You’re Hired Detroit Job Magazine September 26, 2021, issue

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Working at the Y has benefits for you, your family and the community! Learn more about career opportunities with the YMCA. Attend a hiring party to meet our staff and learn about their incredible experiences! Then attend an on-the-spot job interview. Opportunities are available for those ages 16 and older!

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Whether you’re looking for a full-time career or a part-time position, we welcome you to join us in preparing graduates to exceed employer expectations.

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Oklahoma Cooperative Extension Service

T-2233

Balancing Family and Work Mary K. Lawler, PhD, RN Assistant Extension Specialist, Family Development

Jo Robertson, PhD

Oklahoma Cooperative Extension Fact Sheets are also available on our website at: http://osufacts.okstate.edu

Former State Specialist, Human Development

Kitty Hankins Graduate Student

Balancing family and work is a challenge for contemporary American families. This fact sheet provides helpful information on how dual-earner and single-parent families can balance the competing needs of both family and work. Keeping these areas in balance will help you reduce stress and have a healthy family life, healthy relationships at work, and a sense of satisfaction about yourself.

Woman’s Changing Role in the Work Force In years past, a woman’s decision to work outside her home was usually based on three factors: marital status, contributions from other family members (husband’s salary), and children.

Women worked outside the home prior to marriage, but a woman married to a man with an adequate income usually stayed home to focus on her husband, their home, and his career. A married woman with children nearly always worked only at home.

Attitudes toward women in the workplace have changed since WWII when “Rosie, the Riveter” went to work to further the war effort. Many females enjoyed the sense of competence they felt when they discovered that they could work and contribute financially to their families. Men often experienced less stress when not pressured to be the family’s sole provider.

The role of women in the workforce has evolved in the past forty years. In 1960, approximately one-third women with children were employed outside the home. In 2003, 60.7 percent of mothers in two-parent families were employed. The percentage of married women with infants employed outside the home has fallen slightly since 1998, but still stands at about 53 percent. Women’s occupations are also changing as they move into careers previously dominated by males. Women today fill approximately one-third of management positions, an increase from 19 percent in 1972.

Most women, however, remain in jobs with little authority and low pay.

Attitudes about women working outside the home have changed markedly in the past four decades. A national survey reported that as late as 1977, most Americans (65 percent) believed the husband should be the breadwinner and the wife the homemaker. By 1996, opinions on traditional sex roles had reversed, with 60 percent in favor of a relationship where the couple shares responsibilities for the family. Four out of five Americans say it’s fine for a married woman to work even though her husband makes enough money to support the family. The same survey reports that 83 percent believe most women have to work to support

their families. Also, during the last 25 years, divorce laws have become more liberalized, and the greater number of couples divorcing guarantees that more women must seek employment outside the home to provide for themselves and their children.

All of these events have resulted in a more complex family life for dual-earner and single-parent families. They now face the challenge of balancing responsibilities in both the family and work areas. Most people agree it has become more difficult to achieve this balance. Nearly half (48 percent) believe they are somewhat successful at the juggling act, and an additional 31 percent believe they are very successful. The number of people who feel they aren’t very successful in balancing family and work is highest between the ages of 30 to 39. This is the age group that is most likely to have younger children at home.

Superwoman Marian Thomas writes: The good news is superwoman is dead. The bad news is she left behind an entire generation of women who are still struggling to figure out how to balance home and work.

Much has been written about “having it all.” To many couples that means a challenging career, a loving marriage, a house in the suburbs, two adorable children, and an interesting social life.

Jane, a cosmetologist, and her husband, Bert, a mechanic, work long hours and most nights fall into bed exhausted. Although they have good, reliable childcare, both feel guilty about not spending more time with Janet and little Bobbie. Jane sums it up: “We both love our jobs and our family. We do the best we can, but nobody ever told us it would be this difficult!”

Division of Agricultural Sciences and Natural Resources • Oklahoma State University

Bert and Jane have jobs that pay well. People who work in lower-paying jobs have similar frustrations and less money available to help solve their problems. Even though we may “have it all,” we need to recognize “we can’t do it all by ourselves.”

Even though family situations differ, the common concerns about balancing family and work involve relationships, time, and energy. People ask themselves, “How can I work and have time with my partner or for myself and be available for the kids and get the shopping done and find time to mop the kitchen floor, not to mention PTA, church, Boy Scouts, and soccer?” This balance is very difficult to achieve. Because employment has specific time and job requirements that must be met, sacrifices are often made in the areas of home and family. Approximately 95 percent of adults in a national survey reported they are concerned work takes too much time away from their families. Dual-earner couples make up about 40 percent of the present work force. Stress builds when there‘s more work to do than time or resources available to accomplish it.

The challenge of balancing family and work can be a difficult one and affects both men and women in either dual-earner or single-parent families. Women who work outside their homes often speak of being torn between family and work responsibilities. Men, whose wives work outside the home, sometimes resent being asked to take on household responsibilities and chores.

Other men who are willing to do their fair share sometimes report that they don’t know how and are frustrated because they don’t meet their partner’s standards for housework: “If I do the dishes, I don’t put them away right. If I dress the kids for pre-school, I don’t match their clothes right! I don’t mind helping, but I do mind never doing anything well enough!”

For a single parent, the time and money crunch can be doubly severe.

Kathleen, a department store clerk, explains her situation: “I never seem to have enough time. I have to spend time with the kids, and the housework won’t do itself. I fall into bed about 1:00 in the morning and get up at 6:20 to start all over again. I’m as tired when the alarm goes off as I was when I went to bed. Thank goodness my husband pays his child support. There’s no way I could work any more hours than I do and still be there for the kids.

I miss too many of their school and sports activities as it is.”

