Military Protective and Restraining Orders

Military Protective and Restraining OrdersMilitary Protective and Restraining OrdersIn the civilian justice system, a restraining order or protective order is issued by a judge when a party petitions the court for protection from aleidher individual. The United States Military Justice System has its own version of restraining orders, mora commonly referred to as military protective orders, but which are official conditions on liberty. Rule 304 of the Manual for Courts-Martial (MCM) allows commanders to impose pre-trial restraints under certain circumstances. Pretrial restraint is a moral or physical restraint on a rolles liberty which is imposed before and during the planung of offenses. Pretrial restraint may consist of restriction in lieu of arrest, arrest, confinement, or conditions on liberty. Restriction in Lieu of Arrest Restriction in lieu of arrest is the restraint of a person by oral or written orders directing the person to remain within specified limits a restricted pe rson shall, unless otherwise directed, perform full military duties while restricted. Arrest Arrest is the restraint of a person by oral or written order not imposed as punishment, directing the person to remain within specified limits a person in the status of arrest may not be required to perform full military duties such as commanding or supervising personnel, serving as a guard, or bearing arms. The status of arrest automatically ends when the person is placed, by the authority who ordered the arrest or superior authority, on duty inconsistent with the status of arrest, but this shall not prevent requiring the person arrested to do ordinary cleaning or policing, or to take part in routine training and duties. Confinement Pretrial confinement is physical restraint, imposed by order of competent authority, depriving a person of freedom pending disposition of offenses. There are very strict limits on whether or not confinement is authorized. Conditions on Liberty Condit ions on liberty are imposed by orders directing a person to do or refrain from doing specified acts. Such conditions may be imposed in conjunction with other forms of restraint or separately. A Military Protective Order falls under the category of Conditions on Liberty. Unlike the civilian justice system which requires a judge to grant a protective or restraining order, in the military, any commissioned officer can impose a condition on liberty on any enlisted member. Only a commanding officer of whose authority the member is subject can impose a condition on liberty on a commissioned or warrant officer. The authority to impose a condition on liberty on a commission or warrant officer cannot be delegated. However, a commanding officer may delegate to warrant, petty, and noncommissioned officers authority to impose conditions on theliberty of enlisted persons of the commanding officers command or subject to the authority of that commanding officer. For example, it is quite common for commanders to delegate the authority to impose conditions on liberty to their first sergeants. Authorities cannot impose conditions on liberty on a whim. In order for the protective order to be valid, there must be reasonable belief that An offense triable by court-martial has been committedThe person to be restrained committed it andThe restraint ordered is required by the circumstances. Here are some examples of when military authorities will commonly impose a condition on liberty A commander receives information which gives him the reasonable belief that a member of his command is having an affair with a married person. The commander orders the member not to have any contact with the person until the divorce is final.A first sergeant responds to a domestic situation at the house of one of the enlisted personnel assigned to his command. Upon arrival, he views evidence that an assault occurred. The first sergeant orders the military member to sleep in the barracks that night, and orders the member to have no contact with his spouse until further notice. A commissioned officer breaks up a fight between two enlisted members. She orders them not to have any contact with each other until further notice.A first sergeant is notified that one of her enlisted members has bounced several checks. She orders the enlisted member not to write any more checks until further notice.A member is waiting for a decision on whether or not he is going to be court-martialed. As such decisions sometimes take several weeks, he asks to go on leave (vacation) for a week, and the commander approves it. The commander orders the member to call his supervisor each day while on leave to check-in. While most conditions on liberty are in writing, there is no requirement that they are so. A verbal order is just as valid. Quite often an authority will impose a verbal condition on liberty and follow it up with a written order when time allows.A condition on liberty is a legal order. If a member violates the order, he or she is subject to punishment under the Uniform Code of Military Justice (UCMJ) forArticle 90,Willfully Disobeying a Superior Commissioned Officer,Article 91,Willfully Disobeying the Lawful Order of a Warrant Officer, Noncommissioned Officer, or Petty Officer, orArticle 92,Failure to Obey an Order or Regulation.

