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... . "Do you have any mental or physical disabilities or handicaps?" Questions regarding arrest record, such as "Have you ever been arrested?" unless they are in a security-related position. It's okay to ask if they have been convicted of a felony. Questions regarding refusal or cancellation of bonding unless they are in a security-related position. Questions regarding service in foreign military. Questions regarding applicant's current or past assets, liabilities, or credit rating, including prior bankruptcies unless job-related. Questions regarding ownership of a car. Questions regarding length of residence at a particular address. Requiring a list of all organizations, clubs, societies, or lodges to which applicant belongs. Questions to applicant's former employers or references, or acquaintances of references, which elicit information specifying the applicant's race, color, religious creed, nation original, ancestry, disability, mental disability, physical disability, medical condition, marital status, age, sex, or other prohibited basis of discrimination. Questions regarding religious obligations that would prevent an individual from being available to work on Friday evenings, Saturdays, Sundays, or holidays. Questions seeking the names and addresses of relatives (as opposed to persons) to be notified in case of accident or emergency. Asking a female candidate whether her family will object to her working at night. Asking a female candidate whether she has any reason to believe she might require any leave for medical reasons during the next calendar year. Asking an older candidate whether they feel they can keep up with the younger employees in the department. Asking an applicant the origin of their name. ...

... were bypassed, a case for discrimination against divorced people can be made. A good application form can help overcome the problems associated with discrimination in hiring. A question on an application is safe if it is job-related and the information requested is necessary for successful completion of the job. Standard application forms that comply with federal regulations are available through office supply stores, if you choose not to create your own. What To Ask And What Not To Ask Your application form should capture information about the candidate's work experience and qualifications for the position. The basic areas to explore, in addition to name, address, and phone number, are employment history, educational background, insurance education, and job-related skills. Various federal and state laws prohibit discrimination because of age, sex, race, color, religious creed, national origin, ancestry, physical disability, sexual orientation, or military status. Avoid these topics to protect your agency from unnecessary suits. Communication is an essential skill for many agency positions. You may want to provide space for a writing sample to determine the applicant's ability to communicate. If an applicant is blind or unable to write because of a disability, you are required by the Americans with Disabilities Act to supply someone to write for the disabled person. In that case, the candidate can dictate answers to the writer. Avoid asking questions about: AGE OR DATE OF BIRTH. Unless you can prove that the applicant needs to be a certain age to qualify (such as for licensing or driving a car), don't ask. GENDER. The only place this applies ...

...ecause of age, sex, race, color, religious creed, national origin, ancestry, p...ERSHIPS. Don't ask. This can reveal religious affiliation or ethnic background...

... Look to Your Church If you’re religious, there may be religious mental healthcare options availabl...

..., ethnic slurs, racial epithets, religious or political statements, or anythin...igin, sex, sexual orientation, age, religious beliefs, or political beliefs ma...

...ssion until it inspires you with religious zeal. Have everybody develop ... you that you would support it with religious zeal? When you know what that is...

... dicer format, but the original infomercials began on a higher ground: religion. Before you haul me off to a padded room, let's define "infomercial."An infomercial is an advertisement for a product or service that has been expanded with information, entertainment, or both to retain the attention of the audience. In the old days, itinerant preachers would pass the basket after preaching a message that was interspersed with hymn-singing. When radio, and later television, arrived on the scene, preachers began purchasing half-hour or larger blocks of air time to carry their message to a larger audience, replacing the traditional basket with a plea for donations. Profitable? You bet! Many such ministries built huge cathedrals, multi-media production centers, and even their own television stations from the revenues generated by "religious" infomercials. In the meantime, people marketing products and services just rambled along as usual, purchasing 30- and 60-second time slots for their commercials. For a long time this worked well enough. With only three networks and a limited number of television stations (four networks for radio), only so much advertising time was available. Expensive spot commercials held sway during prime-time hours, and the religious broadcasters helped to fill the late-night and Sunday-morning voids. Catalysts Of Change: FM & Cable For decades, these limitations remained unchanged. Cable was a futuristic daydream, and radios capable of receiving FM stations were limited. Then, almost simultaneously, FM became the king of radio, and cable catapulted television into a new age. The popularization of FM radio more than doubled available commercial broadcast ...

... from the revenues generated by "religious" infomercials. In the meantime, peo...ay during prime-time hours, and the religious broadcasters helped to fill the ...

... meaningful way of developing yourself. Because most organizations consist of voluntary membership, they usually foster an atmosphere of trust. They provide a forum for new information and ideas for action in the areas of technology, demographics, social concerns, economics, and legal and political issues - all of which you need in any public relations campaign. Your membership in an organization can also provide you with individual skills, such as leadership, management, parliamentary procedure, and more; and, happily, these skills can be learned and improved upon at no expense to your work environment. Some types of organizations you may look into joining include the following: Service clubs, such as Rotary, Optimists, Lions, Zonta, and Quota Social groups, such as crafters guilds, card clubs, and sports teams Religious groups, such as ministries and support services Political organizations, such as local, state, and national parties Educational groups, such as Parent Teacher Association (PTA), Mothers Against Drunk Drivers (MADD), and American Society of Training and Development (ASTD) Professional organizations, such as National Association of Insurance Women, American Business Women, and state agent associations. Should you decide to join an organization as part of your public relations effort, join with a mission. Make your mission the betterment of the group, your community, and yourself. NEWSLETTERS A second option to be explored for enhancing your PR campaign is the use of newsletters. Newsletters educate your clients and contacts, promote your agency's effectiveness, and demonstrate concern for your clients' well-being. They are a proactive method ...

... they still need the creature comforts that higher incomes supply. However, they're often already successful and now consider sales a game (albeit with good returns for a win) and a challenge to keep winning. Their motivation comes from pride in their personal service and the service that their agency provides both clients and carriers. All Phase I agents remain focused on growth and customer satisfaction and gather a staff that's just as dedicated to these goals. Runners are avid record-keepers because focused activities can be measured. Phase II agents might also still be keeping records, but Phase III and Phase IV agents have often abandoned record-keeping as a useless activity for which they don't have time. The real reason is that they know what the records will show them about their performance. So Phase I agents have almost a religious fervor about accurate records of suspects, prospects, sales calls, and sales within the sales cycle; and they try to keep enough activity going into the top of the funnel to yield the desired sales results. They know that sales result from combining technical and sales skills with disciplined pursuit of the "numbers" (keeping the number of suspects and prospects high enough to yield the appropriate number and quality of sales) . Phase I agents also require their staffs to keep meticulous records of individual and department productivity and backlogs because they understand that customer satisfaction comes from doing what the customer wants and needs in an accurate and timely fashion. Ask yourself "Am I running the race or running in place? And, if you're not in Phase I, what are you doing to break open ...