#Employer Registration

[jobsthe24]

online employer registration

Online Employer Registration for Jobs The 24

In today’s digital age, where technology permeates every aspect of business, online employer registration has become a crucial component for companies seeking to hire talent efficiently. Jobs The 24, a leading online job portal, recognizes the importance of simplifying the recruitment process for employers. This guide delves into the significance of online employer registration, the steps involved in the process, and the benefits that come with utilizing Jobs The 24 for hiring needs.

Understanding Online Employer Registration

Online employer registration is the process by which companies create an account on a job portal to post job openings, manage applications, and connect with potential candidates. This digital approach streamlines the hiring process, making it easier for employers to reach a broader audience and find the right talent swiftly.

The Importance of Online Employer Registration

Accessibility: The online registration process allows employers to access a vast pool of job seekers from various locations. This geographical flexibility enables companies to attract candidates who might not be available locally.

Cost-Effective: Traditional recruitment methods often involve significant costs, including advertising in newspapers or hiring recruitment agencies. Online platforms like Jobs The 24 reduce these costs by offering affordable or free job postings.

Time Efficiency: The online registration process saves time for both employers and job seekers. Employers can quickly create job listings, while candidates can apply instantly, leading to a faster hiring process.

Enhanced Candidate Screening: Online portals often include features such as applicant tracking systems that help employers filter candidates based on qualifications and experience. This enhances the quality of applicants and allows employers to make informed hiring decisions.

Increased Visibility: With an online presence, job postings can reach a wider audience. Jobs The 24 provides tools for employers to promote their listings, increasing the chances of finding the right candidate.

Steps to Register as an Employer on Jobs The 24

Registering as an employer on Jobs The 24 is a straightforward process that can be completed in just a few steps:

Visit the Jobs The 24 Website: Begin by navigating to the official Jobs The 24 website. Look for the ‘Employer Registration’ or ‘Sign Up’ section prominently displayed on the homepage.

Create an Account: Fill out the registration form with essential information about your company. This typically includes your company name, contact information, and a brief description of your business.

Verification: After submitting your registration, Jobs The 24 may require verification of your company details. This step is crucial to ensure that the platform remains a trustworthy space for both employers and job seekers.

Set Up Your Profile: Once your account is verified, you can set up your employer profile. This includes adding your company logo, detailing your services, and highlighting your workplace culture. A well-crafted profile can attract more applicants.

Post Job Openings: After setting up your profile, you can begin posting job openings. Ensure you provide comprehensive job descriptions, including responsibilities, qualifications, and benefits, to attract suitable candidates.

Manage Applications: As applications start coming in, utilize the features available on Jobs The 24 to manage and track candidates. The platform may offer tools to sort applications, schedule interviews, and communicate with applicants.

Benefits of Using Jobs The 24 for Employer Registration

User-Friendly Interface: Jobs The 24 is designed with user experience in mind. Its intuitive interface allows employers to navigate the registration and job posting process with ease.

Robust Candidate Database: With thousands of registered job seekers, Jobs The 24 offers employers access to a diverse range of candidates across various industries and experience levels.

Customizable Job Postings: Employers can tailor their job postings to suit their specific needs. This includes adding screening questions, setting application deadlines, and offering salary information.

Analytics and Reporting: Jobs The 24 provides analytics tools that enable employers to track the performance of their job postings. Employers can view metrics such as the number of views, applications received, and the effectiveness of different job descriptions.

Support Services: The platform often offers support services for employers, including guidance on best practices for job postings and recruitment strategies. This additional support can help employers maximize their hiring efforts.

Networking Opportunities: Being a part of the Jobs The 24 community allows employers to network with other businesses, share insights, and even collaborate on initiatives, enhancing their recruitment efforts.

Conclusion

Online employer registration through platforms like Jobs The 24 is transforming the way companies approach hiring. By streamlining the process and offering a range of tools and resources, Jobs The 24 empowers employers to connect with the right talent efficiently and effectively. Embracing this digital shift not only enhances the recruitment experience but also positions companies for success in a competitive job market. Whether you’re a small business looking to hire your first employee or a large corporation expanding your workforce, registering as an employer on Jobs The 24 is a smart move that can lead to successful hiring outcomes.

https://jobsthe24.com/employer-registration/

[warmpilsner]

i hate therapy as a client i hate therapy as a therapist horrible stupid exploitative industry unless you are neither poor nor an immigrant

[communistkenobi]

A newborn baby girl will have to go through life with the wrong sex on her birth certificate after a registrar’s error, which her parents have been told they cannot change. Grace Bingham and her partner, Ewan Murray, were excited to register their first child at the Sutton-in-Ashfield Registration Office in Nottinghamshire last week. But, after nights of broken sleep, they failed to notice the registrar had written the wrong sex on the birth certificate until after it had been submitted. “We were horrified but assumed that, as we saw the mistake just a few seconds after it had happened, correcting it would be an easy matter,” said Murray. “But although the registrar apologised for her mistake – and the area manager also apologised – it turns out that birth certificates can’t be changed.”

this article is interesting because it demonstrates that cis people can very easily apply structural thinking to sex assignment - this couple immediately identifies that their daughter, having mistakenly been assigned male at birth by the registrar, will have administrative problems in employment, education, travel, and so on. they pretty adeptly identify the foundational role that sex assignment plays in the administrative and civil functions of a state, and how incorrect sex markers effectively produce a ‘rational’ reason for discrimination within these administrative and civil arenas:

The General Register Office (GRO), which is responsible for administering all civil registration in England and Wales, and the Home Office have both confirmed that Lilah’s birth certificate cannot be reissued, although an amendment can be made in the margin of the original document. But Bingham said this is not enough. “People reading a birth certificate might easily miss a tiny note in the margin – which means that Lilah could be regarded as male when she applies for school, her passport, for jobs – for everything that she needs a full birth certificate for.”

