How to Get Your CDL in Wisconsin and Delaware

How to Get Your CDL in Wisconsin and DelawareIf you live in Wisconsin or Delaware, learn the guideline for getting your Commercial Drivers License (CDL) below. For information regarding other states, TheJobNetwork has published a very comprehensive guide on how to apply for a CDL in all states. googletag.cmd.push(function() googletag.display(div-gpt-ad-1472832551951-0) ) WisconsinIn Wisconsin, you must obtain a CDL if you are operating the followingA vehicle or vehicles with a combined weight of 26,000+ poundsA vehicle carryinghazardous materials that require placarding under federal lawA vehicledesigned or used to carry 16 or mora persons including the driverFirst, in order to obtain a CDL, you must take and reisepass the General Knowledge Test. A passing score is answering 80% of more of the questions correctly. You must present a valid Class D license at the time of testing.You are then eligible to obtain a Commercial Driver Learner Permit (CLP). In order to obtain one, you mustC omplete a Wisconsin DriverLicense ApplicationComplete a Commercial Driver CertificationPresent avalid Federal Medical CardProvide Proof of Citizenship or Legal Status in the U.S.Pay the required fee(s)Your CLPisvalid for 180 days. When you have a CLP, you canpractice driving with a qualified instructor or CDL driver holding a valid license at or above the level of your permit.You must hold the permit for 14 days prior to taking the road tests you must pass in order to obtain a CDL.Finally, you must take and pass your skills tests.During the skills tests, you drive in the type of vehicle you seek alicense for.You will be tested in pre-trip inspection, basic vehicle control, and on-road driving.DelawareIn Delaware, you must have a CDL to operateAny single vehicle with a GVWR of 26,001+ poundsA combination vehicle with a GCWR of 26,001+ pounds, ifthe GVWR of the vehicle(s) being towed is more than10,000 poundsA vehicle designed to transport 16+ passengers (including the driver)Any size vehicle requiring hazardous material placards or carrying material listed as a select agent or toxin in 42 CFR part 73Knowledge TestsTo obtain a CDL, you must first pass one or more knowledge tests,depending on what class of license and what endorsements you need.The general knowledge test is taken by all applicants.The passenger transport test is taken by all bus driver applicants.The air brakes test is requiredif your vehicle has air brakes (including air over hydraulic brakes).The combination vehicles test is required if you want to drive combination vehicles.The hazardous materials test is required if you want to haul hazardous materials as defined in 49 CFR 383.5.The tank vehicle test is required if you want to haul any liquid or gaseous materials in a tank or tanks withan individual rated capacity of 119+ gallons and an aggregate rated capacity of 1,000+ gallons permanently or temporarily attached to the vehicle or chassisThe doubles/triples test is required if you want to pu ll double or triple trailersThe school bus test is required if you want to drive a school busSkills TestsIf you pass the required knowledge test or tests, you must thentake and pass the CDL skills tests. There are three skills tested. You must take unterstellung tests in the type of vehicle for which you wish to be licensed.Vehicle InspectionThis test will see if you know whether your vehicle is safe to drive. You will be asked to complete an inspection of your vehicle and explain to the examiner exactly what you are doing and why.Basic Vehicle ControlThis test will assess your control ofyourvehicle. You will be asked to move your vehicle forward, backward, and turn it within a defined area.On-Road TestThis test will assessyour skills safely driving your vehicle in a variety of traffic situations like left and right turns, intersections, railroad crossings, curves, up and down grades, single or multi-lane roads, streets, or highways.

