Tips for Managing Employee Holiday Schedules

Tips for Managing Employee Holiday SchedulesTips for Managing Employee Holiday SchedulesAh, the holidays. Things abflug heating up in late October with plenty of candy and family parties. Next comes the food and shopping adventures of November followed closely by a host of celebrations to round out the year in December. While this season can be full of memories, fun, and excitement, it can also put a strain on companies and business continuation. From hiring deadlines to simply keeping the doors open, the holidays present a unique set of scheduling hurdles that can task even the most experienced manager. Without further ado, here we delve into a few handy tips for managing employee holiday schedules to help reduce stress and let both employers and current and potential employees enjoy more time with family and friends.Communication is KeyFirst things first when it comes to navigating holiday schedules its important to keep the lines of communication open between all levels of the emp loyee hierarchy. From entry-level staffers to upper-level management, all team members should have a way to communicate their preferred dates for time out of the office and then track them in a central source. Monitoring whos out and when doesnt need to be a costly or time-consuming process. Modern email programs such as Microsofts popular Outlook solution allow team members to create or share calendars with both admin professionals and each other. While a decision maker will need to step in and resolve overlaps, often times employees will be able to make their own decisions and manage workload and time off efficiently if they have a common mechanism for communicating with other group members. Start Scheduling EarlyAlong with communication, early and upfront scheduling of holiday out of office requests can help eliminate the burden and ease concerns for both employees and management. Instead of waiting until late October, start having the conversation about fourth quarter time off e xpectations in September or earlier. A department or company-wide email can help set the stage and will often prompt people to start planning or communicating their plans for holiday vacation and travel requests. Kicking off holiday scheduling early is also a great opportunity to communicate company expectations for staffing needs. If youre in a retail sales based field, you may need additional staff to help navigate the uptick in demand during the busy holiday shopping season. Likewise, if youre in a service based sector there may be a drop in business overall that means fewer employees will be needed to keep the regular business running. While this is a good opportunity for one-off and year-end projects to be performed, it also means that depending on your industry you may have more or less flexibility with the number of bodies needed to perform essential functions. Make a plan well in advance of October and then communicate this to your staff as early as possible to help get the scheduling ball rolling. Establish Order of PrecedenceWhen all is said and done there are bound to be conflicts when dealing with holiday out of office requests. With this in mind, its important to have a company or department policy for whos request will carry the most weight and why. While a first come, first served policy may seem the most democratic, this may not be the best fit for your individual employee dynamic. If you find that your group has chronic procrastinators or that there are a host of hurt feelings for denied holiday requests, you may want to consider a hybrid model of precedence for out of office scheduling. Factors such as seniority or title can be used to add or subtract weight to an individual out of office request. Regardless of what method you use, remember to maintain open lines of communication and stick to your guns about decisions once they are made. This will help avoid hurt feelings and will squash any appearance of favoritism if the policy is applied e qually and consistently.Keep Your Options OpenOur last, but certainly not least, tip when it comes to navigating holiday scheduling is a decidedly modern option brought about by advances in technology and telecommuting solutions. Nowadays there are a host of software and hardware options that allow employees to remote in or work from locations other than their office. If you find yourself in a staffing pinch, consider allowing employees to work from home, a sister office, or another remote location for all or part of their vacation. Travel days are often a large part of any out of office schedule. Allowing your employees to get work done during these periods will not only resolve your desire to keep work flowing, but it can also make for happier employees who dont feel as if their vacation time is being wasted on unproductive plane trips or driving time.Have additional tips for navigating the holiday scheduling season? Drop us a note in the comment section and let us know how you na vigate keeping employees happy while maintaining business over the hectic holiday season.

