Expand employment opportunities, culture, while developing international experience in an evolving global environment

The content herein is researched and delivered to you by Arnie
Sherr, CEO; as an ongoing service provided by The Resume Store, Clearwater, Florida.

October 16, 2010 – 8:30 a.m. EST

Find this and other informative employment related writing at The Resume Store’s GET-A-JOB Blog

Arnie Sherr
writes: Those who know of The Resume Store and its long-time mission to help Floridians regain the pride that comes from gainful employment; the abilities to adequately provide for one’s self and families; to achieve professional growth, reputation and stature within industries of choice; to see to the educational goals of one’s children; to foster within family members the security that comes only from being good providers  and seeing to personal and family dreams and aspirations.

The Tampa Bay area is home to more than 132,000 unemployed. A number that overwhelms the scales at 12% plus. In as much as there are multitudes of jobs to be acquired, many have not the resources or the mental fortitude to peruse after weeks and months of job search disappointment. Others, desiring employment in their chosen fields may find their industries losing jobs exponentially. Certainly for many the future may be painted with discouragement.

However, as is the pattern of The Resume Store, we once again bring opportunity for those that want, need or whose backs are genuinely pressed against the professional wall and will make whatever sacrifices are required to provide for themselves and their families. I urge you to read Tom Brokaw’s comments below and highly consider the possibilities he suggests. Should you require assistance; we are, as always, available to help.

New York Post

Last Updated: 10:31 AM, October 10, 2010

Posted: 10:51 PM, October 9, 2010

Tom Brokaw tells college
grads to look for jobs overseas

You know the US economy is in bad shape when even a great
patriot like Tom Brokaw is telling young people to think about finding work in the Middle East or Asia. Interviewed Friday on BlogTalkRadio, the former “NBC Nightly News” anchor doled out advice to college grads entering today’s job market. “I wouldn’t be looking just within our borders for opportunities. I’d be looking to see what the chances are of getting a job in the Middle East, for example. Or in India; Or in China,” Brokaw — author of the 1998 best-seller “The Greatest Generation” — told host Heather Taylor: “I’ve talked to a number of very senior American executives who — so much of their work now is offshore — say one of the things they need are people who are willing to pack up and go there and become middle managers.”

International Jobs – Working Overseas ONLINE RESOURCES

American Citizens Abroad
- www.aca.ch/

The Big Guide to Living and Working Overseas – http://workingoverseas.com

· Offers a comprehensive list (with hyperlinks) to NGOs and public sector job boards, private sector job boards, and other international career-building websites

Career Frames – www.careerframes.com/links_main_intl/ngo_links.htm

· Calls itself “a portal for expatriate life” and offers interesting selection of articles on working abroad.

· Free job board in which you can search by type of job and by country and includes some job types not frequently seen, such as wine industry and tour guides.

Careers Without Borders - www.careerswithoutborders.com

· Free job board and job search advice for international development and humanitarian relief

Escape Artist – www.escapeartist.com/

Expats Abroad – www.expats-abroad.com

Expats Unite – www.expatsreunite.com

GOINGLOBAL – www.goinglobal.com

· Offers country career guides on 23 foreign countries and on some U.S. cities

International Career Employment
Weekly – www.internationaljobs.org

· Weekly newspaper has 500+ job vacancies.

· Jobs are listed by function – international development and assistance; international understanding, education,
communication, exchange; etc. and include some jobs in U.S. and a lot overseas.

· Subscription charge reasonable.

· You can check out some ads for free on the website, but, to see all, you must subscribe.

International Executive Search
- www.international-executive-search.com

· Headhunters of executives for private sector, large industry companies in North America and Latin America

· A few job ads posted on website

· Website also offers some general job search advice

INTJOBS.org - www.intjobs.org

· Job board for jobs in international organizations

IO/S/EA – http://www.state.gov/p/io/empl/

· Vacancies for U.S. Citizens in the UN and other International Organizations

· Department of State, IO/S/EA, Rm. 4808, Washington, DC 20520

Jobs Abroad – www.jobsabroad.com/

Kompass - www.kompass.com

· Good for business and company research (covers companies all over the world)

Transitions Abroad – www.transitionsabroad.com

· Offers “Short-Term Jobs and Summer Work Abroad:

· Key Web Sites and Print Resources,”

· “Short-Term Work Abroad: Key Employers,”

· “International Jobs and Careers:

o Key Region-Specific Job Sites,” and “International Jobs and Careers:

§ Key Worldwide Work Abroad Portals”

“Vote wise – vote strong – vote loud and the world will hear our
thunder”

No raises for
seniors on Social Security

By Arnie Sherr

For a second
consecutive year the Fed has told America’s seniors they will not be
getting raises in their social security, veteran pensions and compensation.
Why? Because when social security was created it was written to law that no
increases shall be forthcoming when the rate of inflation (CPI) is negative,
zero or close to it. Let me tell you of this entire scenario a few things that
anger me beyond words.

 1.      This antiquated regulation was configured and
now enforced by the very people that are responsible for the conditions that
have severely impaired America’s
rate of inflation. Therefore, I think it is incumbent upon them to amend the
CPI requirement exponentially.

2.      If they can give the top 1% a tax break, certainly
American’s that depend on social security, veteran pensions and compensation should have increases. As it is, the preponderance of seniors
must work to supplement their social security, veteran pensions and compensation benefits.

3.      Even thought the CPI (Consumer Price Index) remains stagnant, the
costs of utilities, insurance, healthcare, etc. continue to rise. It is seniors
that are most sensitive to such increases.

