In your due diligence, you have discovered the corporation has not filed corpor

ate tax returns for one or more fiscal year ends prior to the date of death. To
date, you have been unable to determine whether there are any assets in the corp
oration. However, you have determined that the corporation owed money to the Can
ada Revenue Agency ( CRA ) for HST and payroll withholdings, but to the best of your
knowledge, no director s assessment has been levied by the CRA.
As executor of the estate, what are your obligations, if any under the Income Ta
x Act ( ITA ) with regard to the above scenario?
In a recently published technical interpretation, the CRA was asked to comment o
n the following:
1. Whether the executor has the legal obligation to file T2 (corporate tax) retu
rns on behalf of the corporation;
2. Can the CRA take action that would make a deceased taxpayer liable for debts
owed by the corporation for which the deceased was a director;
3. If the CRA were to assess the deceased taxpayer for the corporate debts owed,
how could the executor object to this; and
4. If the CRA were to make the deceased taxpayer liable, can the executor be hel
d liable for these amounts and how can an executor can ensure he or she will not
be liable for any tax debts owed by the corporation.
With regard to issue 1, CRA commented that there is no direct legal obligation u
nder the ITA for the executor to file a T2 on behalf of the corporation of which
the deceased person was the director and sole shareholder as that obligation is
technically the corporation s as a separate person. However, considering the dece
ased person was the sole shareholder and director of the corporation, CRA noted
it may advisable for the executor to take steps to ensure the corporation files
any outstanding T2 returns in order to determine the assets and debts of the dec
eased.
Regarding issue 2, CRA commented that under the provisions of the ITA the deceas
ed taxpayer could be liable as a director of the corporation jointly and several
ly, or in solidarity liable with the corporation, to pay amounts that were not r
emitted by the corporation while the person was a director, such as payroll amou
nts and HST. Further, if any property had been transferred to the deceased from
the corporation for less than fair market value through, for example, shareholde
r benefits or dividends, CRA noted that the deceased taxpayer could also be liab
le for tax debts of the corporation. The deceased could be liable for taxes owed
by the corporation for taxation years prior to and including the year that incl
uded the date of the transfer.
On issue 3, CRA confirms that if the deceased taxpayer has a tax liability, incl
uding any that arose while as director, and the CRA issues an assessment to that
effect, the executor would have the same rights to object that the deceased tax
payer would otherwise have had. To that end, the executor could contest the vali
dity of the underlying assessment.
Finally, on issue 4, CRA cautions that before making any distributions from the
estate, the executor is required to obtain a clearance certificate, pursuant to
the relevant sections of the ITA. If the executor fails to obtain a clearance ce
rtificate before distributing property, he or she will be personally liable for
unpaid tax debts, whether assessed before or after the actual distribution of pr
operty.When it Comes to Volunteers and Unpaid Interns There is No Such Thing As
a Free Lunch
more+
6/18/2014byMichael GamboliMichael Gamboli, Kimberly McCarthyKimberly McCarthy, A
licia SamolisAlicia Samolis | Partridge Snow & Hahn LLP Contact
Explore: Employer Liability Issues Hiring & Firing Internships Students Unpaid
Interns Volunteers Wage and Hour