And given that this was published in The Guardian, this article makes zero mention as to why it’s impossible for this couple to receive an updated birth certificate with correct information (something the author notes was possible to do a year ago), but the reason is obviously transphobia. 

Now one might ask why there’s no exception for cis people whose birth certificates were recorded incorrectly at birth, but this reveals the instability of cissexualism. How would you determine who is a cis person with a mistaken birth certificate, versus a trans person who wants to change their mistaken sex assignment record? Sure, you could say well, this is an infant, of course she’s “really” “biologically” female (something the parents argue in the article as grounds for having their child’s birth certificate re-issued), but 1) that certainly can’t be argued for in all cases, 2) 'biological sex' is understood by medical doctors as alterable through hormones and surgery, which trans people are often required to undergo in order to change their records, and 3) binary sex assignment is already imprecise and discretionary, particularly if infants have sex characteristics that don’t conform to binary F/M assignment standards (which is part of how the category of intersex emerges, framing this failure to conform to state census categories as a biological defect - and in fact, many intersex people do not discover they are intersex until the onset of puberty or later, at which point they are even less in luck if they want to change their sex assignment - and if they don’t, if they are cis but have sex characteristics that do not conform to cis standards, they will be discriminated against anyway). 

Even setting aside the issue of transgender and intersex people for a moment, states fuck up all the time in administration! you've probably either experienced this directly or know someone who's had some kind of record fucked up by the government at some point in their life. If you get married they could fuck up changing your last name, fuck up your disability status, record your social insurance number wrong, print the wrong address on your driver’s license, fail to acknowledge you as a dependent when filing taxes, incorrectly mark you as having graduated when you’re still a student, fuck up your immigration paperwork, record your name wrong during immigration, etc etc into infinity, and this is not even getting into errors that occur when different levels of government pass information between one another. This level of administrative rigidity is purely to punish people who fail to perform cissexualism correctly, and in the case of this couple's child, the administrative error of the state is imputed to them as a personal failure that she and her parents will now have to deal with for the rest of their lives. 

I think the ultimate analysis is not that transphobia will become less precise and hit more "wrong" targets as it expands its reach, but that this is the exact same operational logic as all other liberal state measures - if you encounter a systemic issue, it’s your fault for not avoiding it, fuck you, go away. You’re poor because you’re lazy, you’re unhoused because you’re lazy, you’re disabled because you’re lazy, and your daughter is now administratively transsexual because you’re lazy. In this case, we don’t even need to assume the intentions of the state - they outright say it:

The family complained to the GRO but was told the mistake was their responsibility and could not be fully rectified. “The duty to ensure that information recorded in any particular entry is true is the responsibility of the person providing the information and not of the registrar general or the registrar recording the birth,” the GRO said.

[barragerofarrows]

Vdara: Hotel, Resort, Casino

I'm CRYING TEARS. I HAVE A JOB AND MY STAFF LOVES ME!!!! VDARA HOTEL, RESORT, CASINO!

[maxbegone]

The election doesn’t start tomorrow, it ends tomorrow.

If you haven’t already, please make sure you are registered to vote and know where your polling place is (vote.org is a great and easy way to get that information). Additionally, please make sure you have a way to get to your polling place. Uber and Lyft often give free or discounted rides to the polls, and this year the car rental company, Hertz, is allowing free one-day rentals to get to the polls. More information on that here.

EDIT: NAACP has a discount code to use for Lyft, valid for two rides up to $20 ($40 total). Use code: NAACPVOTE24

The following states allow same day registration for general elections, ie: the presidential election:

California

Colorado

Washington DC

Hawaii

Idaho

Illinois

Iowa

Maine

Maryland

Michigan

Minnesota

Montana

Nevada

New Hampshire

New Mexico

Utah

Vermont

Virginia

Washington

Wisconsin

Wyoming

Note: North Dakota does not require formal voter registration, and upon presenting valid identification at a polling place, eligible citizens receive their ballot to vote.

all info here

The following states are required by law to give you time off to vote (between one and three hours):

Alabama

Alaska

Arizona

Arkansas

California

Colorado

Georgia

Illinois

Iowa

Kansas

Kentucky

Maryland

Massachusetts

Minnesota

Missouri

Nebraska

Nevada

New Mexico

New York

Ohio

Oklahoma

South Dakota

Tennessee

Texas

Utah

West Virginia

Wisconsin

Wyoming

*Most states requiring employers to permit voting leave also require that this time is paid. Among the above, the following do not: Alabama, Arkansas, Georgia, Massachusetts, North Dakota. (info here)

Again, it is your right to vote. If you are in line when the polls close, stay in line. It is your legal right to vote.

