The Best Two Week Notice Examples - Your Career Intel

The Best Two Week Notice Examples - Your Career IntelWriting a letter of resignation to your babo can be bittersweet. You might be leaving a job that you love to move on to greener pastures, or you might be thrilled to get out of a toxic work environment you may love or truly dislike your boss. Regardless, the best two week notice letter examples keep it all professional. And yes, you should give at least two weeks as a professional courtesy, no matter how you feel. Here are some two week notice letter examples (note write a real live hard-copy letter to be handed to your manager in person, not an email) and a specific template you can follow Include the date in the upper left corner and spell it out, i.e. August 14, 2014. Next, skip a line and address the letter to your boss and include his or her full personenname, title, company name and street address. It should look like thisMary Simpson, PresidentWaker Corp.123 Freemont Dr.Chicago, IL 17864 Add a direct salutation, like Dear tr anssumpt boss name. After the salutation, skip a line and create a first paragraph that includes a very clear and specific statement that states you are resigning from your position with the company, such as This letter serves as an official notice of my resignation from insert job title at insert company name, effective on insert date. This document will be kept in your file for a long time and who knows when it could be referenced in the future (say, a future employer calls them for a reference), so leave out any negativity. Heres an example I am very appreciative of my time at insert company name, and the growth opportunities over the last insert how many years. The tone of the letter needs to fit the relationship you have with the recipient, though, so if it is a mora hands-off, formal relationship, then this is a good way to approach it. If it is a friendlier, warm relationship, feel free to write it in such a way. Say thank you for the experiences you received working for the company with something like this Thank you for believing in me and providing me with the forum to learn about insert industry or field this experience has been invaluable and I have truly grown as a professional because of it. Offer your ongoing support by including your contact information and a line, such as Please feel free to contact me at insert phone number and/or email address should you have any questions to help make a smooth transition. Add a friendly closing, like Best wishes for continued success or With warm regards. Type your name and sign your name above it. The best two week notice letter examples are a concise single page. Some additional tips Keep your focus and theirs on the transition, not hashing over why you are leaving or why they think you should stay. No matter what you think or they say, you are not irreplaceable they will be fine. And remember, regardless of the relationship, this is business you are making a decision that is best for you and your family. That is your only concern. It will never be the right time for them, and staying beyond two weeks is never a good option. Staying longer might sound good when you say it, but trust me, once you have made the decision to leave, even your second week will seem like an eternity.

5 Women Share Their Screen Sharing Horror Stories

