Choosing a Dog to Fit Your Lifestyle and Personality

You’ve seen an adorable puppy at just that right time, and you really want to get one. Before deciding to adopt a dog, consider your lifestyle and whether it is suitable for owning a dog, and if so, what type of dog would be a good fit for you.

Owning and caring for a canine companion is a long-term commitment, and should be looked at carefully before making the decision to adopt one. There are many aspects of your lifestyle that can tell you whether it’s a good decision for you to get a dog right now, what type of dog would be a good fit for you, and whether you and your lifestyle would be a good fit for a dog. Your personality can make a big difference, as well, in which type of dog you should either lean toward, or steer away from. Regardless of size or breed, all dogs need love and affection, and daily interaction, from their humans. I think this is absolutely critical to consider.

Look at Your Current Lifestyle. Do you live in a house with a yard, or have a small apartment? A large or active breed of dog needs more room, thus if you live in an apartment, a small dog would be a better choice. Also, consider if you have the time and are willing to exercise your dog each day if it does not have a yard to run in. Are you a walker or jogger or have an active family with children? In these cases a canine companion might be a great fit. Do you live alone, or is someone home a number of hours in the day? If no one is home very often, a dog is not the best pet for you. They need companionship and exercise daily. However, if you are gone most of the day, but are willing to exercise your dog on a daily basis, and can spend at least a few hours of the day with it, a dog might be a good fit. In this situation, consider getting two dogs as companions for each other for when you are away from home.

Consider Your Personality. It can make a big difference in which type of dog you should either lean toward, or steer away from. If your favorite pastime is reading a good book, get a dog that likes to curl up next to you on the couch. On the other hand, if you like outdoor activities such as jogging or hiking, you may want to consider a larger, active dog with a higher energy level. There are many different breeds to fit whatever is your style. Are you a “neat nick” and need everything in its place? Will dog hair on the furniture, dog toys on the floor, and the occasional mess in the house bother you? Consider these things when making your decision. If you answer yes to these questions, there are non-shedding, smaller breeds that might be a good choice for adoption.

Think About Future Lifestyle Considerations. As a dog lives about 10-15 years, you must keep this in mind when deciding to get a dog. Ten or fifteen years are a long time in which lifestyle changes might occur. These might include changes to your household, such as a new baby or a grandparent moving in, changing jobs or moving. Because of dog’s unique relationship with humans, when we adopt a dog, it becomes a member of our family as a companion. They rely on us, love and protect us, and give us companionship and devotion. They are literally family members, not conveniences. Whatever happens in those 10-15 years, you have a dog to consider.

When choosing to get a dog, definitely consider your lifestyle and personality before you make that decision. This will help you decide whether owning a dog is right for you, and what type of dog would be a good match for you. Adopting a dog is a life-changing decision. It can be one of the most rewarding and fulfilling of your life. Make it the right one for you.

Posted in Uncategorized | Tagged , , , , , , , , , , , , , , , , , , , , , | Comments Off

Top 5 Video Search SEO Tips

SEO for video ranking

Here is the first part of the 10 best practices your SEO, there is no magic formula to getting your video ranked highly. what you need to do is help the search engines find your promotion.

When you have a video that is ranked highly you will gain a lot of traffic going to your content

1. Thumbnail image

By using a file name that has your keyword contained as your image name, you gain again as you have the ability to make your thumbnail exciting and keyword relevant. This has the ability to increase more clicks, remember to keep the video thumbnail relevant to the video content. A size of 160 to hundred and 20 in any standard picture format will do the trick.

2. Correctly name original file

Name your original file with the keyword description, this is your raw upload file name.

3. The title tag,

make sure that you have the same name in the title tag as your keyword theme if your Niche web video is about video marketing. Tag the tittle “video marketing.”

4. Video marketing and ranking your video

By using the term video at the end, or beginning of the title ensures that the percentage of searches that are looking videos in particular, for an on-topic search term IE “Web traffic and conversion video” will type this in and you are found easier

Keywords stuffing does not work in any sort of SEO, just make your content and description to the video relevant to the subject matter, you know your market audience and niche, create compelling content on a keyword theme. If you create a video with interesting content. It has the ability to go viral, no boring material needed

5. Create a Video Sitemap -

Google is looking at video site maps more and more favorably to the extent that if you don’t have a video site map get onto it now.

