Author: blogger

Throughout an economic depression jobs are tough to come by, and job selection interviews are few and far between, so each stage of the job process becomes more key. Initially you deliver your carefully written resume, after which you hope to get an initial interview, but there is no assurance these days. What this means is that you have to make certain your certification for the employment are what are required, and that your resume objective will stand out from the majority of others. The objective of every stage of the employment process is to take you to the next stage, so the objective of the resume is to get you to the initial interview. That very first job interview has the objective of getting you a second interview, and so on. There may or may not be extra job interviews even after this, depending on the organization and the job itself.

So, stage 1 is to get your resume into the job interview stack. Precisely how can you accomplish this? There are a handful of obvious tips here that have to be pointed out. To start with, verify your spelling and grammar, several times. It won’t hurt to have a good friend to examine your resume looking for spelling blunders, or grammatical errors, as it is very easy to miss these your self when you have been looking at the same document for hours. You’d probably be surprised at how many individuals send out resumes with glaringly obvious mis-spellings in them, a certain way to hit the reject stack. Your resume ought to be as accurate as possible. Do not provide any misleading information or something that is incorrect. Extending the truth is not a good idea, and it could easily backfire on you.

Responding with thank you letters is a good way of continuing to keep your name in front of the company staff, and obviously, you can send your thanks after each phase of the interview procedure. This requires writing to each particular person who has interviewed you, and you should make each correspondence personal and a little different to all the others. Now, it used to be that the letters were always sent by mail, but nowadays e-mail are used more often, and it is becoming the more appropriate type of connection. You could always ask the secretary, or the particular person who set up your employment interview just how the company feels about receiving emails, and go from there. Obviously, you must check the spelling and the sentence structure for each thank you correspondence also.

In a divorce or legal separation, spousal maintenance may be ordered by the court to provide important financial support for one party or the other. Maintenance is paid by one spouse (or former spouse) to the other spouse (or former spouse). Some states refer to such support as alimony, others as spousal support. In any case, the purpose and result is the same, as well discuss in this article.

Historical Basis for Alimony — Times Have Changed

There was a time when traditional marriages were entered into with the understanding and agreement that only death could terminate the bond. A divorce was only possible when there was evidence of marital misconduct, or fault. Once fault was established, the court looked to punish the party responsible for destroying the marriage.

Need for Alimony. Alimony was a solution to a very real economic problem. A divorced womans chances of finding work sufficient to support herself, even marginally so, were not promising. Knowing this, the courts were unwilling to let a husband impoverish his wife if he was guilty of marital misconduct. Receiving alimony sustained the wife who had kept her marriage vows, and paying alimony punished the husband who had not.

Punishing the Wife — No Alimony. A wife who caused the marital breakdown often found herself in immediate, serious financial trouble. Alimony was not generally available to her. The court reasoned that her post-divorce financial woes were the direct consequence of her guilty acts, and the punishment was deemed appropriate.

Punishing the Husband — Pay Alimony. As the family wage-earner, when the husband caused the marital breakdown the court granted the divorce and ordered him to continue supporting his ex-wife — support in the form of alimony. The guilty husband could not escape his obligation to support his wife, even after the divorce. The support was paid weekly or monthly, and could keep the ex-wife in the standard of living to which she had become accustomed during the marriage.

If the parties were unhappily married and both were without fault, then there were no grounds for divorce. Some couples colluded to achieve their desired result — ending a marriage they both wanted out of. When both husband and wife were at fault, the court was still unwilling to dissolve the marriage as they deserved each other and, consequently, were stuck in the marriage.

Uniform Marriage and Divorce Act.

By the middle of the 20th Century, sensibilities about the traditional marriage had changed significantly. Wives increasingly became wage-earners alongside their husbands, and the stigma of divorce was fading. In a sweeping legislative reform, Arizona adopted the Uniform Marriage and Divorce Act (UMDA), as did Colorado, Illinois, Kentucky, Minnesota, Missouri, Montana, and Washington.

The UMDA (1970) allowed for the irretrievable breakdown of a marriage, which could occur without any fault. Today, our Arizona courts cannot consider acts of marital misconduct in deciding whether to award spousal maintenance.

Eligibility for Spousal Maintenance — How It Works Today

In general, when determining the appropriateness of a maintenance award the court must conduct a two-part analysis.