5 Women Share Their Screen Sharing Horror Stories So your babo asked you to screen share and you accept... without realizing that youve got another job application youve been working on totenstill up. Perhaps it welchesnt a job application but, rather, a Slack message from you a colleague to whom you were complaining about your boss or the company. Or maybe its just your shopping cart full of cocktail dresses you shouldnt be buying while on the clock.Whatever the case, youre not alone. Plenty of people have screen-sharing horror stories of their own. So, we asked five women to share some of theirs to hopefully make yours feel a little less mortifying...1. My manager caught me applying to other jobs.One time, my manager asked me to share my screen with her during a call, and I didnt have time to quit what I was working on (while I should have been doing my actual work), says Emelie, 24. I was applying for other new jobs because I was planning on quitting. Of course, she didnt know I w as planning to quit soon. Neither she nor I brought up the fact that my resume was up, along with a titelbild letter for a new job opening. I exited out of it quickly and pretended like nothing happened. But, shortly thereafter, she called me into her office to talk about where I see myself down the line with the company and what my goals were. She called it a catch-up, but I think she was trying to get it out of me to see if I planned on staying with the company.2. My business mann an ihrer seite saw my online shopping cart.I had to screen share with my business partner during one of our video calls, and I totally didnt realize that Id left up a few pages of shopping carts, says Audrey, 25. I was shopping for sundresses for a baby shower I had to go to that weekend, but I definitely shouldnt have been shopping on the clock. Its my business, but still, I didnt want my partner to think that I wasnt taking our work seriously. She called me out on it, which was a little awkward. I expl ained the situation and it was fine, but she wasnt thrilled and asked that I dont do personal shopping while trying to get our work done...3. I got caught watching reality TV.I got caught watching The Bachelorwhile at work, which was incredibly embarrassing, says Taylor, 26. Of course, I was supposed to be working, but it was a really slow day at the office, and I had fallen behind on Aries season. So, I had ABC up and was catching up on a few episodes, which were mostly playing in the background of my work. But when my boss randomly pinged me to share screens, he saw it since Id only quickly minimized it. At the end of the call, he asked me S,o who got roses today? I kind of laughed it off, but he then asked me to please not watch The Bachelor of all shows, on his watch.4. My boss saw my texts about him.I was working on stuff when my boss came up behind me, says Jennifer, 24. I was showing him what I was doing when my text messages popped up from a coworker, and we were venting abo ut my boss. That day in a meeting he lost his temper, so we were complaining about that. I swiped it away really fast, but he definitely knew that something was said. It was horrible...5. I was caught chatting about my love life.I was in the middle of screen sharing with my manager when my best friend had pinged me on G-chat asking about my tinder date that Id gone on the night before, says Valerie, 27. She asked me if Id actually hooked up with him and since I had my email up, my manager saw it. She just laughed and jokingly said, So, did you? It was pretty embarrassing, and I also didnt want my manager to think that I just spend my whole day gossiping with friends on Google Hangouts. So, I exited out of the message as quickly as possible, laughed it off and changed the subject immediately--AnnaMarie Houlis is a feminist, a freelance journalist and an adventure aficionado with an affinity for impulsive solo travel. She spends her days writing about womens empowerment from around th e world. You can follow her work on her blog, HerReport.org, and follow her journeys on Instagram her_report,Twitterherreportand Facebook.

