Factors to Consider When Hiring a Maid ServiceNeed an extra pair of helping hands at home? Why not hire a maid? Anyone can feel like royalty when contracting for housekeeping assistance from a professional service. Maid service or professional Cleaning Services can be obtained anywhere from a few hours or half a day to a permanent part-time or full-time position. You don’t have to be rich or famous to need a maid; many busy housewives and business professionals seek housekeeping assistance to ensure their homes stay clean and tidy while they are occupied with family matters or business duties. What factors should you consider when hiring a maid (or two)? Here are a few to consider. 1. Is the maid service reliable? In other words, is it professionally operated? Does it employ underage teens, or are the employees bonafide legal adults with citizenship or proper visas? Has the company completed background checks on its employees? While it is up to the maid service company to ensure the legality of its employees, you may want to ask just to be sure. Contact the Better Business Bureau and ask if complaints have been filed against the company, and if so, how were they resolved. 2. Are employees insured and licensed? Are the maids well-trained in housekeeping skills? There have been horror stories in the news of maids who mixed the wrong cleaning chemicals and inadvertently harmed the client. Find out if the maids have experience and solid references, and don’t hesitate to request copies of relevant documents. 3. What exactly will the maids do? Be specific in describing the work you want done. “Cleaning the bathroom” can mean anything from washing walls and windows to scrubbing the sink, tub, and toilet. List the tasks to be addressed so the maids know what to do. 4. How will you be billed? Some services bill by the hour or part of day – usually a half-day or whole day. Others bill by scope of work, i.e., cleaning three bedrooms and one bathroom. Find out how much you will be charged. Get a written estimate before having the work done. Inquire if you need to pay extra for cleaning supplies or equipment, such as a rug shampooer, and if there are any fringe costs not readily apparent. 5. Do you need for the maids to have any special skills? Being effective communicators, getting along with kids or pets, and being able to return several days or weeks until a job is finished may be concerns you will want to ask about. It is also a good idea to discuss limitations – what maids cannot do, such as wash the windows or perhaps the car, or clean out the basement, etc. Maid service has become more of a necessity than a luxury for many individuals and families nowadays. Knowing how to find the right service with the housecleaning skills you need can help to alleviate your stress over a dirty house and prospective strangers working in your home. The above can help you start the process.
For those who already have FX, you can also reduce the risk by starting binary options at the same time.This is called "risk hedge".By the way, "hedge" is a word meaning "to avoid ~".
Although FX makes a lot of profit, there is a possibility of getting damaged as much, but there is a way to reduce that risk.One way to do this is "Both Buildings".
However, this two-storey is not a recommended method because the cost of fees etc. is expensive, and there are many cases where a trader prohibits both buildings.Then, how to reduce the risk is how to utilize the binary option, which is called "risk hedging".Regarding risk hedging, if you are in a situation where damage will occur due to yen appreciation by FX, you can use the binary option to purchase the side of the same appreciation to gain profits .
By doing this thing, if the exchange rate changes in the direction opposite to your reading, even if the binary option turns into a red letter, the FX will be in surplus, so that the mechanism that profit will come out as a result is.Binary options are not damaged at the end of the day 's transactions.Also, before you trade you can buy it by yourself to see how much profit goes out and how much damage will come out.It is risk hedge that applied these.Investment does not move according to your ideal.Therefore, it is good to keep risk management that you can do in advance so that damage will not occur as much as possible.
Stubborn Patterns Still Persist Among African American, Hispanic, Asian, Native American Women
A new U.S. Equal Employment Opportunity Commission (EEOC) study, "Women of Color: Their Employment in the Private Sector," reveals that women of color now comprise 14.5 percent of America's private sector workforce, a major increase from a decade earlier. The employment of each group of women examined - African American, Hispanic, Asian and Native American - grew during this period. Similarly, more women from all four groups obtained employment as officials and managers, though numbers vary widely by industry.
"Women of color have made noteworthy gains, both in terms of workplace numbers and status," said Commission Chair Cari M. Dominguez. "Still, we see some stubborn patterns needing our attention. Too many women of color are concentrated in certain industries and appear to have plateaued in lower occupational categories. We are also mindful that women of color tend to file more charges of discrimination against a handful of industries."
Of all women of color, African Americans continue to represent the highest rate of employment (7.6 percent of the total work force). However, during the past decade, they have made the smallest gains with regard to total employment and higher level positions - far below the growth rates of Hispanic and Asian women. Meanwhile, African American women exceed their work force representation as sales workers, clericals and service workers. The Nursing and Residential Care Facilities industry employs the largest percentage of African American women, as well as the largest percentage of women overall.
The most dramatic improvement in overall employment was among Hispanic women (now 4.7 percent of the total work force), whose rate of growth exceeded 100 percent over the 10-year period. Additionally, the number of female Hispanic officials and managers improved at an even higher rate, more than doubling over the decade. At the same time, Hispanic women exceed their total representation as sales workers, clericals, service workers and laborers. Although the crop production industry employs the largest percentage of all Hispanics in the private sector and is male-dominated, it also employs the largest percentage of Hispanic women.
Asian women (2.1 percent of the total work force) reflect the most progress in attaining higher-level positions during the period studied. The number of female Asian officials and managers more than doubled, with a rate of change of 135 percent. Asian women exceed their total representation in three different areas along the employment spectrum: as professionals, technicians and clericals. The largest numbers of Asian women are employed in the Computer and Electronic Product Manufacturing industry, as well as in some retail industries.
The employment of Native American women increased only slightly in 10 years, from 0.2 to 0.3 percent of the total work force. Even so, the number of officials and managers within this group nearly doubled within the same period. Native American women exceed their total representation as sales workers, clericals and service workers. They are most frequently employed in the industries of Gasoline Stations and Apparel Manufacturing.
Data used in this study were drawn from two sources: the EEO-1 report, which is overseen by the EEOC and required annually of private sector employers with 100 or more employees and federal contractors with at least 50 employees and contracts of $50,000 or more, and the EEOC's database for tracking charge processing activities. The full report is available on the agency's web site at www.eeoc.gov at the following link http://www.eeoc.gov/womenofcolor.html.
The EEOC enforces Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination on the basis of race, color, sex, religion or national origin; the Age Discrimination in Employment Act, which protects workers age 40 and older from discrimination based on age; the Equal Pay Act of 1963; the Rehabilitation Act of 1973, which prohibits employment discrimination against people with disabilities in the federal sector; Title I of the Americans with Disabilities Act, which prohibits employment discrimination against people with disabilities in the private sector and in state and local governments; and sections of the Civil Rights Act of 1991.