4.      Just as they did last year the Fed will most probably give greater
than $4.4 MM Government workers, including the beaurocrats themselves, a minimum
2% raise. The average fed employee annual salary is approx $54, 000. Multiply
$4.4 million workers times $54 thousand and the federal payroll could be as
much as $237.6 trillion. A mere 2 percent of $237.6 trillion amounts to $4.7 trillion.
(Numbers are estimated due to vaguely available IT search results)

5.      Since it is the Democrats that are in control they will unfairly attract
the most blame when in reality not giving SS and Veteran raises is a built into
social security regulation. I am sure for the Dems the timeliness of this is
bad, indeed. It is time for both houses to amend this outdated, unfair and
inapplicable regulation.

 All seniors and those who parents and others
they care about are seniors must call, write, or email their local
representatives making two demands.

1. Amend this regulation permitting cost of
   living increases on social security and veteran compensation and pensions,
   or
2. Refuse raises for the federal workforce
   including themselves until such time as the CPI supports raises on social
   security, veteran compensation and pensions as before.

 On the next page is
a chart copied from U. S.
Treasury Department report to Congress (Updated 10 October 2010). It clearly illustrates how
the Congress spends OUR money.

 As of this report the Federal Deficit is $13.6 trillion
dollars.

 It is further predicted that by 2015 it will be $19.6 trillion
dollars.

 The 2010 social
security payout is closely estimated at $700.8 trillion dollars. 2 percent is
$14.02 trillion.

In normal years 2007
and 2008 recipients received increases of about 3.1 percent.

• 2007 – or $20.2 trillion
• 2008 – or $22.9 trillion in combined
  cost of living raises.

Yet, in the absence
of social security, veteran compensation and pensions, the fed authorized
across the board cost of living raises in 2009 to approximately 4.4 million
federal employees ($4.7 trillion).

CLICK HERE to be redirected
to the website from it was copied. It is bountiful of information that once
absorbed will qualify you as an expert. Certainly reading it will arm you
against the altruistic and twisted arguments pushed upon society by the bias of
the TV news and the cumbersome and annoying political ads being pounded over
and over.

There is so much
ambiguity and camouflage it is truly challenging to fully understand, yet
believe the pandering and exaggerations heard exponentially throughout our
daily lives.

November 2010 is
arriving quickly and it is at times like these; the November elections that “We the People” get to express how we feel;
not with unread and ignored letters and e-mails, but by simply the pull of a
lever or the press of a button. Don’t be late or absent for your inalienable
right to vote. If ever “We the People”
need to vote it is in the coming November 2010 elections.

Voting, I am sorry
to say is the only way we can tell Washington’s
cashocrats how we feel.

“Vote wise – vote strong – vote loud and the world will hear our
thunder”

What
people say about “The Resume Store”

“I would like to share my recent experience with Arnie Sherr, CEO of the
Resume Store.”

My position eliminated unexpectedly and without notice, I needed a
professional well written resume. As most do nowadays I Googled to locate the
names of local resume services. I called several to inquire about their
processes and to my surprise the first four were uninterested in my situation,
to say the least. They simply quoted a price and told me it would be ten days
to get a completed resume; didn’t need to meet me; would have a secretary take
my information over the phone and from that they would put together my resume.

Then I called The Resume Store and spoke to Mr. Sherr. He was noticeably
empathetic for my situation and reassured me everything would be aright. He
asked many questions and encouraged a meeting where he could get to know me. He
feels a respectable in-person consult is important for him to write resumes
that match the personalities and skill-sets of people like me who must depend
on an impressive resume to get interviews. After our lengthy meeting, for which
there is no charge, he once again assured me there are plenty of opportunities
out there and that timing and networking are two critical factors. He said it
would take about a week to get a first draft to my in-box. To my surprise it
was in my in-box later that same evening. He understood the pressures I was
under and wanted to help as quickly as he could.

After very minor adjustments, I submitted it to potential employers and in
every case they complimented my new resume in one regard or another. Either
very well laid-out, the highlights led me to desired information, or its unique
headline captured my interest.

I strongly recommend Arnie Sherr and his Resume Store. He is exceptionally
talented at understanding and translating knowledge, skills, and abilities into
impressive and productive documents. In fact, in his first draft he included
skills and responsibilities I own but would never have thought to enlighten me,
let alone him or anyone about were it not for his research and thoroughness.
Arnie Sherr is starkly dedicated; not just to my objectives, but to his own
passion for, and I quote him, “getting Floridians back to work.”

Craig Holmes Director of Company Restaurants September 17, 2010” September 19, 2010

“It is my pleasure to offer this recommendation for Arnold Sherr.

My experience with Arnie although limited has turned in to a wonderful
relationship whereas he has helped turn my thinking around in seeking my future
endeavors. I met Arnie on LinkedIn as a contact and he reached out to me with
his extensive knowledge and expertise during a crucial time. During our many
conversations by phone and email, he clearly worked out for me a new resume
format and enlightened it to show many areas I was lacking and with his
inspired thoughts, suggestions and expertise pulled together what I felt was an
awesome review of what I’ve failed to capture over time. I would recommend
Arnie’s talents to anyone seeking assistance and someone who has forward
thinking in meeting your needs.” August 22, 2010

Thanks Arnie.

I value your thoughts and truly value what you’ve thought of me during this
short time. Not that we put any emphasis on what someone says about us day to
day, but to leave someone with positive and gracious thoughts about oneself is
definitely how for me I want to leave someone knowing that my the self worth
I’ve developed means not only that much to myself, but to someone I’ve just met
or someone I’ve built and continue to build relationships with.

Keep me on your newsletter list; they are definitely great reads leaving me
with much to ponder.

Thank you again and I’ll definitely keep you in the loop as things develop.

Arnie has been there with me every step of my job search. From making the
first resume, to interview counseling, making changes to my resume, and
brainstorming. I like the fact that he not only does a great job with resumes,
he really cares too.