These 16 companies (including Thrive Global) want to lower your stress level at work

These 16 companies (including Thrive Global) want to lower your stress level at work We need gender neutral dress codes in the workplace. If you dont yet agree with that statement, look no fartherbei than a 55-page presentation given to women executives at Ernst Young in a June 2018 training. pThe presentation, which made headlines last month when an offended participant leaked it to the Huffington Post/a, reinforced gendered stereotypes of how women should dress and present themselves at work. Some highlights, which are actually lowlights in terms of equality in the workforceul class=ee-ul ee-ulliA list of appearance blunders for women to avoid, including no-nos like too-short skirts, plunging necklines, bottle blonde, flashy jewelry/liliOutfit and grooming suggestions to minimize distractions from your skills sic set like good haircut, manicured nails, and well-cut attire/liliAdvice on how to dress dont flaunt your body sexuality scrambles the mind/li/ ulpThe women, there to invest in their professional development, were bedrngnis learning how to be better leaders or combat macho stereotypes at work, but instead were being lectured to about what to wear and how to groom themselves.pWhile the presentation wasnt the official EampY dress code, it does highlight bias and assumptions made around gender that women have to manage. And this particular training focused only on the male-female binary. Employees who identify as transgender or nonbinary might feel even more burdened by dress code policies based on gender. pImagine how much more productive all employees, regardless of gender, could be, if they werent focused on avoiding dress code policing.pTraditional gender-based dress codes can also discriminate on the basis of race. Many grooming guidelines for women, including rules on acceptable haircuts, are extra burdens for black employees, particularly those who want to wear their hair in natural styles. In 2010, Chastity Jones got a job offerto be a customer service representative from Catastrophe Management Solutionsbut the offer was contingent on her cutting off her locs. When she refused, the company took back the job offer, and when she sued, with the help of the Equal Employment Opportunity Commission, she lost her case in 2013 and again in 2016, when her appeal was dismissed. pAnd beyond forcing women of color to maintain their hair in a way thats deemed acceptable, gender-based dress codes can also discriminate against people of certain religions. Employees whose faiths keep them from cutting their hair or necessitate that they wear certain clothing (including head coverings) shouldnt be forced to adapt their beliefs to what their employer deems professionally appropriate for a woman at work.pThe possibility for gender-, race-, and faith-based discrimination posed by prescriptive employee dress codes has led the Human Rights Campaign to recommendthat if an employer has a dress code, it should modify it to avoid gender stereotypes and enforce it consistently. Requiring men to wear suits and women to wear skirts or dresses, while legal, is based on gender stereotypes. Alternatively, codes that require attire professionally appropriate to the office or unit in which an employee works are gender-neutral.h3Okay, So Gender Neutral Dress Codes Sound Good. What Do They Look Like?/h3pIn their simplest (which, in my opinion, also means best) form, gender neutral dress codes at the workplace can take the form of General Motors dress policy. When now-CEO Mary Barra was VP of global human resources for the automotive giant, she replaced their 10-page dress code with two words/a Dress appropriately. pIn the article linked above, the author explains why Barras dress code works so well She avoided assumptions, instead choosing to trust her employees judgment, which in turn empowered all employees and was particularly impactful for women. pFor workplaces that need more specificity about what emplo yees can wear, HR should follow in the footsteps of other institutions that have successfully adopted gender-neutral dress codes. Namely, high schools.pAfter a wave of protests, social media outrage, and thoughtful advocating, several schools have revamped their dress codes/a, which tended to put undue burden on female students. New guidelines apply to all students, regardless of their gender. Instead of specifying the length of skirts versus shorts or the width of a cami strap versus a tank top, a Virginia high schools new gender-neutral dress codesimply defines what must be covered clothing must cover areas from one armpit across to the other armpit, down to approximately three to four inches in length to the upper thighs.pstrongWhat does that look like at work?/strong pSpell out specific dress code rules by article of clothing, not by gender, use non-gendered pronouns, and make sure that any grooming guidelines could apply to anyone. Dont place burdens on anyone based on their ge nder, and try to empower employees to manage their own appearance in accordance with professional expectations.pFor business casual workplaces, try this, adapted from Forbes/a Employees should dress in business casual attire, which could include casual slacks and skirts, collared shirts, blouses, or sweaters. Inappropriate attire includes sportswear, jeans, and unkempt clothing, among other options. Please exercise good judgment.pFor business formal workplaces, you could use the following Traditional business attire, including dresses, suits, and pantsuits, is required for external meetings with clients or prospects. Employees should use discretion on other occasions and are expected to demonstrate good judgment. pAnd for casual workplaces, which are on the riseaccording to Indeed/a, 50% of companies allow employees to dress casually every day, as of 2019go with something simple, like this, adapted from The Balance/a Dress comfortably for work, but please do not wear anything that c ould offend your coworkers or make them feel uncomfortable. That includes clothing with profanity, hate speech, or exclusionary language. Your clothing, while casual, should show common sense and professionalism.pNo matter the level of formality your dress code needs to define, make sure youre thinking from the perspective of all employeescurrent as well as futureand creating an environment where they can thrive.p----pstrongWant to share these tips with your company? /strongShow them this handy one-page guide on creating a gender neutral dress code p class=shortcode-media shortcode-media-rebelmouse-image img alt=Gender Neutral Dress Code Guide class=rm-shortcode data-rm-shortcode-id=UGVL4K1574631551 data-rm-shortcode-name=rebelmouse-image data-runner-src=https//assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMjEwMDE3Ni9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTU3NDc2NjEyMX0.5akget5uOA_9aHMcPUxY1YM_Zn2w2Yhcj7m_HSCqg7I/img.j pg?width=980 id=a14b6 type=lazy-image/ pbr/

