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Tuesday, November 1, 2011


      
SANTA CLAUS VS. THE MARTIANS  
Fridays and Saturdays 12/9 - 12/24
Midnights!!
$10

Based on one of the worst films ever made, SANTA CLAUS CONQUERS THE MARTIANS, this fast-paced, no-holds-barred camp comedy is everything an adult could want for Christmas!

Watch Santa as he faces off against evil martians out to destroy Christmas!

Will Santa succeed? Will the kiddies go without Christmas this year? Will the martians learn the true meaning of Christmas? Who gives a crap?! This is all about fun, so leave your quest for morality, taste, and decency at the door as Off-Strip Productions presents this hour-long mashup of The Holiday Season and Little Green Men From Space that's destined to be a classic!

Special Santa Eggnog Brew will be available at the concessions stand to help warm your blood, so come out and have fun!

For tickets and information please visit:
 http://www.onyxtheatre.com/boxoffice/index.php?event_id=436

Or call 702-732-7225.

The Onyx Theatre
953 E. Sahara Ave
Las Vegas, Nevada 89104
702-732-7225

Mark your calendar and you budget for Small Business Saturday!


First there was Black Friday, then Cyber Monday. Now, there's the 2nd annual Small Business Saturday, the day people support small businesses. Pledge to Shop SmallSM on Nov 26th. If millions of Americans shop small, it will be huge.

Virtual Fairs Offer Real Jobs

Employers, Swarmed With Applicants, Turn to Online Forums to Broaden Pool

 Wall Street Journal (click here for this and other news from the Wall Street Journal)


Career fairs are going digital.
As companies find themselves swarmed with applicants, struggling to match workers with the right skills to job openings, many are turning to virtual career fairs. Employers say these online forums—accessed by companies and job seekers from anywhere in the world—can save them time and money, as well as broaden the candidate pool.

Fair Game

Companies are turning to virtual career fairs as they find themselves swarmed with applicants and struggling to match workers to job openings.

This is the "exhibit hall," where job seekers can pop into employer booths.
When participants log into a virtual fair, they can access a variety of "booths" organized by company name or job field. In the booths, they find information about the company and positions available. Sometimes there are videos or live, one-on-one chats with recruiters or even high-level executives.
Candidates learn about fairs through the company's website, social-networking services such as Facebook and Twitter, or word of mouth.

Procter & Gamble Co. and Citigroup Inc. customize their own company-specific virtual career fairs. Other firms, such as Boeing Co. and insurer Progressive Corp., join broad-based virtual career fairs hosted by companies like jobs sites Monster.com, which is owned by Monster Worldwide Inc., and Brazen Careerist Inc. The group fairs host anywhere from a handful to hundreds of companies.
As companies find themselves swarmed with applicants, struggling to match workers with the right skills to job openings, many are turning to virtual career fairs. WSJ's Emily Glazer has the story on Digits.

The fairs, which may last from several hours to a few days, are less about landing a job offer, say HR experts, and more about generating interest among candidates. Good candidates can be invited back for deeper, in-person interviews, while candidates who are not a great fit will be weeded out early on, they say.

At a P&G European virtual career fair last October, about 900 attendees logged in from countries throughout western Europe, as well as Turkey, Russia and Romania. Candidates had access to about 20 booths to learn about job types—finance, business development or product supply, for example—or local P&G offices. P&G representatives communicated in French, Spanish, German, Italian and English.

Lourdes Fuentes, a Geneva-based marketing executive with P&G, says the virtual fair is cost- and time-efficient because she can access it from her office and doesn't have to spend a full day traveling. She tries to explain to potential candidates what P&G's culture is like and which qualities are important for marketing. She says she has "met" some people with promise.

One candidate, Ioannis Boukas, heard about the P&G career fair on LinkedIn and logged in from work in Athens, Greece. At the fair, he learned about the firm's international opportunities and got application advice from some P&G marketing managers and recruiters.

Mr. Boukas, 25, later decided it was worth taking a day off from work to attend an in-person P&G career fair. About six months and three in-person interviews later, he was hired as an assistant brand manager in Geneva.

Virtual career fairs serve as a "starting point" for many younger candidates, says Amy Ng, senior vice president of human resources at Citigroup.

Since the spring, Citigroup has participated in two virtual career fairs on BrazenCareerist.com, a jobs site geared toward so-called Generation Y. Other employers participating included Amazon.com Inc., the Internal Revenue Service and grocery-store operator Safeway Inc.

For $15,000 a year, Brazen will help Citigroup run its own virtual career fair up to twice a month, Ms. Ng said, adding that it is planning six fairs for 2012.