If you are turned away at the polls, say the following verbatim: “Give me a provisional ballot with a receipt as required by law.”

If you make a mistake on your ballot, you have the right to ask for a new ballot. Don’t cross anything out, simply ask for a new one.

Poll workers are required to make reasonable accommodations for voters who need, including ballots in other languages or translators.

Canvassing is not allowed at polling places, and no one is allowed to threaten or intimidate voters. You have the right to report anything of the like.

All info taken from here

Some tips:

Don’t wear political merch to the polls.

Don’t engage with anyone about your politics at the polls.

Don’t take phone calls inside your polling place — it can wait, please be respectful.

Research who is running locally and see what their policies are. Additionally, research any local propositions that may be on the ballot. The language on ballots is made to be purposefully confusing, so make sure you read everything carefully in addition to your research.

If you’re able to get up early on Election Day, go right when your polling place opens to beat the line.

REMEMBER: IT IS YOUR RIGHT TO VOTE!

Here are a list of state-by-state voter protection hotlines, as well as hotlines in various other languages:

Please vote tomorrow if you have not already. It’s so important, and choosing not to vote or voting for a third party is a vote for extremist measures. Vote down the ballot, and do not let anyone bully you into voting one certain way.

What we are seeing throughout this election cycle (and the last two election cycles) is entirely abnormal. The bullying we see from a certain side and its supporters is childish and dangerous. They spew false information, make racist remarks, and sexualize and discriminate fellow candidates. No single presidential candidate is completely and wholly good, so criticize accordingly.

Vote with those you love in mind, vote with your safety in mind, and vote for those who will be affected for decades to come. Vote for someone who speaks coherently, not for someone who is, let’s be honest, not cognitively alright — and that is the bare minimum of the issue.

If you have anything to add to this post, please do. If anything is incorrect, please let me know and I will gladly change it.

Vote. Vote. Vote.

[helencampossg]

Elevate Your Business with Joint Venture Agreements in Singapore

Considering a Joint Venture in Singapore? Look no further! We, as Helen Campos, bring you a tailored Joint Venture Agreement Singapore that redefines collaboration dynamics in the Lion City. 

Navigating the competitive landscape demands strategic partnerships, and our agreements are the blueprint for success. Crafted with precision and expertise, we ensure your venture aligns seamlessly with both your aspirations and Singapore's regulatory framework.

Why choose our services? 

We merge legal acumen with business insight, offering you a holistic approach to crafting agreements. From profit-sharing mechanisms to dispute resolution strategies, every detail is meticulously-addressed, providing a solid foundation for your joint venture.

Embrace transparency and clarity, essential for fostering a cooperative environment. Let us handle the legal intricacies, freeing you to concentrate on innovation and growth. We understand the uniqueness of your business, tailoring agreements to suit your goals and aspirations.

Ready to embark on a transformative venture? Contact us today, and let's create a Joint Venture Agreement that not only complies with Singaporean corporate law but also propels your business into new realms of success.

[fargoworldwide1]

Efficient Employment Visa Registration Services in India | Fargo Worldwide

Are you looking for efficient employment visa registration services in India? Look no further than Fargo Worldwide. We understand the complexities and challenges that come with obtaining an employment visa in India, and we are here to make the process seamless and hassle-free for you.

Our team of experienced professionals is well-versed in the intricacies of employment visa registration in India. We stay up-to-date with the latest regulations and requirements, ensuring that your application is accurate, complete, and submitted on time. With our expertise, you can have peace of mind knowing that your employment visa registration is being handled by experts.

At Fargo Worldwide, we prioritize efficiency without compromising on quality. Our streamlined processes and attention to detail enable us to expedite your employment visa registration while maintaining accuracy and compliance with Indian immigration laws. We understand that time is of the essence when it comes to securing an employment visa, and we strive to deliver prompt results.

[angela3345]

Digital India and its UPI payment linkage with Singapore

[jobsthe24]

Employer With Search: Better Hiring Techniques in the Digital Age

In the new world of hiring, businesses are using the most advanced tools and platforms to streamline recruitment. Among the innovations, employer search platforms stand out as essential in enhancing hiring efficiency and ensuring the right talent fits organizational needs. This article explores the role of employers in using search-based recruitment strategies, the benefits of such systems, and best practices to maximize their potential.

Understanding Employer Search Platforms Employer search platforms relate to systems and tools developed to facilitate employers to search, sift, and screen the best candidates who suit their company's specific needs. They use efficient algorithms in connecting employers to applicants with matching skills and experience in preference to working for that particular company. Popular employer search platforms are LinkedIn Recruiter, Indeed, and ATS that comes with built-in search abilities.

Unlike other traditional hiring methods, these tools empower employers to actively seek candidates rather than waiting for applicants to apply. This is a big deal, especially in a competitive job market where top talent doesn't often stay open for long.

Key Features of Employer Search Systems The modern employer search system has a few advanced features that streamline the recruitment process:

Keyword and Boolean Search Capabilities: Employers can use the search words, filters, and Boolean operators to narrow down the applicant pool. For example, searching for "Java AND Python developer NOT entry-level" yields highly specific results.