The Pros and Cons of Independent Record Label Deals

The Pros and Cons of Independent Record Label DealsThe Pros and Cons of Independent Record Label DealsWhen it comes to getting a record deal, finding the right fit with a label is critical- but is an indie or a major record company a better fit for you? First, you need to know the difference. The common perception of a record labelis one of the major record labels, located in Los Angeles or New York, which signs all of the major players. These major record labels, including Sony and Capitol Records, are major corporations with hundreds of millions of dollars behind them. This allows them to fully fund the biggest artists out there. In the eyes of emerging artists, a record deal with a major label was always the big prize to chase after. However, the major music industry is on life-support with the introduction of online social networks and digital music retail stores such as iTunes, Rhapsody, and Amazon- and the fact that major releases are often leaked to the internet weeks before t heir release day. Enter the Indie (short for Independent) label. What Makes a Record Label Indie? Any music recording label that operates without the funding of the organizations of the major music labels is considered an indie label. While major labels are global and operate their own publishing and distribution companies, indie labels work with other smaller companies, either in long-term partnerships or in smaller contractual relationships for their distribution and publishing needs. The Indie Niche While indie labels cant offer the kind of funding for artists that the major labels can, because of the benefits, indie label contracts are fast becoming a new goal for many artists- and a mora realistic goal at that. And they do offer many benefits that the Big Guys cant. Because of all the upsides (and the escalating trend toward social media and digital platforms thats not abating), indie labels have created a true niche for themselves. Lets take a look at the benefits (and the downsides) of working with an indie, and check out the pros and cons of working with a major label for a full 360 view. The Pros of Working With an Indie Label Indie labels generally have the freedom to work with whomever they like. Theres no pressure like youd find at major labels to sacrifice your tastes in favor of seeking chart success. When you are signed to an indie label, in almost every instance its because the label is a huge fan of your music that translates into dedication because they believe in what youre doing. Close Working Relationships Because indie labels have smaller staffs and tighter rosters, musicians can more easily develop a close relationship with the people working on their record. Although its not always the case that artists can pick up the phone and get an immediate answer, the odds of closer communication are greater than they are with a major label. Artist-Friendly Deals Some larger indie labels have relatively complex contracts, but s maller indies often do business on little more than a handshake and a profit split agreement. You seldom find indie labels demanding any measure of creative control over their artists, and most indies dont lock their artists into long-term, multi-album contracts. The Cons ofWorking Withan Indie Label Indie labels are not without their drawbacks. Consider the following before you decide who you want to sign with. Money While money is the top reason to sign with a major label, it definitely tops the list of negatives for indies. While some indie labels are sitting pretty financially, most small operations are just trying to stay afloat. They usually dont have the coffers to fund an all-out media aufleuchten like the major labels, and they often have to get creative with promotion ideas. They also cant afford big advances, fancy packaging, large recording budgets, tour support, and other perks a major label has the funds to offer you. With indie labels, youll usually have to r emain financially invested in your own music career. Disorganization Not every indie label is disorganized, but the informal nature of operations at many smaller indie labels means some elements can get a tad bit confusing. As an artist, you might find that details may sometimes slip through the cracks, or it may be hard to figure out processes that arent quite formalized, like accounting, for instance. Size Although the intimate size of indie labels has its upside in terms of closer and more accessible relationships, there is also a downside tobeing small. Indies dont have the purchasing power of major labels, and with a small roster, they have fewer strings to pull with the press. Also, the smaller the label, the less influence, and power within the music industry.

What Happens to Resume Tables and Columns in an ATS See For Yourself

What Happens to Resume Tables and Columns in an ATS See For YourselfWhat Happens to Resume Tables and Columns in an ATS See For YourselfYour resume undergoes a transformation once uploaded to an applicant tracking system (ATS) as part of your online job application. The ATS converts your document into a format that can be searched, filtered, or transcribed into a uniform digital applicant profile.Unfortunately, most ATS are not particularly good at this. The searching algorithms are rudimentary, parsed text gets garbled, and as a result qualified candidates like you slip right through the cracks.Thats why its so important to create a resume optimized for these systems not only by using strategic resume keywords but by employing ATS-friendly formatting.One of the most hotly debated pieces of ATS formatting advice is whether job seekers can use tables and columns on their resume. From a visual perspective, they offer great ways to structure your experience and save space on your resume . But are they ATS compatible?No. Tables and columns often cause critical errors within ATS. What happens to tables and columns in a real ATS?Here is an example resume that uses a table to divide the information into two columns, seen here in the popular ATS Lever. The table allows a lot of key information to be packed into the top half of the first page of the resume. On the left is the work experience. On the right are additional skills, certifications, and education. Not bad. If this was the only way the resume was delivered to the recruiter, there wouldnt be a problem. Unfortunately, Lever and other ATS parse the resume into a digital applicant profile so that it can be searched and read more easily (at least in theory).Heres what the ATS did to this table when it tried to parse it out The ATS recognized the experience section and attempted to rebuild it, however it merged the two sides of the table. The work experience is interspersed with miscellaneous skills and qualification s. Even worse, some lines are completely missing.We know to read the left side of a table and then the right side, but Lever and other ATS arent programmed to do that. Instead, most ATS read top-to-bottom, left-to-right, no matter what. This causes problems for tables and columns created in Microsoft definitiv or Google Docs, or text fields in design software like Adobe InDesign.Other problems caused by tables and columns in ATSWhen an ATS bulldozes through your table or columns, the good news is that the text will typically totenstill be searchable. That said, if your parsed resume doesnt make any sense, a recruiter might just move on to one of the dozens or hundreds of other applicants rather than try to sort out your garbled resume.Some other issues that can be caused by poorly parsed tables and columns include missing sections or unsearchable resume keywords. For instance, a keyword could get merged with another word ( ex engeeringThe) or a multi-word keyword like customer servi ce could get split up.How to use tables in an ATS-friendly wayWhile not advisable, tables can still be useful on an ATS resume. For example, using a table to organize a simple skills section is unlikely to cause major problems as long as you remember how ATS read your resume. Putting a different skill into each table field is probably safe because theyll still be searchable and it doesnt make a huge difference what order theyre parsed by the ATS. Adding an extra space before and after each skill in your table can also help avoid merging issues (ex. engineeringThe).That said, youre better off avoiding tables or columns altogether if you can. It might make it more difficult to efficiently utilize your space, but an ATS compatible two-page resume is a whole lot better than a resume mangled by an ATS.Check out Jobscans free ATS-friendly resume templates.