inShare
7Send Embed
It is summertime and the schools are out. You get a call from an eager college
student offering to intern at your company for free. It seems like a win-win si
tuation, right? Your company wins by having someone finally get to those little
details and back burner projects it might never otherwise pay someone to do. T
he intern wins by making business connections, getting real-life experience, fil
ling up their resume and potentially leaving with a good reference (or even a pa
ying job).
Unfortunately, it is not that simple. Unpaid help, regardless of whether the he
lp is called volunteers,
interns,
trainees,
clerks or any other name, raises various
ential legal issues for all companies. Further, if your company is a for-profit
, the practice of using unpaid help itself is likely illegal.
Wage and Hour Laws
The biggest risk with any sort of unpaid volunteer, trainee or intern (hereinaft
er the unpaid individual ) is the federal and state wage and hour laws. Virtually
every employer is required to follow both federal and state wage and hour laws w
hich require companies to pay employees minimum wage and overtime. The definiti
on of employee under the law is very broad
anyone the company suffers or permits t
o work and under no condition can the wage requirements be waived by a worker.
While there are various exceptions to the wage payment laws for unpaid help work
ing for non-profit organizations, the exception for volunteers working for busin
esses is narrow. The federal Department of Labor ( DOL ) has indicated that busines
ses can only avoid paying wages to an individual performing activities for the b
usiness (referred to by the DOL as interns or trainees ) who fits all of the followin
g criteria:
The activities performed, even though they include actual operation of the facil
ities of the employer, are similar to training which would be given in an educat
ional environment;
The activities are for the benefit of the unpaid individual;
The unpaid individual does not displace regular employees, but works under close
supervision of existing staff;
The employer that provides the training derives no immediate advantage from the
activities of the unpaid individual;
The unpaid individual is not necessarily entitled to a job at the conclusion of
his/her performance of activities with the employer; and
The employer and the unpaid individual understand that the individual volunteeri
ng is not entitled to wages.
Wage and Hour Fact Sheet #71. The fourth requirement is often the most troubles
ome the prohibition against receiving an immediate benefit from the unpaid indiv
idual s presence.
The very strictest reading of this requirement would virtually eradicate unpaid
work programs of any type. In reality, deriving some benefit from an unpaid ind
ividual will not necessarily mean the individual must be paid. Other DOL guidan
ce indicates that a small amount of benefit does not destroy eligibility for the
exception, and courts are likely to view the question practically.
Clearly unpaid summer interns who watch others perform their jobs, are given moc
k projects, go to training sessions and go to social outings do not have to be p
aid. This is true even if occasionally they are of use to the company (i.e., th
ey fill a spot at a company-sponsored event, help a worker carry his notebooks i

nto a meeting, or take notes that a worker ends up using to refresh their recoll
ection).
On the other end of the spectrum are volunteers who regularly file papers, answe
r phones, fetch lunches, and update websites. These sorts of volunteers should
be paid. This is true even if on a regular basis they do things that do not ben
efit the company, like sit in on important meetings or shadow workers. This is
still true if the company ends up spending more resources giving the volunteer a
place to sit, office supplies, supervision and time with high-level employees t
han the amount of benefit the company derives from the volunteer s work. This is
still true if the company would not normally consider hiring someone to do the w
ork the volunteer is performing, the volunteer holds hours that would not normal
ly be allowed of a normal employee or the volunteer would otherwise be completel
y unqualified to work for the company.
No Good Deed Goes Unpunished
Unfortunately, wage and hour woes are not the only trouble your company may endu
re using unpaid individuals. Many companies take on volunteers not for the pote
ntially free labor, but rather as a favor or sort of civic activity. While thes
e sort of apprenticeships are more likely to be ones that can be unpaid, they ar
e also more likely to create a different kind of liability the type that stems f
rom a lawsuit by the volunteer or a lawsuit based upon the volunteer s actions.
Many employment laws may not apply to unpaid individuals. For example, the Fami
ly and Medical Leave Act generally applies to individuals on the company s payroll
. However, companies should not assume that the world of volunteerism is the wi
ld west.
First and foremost, some courts will look beyond the actual lack of compensation
and determine whether the individual should have been paid (and thus are covere
d by the law), will determine whether the internship would be a clear pathway to
employment or will simply apply one of the many employment relationship tests a
nd ignore the lack of compensation. Second, even if typical employment laws do
not apply, a different set of laws still protects non-employees from certain typ
es of discrimination. For example, the Rhode Island Civil Rights of People with
Disabilities prevents any entity doing business in the state from discriminatin
g against anyone including volunteers
on the basis of a disability. R.I. Gen. L
aws 42-87-1, et. seq. While the Act does not require the employer to provide a
reasonable accommodation to non-employees an often costly endeavor
it does requ
ire employers make reasonable modifications to workplace rules, policies and pra
ctices to account for non-employees.
Third, there is potential liability stemming from an unpaid individual s workplace
injury. The good news is that because non-employees are likely not going to be
covered by your company s workers compensation insurance, their work does not incr
ease your workers compensation premiums. The bad news is that a non-employee can
still sue on a fault-based tort theory and recover greater damages than a worke
rs compensation claim.
Finally, the unpaid nature of the relationship does not diminish the potential f
or your company to be held liable for a volunteer s torts (including negligence),
if the individual is acting under your direction or control when committing such
torts. The potential for a derivative claim from a volunteer s actions is often
greater than for a normal worker as the volunteer may be less trained, less expe
rienced and often the company did not utilize their normal screening procedures
when allowing the volunteer to work.
Using Unpaid Individuals Correctly