AI-Driven Recommendations Recommendations are AI-powered by analyzing data from past hires, current job postings, and candidate profiles. AI assists in suggesting candidates who might not have applied but are suited for the requirement.

Data-Driven Insights: Many of the platforms give analytics on market trends, salary benchmarks, and talent availability, making it possible for employers to take actionable insights.

Better Filters: Location, experience, education, certifications, and diversity preferences filters make sure that employers find candidates who align with their organizational goals.

Communication Tools: Built-in messaging systems or integrations with email services enable employers to connect with candidates in a smooth manner, thus hastening the recruitment process.

Advantages of Search-Driven Hiring Employer search platforms have several advantages:

Increased Efficiency: These tools save a lot of time and resources by automation of the initial stages, such as resume screening, candidate ranking, and ranking.

Talent Access for More Candidates: Through professional networks and databases, more passive candidates are made accessible to an employer.

Accuracy in Matching Talent: Through advanced algorithms that ensure close matching between applicants and job requirements, accuracy in the hiring decision, thereby minimizing the chance for poor hiring decisions. For companies with high-volume hiring needs, search platforms can handle large candidate pools without compromising quality.

Improved Candidate Experience: Faster response times and streamlined communication make job seekers feel valued, positively impacting employer branding.

Challenges of Employer Search Platforms Despite their numerous advantages, search-driven hiring isn't without challenges:

Over-Reliance on Algorithms: Employers may miss out on unconventional candidates who don't meet standard criteria but possess transferable skills and potential.

Data Privacy Concerns: Militating with the data of candidates becomes an ethical and legal challenge, especially in the view of GDPR.

Complexity for Small Businesses: These small organizations may not know how to handle complex interface without the presence of human resource experts.

Biasness in the Search Algorithm The biases in the development of the algorithm may even affect diversity and inclusion. It is a matter requiring careful watch.

Cost for Setup: Premium features are at a great cost, hence not viable for startups and small business ventures.

Best Practices for the Employer in Search Platforms Employers that would like to make the most of their search platforms need to know the following best practices: Invest in Training Give the HR teams all the tools they need by training and educating them about the total potential of the search tools.

Customize Your Search Terms Use relevant filters and keywords to prevent showing irrelevant search results.

Promote Diversity and Inclusion Try to neutralize algorithmic bias by finding a diverse number of candidates.

Monitor Metrics and Tweak: Use time-to-hire, quality of hire, and candidate engagement metrics to refine the process.

Stay Current on Trends The recruitment landscape shifts constantly. Keeping abreast of new tools and new features ensures employers stay in the game.

Future of Employer Search Platforms Hiring with search will see bright days ahead with trends shaping the future:

Tighter Coupling with AI: AI will make predictive hiring smarter by assessing potential beyond a resume and standard evaluation processes.

Personalized Candidate Outreach Tools to allow hyper-personalized communication are there to make employers approach top talent effectively.

Blockchain in Recruitment Blockchain technology might even verify candidate credentials with data authenticity to reduce background-check time.

Focus on Soft Skills AI is being increasingly applied on platforms that help measure soft skills and make more proper cultural fit assessments.

Virtual Reality (VR) and Gamification: Pre-hiring assessments may soon be dominated by new methods such as VR simulations and gamified tests.

Conclusion Employer search platforms have revolutionized hiring, offering unparalleled efficiency, access to a wider talent pool, and improved candidate matching. However, to maximize these benefits, employers need to address algorithmic bias and ensure that the data used is ethical. As technology continues to evolve, employers who adapt to these innovations will be well-positioned to attract and retain top talent in an increasingly competitive market.

online employer registration

[if-you-fan-a-fire]

“Heads of Jobless Families Must Register Locally,” Toronto Globe. September 3, 1932. Page 5. ---- (Special Despatch to The Globe.) Sarnia, Sept. 2. – That heads of unemployed families receiving relief now have to register with local offices of the Employment Service of Canada, was revealed here today by A. H. Robinson, local Relief Officer, who said the Government in endeavoring to establish closer co-operation between employment and relief services had put forward a plan under which each unemployed family head must have his registration card stamped weekly in indication of the fact that he applied for work. This system is now being carried out here.

[star-anise]

are we talking about broke therapists yet?

I've been out of things for a couple of years now, which is why I'm willing to talk about it, and maybe the pandemic has helped things a little, but holy shit the counselling and psychotherapy field is not equipped to help its practitioners in the gig economy.

Of all my interests and talents, I pursued a degree in psychology because being a therapist is supposed to be a safe, stable, well-paid job. Every therapist I met who was registered before 2008 worked and lived under that assumption. And oh boy are all the fee structures--registration, supervision, continuing education, conferences--set up for that scenario.

After getting my Master's, I struggled like hell to get a job. It was especially bad because to get my license, I needed a supervisor to take me on. To take me on, most supervisors wanted me to already have a caseload and client base. To get a caseload and client base, I needed a job.

Friends: Every single job I heard back on wanted me to have my license before I could even land an interview.

Professors and career advisors and professional development specialists all advised me very earnestly to just keep cold-calling people on the supervision list, and it began to feel a lot like my parents' friends telling me to hit the bricks and hand out resumes. That's what worked for them, right?