Clams Give Energy to Biofuels

Clams Give Energy to Biofuels Clams Give Energy to Biofuels Clams Give Energy to BiofuelsOn the surface, biofuels sound like a great idea. But plants only store two percent of the solar energy that gets to them and will never be efficient enough to solve our energy needs.But theres another lifeform the giant clam that has figured out how to get around this problem. As researchers at the University of Pennsylvania have discovered, these massive, spectacularly colored mollusks know how to make use of most of the sunlight that hits them. The researchers recently duplicated the giant clams methods, paving the way for our own biofuel-driven future.The clam had 300 million years of evolution to sit and think about this, says Alison Sweeney, a professor in the department of physics and astronomy at the university.When the light is distributed evenly among the thick layer of algae living inside the clam, the algae quickly converts the light into energy. Image University of PennsylvaniaUsin g silica nanoparticles, the researchers have created a system of microbeads that will rest in a gelatin or hydrogel. When coupled with algae in large,inexpensively produced sheets, the synthetic clam may potentially suck more energy from sunlight than our best photovoltaic cells. And, like the clam, they would work at peak efficiency, whatever the strength of the sunlight on any given day, or at any time of day. If successful, the system may propel biofuel from being a next-to-ignored alternative energy to being a major player.The bivalves ingenious solution is twofold. On the wavy surface of its flesh, the giant clam has cells, called iridocytes, which scatter light. The iridocytes are so effective that they send 90 percent of the light that hits them into the deeper flesh of the clam.But, like all animals, the giant clam is unable to photosynthesize. To make use of all the light the iridocytes redirect within its flesh, the clams cultivate pillars of algae inside themselves.Sweene y and her colleagues discovered that at any point along the pillars, the algae are receiving the most light of which they can make use. Its a perfect example of symbiosis, with the clam pumping enough water to provide trace nutrients and nitrogen for itself while the algae provide the raw energy by photosynthesizing enough sunlight for themselves and the clam.The key thing is to couple the scattering to the pillar layout, Sweeney says.To create a similar system, Sweeney set out to copy the mechanics of the iridocytes. They owe their ability to scatter light to tiny structures, roughly the size of a wavelength of visible light, resting inside spherical cells just a few microns in diameter, all of which is sitting on top of this super-duper absorbing layer, as Sweeney puts it.At first, replicating that system seemed like an impossible task. Those tiny structures are parallel polypeptid platelets and the only known way to orient them involves using magnets, which also absorb light. So Sweeney turned to her colleague, Sanaz Vahidinia, a researcher at NASAs Ames Research Center.Vahidinia noticed that the iridocytes resembled dust particles in the rings of Saturn. She suggested that the exact structure of the interior of the spheres might not be so important. An empty sphere acts as a kind of lens as light waves propagate through it and around its edges.Basically, if we mess that up by adding structure to the center of the sphere, instead of having a little microlens, you now have a micro de-lenser as those waves sort of interfere with each other leaving the particle, Sweeney says. After a little modeling it turned out that the best way to mimic the giant clams light-scattering abilities was to use spheres within spheres.The lab should have a benchtop device that works like a clam within a year, Sweeney says.There still are a lot of problems for Sweeney to solve before the world turns to synthetic clams for power. But if it we want our fuel to be bio, the ways of th e giant clam are crucial.To my knowledge, the clam is the only thing that has anything useful to say about how you do better with bioenergy at photosynthesis, she says.Michael Abrams is an independent writer. For Further DiscussionThe clam had 300-million years of evolution to sit and think about this.Prof. Alison Sweeney, University of Pennsylvania