Everything You Wanted to Know About Being Fired (But Were Afraid to Ask)

Everything You Wanted to Know About Being Fired (But Were Afraid to Ask)Everything You Wanted to Know About Being Fired (But Were Afraid to Ask)Getting fired is scary and stressful. Not only has your source of income just been yanked away from you, but you might be left with questions about what to do next, how to talk about it in future job interviews and even whether what your employer did was legal. Heres a quick primer on what you need to know about getting fired. I was fired without any warning. Is that legal? Generally, yes. No law in the U.S. says that employees must receive a warning before being fired. Good employers will typically warn employees before firing them, in order to make sure that they have a chance to improve, and because they dont want other employees worrying that they could be fired out of the blue. But thats up to the employers own policy and isnt governed by law. Read How to Assert Your Legal Rights at Work. Does my employer have to have a good reason for firing me? Your employer can fire you for any reason at all, or for no reason, as long as its not because of your race, religion, nationality, sex, marital status, disability or other protected characteristic. You can be fired because your boss just doesnt like you or because the CEO wants to bring in her cousins neighbor to take your place. There are two exceptions First, if you have a contract, which most workers in the U.S. dont, your company is bound to the terms it lays out, including around separation. Second, if you work in Montana, youre in the one state in the country that requires firings to be for good cause. Will I be eligible to collect unemployment benefits? It depends. State laws vary, but most states allow fired employees to collect unemployment benefits as long as they werent fired for intentional misconduct or for violating clearly stated workplace rules. For example, being fired for poor performance wont generally make you ineligible to collect benefits, but ex cessive absenteeism often will disqualify you. Read 8 Signs That Youre a Problem Employee. Does my employer have to pay me severance? No law in the U.S. requires severance payments, so its up to individual employers. However, you can certainly try to negotiate a severance package. Youll generally have more bargaining power for severance if your employer is concerned that you might sue for something (for example, if you had cause to think you had been discriminated against on the basis of race, sex or another protected characteristic) because severance is typically accompanied by general release of future claims against the employer. Your chances of severance can also go up if the employer thinks they have done you wrong in some other way, such as moved you into a sttte that you didnt have the skills for or fired you soon after you moved from out-of-state for the job. In that case, reasonable employers are likely to want to provide severance to cushion the blow. Read 5 Workplace Laws Your Employer Might Be Violating. Should I list the job on my resume in the future? It depends. If you were only at the job for a short period of time (say, less than six months), listing it will probably do more harm than good. A few months at a job wont be useful in showing any real accomplishments or advancement, and including it will likely raise questions about why you left so soon. On the other hand, if you were at the job for longer, you may prefer to list it, so that you dont have to answer questions about what you were doing during that time period. How should I talk about the firing if it comes up in an interview? Be prepared with a few sentences that explain what happened. Most interviewers will only need a brief explanation and wont expect you to present a detailed account of what happened. For example, you might simply say, Actually, I was let go. The workload was very high, and I didnt speak up about that soon enough. I ended up making some mistakes because of the vo lume. It taught me a lesson about the need to communicate better when the workload is high and to get on the same page as my manager about priorities if were in a triage mode. Or in another schriftart of situation, you might say, It turned out to be the wrong fit. The job required expertise in web design, which is not my strength, and ultimately we agreed that they need someone with that background in the role. Whats really crucial here is being able to talk about the situation calmly and non-defensively. If you seem bitter and angry, thats going to be a red flag. On the other hand, if you seem to have learned from the experience and understand what went wrong, that can assuage any concerns from the interviewer.

It only takes one harassment claim to ruin a companys rep

It only takes one harassment claim to ruin a companys repIt only takes one harassment claim to ruin a companys repHearing about one case of sexual harassment can poison our view of a company. We dont see badeanstalt apples, we see rot in the roots of the tree. When we hear about a single sexual harassment case at a company, its enough to tank our perception about the company as a whole, according to new UCLA research highlighted in Harvard Business Review.We see one case of sexual misconduct as a bigger culture problemIn online experiments with over 1,000 U.S. participants, the researchers split participants into different groups. Each group read up on a fake company, but some also heard unsavory details. For the group that read about a sexual harassment claim made by a female employee against her manager, this story stayed with them and negatively colored their perception of the company as a whole. These participants were more likely to think that there was deeper culture problem at play.A single sexual harassment claim can be enough to dramatically shape public perception of a company and elicit perceptions of structural unfairness, the researchers write.When we hear about harassment, we are more likely to think that the company is unfair to its employees, even compared to other transgressions we might hear are happening.The group that read about the harassment allegation judged the company as less fair than the group that did not hear about it. They even saw it as less fair than the group that heard the company had a case of financial misconduct. A case of fraud is easier for us to swallow as the result of one bad employee than a case of sexual harassment.How can companies salvage their brand in the wake of sexual harassment? By taking the claim seriously. When participants heard that the company responded promptly and with consideration towards the victim, rather than with discouragement and suspicion, they were less likely to find the company to be an unfa ir place to work.

