Masters In Business Administration Quote Joel Elad MBA
After all a person who has been doing a particular job for at least an estimated 1 or 2 yrs for example like a Web Developer just may have very different needs than a person who has been a manager at that job for 10 to 15 yrs.
You can specify someone's Job Seniority: years of experience by different levels as listed below:
Training
Entry alias Entry Level
Senior
Manager
Director
VP and
CXO shorthand for CEO, CFO or yes CTO
For Income Tax purposes should you be in Training you are to be considered as still participating in The Workforce alias Labourforce and engaged in work or a Work-activity according to various Workforce Training Policies such as:
The Community Block Grant
State TANF Work Verification Plan
The Workforce Investment Act etc....
Training can include:
Employment and Training
Education and Training
To learn more about this checkout The Department Of Labor, BLS Burue Of Labor Statistics, just for a great start to learn more about Jobs and Money.
In addition be sure to request a copy of your State Work Verification Plan and learn how your State also verifies that a person is working with its 'State Work Verification Plan' that is and additional Fraud Fighting Tool for income tax purposes.
Did you know that Employers use LinkedIn for Due Diligence on the average Passive Job Seeker. This is done well before Employers give a Job Seeker a Job Interview. Employers take the time to review your LinkedIn Job Profile before such an interview. Thus if one is not on a website such as LinkedIn many Employers will seee that as a Red Flag that could affect ones chances of getting a job.
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Any Work Experience weather you were in a Paid Position or Non-Paid Position
Many of of the positions listed here does not mean that you only have to list any Job position that included a W-2 Slip to qualify as REAL Work.
Below are other Social Webpage Administrator Roles that you may have missed and their Job Duties/Descriptions as well for LinkedIn.
Their descriptions may be listed different on other Social Websites such as Facebook etc.
Paid Media Admin roles on a LinkedIn Page include Landing Pages admin, Sponsored Content poster, and Lead Gen Forms manager roles. Each role allows you take specific actions on behalf of your Page.
Sponsored Content posterandLead Gen Forms manageradmins can take specific actions on behalf of the Page through Campaign Manager. Landing Pages admins can manage leads throughLinkdedIn Recruiter
Page admin access on a LinkedIn Page consists of the super admin, content admin, and analyst roles. Each role gives you permission to perform a set of tasks on behalf of your Page.
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Limit Of Liability
The Advise and Strategies contained in our website herein may not be suitable for your situation. You should consult with a professional where appropriate. Job Monsta shall not be liable for damages arising herefrom.
Gaming is a popular topic for videos on YouTube. This page helps creators of gaming videos understand the various monetization statuses that can apply. These aren’t new policies, but rather are existing guidelines derived from YouTube’s advertiser-friendly content guidelines. While this page focuses on common themes for gaming videos, remember that all the advertiser-friendly content guidelines continue to apply to all of your videos.
Violations of the below may result in advertisers choosing to show limited or no ads on your monetized videos. It’s always best to check that your videos don’t violate YouTube’s Community Guidelines, which may also affect their monetization status.
Tips for monetizing gaming videos
Below are some examples from our advertiser-friendly content guidelines that are related to gaming topics. All the below monetization icon changes may apply to videos featuring both real or computer generated subjects if there are policy violations in audio or visual form (including text). This includes in the video thumbnail and title.
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Limit Of Liability
The Advise and Strategies contained in our website herein may not be suitable for your situation. You should consult with a professional where appropriate. Job Monsta shall not be liable for damages arising herefrom.
Section 8-903(c) allows an individual who is otherwise eligible for benefits to forego the requirement of making job contacts if the individual is participating in a training program approved by the Secretary.
The claimant attended the East Side Occupational Center for training and was granted a waiver of the requirement of seeking work under Section 8-903 for the period until she completed the course. No disqualification was appropriate under Section 8-903 as the claimant was in an approved training program. Schlimm v. Aetna Shirt Company, 241-BH-86.
A claimant who has been found to be in training approved by the Secretary need not meet the availability requirements of Section 8-903. Kincer, 2125-BR-93.
