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Comcast Corporation is adding two more Hispanic cable networks to its distribution list starting in January of 2017. In making the announcement today, Comcast said it evaluated dozens of proposals before choosing Primo TV and Kids Central, because they will provide “quality family programming targeted to bicultural Hispanic youth.”

Kids Central is aimed at kids ages 3 to 7, while Primo TV is designed to appeal to 6 to 16 year-old viewers. Both networks will be in English. Kids Central will also provide Spanish-language video on demand content.

“Kids Central and Primo TV’s unique focus on young bicultural Hispanics fill an unmet need in youth-oriented programming,” said Javier Garcia, SVP and general manager of multicultural services at Comcast Cable, in a statement. “We believe that these networks will provide high-quality educational and entertaining content while infusing Latino culture into the experience.” READ MORE AT FORBES

Hispanics — or Latinos, a term some prefer — are an attractive market because the population is young and growing at an extraordinarily fast rate. Along with that, spending by Hispanics is growing at a faster clip than for non-Hispanic consumers.

Hispanics in the US have long been known as “the sleeping giant” for their potential as a substantial and still-growing voting bloc. Now, some in the financial services industry are getting serious about targeting Hispanics — and Hispanic millennials in particular — as a prime source for market growth. READ MORE AT THE CHRISTIAN SCIENCE MONITOR

Your first holiday office party is approaching and you’re looking forward to schmoozing with your colleagues. But don’t mistake this get-together for “thirsty Thursday” or other favourite get-togethers with your new-found work buddies. Especially if you’re just launching your career, you want to protect your untarnished reputation.

In other words: Do the exact opposite of what you’ve seen in the trailers for Office Christmas Party... READ MORE AT TORONTO SUN

Employees sit at their desk for a most of the time during a day, and this can reduce the productivity of the employee. A model employee must be productive enough to be an asset to the company. Long working hours can make be depressed and decrease the productivity of the employees. And for new recruits training is essential for making them more efficient and productive.

If you own a company and are now you are going through a recruitment process then a proper training is something that you need to think about next. To increase the productivity of new recruits, you need to invest something more than cups of coffee. A proper scheduling is needed to see if new employees are rendering their best. Proper follow-up and planning are required. To make thing easy for you read this post where you will get to know some necessary steps towards making your employees more productive.

Step One:

Consistency is the key. Measuring productivity is a continuous process. So let your employees know where they are standing and encourage them to increase their productivity. Make it a weekly or monthly process. Employee performance management is an essential aspect behind the growth of a company.

Make a report of the daily performance of every employee especially the new ones. And at the end of every week or month let them know their performance. And help them to understand where exactly they are lacking and how they can achieve perfection in their work. Don't forget to appreciate them for their good performance as well.

Step Two

If you notice, downward performance graph of more or less every employee. Then it's time to train them properly. Maybe the lack of proper training is creating confusion among staffs especially among new recruits, says William Almonte.

Recruitment training is the process through which industry can identify and can bring out the real potential of the employees. Training process consists of a wide range of substantial processes involved right skills and knowledge. The training process can help a company to get some qualified employees who can help the company to reach new heights.

Step Three

Set a goal, but don’t make it impossible one. As a manager you know where your company is standing right now.You should set the goal according to the goal and expected growth. Determine an individual goal for an individual employee.

Step Four

According to William Almonte, motivation is a crucial aspect. An unmotivated employee doesn't improve their performances. A pinch of motivation can do wonder. Gratification can be the best process to motivate them. Gratification is the use of rewards and badges for employees who are showing proficiency and efficiency towards the improvement of your company. Show them that you recognize their efforts and this will motivate them to show more productivity.

Step Five

Treat them like a family, try to know their background. Help them in balancing between life and work. Be their leader not a boss.

For More Information:

Recruitment training is an important part of the growth of a company. The primary goal of any business to see the growth of the sales graphs and for achieving that the efficiency of every employee is required. To ensure efficiency of employees companies wants to recruit people who have work experience in any particular field. But the work structure varies depending on different industries, so big players of any industry arrange a minimum period of after recruitment training for new recruits to let them get ease with the working process and different aspect of that industry.

 A training module is essential mainly for recruits who have less than 2-3 years of experience. Maximum companies arrange training program for freshers. Some appoint contractual trainers for that, or some companies hire recruitment training providing agencies to complete the training process.

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So if you own a recruitment training providing firm, then it's critical for your growth to deliver your clients a steady and appropriate stream of qualified candidates. On the other hand, if you own a company then selecting a proper business recruitment training agency for the training of your employees in the long run will ensure the growth of your business.

In this post, you will get some idea about how to choose the proper recruitment agency for your new recruits. Read on to get some idea from experts like William Almonte.

Check the profile of that company

According to recruitment expert William Almonte, you need to do a thorough research about the business before you invest in their training module. There are a lot of players in training industry. So, you have a lot of options to choose from. The first question you need to ask, do they have provided training before in your industry?

All training and development agencies don't provide training in every sector, and extensive and quality training requires enough infrastructure and knowledge on their end. So always do the proper research about the agency, if they have required training modules to serve your purpose.

Do some research on the trainers?

To provide quality training agency needs specialized trainers with quality knowledge and experience so that he or she can guide and train newbies. So when you are sure about the training agency that it has enough experience to provide training and guidance to new recruits, next step is researching about the training personals, trainers who are going to conduct the training sessions. Ask if the instructors have required experience in training and development industry. What are their levels of skill? Do they have a particular qualification or specialist skills? The more you find out about trainers, the more you feel assured about a quality training session.

