Some Practical Guidance On Level-headed Products In Job Hunting

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His job as director of the Bureau of Wildlife Habitat Management involved oversight of gas leases for state game lands, while he moonlighted by running a business that helped landowners make deals with some of the same drilling companies. The ethics commission said he improperly received a valuable benefit by virtue of his state job, but noted he had informed his higher ups of his outside work. Capouillez’s lawyer, Bob Davis, said the commission originally sought millions of dollars in fines and restitution. http://paisleycrawfordsite.rachelstevens.us/2016/09/13/the-emerging-facts-on-no-fuss-systems-of-interview-body-language/“It is a vanishing percentage of what they said they were after,” Davis said. “There are times when it’s just smarter to just bite the bullet and get it over with.” Capouillez spent three years at the Department of Environmental Protection before going to work for the Game Commission in 1993. His salary was $84,000 when he retired in May 2015. The ethics commission said the statute of limitations was a “critical factor” in the case, restricting what of his conduct it could review and how much of a penalty it could order. “We note that there are times, such as in this case, where the legally correct result is not particularly satisfying,” the commission wrote. It gave Capouillez a month to pay the $75,000. The commission said that in a December 2014 interview with ethics agency investigators, Capouillez said he “understood the concerns raised and could see the appearance of a problem with his dual positions.” Capouillez’s private business drew the attention of then-Gov.

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That Scandal on Your Résumé Will Cost You—Even if It Isn’t Yours And it is executives in financial services firms that suffer the most from guilt by association, an article in the September Harvard BusinessReview suggests. More from Bloomberg.com: U.S. Stocks Rebound While Dollar Slips as Fed Rate Odds Retreat Initial compensation at these executives’ next job isabout 10 percent lower than for that their untainted counterparts, the authors found. Across industries, job functions, levels of seniority, and regions, executives with such companies on their resumes took a cut of 4 percent in total compensation.Women were dinged 7 percent to men’s 3 percent. The hiring manager may like you and understand that you weren’t implicated, but there is that blemish on your resume, so “we’re going to pay you what we think you’ll take, and you’re lucky we’re hiring you,” said Jeanne Branthover, a partner at executive-search company DHR International, explaining the thinking. The article’s authorsspeculate that “women from scandal firms, especially those in a male-dominated industry, may feel that they approach the negotiating table with two strikes against them and thus don’t push on compensation as hard as they otherwise might, or as their similarly stigmatized male peers do.” More from Bloomberg.com: Want to Know How Trumps Doing? Just Look at Mexicos Peso The 10 percent hit to financial executives’ compensation echoes some of the results in a study published earlier this year by business school professors at the University of Chicago and University of Minnesota, only this time the employees were implicated. The study found that 44 percent of financial advisers who left a job as a result of actual misconduct , rather than guilt by association, were hired by another firm within a year but tended to take pay cuts of 10 percent and land at companies considered less desirable places to work. “Even though our article is called ‘The Scandal Effect,’ what we’re really talking about are innocent bystanders,” said Boris Groysberg, a professor of business administration at Harvard Business School and one of the article’s co-authors. “What upset me most about what we found were the thousands of people who will have bad labor market outcomesin compensation being lower or in getting offers from outside firms being negatively affectedwhohad nothing to do with the scandals.” To measure the stigma, the authorsusedproprietary data from an unnamed global executive placement firm to analyze 2,034 executive job moves from 2004 to 2011. About half the moves were for C-level, president, or vice president jobs.

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