The claimant was in training approved by the Secretary under Section 8-903. No disqualification was imposed. The Board has no authority to approve training programs under Section 8-903. Sather, 829-BR-87.
The claimant was not engaged in approved training and was not exempt from the work search requirements of Section 8-903. Neither the hearing examiner nor the Board has the authority to waive these requirements. Charron, 1119-BR-90.
Section 8-903(c) allows an individual who is otherwise eligible for benefits to forego the requirement of making job contacts if the individual is participating in a training program approved by the Secretary.
The claimant attended the East Side Occupational Center for training and was granted a waiver of the requirement of seeking work under Section 8-903 for the period until she completed the course. No disqualification was appropriate under Section 8-903 as the claimant was in an approved training program. Schlimm v. Aetna Shirt Company, 241-BH-86.
A claimant who has been found to be in training approved by the Secretary need not meet the availability requirements of Section 8-903. Kincer, 2125-BR-93.
The claimant was in training approved by the Secretary under Section 8-903. No disqualification was imposed. The Board has no authority to approve training programs under Section 8-903. Sather, 829-BR-87.
The claimant was not engaged in approved training and was not exempt from the work search requirements of Section 8-903. Neither the hearing examiner nor the Board has the authority to waive these requirements. Charron, 1119-BR-90.
Effect of Private Agreements
An agreement between an employer and employee, or the employee and his union, does not bind the agency in the application of Section 8-903. An employer offering part-time, intermittent work cannot by practice, contract or otherwise, define for its laid off workers the requirements of Section 8-903. Weaver v. Roadway Express, 942-BR-81.
Job Monsta your source for career, business, personal finance, economics, workforce development, taxes, child support and advise. Read career advice from Job Monster's proven experts.
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The Advise and Strategies contained in our website herein may not be suitable for your situation. You should consult with a professional where appropriate. Job Monsta shall not be liable for damages arising herefrom.
The available positions below are actual training positions that can help anyone who is looking to gain some REAL Job/Work Experience and qualifies as Employment and Training or Education and Training under The State TANF Guidelines and the Workforce Investment Act for Income Tax purposes. These jobs can count as what's called Work-activities for any Passive Job Seeker.
Super admin
This role manages everything on the Page. It’s the only role that can edit the Page and manage all admins.
Content admin
This role posts and manages content, comments as the Page, and exports analytics.
Analyst
This role only views and exports analytics on LinkedIn and will have limited access on 3rd party partners tools.
Job Monsta your source for career, business, personal finance, economics, workforce development, taxes, child support and advise. Read career advice from Job Monster's proven experts.
Limit Of Liability
The Advise and Strategies contained in our website herein may not be suitable for your situation. You should consult with a professional where appropriate. Job Monsta shall not be liable for damages arising herefrom.
This FEIN is considered equal to your Social Security # for any person. This number is used by the IRS Internal Revenue Service to identify ones business to ones government and even other professional business entities as well. This number is also used many times in ones important business documents too.
Even if one does not have any employees the FEIN is required for almost all businesses even those that do not have any employees in particular. in addition you would are required to fill out Form SS4 which could be downloaded via The Internal Revenue website.
This is just one of the other many small steps to getting your business established along with a Dun and Bradstreet number as well depending on if one really wants to be taken seriously whilst building ones business profile as well.
In addition if your an Amazon Affiliate you should also add your Small Business Operating Agreement and your IRS Tax Interview Documents with your FEIN. In this particular situation you could just use your Amazon Store number and Tax Interview Documents to identify your business with your government as a start and then follow up with your FEIN later on. This helps to build credibility with both small an large business and your government along with your website policies if you operating in the 'Gig Economy' as an Online Business with no fixed costs or overhead included.
Job Monsta your source for career, business, personal finance, economics, workforce development, taxes, child support and advise. Read career advice from Job Monster's proven experts.
Limit Of Liability
The Advise and Strategies contained in our website herein may not be suitable for your situation. You should consult with a professional where appropriate. Job Monsta shall not be liable for damages arising herefrom.
"An individual is ‘unemployed’ in any week during which he performs no service and with respect to which no wages are payable to him, . . ."
