2012-2025 Form

As asked of me specifically;The others are right, you will likely need a lawyer. But to answer your question, there is a response form to respond to a restraining order or order of protection. Worst case the form is available at the courthouse where your hearing is set to be heard in, typically at the appropriate clerk's window, which may vary, so ask any of the clerk's when you get there.You only have so many days to respond, and it will specify in the paperwork.You will also have to appear in court on the date your hearing is scheduled.Most courts have a department that will help you respond to forms at no cost. I figure you are asking because you can't afford an attorney which is completely understandable.The problem is that if you aren't represented and the other person is successful in getting a temporary restraining order made permanent in the hearing you will not be allowed at any of the places the petitioner goes, without risking arrest.I hope this helps.Not given as legal advice-

Unfortunately, Vanessa Stefanova isn’t too far off of the mark. Many pro bono clients can be pretty terrible. I have a tongue-in-cheek saying that “How demanding a client will be is inversely proportional to how much they pay for the work” meaning the less a client pays, the more demanding they are going to be.I basically won’t do pro bono work any more. I also won’t do barter (trade) work. In my experience it almost always ends badly. The only circumstance where I would consider doing pro bono is for a legitimate non-profit charity and I will still give them an official estimate for the cost of the work, send them an invoice, and require a receipt for the amount of the work performed though I don’t require that they pay. Why do I do this? Because pro bono work for a true non-profit is tax deductible. If you aren’t getting at least that much out of it, don’t do the work. You are being taken advantage of.That said, if I make an agreement to do a job for free, I will see it through to completion even if the client is difficult. Integrity is very important to me and if I say I will do something, I do it. If I determine it was a mistake, I just promise myself to never make that mistake again.As for how to deal with it, start by setting very, very, very clear boundaries and expectations. Outline in explicit detail exactly what service you are providing. If the client asks for more, say “No” or “Yes, but I will need to charge you for that because it is beyond the scope of our agreement”.My mentor many years ago taught me a very valuable lesson: “Serious business people understand that some money has to change hands”. In any cases when I do a pro bono job, I will still ask for some amount of money up front. This serves a couple of purposes. First, it makes me at least “some” money. Second, it makes sure the client is serious and understands that the work I am doing has value. For example, I did a website job for a non-profit and charged them $1,000 for about a $20,000 website. My feeling was, if you can’t come up with $1,000 for $20,000 worth of my work, then you do not value your site or my work and it isn’t worth my time.Hopefully it won’t come to a point where you have to burn a bridge and walk away, but you should always be willing to do so. You should care about yourself and your work enough to do that. If you have a family, you should care about them enough to do that because if you are being ripped off, they are being ripped off by extension. Even if the impact is only emotional via added stress it still impacts them and your main priority is to yourself and your family, not to a client who is abusing your generosity.All of that said, not every client looking for pro bono work is evil. There are many great causes that are deserving of contributions. But everyone should be clear about what is being contributed, what the boundaries are, and how much is too much.

Finding the right job candidates is one of the biggest recruiting challenges. Recruiters and other HR professionals that don’t use best recruiting strategies are often unable to find high-quality job applicants. With all the changes and advances in HR technologies, new recruiting and hiring solutions have emerged. Many recruiters are now implementing these new solutions to become more effective and productive in their jobs.According to Recruitment strategies report 2017 done by GetApp, the biggest recruiting challenge in 2017 was the shortage of skilled candidates.The process of finding job candidates has changed signNowly since few years ago. Back then, it was enough to post a job on job boards and wait for candidates to apply. Also called “post and pray” strategy.Today, it is more about building a strong Employer Branding strategy that attracts high quality applicants for hard-to-fill roles.Steps for finding the right job candidates1. Define your ideal candidate a.k.a candidate personaNot knowing who your ideal candidate is, will make finding one impossible. To be able to attract and hire them, you need to know their characteristics, motivations, skills and preferences.Defining a candidate persona requires planning and evaluation. The best way is to start from your current talent star employees. Learn more about their personalities, preferences, motivations and characteristics. Use these findings to find similar people for your current and future job openings.2. Engage your current employeesYou probably already know that your current employees are your best brand ambassadors. Same as current product users are best ambassadors for product brands. Their word of mouth means more than anyone else’s.Encourage their engagement and let them communicate their positive experiences to the outside. Remember, your employees are your best ambassadors, and people trust people more than brands, CEOs and other C-level executives.Involving your current employees can not only help you build a strong Employer Branding strategy, but it can also help your employees feel more engaged and satisfied with their jobs.3. Write a clear job descriptionsEven though many recruiters underestimate this step, it is extremely important to do it right! Writing a clear and detailed job description plays a huge role in finding and attracting candidates with a good fit. Don’t only list duties, responsibilities and requirements, but talk about your company’s culture and Employee Value Proposition.To save time, here are our free job description templates.4. Streamline your efforts with a Recruitment Marketing toolIf you have right tools, finding the right job candidates is much easier and faster than without them. Solutions offered by recruitment marketing software are various, and with them you can build innovative recruiting strategies such as Inbound Recruiting and Candidate Relationship Management to improve Candidate Experience and encourage Candidate Engagement.Sending useful, timely and relevant information to the candidates from your talent pool is a great way for strengthening your Employer Brand and communicating your Employee Value Proposition.5. Optimize your career site to invite visitors to applyWhen candidates want to learn about you, they go to your career site. Don-t loose this opportunity to impress them. Create content and look that reflects your company’s culture, mission and vision. Tell visitors about other employees success and career stories.You can start by adding employee testimonials, fun videos, introduce your team, and write about cool project that your company is working on.Don’t let visitors leave before hitting “Apply Now” button.6. Use a recruiting software with a powerful sourcing toolToday, there are powerful sourcing tools that find and extract candidates profiles. They also add them directly to your talent pool. Manual search takes a lot of time and effort, and is often very inefficient. With a powerful sourcing tool, you can make this process much faster, easier and more productive. These tools help you find candidates that match both the position and company culture.7. Use an Applicant Tracking SystemSolutions offered by applicant tracking systems are various, but their main purpose is to fasten and streamline the selections and hiring processes. By fastening the hiring and selection process, you can signNowly improve Candidate Experience. With this, you can increase your application and hire rate for hard-to-fill roles. Did you know that top talent stays available on the market for only 10 days?8. Implement and use employee referral programsReferrals are proven to be best employees! Referrals can improve your time, cost and quality of hire, and make your hiring strategy much more productive. Yet, many companies still don’t have developed strategies for employee referrals.This is another great way to use your current employee to help you find the best people. To start, use these referral email templates for recruiters, and start engaging your employees today!GetApp‘s survey has proven that employee referrals take shortest to hire, and bring the highest quality job applicants.If you don’t have ideas about how to reward good referrals, here’s our favorite list of ideas for employee referral rewards.

Follow me, and submit your design (the exported jpg or png will do) via dropbox or google drive. You do not have to submit extraordinary design right away, just do your best and i'll point out what you've been missing. Just bear with me, the comments would be harsh sometimes.Or to directly answer your question, you can find inspiration on Behance and create one by yourself.

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