor a period of six weeks or more, but others offer nothing. Under the Family Medical Leave Act (FMLA), certain parents of either gender can take up to 12 weeks of unpaid leave from work to care for a new child. To qualify, the new parent must have been with their company for at lea st a year and worked at least 1,250 hours during the past year. They must also work for a company with 50 or more employees. The Family and Medical Insurance LeaveAct (FAMLI) was introduced in Congress in February 2017. If the bill passes, it will provide paid family and medical leave, equal to roughly two-thirds of a persons monthly pay, for up to 12 weeks a year. Step 2 Determine How and Where Youll Negotiate Depending on the formality of your office, carefully choose the medium by which you announceyour pregnancy. You may have to provide a maternity leave letter, but its best to have a face-to-face meeting in the office prior to handing in your letter, which may also need to be submitted to the companys human resources department. You want to talk with your boss about your maternity leaveoptions before the office rumor mill begins working. For this reason, its wise to request a face-to-face meeting with your boss before announcing to yourco-workersthat youre pregnant. Discuss ing maternity leave should happen sooner rather than later in most offices. This extended timeframe allows your employer to devise a plan for when youre on maternity leave. Step 3 Determine What Youd Like Your Maternity Leave to Look Like Before meeting with your boss and negotiating maternity leave, figure out the number of weeks youd like to take off from work after your babys birth.Check with your companys human resources department or the employee handbook to see if your company has a policy regarding maternity leave. If there is a company policy on maternity leave, decide if its right for you. For example, perhaps the company offers six weeks of paid leave, but you want more time before returning to work after youve had your baby. You may want to take the employer-provided time as well as an additional leave of absence under the FMLA. Step 4 Meet With Your Manager and Present Your Maternity Leave Plan Once in the meeting, clearly state your desired maternity leave. Then sit back andlisten. Consider this conversation a starting point for discussion, and keep an open mind when it comes to your employers concerns or needs. If you desire more maternity leave than what is outlined by your human resources department or in your company handbook, explain your reasons. For example, if your company doesnt offer paid leave and you can afford to take 10 weeks unpaid, tell your superiors exactly why you need this time off from work. It could be because your mann an ihrer seite cant take time off from work, you dont have a nanny lined up yet, or you simply desire to be home during this time in your babys life. Step 5 StartNegotiating Maternity Leave If there isnt a firm company policy on maternity leave, ask for what you want. If your boss is agreeable, the process is over. If you desire more maternity leave than your company policy allows,cite, in writing, concrete reasons you need this leave, such as You need time to transition into your new role as a mot her.You want to have a good start at breastfeeding your baby (and that your goal is to pump when you return to work).You want to start a quality relationship with your baby to decrease the chance of postpartum depression and to care for the mental and physical health of yourself and your baby.A long maternity leave reduces infant mortality rates. If your company doesnt offer paid maternity leave and you cant afford to take unpaid leave,try to work out a flexible schedule where you might be able to work from home several days a week for the first six weeks after your babys birth, or possibly ask to work part-time for a while. Updated by Elizabeth McGrory

Progressive Discipline Warning Form Sample

Progressive Discipline Warning Form SampleProgressive Discipline Warning Form SampleDisciplinary action is sometimes necessary when an employees behavior is negatively impacting his or her work or his or her co-workers work. In general, making the workplace less effective, harmonious, or productive is enough reason for an employer to begin progressive disciplinary action. The discipline warning is a tool that an employer uses to get an employees attention. A series of meetings between the employee and their manager have generally been held before the disciplinary action fasson comes into play. During these meetings, the manager coached and counseled the employee in an effort to help the employee to improve his or her perfassonance. The disciplinary action is taken when the result of these meetings is not improved employee performance. Employers hope that by documenting the poor performance and the suggestions for improvement that they will get the employees attention in a way that co unseling has not achieved. Employers need to remember that while other employees may know that the employee receiving a disciplinary warning is in trouble- usually because the employee tells them- they must honor employee confidentiality. From the employers perspective, no communication with staff can occur. Preparing the Disciplinary Action Form The disciplinary warning form is prepared before the manager and the employee meeting. It is usually written with the assistance of Human Resources staff who are experienced in documenting employee performance. A form similar to this sample is used or a formal letter is written to the employee. Either work. Managers may only have to write a disciplinary warning every few years and so they are inexperienced in the practice. HR, on the other hand, monitors all employee disciplinary action. HR staff ensures that employees are treated fairly, ethically and similarly for the same transgressions. They ensure the legality of the write-ups and often run them by an employment law attorney for advice. When the manager schedules the disciplinary action meeting, it is also customary for the HR staff person to attend. HR serves as a witness and also steps in when the manager loses his way. This is normal when managers lack experience in formal disciplinary procedures. You can train your managers to help them become more proficient in their handling of these meetings. However, in better, well-run workplaces that have effective hiring practices in place, managers will still only need to rarely practice this skill. This disciplinary warning form documents the discipline warning. This disciplinary warning form also documents and records the coaching or counseling discussion that accompanied the discipline warning. Following the disciplinary action, you need to provide the employee with an opportunity to respond in writing to the disciplinary action taken. This is placed in the employee file with this form. If your manager has effe ctively communicated the progression of employee discipline, this is rarely offered by an employee. Progressive Discipline Sample Warning Form Employee Name_____________________________ Date_______________________________ Department_________________________ Reason for Disciplinary Action (Check all that apply.) ___ Quality ___Productivity___ Safety ____Conduct ___ Attendance ____ Insubordination ___ Housekeeping ___ Miscellaneous You are receiving this disciplinary warning because of the following actions. (Describe in detail in behavioral terms.) Unless this problem is corrected, furtherdisciplinary actionwill be taken up to and including the termination of your employment. (Check the appropriate step in the progressive discipline policy.) _____ WrittenVerbal Warning _____ Written Warning _____ 1-Day Suspension OR _____ 3-Day Suspension OR _____ 5-Day Suspension OR _____Employment Termination Supervisors Signature __________________________________ Date _______________ I ha ve received this disciplinary action and understand that unless this problem is corrected, further disciplinary action will be taken up to andincluding the terminationof my employment. Employees Signature ___________________________________ Date _______________ Human Resources Representative Signature _________________ Date _______________ Counseling Discussion Plan Describe the behavior that caused the need for this disciplinary action. Describe the outcome or result of this behavior. (How is productivity affected work impacted employees affected or inconvenienced cost impacted as a result of the behavior, etc.) Describe the desired and expectedbehavior. Employee Statement. (Describe any assistance the employee needs to improve.) haftungsausschluss Please note that the information provided, while authoritative, is not guaranteed for accuracy and legality. The site is read by a world-wide audience and ?employment lawsand regulations vary from state to state and country to countr y. Please seek legal assistance, or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions are correct for your location. This information is for guidance, ideas, and assistance.