Despite the potential downsides, interns, volunteers, trainees and other unpaid
individuals can be a great value to a company and are an integral part of our so
ciety if used correctly. Companies should use the following steps to decrease t
he potential for costly liability:
Carefully consider the wage and hour issue. There are several ways to deal with
wage and hour concerns within for-profit entities. The easiest is to pay all i
ndividuals minimum wage and treat them as employees. Alternatively, the employe
rs can make the activities the volunteers perform more academic, and derive less
benefit from the volunteer. Specifically, partnering with a local school in a
program that gives the volunteer credit for the internship can greatly increase
the amount of actual work the volunteer can do for your business without having
the wage payment requirements kick in. Finally, instead of an in-office, hands
on full summer internship, consider a one or two time experience for unpaid indi
viduals. Wage and hour laws only apply when the individual would otherwise meet
the test of who is an employee (versus someone with a relationship with the emp
loyer similar to an independent contractor). Giving an individual a project or
two to do on their own time, at their own house, using their own material, with
minimal supervision, likely will not pull the individual into the employee categor
y. Such an experience can still give your company valuable work products and th
e individual a good experience, a resume item and a potential reference.
Protect your company from third-party suits. Your company needs to be sure it f
ollows the same steps when allowing any person to volunteer at your company as i
t does for an employee. Have the individual fill out an application for interns
hip/volunteer program. Interview the individual carefully. Call references, se
ek documentation for alleged academic accomplishments and do any other screening
you normally would for a potential employee.
Protect the Unpaid Individual. While unpaid individuals might not have the same
protection as employees, take the same precautions
including documentation proc
edures - to avoid discrimination lawsuits by volunteers, especially when choosin
g who to hire and ending relationships. Also be sure to provide these individua
ls with your harassment policy and let the volunteers know how to report problem
s.
Above all, companies need to be aware that there are real concerns when using un
paid help. When questions and problems arise involving unpaid help, companies s
hould not hesitate to consult an experienced employment attorney.

Topics: Employer Liability Issues, Hiring & Firing, Internships, Students, Unpa
id Interns, Volunteers, Wage and Hour
Published In: Civil Procedure Updates, Civil Rights Updates, Labor & Employment
Updates
Very inspired by the presentation of Dr. Rubi Kanaan educating us on the Islamic
Art and Artifacts that are going to be presented at the museumRecentPopular
Continuing from my previous blog, the subject of Power of Attorney for Personal
Care continues to require our attention.
Fellow blogger Paul Fensom reviewed in his April 23, 2014 blog the results of th
e Scotia Poll finding that only 33% of respondents had a POA for property. My st
rong suspicion is that it is even less for personal care POA s. Ontarians are gamb
lers. Plain and simple. If you don t consider and complete this important paperwor
k, you are taking a chance and with all the variables involved, I am not sure th
e odds are in your favour that your wishes will be followed.
I understand that it can be onerous to think about, however if you don t, you may
be leaving your last days not only to chance but perhaps to the unscrupulous dec
ision makers that you did not choose.

While being appointed as a POA is an honour, it is also a tremendous responsibil

ity. Not all of us have or desire family members to assume this role. Many times
I have seen friends rise to the challenge. An earlier blog shares what creative
friends can accomplish.
I attended the B nai Brith Estate Lawyers annual conference last week. The Rasouli
case was reviewed and if there was ever incentive to ensure that your wishes ar
e written down and shared with your loved ones and decision makers, this is the
case.
-Audrey MillerCharles Wagner
Setting Aside a Prenuptial Agreement LeVan v. LeVan Whether a spouse makes full a
nd frank disclosure in a domestic contract is very relevant in the context of...
Charles Wagner
Failure to make such disclosure allow the surviving disinherited spouse to set a
side the agreement and turn to their statutory rights for a division of net fami
ly property and support ...
Setting Aside a Prenuptial Agreement LeVan v. LeVan estatelawcanada.ca
After LeVan v. LeVan[1], Lambert v. Lambert[2] and Rick v. Brandsema,[3] wealth
y people who sign domestic contracts should be getting the message that...
Like Comment (1)Follow1 day ago
Myron Neufeld
Myron Neufeld Thanks Charles. Interesting and simply another example of the poss
ible challenges facing an estate trustee today.
2 hours ago
Leave a comment about this discussion.
Heather Campbell
Law offices open in Walmart Canada
Heather Campbell
Top Contributor
I was very pleased to read their lawyers have elder abuse detection on top of mi
nd: We are careful about what kinds of wills we do. If someone came in here with
their 95-year-old father ...
Walmart shoppers can now get $99 wills | Toronto Star thestar.com
Big box law is expanding in Canada, setting up shop at Walmart stores, offering
low-cost legal services.
Like Comment (3)Follow2 days ago
Doug Cumpson
Doug Cumpson Intriguing - this flies in the face of the fees of other law firms
- the lowest I have seen for a couple is $ 895 in South Central Ontario. ...
1 day ago
Martin Schulz-Lawyer
Martin Schulz-Lawyer I was also wondering how they could make money at $99. Even
if you use software that essentially produces the will from data that ...
1 day ago
Doug Cumpson
Doug Cumpson Like my 15 year old daughter would say - go figure - lol
1 day ago
Leave a comment about this discussion.
Kimberly Whaley
Peter Merrick Article: Executor liability as massive wealth transfer nears
Kimberly Whaley
Peter Merrick Article: Executor liability as massive wealth transfer... whaleyest
atelitigation.com
Peter Merrick, President of Merrick Wealth, authored an article in The Bottom Li
ne Magazine, May 2014 in the Financial Planning section on Executor Liability. Hi
s article entitled, Executor liability as massive wealth transfer nears ...