Being a Marine Embassy Security Guard

Being a Marine Embassy Security GuardBeing a Marine Embassy Security GuardAs with other special duties like Drill Instructor, Marine Security Guards (MSG) are a small and coveted community of enlisted personnel that are temporarily removed from their Military Occupational Specialties (MOS) to take on a wholly unique challenge. In this case, its one of the most daunting out there Our nations embassies throughout the world, through calm and storm, are guarded day and night by MSG teams sometimes as lean as five members, where they provide armed internal security to designated US Diplomatic and Consular facilities . . . equipment vital to the national security . . . and US Citizens and US Government property, according to the Marine studentencorps MOS Manual. Thats a tall order, and it isnt all about guns and bashing heads. Embassy guards, operating in an environment where diplomacy is as vital to the national interest as firepower, must act in their own small way as ambassadors for th e United States, showing maturity, restrained judgment, and refined character. Military Requirements Although embassy duty is a crucial aspect of the Marines mission with a long tradition, the Corps is only budgeted to train and maintain a limited cadre of guards to cover over 100 embassies worldwide. Training is intense, expensive, and tends to produce washouts due to high standards. Because of all this, the Corps guards embassy duty very closely to avoid spending training dollars on Marines who cant live up to the commitment. Marines may begin applying once theyre lance corporals (E-3), and the duty is open to all ranks above with the exception of some senior enlisted whose rise to the top ranks could interfere with their ability to complete a full tour of duty. Sergeants (E-5) and below enter the program as guards, while staff sergeants (E-6) and above, regardless if theyve served embassy duty before, are trained to command an embassy guard detachment. Further requirements ar e listed on the Marine Corps Embassy Security Group (MCESG) website, and in the Marine Corps Special Duty Assignments Manual (SDAMAN) but they can be summed up like this You must be able to do your job without letting anything get in the way. Sergeants and below, for example, are immediately disqualified if theyre married, while staff sergeants and above if married, must ensure that their dependent family members are in perfect health. Pregnancy, felony convictions, and a history of alcohol abuse are all deal-breakers. All applicants (and their dependent family members) must be US citizens never dual citizens and guards must be able to receive a top secret security clearance (so watch your credit debts.) But thats not all. After an interview with your commanding officer, you must pass a screening interview with the staff of the MCESG. These Marines tend to go on around-the-Corps tours each year to screen and recruit qualified guards at major bases, though Marines stationed remote ly such as active duty staff at reserve units may have to travel to Quantico or arrange a phone interview to get the job done. Education Marine Security Guard School at Quantico, VA lasts only six weeks (eight for staff sergeants and above training to command a detachment.) Thats half the length of the Marines infamous boot camp, but dont be fooled According to fnfeck official Captain Gregory Wolf (speaking to USA Today) about a quarter of all students are eliminated from the course as instructors separate the wheat from the chaff. And although the SDAMAN mildly reports that training provided jointly by the Marine Corps and the Department of State includes academic instruction on duties and indoctrination for living in an overseas environment, Lance Corporal Antwaun Jefferson, Quantico Sentry reporter, adds that students will have to endure physical challenges with courses that include being OC sprayed. In other words, there are the usual high physical training standards youd expect of Marines plus you have to do it after someone blasts you in the face with pepper spray. But its only six weeks, right? The OC spraying routine and of course the high standards at the schoolhouse turn out Marines you can trust to man the turrets when American interests are threatened, represent all that is best about America, and even get your daughter home on time. Maybe not that last part. But she just couldnt resist the dress blues.

Bloodstock Agent Career Profile

Bloodstock Agent Career ProfileBloodstock Agent Career ProfileBloodstock werbers are equine professionals who buy and sell Thoroughbreds on behalf of their clients in exchange for a commission. Duties Bloodstock agents analyze pedigrees and conformation to assess the value of Thoroughbreds being offered for sale, both privately and at public auctions. Agents also bid on horses in the auction ring for their clients and may initiate or broker deals for horses being offered privately. Many agents advise their clients on breeding plans for their broodmares, and they may facilitate the booking of these mares to stallions that are in high demand. A bloodstock agent may also appraise horses for insurance purposes or direct their clients to providers of insurance. Agents usually receive a commission for the referral, paid to them by the insurance agency. Bloodstock agents must travel extensively to represent their clients at sales across the country and internationally. They must constan tly network and build relationships with industry professionals to maintain and expand their sales geschftlicher umgang. Additionally, agents must be able to work closely with veterinarians, farriers, and other equine health professionals to evaluate the fitness of individual horses. Career Options Bloodstock agents can specialize in racing stock, breeding stock, or a combination of both areas. Some agents may offer U.S. based serviceswhile others have specialty knowledge about Thoroughbreds in other major racing areas such as Europe, Australia, and Japan. On the racing side of the equation, bloodstock agents can specialize even further. While some agents focus on identifying prospects for clients who race what they purchase, they also may work with clients who seek horses that they can resell in a short period of time for a profit, which is known as pinhooking. For instance, these clients would purchase a weanling to sell as a yearling, or a yearling to sell as a two-year-old i n training. On the breeding side of things, a bloodstock agent may be involved with advising clients on breeding plans for their mares, as well as buying and selling stallion seasons. Education Training There are no specific educational requirements for becoming a bloodstock agent, and there is no formal licensing program. Anyone with a solid knowledge of the Thoroughbred industry and a good eye for evaluating horses can become successful in this business. Most bloodstock agents work their way up in the Thoroughbred industry, starting out by taking a position on a top breeding farm, becoming a trainers apprentice, or working for a sales agency. After gaining some hands-on industry experience, many choose to seek out an apprenticeship with a seasoned agent to learn the ropes of the bloodstock business. A bloodstock agent should have an excellent knowledge of Thoroughbred pedigrees, equine anatomy and physiology, industry news, and current market trends. Agents must also have str ong marketing, sales, and business management skills to be successful in this career. Agents should also be familiar with the guidelines for the ethical operation of a bloodstock agency these guidelines were drafted by the Sales Integrity Program. A bloodstock agents success is closely tied to their reputation in the industry, so it is in their best interest to conduct business honestly and in accordance with these guidelines. Salary Unless under contract to a major player in the Thoroughbred industry, bloodstock agents are self-employed and do not earn a set salary. They are compensated for their efforts by a commission on the sale, generally five percent. Some agents also are kept on retainer for a set price and provide advice on a number of horses for a particular buyer or seller. Experienced agents can make $80,000 to well over $100,000 while agents just starting out in the industry can expect to earn a more modest salary in the range of $30,000. As an agent gains experience and develops more contacts in the industry, their earning befhigung increases dramatically. As self-employed individuals, bloodstock agents must take into consideration various additional expenses such as paying for their own healthcare insurance, maintaining a business vehicle, and other travel costs such as airfare and hotel stays. Job Outlook After several years of slow growth, the Thoroughbred industry has begun to show signs of improvement. Those in the Thoroughbred business believe the industry is beginning to rally. Sales for bloodstock agents are expected to show positive growth in the coming years.