Employment under the Unemployment Insurance Code has been defined as service performed for wages or under a contract of hire. Service is defined as performance of labor for the benefit of another or at another’s command. Therefore, a person who is self-employed, or an independent contractor is unemployed within the meaning of the Unemployment Insurance Code since such a person is not performing service for wages under any contract of hire, or at another’s command.
A. Self-Employment
The Superior Court of Los Angeles County considered the case of a self-employed individual in People v Nest. The claimant was self-employed in a clothing business and claiming unemployment insurance benefits as a unemployed individual. The court ruled that the claimant was unemployed, and stated:
"The word ‘service’ not being defined in the act, must be given its common meaning . . .’ the occupation, condition, or status of a servant. - Performance of labor for the benefit of another, or at another’s command; - hired helper; -duty done or required.’ Certainly these definitions do not embrace the activities of the defendant in . . . the running of his own clothing establishment . . . He was not under ‘any contract of hire’ express or implied."
Section 1279 goes on to say:
"For the purposes of this section only ‘wages’ includes any and all compensation for personal services whether performed as an employee or as an independent contractor . . ."
Therefore, a self-employed individual, or independent contractor, is eligible under Section1279 in any week in which the wages payable to him or her are not XE.
This concept was considered by the Board in Benefit Decision 5903. The claimant was a licensed insurance broker. The claimant stated that he/she was self-employed as a broker, and that he received earnings from his/her insurance business. The Board ruled on the employment status of the claimant, and in holding that he/she was unemployed, stated:
"An individual who is self-employed may nevertheless be unemployed . . . However, if such an individual is in receipt of income for services performed in an independent business, such income constitutes ‘wages’ . . ."
The Board went on to reason that unless the wages are not XE, then the individual cannot be considered as unemployed within the definition of Section1279. Further, in the case under consideration, the wages payable to the claimant with respect to each of the weeks involved were not XE, and therefore the claimant was considered to have been unemployed.
An independent contractor is a person who is engaged in an independent employment or occupation, responsible to his/her principal only for the result and not for the manner or means by which it is accomplished.
The Supreme Court in the Empire Star Mines case summarized the rules for determining the existence of the employment relationship as follows:
"In determining whether one who performs services for another is an employee or an independent contractor, the most important factor is the right to control the manner and means of accomplishing the result desired. If the employer has the authority to exercise complete control, whether or not that right is exercised with respect to all details, an employer-employee relationship exists. Strong evidence in support of an employment relationship is the right to discharge at will, without cause . . . "
Using the above principles, the Board has considered the employment status of claimants in several cases.
In Benefit Decision 6578, the Board considered a tax case in which the petitioner, James, contends that the claimants, Smith and Bell, were partners, not profit-sharing employees. The petitioner had obtained the parking lot concession from the owner of the Queen’s Arms Restaurant. The concession was an oral agreement on a month-to-month basis. The petitioner was to retain all the proceeds from the parking lot. In addition, petitioner agreed with the Queen’s Arms to create and maintain a reserve for injuries out of the proceeds. The petitioner conducted all negotiations with Queen’s Arms, and retained the funds set up as the reserve for injuries. The claimants both testified that at no time was there a partnership agreement entered into; that each of them considered himself to be a profit-sharing employee; that the petitioner was the employer and retained control over the operation of the parking lot and scheduled the work and they were not consulted about either the operation or the scheduling. Smith further testified that on two occasions he was warned about absenteeism by James and was told "if it happens again, you can look for another job." The Board held that the claimants were employees, and said:
"Section 15006 of the Corporations Code describes a partnership as an association of two or more persons to carry on as co-owner a business for profit. In order to constitute either a partnership or a joint venture there must be (1) a community of interest in the object of the undertaking; (2) an equal right to govern the conduct of each other with respect thereto; (3) share in the losses, if any; and (4) close and even a fiduciary relationship between the parties . . . The fact that there is a profit-sharing arrangement does not justify the conclusion what a partnership relation exists where there is no joint participation in the management and control of the business . . .