Like Comment (1)Follow4 days ago

Lorne Welwood
Lorne Welwood Excellent article. One of the things it points to is for lawyers t
o specialize and for "generalists" to be alert as to when they are ...
3 days ago
Leave a comment about this discussion.
Lorne Welwood
Scary Ontario decision
Lorne Welwood
Like (4) Comment (15)Follow15 days ago
Emilie Savoie Prince, Anil Dutta and 2 others like this
See all 15 comments
Mark Baker
Mark Baker Thanks John and Lorne for this exchange. I learned a few things about
how a Trustee might take on board some personal responsibility. ...
6 days ago
Mark Baker
Mark Baker tort law and statutory law are areas of concern to Trustees. Trustees
are well advised to seek the guidance of a reputable Estates lawyer ...
6 days ago
Mark Baker
Mark Baker Can be found to have assumed the debts of a deceased if he receives p
ayment of any amount of the estate property. Thanks for the interesting ...
6 days ago
Leave a comment about this discussion.
Charles Wagner
Is it appropriate for a court order to permit an Estate Trustee During Litigatio
n ( ETDL ) to distribute the Estate? Possibly.
Charles Wagner
This blog may be of interest for those who act as an estate trustee during litig
ation ( ETDL ) or are involved in a law suit when one is appointed. It addresses the
role of the ETDL ...
Distribution of estate by an Estate Trustee During Litigation estatelawcanada.ca
Is it appropriate for a court order to permit an Estate Trustee During Litigatio
n ( ETDL ) to distribute the Estate? Possibly. The...
Like (1) Comment (1)Follow11 days ago
John Clark likes this
Barry Lebow
Barry Lebow I find this quite interesting. Thanks Charles. As a Realtor whose ma
in focus is family disputes, predominately with estates, I have learned ...
10 days ago
Leave a comment about this discussion.
Kimberly Whaley
New post from Heather Hogan: Bill C-4 Digital Privacy Act: Protecting Everyone s P
rivacy except Older Adults?
Kimberly Whaley
Bill C-4 (the Digital Privacy Act): Protecting Everyone s Privacy ... whaleyestateli
tigation.com
The Personal Information Protection and Electronic Documents Act (PIPEDA) applie
s to private sector organizations that collect, use or disclose personal informa
tion in the course of commercial activities.1 The legislation seeks to balance t
he...
Like (1) CommentFollow12 days ago
James Parks likes this
Leave a comment about this discussion.
C. Tim Rodenbush
C. Tim Rodenbush
The Uniform Trust Code states trustees have to protect the beneficiary against e
xcessive costs, the trustee should be alert to adjusting compensation for functi
ons that the trustee has ...