The Work-Family Connection Conflict between family and work responsibilities often causes stress. When conflict results, both the family and work suffer. Research has identified three principles to explain this conflict.

1. Family and work settings have a built-in potential for conflict.

You may feel overwhelmed with the demands you have at work and at home. You may feel you have little energy or time to do all the things you are required to do as a parent and an employee, and still have time for yourself.

2. Family and work environments influence each other.

Positive and negative feelings go with you to work and to home. You may have had a great day at the office and arrive at home ready to spend time and have fun with your family. When things are going well at home, you go to work knowing your family life is under control. On the other hand, you may come home after a difficult day at work ready for an argument at home. After a difficult night with a sick child, you might go to work exhausted and have difficulty focusing on your job.

3. Balance between work and family settings will minimize stress.

Balance is easier to achieve when your job helps you reach family goals, and family activities help you be successful in your job. Ideally, what you take home from your job helps your family, and what you take to work from your family relationships helps you in your job. Arriving at a balance between family and work will mean different things to different families. What is important is that you have a balance between these two areas that is comfortable for you and your family.

Strategies to Attain Balance Between Family and Work Identify your support system Who can be counted on to help when help is needed? In the following diagram, the inner oval represents the needs of home and family. The surrounding ovals represent categories of people who might be willing to help.

Next to each category write the names of people who could be counted on if necessary. For example, if daily childcare is needed, who can be relied on to provide it: husband, relative, friend, paid baby-sitter, childcare center? Who will provide childcare in emergencies, or when the child is ill?

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Be sure the chores are posted where both parent(s) and children can see them.

Children develop self-esteem, competence, and responsibility by helping with household tasks and family decision making.

Knowing that their contribution is expected and appreciated helps all family members feel valuable. Creating structure lessens the chance that one member will be expected to do too much, and feel overwhelmed.

Hold weekly family meetings to review the chores assigned to each family member. Give praise for accomplishing tasks for the week. Re-evaluate chores based on the activities for the coming week. Use chore time as family time. Working with the children on family chores can help them stay focused and complete the project.

Be Realistic. Are housekeeping standards realistic? Does the kitchen floor really need to be mopped four times a week?

Is laundry a daily necessity? Who cooks and shops? How can chores be shared?

Don’t set expectations that can’t be achieved. This only sets you and your family up for failure. Instead, you and your family want to feel successful in managing family and work.

Plan Ahead for the Next Day. Spending time working away from home means that there will be fewer hours available in the day to accomplish the same number of jobs around the house.

To make mornings less stressful: • Take time on the week-end to plan meals, chores, and activities.

• Before bedtime, help youngsters organize themselves for school the next day by setting out their clothes and school items.

• Set out your work items and clothes for the next day.

• Have a morning routine that children can rely on to start the day. If possible, have both parents share in getting through the morning routine.

• To lessen separation anxiety, especially with younger children, tell them who will take them to daycare and who will pick them up at the end of the day.

• Take time for breakfast. The children can help set the table for breakfast the evening before.

• Get up early to prevent starting the day in a rush. If you are responsible for getting the children ready in the morning, get yourself dressed and ready before you waken them.

Afternoon and evening time can be equally stressful.

Family members need time to make a transition from work/ school/daycare to family life at home. This transition can be easier when: • You (and your partner) can leave work on time and leave your “work life” at work.

• You use your commute time to shift gears and plan activities for the evening.

• Children have clear tasks to be done, such as setting the table for dinner, finishing homework, or taking care of pets.

For the young child, a nap may be helpful.

• Clothes are changed so you and your family are dressed for family activities.

• Family members have a small snack to hold them until dinner.

Children can help prepare the snack the evening before so they know where to get it when they return home.

• You and your family spend some time re-connecting by sharing a snack or meal and talking about the day’s experiences before the tasks of the evening are started. Even 10 minutes spent with the family sitting together and talking about their day can help to set the tone for the rest of the evening.

Work Church

Friends

Home and Children School

Extended Family

Social Group

Hired Help

Realistically Evaluate Your Employment Decision Do you need to work full-time? If finances allow, perhaps part-time employment will provide both a personal sense of accomplishment and extra money. If you work part-time, will you receive health care, retirement, and vacation benefits? Consider money needed for eating out and convenience foods. Calculate how much the decision to work will cost in time for family, childcare, clothing and dry cleaning, and household chores. Is full- or part-time the best decision?

Organize Family Activities Set priorities for the family. What tasks are essential for the health and safety of the family members? What tasks are less important at this point in your family’s life? How can the family be organized to meet the needs of its members? What needs to be done daily? What can be done monthly or on a specific weekend?

Conduct a family meeting to identify the tasks to be done and who will do them. A chart like the one below can help define and track individual needs and responsibilities for each member of the family. Let the children volunteer for tasks appropriate for their age. They can also decide what the consequence would be if they don’t do their task. For example, if one task is to make their bed before going to school, the child might decide the consequence for not making their bed would be to have to make the bed of a brother/sister or parent for the next number of days.

Share the Load

Person’s name _______________________________ Personal care ____________________________ Chores at home __________________________ Schoolwork ______________________________ Bedtime and mealtime_____________________ Getting along with others __________________

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Reward yourself.

Working and keeping a home running smoothly requires tremendous effort and energy and sometimes becomes a grind, not only for adults but for children. Family members can take a few moments together to list the rewards each enjoy most. Family members can write their favorite things on a chart like the one below. These need not be expensive. They can be activities such as bike riding or games, favorite foods, or thoughtful snacks or drinks provided at the right moment. If time is a factor, and it usually is, it’s possible to limit time in a positive way: “Let’s play 15 minutes of a favorite game after dinner,” or “Let’s ride our bikes to the store and back.” Taking time for fun makes working easier and more pleasant.