New Book Back To Work After Baby Helps Moms Return from Maternity Leave

New Book Back To Work After Baby Helps Moms Return from Maternity Leave Lori Mihalich-Levin is a rockstar. The mother of two founded Mindful Return, a community and e-course created to support new mamas through maternity leave shes an attorney at Dentons, where she chairs the firms Flexibility and Parental Leave Task Force ANDshes just written a book. Back to Work After Baby How to Plan and Navigate a Mindful Return from Maternity Leave comes out today (April 11) -- and were so excited to share with you some mora details from the author herself. We checked in with Lori to hear more about her book-writing process and to get her take on the biggest challenges many women face when they return to work after taking leave. She shares some insanely insightful advice, tells us what she hopes readers will take away, and explains how the hell she found time to write a book.FGB After founding a successful blog/e-course about returning to work after maternity leave, what prompted you to write a book on the subject?LML Ive always wanted to write a book. And to be honest, after all the time Id spent over the past few years designing the online course, blogging, and working with others on guest blog posts, it dawned on me brde summer that I had already written a book I decided to weave together the lessons from my course and blog into a coherent, organized, and hopefully relatable and humorous manual for new working moms, that they could have right at their fingertips.I am incredibly passionate about supporting new parents with the transition back to work after maternity leave. And I have repeatedly been struck by a lack of curriculum and well-written guidance about how to do the maternity leave transition and return in a calm and successful way. Writing the book was a way for me to be able to help more women with these strategies than those who take my online course. It also allows a new mama to avoid wading through years of blog posts looking for the topics she cares most a bout. FGB How did writing a book differ from writing for your blog? LML With a blog post, I focus a fairly discreet topic and offer my own reflections and several tips about tackling whatever challenge Im discussing. In writing the book, I had to take a much broader, more holistic approach to the return-to-work experience. All the specific advice and recommendations is in there, but I needed to think about everything a new working mama should know, and organize it in a way that flowed logically from one topic to the next.FGB What were the biggest challenges in putting together the book?LML Taking the time to find the right team was probably the biggest challenge. I knew I was capable of writing a well-written manuscript. Running both a business and a legal practice at the same time also taught me I could accomplish anything, if I do so in baby steps.I knew I couldnt do the whole book publication process myself, though, and that I would need to assemble a team to help me see this pro ject to completion. I spent a lot of time researching and vetting both the cover designer and the publicist I wound up hiring, and it took a lot of iterations to get the cover right. It was all time well spent, though, and Im delighted with the outcomeFGB What do you believe is the 1 challenge most mothers face upon returning to work post-maternity leave? Whats your general advice for overcoming that challenge?LML A few words come to mind, among them overwhelm, guilt, unhelpful comparisons, and sleep-deprivation. Though I can go on and on about each of these, my general advice on addressing them all is fourfold (1) Remind yourself every day that comparison is the thief of joy. You do YOU, mama, and focus on whats best for your family right now. Tune out the rest.(2) Feel what you feel. Its okay to be a jumble of emotions. To know that you love your work and your baby, and that youre not ashamed of loving both. The best way to work through the hard emotions that come with working par enthood is to acknowledge their existence and let them in so to speak.(3) Focus on micro-self care. You must take care of yourself to be able to take care of baby. And yes, you have no time right now. Even a few minutes a day of deep breathing, journaling, situation a meditation, doing some yoga stretches, or talking to a friend can go a long way to getting your head in a better place.(4) Find your people. Dont go this alone, mama. You really do need a village to support, you, and community is key to survival.FGB What do you hope readers take away from this? LML I want them to come away from the book truly believing and knowing, in their heart of hearts, that they are enough. As a mom. And an employee. As a partner. That they have the skills to be able to make this transition back to work after leave, and that no matter what happens, they can always re-evaluate things and change course. When they finish the book, I want them to feel a sense of calmness and confidence in their new li fe as a working mom.FGB Between managing parenting, Mindful Return, and your work as an attorney, how on earth did you find time to write this?LML Ha Two things were key boundaries and baby steps. Im on a 60% schedule at my firm, and I set strict boundaries around my time. For example, 5-8pm, Im offline (screens down), with my family. And in the evenings, I do the split-shift to enable me to get a few hours of work in after my kids go to sleep. I am also the biggest believer in the proverb that a journey of a thousand miles begins with a single step. Any project can be broken up into a million tiny pieces, and doing just a few of those pieces at a time eventually gets you to the end of the project. Finally, Im extremely passionate about empowering women, so writing, blogging, and teaching the Mindful Return course really dont feel like work.--Fairygodboss is committed to improving the workplace and lives of women. Join us by reviewing your employer