Trustees should be very careful when retaining the services of an heir search fi
rm linkedin.com
The Uniform Trust Code states trustees have to protect the beneficiary against e
xcessive costs, the trustee should be alert to adjusting compensation for functi
ons that the trustee has delegated to others. The following article by the late
Bob Alexander, former President of the National Association of Estate Planners a
nd Councils touches on this rather interesting corner of the estate and prob
Like (1) Comment (1)Follow18 days ago
uzma ufaq likes this
Stphane PANTANACCE
Stphane PANTANACCE The GENEALOGIST 2.0 ...
15 days ago
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Kimberly Whaley
New blog post from Ben Arkin: Goodbye to the standard Order Giving Directions?:
SCC s Hryniak shakes up the Estates List
Kimberly Whaley
Goodbye to the standard Order Giving Directions?: SCC s Hryniak... whaleyestatelit
igation.com
In the recent Hryniakdecision, the Supreme Court of Canada introduced civil liti
gators to a rare and unusual tool: the tailor-made order for directions that set
s an appropriate procedure for a summary judgment motion. In the recent...
Like (2) CommentFollow22 days ago
Lilin Cazacu, Chris Clermont like this
Leave a comment about this discussion.
Justin de Vries
Salvador Dali, Melting Clocks, Financial Incapacity, and the Removal of an Attor
ney for Property
Justin de Vries
http://www.allaboutestates.ca/power-of-attorney/salvador-dali-melting-clocks-fin
ancial-incapacity-removal-attorney-property/
allaboutestates.ca allaboutestates.ca
allaboutestates.ca
Like (2) CommentFollow26 days ago
Jason Watt CD CLU RHU, Frank Danesh like this
Leave a comment about this discussion.
Charles Berger, CHS
How will the new anti spam laws affect your business?
Charles Berger, CHS
New anti-spam law a big deal for small businesses theglobeandmail.com
As of July 1, Canada s Anti-Spam Legislation will require companies prove they hav
e consent to reach out to customers using electronic...
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Inga B. Andriessen
Inga B. Andriessen This will impact every business in Canada and the shocking th
ing is so few businesses are aware of it. Every business electronic ...
25 days ago
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Carolyn Hart
POAs for Property
Carolyn Hart
Why are there in precedents for POAs with restrictions? It is easy to find broad
ly worded
POA precedents that give the attorney lots of flexibility. I am looking for a PO
A that would be ...
Like Comment (9)Follow1 month ago
See all 9 comments
Barbro Stalbecker-Pountney

Barbro Stalbecker-Pountney Sorry about the three repeated posts. Carolyn, your r
estrictions sound very sound.
29 days ago
Carolyn Hart
Carolyn Hart Thanks for all the comments. I would really like input from other p
ractitioners in this area.. I am going to read the B.C. legislation ...
29 days ago
Daniel Watts
Daniel Watts In Manitoba, our leglislation includes a provision that the attorne
y must annually account to the donor's next of kin, which typically ...
26 days ago
Leave a comment about this discussion.
Michael Storoszko, CHRP PMgr CGA
Seeking to obtain information on setting up a Michigan Land Trust
Michael Storoszko, CHRP PMgr CGA
A many of you likely know, Land Trusts are a valid way to hold property to avoid
probate and estate taxes.
I would like to network with an attorney in Michigan to discuss setting up a ...
Like Comment (6)Follow28 days ago
See all 6 comments
Michael Storoszko, CHRP PMgr CGA
Michael Storoszko, CHRP PMgr CGA If there are any members here that can assist w
ith the set up of a Land Trust in Michigan, please contact me ...
27 days ago
Jamie Whelly
Jamie Whelly Michael, ...
27 days ago
Michael Storoszko, CHRP PMgr CGA
Michael Storoszko, CHRP PMgr CGA Hi Jamie, ...
27 days ago
Leave a comment about this discussion.
Samuel Li
What is one thing you would consider when estate planning for families with spec
ial needs? Please share your view.
Samuel Li
http://samuelconsultant.com/estate-planning-special-needs/
Estate Planning For Families With Special Needs samuelconsultant.com
This post discusses the different aspects of estate planning for Canadian famili
es with special needs.
Like (1) Comment (3)Follow1 month ago
John Carr likes this
Cheryl Wiles Pooran
Cheryl Wiles Pooran There are a wide number of variables to consider. The most o
bvious being sources of support for the family member with special ...
1 month ago
Peter Weissman
Peter Weissman This two part article ...
1 month ago
Suzana Popovic-Montag
Suzana Popovic-Montag One thing that I would consider is planning who will make
property or personal care decisions for the special needs family member. ...
29 days ago
Leave a comment about this discussion.
Chris Delaney
Self-Efficacy of Philanthropy
Chris Delaney
A great article on how doing good for others has surprisingly positive effects f
or the donor as well. This was the gist of Dr. Stephen Post's recent presentatio

n at the 2012 Rendezvous ...