I finally got a supervisor who agreed to take me on, and I'd be able to use her clinic for advertising and workspace, and we were doing the paperwork to send in with my registration, when she called me up and said, "Is this job going to be your only source of income? If you're trying to depend on getting clients and building your practice for your basic needs, this is not going to work out. This has to be something you're doing on top of a basic salary. Okay, so you're not working anywhere else right now? I'm sorry, I can't move forward with this."

Even once I landed a supervisor and a job building my own private practice, I struggled. I have ADHD and am not great at self-promotion, so trying to do all my own advertising, scheduling, bookkeeping, billing, and records management (on top of counselling) was an enormous strain. One my bosses, supervisors, and other senior professionals watched with a slightly critical eye, but consoled me about because in their early days, their clinics had had business managers, receptionists, filing clerks, and accountants, and getting used to doing everything online yourself was a bit of a learning curve, wasn't it?

I counted my pennies very carefully, because I had to pay my supervisor roughly $180 for their services every 6 hours of in-person counselling I did. This meant that to break even I had to charge my clients an average of about $30 (plus room rental and service fees) an hour--and my clients, being people with complex trauma, were frequently poor, disabled, unemployed, and had no health benefits, so even $10 or $20 a session was a lot for them.

Maybe it would have been easier if I could have taken some of those nice comfortable organization positions where they find clients and funding for you and you work 40 hours a week and get benefits and a pension, but I had to be disabled into the bargain, so working 40 hours a week just isn't possible for me. I start passing out from stress and exhaustion. Older colleagues gave me serious-faced advice about approaching my employer and asking them for some flexibility and accommodation in my schedule, and I tried to explain across the gap between us that employers simply did not hire me if I made the slightest noise about the workload. They weren't going to invest in me as a person; they were hiring 40 units of work a week, and if I wouldn't do it there were a dozen applicants after me who would.

At one point I broke down enough to email my licensing body because the Annual General Meeting/Professional Development Conference was coming up, and I wanted to attend, but I could not produce $500 to do it with. Was there some kind of way I could attend anyway? I felt ashamed to have to ask, and then absolutely mortified when the response came from the organization president, who needed to personally sign off on me being too poor to attend the single most important event in my profession's calendar year.

I honestly felt so ashamed all the time at how I was apparently failing to be a successful therapist, failing to be rich and successful, and every time I mentioned it around mentors and bosses, I could feel myself shrinking from a person to a problem to be solved. My closest therapist-friends and I have reflected on how much more difficult, poorly-paid and underworked, our various career starts have been than we were ever warned about. About the classmates and coworkers who couldn't get disability exceptions when they fell behind in their registration requirements, or burned out and left the field, or dropped their registrations and took up as life coaches, or moved their whole family somewhere exceptionally remote or rural because it was the only good job available, or worked for some godforsaken app skirting the bounds of malpractice like BetterHelp.

I like those conversations, because I feel less like an absolute fuck-up in them. There's less "Hey Lis, you were so talented in grad school, I really admired you, what are you doing now?" "Oh, I, uh... am professionally disabled, so I get government benefits, and I... sell embroidery patterns on Etsy now."

My own therapist kept asking if and when I felt like going back to being a counsellor, and I finally told him: I don't, actually. I don't want to go back and do it like I was doing it before. It was a profession I loved to the depths of my soul, and it profoundly did not love me back. I can't even imagine what would have to change, in me or it, to make it have a space in it that could fit me.

All of which I was way too scared to admit to at the time, because the more I let people know I was struggling, the more they hinted that maybe I just wasn't in a place in my life where this was a job I could do, and I needed to take a little break and wait to come back until money and disability just weren't issues for me anymore.

Eventually my cups of doubt and exhaustion did overflow, and I quit. I'm here now, living a much different life. And at the very least, all my years of helping people in bad life situations set me up perfectly for my own. I already knew what form to fill out for financial assistance, which student clinics to access for mental health support, and which government agency would, if pressed, cough out pharmacy coverage for the genuinely destitute. It gave me that much.

I hope this is just me being in extraordinary circumstances, sitting at the intersections of a few different shitty life situations that most people skip right past. Because it's on one level comforting, but another deeply infuriating, if I'm not, and I've just missed it or we've just all been too afraid to admit it to each other.

[cannibaldaughter]

IMPORTANT INFORMATION TO HAVE IF YOU PLAN ON VOTING IN THE US ELECTION (November 5th, 2024):

IF you don’t have a way to get to your polling place both Uber and Lyft are offering 50% off of trips to your polling place! For Lyft you can use their code VOTE24 and on uber there will be a space on the app that says “Go Vote!” that will show you all the available promotions you can use to get to your polling place.

if you don’t know what your polling place is you can go to vote.org/polling-place-locator and check the voter registration logs in your state OR you can google “polling place locator” and there should be a widget that will show you where to go if you enter in your address (NOTE: ENTER YOUR PERMANENT ADDRESS, I.E the address on your drivers license or the address that you put down when you registered to vote)

If English is not your first language or primary language, you can ask for a translator to assist you or you can ask one of the workers at your polling place if they have non-English language ballots (this is only available in some states and counties but it is a good idea to ask regardless)