“I met Arnie on LinkedIn through a thread discussion and it has become a
friendship via phone and e-mail. He has since rewritten my resume and cover
letter and done an excellent job. Arnie has an exemplary work ethic and always offers
constructive advice and suggestions. He is extremely loyal, intelligent and
trust-worthy and his judgment is excellent. I would highly and strongly
recommend Arnie for help on your resume and cover letter and for career
coaching. He will deliver fine results.” February 3, 2010

Dear
Arnie;
I wanted to thank you for everything. The resume/cover letter is fantastic. I
made the deadline, and Lets hope I land the interview. Thank you for all your
patience with me. I learned a lot. 

Attorney Hill M, Tampa,
Florida May 8, 2010

“Arnie
is a multi-faceted communication professional with significant experience and
breadth of knowledge as well as an outstanding customer service focus. As a
business veteran with his finger on the pulse of how business and the world
really works, Arnie can create opportunities for clients "outside the
box". Arnie knows how to "make things happen" and I recommend
him highly.” December 17, 2008

“I
know Arnold Sherr to be a person of high integrity and moral character. He is
an intelligent, dynamic and energetic individual who possesses the analytical
and critical thinking skills that permit him to convey his thoughts clearly and
succinctly. I have read many articles and critiques written by Mr. Sherr and
have found his assessments and opinions both informative and convincing. Mr.
Sherr’s skills are uniquely adaptive to writing resumes that will clearly
convey to a prospective interviewer the qualifications and abilities of his
client that should convince the reader that his client is an excellent
candidate for the position being sought and should be invited for an interview.
Mr. Sherr is a person I admire and respect and would highly recommend him for
any position that may pursue. Gerald J. Klein Parts Depot, Inc.” December 14,
2008

“I
recommend Mr. Sherr, Owner of The Resume Store, for his tireless help and
encouragement during my Employment under Contract at 2 Companies, and as before
and now: "Between Jobs". He, at his own expense, mailed me a large
Packet containing many examples/samples of what he/his Company offers
prospective Clients/job-seekers. His prices are competitive with similar
services offered by Monster or CareerBuilder; I most certainly would of felt
MUCH more comfortable working with him, verses being shuffled to some unknown
person working for those "others". I also like his approach, calling
his system the "Personal Marketing Program". Mr. Sherr has emailed me
A LOT of his Writings on various subjects and also, offered "invites"
to check out other Job-Search Sites he has found/discovered
"Out-there". In closing, I would recommend anyone who is
unfortunately in the same situation as I, to consider using the services of Mr.
Sherr.” December 12, 2008

Dear Arnie:

Please
accept my thanks for securing for me, eight interviews from which I was offered
three jobs in a two month period. Among the three, I chose to accept management
of three departments within a Southern New Jersey, Lowe’s Home Improvement
Center. Because of your
excellent counsel, I was able to negotiate a salary greater than my original
goal.

Thanks
again,  

To
everyone looking for a new job, The Resume Store is your only choice. Even
though Arnold Sherr, President of The Resume Store is my Dad, his
expert job vacancy investigative skills have, over the past five and two years using
excellent cover letter and resume writing skills created for
me the luxury of being able to choose the best of two simultaneous
offers in my first job search and three in the most recent, my
second job search. I found the value to be that, which was
written in my cover letters that ultimately developed interview invites.
His creative approaches are like non I’ve ever read or heard; even
when functioning as a retail store manager whose job it is to read cover
letters and resumes when hiring new sales associates, key holders and assistant
managers. 

Prejudiced
as I may be, I highly recommend The Resume Store if you are serious about
securing a better and higher paying job.

Brian D. Sherr, General
Manager, Nautica Retail, Atlantic City, New Jersey

September 17, 2010

I would like to share my recent experience with Arnie Sherr,
CEO of The Resume Store.

My position eliminated unexpectedly and without notice, I
needed a professional well written resume. As most do nowadays I Googled to locate
the names of local resume services.  I
called several to inquire about their processes and to my surprise the first
four were uninterested in my situation, to say the least. They simply quoted a
price and told me it would be ten days to get a completed resume; didn’t need
to meet me; would have a secretary take my information over the phone and from
that they would put together my resume. Then I called The Resume Store and
spoke to Mr. Sherr. He was noticeably empathetic for my situation and reassured
me everything would be aright. He asked many questions and encouraged a meeting
where he could get to know me. He feels a respectable in-person consult is
important for him to write resumes that match the personalities and skill-sets
of people like me who must depend on an impressive resume to get interviews.
After our lengthy meeting, for which there is no charge, he once again assured
me there are plenty of opportunities out there and that timing and networking
are two critical factors. He said it would take about a week to get a first draft
to my in-box. To my surprise it was in my in-box later that same evening. He understood
the pressures I was under and wanted to help as quickly as he could.

After very minor adjustments, I submitted it to potential
employers and in every case they complimented my new resume in one regard or
another. Either very well laid-out, the highlights led me to desired
information, or its unique headline captured my interest.

I strongly recommend Arnie Sherr and his Resume Store. He is
exceptionally talented at understanding and translating knowledge, skills, and
abilities into impressive and productive documents. In fact, in his first draft
he included skills and responsibilities I own but would never have thought to
enlighten me, let alone him or anyone about were it not for his research and thoroughness.
Arnie Sherr is starkly dedicated; not just to my objectives, but to his own
passion for, and I quote him, “getting Floridians back to work.” 

Craig L Holmes, Director of Company Restaurants

Arizona’s Immigration Law – Profiling or Not?  