Favorite Things

1. ___________________________________ 2. ___________________________________ 3. ___________________________________ 4. ___________________________________ 5. ___________________________________

Managing the responsibilities of work and family is one of the most challenging tasks for working parents. Identifying priorities, strategies, resources, and strengths can help establish that necessary balance to reduce stress and keep you and your family physically and emotionally healthy.

Molgaard, V. K. (1994). Balancing work and family: Avoid the morning rush. (Pm-1404a). Ames, IA: Iowa State University, Cooperative Extension Service.

Molgaard, V. K. (1994). Balancing work and family: Sharing work and responsibilities. (Pm-1404e). Ames, Iowa: Iowa State University, Cooperative Extension Service.

Molgaard, V. K. (1995). Balancing work and family: Leading a double life. (Pm-1404c). Ames, IA: Iowa State University, Cooperative Extension Service.

Molgaard, V. K. (1995). Balancing work and family: Coming home: Making the transition. (Pm-1404f). Ames, IA: Iowa State University, Cooperative Extension Service.

Perry-Jenkins, M., Repetti, R.L., & Crouter, A.C. (2000). Work and family in the 1990s. Journal of Marriage and the Family, 62, 981-998.

Paludi, M.A. (1995). The psychology of women. (2nd ed.) Madison, WI: Brown & Benchmark.

Shepard, S. (1999, March 18). Workers say job steals from family time. The Atlanta Constitution.

Thomas, M. (1990). Balancing career and family: Overcoming the superwoman syndrome. Shawnee Mission, KS: National Press Publications.

Van Horn, J.E. (1985). Time together: Celebrate your family.

Manhattan, KS: Kansas State University, Cooperative Extension Service.

Resources to help you balance family and work. You may be able to find these at your local library.

Lizotte, K. & Litwak, B. A. (1995). Balancing work and family. New York, NY: American Management Association.

Magid, R.Y. (1987). When mothers and fathers work: Creative strategies for balancing career and family. New York, NY: American Management Association.

Thomas, M. (1990). Balancing career and family: Overcoming the superwoman syndrome. Shawnee Mission, KS: National Press Publications.

References Berry, J. O, & Rao, J. M. (1997). Balancing employment and fatherhood: A systems perspective. Journal of Family Issues, 18 (4), 386-402.

Bureau of Labor Statistics, (2005). U.S. Department of Labor.

Duncan, S. F. (1995). Balancing work and family. (B-5). Bozeman, MT: Montana State University, Cooperative Extension Service.

Fetsch, R.J. (1994). Time management for busy people. (Bulletin 549A). Fort Collins, CO: Colorado State University, Cooperative Extension.

Fetsch, R.J. & Jacobson, B. (1996). Manage anger through family meetings. (Fact Sheet No. 10.249). Fort Collins, CO: Colorado State University, Cooperative Extension.

Magid, R. Y. (1987). When mothers and fathers work: Creative strategies for balancing career and family. New York, NY: American Management Association.

Mitchell, S. (1998). American attitudes: Who thinks what about the issues that shape our lives. Ithaca, NY: New Strategist Publications, Inc.

Oklahoma State University, in compliance with Title VI and VII of the Civil Rights Act of 1964, Executive Order 11246 as amended, Title IX of the Education Amendments of 1972, Americans with Disabilities Act of 1990, and other federal laws and regulations, does not discriminate on the basis of race, color, national origin, sex, age, religion, disability, or status as a veteran in any of its policies, practices or procedures. This includes but is not limited to admissions, employment, financial aid, and educational services.

Issued in furtherance of Cooperative Extension work, acts of May 8 and June 30, 1914, in cooperation with the U.S. Department of Agriculture, Edwin L. Miller, Interim Director of Cooperative Extension Service, Oklahoma State University, Stillwater, Oklahoma. This publication is printed and issued by Oklahoma State University as authorized by the Dean of the Division of Agricultural Sciences and Natural Resources and has been prepared and distributed at a cost of 20 cents per copy. 0504

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What is workplace violence?

Workplace violence is violence or the threat of violence against workers. It can occur at or outside the workplace and can range from threats and verbal abuse to physical assaults and homicide, one of the leading causes of job-related deaths. However it manifests itself, workplace violence is a growing concern for employers and employees nationwide.

Who is vulnerable?

Some 2 million American workers are victims of workplace violence each year. Workplace violence can strike anywhere, and no one is immune. Some workers, however, are at increased risk. Among them are workers who exchange money with the public; deliver passengers, goods, or services; or work alone or in small groups, during late night or early morning hours, in high-crime areas, or in community settings and homes where they have extensive contact with the public. This group includes health-care and social service workers such as visiting nurses, psychiatric evaluators, and probation officers; community workers such as gas and water utility employees, phone and cable TV installers, and letter carriers; retail workers; and taxi drivers.

what to do if they witness or are subjected to workplace violence, and how to protect themselves.

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Secure the workplace. Where appropriate to the business, install video surveillance, extra lighting, and alarm systems and minimize access by outsiders through identification badges, electronic keys, and guards.

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Provide drop safes to limit the amount of cash on hand. Keep a minimal amount of cash in registers during evenings and latenight hours.

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Equip field staff with cellular phones and hand-held alarms or noise devices, and require them to prepare a daily work plan and keep a contact person informed of their location throughout the day. Keep employerprovided vehicles properly maintained.

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Instruct employees not to enter any location where they feel unsafe. Introduce a “buddy system” or provide an escort service or police assistance in potentially dangerous situations or at night.