There is scant evidence in this matter to indicate that Bell and Smith participated in the management of this enterprise, as would be required if a partnership existed, or that any of the parties involved herein intended that they should participate in the management. The petitioner, James, controlled the concession contract and alone performed all the negotiations with the Queen’s Arms, retained the reserve funds, scheduled the work, hired an individual to complete the schedule, warned Mr. Smith about absenteeism, and finally give notice to Smith and Bell that their services were terminated. The additional fact that no partnership records were kept and no partnership return was filed also supports the conclusion that not only was this business enterprise not a partnership but that the petitioner exercised substantial control over Smith and Bell as their employer . . .
We hold that Smith and Bell were employees of the petitioner."
The question of employee, or independent contractor, was brought before the Board again in Benefit Decision 5786. The claimant, who previously had been employed as a cleaning woman in a private home, was advised by an acquaintance that she was leaving Grass Valley and that if the claimant were interested, she would introduce the claimant to three employers in Grass Valley for whom she was rendering janitorial services. The claimant expressed an interest in such an arrangement, and as a result of contact with the owners of these business establishments, she was hired under oral agreement of indefinite duration. She was to perform cleaning services in the establishments, which consisted of an ice cream parlor, shoe store, and dress shop. The work was to be performed during the early morning hours when the establishments were closed. Upon completion of her work in the ice cream parlor, which consisted of scrubbing the floor, the claimant cleaned and dusted the shoe store, and then worked in the dress shop until her duties were completed. The claimant was paid at a monthly rate. The essential equipment and supplies were furnished by the establishments for the use of the claimant. The owner of the dress shop on several occasions left notes directing the claimant to perform specific tasks. There was no evidence that the claimant advertised or held herself out to the public as being engaged in the business of rendering janitorial services. In holding that the claimant was an employee, the Board said:
"In determining whether an individual is an employee or an independent contractor, the most important factor is the right to control the manner and means of accomplishing the result desired. If the employer has the power to exercise complete control, whether or not that potential control is exercised with respect to all details, an employer-employee relationship exists; . . .
We have previously held that individuals performing janitorial services who do not hold themselves out to the public generally as being engaged in an independent business are ordinarily considered to be subject to the direction and control of the one for whom the services are performed . . . In our opinion, the preponderance of the evidence . . . compels the conclusion that the relationship between the claimant and the owners of the establishments where the claimant worked was that of employer-employee as opposed to principal and independent contractor. The claimant was not engaged in an independent business of furnishing janitorial services to the public generally, . . . It appears that the right to direct the manner and means of accomplishing the desired result existed and on occasion was exercised. The claimant was paid on a monthly basis rather than by each separate assignment and she was required to perform the work during hours specified by the employers . . . It further appears that the claimant was free to quit upon her own volition and was subject to discharge without cause without incurring legal liability. Under these circumstances, we hold that the claimant was in employment . . . "
On the other hand, without this right of control, the claimant is self-employed. In Benefit Decision 6282, the Board considered the case of a claimant who drives an ice cream vending truck. He contends that he is an employee of the vending company. The claimant purchased from the employer the products he sold. All spoiled goods became the claimant’s loss. The claimant was prevented from selling competitive products but he could sell other items not in competition with the employer’s ice cream products. There was no established route and the claimant was free to sell when and if he pleased. The claimant could sell at whatever price he chose. The Board held that the claimant was self-employed and said:
"The test of whether an individual is an employee in performing services for another is set forth in the case of the Empire Star Mines v. California Employment Commission . . .
In applying this test, the court . . . held certain distributors who . . . distributed the company’s bottled water products were independent contractors.
Pursuant to the foregoing authority, we do not find sufficient reason to disturb the ruling issued by the Department that the . . . claimant herein was not an employee . . ."
B. Elective Coverage
Section 708(a) of the UI Code permits certain individuals to elect UI coverage of their services in self-employment. A self-employed person who elects such coverage must show that he is a recognized employer, as defined in the UI Code, and regularly employs one or more persons in an established business. The elective agreement will be effective for at least two complete calendar years or until the employer terminates his business.