By Arnie Sherr

ILLEGAL IMMIGRANTS

Reported from OhMyGov.com
by Lisa Diane May
14 2010

Gathering a true picture of the
number of Illegal Immigrants is notoriously challenging and fraught with error,
but the U.S. Department of Homeland Security (DHS) attempts
to estimate this yearly. (OhMyGov.com
has also reported on other efforts to measure the illegal immigrant population
in the U.S.
which suggested far
higher numbers.) From these estimates, the top 10 countries that make up
the illegal population in the U.S.
are as follows…

Bearing in mind the
above, it is critical to understand that when Arizona passed its immigration bill, it is
targeting Hispanics. Moreover, it doesn’t need to be spelled out word for word.
Arizona’s
immigration challenge involves primarily Hispanics. Nowhere in its writings are
mention of Salvadorians, Guatemalans, Hondurans, Philippinos, East Indians,
Koreans, Ecuadorians, Brazilians, or Chinese also in America
and Arizona
illegally. Considering these other nationalities, although minimal in
comparison; how is the Arizona Law anything other than a basis and even, going
out on a limb, a directive for profiling?

There is no one of
sound mind that I know of who isn’t angered by the presence and the costs attributed
to the presence of illegals within our beloved country. No doubt about it;
however, it is not a good idea for America to have 50 different
immigration laws. That is why such issues are better determined federally.
Matter of fact, the Fed has already passed laws that if funded would make a big
difference. But then funding them at a time when most are concerned with the hugeness
of the deficit will be, I’m sure, another bone of contention. So Arizona, why can’t you
simply enforce the Fed’s existing immigration laws?

The following is an overview of
federal law on hiring and harboring illegal aliens.

Summary

A person (including a group of
persons, business, organization or local government) commits a federal felony
when he:

• assists an alien whom he should reasonably know is
  illegally in the U.S.
  or who lacks employment authorization, by transporting, sheltering, or
  assisting him to obtain employment,
• encourages that alien to remain in the U.S., by
  referring him to an employer, by acting as employer or agent for an
  employer in any way, or
• knowingly assists illegal aliens due to personal
  convictions.

Penalties upon conviction include
criminal fines, imprisonment, and forfeiture of vehicles and real property used
to commit the crime.

Anyone employing or
contracting with an illegal alien without verifying his work authorization
status is guilty of a misdemeanor. Aliens and employers violating immigration
laws are subject to arrest, detention, and seizure of their vehicles or
property. In
addition, individuals or entities who engage in racketeering enterprises that
commit (or conspire to commit) immigration-related felonies are subject to
private civil suits for treble damages and injunctive relief. More…

My
point is this; if the Fed can’t or doesn’t fund their own immigration initiatives
it is certainly within the scope of the law for individual States to do so.
Passing fifty separate State immigration laws is counterproductive because illegals
will simply migrate to States with less rigorous laws to evade or States that
have not enacted immigration laws of their own. It will be, to utilize an old
cliché, “analogous to rearranging the dust.”

To
repeat, the best and legal way to send them home, wherever that is, is to
prosecute infracting individuals and employers. 

Passing
and implementing laws that involve individual interpretation and emotions is
nothing less than an invitation to profile. Many with the best of intentions
may use criteria thought to be questionable by onlookers. There are various motivates
that may drive incidents of profiling, prejudice and exposure to the worst
elements of a culture can easily fuel such incidents. After all, cops, like the
rest of us are merely human beings with emotions and fears too. Having said
that, I can see why so many are in favor of asking suspected illegal’s for
proof of citizenship. It is that very hatred of, or if not hatred of the
nationality, the costs we bare seeing to their health-care and their childrens’
education, and more that burns the bellies of so many Arizonians and Americans
alike.

The
fact is when I mention the potential for profiling, supporters of Arizona’s law take a stand making assertions that Arizona law enforcement
will be training not to profile.  To that
response I ask them to recall the Rodney King incident. Los Angeles police were and continue to be taught
not to profile and yet raw emotion and environmental influences do, at times,
take hold of normally well-intentioned law enforcement personnel. Law
enforcement personnel regardless of how well-intentioned are only human. What Arizona has passed is a law subject to misdeeds fueled by
hatred or dislike for and a total lack of empathy for why the preponderance of
those here illegally from Mexico,
are here to begin with. Most are here to send money back to their starving
families, etc. For most of them, it is a matter of survival!

Given
that I understand the rationale behind asking “suspected” illegal’s for papers
and that I disagree that such conclusions are to be made by “humans;” fallible
humans at that, I have come up with a solution that should placate everyone
allowing Arizona’s
law to proceed unfettered except for this tiny modification. Have Governor
Brewer sign an amendment to Arizona’s
new immigration law making it mandatory that everyone who is suspected of committing
crimes, from misdemeanors to major felonies and worse, is asked to prove their
citizenship. Furthermore, after a time such information can be made part of
driving license and State ID records. If a person does not have an in-force driver’s
license or State ID they shall be taken into custody as undocumented aliens in Arizona and the U.S. illegally. This way there can
be no incidents of profiling and all other nationals here illegally will be
checked as well. Makes sense to me; how about you?

On the
other end of the scope, States must begin investigating, arresting, and
prosecuting CEOs and business owners that hire illegal’s to the fullest extent
of the law; suspending business licenses and freezing assets when appropriate.
We don’t need new laws to do this; the Fed has already passed such permissions.

It is
estimated by “so-called” experts that as many as 20 million undocumented illegal
aliens are living in America.
There are many reasons why, but for the preponderance survival is the primary
motivation for risking lives crossing many of our death-defying southern
borders. Be that the case, fish never bite an un-baited hook. If there are no
jobs to be had, most assuredly the preponderance would self-deport or refrain
from coming to begin with. The recession has already caused a sizable exodus
of illegal’s back to their homelands and has deferred many from coming.  This is proof enough that if there are no
jobs to be had they will cease and desist. “No tickie; no shirtie” as the
saying goes!