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Develop policies and procedures covering visits by home health-care providers. Address the conduct of home visits, the presence of others in the home during visits, and the worker’s right to refuse to provide services in a clearly hazardous situation.

What can these employers do to help protect these employees?

The best protection employers can offer is to establish a zero-tolerance policy toward workplace violence against or by their employees.

The employer should establish a workplace violence prevention program or incorporate the information into an existing accident prevention program, employee handbook, or manual of standard operating procedures. It is critical to ensure that all employees know the policy and understand that all claims of workplace violence will be investigated and remedied promptly.

In addition, employers can offer additional protections such as the following: ■

Provide safety education for employees so they know what conduct is not acceptable,

How can the employees protect themselves?

Nothing can guarantee that an employee will not become a victim of workplace violence. These steps, however, can help reduce the odds: ■

Learn how to recognize, avoid, or diffuse potentially violent situations by attending personal safety training programs.

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Alert supervisors to any concerns about safety or security and report all incidents immediately in writing.

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Avoid traveling alone into unfamiliar locations or situations whenever possible.

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Carry only minimal money and required identification into community settings.

What should employers do following an incident of workplace violence?

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Encourage employees to report and log all incidents and threats of workplace violence.

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Provide prompt medical evaluation and treatment after the incident.

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Report violent incidents to the local police promptly.

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Inform victims of their legal right to prosecute perpetrators.

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Discuss the circumstances of the incident with staff members. Encourage employees to share information about ways to avoid similar situations in the future.

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Offer stress debriefing sessions and posttraumatic counseling services to help workers recover from a violent incident.

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Investigate all violent incidents and threats, monitor trends in violent incidents by type or circumstance, and institute corrective actions.

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to prevent or abate a recognized violence hazard in the workplace can be cited. Failure to implement suggestions in this fact sheet, however, is not in itself a violation of the General Duty Clause.

How can you get more information?

OSHA has various publications, standards, technical assistance, and compliance tools to help you, and offers extensive assistance through its many safety and health programs: workplace consultation, voluntary protection programs, grants, strategic partnerships, state plans, training, and education. Guidance such as OSHA’s Safety and Health Management Program Guidelines identify elements that are critical to the development of a successful safety and health management system. This and other information are available on OSHA’s website at www.osha.gov.

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For a free copy of OSHA publications, send a self-addressed mailing label to this address: OSHA Publications Office, P.O. Box 37535, Washington, DC 20013-7535; or send a request to our fax at (202) 693-2498, or call us at (202) 693-1888.

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To file a complaint by phone, report an emergency, or get OSHA advice, assistance, or products, contact your nearest OSHA office under the “U.S. Department of Labor” listing in your phone book, or call us toll-free at (800) 321-OSHA (6742). The teletypewriter (TTY) number is (877) 889-5627.

■

To file a complaint online or obtain more information on OSHA federal and state programs, visit OSHA’s website.

Discuss changes in the program during regular employee meetings.

What protections does OSHA offer?

The Occupational Safety and Health Act’s (OSH Act) General Duty Clause requires employers to provide a safe and healthful workplace for all workers covered by the OSH Act. Employers who do not take reasonable steps

This is one in a series of informational fact sheets highlighting OSHA programs, policies, or standards. It does not impose any new compliance requirements or carry the force of legal opinion. For compliance requirements of OSHA standards or regulations, refer to Title 29 of the Code of Federal Regulations. This information will be made available to sensory-impaired individuals upon request. Voice phone: (202) 693-1999. See also OSHA’s website at www.osha.gov.

U.S. Department of Labor Occupational Safety and Health Administration 2002

Gordon Food Service is hiring for: Store Associates (Part and Full Time) Warehouse Selectors Warehouse Package Handlers Trailer Washer

Benefits available to full and part time employees!

View open jobs and apply today at gfs.com/careers or scan the QR code Gordon Food Service is an Equal Employment Opportunity Provider

Kitchen Staff: We are an experienced culinary team; we frequently change our menus based upon seasonality and product availability. We are committed to our craft and see the importance of the continued development of our culinary team. Are you excited and passionate about food and your craft? We would love to meet you.

The ideal candidate will have a passion for cooking, with the ambition to grow within the culinary world. The candidate will have the opportunity to work with experienced and certified culinarians and cultivate their culinary skills. Applicants must have open availability, including Sundays.

Please email your resume to jnixon@redrungolfclub.com Golf Course Maintenance Staff: Do you enjoy being outside? We are looking for energetic team players to join the grounds staff. Part time and full time positions available. Previous grounds maintenance experience is valued but not necessary.

Please email your resume to rsteger@redrungolfclub.com

https://www.redrungolfclub.com/member-home/employment-opportunities-1

MEN AND WOMAN FORMER FELONS Starting Pay $ 15.00 to $ 25.00 Hourly

highland park - downriver oakland county - macomb county Opportunities for ex-offenders ready to work and commit themselves to a new employment opportunity.

NO EDUCATION IS REQUIRED NO EXPERIENCE IS REQUIRED ALL TRAINING PROVIDED It’s not about what you did in the past.

Instead, what you want to do now.

hiredinmichigan.com

Now Hiring PACKAGE HANDLERS

For more information on becoming a package handler, text FXGjobs to 33011 or visit GroundWarehouseJobs.fedex.com.

For more information on all other career options, text FXGoperations to 33011 or visit GroundCareers.fedex.com.

Why you will love working with us Tuition reimbursement

Competitive Pay

Career growth opportunities

Medical, dental & vision

Message and data rates may apply. 1 message per request. Text HELP to 33011 for help. Text STOP to 33011 to cancel. FedEx Ground is an equal opportunity/affirmative action employer (Minorities/Females/Disability/Veterans) committed to a diverse workforce.

