Moms Head Back to School! Since the economy has taken a downturn, colleges and universities across the nation have seen a spike in the number of non-traditional students who are enrolling either for the first time, to finish. While researching and consulting with experts I learned that my ADHD son did not make any progress at Brain Balance because his spinal galant reflex was profoundly retained. Retention of spinal galant results in an inability. Moms Going Back to Work. Job interviews are stressful enough, but they can be especially nerve- wracking for moms returning to work. If you’re a return- to- work- mom who has been worrying how you’re going to answer questions like “What have you been doing for the past eight years?” it’s time to stop the jitters and start getting prepared! Here are the three “mommy- track” questions you should be ready to answer: 1. Why did you take time away from the workplace? Oh man, I love this question! Seriously, must we explain this? Explain that you enjoyed the time at home and emphasize that you have gained valuable skills during this time period. Then deftly (and quickly) steer the focus of the discussion back to the job and your interest in the company. Whatever you do, don’t apologize for your decision or make excuses about why you didn’t return to work earlier. RATIONALE: If you feel good about the choice you made, the interviewer will appreciate your comfort and conviction. Employers want to hire people with positive attitudes who demonstrate confidence in their choices. Are you concerned about your skills being outdated? Although the interviewer will probably not use these exact words, it is what she/he is likely thinking, so be prepared for a question that addresses the rusty skill issue. Use this line of questioning as an opportunity to demonstrate that you’ve done your homework and clearly understand the employer’s needs. For example you could say, “One of the reasons I was attracted to this position was because I understand you need somebody with strong fund raising skills. I was able to develop impressive fund- raising skills as the chairperson of the YWCA auction. Last year the auction Iraised $1. Could you elaborate more on your specific fund raising goals for the coming year?” If you really don’t have the specific skill needed for the job, but it is one that you could quickly acquire, use an example from a previous job to demonstrate that you have a proven ability to quickly learn new skills. RATIONALE: It can be difficult for employers to get an accurate feel for the value of your “home- based” skills just by looking at your resume. By discussing specific initiatives you’ve taken to improve your skills, whether through volunteer work, courses or contract work, you help convey the impression that your skills are both relevant and up- to- date. Although this is technically an illegal question and you would be entirely within your rights to refuse an answer, deflect the question skillfully by responding, “That will not be a problem. I have excellent coverage in place. Now, tell me more about..” RATIONALE: Fair or not, many employers worry that your children will interfere with your job responsibilities. Providing a direct answer responds to the interviewer’s concern without giving any more information than he/she legitimately needs to know. Use it as an opportunity to evaluate the company and don’t be afraid to ask questions of the interviewer. PwC believes you can be fully committed to your family while having a rewarding career, and our programs, benefits and supportive culture are designed with that belief in mind. This is a directory of Newcomers Clubs, Women's Groups, Moms Clubs & Dads organizations in North Carolina, which are designed to give men and women the opportunity to meet and develop friendships with others who live in the. What is Project Working Mom? Project Working Mom aims to support and inspire the educational goals of working mothers across America. This project has made it possible for busy working moms to find financial resources to. There are some high-level MBA type moms who have made a business giving career advice for moms who want to “relaunch” themselves back into the paid workforce. I am just wondering if you agree with this advice. Looking for a new way to make money? Here are 20 businesses that you can start with very little money. You need motivation, a willingness to work hard and a desire to be financially successful. College Application/Financial. After we reported this week on new efforts to help professional women find their way back into the work force after taking a break to care for their family, we invited readers on Motherlode, Twitter and Facebook to. Even if you’re ultimately not interested in the position offered, work hard at creating a winning impression, since you never know when the employer might have a more suitable position open in the future. Looking for more tips for moms returning to work? Parolee Programs. NOTE: JUST ADDED 6/2. The cost of obtaining birth certificates is a barrier to the homeless, returning citizens and others wanting to re- enter the workforce but do not have necessary identification. The Driver Responsibility Fee is levied by the State against