The War Against Resume Writing Do You Include Partial Completion on a Degree If You Didnt

The War Against Resume Writing Do You Include Partial Completion on a Degree If You Didnt You would like to avoid misleading a hiring manager into believing youve graduated and got a degree whenever you have not. You desire a possible employer to feel like youve focused your resume on them specifically. A recent client of mine spent the money to receive certified with a different business credential. It is extremely easy to validate educational credentials. If you own a gapleave it. Keep it clean and easy. Your resume must make them obvious. Make koranvers your resume is impeccably written, and be sure it stands out. The Resume Writing Do You Include Partial Completion on a Degree If You Did Nt Cover Up Naturally, you wouldnt incorporate a degree here as you have never been awarded one. In case the degree you are now pursuing doesnt completely relate to the job you are searching for, then you may choose to omit it or put it at the conclusion of your resume. When youre applying for work, odds are either you havent yet completed your degree or you dont mean to finish it any time soon. In the event the job that you are pursuing requires you to have a degree and youve luckily recently got it or expect to complete it soon, list your education at the peak of your resume. There are all sorts of opinions regarding how long a resume should be. Below are some things to keep in mind while writing this resume section. There are a few things you should not include in your resume. You could also attempt saying it was due to personal difficulties, although people might be less inclined to think that. The Secret to Resume Writing Do You Include Partial Completion on a Degree If You Didnt A great resume format is simple to scan. This list will keep you from making unterstellung resume blunders. Youre able to list these items following your education, if youve got less than three items to list. Consider your requirements and see the explanations below to pick the best resume format for you. There are a lot of resume strategies to master which will help you land the job that you desire. Your resume may be screened by somebody in human resources who does not have any idea what youre speaking about. Lying on your resume may also affect your future employment.

Resume Advice for a First-Time Remote Job Seeker

Resume Advice for a First-Time Remote Job SeekerResume Advice for a First-Time Remote Job Seeker1first-time remote job seeker.Resume Advice for a First-Time Remote Job SeekerPlay up any skills that will help you tout your ability to work alone.Even if you dont have remote work experience, that doesnt mean you dont have skills youve perfected from other jobs that would play well in a remote work setting. For example, maybe youve often taken initiative at requesting projects rather than being handed them or perhaps you excelled at meeting deadlines when you worked aloneand dont forget about that one time that your team of five all came down with the flu and you were left to rock the presentation yourself. Whatever the case may be, if youve managed to swiftly and deftly handle independent work in the past, or if you can somehow play up your great self-motivation and time management skills, be sure to do so front and center on your resume.Fill in any gaps in your cover letter.If you real ly feel that you cant quite make your resume shine and keep it to one page at the same time, be sure to use your cover letter to cover any gaps in skills that would equate to you being an amazing remote employee. In fact, even if you are able to include them on your resume, it doesnt hurt to reiterate how your past performances- even if completed in an actual office- would translate to an amazing remote work experience for both you and your would-be employer.Tailor your new resume to the job you want, not the ones youve had.If this is your first time applying for a remote job, youll probably need to switch up some of the writing in your job descriptions. After deciding which skills will really make you shine in a remote work situation, play up jobs with those particular assets and downplay any others that you still need to include for an accurate timeline, but that might not necessarily add much to your overall argument. If youre tight on space, consider removing very early jobs tha t dont add much to this particular position.Play up any volunteer or extracurricular activities.Of course actual work experience is important on a resume, but if youve spent the past 10 years organizing coat drives for your local homeless shelter that has helped clothe hundreds of people over those years, youre definitely going to want to include that on your remote work resume. It doesnt hurt to also play up any of your own resources that you might have used to help in those volunteer or extracurricular activities, especially if they might be necessary in your new remote work gig, like a powerful new PC or that brand-new program that makes creating charts and graphs a breeze.Take a look at a remote workers resume.Of course you never want to directly copy from someone elses resume, but it might help to take a peek at the resume of a friend or colleague who has worked remotely before. This could provide you with some insight into how things can be phrased, what to leave out, and what to absolutely include.While theres no such thing as the perfect resume, a little research can go a long way to creating a resume that shines, even when youve never actually worked in a remote job before.Wish you could go over your resume with a professional?SIGN UP FOR CAREER COACHING