The Bad Side of Cancel My Perfect Resume

The Bad Side of Cancel My Perfect Resume Its possible to use the work application objective once youre concentrating on practically any particular job. Resume target has turned into the most important component inside the continue to create an impression the employer because its the main note that captures the interest with the recruiter. Unless its a random application for the job, its important to investigate and analyze the work requirement and job advertising. Career advice has the ability to help you change something which might not be satisfying you any more. The Cancel My Perfect Resume Game Provided that you havent performed, each resume varies. Resume templates are perfect for folks who dont possess the art of producing outstanding resumes. New Step by Step Roadmap for Cancel My Perfect Resume In general, theres not anything wrong with using a work application objective. 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8 Candidate Questions You Need To Be Prepared to Answer

8 Candidate Questions You Need To Be Prepared to AnswerDuring the interview process, theres a significant amount of heat on candidates when it comes to fielding questions to prove that theyre a good fit for an open role within a particular geschftliches miteinander. As they interview, theyll be meeting with a hiring manager and often a team of other employees. At this time, theyre expected to eloquently answer a range of questions about themselves. Everything from past work experience to their biggest weaknesses are fair game. But if a candidate approaches the process correctly and thoroughly, theyll also do their fair share of question-asking. Making sure a candidate is an appropriate fit for a position is a two-way street.Why is it necessary for a job landseeker to ask their own set of questions during an interview?To some people, it may seem odd that a job seeker comes armed with their own list of candidate questions to toss an interviewers way. The hiring manager clearly has the upper hand. Theyve got a dozen or mora qualified and interested applicants who want this position, so why should they waste time on someone who needs to verify that the job will be a good fit for them too? Heres why a candidate who asks questions during an interview is actually beneficial to everyone involved in the processIt shows the candidate is investedIf the rolle didnt care about the position and were simply seeking employment, they wouldnt want to know about the kinds of projects theyd be working on or the types of people theyd be working with, should they receive a job offer. Theyd just be glad to have a job and a paycheck. But by asking questions about the details of the role, this individual is illustrating that theyre interested in more than just a salary theyre seeking a career. Theyre showing that they want to contribute positively to this arbeitszimmer environment, and theyre looking to stick around for the long haul.This candidate is valuable to an employer who loses time and money by constantly having to train employee after employee when ill-fitting individuals leave after only a matter of months.Youre checking for cultural fitSomeone can be absolutely perfect for your company on paper theyre well educated, experienced, maybe even award-winning but in real life, they just dont mesh well with your team. Maybe their personality doesnt blend with the rest of your staff, or their work style or approach to projects doesnt sync up with how your office does things. When both interviewer and candidate ask questions about how that candidate operates versus how that office does things, it becomes easy to identify who would be a good fit and who would ultimately be unhappy should they be offered a role within that business.Youre identifying vermgen problems before its too lateAn interviewer cant possibly cover every bit of information that a potential employee might need to know before accepting a job. By answering candidate questions and having a conv ersation about the role, it allows potential hiccups in the equation to reveal themselves before its too late. If, for example, theres a certain type of client that the candidate absolutely refuses to work with, this point might come up when questioned about it during an interview. Had this back-and-forth not taken place, the hiring manager might not have thought to mention the fact that the business serves this particular kind of client.Dont be surprised if candidates asks you questions in the jobinterview. They can reveal a lot.Click To TweetThe questions a candidate asks during an interview can vary from basic logistics about the job to more high level, deep thinking, lets stop and analyze this for a second inquiries. With that said, here are some candidate questions you should always be prepared to answer when you sit down for a one-on-one with a potential new hireHow does this company measure success?Success varies from business to business so any responsible would-be employee will want to know how your company gauges achievement. Is it based on sales? Leads? Projects completed? Be prepared to answer this thoroughly. You might also want to provide examples of the work habits of people who have been successful in this position in the past. For example, Susan had this position before you, and she seemed to find success by staying organized, attending networking events to grow her client base, and by doing a mixture of cold calling and e-mailing, while working connections she already had. Simply saying, We measure success by having people work hard and try their best isnt helpful to potential employees.What would you expect from me in my first month, 6 months, and a year from now?You should have a set trajectory in mind for your new employee in order to help everyone gauge this individuals achievement level and keep them on the right path. Giving them real direction and guidance about where they need to be headed is an important part of keeping the person mo tivated. When a new hire has no idea whats expected of them now or in the future, its easy for them to feel discouraged or overwhelmed by their role. You should have small, easily attainable goals for when they first begin their work. Youll also