Why Fund-Raising Is Fun - NYTimes.com nytimes.com
Fund-raising can be fun, and good for you.
Like Comment (1)Follow28 days ago
Lorne Welwood
Lorne Welwood That is an awesome article. I love it when modern research confirm
s (a) the literal truth of what many consider to be merely some ancient ...
28 days ago
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Martha Haynes
Check out the latest episode of Hull & Hull TV to find out the huge financial, l
egal and emotional impacts of disinheritance. http://lnkd.in/dP_BtF7
Martha Haynes
Hull & Hull TV: Episode Forty-Three youtube.com
On Episode Forty-Three of Hull & Hull TV, founding partner Ian Hull and managing
partner Suzana Popovic-Montag of Hull & Hull LLP discuss the issue of disinheri
tance, a fundamental estate planning issue, with estates lawyer Jordan Atin.
Like (1) Comment (4)Follow1 month ago
Ari Kostas likes this
See all 4 comments
Ian Hull
Ian Hull Thanks for watching and for commenting, Ari. Life insurance policies ca
n be a good way of a
10 Things That Aren t On Your Resume (But Should Be)
Sep 14 2014
61,132Views
330Likes
99CommentsShare on LinkedInShare
on FacebookShare on Google PluseShare on Twitter
This post was originally posted on YouTern.
Many young careerists
even those with a couple internships under their belt
feel
as though their resume and LinkedIn profiles are, for lack of a better word lack
ing.
And sometimes this is true especially when you re up against someone with three, f
ive and even ten years of at least semi-relevant experience. In that case, how d
o you compete?
You compete and win
by including on your resume the achievements, projects and a
ssignments you may have overlooked, or chose not to put on your resume because t
hey were short-term, campus-only related or not a real job.
Here are nine great examples (and one thing that probably is on your resume, but
shouldn t be):
Social Media Savviness
No. You aren t a guru, ninja or an expert. But you do know your way around Twitter
, Facebook, LinkedIn, Instagram and Pinterest. Your profiles may be the envy of
all your friends and colleagues; the number of followers is respectful. Throw in
your knowledge of Hootsuite, Tweetdeck, Twitter Chats, LinkedIn Groups, Faceboo
k ads and whatever else you ve dabbled in so far
and you just might impress the so
cial media novice whose organization needs social help, right now.
Self-Learning
In today s job market, there isn t a single employer who doesn t respect someone who t
ook it upon themselves to learn a skill, or master a software program relevant t
o their organization. Demonstration of expertise using project management, Photo

shop, Salesforce, Infusionsoft, Google Analytics

can take your resume from meh to marvelous!

and maybe even a little coding

Freelance Projects
Remember that project you did for the business near your campus? Or the couple o
f weeks you spent at that non-profit solving its biggest problem? Those mini-pro
jects weren t real jobs, no but they were real experience. List every relevant proj
ect you ve ever taken on. Display the impact you had on the organization you serve
d (quantify!). Show your entrepreneurial spirit! And you ll catch the attention of
a hiring manager looking for someone not afraid to take on a project alone.
Theses, Studies and White Papers
Did you head up a research project? Write an industry relevant thesis that blew
your professor away? Did you lead an on-campus or community-based study? Each of
these projects shows attention to detail, problem solving and analytical thinki
ng three skills in high demand by nearly every employer. Again, show the impact
of your work; and talk passionately about the mission. Employers don t only want t
o know what you did they want to know why you did it.
Content Creation
Have you begun blogging? Guest blogging? Have you begun to show your subject mat
ter expertise in a podcast, or a video blog? Maybe a YouTube channel? Have you b
uilt a community of followers? All of those things go on your resume! Employers
will respect that you are willing to let your thoughts be known, and aren t afraid
to stick your neck out. They ll get a glimpse of your personality and passion. An
d if the fit is right
they ll develop a bond with the digital you, well before the
y call for an interview.
Industry Relevant Competitions
Speaking of not being afraid to stick your neck out: relevant competitions onlin
e, through your community, industry associations, the local chamber of commerce,
and your fraternity or sorority are a great way to punch up your resume. Althou
gh a bonus (instant credibility), winning isn t necessary!
Just show that you have competed for the third consecutive time at the regional
business plan competition, for example, and entrepreneurial minded employers wil
l be impressed. These organizations also make for great networking and keyword e
lements on your resume. An employer might say, You were in the Alpha Kappa Psi CA
SE competitions? So was I! And, just like that, a relationship has started
and an
advantage gained.
Anything Leadership
On-campus clubs, volunteer assignments, part-time retail jobs, heading up a fund
-raiser or a committee, campus ambassadorships anything that shows you were leadi
ng from out front must go on your resume. Again, be sure to show your impact; do
n t just say you are a lifelong learner, show your impact and talk about what you
learned.
Conferences Attended
That person with the three to five years of experience on their resume have they
attended your industries annual convention this year? Last year? Ever? Probably n
ot, but perhaps you did giving you another advantage over the competition. While
you were out there listening to Seth Godin, Dan Pink and Matt Cutts, your compe
tition was watching Wheel of Fortune in their pajamas. Who would you hire?