Coping With a Boss Who Goes TMI

Coping With a Boss Who Goes TMI Coping With a Boss Who Goes TMI When your supervisor violates the generally accepted rules of workplace discourse with TMI, it is essential to respond with the exact opposite behavior. Be appropriate and be professional.Here is some advice for dealing with a boss who shares inappropriate informationFirst, identify the reason behind the bosss story. To properly handle any instance ofTMI, it is important to understand why a person is giving you all that unnecessary information. Whydoes your boss feel compelled to detail how her last one-night stand went awry? Is it possible that she is trying to bond with you? Is your supervisor sharing thebest remedies for UTIs to subtly explain why she has been taking so many sick days?If you are able to determine the rationale behind the TMI, you can address the cause with a proper workplace action. For example, if the boss is trying to bond with you, bestattungs lunch with her.You can chat about your families, hobb ies, and other topics, rather than sexual escapades.Another tactic is to change the subject to something more relevant to work. Sometimes an abrupt change in topic is all your boss needs to realize that theyhave crossed the line. Offering an unexpected change in topic brings your boss back into the reality of the social situation. This method wont offend or embarrass, but will convey your discomfort effectively.If you find it difficult to get a word in while your boss rambles on with their TMI, you can usenonverbal cues to show your supervisor that you are not sure how to respond. Glance at the door, angle your body away from the speaker, or check the time on your cellphone repeatedly. Showing that you are disengaging from the conversation lets your bossknow that you are not interested in engaging with the werkstoff being shared.If body language doesnt work, resist the urge to join in. You may see it as a way to ease the awkwardness or fit in, but two TMIs do not make a right. Despi te the precedent your boss has set, they could balk at your personal story, or your sharing could escalate the conversation to whole new level of too much information.Finally, lock up the conversation in your mental vault. Regardless of how you choose to combat workplace TMI, its absolutely necessary to internalize the material forever. Sharing it with your coworkers may score you some points, but no matter how open your boss may have seemedat the time, TMI is not meant for group consumption. Stories have a tendency to transform as they passfrom person to person.By the time the story circles back to your boss, you could end up looking like a gossip instead of an innocent listener.