Governor
Brewer, great leaders makes prudent decisions, the kinds that are and fuel
common sense without inciting the emotional prejudices of others. You can
accomplish the same objectives by placing priorities in the correct pecking
order. Create the right kind of State resources to rid Arizona of this southern border liability. Such
a resource might be the development of AINS, the Arizona Immigration and
Naturalization Service.  Its primary
objective: to go after employers and individuals that seek to hire and exploit illegal’s
of all nationalities. In fact, every of the many reasons employers hire
illegal’s are illegal in themselves.  Not
only will you be stopping illegal hiring practices, you will be uncovering
massive illegal acts perpetrated to defraud the IRS, Social Security, and any
other applicable State revenues due from all employers of their employees and as
well uncovering wages paid below minimum legal dictates.

Here
are some common sense suggestions:

1.     
Either
ask everyone
stopped or detained by law enforcement for any reason and regardless of
suspicions to show proof of US citizenship/permissions or ask no one

2.     
Set a
massive agenda to seek-out and prosecute employers and individuals that hire
illegal aliens; from one illegal hire to however many

3.     
Pass and
enforce legislation making it illegal to rent or sell apartments and property
to persons that cannot prove US citizenship/permissions

4.     
Stop the
issuance of drivers licenses and State ID cards without proof of US
citizenship/permissions

5.     
Refrain
from admitting children of illegal’s to Arizona
schools without proof of parent’s legal presence in the US (Pressure the Fed to amend the “born in America
citizenship rule”)

Yes, it is apparent by the emotions
stirred-up among Americans that someone somewhere must take hold and make
something positive happen to solve America’s immigration challenges.
My thinking is that Arizona
is so very close I can palate its Fillet Mignon like taste as can many others.

Governor Brewer, suing the Fed in the Supreme
is not the answer. However; bringing this proposal before the House just might
satisfy all three branches of government – the American and Arizonian people as
well.     

]]> http://theresumestore.wordpress.com/2010/08/02/arizona%e2%80%99s-immigration-law-profiling-or-not-by-arnie-sherr/feed/ 0 theresumestore http://theresumestore.wordpress.com/2010/07/24/tell-rick-scott-i-didnt-know-just-doesnt-cut-it-by-arnie-sherr/ http://theresumestore.wordpress.com/2010/07/24/tell-rick-scott-i-didnt-know-just-doesnt-cut-it-by-arnie-sherr/#comments Sat, 24 Jul 2010 09:03:04 +0000 The Resume Store http://theresumestore.wordpress.com/2010/07/24/tell-rick-scott-i-didnt-know-just-doesnt-cut-it-by-arnie-sherr Continue reading →]]>

Tell Rick Scott, "I didn’t know" just doesn’t cut it!

There is a TV
ad blasting Rick Scott. It reports that Rick Scott said he didn’t
know of the Medicare Fraud while it was going on.

If something bad were
to happen while he – G-d forbid – is Governor, is he going to tell
Florida he didn’t know? Florida needs a Governor who is hands on and
knows
everything that is going on, has gone on, and is to go on in the future.

Is "not knowing what is going on" what
Rick Scott means by "Let’s get
to work?"

]]> http://theresumestore.wordpress.com/2010/07/24/tell-rick-scott-i-didnt-know-just-doesnt-cut-it-by-arnie-sherr/feed/ 0 theresumestore http://theresumestore.wordpress.com/2010/07/11/want-a-new-job-%e2%80%9chave-you-the-guts-to-make-this-happen%e2%80%9d-by-arnie-sherr/ http://theresumestore.wordpress.com/2010/07/11/want-a-new-job-%e2%80%9chave-you-the-guts-to-make-this-happen%e2%80%9d-by-arnie-sherr/#comments Sun, 11 Jul 2010 11:22:03 +0000 The Resume Store http://theresumestore.wordpress.com/2010/07/11/want-a-new-job-%e2%80%9chave-you-the-guts-to-make-this-happen%e2%80%9d-by-arnie-sherr Continue reading →]]>

Want a new job?

“Have you the guts to make
this happen?”

By Arnie Sherr

Many frustrated job
seekers in their quietest of and most private times ask themselves or someone
more powerful, “Why won’t someone give me a chance; a chance
to prove I’d be a trusted and productive employee?  I know I’m their best choice, but
how can I make them know that if they don’t hire me? I’m running out of money
and hope. I’ve only 8 weeks left of unemployment checks; what will happen to me
and my family if I can’t find a job?”

Before I introduce
you to what I think is an almost fail-safe job getter, I must caution you; this
is a one in a lifetime chance to earn a job – not just a job, but the job you
want and to prove to a prospective employer that you are the best choice
regardless of how many others they say the have left to interview. There will
be no second chance with whatever employer opts to take you up on the unique offer
you are about to make. Prevail you will, but only if you are willing to earn an
Oscar for your performance; a star on Hollywood’s
famous Walk-of-Fame, so to say.

Here are the conditions and the obstacles
that my proposal overcomes:

To begin with, you
will continue collecting your UI benefit; however, when completing your UI
benefit reports you are to check “yes” to the question asking of you have
earned any monies and then declare that you have earned *whatever amount will not reduce your UI benefit for each week of
the period in question. To the question, “Did you work “full time?” you should
answer “no.” If you do not declare your earnings from whatever the source and
you are at some time found out you will have jeopardized your right to collect
UI benefits in the future. Additionally, in all states recipients are permitted
to earn some amount of money while collecting benefits without losing any of
that benefit. Before proposing what I am going to suggest, it is very important
you have *investigated and know what that
earnings limit is.     

For example, in the
State of Florida
the maximum amount of UI benefit that an applicant may qualify for is $275.00
per week. Of that amount a recipient is permitted to earn up to $58.00 per week
without penalty. To verify, CLICK HERE;
then scroll down to question 3 under
the heading “WAGE TRANSCRIPT.”

My proposal raises a
few concerns candidates must understand and be prepared to refute. They are
certain to be the objections you hear from whomever you are proposing this
arrangement. Without knowing of them and being prepared to counter them
effectively you will be unable to achieve your objective.