Events like these are especially useful for what Ms. Ng calls "passive job seekers" or the large part of the population not actively seeking a job but interested in learning what is out there. This way, when they are ready to look or if they are laid off, they'll "think Citi sounds like a great place to work, see how we interact with people," she said.

It can also help those in the military looking to get ahead on their job search before reentering civilian life. Global media and communications provider UBM LLC's Milicruit.com, which focuses on virtual recruitment for veterans and military spouses, works with over 240 employers, mostly Fortune 500 companies.

"We have a lot of people still serving overseas that participate," Milicruit founder Kevin O'Brien said. "This levels the playing field."

Write to Emily Glazer at emily.glazer@wsj.com
http://online.wsj.com/article/SB10001424052970204505304577004284131407576.html?mod=djemTECH_h 

Keep in touch and help us to build this blog

Feel free to contact this blog:
art.lynch@artlynch.org

(702) 714-0740

Hotdogs and Burgers at Henderson Campus


Someone has an ax to grind on Rate Your Professors.com....Your feedback needed to help for the remainder of the course


10/12/11
Com101
Poor Quality
Easiness4
Helpfulness1
Clarity2
Rater Interest5
This guy is an egotistical train wreck. He consistently gets off topic on random waste of time rants full of useless unrelated info. He's extraordinarily inconsistent in his grading. Critiquing male students differently than females. He carried on very distracting 1-way conversation during exams. I could have learned more just reading the text.

http://www.ratemyprofessors.com/ShowRatings.jsp?tid=581144 

NOTE: As always this is your class. Your feedback, credited or annoumous is needed, whenever you have something to say. I am here for student, and as all of the other comments on the site indicate, I do what I can to provide you with the tools and support you need. I do know that stress levels and pressure placed on students as increased over the past three years. Let me know how I can help, and what I am doing wrong.  Createcom@gmail.com

Union Update, stay informed and reminder to pay your dues

November National Board Report (unofficial)


This is an unofficial private letter, not a publication of SAG-AFTRA nor does it reflect the views and policies of the Guild. I am writing this in open honesty as myself, Art Lynch, who happens to serve Nevada on the National Board of Directors of SAG-AFTRA.


Brothers and sisters of our union;
I am proud to represent you on the National Board of Directors. For those who voted for my opponents, I hope to hear from you to find out what you feel I need to do, as well as your concerns. Your views, opinions and what you feel I should be doing for you are valued and needed.


As always, President Ken Howard begins meetings with a moment of silence for those who have passed away over the past year. He reads each name in solemn voice. It was highly emotional for me when Nevadans were acknowledged. Rest in peace.


We are union.



Politics, the past and petty differences must be put aside to allow for more meetings, stronger committees, the loss of divisive agendas in committees, work with the national board representative to inform the membership, be a vital part of the process of forming a new union, and solidifying Nevada as a stand alone branch or local, with our own identity, history and membership needs and services. With the election behind us, we need to hold our our hands, swallow our pride and move forward for the membership, not our own ego, agenda or social desires.


SAG-AFTRA is a union, not a club or social organization. 

We are part of the AFL-CIO and four A's. We function legally as a union and provide union services and negotiation rights as outlined by Federal Labor Law.


Policy is constitutionally vested in the National Board of Directors, with certain powers vested by the board to our National Executive Director. Locals deal with local needs, committees and keeping the membership connected to and involved with the branch.

Local activism encouraged.

Union members are encouraged to plan events in support of charity. There are two reasons that such activities do need to be coordinated through staff. First of all, to allow the union to assist in publicizing member activities. The second is make sure that there are no conflicts you may not be aware of (limitations on SAG-AFTRA set by Federal Labor law, planned job actions, or conflicts with SAG-AFTRA policy as examples). The Nevada local has been one of the more active branches, and has plans to become even more so.

Stay Dues Current: It is important for Nevada’s voice in a new union.


Today is the deadline to pay your dues. A reminder to SAG members that it is very important you pay your dues ASAP.  Methods of payment and, if applicable locations, can be found on the http://sag-aftra.org web site. Your on-time dues payment is vital to ensure services and national board voting level for Nevada


The Road Toward a New Union.


A new merged union is increasing our strength to deal with the corporations who hire us, to maintain wages and working conditions, to establish our right to representation on new media and growing contracts and to  protect performers well into the future. Economy of scale and unified representation will end competition between unions in this anti-union environment in which we all live. If you wish to work more often, you should support the proposed new union.