How Do I Make Sure My Resume Gets Noticed

How Do I Make Sure My Resume Gets Noticed How Do I Make Sure My Resume Gets Noticed As a recruiter, I am often asked, What do you look for in a resume? The answer isnt so uniform. It really depends on what job I am recruiting for and the expectations laid out by the particular hiring managers I am working with (but thats a whole other article).You may have read out there that recruiters spend anywhere from 6 to30 seconds scanning a resume, and that is 100 percent true. Why do we spend so little time reading what may have taken you hours or days to perfect? The answer is simple We receive hundreds of resumes for each role that we work on maybe even more in corporate settings. This makes it impossible to read each resume in depth. Our only choice is to scan.So, how do you make your resume stand out when you have so little time?There are a few things you can doFormat CarefullyI look at a few major items when reviewing resumes, and the first thing I always notice in a resume is how it is presented. Is it well-structured? Is it easy to follow? Is it in a format that makes it stand out from the rest? You want your resume to pop out at the recruiter or hiring manager and draw them in without being too overbearing.Structure-wise, I suggest utilizing bullet points to describe your work, rather than writing paragraphs aboutwhat you have done. List the major responsibilities you are in charge of daily in a clear, concise order.Also, be sure to highlightyour competencies above the work experience section. For example, if you are applying for a digital marketing role and are well-versed in inbound marketing, nurture marketing, and implementation of various marketing stacks, be sure to notethat under your competencies. This is a surefire way to get a recruiter to read on.When you are designing your resume, do not go over the top with it. I have reviewed resumes of candidateswhoobviously took a great deal of time designing their resumes in Adobe they looked great, but th ere was so much focus on design that the content got lost in the mix. Make the design clean and easy to read.Where Are Your Keywords?The second thing I look for in a resume is keywords. I want to know if the resume includes certain criticalkeywords that pertain to the job I am filling.For example, if I am recruiting for a senior mobile product manger in the eCommerce space, I will scan each resume I receive in search of a similar title, eCommerce experience, iOS and/or Android development skills, and so on. If the resume does not include any of these qualifications, I am moving on to the next.As you read job description for roles you are interested in, make sure your resume matches the qualifications the company is looking for. Perhaps the job description says experience with Tableau is a nice-to-have, and you happen to have used Tableau in a previous role. Put that on your resumeKeep It Short and SweetThe third and final critical aspect of every resumeI look at is length. I underst and that, depending on your level experience, it may not be possible to keep your resume to 1-2 pages. Still theres no need to include every job you have ever held, dating back to the beginning of your career.I was once working on a senior-level eCommerce role and received a resume that was 10pages long. Yes, 10 pages. This particular partie had listed almost every job they ever held, along with case studies and wins pertaining to each role. This person had the right structure, the right format, and the necessary keywords but after page three, I had to move o.At that point, I was reading a short story. It was also certainly not something I could submit to my hiring manager, whohad a million things to do other than read resumes.One final tip to make your resume stick out You may also want to go beyond the resume and include your LinkedIn profile and other social media presences as well (but only the ones youre comfortable sharing). This will give the recruiter a chance to learn more about your personality and interests and thats how solid working relationships are built.Master the art of closing deals and making placements. Take our Recruiter Certification Program today. Were SHRM certified. Learn at your own pace during this 12-week program. Access over 20 courses. Great for those who want to break into recruiting, or recruiters who want to further their career.

Index of Air Force Bases Listed Online

Index of Air Force Bases Listed OnlineIndex of Air Force Bases Listed OnlineNote Not all Air Force Installations and units have official websites on the Internet. Below are links to those that do. This listing contains only those sites available to the general public without restrictions. Offutt AFB, Neb. 55th Wing Air Force Weather Osan AB, South Korea 51st Fighter Wing Otis Air National Guard Base, Mass. 102nd Fighter Wing Patrick AFB, Fla. 45th Space Wing Pentagon, Washington, D.C. Air Force Art Program Deputy Under Secretary of the Air Force, International Affairs General Counsel of the Air Force Installations and Logistics Peterson AFB, Colo. 21st Space Wing Air Force Space Command Pittsburgh International Airport, Pa. 171st Air Refueling Wing Pope AFB, N.C. 43rd Airlift Wing rote-armee-fraktion Alconbury, England 423d Air Base Squadron RAF Lakenheath, England 48th Fighter Wing RAF Mildenhall, England 100th Air Refueling Wing RAF Molesworth, England 423rd Air Base Squa dron Ramstein AB, Germany 86th Airlift Wing United States Air Forces in Europe Randolph AFB, Texas 12th Flying Training Wing Air Force Personnel Center Air Force Recruiting Service Rhein-Main AB, Germany 469th Air Base Group Richmond International Airport, Va. 192nd Fighter Wing Rickenbacker International Airport, Columbus, Ohio 121st Air Refueling Wing Robins AFB, Ga. 116th Air Control Wing 19th Air Refueling Group Air Force Reserve Command Warner Robins Air Logistics Center Rome, N.Y. Air Force Research Laboratory - Information Directorate Rosslyn, Va. Task Force Enduring Look Schriever AFB, Colo. 50th Space Wing Scott AFB, Ill. 375th Airlift Wing Air Force Communications Agency Air Mobility Command Selfridge ANGB, Mich. 927th Air Refueling Wing Seymour Johnson AFB, N.C. 4th Fighter Wing Shaw AFB, S.C. 20th Fighter Wing Sheppard AFB, Texas 82nd Training Wing South Burlington, Vt. 158th Fighter Wing Spangdahlem AB, Germany 52nd Fighter Wing