One such objection
might be; we can not have an employee work for less than minimum wage. Another;
under the IRS definition we are not able to control when and where (your
schedule and work location) you perform expected duties and responsibilities. There
may be other objections that must be dealt with as well. 

These are valid
objections if you were to be saying; “I’ll work for free
just to prove I am the best; I really need this job!”

Under the law
companies are not able to hire for free. At the very least, they are required
to pay minimum wage. Otherwise, many job seekers hungry for jobs would offer
such arrangements and probably prevail. Under liability and wage law trail employment for free is not
permissible. What is permitted and is generally practiced is the 90 day
probationary period. During this period you are hired as a regular employee
with all rights and benefits given all employees. Under my proposal all of the
above objections are mute points. Here’s why…

Please CLICK
HERE to be taken to the IRS website where you can read its definition of Independent
Contractor.

This is what I
suggest be proposed to an employer for whom you feel strongly qualified. It is
legal and might just be the catalyst that earns you a genuine offer of
employment. The very worst or best that may happen (depending on your view) is
they take you up on your offer to work under IRS guides as an Independent
Contractor.

How to present your proposal…

One of the most
challenging tasks for HR professionals is effectively qualifying applicants
through the interview process. Every applicant says they are best and most
qualified. Some are terrific communicators and others not as effective;
however, in the end the worst of communicators might be the best for the job.
Another consideration is that employer’s, for litigious reasons, will not
reference former employees, good or bad. It has really become challenging for
HR professionals to be sure of the choices they make.  Many times, making wrong selections can cost
them their jobs. In the end, it is as much a crap shoot for them as it is for
job seekers.

Here is my solution.

Offer to work in the
position posted as an Independent Contractor. Since they can not control when
you do the expected duties you will present them with a written schedule that
makes sense for their needs. Second; you agree to work one hour less than that
which they determine as the full-time threshold. Many set full-time criteria for
benefits at 34 hours. As an Independent Contractor you may, if you wish or if
they require, offer 40 hours; however doing so seems suspicious considering it
restricts your ability to fluctuate the schedule for IRS purposes. And third;
at the end of each week you will present them with an invoice for your state’s UI
benefit maximum allowed earnings (in Florida
$58.00). You may also submit invoices in advance – as an example it may be made
out for a four week (June 1 through June 28) period in the amount of $232.00.
In any case, it should not exceed your state’s no-penalty maximum per week.

The rationale here
is simple; Florida’s
maximum UI benefit is $275.00 net plus $58.00 net (income taxes are yours to
pay if you earn greater than $600.00 per year from all combined non-taxed legal
income). You will be earning approximately $333.00 per week combined. That is
equivalent to $17,316.00 after taxes annually. Unless you’ve elected that your
UI benefits are deducted by 10% for income taxes this should be your net pay
equivalency. This is not too bad considering it may earn you a full-time job at
a good salary. 

Why is it legal for you and the employer?

There is no minimum
wage requirement for Independent Contractors. Independent Contractors do not
require, expect, or qualify for benefits. They are free to charge whatever they
want for services rendered.  They may
work their own schedule and do so at a location of their own choosing (choosing
the employer’s location to work is legal). However, as an Independent
Contractor you are obligated by contract to meet deadlines and provide value
regardless of the contracted price for services.

Why this makes sense for the candidate?

• It gives applicants opportunity to prove
  by doing.
• It supplements their UI income.
• It helps them avoid unemployment
  depression and keeps them goal oriented.
• The part-time aspect permits them to
  investigate other viable opportunities.
• It permits them to add CURRENT
  EMPLOYMENT (Contract basis) to their resume.
• It complies with IRS definitions and
  meets Florida’s
  UI benefit requirements.
• In many cases, the mere mention of this
  proposal is so impressive it earns immediate offers of employment.  
  

Why this makes sense for the employer?

• It removes risk from the hiring process.
• It offers a try before we buy concept; a
  “test drive” so to say!
• It saves on benefits and perks –
  vacation, sick days, etc.
• It places the onus on the candidate to
  perform beyond expectations.
• It saves the employer compensation and
  benefits costs at risk until new-hires prove their worth.
• It complies with IRS, EEOC, Workman’s
  Comp. and State regulation.
  

Why employers can not make this offer to job
seekers?

• It appears as coercion.
• It appears as attempts to exploit and
  bribe job seekers.
• It appears as attempts to circumvent IRS
  tax codes, minimum wage, EEOC responsibility and culpability; group
  insurance and benefit avoidance, and other due diligence.
• It offers opportunity to profile and
  discriminate.
  

When presenting this
proposition, you should have an executed I-9 IRS Independent Contractor tax
form ready to submit. You should also have a suggested written proposal ready
to submit for consideration. If you are not sure how to locate and complete
these processes seek the advice of someone so adept. You must also include a
written and signed statement that the employer in question in now way offered,
suggested, or promoted this arrangement. 

I have presented
this plan to former, now retired, business owners who told me emphatically; “if someone has the confidence to present such a proposal,
I’d hire them right-on-the-spot!”     

Data
Show Small Firms Hiring Contractors at Lower Salaries (Washington Post)

Legitimate
Companies That Hire Home Workers Suite101.com

Need
a job? Contract work could be new normal Careers on MSNBC.com

ARNOLD SHERR, CEO

2463
Gulf to Bay Blvd
#218 – Clearwater, Florida
33765 – Home
Office (727) 796-0802 – Facsimile
(727) 490.3902 – E-Mail:
Arnie.Sherr@TheResumeStore.info

July 1, 2010

Nancy Pelosi,
Speaker of the House

Office of the
Speaker
H-232, US Capitol
Washington, DC 20515

Re: Background Checks for Political Hopefuls

Dear Madam
Speaker:

             Whether candidates are hired or
promoted for a job, information revealed in background checks heavily influences
hiring decisions. Job applicants and existing employees as well as volunteers
may be asked to submit to background checks. For some jobs, screening is
required by federal or state law. The current emphasis on security and safety
has dramatically increased the number of employment background checks
conducted. In short, employers are being cautious.     