drivers who had seven or more points on their driving record or who were convicted of “qualifying offenses.” The fees range from $1. The law was changed in 2. The effect of this law means that people that can’t pay these large fees probably drive without a license and insurance. The new law does away with the $1. October 1st: operating a motor vehicle with an expired license or without a valid license, having more than one license and failing to surrender licenses from other states. It also eliminates the $2. October 1st: failing to have insurance, failing to produce proof of insurance and knowingly providing false evidence of insurance. NOTE: D. H. S. Rick Snyder signed legislation in June of 2. Thomas, are hosting community forums on expunging your record. Information provided will include which qualifies for expungement, presentation in the criminal justice system and employment opportunities and voting rights for convicted felons. Attorneys will be on hand for a Q& A session as well. Lansing, MI 4. 89. Phone: 5. 17- 3. Fax: 5. 17- 3. 22- 0. This is the agency individuals may contact to obtain a copy of their state rap sheet. The criminal record repository can also tell the individual who else is legally entitled to have access to his or her record. A written request must be submitted to the Criminal Justice Information Center including a name for record search, date of birth, race, sex and social security number. A fee of $5, payable to the “State of Michigan,” should accompany the request. This link is very helpful! Box 9. 46. 38, Palatine IL 5. MICHIGAN RE- ENTRY SITE FOR LEGAL ISSUESMichigan Re. Entry Law Wiki. An excellent site that covers a huge range of legal issues for prisoners and parolees. Saginaw, Suite 5. Pontiac MI 4. 83. Macomb County Office. Dunham, Ste. 4. Clinton Township, MI 4. FREE TATTOO REMOVAL FOR PAROLEESDr. Eric Seiger has partnered with the Detroit Hispanic Development Corporation to provide no- cost tattoo removal services to former gang members who voluntarily enroll in an effort to change their lives, eliminate stigmatizing obstacles to employment and to overall healthy lives, and to foster positive community interactions. Individuals need to apply in order to be selected to participate in . Box 2. 50. 76. 3West Bloomfield MI 4. Phone: 2. 48- 2. 50- 4. Larry Gudith. Offers . Man Power Mentoring Inc. OR are in the M. P. R. I. Gratiot Suite 1. Roseville MI 4. Phone: 8. 88- 5. A free monthly support group for persons with a family member or friend who is serving time behind bars. Hope for Healing Hearts Kirk of Our Savior Church. Cherry Hill (between Newburg & Wayne Roads)Westland MI 4. Phone: 7. 34- 6. Bonnie. A grief support group for adults that have an incarcerated loved one. Meetings are the second & fourth Monday of every month, 6: 3. Mothers Of Inmates Support Team Fellowship Chapel Church. W. Box 2. 33. 56. Detroit MI 4. 82. Phone: 3. 13- 5. Website: Feel like its your fault that your child is incarcerated? Box 1. 91. 19. Detroit MI 4. If you would like to be on her mailing list to get notice of the support group meetings, please send Towana an email. LIFT OFF (a mentoring program for children of prisoners)Alternatives for Girls. W. Grand Blvd. Detroit MI 4. Phone: 3. 13- 3. Accepting both boys and girls ages 4- 1. Grand Blvd. Detroit MI 4. ADetroit MI 4. 82. Phone: 8. 66- 8. A new program to help women who have been incarcerated with provisions necessary to survive and stay out of prison, such as food, clothes, shelter, employment referrals and to provide spiritual guidance as well as a mentoring program. Box 9. 4Hopkins MI 4. Phone: 6. 16- 8. Campers will have the opportunity to sleep in cabins, swim, hike, tube,canoe and play, as well as enjoy arts and crafts, music, hear stories from the Bible, see some old friends as well as make some new ones. Department of Human Services and is providedby the county's Michigan State University Extension Office. Ruby. Girls Project- U- Turn. PO. Box 3. 86. 59. Detroit MI 4. 82. Phone: 3. 13- 3. 97- 9. If you are 1. 3- 1. Ruby. Girl Teen Program. Michigan Prisoner Re. Entry Initiative / Mentor Michigan Program. E. Michigan. Lansing MI 4. Phone: 5. 17- 2. 41- 6. OR 5. 17- 2. 41- 5. A free Mentoring program for children between the ages of 5- 1. Michigan prison. Box 4. Redford MI 4. 82. MICHIGAN PRISONER RE- ENTRY PROGRAM (M. P. R. I.)The M. P. R. I. Program in Michigan has been very successful (9. Call back occasionally and make sure the agency has any updated contact information such as addresses and phone numbers. PLEASE NOTE: Very shortly, prisoners who participate while in prison, in the PRE- MPRI program and participate in a . Therefore, if you are on parole now, speak to your agent immediately for a referral to the program nearest you! Jefferson Avenue Suite 1. Grosse Pointe Park, MI 4. Phone: (3. 13) 8. Michigan Prison Re- Entry Initiative – (MPRI) Contractor. This initiative offers a variety of basic services to parolees and probationers who are being released from prison. Services include: Didactic group sessions conducted in the prisons. Follow- up counseling for both individual and family, Information and Referral Network. Matrix Human Services Administration Offices: 1. Parsons Street. Detroit MI 4. Phone: 3. 