WORKERS 50 y e a r s o l d a n d o v e r WORK FROM HOME

Recharge!

Reconnect!

Our career training programs are short-term to prepare older workers for today's careers.

Learn the most recent Microsoft technology Word, Excel, Powerpoint and Outlook and career field skills.

Your belief in yourself in the midst of life career transitions.

Prepare for the local job market.

No experience is required.

No education is required.

Classes Start Now Call 248-237-3600

Restore!

REINVENT YOUR CAREER PATH!

CALL US 248-237-3600 • HIREDINMICHIGAN.COM

HOW TO GET A GOOD JOB WITH NO EXPERIENCE How To Get A Good Job With No Experience.

Boost Your Transferable Skills If you are changing careers, you can use your previous work experience to show your potential to succeed in this new role. What are transferable skills employers desire?

If you worked in a customer service occupation, a transferable skill could be your resilience. In a busy coffee shop in New York City, it might be common for a customer to say “hurry up with my order,” and being shorttempered and belligerent in your response is not acceptable. It takes resilience to remain pleasant and calm in the moment and for the rest of your shift.

A standard interview question is, “Tell me about a situation when you had to use resilience?” First off, the definition alone can cause a candidate to stumble, but be prepared to explain this transferrable skill. A role dedicated to helping the public can position you well to land any job if you have this transferable skill.

Another example: If you’ve worked as a receptionist, you likely have good active listening skills. Active listening and communications skills typically go hand in hand, and these skills can be transferable to many different roles. More Read Forbes.com

HOW TO GET A GOOD JOB WITH NO EXPERIENCE. FORBES.COM

WRITING A GOOD RESUME The most basic principle of good resume formatting and design? Keep it simple. Use a basic but modern font, like Helvetica, Arial, or Century Gothic. Make your resume easy on hiring managers’ eyes by using a font size between 10 and 12 and leaving a healthy amount of white space on the page. You can use a different font or typeface for your name, your resume headers, and the companies for which you’ve worked, but keep it simple and keep it consistent. No matter what resume format you choose, your main focus here should be on readability for the hiring manager.

Ditch the Resume Objective Statement “THE ONLY OCCASION WHEN AN OBJECTIVE SECTION MAKES SENSE IS WHEN YOU’RE MAKING A HUGE CAREER CHANGE AND NEED TO EXPLAIN FROM THE GET-GO WHY YOUR EXPERIENCE DOESN’T MATCH UP WITH THE POSITION YOU’RE APPLYING TO.”

3

CAREER FAIRS WORK… FOR CANDIDATES Don’t Be Shy. This is your chance to shine.

As you approach each employer table, be friendly, be confident, and be prepared with something to say. Introduce yourself with a smile, eye contact, and a brief, firm handshake. Often, the recruiter will take the lead and ask you questions, but you should also have your elevator pitch ready—a 30-second soundbite of what you want the company to know about you.

(Here’s how to craft one if you’re unsure.)

To really use your time wisely, you should be able to concisely convey why you’re interested in the particular company and how your skills or qualifications suit the position.

But at the same time—don’t go too fast!

Job seekers have a tendency to speak quickly, which comes across as rushed or nervous. You want to speak slowly and with interest.

Follow-up is important; do not drop off your resume and forget to follow up. Seriously, that is a waste of a good career fair.

“An educated employee earns more money.

EARNING A CERTIFICATION CAN HELP YOU ENTER OR ADVANCE IN MANY CAREERS. Why Earn a Professional Certification?

While certification isn’t required in all career fields, it’s a good idea. If you have the opportunity to earn a professional certification, doing so usually pays off. People with years of experience need to update their skills to remain an asset to their company. People in career transition should consider a career certification to boost their chances of getting hired.

The following are just a few of the benefits of earning a professional certification.     

More employment and career advancement opportunities Competitive advantage over competitors that are not certified Higher pay Tuition reimbursement for continuing education Lower liability. If your competency is ever questioned, a certificate will show you are a qualified professional in your industry.

N I L E S I N D U S T R I A L C O A T I N G S, L L C

We are hiring experienced painters for full time union positions.

Includes wages, benefits, and a pension through the union.

REACH OU T T O D A Y T O L E A R N M O R E INABOUT NILE S A N D T H E S K I L L E D T R A D E S IN THE MID L A N D M I C H I G A N I - P A R K !

Please submit your resumes to Dana Brennan-Alaniz at danabrennanalaniz@nilesindustrial.com. For more information, visit www.nilesindustrial.com or call (810) 337-8201.

Since 2012 eFund Insurance has been an award winning national final expanse telesales insurance agency located in Southfield, MI just outside of the Motor City, Detroit.

Why is eFund Insurance great place to work?  Superior FREE lead program – Pre-qualified, Inbound, TV Leads!  Call Center Environment or Work from Home  No travel expenses  Competitive commissions  Management opportunity and promotion *Exclusive Partnership with North Star Insurance Advisors

Looking for: Sales Representatives

eFund Insurance and Financial Services, LLC Call Us: (866) 793-3233 ext. 184 Email Your Resumes To: info@efundinsurance.com

Join Us At The Metro Detroit Career Fair Friday, September 29 9am-3pm Best Western Premier Hotel 2655 Telegraph Rd Southfield MI

Open Positions:  General Laborers  Scale Clerks  CDL A & B Roll Off Drivers  Heavy Equipment Mechanic Truck & Trailer  Heavy Duty PM Truck Technician  Truck Tire Technician  Welder Container Repair  Material Handler

CDL DRIVERS ____

CHAUFFUER DRIVERS ____

PARTS SORTERS ____

QUALITY CONTROL TEAM MEMBERS ____

PACKAGERS ____

NOW HIRING! DRIVERSOURCE & CONTAINASORT

SORTING SUPERVISOR

APPLY TODAY!