Work from Home for Cruise.com

Work from Home for Cruise.comWork from Home for Cruise.comIndustry Home-based sales, support and customer service agents Description Cruise.com got underway as a web-based business in 1998 and has rapidly become one of the largest cruise specialists on the Internet. The company, based in Dania Beach, Fla., is a subsidiary of Omega World Travel, Inc. It offers a wide variety of cruises based on line (Viking, Royal Caribbean, Holland America, etc.), specialty (culinary, wedding, kids, themed luxury, etc.) and port of departure (Baltimora, Galveston, Miami, Tampa, etc.). The company offers web-based training for its home-based positions, which lasts for four consecutive weeks that you participate in via your home computer. You are paid for your training time, and Cruise.com says all candidates whose resumes reflect recent cruise industry experience (within the past two years) will be considered. All home-based positions offer a base salary plus commission. The company also offers a ben efits package, including travel agent benefits. Types of Work-at-Home Positions Cruise.com has put out the all-hands-on-deck call in three categories of at-home workers sales agents, support agents and customer service agents. In all three cases, it is required that you can work variable 8-hour shifts. Sales agents are expected to sell cruise vacations, insurance and other products to potential customers via inbound/outbound telephone and/or email leads. This position requires at least two years of recent sales experience in the cruise industry, preferably in a call center environment working with the major cruise lines. In some cases, English/Spanish fluency is required. See more bilingual call center jobs. Cruise.com is also looking for online support agents with at least one year of recent experience in the industry. If you accepted this position, you would be fielding calls to resolve customer problems, providing related information and selling insurance. Finally, the company is looking to hire home-based customer service agents with at least one year of relevant experience in either sales or customer service. In this call-center job, you would be offering information to customers, answering questions and providing a high level of service. Read here about the type of office equipment needed in a home call center. Applying at Cruise.com If youd like to set sail with Cruise.com, the company suggests that you copy and paste your resume to jobscruise.com. Make sure you mention in the subject line the job title in which you are most interested. In the email, provide a brief outline of your experience in the cruise industry. According to the company, final candidates must successfully complete a criminal and employment background check. To find more companies that have work-at-home jobs like this, check out these resources Travel Jobs From HomeHome Call Center JobsHome-Based Sales Jobs

