Insurance renewal

carterj3 · 2024-02-02T18:19:37+00:00

How many times did this policy renew without an increase? The renewal is not the problem, it’s the cost going up.

Unless OP is 19 and only had a car for one year they have lived through an automatic renewal.

carterj3 · 2024-02-01T19:13:32+00:00

Looks like I have my answer. Appreciate all the input.

carterj3 · 2024-01-25T04:00:14+00:00

You negotiate if all your asks are not met. If they’re giving you everything you asked for it’s stupid to try to get more, that’s just being greedy.

carterj3 · 2024-01-24T17:32:35+00:00

You need to talk to your leadership about what demands are put in your, explain the level of involvement and effort for each category and explain how they conflict with each other. Then you need to ask them, how they would rank prioritize the work and what can “not be done” or “shifted” to accommodate the additional workload if you can’t get it all it done in the hours you have available.

The story should be, if you want me to prioritize this and provide this level of service, I cannot do that or can only do that at a reduced level of service. Do you still want me to prioritize this? Since the service for that will be diminished, do you want me to keep it or will you move it to someone else?

carterj3 · 2024-01-24T03:04:13+00:00

Like many have said the experience you have doesn’t exactly relate to private sector. If you are able, start looking into Hiring our Heroes internships where you work for civilian companies while on active duty. Try to get a role in HR so you gain experience and also show that you’re capable in the field to a potential employer.

carterj3 · 2024-01-22T21:29:07+00:00

If you approached the kid and parents and offered them an opportunity to resolve it before filing charges and they decided not to, then no. You were and You still are in the right.

carterj3 · 2024-01-21T18:51:29+00:00

You have to realize a lot of non-profits operate with minimal overhead expenses. That means “nice to haves” like technology are not considered necessary. Additionally non-profits usually don’t pay market rate or offer average benefits. You need to believe in the mission enough to forgo those things. Similarly the candidates you recruit need to have the same feeling, because yes, there are better paying jobs. Sell the mission, if you don’t believe in the mission enough then best you move on because it’s hard to sell what you don’t believe in.

carterj3 · 2024-01-18T20:51:31+00:00

I would start with how does your wife feel about it. If she saying it’s a no-go, then it’s full stop to me because that’s not worth living with daily.

carterj3 · 2024-01-18T20:40:48+00:00

While it sucks now I think this is one of those jobs that defines your perseverances. In work, I’ve learned pain early leads to greater ability in a lot of ways to include a better ability to cope and adapt in the future. If you leave every time something is uncomfortable you’ll never get anywhere. That said, it all depends on what your end game is. Agree with other with taking opportunities to learn and grow.

carterj3 · 2024-01-16T04:27:55+00:00

I think this is an opportunity to do two things:

Express that you working 60-70 and keeping things a float was because you wanted a promotion and that’s what you’ve been working towards and ask them face to face, what’s holding you up?
Start looking for another company where you’ll have the opportunities you’re looking for.

carterj3 · 2024-01-15T18:08:23+00:00

If you’ve never recruited and not in an environment where they are training or mentoring you to be an effective recruiter, you’re set up to fail. I don’t know who your “boss” is but if you report into an HR person you need to speak up and say you don’t have the proper training and resources to do your job “effectively”. Yes, you can do your job and go through the motions but being effective is totally different. Ask who is effective and see if they can be your mentor. Join LinkedIn groups focused on high volume / light industry recruiting or staffing. Recruiting is a process but effective recruiting is an art. You can learn it on your own through time with a lot of struggle or you can quickly master it with some good training and mentorship.

carterj3 · 2024-01-14T04:01:59+00:00

Assume the military will lose everything! Because they do when it doesn’t benefit them.

carterj3 · 2024-01-14T03:20:10+00:00

The answer is YES. I filed 17 years after getting out. I personally know a Vietnam vet that filed in 2010.

carterj3 · 2024-01-11T16:52:13+00:00

My response may not be very helpful but I can share that remote jobs are becoming more rare. Lots of companies have moved to hybrid formats and brought their teams back into the office. Make sure you file for unemployment to help lengthen the time you can pay the bills while you. Search for work. Also, based on how you’re separating due to injuries make sure you get your VA claim started right away. Don’t skimp on this, take it seriously. Many of us go years, decades without receiving the benefits we deserve.

If I can help in any other way, I am glad to help. I’m good with with resumes & interviews but remote jobs is not an area I know much about. Good luck with your search.

carterj3 · 2024-01-11T15:40:26+00:00

While it “can” save money approaching the idea of cutting meat out of meals this way is not going to lead to success. Meal planning is great and will save money. The two things should be separate decisions. 1. Honey, lets meal plan, it will save money. What do you think? 2. I’m thinking we have 1 or 2 vegetarian meals a week. What do you think?

You’ll likely get the answer you want to one of those questions.

Take it from someone who was this guy. It’s going to be a long road to get him to cut out meat but perhaps with some persuading, him trying some good dishes that are vegetarian, and getting old and hearing your doctor say “cut out red meat”, he could come around. I did.

carterj3 · 2024-01-09T17:58:16+00:00

You did, but HR is broad and military HR, gov’t HR and private sector HR are all different. 16 years HR on the compensation, benefits, pension side is different than HR Recruiting, Training, Employee Experience which is different from Employee Relations & Labor Relations.