Reverse Mentorship
All that social media and blogging experience you ve obtained ever put it to good u
se? Ever walk a CEO through a Twitter chat? Or set up a WordPress blog for a sol
opreneur? Maybe helped get a Mom and Pop shop s books in order, then show them how
to run Quickbooks? Each of these instances of reverse mentorship shows you are
willing to give back and teach across generational boundaries
a fine, and market
able, skill in today s workforce.
Bonus: Remove THIS from Your Resume
When you re all done with the newest version of resume when you ve added all your re
levant accomplishments you re going to take one more step guaranteed to help you c
ompete better
Unless you are going into a field where these things still matter (medical, engi
neering, law, etc.), you are going to get rid of everything that makes you look
like a current or recent student. Everything!
GPA, relevant coursework, expected graduation dates
all of it. Why? Because no o
ne hires students. They hire capable, work-ready young professionals prepared to
help them achieve their goals and solve their problems. On your resume and Link
edIn profile: Don t be a student.
How does your resume look now? More professional? More complete? Perhaps less
king?

lac

Good. Now go compete.

CEO and Founder of YouTern, Mark Babbitt is a serial mentor who has been quoted
in the Wall Street Journal, Mashable and Forbes regarding job search, career dev
elopment, internships and higher education s role in preparing emerging talent for
the workforce. A keynote speaker and blogger, Mark s contributions include Huffin
gton Post, Bloomberg News, Switch and Shift, and Under30CEO.
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5 Things Successful Leaders Know That Make Us Want To Follow Them
Sep 14 2014
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The amazing Dr. Maya Angelou understood the profound difference between manageme
nt (what is done) and leadership (how things are done). She expressed it with he
r unique heart-full clarity when she said: "People will forget what you said, th
ey will forget what you did, but people will never forget how you made them feel
."
Here are 5 things that successful leaders know about leadership that make us wan
t to follow them:
1. You must become deeply self-aware and then get over yourself and be "other" f
ocused. Sounds strange, I know, but it is true. I talk a lot about the importanc
e of self-awareness in leadership. It is a key component of emotional intelligen
ce. But what isn t talked about very often is the interconnected and essential nex
t step: getting over yourself. Only then can you become the kind of leader who i
s fully focused on those around you who have placed their trust in you. When you
are able to suspend your own ego, you can really see and hear what the people w
ho work for you need to be at their best. You can lead with laser-like focus, li
sten whole-heartedly, coach insightfully and help people, and your organization,