Having been granted elective coverage under Section 708, an individual who has filed the necessary reports and paid the required contributions, would be entitled to benefits providing he is otherwise eligible under the Code.
In determining the eligibility of a claimant who has chosen elective coverage, it must first be determined that the individual is unemployed.
Benefit Decision 6669 is an example where the Board held that the self-employed claimant met this requirement. In this case, the claimant was a licensed electrician and electrical contractor. As a contractor he frequently obtained contracts which required him to employ other electricians; however, he also worked at times either as an employee or as an independent contractor. The claimant had reported wages and paid contributions for himself as an employee under Section708(a) of the Code. At the time his claim was filed, he was performing no services either as an employee or as a contractor. He was actively seeking employment in either category. In finding that the claimant was unemployed the Board said:
". . . Clearly the claimant in this case performed no services nor were wages payable or net income received with respect to the week in which the claim was filed . . ."
Since a finding of unemployed within the meaning of Section 1252 requires both that no services were performed and that no wages were payable, clearly the absence of wages alone does not establish that a claimant is unemployed.
For example, in Benefit Decision 6819 the Board considered the case of a licensed building contractor who had submitted a bid on a job and received the contract. However, he was unable to obtain a crew and for this reason turned the contract over to a neighbor. Working under the claimant’s license, the neighbor performed most of the work, with the exception of the electrical work which was performed by the claimant. During this time the claimant also performed some corrective work on a house which e had previously built. Under his license, the claimant was similarly required to do any corrective work which became necessary within one year of the completion of the structure built by his neighbor. The claimant testified that when the job was completed, he had cashed the check and turned the entire amount over to his neighbor. The claimant testified that when the job was completed, he had cashed the check and turned the entire amount over to his neighbor. He contended that he, therefore, was unemployed during this period. The Board said, however:
". . . We believe a more reasonable interpretation (of the term ‘unemployed’ when dealing with elective coverage claimants who are self-employed) would be to consider that an individual . . . who performs work under a contract is fully employed commencing with the date on which he is granted the contract and continuing until the terms of the contract are completed. . . "
Although suggesting doubt of the credibility of the claimant’s statement that he received no money, the Board made no findings that he did in fact receive pay. The clear inference being that earnings are not essential to a finding that a self-employed person is "employed."
Another key point in determining eligibility under elective coverage is whether the absence of or reduction in earnings is the result of the claimant’s own actions. A claimant who decides that work is slow or for the moment unprofitable and closes down his business with the intent of reopening when work picks up, is still employed within the meaning of Section 1252.
For example, in Precedent Benefit Decision 49 the claimants were commercial fishermen who had chosen elective coverage. Since profits were low, the claimants chose to tie up their boats and file claims rather than compete against other boats with better equipment and larger crews. In determining that the claimants were still employed, the Board said:
". . . The commercial fishermen in the present cases are self-employed individual employers who have elective coverage. In deciding whether they are or are not ‘unemployed’ . . . we should use the same rules as apply to commercial fishermen employed by corporations or other employing units subject to the Code.
. . . The claimants remained skippers responsible for their own boats at all times and in effect were ‘standing by’ in their own employment during the periods for which they claimed benefits. They made their own decisions not to fish while other boats were going out . . . They were not unemployed.
Once a self-employed claimant under the elective coverage provisions of Section 708 becomes potentially eligible for UI benefits, eligibility is determined by the same standards that apply to other claimants. Whether he can restrict himself to seeking and accepting only self-employment is dependent upon whether there is a labor market in which he has reasonable prospects for securing self-employment. (For a full discussion of the availability of claimants engaged in self-employment, see AA 360.)
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The Advise and Strategies contained in our website herein may not be suitable for your situation. You should consult with a professional where appropriate. Job Monsta shall not be liable for damages arising herefrom.
Job Monsta wants to introduce to The 'Billable Hours Formula' for Small Business and Income Tax purposes if your such an entity.