There will be merger or growing pains. Some branches and locals have closed or consolidate. Dues for those who are members of only one union did go up, but it is an investment in your own future. Government and the nature of how services are delivered to the membership will go through changes, some small, others potentially major.

At the end of May deep and painful cuts were made by our paid National Executive Director under the powers given to that position by the constitution. They were needed due to a much larger budget shortfall than projected when merger occurred. In the time since the nature of finances has become clearer. We have to focus on the core missions of contracts, working conditions, organizing and servicing the members at a basic core union levels.

We are entering vital contract negotiation cycles (the DGA began this week) where your interests are best served by strong national representation.

The board had little to no notice and no real say as we saw our executives removed, offices closed and in some cases locals dissolved or merged into other geographically distant locals. We also saw no alternatives, given budget information.

The result is the union remains strong and ready for the TV/Theatrical negotiations next year. 

We all miss Steve Clinton.

However remember that for most of its existence as a branch of the Screen Actors Guild Nevada had no local executive or office. We grew and we prospered into one of the most active small locals in the nation.

A new union for the 21st century "and beyond' (Buzz Light-year) is the goal.

Former SAG President Richard Masur drove it home with me...the choice is survival, and being able to remain a strong union. If we did not merge, new technologies, management driven powers and divisiveness between unions could have weaken both unions at a time when the anti-union politics of the country are growing, and management merging into even stronger blocks of employers.

There will be change. There are no guarantees on branch or local integrity, political voice or structure into the future, although the focus is toward national representation from the local level up. Remember that there are major cultural and structural differences that remain from the two "landmark" unions.  These  must be dealt with to strengthen the foundation for the "new union." 


Organizing to increase work opportunities.


The Guild is working to increase the use of SAG-AFTRA talent.

The truth is that a union contract not only protects you, but offers advantages to young producers and filmmakers. This will help producers to see the value of qualified professional union talent. There are resources within the Guild to help productions use qualified union professional talent.   

SAG is working internally and with outside services to make it easier for the employers to become union signatories. The starting point is the corporate educational contract, with local focus on small low budget and student films, but efforts will expand. 

Organization really starts at the grass roots level. That means you, me and everyone else in the union. We need to audition for all productions, union and non-union, but insist on a union contract before we accept a job. We need to report union members who are ignoring our primary rule, that we do not work non-union. We need to help show producers how easy it can be to work with union talent under a union contract. We need to be fully professional on audition and on the set. We need to support and become active with the Local Nevada Organizing Committee.


Rule One must be enforced to build union work for us all.

Remember Rule 1 always applies, which means union talent does not do non-union work.

Members are obligated to turn in anyone alleged to be doing non-union work. There is a due-process procedure, along with evidential requirements and degrees of judgment and decisions making. No member will be “crucified” and most come out of the process as stronger unionist.

Rule 9 enforcement is another issue in areas where all entertainment acting related unions are active.  We are expected to support other unions in their contracts.

If you are working under a SAG-AFTRA contract, you may cross another unions picket line.  If you are not working a SAG gig, it is up to you. SAG members are encouraged to join in union picket lines, in view of the declining position of unions in America.

By auditioning I have earned modified low budget, ultra low budget and student contracts on five films over a four month period.

Audition for non-union production. Offer them information and encourage them to use a union contract for your talents. If they do not..."just say no."

This remains one of the best grass roots ways to build the amount of opportunity and work in Nevada.

Stay on top of your union.

It is important that members have current e-mail addresses that they check and read. The union will provide information on what your union is doing, send surveys for your opinion and promote events and benefits you may find interesting only by e-mail. The print magazine will be provided three times a year, with an e-version for the 4th edition.

If you know of any member who does not have e-mail, or who is not receiving electronic Guild communications, please offer to help them to go on-line. 

The Hollywood Reporter may still be offering free subscriptions for Guild members, on-line news magazine, blogs, and other services are available free or for a fee, to help you to remain on top of the industry. There are special rates on other industry publications and free feeds from the SAG-AFTRA, the SAG Foundation and other news and information sources. In the interest of full disclosure, I have run a daily Nevada industry blog for over ten years. I also run two FaceBook and two a second blog.

http://www.sagactoronline.com/

https://www.facebook.com/SAGActor

https://www.facebook.com/art.lynchSAG

and
http://www.comprofessor.com/


I strongly encourage you, in this rapidly changing world, to do stay on top of your industry.



In solidarity;

Art Lynch
National Board Director

This is not writing in any way on behalf of the SAG-AFTRA or any other organization, unless indicated otherwise.