IF YOU LIVE IN ANY OF THE FOLLOWING STATES, YOU MUST HAVE A PHYSICAL GOVERNMENT ISSUED I.D TO VOTE:

Alabama, Arkansas, Arizona, Florida, Georgia, Idaho, Indiana, Kansas, Louisiana, Michigan, Mississippi, Missouri, Montana, Nebraska, North Carolina, Ohio, Rhode Island, South Carolina, South Dakota, Tennessee, Texas, Wisconsin, Wyoming

USE THIS SITE TO FIND OUT IF YOUR STATE HAS SAME DAY VOTER REGISTRATION -> https://www.rockthevote.org/how-to-vote/same-day-voter-registration/

USE THIS SITE TO FIND OUT IF YOUR STATE REQUIRES YOUR EMPLOYER TO GIVE YOU TIME OFF TO VOTES -> https://ballotpedia.org/Time_off_work_for_voting

UNDER THE READ MORE I HAVE LINKS TO VOTER GUIDES FOR EVERY STATE + WASHINGTON D.C. THAT HAVE INFORMATION ON THE POSITIONS OF EACH CANDIDATE AND SUMMARIES OF BALLOT MEASURES YOU WILL BE VOTING FOR/AGAINST - YOU ARE ALLOWED TO BRING YOUR PHONE INTO THE BOOTH SO USE THESE AS A GUIDE!

Alabama Voters Guide from Alabama Reflector -> https://alabamareflector.com/voter-guide/2024/

Alaska Beacon’s 2024 voter guide -> https://alaskabeacon.com/voter-guide/2024/

Arizona 2024 voter guide -> https://www.azvoterguide.com/

Arkansas Voter Guide from the Arkansas Advocate -> https://arkansasadvocate.com/voter-guide/2024/

California Voters Guide from the League of Women Voters of California (Available in Multiple Languages) -> https://cavotes.org/easy-voter-guide/

Colorado Voters Guide from Colorado Public Radio -> https://www.cpr.org/2024/10/14/vg-2024-colorado-voter-guide-to-the-2024-election/

Connecticut Voter Guide from Connecticut Insider -> https://www.ctinsider.com/projects/2024/elections/ct-election-2024-voter-guide/

Delaware Voters Guide from Delaware Journalism Coalition -> https://www.dejournalism.org/2024-voter-guide-for-delaware/

Florida Voter Guide from League of Women Voters Florida -> https://lwvfl.org/vote2024/

Georgia Voters Guide -> https://thegeorgiavoterguide.com/

Hawaii Voting Information from Vote411 -> https://www.vote411.org/hawaii

Idaho Voters Guide from Idaho Capital Sun -> https://idahocapitalsun.com/voter-guide/2024/

Illinois Voters Guide -> https://illinoisvoterguide.org/

Indiana Voters Guide from Vote411 -> https://www.vote411.org/indiana

Iowa Voters Guide from Iowa Public Radio -> https://www.iowapublicradio.org/political-news/2024-09-18/iowa-ballot-2024

Kansas Voters Guide from BallotReady -> https://www.ballotready.org/us/kansas

Kentucky Voters Guide from Kentucky Election Org -> https://www.kentuckyelection.org/

Louisiana Voters Guide from The Louisiana Illuminator -> https://lailluminator.com/voter-guide/2024-louisiana-voter-guide/

Maine Voters Guide from Maine Morningstar -> https://mainemorningstar.com/voter-guide/2024/

Maryland Voters Guide from Maryland Matters -> https://marylandmatters.org/voter-guide/2024/

Massachusetts Voters Guide from CBS News -> https://www.cbsnews.com/boston/news/whats-on-2024-election-ballot-massachusetts/

Michigan Voters Guide from the Michigan Voters Information Center -> https://mvic.sos.state.mi.us/publicballot/index

Minnesota Voters Guide from the Minnesota Star Tribune -> https://www.startribune.com/minnesota-2024-voters-guide-whos-running-where-they-stand-on-the-issues/601147912

Mississippi Voters Guide from the Mississippi Clarion Ledger -> https://www.clarionledger.com/story/news/politics/2024/10/31/mississippi-voter-guide/75894837007/

Missouri Voters Guide from Missouri Channel 8 News -> https://www.komu.com/news/elections/november-2024-voters-guide/article_9ef3fa62-8cbf-11ef-903d-2bc40682f247.html

Montana Voters Guide from Montana Free Press -> https://apps.montanafreepress.org/election-guide-2024/

Nebraska Voters Guide from Flatwater Free Press -> https://voterguide.flatwaterfreepress.org/

Nevada Voters Guide from Vote411 -> https://www.vote411.org/nevada

New Hampshire Voters Guide from Seacoast Online -> https://www.seacoastonline.com/story/news/politics/elections/2024/11/03/seacoast-nh-election-2024-voter-guide-candidates-where-to-vote/75988328007/

New Jersey Voters Guide from Ballot Ready -> https://www.ballotready.org/us/new-jersey

New Mexico Voters Guide from Source New Mexico -> https://sourcenm.com/voter-guide/2024/

New York Voters Guide from Times Union -> https://www.timesunion.com/projects/2024/new-york-voter-guide-general-election/