First, A.R.S. 25-319(A):
As a threshold question, a spouse must establish eligibility for alimony. In this first step, be prepared to answer questions like the following:

What property does the spouse have? Is the spouse already self-sufficient? Does the spouse need to stay home to care for a child? Could this spouse earn enough money to be reasonably self-sufficient? Did the marriage last many years, maybe a decade? Was the couple only married for a short time, maybe a year or two? Is the spouse at an age that would make self-sufficiency through employment impossible?

Second, A.R.S. 25-319(B):
Second, the court considers all relevant factors in the family law case. Although the court has broad discretion, the 13 factors presented in the statute provide a framework for the judges analysis. Here are some questions that should be asked, and answered, in this second step:

1. Standard of Living
Did the parties live well? Were they affluent? Did they maintain a high standard of living? Did they live modestly? Did they get by with limited resources?

2. Marriage Duration
How many years were they married to each other? Did the couple invest years in their marriage?

3. Age, Employment, Earning Ability of Supported Spouse
Did the spouse seeking support quit working outside the home to raise their children? What jobs did that spouse have in the past? How much could he or she reasonably earn? What education does that spouse have? Would training or an education improve that spouses employment options?

4. Supporting Spouses Financial Ability
How much does the supporting spouse earn? Can the supporting spouse take care of his or her own reasonable needs, as well as provide support for the other spouse?

5. Comparative Financial Resources and Earning Ability of Both Spouses…

Will one spouse substantially out-earn the other under most circumstances? Does one spouses property interests greatly exceed the others? Is there a significant financial imbalance between the spouses?

6. Contributions from Supported Spouse
Did one spouse maintain the household and care for the children, freeing the other spouse to concentrate his or her efforts on career employment?

7. Extent Supported Spouses Lost Career Opportunities
Did one spouse set aside his or her career, education, or employment goals so the other spouse could get ahead?

8. Ability of Both Spouses to Contribute to Childrens Educational Costs
Will each spouse have sufficient funds to help with the childrens educational costs? Will a spouse only be able to help with the childrens educational expenses if he or she receives help in the form of spousal support?

9. Financial Resources of Supported Spouse
Does the spouse have sufficient property to take care of all his or her needs without financial help? What makes up that spouses community assets?

10. Time Needed for Training or Educational Program
Is it possible for the spouse seeking maintenance to get vocational, college, or university training to improve overall employability? With an education, will that spouse be able to build a sustainable career? How much money would be required to get the necessary education or training? How long will it take to get through that training or educational program?

11. Excessive or Abnormal Expenditures and Concealment
Did the spouse hide property and assets or commit other destructive or wasteful acts?

12. Health Care Insurance Costs
What will be the cost of health care insurance coverage for the spouse seeking support after the divorce?

13. Damages and Judgments from Criminal Conduct
Was there a conviction of domestic violence committed against the other spouse or their child? Were there any other convictions in which the other spouse or child was a victim?

Maricopa County Spousal Maintenance Guidelines.

In an attempt to improve predictability and consistency in awards, the Maricopa Spousal Maintenance Guidelines were developed. The guidelines provide a formula from which a monthly support amount and support duration can be calculated with greater certainty. The formula allows for predictability and uniformity from one case to the next.

Guidelines Are Discretionary. As useful as Maricopas guidelines are, their application is purely discretionary with the court. There is no mandate, or requirement, that a judge use any guidelines at all in his or her maintenance analysis. In the case of Ramsay v. Ramsay, 224 Ariz. 467, 232 P3d 1249 (Ariz.App. 2010), the Court of Appeals stated once again that:

There are no legally authoritative guidelines governing spousal maintenance in Maricopa County or any other Arizona county. A.R.S. 25-319(B) vests the trial court with broad discretion to determine the amount and duration of spousal maintenance awards after due consideration of the factors that the Legislature articulated. The statute does not direct the court to refer to any set of guidelines, and the court’s disregard of any such informal reference materials cannot give rise to a finding of abuse of discretion.

The best approach to resolving spousal maintenance issues is by thorough preparation. Substantiating a spouses position on maintenance, with strong supporting evidence on each of the 13 factors, may be pivotal in achieving a favorable outcome in the case.

So you have a teen on the hunt for a half decent job but what are their options these days. Everyone is telling them to baby sit or get a paper delivery job but both are time consuming and pay third world country rates when it comes to money in their pocket. It is even harder trying to land a job position that has been advertised somewhere as employers receive hundreds and hundreds of applications when advertising in the current job market. A recent study showed that it is now taking the average person 4 7 months to find employment and they expect that figure to lengthen.