13- 8. 31- 1. MPRI contractor and programs. GENERAL AID FOR GOING BACK TO THE COMMUNITY, JOB TRAINING AND WORKKeep in mind that the ! The goal of these programs is to assist their specific circumstances and backgrounds as opportunities and employment issues. The participants,formerly incarcerated women, receive educational/vocational assessment, assistance in meeting educ- ational and/or vocational goals and obtaining employment. PROVE provides monthly peer meetings, counseling, parenting classes, tutoring, grade monitoring, educational advice and application assistance. Women's Resource Center 1. Meyers Rd. Detroit MI 4. Phone: 3. 13- 3. 45- 9. Provides life skills workshops, parenting training, computer and employability training for womenrecovering from domestic violence, substance abuse, returning citizens and recent foreclosuresfor those age 1. Care. First Community Health Services 8. Decatur Street. Detroit MI 4. Phone: 3. 13- 8. 46- 5. Outpatient counseling to substance abusers as well as other services such as Aftercare services for returning citizens and a residential program for homeless HIV/AIDS women and their children, HIV testing and counseling and more. Paula's House PO Box 2. Monroe MI 4. 81. Phone: 7. 34- 2. Our mission is to empower women as they make the transition from treatment and/or incarceration to interdependent lifestyle, in a homelike environment. We hope to assist women in reconstructing their lives and returning to our community with skills that allow them to be self- sufficient. Our goal is to reduce the occurrence of relapse and stop the “revolving door’ of incarceration. Lutheran Social Services of Michigan 8. E. Jefferson Ave. Detroit, MI 4. 82. Phone: 3. 13- 8. 23- 7. Operates the Heartline Residential Program, helping women make the transition from prison to home. Detroit, MI 4. 82. Phone: 3. 13- 9. Goodwill Industries of Greater Detroit provides services to individuals who are serving probation or have been recently released from a county or state correctional facility for a non- violent offense. Services include job readiness training, paid transitional work experience, basic academic and remedialtraining to improve math or reading skills and job placement. Employment follow- up/retention services are also provided. AIDS Partnership Michigan. E. Jefferson #3. Detroit MI 4. 82. Phone: 8. 77- 3. 61- 3. The oldest AIDS multi- service organization in Michigan, serving Macomb, Monroe, Oakland, St. Clair, Lapeer, and Wayne County has a re- entry specific medical case management program assisting individuals in transitioning from jail or prison back into the community. Grand Boulevard Detroit MI 4. Phone: 3. 13- 8. 31- 2. ANDCrossroads Employment Offices. E. Jefferson Ave. Detroit MI 4. 82. Phone: 3. 13- 8. 22- 1. W. Grand Boulevard. Detroit MI 4. 82. Phone: 3. 13- 8. 31- 0. The staff helps clients write and tweak resumes, compose cover letters, and apply for positions using the Internet. Southwest Solutions. W. Vernor Hwy. Detroit MI 4. S. W. Solutions is a non- profit that is in partnership with Detroit Green. Works Solutions which provides green jobs training to disadvantaged residents of S. W. Detroit to train them for the new . Detroit Hispanic Development Corporation. Trumbull. Detroit MI 4. Phone: 3. 13- 9. 67- 4. Provides services to ex- offenders with an array of bilingual services that will assist them reintegrating into their communities and families including assessment, case management, job readiness and placement,family reunification, anger management, adult education, life skills, and HIV counseling and testing as well as follow- up services. NOTE: Also has a tattoo removal program for those with gang tattoos. Bond insurance coverage ranges from $5,0. As an incentive to hire members of a targeted population, employers receive the bond coverage FREE OF CHARGE for the first six months of the covered employee’s employment. Federal Bonding Program. Employment Services Agency Michigan Department of Labor and Economic Growth 3. West Grand Blvd - Ste 9- 4. Detroit, MI 4. 82. Phone: 3. 13- 4. 56- 3. Fax: 3. 13- 4. 56- 3. The Federal Bonding Program provides fidelity bonding insurance coverage to individuals with criminal histories and other high- risk job applicants who are qualified, but fail to get jobs because regular commercial bonding is denied due to their backgrounds. Print off a copy of the form above.
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Toate promotiile Kaufland Medias. Kaufland Constanta - contact, adresa, telefon, harta, program, mijloace de transport, suprafata, actionari. Ca orar de functionare Kaufland este deschis intre orele 7:30-22:00 (duminica intre 8:00-20:00). Deferred Retirement Option Plans (“DROP” Plans)In recent years, many retirement plans, particularly those operated by state and local governments, have adopted some form of deferred retirement option, or . This article discusses what a DROP plan does, what the attraction of a DROP plan is from the perspective of both the employer and the plan member, and the legal and actuarial issues raised by DROP plans. What is a DROP Plan? In its simplest terms, a DROP plan is an arrangement under which an employee who would