North Carolina Voters Guide from NCVoterGuide -> https://ncvoterguide.org/

North Dakota Voters Guide from The North Dakota Monitor -> https://northdakotamonitor.com/voter-guide/2024/

Ohio Voters Guide from The Ohio Capital Journal -> https://ohiocapitaljournal.com/voter-guide/2024/

Oklahoma Voters Guide from The Oklahoma Voice -> https://oklahomavoice.com/voter-guide/2024-oklahoma-elections/

Oregon Voters Guide from The Oregon Capital Chronicle -> https://oregoncapitalchronicle.com/voter-guide/2024-general-election/

Pennsylvania Voters Guide from BallotReady -> https://www.ballotready.org/us/pennsylvania

Rhode Island Voters Guide for Rhode Island Current -> https://rhodeislandcurrent.com/voter-guide/2024/

South Carolina Voters Guide from Vote411 -> https://www.vote411.org/south-carolina

South Dakota Voters Guide from South Dakota Searchlight -> https://southdakotasearchlight.com/voter-guide/2024/

Tennessee Voters Guide from Tennessee Lookout -> https://tennesseelookout.com/voter-guide/2024-election/

Texas Voters Guide from Vote411 -> https://www.vote411.org/texas

Utah Voters Guidefrom The Utah News Dispatch -> https://utahnewsdispatch.com/voter-guide/2024/

Vermont Voters Guide from BallotReady -> https://utahnewsdispatch.com/voter-guide/2024/

Virginia Voters Guide from The Virginia Mercury -> https://virginiamercury.com/voter-guide/2024-virginia-voter-guide/

Washington Voters Guide from Cascade PBS -> https://www.cascadepbs.org/voter-guide/washington-statewide-voter-guide-2024

Washington D.C. Voters Guide from WTOP News -> https://wtop.com/dc-election/2024/10/dc-2024-general-election-voter-guide-everything-you-need-to-know/

West Virginia Voters Guide from Mountain State Spotlight -> https://mountainstatespotlight.org/west-virginia-2024-voter-guide/

Wisconsin Voters Guide from My Vote Wisconsin -> https://myvote.wi.gov/en-us/Whats-On-My-Ballot

Wyoming Voters Guide from WY VOTE -> https://wyvote.vote/

[imawitchywitch]

Election Day is November 5th.

That means the voting registration deadline is October 26th, and early voting happens from October 26th - November 3rd. Mark yours calendars and make your plans! Legally, your employer is required to allow you to leave work in order to vote on election day (Nov. 5).

For more info, check your specific state and county 🗳️

[copperbadge]

The fundraising season is so close to over I can taste it...

We fundraise year round, of course, and for a lot of orgs there isn't really a "season" for it, except maybe around Giving Tuesday and the holidays. But at my work we have a "season" that involves a series of five events across about eight weeks. That's manageable from the perspective of someone organizing or working the events; it's not pleasant but I've done it and it's not overly stressful.

But for me, five events across eight weeks means I'm doing at least cursory research on roughly 2500 people between April and August, and once the events start in September I'm preparing documents that give brief profiles and photos for between 30 and 100 people per event. And because registration for the events is rolling, it's time-sensitive; I have roughly four days to prepare each document (Wednesday of the week before event to Tuesday of event week, when the event briefing is). This year that's been compounded by a couple of travel dates where I've been out of office, combined with a shortened season, seven weeks instead of eight.

All of which means that, while I'm not working fourteen hour days or anything, my brain is not really my own, and after document prep on top of my normal workload, I don't have a lot of energy leftover for socializing -- not just seeing friends but answering text messages, replying to emails, and responding to comments here or at AO3. If I've seemed a little absentee, that's why. This year I gave myself permission not to even work on writing unless I wanted to (I did some but didn't work on the novel), and also allowed myself to put off certain projects, mainly Operation: More Lucrative Employment. I love my job, I just...would love to have a raise in an amount they can't give me, much as they would like to. But I couldn't manage trying to figure out a career change while also not fucking my actual extant career.

In any case, the last event is next week, so after today I only have one more document prep and then I'm done. (Mind you, then NaClYoHo is coming, but at least I can skip a day there if I need to without risking my job.) And I'm in Texas this weekend, so I will sleep A Lot.

[fatehbaz]

[A]nti-homeless laws [...] rooted in European anti-vagrancy laws were adapted across parts of the Japanese empire [...] at the turn of the 20th century. [...] [C]riminalising ideas transferred from anti-vagrancy statutes into [contemporary] welfare systems. [...] [W]elfare and border control systems - substantively shaped by imperial aversions to racialised ideas of uncivilised vagrants - mutually served as a transnational legal architecture [...] [leading to] [t]oday's modern divides between homeless persons, migrants, and refugees [...].

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By the Boer Wars (1880–1902), Euro-American powers and settler-colonial governments professed anxieties about White degeneration and the so-called “Yellow Peril” alongside other existential threats to White supremacy [...]. Japan [...] validated the creation of transnational racial hierarchies as it sought to elevate its own global standing [...]. [O]ne key legal instrument for achieving such racialised orders was the vagrancy concept, rooted in vagrancy laws that originated in Europe and proliferated globally through imperial-colonial conquest [...].