Recruiting in the new job market

Recruiting in the new job marketRecruiting in the new job marketRecruiting in the new job marketIts a weird time in the job market right now. You probably already know about the record low unemployment and the strong labor market if youre a recruiter, but lets put it in perspective The fruchtweinrecent BLS report for December 2018found that there were 7.3 million job openings but only 5.5. total separations (including quits and layoffs), meaning there are far fewer unemployed people seeking work than roles to fill. Or put aelendher way, most of the top talent is already working for someone else.As a recruiter, that means youve got to reach out and talk to that many more people, says Claudia Johnson, director of internal recruiting for Addison Group, a professional staffing and search firm. Youre also up against the challenge of new graduates accepting multiple offers and working one offer against the other. They are in the drivers seat, she says. Its even gotten to the point where ca ndidates are ghosting potential employers now.To help you navigate this new job market, we connected with recruiting experts and examined the mindset of todays candidate viaMonsters 2019 State of the Candidate Survey, to come up with some best practices for finding quality candidates.Do smarter searchesIt used to be that recruiters focused on how to attract top talent, but these days, its more about going out and getting them. You cant expect people to flood your open roles with applications anymore, says Johnson, which is why you have to be creative with your search. Youre not going to make it on job boards alone. Its about fine tuning your searching. Im using Boolean searches I never would have done before, she says.Focus on the candidates needsToday is the exact opposite of 2009 when there were 10 people for every job, says Dave Denaro, vice president of Keystone Associates (a division of Keystone Partners), which offers solutions for individual and group career transitions. But for a recruiter to say theres not enough people out there is silly, he adds. You have competitors, and they all have people, he says. The challenge is to convince them that your opportunities are a better choice for them. To do that, you must build a relationship with them first.Denaro recommends starting with questions about them (rather than focus on your offering). How is your career going? Are you happy where you are? Do you have a career plan? Start them talking with a personal reach out, he says.Rely on your networkJob seekers are always told about the importance of tapping into their network to learn about new opportunities, but it works for recruiters as well, says Denaro. Good people know good people. If I know 100 people and each one knows 100, I can get to 10K pretty easily, he says.Being able to reach out to a prospective hire through someone they trust, like a second-tier connection, can really help your offer to connect stand out.Appeal to candidates who are stuckDespi te what appears to be an abundance of opportunity, there are a lot of people who feel stuck in their jobs. In fact, the survey found that 75% of Americans have had a job where they didnt feel they were a good fit. Whats more, three-quarters of Americans (77%) also believe there are threats to their current job, such as new management (20%) and a toxic boss or working environment (19%).So how can you appeal to workers who feel this way? Its certainly not something that can be found using resume searches alone, says Denaro. Those systems are great for finding folks that want to move laterally who have done the job. But a lateral move might not be enough to motivate someone to leave, he says.The solution is to show some interest in the candidates career track, says Denaro. Start to engage about the motivation most people have to advance and move up, and about the actual work. That interest can be attractive even without a large salary offer.Dont just throw money at your candidate probl emWhich brings up the next piece of advice higher salaries are nice, but often they are just a temporary solution. While the candidate survey found that 72% of respondents believe job seekers have the upper hand in terms of job options and negotiation power, that doesnt mean employers have to necessarily dangle huge salary offers to compete, says Johnson. Candidates are being offered jobs they arent necessarily equipped to handle, and were going to see the bottom fall out at some point, she says.Instead, think big picture rather than just trying to fill seats by flashing dollar signs. If youre not putting appropriate people in those chairs at the appropriate price, youre going to turnover in that role, says Johnson and end up right back at square one.Do human screeningRecruiters are finding it harder than ever to find the right candidates, especially for key roles in healthcare, technology, and manufacturing. The employer solution is often to add new assessments, multi-round inter view processes, and other hoops to jump through, all in an effort to weed out poor fits and find candidates who are the right fit. However, complicating things for applicants can have the reverse effect. When you give a 40-minute test to a senior-level candidate, youre not sending a signal that you want a quality person, says Denaro.Thats because candidates who have their choice of jobs are going to be put off by lengthy applications, online surveys, and talking to avatars that cant really tell them about the job, adds Denaro. The process recruiters have been saddled with only cares about cost and time it doesnt measure quality, he explains.As such, human intervention can go a long way toward establishing a rapport. First calls can be crucial, says Kristen Fowler, vice president at JMJ Phillip Group, a recruiting and executive search firm. You can get a good understanding of their needs, which can be anything from wanting to shorten their commute to switching to a smaller company w here they can have a wider span of control.Shorten your processWorking with hiring managers to simplify and speed up the hiring process for your most talented prospects is a smart strategy as well, says Johnson. At Addison Group, she says doing just that has garnered some great results. We consolidated and have a more comprehensive interview process to show that we value the candidates time, she says.That includes letting candidates sit in with teams or do short job shadows so they have the chance to get to know the people, understand the culture, and get a much clearer picture of the traits Addison is looking for without having to come in multiple times.Prevent ghostingYes, ghosting is a thing now, and both candidates and employers both do it In a recentsurvey by Clutch.com, more than 40% of job seekers said they think its reasonable to ghost companies during the interview process that is, abruptly cutting off communication when they decide not to pursue that role.Ten years ago, that would have never happened. But thats where we are in the market, says Johnson.To be fair, job seekers could just be reflecting the behavior that theyve been subjected to in the past. Even in this market, I still get candidates who say they never hear back from a company, says Denaro. Its contagious.The solution for recruiters is to make more of an effort to keep candidates updated. You can say, I know its been a couple of weeks. Is there anything new with you, or any questions I can answer? says Denaro. The worst scenario is waiting so long that when you do get in touch with a prospect, you find out that they took another job, he adds. It shows that you werent communicating when you should have been keeping them warm.If your candidate does suddenly drop off during the process, be aggressive, says Fowler. Continue to reach out on all different platforms until you get no for an answer, she says.And if you determine that someone isnt the right fit, dont leave them hanging, says Jo hnson. No one wants to be told no, but its learning for both you and the candidate, she says. You still want to maintain that relationship because they might be right for a future opportunity.Ultimately, its not ramping up your mass emailing or investing in superior technology alone that is going to help you thrive in this new job market its about keeping candidates engaged from day one. You have to get a candidate excited about something new, even if they have 25 other options theyre exploring, says Johnson. Its a full cycle, so make sure you stay in front, keep them up to do date, and coach them through the process to give them the best experience.