otherwise be entitled to retire and receive benefits under an employer’s defined benefit retirement plan instead continues working. However, instead of having the continued compensation and additional years of service taken into account for purposes of the defined benefit plan formula, the employee has a sum of money credited during each year of the continued employment to a separate account under the employer’s retirement plan. The account earns interest (either at a rate stated in the plan, or based on the earnings of the trust underlying the retirement plan). The account is paid to the employee, in addition to whatever benefit the employee has acquired under the defined benefit plan based on earlier years of service, when the employee eventually retires. An example may make the arrangement easier to understand. Suppose that employee X is covered by a retirement plan which provides that she will receive an annual benefit beginning at retirement of 2% of average final compensation times years of service. Suppose further that the retirement plan permits employee X to retire as early as age 5. If employee X had average final compensation of $2. In the alternative, she could continue working until, say, age 6. At that point, she would have 3. And of course, the benefit would have risen further if compensation had gone up between ages 5. A DROP plan would provide employee X with a third alternative. Instead of retiring immediately on a $1. In exchange for her giving up the right to the continued accrual, her employer would agree to put $1. When she ultimately retired, she would receive (a) $1. Within this basic format, plans may implement many different options. For example, in some instances a COLA or a . In some instances, the employer and/or the member will make additional contributions to the account over the period of continued employment. The methods for crediting interest vary widely: earnings may be credited at a . In some instances, the member can obtain the DROP benefit only by foregoing the right to continued employment at the end of the DROP period. To the extent that employers are initiating DROP Plans, the major reason is a concern about the ability to retain valued employees who are eligible to retire. Many governmental plans, either as a matter of plan design or due to inadvertence, contain substantial incentives for employees to retire early. Vested Pension Plan members who reach their normal retirement date may participate in DROP. DROP allows you to effectively retire under the FRS Pension Plan.For example, employee X was making $2. Thus, she was getting only an extra $8,0. Moreover, if employee X had switched to a job in the private sector, even one which paid only $1. Thus, even though the private employer paid her less, her total income would be $2. In many instances, situations like that of employee X arise because the employer (or the plan to which the employer contributes) wanted at some point to encourage early retirement. This is particularly true in the case of public safety employees (who may lack the physical stamina to keep up with their demanding jobs at later ages) and teachers. During the teacher surpluses of earlier years, many school systems tried to get more experienced (and therefore more highly paid) teachers off the payroll to make way for less experienced (and therefore less expensive) replacements. However, in many instances employers have found that they have thereby discouraged some of their most loyal and productive employees from continuing to work. Why Do Employees Like DROP? In some instances, an employer adopts DROP as a result of pressure from employees or unions, or as a tool in labor negotiations. A DROP plan is often quite popular with employees. It enables those employees who may have . Even for those who have not maxed out, the rate of accrual is often more favorable than continued accrual under the defined benefit arrangement. In many instances, the DROP benefit is payable as a lump sum (always a popular feature with employees), while the defined benefit is available only as a lifetime annuity. In order for a DROP Plan to be successful there must be a give and take between the employers and employees. As noted earlier, the DROP Plan enables an employer to retain valuable employees and enables the employee to accumulate a larger pension than would otherwise be payable under the existing defined benefit pension program. But at what cost? Actuarially neutral design. Most simply put, increases in pension benefits above those currently provided cost more money. Many DROP programs strive to be . Actuarial costs, however, are only truly measured with experience. If, for example, the addition of a DROP program causes employees to begin to retire earlier, then the cost to the employer will necessarily increase since pensions will need to be funded over a shorter period of time. On the other hand, since employers generally fund retirement programs over the working lifetime of the participants, employer contributions would be expected to continue until the employee actually stops working. But if the plan is designed that when a DROP option is chosen, an employer ceases to make pension contributions for the employee, then the