APPLY TODAY FOR IMMEDIATE OPENINGS DriverSource & ContainAsort are sister companies hiring for many different positions. CDL Drivers, Chauffeur Drivers, Parts Sorters, Quality Control & Inspection Teams, plus more! Call us to learn

DRIVERSOURCE & CONTAINASORT

more about our available part-time and full-time positions. Phone:

15340 Michigan Ave, Dearborn, MI 48126 800-887-9095

(313) 624-9500 DriverSource or 313-914-3064 ContainAsort.

www.driversource.net www.containasort.com

OPPORTUNITIES FOR

FEDEX GROUND NEW FACILITY OPENING VAN BUREN

493

RSF

Multiple offerings for Full and Part Time positions to join a team focused on development and success of a new Regional Sortation Facility within the FedEx Ground Network Join the FedEx team and experience competitive benefits and compensation Work with team members who are dedicated to Quality Driven Management Diversity, Equity, Inclusion 42050 Ecorse Rd Van Buren Twp. MI, 48111

G N I M O C P U S T

N E V E September 29. 2021 9-AM 3PM

october 28. 2021 9-AM 3PM

METRO DETROIT CAREER EXPO

Best Western premier 26555 telegraph rd southfield, michigan

250 job openings available CALL FOR DETAILS AT (734) 956-4550

visit website: jobfairgiant.com

JOIN OUR TEAM

WE FOCUS ON BETTER BURGERS, FAMILY & FUN!

Speak to a manager about our opportunities

500

$

Would you like an EXTRA $500 in your pocket?

LANDSCAPE COMPANY Referral BONUS Program The BONUS Program is as easy as 1-2-3!

1. Refer a NEW employee to our LANDSCAPE COMPANY. 2. That person is hired and works 90 DAYS. 3. YOU RECEIVE $500! That’s it! It’s that EASY!

Note: $500 referral bonus is valid for new Landscape Company employees only, not retail. Effective for employees hired after 2-7-19.

Employees MUST mention your name at application process.

Your future starts here!

EMPLOYMENT OPPORTUNITIES AUTOKINITON is a leading supplier of propulsion-agnostic, structural automotive components and assemblies.

We have immediate Openings in Belleville and Detroit for:

*Production Operators * Material Handlers * * Skilled Trades * Die Setters * View all of our open positions and apply online at:

WWW.AUTOKINITON.COM AUTOKINITON Manufacturing Facilities offer: 

Competitive Wages



Comprehensive Benefit Plans - including retirement



Paid Time Off - Vacation & Holidays



Development Opportunities for Advancement & Growth!

Detroit Academy of Arts & Sciences Now Hiring for the 2021 - 2022 School Year:

401(K) Retirement Savings with Matching Contributions

K-8 Teachers Middle School Math STEAM Coach Data Specialist Instructional Coach Substitute Teachers School Bus Drivers

DAAS recognizes the talent of its faculty and staff and continues to strongly attract, nurture and retain a knowledgeable workforce dedicated to and passionate about the teaching and learning process. Our Mission... to provide high quality, wholistic education anchored in the arts and sciences that prepare our students to compete in a global society.

Apply Today!

Submit Resume to: J. Harris, HR Director Fax: 313-393-0460 Email: jeharris@daask12.com

We're Saving a Classroom for YOU!!!

WE’RE HIRING! We’re all about making Ciena the best place to work in the healthcare industry.

When you join our team of professionals, you’ll get more than a job. You’ll get a career.

View and apply for current job openings or simply submit your resume for consideration. We are always accepting applications for a wide range of Nursing, Food preparation, Housekeeping and Clerical positions. cienahealthcare.com/careers/

SCAN & APPLY

WE’RE ALL ABOUT YOU

PUREM by Eberspaecher Wixom is Hiring! st

nd

Production Team Member (1 and 2 Starting Rate: $17.00/hr

shift)

 Select appropriate parts to load into welding fixture or cells.  Clamp work pieces into holding fixture on machine bed, or turntable.  Start machine, observe welding action, and examine weld for defects.  Label exhaust system or component, then load onto leak testing fixture.

Basic Qualification / Work Experience:  High school diploma or general education degree (GED).  Minimum three (3) months related experience and/or training in a production manufacturing environment preferred. nd

Hilo Driver (2 shift) Starting Rate: $18.00/hr

 Communicate material request in a timely manner  Coordinate repacking of empty totes  Remove all empty totes, boxes, and recyclables from each cell and properly locate  Responsible to follow procedures for the cleaning and maintenance of the tugger/cart and the HI Lo if used.

Basic Qualification / Work Experience:  High school diploma or general education degree (GED)  Minimum one months’ related experience in Material Handler setting.  Forklift Certification st

1 shift: 4:00am – 2:30pm nd 2 shift: 3:00pm – 1:30am (.50/hr shift differential) The plant runs Monday – Thursday, with overtime on Fridays and Saturdays.

These are full time positions including medical, dental, vision, prescription benefits. 401k match, 13 paid holidays, paid time off.

Your next step – If you are interested please contact the Wixom HR Team at hr.wixom@eberspaecher.com or 248-310-2923.

Join One of the Leading Teams in the Multi-Family Industry.

Apply online at www.PrincetonManagement.com or send your resume to HRGeneral@prinmgmt.com or fax 248.683.6093.