reach their fullest potential. You have to do your own work first, but don t stop
there. Ultimately, as a great leader, it is never, ever about you, it is always
about others.
2. If you are really lucky, leadership will break your heart and expand your hum
anity and effectiveness. Something, someone, some situation will awaken in you t
he universal vulnerability of the human experience. It will be humbling. You wil
l be leading a group and then something will happen to you or to someone you lea
d: a child may become ill, there may be a diagnosis of cancer, someone may die o
r there may be a catastrophic failure. From the humility gained from this experi
ence your role as a leader will forever change. Your perspective will widen to i
nclude a broader definition of what is important. Your thinking will become more
integrated and holistic. This will change your priorities and how you approach
achievement, for yourself and for your team. Your heart will fill with compassio
n and at last you will truly lead, from the heart AND from the head. You will le
ad with a vigor and fearlessness that you have never before experienced. Effortl
essly, you will begin to notice that you are seeing the best in people, the pote
ntial perfection in each of them. And because you can see it clearly, you can he
lp others see it in themselves. You will engage with people on a different level
and great things will happen.
3. One of the greatest gifts you can give to those you lead is to be happy, no m
atter what is going on. Happiness is not a temporal emotion. It is a state of mi
nd and it is one you have to choose. There are good days and bad ones as a leade
r: successes and failures, calmness and stress. The onslaught of challenges neve
r stops. In fact, they come at you with a velocity that is ferocious. The volume
of things over which you have no control will increase daily. The only thing th
at you control, and that you control forever, is you and how you choose to respo
nd to life s events. You must decide ahead of time to be happy no matter what situ
ation arises. Circumstances don t determine your happiness, you do. Stay mentally
focused and do not let yourself become distracted by the outside situations that
you face. When your team sees you happy, determined to not let anything ruin yo
ur day, your optimism or your impact, they will learn to do the same. This will
create resilience, confidence and, ultimately, more success. It will change you,
your team and your workplace, forever.
4. The most important measure of success ultimately, is yours. While judging you
rself as successful by way of specific achievements against expectations is a re
ality of leadership, the ultimate measure that will bring you fulfillment is if
you have met your own standards and goals. The reality is, sometimes, no matter
how hard you try, you will fail. That does not mean that you are a failure. But
through failure or facing any difficult times, you will learn that you and you a
lone, are the ultimate judge of if you did the right things, in the right way. L
ook inside yourself, not outside.
5. The ultimate reward of being a great leader is when you realize that you don t
need to be rewarded. In fact, you actually come to realize that there is a sanct
ity that is inherent in being a great leader. The fact that people are willing t
o follow you is a tremendous honor and it carries great responsibility for being
the best you can be as a human being. Only when you are relentless in your ques
t to be the best you can be, can you fulfill your ultimate responsibility, which
is to help others do the same. When this happens, your state of mind shifts fro
m expecting to receive a Thank you" to giving them, with deep gratitude. Miraculo
usly and happily, you realize that this is the reward in and of itself.
Copyright 2014, Sheila Madden, Madden Coaching & Consulting. All Rights Reserved
.
Sheila Madden is an Executive and Career Coach and an Organization Effectiveness
Consultant. She works with individual contributors and leaders at all stages of

their careers to maximize performance, impact and happiness.

The Kbler-Ross Model and Immigration
I am seeing a lot of dejected, despondent faces these days. The Kbler-Ross Model
was developed for terminally ill patients, but it applies to the death of the dr
eam of Canadian Permanent Residence as well. The five stages are denial, anger,
bargaining, depression and acceptance. Humans, it appears, have a near infinite
capacity for self-deception. Acceptance is rare.
Many of these individuals are temporary foreign workers, unskilled and facing th
e end of their sojourn in Canada. Others were international students with too-sh
ort post graduate work permits now facing dramatic unanticipated increase to AIN
P processing times. And no way to bridge the difference. Still others are those
that failed at the near-lottery of a refugee claim and judicial review or humani
tarian and compassionate application or permanent residents that have lost statu
s due to criminality or misrepresentation. Past inefficiencies with respect to r
emovals have resulted in individuals living in this country for years. Like the
proverbial frog in boiling water, they do not realize the temperature of the wat
er they are in until it's too late.
Usually they meet with us after their penultimate meeting with a removals office
r. Some of course, are our own clients. All of them know that their consultation
will get them the straight goods. No sugar coating, no false hope. That's not h
ow we operate. In my view, it's better that they utilize their remaining funds b
ack home rather than spending their last dollars on a no-win application. That's
not to say that we have a defeatist attitude. We litigate and we fight for our
clients; as far as I know, litigate more at every division of the Immigration an
d Refugee Board and the Federal Court than any other law firm in this city. We h
ave succeeded in near impossible cases (stopping a removal of a client back to M
ogadishu 2 hours before his flight was one such case this year - he just won his
refugee claim that we were able to re-open), but there is a point at which ther
e is nothing more that can be done.
Most individuals that I encounter are at the bargaining and depression stage of
the model. Like drowning men, clients facing certain loss of status or removal w
ill grasp at straws. They tell me impossible stories of how a friend of a friend
managed to negotiate status from immigration. Sometimes, they accept the harsh
truth that I am honour bound to give them. Other times, being in denial, they se
ek out a lawyer or consultant that tells them what they want to hear.
Successfully navigating the maze of Canadian immigration laws for a client is th
e best part of this job. Telling a worthy and deserving individual that they wil
l not get status in this country and that they are at the end of the line is the
worst.
- See more at: http://immlawyer.blogs.com/my_weblog/2014/10/the-k%C3%BCbler-ross
-model-and-immigration.html#sthash.EvyaCCV5.dpuf