want to establish larger goals that could be accomplished after six months worth of work, and big picture goals that youd like to see accomplished after a years time.Why is this role important to the growth of the company?This isnt your typical what are my duties? question, and requires deep thought on the part of the hiring manager. Is the individual who fills this role taking over a position thats been around since day one, or are they coming in to take on a new position, filled with new projects and potential? Theres no wrong answer, but its important to establish which path this role will take the employee down. If its a position that everyone knows and is familiar with, the required job duties are more set in stone. Veteran employees kn ow what to expect as they interact with the person in this position. This can cut down on the amount of ramp-up time required for a new employee, but it doesnt always allow for imagination and innovation on the part of the new hire. If its a newly established position, it lets the recently added team member figure out how to create value as part of the team. However, it can also take them longer to figure out where exactly they fit in within the business. Decide what needs are most pressing within your business and proceed accordingly.How will I be making other employees jobs easier?With this question, youre able to show the potential hire who theyd be working with most closely, while also indicating how theyre adding value to the company. This gives them insight into how theyd fit in within the organization, without having to break down the intricate inner workings of the team in a way that might be overwhelming to someone who doesnt even know where the restroom is located yet. Its just enough of an overview for them to understand where theyd fit in, without burdening them with information they dont need in this exact moment.What matters to people who work here?This can spark a valuable conversation about company culture as well as a discussion about the kinds of employees you currently have on staff. What are the people like? What can this person expect as they come to work each day? Is the office more collaborative or do people typically tend to work individually? Are office hours flexible or do people show up, work their set schedule, and then leave? What kinds of ideas are welcomed within the office? What kind of energy can you expect? Because this is becoming increasingly important to job seekers (and business leaders say culture and engagement is their number one challengeaccording to a study by Deloitte University Press) its a conversation worth having right off the bat.Companyculture is employers 1 problem (DeloitteUS). Fix it by discussing it with ca ndidates.Click To TweetWhat is your favorite part about working here?Job seekers view a veteran employee as a valuable resource when theyre on the hunt for a new career opportunity. They value honesty as they interview. Just as you want to make a smart hiring choice, they want to make sure that the next job they take is a great fit for them. Therefore, youll often get this question from potential new hires who are curious about what you as a real person, not just a representative of your company, like about coming to work each day. Is it the people you work with? The kinds of projects you get to work on? What makes you excited to leave the comfort of your bed, sit in traffic, and head to the office? Feel free to give your most honest answer. Theres no response that is too silly or small. Whether you love the additional educational opportunities youre presented with or the delicious, healthy free food thats always available in the break room, talk about it. Your responses are highly valuable to people who are hoping to join your team.What could my trajectory be within this company?Every hiring manager should want to hear this question because it indicates that the individual intends to stay within the organization for the long run. Be honest about the typical path a person who begins in this role takes, but also be willing to have a dialogue about other options. Just because past employees have followed a certain path, doesnt mean that is whats most desirable for your new hire. Be willing to give this individual the flexibility and freedom to operate in a way thats most appropriate based on their skills, needs, and desires as well as what benefits the company.What are some of the biggest challenges or problems facing this department currently?While you obviously want to paint your company in a positive light, theres no need to gloss over issues your business might be facing. Even the best-run companies experience regular challenges. If an interviewee asks you d irectly about the bumps in the road, be honest. You dont need to air all of your companys dirty laundry, but you can give some insight as to the struggles your department is working to overcome. Are you trying to deal with budget constraints? Is there a disconnect between your department and another department within the organization? Are you doing ersatzdarsteller duty as someone is out on maternity leave? Should this individual get hired, you want them to walk in on their first day with a complete picture of the kind of situations theyll encounter. Being honest about the challenges youre facing is an important part of making that happen.Regardless of how long youve been with your company or how deeply you believe in the businesss mission, you may find that at some point during an interview, a candidate poses a question that you simply dont know how to answer. Rather than worrying about seeing incompetent or unprofessional, feel free to be honest with this individual. Explain that youre unsure about the answer to their inquiry. Then direct them to someone who can provide the information, or offer to get the information and follow up. If you offer to get back to them yourself with the information, make sure you actually do this. Theres no shame in not knowing the answer immediately, but you owe it to the candidate to provide them with the information they were seeking in a timely manner.What are some other candidate questions you should be prepared to answer during the interview? Share in the comments below