Equal Opportunity Employer

Now Hiring About Us : Prestige Stamping LLC has been operating for over 50 years! Prestige has grown from modest beginnings into the leading washer manufacturer, attaining top industry awards for quality and service. Today, we manufacture and service the highest quality domestic product at competitive prices.

www.prestigestamping.com

Prestige Stamping 23513 Groesbeck Highway Warren, MI 48089 586-773-2700 Benefits WEEKLY PAYCHECK Direct deposited in your account each Thursday HEALTH BENEIFTS Effective the first of the month following date of hire 401K PLAN Eligible after 90 days of employment Company match 50% of the first 6% that you contribute THREE SHIFTS Days/Afternoons/Midnights An additional $1.00 an hour shift premium for afternoon & midnight shift

PAID HOLIDAYS Nine paid holidays per year, plus the week off between Christmas & New Years

NOW HIRING!

REHABILITATION ASSISTANTS/DIRECT CARE WORKERS!

WHY WORK AT RAINBOW? Check out these amazing incentives!

f Work today, GET PAID TOMORROW! f Earn various performance BONUSES f TUITION ASSISTANCE up to $2000 per year f FREE MEALS while on shift f FLEXIBLE scheduling f Shift and Weekend PREMIUMS

f f f f f f

PAID TRAINING and certifications Gain leadership SKILLS Work with a GREAT TEAM GENEROUS 401k plan HUGE potential for GROWTH! Discount programs for SHOPPING and ENTERTAINMENT

Pay starts at $15 up to $18 with a potential to EARN UP TO $21/HOUR (depending on your qualifications, shift and work location)

plus up to $1000 HIRING BONUS! Both FULL- and PART-TIME opportunities are available.

Extensive training will be provided. EARN

as you LEARN!

JOIN OUR TEAM!

Apply online today! rainbowrehab.com/employment

Managing Stress We all experience stress at one time or another. Stress is a normal reaction to any type of change. It affects our bodies, emotions, thoughts and behaviors. The effects of stress can be positive, negative, or a combination of the two.

Signs and Symptoms of Stress The following are common signs and symptoms of stress. Identify those that you are experiencing now or have experienced in the past.

• • • • • • • • • • • •

fatigue anxiety, apprehensiveness, guilt headaches or dizziness sadness or depression rapid heart beat loss of interest in people and things stomach aches or nausea mood swings teeth grinding trouble concentrating loneliness confusion and forgetfulness

• • • • • • • • •

helplessness increased aggression dread of going to work changes in eating or sleeping habits getting easily overwhelmed, frustrated, upset, or angry feeling pressures or pressed for time feeling incompetent, inadequate, unappreciated, or trapped increased use of alcohol, drugs, or cigarettes thinking of the same thing over and over again

If you have several of these symptoms and they linger or keep recurring, it may be a sign that stress is affecting you negatively. Get to know your own reaction to stress so you can notice it early and work to reduce it before it gets worse.

Stress in the Office Common causes of stress in the office: Job demands • unrealistic or unclear expectations • too much to do or too little time to complete assignments • lack of challenge or job burn-out • lack of input on how you do your job • difficulty juggling work and family responsibilities Job security • performance evaluation, raise, or salary cut • financial cutbacks, reorganizations, hiring freezes, and lay-offs • change in job responsibilities or classification

Relations with your supervisor and co-workers • poor communication or conflicts among staff • inadequate support • favoritism, differential treatment, or insensitivity • loss of staff or staff turnover You may be able to change some of the above; others are not under your control. On the back are tips on developing a stress reduction plan.

uhs.berkeley.edu/bewellatwork

Stress-Reducing Strategies Here are some ways you might take action to change or handle situations that are causing you stress in your office environment.

• Identify the cause(s) of your stress. Figure out if there is anything you can do to change the situation. Is it in your control to change any or all of it?

• Don’t try to make too many changes or accomplish too much at once. Make a list of priorities. Break things down into manageable pieces. Set limits.

• Participate actively in staff meetings. Ask questions and make suggestions that may help the office run more smoothly. Try to communicate clearly and treat others respectfully. Share your ideas and take responsibility for group decisions.

• Make sure you understand your job tasks and performance standards. Consult with your supervisor about possible solutions to workload difficulties.

Enroll in a skills training class to make your job easier for you.

• Assess whether your job is a good match for your skills and values. Investigate career development resources available on campus. Consider an alternative work schedule for more time with your family or to return to school.

• Take a workshop on communication, conflict resolution, and/or stress management skills to increase your personal and interpersonal effectiveness in stressful situations.

Coping Techniques Sometimes you may not be able to change the situation that is causing your stress. Here are some ways you might try coping with stress in situations beyond your control until the situation changes.

• Get support. Identify co-workers, friends, and family you trust and can talk to. Make social plans with them.

Join departmental or campus-wide social activities and staff organizations to meet new friends and build social support among others on campus with common interests.

• Practice deep breathing, visualization, meditation, yoga, stretching or some other techniques that helps you relax. When you are feeling more relaxed you will have an easier time finding concrete solutions to your problems.

• Take a break from whatever is causing your stress. Don’t forget to laugh, play, and have fun.

• Take care of yourself. Maintain a healthy diet. Exercise moderately at least two to three times a week. Get enough sleep. Remember that caffeine, alcohol, cigarettes and drugs do not help solve your problems and actually contribute to stress.

• Take brief wellness breaks by walking on campus with a friend. The change of scenery and social support can make a difference!

Campus Resources

• Be Well at Work – Employee Assistance at 643-7754.

• Free, confidential problem assessment, referral and consultation • Stress management workshops and educational materials on stress • Staff Ombuds Office at 642-7823 - free consultation and workshops on conflict resolution • Free Berkeley Walks Walking Group meets every MWF at 12:10 at the south side of the Campanile.

• Workfit - onsite exercise classes offered by Rec Sports for employees. Recsports.berkeley.edu/workfit

uhs.berkeley.edu/bewellatwork

Are you looking for a position in a family oriented, fast fast-paced and growing manufacturing company?