This can be fairly complex to set up, but the information at Google webmasters has constant updates. Two Australian guys have great content on setting this up, and have a great tool to get Yahoo and Google to index your videos.

A video site map is designed to catalogue the content of your video including the size, the category, if it’s family-friendly etc. etc.

When the search engines, robot crawl your website, and the video site map has all the requirements needed, you will get your video ranked. Like all indexed content once the the video is included in the video content you can now be found in the universal search engine.

It appears if you snag a top Google Video ranking it will give your keyword a top universal search ranking they will include your video.The techniques that are individual to getting YouTube video is ranked not covered here, even though some of the basic basic methods are the same

Posted in videos | Tagged , , , , , , , , , , , , , , , , , , , , , , , , , , , | Comments Off

Unilaterally Varying Flexible Working Arrangements – A Cautionary Tale

Here is a cautionary tale about the costly consequences faced by an employer that unilaterally varied an employee’s previously agreed flexible working arrangement. The facts of the recent employment tribunal decision in the case of Holt v Bannatyne Fitness are used to illustrate the point.Requesting a flexible working patternIn the UK, employees with 26 or more weeks service have a statutory right to request a flexible working pattern. To make a request for flexible working an employee must:
Make their request in writing, state the date the request is made, the change to working conditions they are seeking, and the date they would like the change to take effect;

State whether they have made a previous application for flexible work and the date of that application;

Say how they think the proposed change may affect the business; and

Say if they are making their request in relation to the Equality Act 2010, for example, as a reasonable adjustment for a disabled employee.

Any request that is accepted will make a permanent change to the employee’s employment contract. It is good practice to issue a new employment contract that accurately reflects the agreed flexible working pattern.What is a contract of employment?A contract of employment is an agreement between an employer and employee and is the basis of the employment relationship. An existing contract of employment can be varied only with the agreement of both parties. Changes can be agreed by with either on an individual basis or through a collective agreement.The facts of Holt v Bannatyne FitnessMs Emma Holt worked as a beauty therapist at a branch of Bannatyne Fitness for almost 10 years. She had a flexible working agreement with her employer to only work Monday to Friday because she was unable to arrange childcare cover at weekends.However, in early 2016, senior managers at the fitness centre insisted Holt work weekends and changed her working arrangements without her consent and against her wishes. Holt persisted in her refusal to work weekend shifts because there were no weekend childcare facilities open in the area in which she lived.Holt raised a formal grievance, but a senior manager did not conduct “any meaningful investigation” into her complaints. She was later made redundant.A claim for unfair dismissal and sex discrimination was brought in the employment tribunal. Bannatyne Fitness admitted unfair dismissal, but denied the allegation of sex discrimination. In admitting the unfair dismissal claim, the employer acknowledged that Holt’s dismissal was not due to a genuine redundancy situation.The tribunal ruled that not only was Holt unfairly dismissed, but she had also suffered sex discrimination. She was awarded £18,399, which included £10,399 for unfair dismissal and £8,000 for injury to her feelings.What lessons can employers learn from this case?There are four points employers can take away from this case:
Employers should remember that having agreed to a flexible working pattern that is different from the employee’s current working pattern, the employer is agreeing to the new terms and conditions of employment requested by the employee. These terms cannot be changed without the agreement of the employee.
Unilaterally varying an employee’s terms and conditions of employment is a high risk strategy that can be costly – not only in monetary terms, but also in respect of management time and resources tied up in defending a claim in the employment tribunal as well as damage to the reputations of the employer and the managers involved.
Where an employer has agreed to a flexible working pattern requested to accommodate childcare responsibilities, unilaterally changing those arrangements so that the employee is put at a disadvantage compared with other employees who do not have that responsibility is likely to result in a finding of sex discrimination.
If a grievance is raised as a result of such a unilateral change, failure to conduct any meaningful investigation into the grievance will almost certainly damage the employer in the eyes of the employment tribunal and almost always results in the employer coming second in a two-horse race.

Posted in Employment Work | Tagged | Comments Off