            Madam Speaker, in light of recent
and historic scandals involving elected officials, especially those concerning felonious
activities and conviction or even suspicions of accessory thereto, I believe
the American people should have the right to know such backgrounds prior to permitting
political hopefuls from entering any state or federal ballot.

            Employers check potential and
current workers for several reasons and I feel voters should have the same
right to know. Furthermore, there should be in place specific background guides
that summarily eliminate unqualified hopefuls from running for any political office
from the most minuscule of importance to that of all three government branches
and the Presidency of the United
States of America. There are many things employers
want to know about prospective new hires and the same criteria should be
considered of those who seek elected office. The same reasons that eliminate prospective
candidates from consideration should apply to political hopefuls. Below are
many things employers seek to know about prospective employees.

• Negligent hiring lawsuits are on the rise. If an employee’s actions hurt
  someone, the employer may be liable. The threat of liability gives employers
  reason to be cautious in checking an applicant’s past. A bad decision can wreck
  havoc on a company’s budget and reputation as well as ruin the career of the
  hiring official. Employers no longer feel secure in relying on their instinct
  as a basis to hire.
• Current events have caused an increase in employment screening.
• Child abuse and child
  abductions in the news in recent
  years have resulted in new laws in almost every state that require
  criminal background checks for anyone who works with children. The move to
  protect children through criminal background checks now includes
  volunteers who serve as coaches for youth sports activities and scout
  troop leaders.
• Terrorist acts of September
  11, 2001, have resulted in
  heightened security and identity-verification strategies by employers.
  Potential job candidates and long-time employees alike are being examined
  with a new eye following September 11, 2001.
• Corporate executives,
  officers, and directors now face
  a degree of scrutiny in both professional and private life unknown before
  the Enron debacle and other corporate scandals of 2002.
• False or inflated
  information supplied by job
  applicants is frequently in the news. Numerous studies and news articles,
  citing varying results, have been published on the topic of resume fraud.
  While study and survey results may vary, it is clear that human resources
  professionals are alert to the potential for embellished or outright
  falsehoods. Such reports make employers wary of accepting anyone’s word at
  face value.
• Federal and
  state laws require that
  background checks be conducted for certain jobs. For example, most states
  require criminal background checks for anyone who works with children, the
  elderly, or disabled. The federal National Child Protection Act authorizes
  state officials to access the FBI’s National Crime Information Center
  (NCIC) database for some positions. Many state and federal government jobs
  require a background check, and depending on the kind of job, may require
  an extensive investigation for a security clearance.
• The "information
  age" may be a reason for
  the increase in employment screening — the availability of computer
  databases containing millions of records of personal data. As the cost of
  searching these sources drops, employers are finding it more feasible to
  conduct background checks.

            Madam Speaker, I am sure I do not
have to include a full list of recent felonious scandals perpetrated at the
hands of a few Senators and Representatives – from monies hidden in a small Hart Senate
Office Building
office refrigerator to felonious sex solicitation in an airport men’s room, etc.
Looking back through history tells of many illegal activities and prosecutions involving
American elected officials at all borough, city, county, state and federal levels.
             It seems people that choose to run
for elected offices are immune from the same kinds of scrutiny imposed upon all
levels of the American workforce. Not subjecting candidates to background checks
is in principle the same as “Don’t Ask – Don’t Tell.” Imposing such
investigations on forthcoming political hopefuls, although not a guarantee, may
diminish the potential for future political scandals and over-time help to
restore confidence in our ‘once trusted’ elected officials and the institutions
in which they member.  

Madam Speaker, I urge you to introduce such legislation
before the House for consideration.

Respectfully,

ARNOLD SHERR 

Website: http://TheResumeStore.info

Visit our Blog: http://theresumestore.typepad.comblog/

Visit my Blog: http://theresumestore.typepad.com/not_about_resumes/

How do you define Customer Service

By Arnie Sherr

 In just about every interview the question of how well a
candidate performs customer service is discussed. Over the years, as it was the
original recipe for success of the former Sears Roebuck and Company (today’s
Sears), customer service has become universally expected by American consumers.
I signify American consumers because in many northern European countries it is
not as required or practiced. In fact, customer service in America has become the standard by
which American consumers decide for the most part where to shop. Many times it
supersedes price.

There are many employees that feel little is done to
recognize them for practicing what has become normal or expected customer
service. They often express dismay that when customer service standards suffer
they are appropriately disciplined, but are rarely rewarded. It is important
they understand, providing expected standards of customer service was and still
is a condition of employment. One is not generally singled out and commended or
rewarded for practices that are considered SOP (standard operational
procedure). To the exceptional, when employees go beyond that which is expected
then honors are appropriate.

Last week my Lexmark multi-function scanner failed. As it is
my usual practice when in need of costlier items to shop locally via the
Internet, I located another Lexmark printer that fits my needs. Its price being
exceptional, I called my local Target store to see if they had any left in
stock. They did not but referred me to another Target about 20 minutes away
where there was just one left. I called that store and requested they put the
printer aside for me to pickup.

When I arrived it was apparent the printer’s box has been
opened and resealed.  I opened it hoping
to see if the item had been properly returned to the box. It had most likely
been returned after a prior purchase.  In
any case, it appeared okay so I made the purchase. Back at my office when I
unpacked the printer I noticed the software was missing. Yes, I knew I could
install the drivers via the Lexmark website, but I still wanted to have the
original software. Never know when it is needed and besides it is part of my
purchase.