So what can I do you say, well thanks to modern technology all this is about to change. The days of searching endlessly for employment are fast coming to an end as the internet slowly takes over and starts filling this increasing need in the teen job market. When it comes to jobs for teens it is now possible for them to land their dream job in under ten minutes no matter who they are. When they take a job online there are no lengthy, intimidating interviews to go through and their application is always accepted no matter where you live or what qualifications they may or may not have. When you compare this to the difficulty of applying for and getting a normal advertised job it is no wonder that thousands of teens are switching to paid online jobs.

Paid online work beats traditional jobs hands down every time. Online jobs these days mostly consist of completing online surveys as these are generally higher paying when it comes to the types of work you can do online and they make fantastic jobs for teens. Most of these places are free to join and once they have signed up they can then start taking surveys and get very well paid for it. Most teens that are doing these surveys are earning at least $10 for a twelve minute survey with the money getting transferred to their account on completion.

The surveys themselves are extremely easy to complete and there is an unlimited number of different types of surveys that can be taken. There are no set times that they have to work, teens can quickly and easily work at their own pace as often or as little as they like each week, its up to them. By just taking 3 surveys per day, 5 days per week, a teen is capable of earning $150.00 per week. Just try finding a job anywhere else that pays as well as this that will hire them instantly.

Which survey companies they end up joining makes a huge difference to how much money they make. Pick the wrong ones and they could end up working for $2 – $5 per hour and getting very frustrated. Out of all the Free To Join paid survey sites online today there are only a small list of survey companies that have the genuine higher paying surveys available on a daily basis. Joining all of these top 7 companies ensures that they have and endless supply of high paying surveys to take every day when they log in.

So the choice is up to them, with the state of the current job market are they going to keep slogging it out looking for a position like everyone else or get hired instantly today and earn more money than they ever thought possible as a teenager.

Businesses and law groups which provide legal services to their consumers hire paralegal associates and trainees who support them in their legal activity. Every company requirements a very good and knowledgeable worker for itself and it’s the exact same in case of legal groups, they require intelligent paralegals that have thorough knowledge about legal proceedings. Just before the official hiring and recruitment in the paralegals, the corporations or groups take a screening test and an interview to scan the candidates. This technique helps to identify the correct person from the group who has being selected. A general legal questionnaire is prepared by staff which includes questions from the respective field. Sometimes paralegal job interview questions are really tricky and simple fact oriented where a person has to give correct references for his answers. Paralegal interview isn’t as simple as the favorite task interviews are as it requires the base of details and their appropriate legal points in their support.

Generally, most on the legal corporations look for a great legal assistant so they don’t ask about legal procedures and related laws like “what is your knowledge about formal legal proceedings? This a weird type of question if asked from a legal assistant inside a paralegal interview. The main focus is for the candidate’s easy skill and search abilities, whether a candidate can probe out detailed analysis about a legal scenario. Some legal corporations ask for strengths and weaknesses of an individual who is searching for an employment in your paralegal assistant. These sorts of questions are irrelevant for the job but they supply an initiating factor for a formal session or sometime it may possibly start with asking a person’s name. Generally, candidates who have completed their paralegal training make it through simply because they have rich knowledge about a number of legal aspects. And after the paralegal job interview questions arrive to civil matters, they commonly ask queries related to intellectual home rights and real estate laws.

Paralegal interview questions like “why must we take you like a paralegal? This kind of questions are very confusing and put a candidate inside a quandary case because a single wrong word can make the case worse. In this respect a correct resolution based answer is required which can justify the question. Sometimes the paralegal job interview questions may be from employer employee relation; just the basic rules nothing in depth is required. If somebody has already got some experience like a paralegal then question could be asked about his work like his branch of working, documentation program is incredibly important. If any question is related to past jobs experience then the answer need to be said inside a professional way simply because this will help somebody in elevating his profile. There are lots of open shut questions which have been asked like “Describe 1 of your worst experiences”. Somebody has to react professionally and ought to respond having a precise answer rather than indulging in details. Inside a paralegal interview, they may possibly ask about a person’s confidence level or his motivation techniques. Mainly the questions asked are from professional background of a person for instance his past experiences.