Then Poly Flex Products is looking for you!

Poly Flex Products, Inc. is a leader in custom packaging that develops dunnage and packaging solutions for plastic injection and urethane molded materials. We are motivated to hire several family-friendly individuals. If you are looking for a place to call home, we may have the position for you!

We are currently looking to fill General Labor at our Farmington Hills manufacturing plants: o Injection & Assembly Departments  5am-3pm Monday through Thursday, Occasional Friday and Saturday  3pm-1am Monday through Thursday, Occasional Friday and Saturday - $.25 hourly shift premium o Urethane General Labor  5am – 1pm Monday through Thursday, Occasional Friday and Saturday o Customer Service, Contract Positions and More!

We offer a very competitive benefits package which includes: o Employer Contribution  Health Insurance [75% employer paid premium with low copay]  STD/LTD/LIFE [100% employer paid]  Paid Time Off [100% employer paid, vacation, holidays and sick leave]  401K Retirement Plan [employer match up to 4%]  Employee Assistance Program [100% employer paid]  Tuition Reimbursement [up to $2,500 per year]  Employee discount program – access perks [100% employer paid] o Employee Optional  Flexible Spending Account [Medical and Daycare]  Financial Assistance Program  Dental & Vision

Apply Today! Visit us at www.polyflexpro.com to learn more!

Looking for a Dynamic Career with Endless Possibilities?

Join the Call Center Team at PSCU! For people drawn to serving others through their work, PSCU is where you can truly thrive. We’re dedicated to serving our credit union members, and just as passionate about championing our employees. Discover an organization fully committed to you, with diverse, inclusive programs for employees to explore.

■ Take inbound calls from credit union members—no cold calling needed!

■ Help resolve account issues and financial inquiries

■ Provide excellent customer service and impact people in a positive way

■ PSCU is offering new hires the choice between remote or onsite employment*

■ Bilingual representatives receive an additional $2/hr language differential (for every hour worked)

■ Competitive benefits with generous PTO, medical, dental and 401(k) match available

Apply Today! Visit www.pscu.com/careers to learn more.** Local Allen Park Metro Area Applicants only, please. *All new hires must attend day 1onsite from our Allen Park, MI facility **Job Title Reference: Inbound Customer Service Rep- MI-Remote (Allen Park, MI Metro area)

Fun Facts about the position!

Fraser, Michigan

#lovewhereyouwork

Listen to music while you work Bring and work with friend–get a bonus Get paid every Thursday Start accruing paid time off the first week Paid Holidays Performance Bonuses Quality & Service Awards

Full-time, Part-time & Flex Schedules Offered!

[Premiums for 2nd/3rd Shift]

Are you looking for a position with a great team, casual dress code, and paid breaks? Consider joining our Fraser Michigan group; we are currently seeking motivated team players with great attitudes! If you have a can-do attitude and a knack for attention to detail, a light industrial manufacturing position might be a good fit for you. Our firm is one of the largest injection molding companies in the United States and our machine operators work with plastic parts that support automotive, medical, and home appliance industries.

No prior manufacturing experience? No problem! We offer on the job training and plastics is a great place to start because our parts are typically not heavy. In the role of machine operator, you are the front-line defense in ensuring our customer's satisfaction. Your attention to detail can catch defects before they reach the customer and helps meet our goal of zero defects! Our positions are considered light industrial but individuals are on their feet the whole day and some positions can be more demanding than others.

VISIT US ONLINE: www.rpsystems.com/careers

FOLLOW US:

@revereplastics @revereplasticssystems

@revereplastics 8319470

Raffle Drawings Casual Dress Code Fun Social Events Paid Breaks & Lunches Benefits available after 90 days Paid training and career development We are proud to be a second chance firm

APPLY NOW! CALL OR TEXT:

586-200-4905 APPLY ONLINE:

THE POWER OF YOU. ARE YOU LOOKING TO IMPACT LIVES, START OR CHANGE A CAREER? OPPORTUNITY IS HERE! SPECTRUM HUMAN SERVICES, AND AFFILIATE COMPANIES ARE LOOKING TO HIRE QUALIFIED APPLICANTS FOR FULL AND PART-TIME POSITIONS IN THE AREAS OF:

Security

Foster Care Professionals

Youth Workers

Direct Care Workers

Cooks/Kitchen Staff Maintenance

EXCELLENT BENEFITS! Medical, dental, vision, short-term disability, 403B retirement plan (with matching), Life/AD&D insurance, paid time off, paid holidays, employee discounts through Working Advantage.

FOR ADDITIONAL INFORMATION AND JOB APPLICATION PLEASE VISIT SPECTRUMHUMAN.ORG

WE'RE LOOKING FOR YOU NOW HIRING: LICENSED THERAPISTS SOCIAL WORKERS REGISTERED NURSES PSYCHIATRIC NURSE PRACTITIONERS CALL CENTER CRISIS AGENTS PEER SUPPORT SPECIALISTS SECURITY PERSONNEL CULINARY STAFF

Send your resume to hr@t-mhs.com or apply online at www.teamwellnesscenter.com/careers.

Join Our

Home Team!

U.S. Medical Management (USMM) offers a variety of clinical (office and field-based) and administrative (entry-level and leadership) career opportunities.

If you are interested in making a real difference, we invite you to explore a rewarding career with one of our home-based care divisions: • • • •

Corporate Careers Skilled Home Health Care Hospice Care Durable Medical Equipment

• Home-Based Primary Care (including medical assistants, schedulers, patient care coordinators) • Diagnostic Services (x-ray and lab)

For more information or to apply,

please visit: usmmllc.com/careers