A bit annoyed at the prospect of having to make another
twenty minute drive; I called the store and spoke to the salesperson at
electronics. He summarily apologized (another annoying, but required perfunctory
practice) and proceeded to tell me to call Lexmark to request the missing
software. He also suggested I call my local store if I wanted to return the
item for credit. This is where the customer service standard began to
deteriorate.

I wonder how many reading this can identify what to me is an
apparent failure in what should be routine and expected customer service. I
grew up in and spent my entire career in retail management and in a closely
related retail industry. I remember when customer service meant customer
service; not telling the customer to call the manufacturer to correct a malady
that is the fault of the retailer. It is the retailer’s fault because checking
electronic returns for software is a rudimentary requirement. Their failure to
do so caused me inconvenience. Could I have called Lexmark? Yes! Is a difficult
task to do?  No! But, when the associate
tells me I should do his or her job, I am justifiable put off. It became a
matter of principle. What the associate should have said was,
“Mr. Sherr, please give me the product’s serial number, your address and phone
number and I will have Lexmark replace the software at no cost to you.”  

This is acceptable and expected customer service. It should
require no special recognition; although, as much as I protest after receiving
poor customer service, I am quick to commend for excellent service.

Believing strongly I should not have to make the call, I
called the one of the store’s many managers who quickly offered to have their
customer service staff contact Lexmark. A few hours later I was contacted to
reassure me when once again it was suggested that I call Lexmark myself.  Of course I refused and the next morning I
received another call advising me that Lexmark was sending me the software and
I will have it in a few days.  I thanked
the caller and hung up.

Let me repeat; yes, I could easily have made the call. To
some I may appear trivial and/or stubborn. I did this exercise simply because I
am dismayed at the overall laziness and growing customer service complacency.
The do-it and serve yourself retail environment is loosing touch with genuine
customer service. Are things like no-questions asked return policies considered
customer service accoutrements? No, they are simply convenience bribes. In
fact, many consumers to whom no-questions asked policies are attractive are
those who seek to abuse the privilege. 
Overall, if consumers have legitimate reasons for returning merchandise
there is no need for no-questions asked return policies. The reasons such
offerings pervade the retail industry is to be one-up on competition. They are
more public relations ploys than real consumer needs or for those who are
honest, a requirement.

At the Target store, Largo,
FL, it was suggested at least three times that I call Lexmark myself. Never had
the manager, Sherry, asked or suggested that I should make the call to Lexmark.

The next time you are being interviewed it might be well to
recall and tell this true story. What I expected as a consumer was and
continues to be acceptable customer service. It is bad enough in our do
and get-it-yourself retail environment that I must find what I seek on
my own. While having little choice but to accept that this present day shopping
standard exists, I believe this same do and get-it-yourself ethic is spilling
over into the customer service arena.

Maybe I am old-fashioned, and then maybe I just want to feel
like a valued customer.

What’s your take?

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Hey, Rick Scott;

You just don’t get it!

By Arnie Sherr

            Rick Scott has aired a new commercial in response to the
opposition’s attacks about his support for and perpetration of fraud. In his
new commercial Rick attempts to separate himself from “HIS” company. In so many words, he states that the company,
not him, was guilty of Medicare and Medicaid fraud for more than 10 years. He
claims not to be a “career” politician, but how come he talks and acts like so many?

            Rick Scott wants us to believe that for more than 10
years his company, Columbia/HCA,
perpetrated fraud all by itself
and without his knowledge and support. If you are reading this and are not
insulted by his arrogance then you deserve him as Florida’s next Governor.

            Permit me to define the difference
between defrauding Medicaid and Medicare as opposed to committing fraud against
say, an individual or a company like, for example, Citi Group. Before I
do, it is important to understand that America being a republic (“for
which it stands”); our government has no money. We the People supply our
government with the monies it needs to operate. Beit the fact that when our
government hasn’t enough they regretfully borrow from other countries. When a
person, company, or entity perpetrates fraud against the US Government they are
defrauding us, the American people. It is our money they are stealing.  

            In the event you are not clear that
Rick Scott’s actions were felonious, allow me to present a comparable but true example
in which the guilty party was prosecuted, convicted, and duly punished.  

            Some years ago I knew a woman; we’ll
call her Janice, who received financial support from her wealthy Dad. Janice
owned and resided in a large expensive home in a mainline Philadelphia
(Pennsylvania)
suburb. She worked part-time at her Dad’s very successful kosher style deli
until he decided to sell and retire. After retiring he continued to finance
Janice’s lifestyle. During this time his sister lived with Janice and paid towards
the mortgage and utilities. It wasn’t too long after when Dad got sick and
passed on. Janice was left very little because Dad had remarried and you how
that goes! Janice continued on without a job; all who knew her wondered how she
managed without working. Soon her world began to crumble. Her house was going
into foreclosure some three years later. Her aunt died only a couple of months
after her Dad (she would be 100 by this time had she lived). Janice, desperate
for money, avoided reporting her aunt’s death to Social Security and continued
collecting her social security checks to the tune of about $30.000 dollars. Finally,
Social Security called asking to speak with her aunt. They do this when
recipients reach 100 years of age.

            Of course, Janice under the advice
of her attorney voluntarily confessed her fraudulent activity and was sentenced
to six months in a half-way house and then one year of house arrest plus
restitution. At court the judge admonished her for stealing from her own government; she ripped off Medicare.

            Why was Janice punished and Rick Scott allowed to go untried as if he
was innocent of any wrong doing? As tennis legend John McEnroe would have
angrily shouted, “You can’t be serious!”

            If you support this known to be and indirectly admitted felon you are
rewarding a man who has stolen from his own government; from you! What’s worse,
you are placing a not-tried and convicted felon in a position of power;
power he can use to perpetrate further fraud against the American people,
specifically Floridians.

I wonder what he
really means when he says, “Let’s get to work.”