employer has an immediate contribution savings during the DROP period. The effect of demographics on design. Deferred Retirement Option Program (DROP) The Deferred Retirement Option Program (DROP) provides you with an alternative method for payment of your retirement. Establishing and publicly communicating the desired results of a DROP program early in the process will both enhance. Deferred Retirement Option Plans ('DROP. The DROP Program (or Deferred Retirement Option Plan) allows eligible employees, who agree to retire in one, two, or three years, to cease participating in, and. THE IMPACT OF A DROP PROGRAM ON THE AGE OF RETIREMENT AND EMPLOYER PENSION COSTS Samson Alva, Norma B. Coe, and Anthony Webb CRR WP 2010-11 Date Released: September 2010. Of course, all bets are off if the underlying retirement program provides actuarially subsidized early retirement benefits, a common practice in the governmental plan arena. Subsidized early retirement benefits (that is, benefits for early retirements which are unreduced or reduced less than actuarially neutral benefits) produce an increased cost to the employer. When an employee who is eligible for a subsidized early retirement benefit decides to continue to work for another year, the pension plan experiences an actuarial gain since it need not provide the pension payments for that year. The longer the employee continues to work, the larger the actuarial gain to the plan. These actuarial gains serve to lower the ongoing employer cost of the plan. But examine what happens with the addition of a DROP program. From the pension plan’s viewpoint, when an employee chooses the DROP option, it is exactly as if the employee has retired since actual pension payments will begin. If the pattern of incidence of retirement changes under the DROP Plan, then from an actuarial standpoint, the assumptions concerning retirement may need to be revised to take this actual experience into consideration. Using lower assumed retirement ages will result in higher required contributions to properly keep the plan in balance. Most government plans mandate employee contributions which are used to offset the employer cost of the plan. Design choices regarding these contributions can affect the ongoing cost of the retirement program. If the employee contributions continue during the DROP option period, the employer contribution continues to be offset. But, if the employee contribution ceases at DROP choice or is also deposited into the DROP account, then the total cost portion normally funded by the employee must come from the employer. The effect of investment return on design. Defined benefit pension programs benefit not only from retirement gains, but also from investment gains. The actuary, in preparing cost calculations, assumes that assets will earn a stated net investment return. Since employers bear the risk of investment in defined benefit plans, to the extent that the plan assets earn a rate higher than that assumed by the actuary, the fund experiences an actuarial investment gain which serves to lower the ongoing employer contribution. Compare this to the defined contribution arrangement, where the amount of benefit received by the employee is directly related to the employee’s account balance and this account balance is credited with the actual investment return of the fund. If a DROP Plan credits interest based on actual earnings, then the employer has passed on the full investment risks to the employee. Therefore, in a strong investment market, the employer’s cost for the remaining defined benefit program will increase as there are no investment gains to offset the pension cost. In a weak market, the employee’s ultimate total pension benefits could be less than if the DROP option were not chosen. A numerical example. In our earlier example, if the DROP were chosen, Employee X would have an additional lump sum of $6. The present value of the future payments under option 2, assuming a 3. The present value of the future pension payments under option 1 is about $1. The net gain to Employee X of exercising the DROP (option 1) is $3. It seems as if the employee is the big winner in a DROP Plan. Why is this so? In our example, the early retirement benefit is subsidized, that is, there is no actuarial adjustment for taking the benefit at age 5. In order for our example to produce an . Neither of these adjustments are particularly common in governmental plans. Bigger benefits cost the employer more and DROP plans generally provide bigger benefits. Legal Issues. Contribution limits. As noted above, the earnings crediting on a DROP can take several different forms. The way in which earnings are credited will affect the legal rules applicable to the plan. If interest is credited based on actual earnings, either of the plan as a whole or of an individually directed account, the portion of the plan which represents the DROP accounts is treated as a separate defined contribution plan. As such, it is subject to all of the rules applicable to defined contribution plans, including the rule in Code Sec. Free Oregon commercial lease agreement. Modify this lease to suit the specifics of your transaction.
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