Latest Survey: What You Want

Yesterday, I sent out a survey to my readers asking them what kind of topics they're interested in learning more about in Resume Writers' Digest special reports, blog topics, and newsletter articles. I've already received more than 30 responses, and appreciate all of you taking the time to respond to the survey!

The sale of our special reports, books, and other products -- as well as paid advertisements in the newsletter -- supports this blog as well as the free bimonthly newsletter (published as an Adobe Acrobat PDF), so if I know what kind of information you're interested in purchasing, I can give you what you want!

If you are currently subscribed to Resume Writers Digest, please be sure to check your e-mail for my e-mail and take the survey! If you are not currently a subscriber, you can use the form in the top right-hand corner of this blog to subscribe for free. E-mail me if you have any questions.

Best Career Blog Nominee: Marty Nemko

I received a self-nomination a while back from a career counselor named Marty Nemko. He had seen my blog post about looking for the best career blogs. Marty's blog is certainly thought-provoking... but/and it touches on more than career issues.

I think maybe I need to come up with some criteria for what "makes" the "best career blog."

My First ResumeSpider Commission Check

I've written before about ResumeSpider, a service job seekers can use to connect to prospective employers. It's also a source of revenue for resume writers. Although I'm nowhere as prolific as some of my colleagues in the number of resumes I write each week, I've been doing better about telling clients about ResumeSpider, and providing my affiliate code in e-mails when I send their final documents.

Well, it finally paid off! I received my first affiliate commission check in the mail today -- $18.89 (from 1 client). Resume writers can earn a 30% commission on ResumeSpider services, which range from $39.95 to $99.95 ($12-$30 per sale).

Now I'm inspired! I'm going to see if I can double that in the next 30 days. I'll let you know how I do. In the meantime, if you're interested in signing up as a ResumeSpider affiliate, use this link; (http://Affiliates.ResumeSpider.com).

Changes in FMLA Leave for Military Families

On January 28, President Bush signed a new law that provides two types of leave related to military service under amendments to the Family and Medical Leave Act (FMLA) of 1993.

Under the new law, an eligible employee can take up to 26 weeks of leave in a 12-month period to care for a spouse, child, parent, or next-of-kin who is a service member with a "serious illness or injury" (the specifications for this are defined in the new law) incurred while on active duty.

It also permits eligible employees to take up to 12 weeks of FMLA leave in a 12-month period for "any qualifying exigency" that arises from a spouse's, child's, or parent's active duty in the Armed Forces. The Department of Labor will be issuing guidelines as to what a "qualifying exigency" encompasses.

The changes to the FMLA law are in addition to the existing reasons why an eligible employee may take up to 12 weeks of leave each year. These include:

• The birth of a child (and to care for such child)
• The placement of a child for adoption or foster care
• Caring for a spouse or immediate family member with a "serious health condition"
• Where an employee has a serious health condition such that they are unable to work
  

The amendments complement many state family military leave laws that provide for shorter durations of leave or only cover spouses of service members. For example, Nebraska law requires that any employer that employs between 15-50 people must provide up to 15 days of unpaid family military leave for spouses and parents of service members, and up to 30 days for employers with more than 50 employees.