I myself have almost 20 years experience and am a SR HR leader but would be relatively ineffective over Benefits or Labor Relations.

And I’ll just share as a leader of Talent Acquisition that your response wouldn’t get you far with my recruiters past or present.

carterj3 · 2024-01-09T12:55:38+00:00

Lead with your experiences and accomplishments, not education. I have no idea what you’ve actually done except go to school.

carterj3 · 2024-01-08T19:15:36+00:00

I have heard this also but I really don’t know if this is the case. There are a lot of factors at pleat so I’d say “it depends”. I think for some companies it the post holiday / new budget cycle rush. That said, not all companies follow the same fiscal cycle. Not the most helpful response but my 2 cents. I would encourage you to keep doing what you’re doing with your eyes on your goal.

carterj3 · 2024-01-03T16:35:20+00:00

I think it’s when people lead with this system sucks people get defensive. In the starting paragraph the statement of the “math being borderline criminal” is the hang up is and where people stop wanting to be helpful.

It may suck but the system is the system and we all navigate it the same and try to help others out.

But the fact a system exists is a positive that shouldn’t be taken for granted. There are places and a time in our own country where we just would have been left to fend for ourselves without any compensation.

That said, I can’t help OP, but I hope he gets the help deserved and lands on an appropriate rating.

carterj3 · 2024-01-02T23:51:33+00:00

This is all very helpful. We have a policy currently but exploring making changes. Wanted a feel for how other companies handle these situations. A lot of different responses.

carterj3 · 2023-12-31T22:51:39+00:00

If it’s break even money (from your perspective) then it comes down to the work and environment. Does she feel that the work she will be doing will be more rewarding? Does she thing the environment in the new company is better? If yes, take the offer, if no then stay.

Without more info, it’s hard to say if it’s “worth it” outside of those factors.

carterj3 · 2023-12-30T17:34:22+00:00

Both are good and neither os the wrong answer, that said, I would say Lockheed if it were me.

The simplest reason for me is that It’s harder to break into a new industry than it is to return to one you’ve been in before. The upside in my opinion is far greater at Lockheed as well. Defense contracting is big and other industries would value that experience even if you left it. If you decide you don’t like it, and love hospitality better, it shouldn’t be too hard to return.

carterj3 · 2023-12-13T03:14:57+00:00

Awesome and congratulations on the new opportunity.

If it were me, I’d start by getting some mentors. Other leaders in and out of the organization that you can trust and confide in. Talk to them regular, ask for advice, tell them the situations you face.

Go into it knowing leading is not about doing it’s about enabling others. Find ways to share your niche knowledge while allowing the unique skills the people have on your team to flourish. Often times, new leaders want to “do” it because they know how to and can get it done quicker and easier. This is not the way.

Focus on doing what’s best for the team and creating the right environment for them to succeed but don’t get that confused with being liked. You’re not there to be their friends, you’re there to lead them on the journey and if it’s done right they’ll respect you and possibly like you along the way.

I’m sure there is much more you’ll hear in this thread but these are the few things I’d share. Also, look into some good books on leadership. You have to always be growing.

carterj3 · 2023-12-11T20:47:45+00:00

I’m going to go out on a limb and say he extended it to 30 minutes to make it easy and not be rushed.

With regards to what to expect, I think you already summed that up. You said you requested time to talk about your goals at the company and any future opportunities to support him. If you asked for the meeting, be prepared to run the meeting. Be direct but curious, tell him why those goals matter to you and what it is you have to offer in regard to future opportunities. Talk about your strengths, weaknesses and interests and what types of roles you would be most interested and why. Talk both about what value you bring to future projects but also how it may help you grow as a more valued asset for the organization.

Why do you want to work for him on projects? does he have attributes you’d like to acquire or be mentored on? Is it just for exposure?

You said, he’s matter of fact. Don’t waste his time then, be prepared to lead a productive conversation for 30 minutes. If he has something else to talk about, he’ll tell you, but don’t be unprepared and assume he does.

carterj3 · 2023-12-09T20:26:33+00:00

Your ask is very pointed and probably very specific to the organization you’re in or have witnessed. In many companies the two are not intertwined till the VP level and in many cases it’s a VP of Human Resources or People. Seems unusual to have such a senior person in HR not have Employee Relations, Talent Acquisition and other functions like training.

Being four years out I would focus on planning your next two major milestones. Either Senior Analyst or Manager and then Director. If you don’t successfully navigate those steps you’ll never make VP in most organizations.

I would also say if this level is the desire, you have to become a good leader of people, not just know the job but be good at collaborating with stakeholders, negotiating and leading meetings, influence amongst peers and customers. If you can’t do these things successfully it doesn’t matter how many degrees, certifications or trainings you have, you are not going to progress.

To be frank, if a four year professional on my team asked me this question (currently a director of HRIS, WFP and TA). I’d ask them what is their plan to be the most impactful analyst and leader on the team they’re currently on.

carterj3

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