The gist of this particular formula is that it can work for your person without any employees other then yourself. so take a look at this formula below:
Desired annual salary
+ Annual fixed costs (or overhead)
+ Desired annual profit
Divided By Annual billable hours
= Hourly rate
This formula helps bring together all of the hours and money your would like to bring in each year with the hours you plan to work. The end result is an hourly rate to be exact. The formula could also be adjusted based on the type of business that you run.
Here's the simple concepts behind this type of formula:
Desired Salary: Just how much Revenue aka Money aka Income do you want to earn annually? Just put that salary here; your desired profit then comes later.
For example:
You want to make a $400 a year salary.
Fixed Costs: What do you spend each year on rent, utilities, office equipment, PCs, etc...
Desired Profit: A typical real profit goal here is or could even be at least 20% above salary or even below if your looking to make lesser then 20% and overhead fixed costs if you should have any.
Billable Hours: The fewer Billable Hours the lower ones hourly rate. Simply calculate the number of potential Billable Hours in a year for this part. There's 52 weeks in a year and also a 40-hr work week, thus there's 2080 Potential Billable Hours. Most of the Billable Hours would be 50%-80%. They say that below this would not be very profitable but that would depend on ones own situation and how many clients one just may have. But use this percentage or below this to help determine how many billable hours you should have each year to be exact we @ Job Monsta would say.
For example: Should 70% of ones time be Billable, you'll have at least 1,456 billable hours (20280 hours x 70%).
Then just add together the:
Desired Salary
Fixed Costs if none put 0 zero and finally
Desired Profit
Next divide this total by your billable hours and the end result is the hourly rate you can charge to cover fixed costs if you should have any and bring in both the desired salary and profit one is after.
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The Advise and Strategies contained in our website herein may not be suitable for your situation. You should consult with a professional where appropriate. Job Monsta shall not be liable for damages arising herefrom.
In many situations the 'Exchange Of Value Requirement is met in almost all Business Transactions by and Exchange Of Promises like for example:
Promising to pay someone if that particular person is to paint your house next month.
"Actually doing The Work or Paying The Money can also satisfy the rule."
Apple Search Produce 52 Presents: ACF Child Support Promo
Advertising, Accounting, Career, Business, Finance, Economics, PR, Marketing, Child Support, Taxes, In-Kind Transfer Programs, Income Support Programs, Means Tested Transfer Programs
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The Advise and Strategies contained in our website herein may not be suitable for your situation. You should consult with a professional where appropriate. Job Monsta shall not be liable for damages arising herefrom.
Are you between the age 16 – 59 and still able to participate in the US Workforce?!
The general work requirements included below for SNAP:
registering for work,
participating in SNAP Employment and Training (E&T) or
workfare if assigned by your state SNAP agency,
taking a suitable job if offered, and
not voluntarily quitting a job or
reducing your work hours below 30 a week without a good reason.
You're excused from the general work requirements should you meet of the following criteria:
working at least 30 hours a week (or earning wages at least equal to the federal minimum wage multiplied by 30 hours)
Meeting work requirements for another program (TANF or unemployment compensation)
Taking care of a child under 6 or an incapacitated person
Unable to work due to a physical or mental limitation
Participating regularly in an alcohol or drug treatment program
Studying in school or a training program at least half-time (but college students are subject to other eligibility rules).
If you have to meet the general work requirements but you don’t, you are disqualified from getting SNAP for at least a month and must start meeting the requirements to get SNAP again. US welfare-to-work strategies.
Workfare, the umbrella term for welfare-to-work initiatives
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The Advise and Strategies contained in our website herein may not be suitable for your situation. You should consult with a professional where appropriate. Job Monsta shall not be liable for damages arising herefrom.
There are times when a tax agency such as the IRS will require you just to submit an Income Tax Return even if your should not owe and income tax at all.
Basically a Filling or Reporting requirement just means that you thus need to provide and income and expense information form that just may and may not even add up to any tax obligation for the most.
Checkout This Ad From Apple Search Produce 52
Accounting, Career, Business, Finance, Economics
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The Advise and Strategies contained in our website herein may not be suitable for your situation. You should consult with a professional where appropriate. Job Monsta shall not be liable for damages arising herefrom.