[A]nti-vagrancy regulation [...] shaped public thinking around homelessness [...]. Such laws were applied as a “criminal making device” (Kimber 2013:544) and "catch-all detention rationale" (Agee 2018:1659) targeting persons deemed threats for their supposedly transgressive or "wayward interiority" (Nicolazzo 2014:339) measured against raced, gendered, ableist, and classed norms [...]. Through the mid-20th century, vagrancy laws were aggressively used to control migration [and] encourage labour [...]. As vagrancy laws fell out of favour, [...] a "vagrancy concept" nonetheless thrived in welfare systems that similarly meted out punishment for ostensible vagrant-like qualities [...], [which] helps explain why particular discourses about the mobile poor have persisted to date [...].

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During high imperialism (1870–1914), European, American, and Japanese empires expanded rapidly, aided by technologies like steam and electricity. The Boer Wars and Japan's ascent to Great Power status each profoundly influenced trans-imperial dynamics, hardening Euro-American concerns regarding a perceived deterioration of the White race. [...] Through the 1870s [...] the [Japanese] government introduced modern police forces and a centralised koseki register to monitor spatial movement. The koseki register, which recorded geographic origins, also served as a tool for marking racialised groups including Ainu, Burakumin, Chinese, [...] and Korean subjects across Japan's empire [...]. The 1880 Penal Code contained Japan's first anti-vagrancy statute, based on French models [...]. Tokyo's Governor Matsuda, known for introducing geographic segregation of the rich and poor, expressed concern around 1882 for kichinyado (daily lodgings), which he identified as “den[s] for people without fixed employment or [koseki] registration” [...].

Attention to “vagrant foreigners” (furō-gaikokujin) emerged in Japanese media and politics in the mid-1890s. It stemmed directly from contemporary British debates over immigration restrictions targeting predominantly Jewish “destitute aliens” [...].

The 1896 Landing Regulation for Qing Nationals barred entry of “people without fixed employment” and “Chinese labourers” [...], justified as essential "for maintaining public peace and morals" in legal documents [...]. Notably, prohibitions against Chinese labourers were repeatedly modified at the British consulate's behest through 1899 to ensure more workers for [the British-affiliated plantation] tea industry. [...]

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Simultaneously, new welfaristic measures emerged alongside such punitive anti-vagrancy statutes. [...] Such border control regulations were eventually standardised in Japan's first immigration law, the 1918 Foreigners’ Entry Order. [...] This turn towards instituting racialised territorial boundaries should be understood in light of empire's concurrent welfarist turn [...]. Japanese administration established a quasi-carceral workhouse system in 1906 [in colonized territory of East Asia] [...] which sentenced [...] vagrants to years in workhouses. This law still treated vagrancy as illegal, but touted its remedy of compulsory labour as welfaristic. [...] This welfarist tum led to a proliferation of state-run programmes [...] connecting [lower classes] to employment. Therein, the vagrancy concept became operative in sorting between subjects deemed deserving, or undeserving, of aid. Effectively, surveillance practices in welfare systems mobilised the vagrancy concept to, firstly, justify supportive assistance and labour protections centring able-bodied, and especially married, Japanese men deemed “willing to work” and, secondly, withhold protections from racialised persons for their perceived waywardness [...] as contemporaneous Burakumin, Korean, and Ainu movements frequently protested [...]. [D]uring the American occupation (1945–1952), not only were anti-vagrancy statutes reinstituted in Japan's 1948 Minor Offences Act, but [...] the 1946 Livelihood Protection Act (Article 2) excluded “people unwilling to work or lazy” from social insurance coverage [...].

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Imperial expansion relied on not only claiming new markets and territories, but also using borders as places for negotiating legal powers and personhood [...]. Japan [...] integrated Euro-American ideas and practices attached to extraterritorial governance, like exceptionalism and legal immunity, into its legal systems. [...] (Importantly, because supportive systems [welfare], like punitive ones, were racialised to differentially regulate mobilities according to racial-ethic hierarchies, they were not universally beneficial to all eligible subjects.) [...]

At the turn of the century, imperialism and industrial capitalism had co-produced new transnational mobilities [which induced mass movements of poor and newly displaced people seeking income] [...]. These mobilities - unlike those celebrated in imperial travel writing - conflicted with racist imaginaries of who should possess freedom of movement, thereby triggering racialised concerns over vagrancy [...]. In both Euro-American and Japanese contexts, [...] racialised “lawless” Others (readily associated with vagrancy) were treated as threats to “public order” and “public peace and morals”. [...] Early 20th century discourse about vagrants, undesirable aliens, and “vagrant foreigners” [...] produced [...] "new categories of [illegal] people" [...] that cast particular people outside of systems of state aid and protection. [...] [P]ractices of illegalisation impress upon people, “the constant threat of removal, of being coercively forced out and physically removed [...] … an expulsion from life and living itself”.

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All text above by: Rayna Rusenko. "The Vagrancy Concept, Border Control, and Legal Architectures of Human In/Security". Antipode [A Radical Journal of Geography] Volume 56, Issue 2, pages 628-650. First published 24 October 2023. [Bold emphasis and some paragraph breaks/contractions added by me. Text within brackets added by me for clarity. Presented here for criticism, teaching, commentary purposes.]