Discuss the training modules

The next thing that you need to ask them about the training modules is if those modules are serving your purpose or not.

Now it’s time for the result

Go for some deep digging for the track record of that training agency. Do some researchers about the past results of that particular training organization.

Urban legend has it that corporate budgets for the year have already been expended and the hiring process all but stops in December. Not so! While you may be tempted, do not put your job hunt on ice. Even in those companies where hiring is temporarily frozen, networking and interviewing continues unabated in order to lay the groundwork for a rush of job offers going out when the new budget year arrives in January.

Remember that about 80 percent of all new hires are the result of someone knowing someone else through personal networking. And because there are so many parties, gathering and events of all kinds in December, this is the high season for networking your way into a new job. READ MORE AT U.S. WORLD & NEWS REPORT

There is a big reason why marketers have spent the last five years obsessed with Millennials — the numbers. Millennials total 75.4 million and have overtaken Baby Boomers as America’s largest generation. The business community is also starting to pay attention to the next generation, Gen Z. This group of people under the age of 20 is already almost as large as Millennials. Millennials and Gen Z combine to make up more than 50% of the entire U.S. population. The future is now.

The youth movement is even more dramatic in the Hispanic market, READ MORE AT MEDIAPOST

Hispanics in the U.S. have long been known as “the sleeping giant” for their potential as a substantial and still-growing voting bloc. Now, some in the financial services industry are getting serious about targeting Hispanics — and Hispanic millennials in particular — as a prime source for market growth.

Hispanics — or Latinos, a term some prefer — are an attractive market because the population is young and growing at an extraordinarily fast rate. Along with that, spending by Hispanics is growing at a faster clip than for non-Hispanic consumers.

“All of these combine to make a pretty potent formula for growth among Latino consumers,” says Robert Brown, an analyst with Packaged Facts, which released a report in June titled “Hispanics: Demographics and Consumer Spending Trends.”
The report calls Hispanic millennials a key to growth for the financial services industry. READ MORE AT DENTON RECORD-CHRONICLE

With the rapid progress of the technological powers of the Internet it has been quite a common and convenient practice of employers working with their tea members who are stationed at different locations. However, in order to keep away any kind of confusion and to work within the  minimum inconvenience and miscommunication between then members of a remote team, there are certain ways which van effectively lead the remote team leaders to carry out a successful operation management and handling of a virtually-based or remote team.

Effective practices, according to the savant Wiliam Almonte, can help experienced professionals who have had to turn remote team leaders and are thus new to their remote management and supervisory role to keep proper track of their remote workers and make them all the more productive. It is a fact to be acknowledged no matter what, that, distant or remote working relationships bring forth considerably formidable challenges in the face of both the team leader and the remote workers. Remote team working is most likely to be faced with adverse situations rising out of the lack of cohesiveness, prompt communication and congruency within the members of a team.

This article offers a concise and handy compendium of a few expedient measures which can be adopted in order to make remote communication relatively facile and convenient and to enhance the cohesiveness, bonding and coordination between the team members and the team lead of a remotely operated professional team.

Set the strategy of hiring the right people from the very onset

The first and the most important step to build up a remote team is to hire the best suitable and rightly eligible to work in collaboration with the other members of the remote team. Unlike a regular office ambience where the worker can be present physically, the working environment for the members of a virtually connected team is evidently different and more challenging, since, not everyone is equally productive and high spirited to the task of working individually from a distant place. Taking this factor into consideration, it is advisable to the hirers of a remote team to select people who are keen on taking the responsibility of  working alone from a distant place, individually.

Make sure the members of a remote team has a clear understanding of the job role

As William Almonte Mahwah puts it, working in a remote team setting, it is of immense importance to ensure that each and every member of the team has a clear and conspicuous understanding or a comprehensive idea about the goals, objectives and job responsibilities of the concerned project. At times when the team lead conducts an online meeting or teleconference, it is to be taken care of that every member working for the team gets a fair chance to voice his or her concern, professional or personal.

Communication opportunities should be made regular

Telephonic communication, emails and other modes of contacting each other should be made facile and convenient for the members of a virtually connected team. It is a necessity that the team members are facilitated with the latest and updated modes of communication, so that they can effortlessly reach out to any other member of the team any time. Also the team lead or the higher authorities should also be accessible to the remote team workers.

Ref:How You Can Shape an Efficient Remote Team

It’s commonly accepted advice that a large network is beneficial to your career, but how do you actually stay in touch with everybody? If you’re career-minded enough to know you need a network, you’re probably already working hard at your job. You will know more and more people as you gain experience, making it even harder to stay in touch.

How do you stay in touch with your ever-growing network without getting overwhelmed? Decide to prioritize. READ MORE AT FORBES

This week's "Monday Night Football" game will be played in the Estadio Azteca in Mexico City -- the first time the NFL has held a regular season game south of the border since 2005.

Over the last decade, the Hispanic audience for football has boomed. NFL viewership among Hispanics has increased 28% in the past five years alone, according to Nielsen.

The NFL estimates it has about 22 million fans in Mexico, and Mexico City has the seventh largest fan base of any city in North America. (The six other cities are all in the U.S.)

The NFL airs nine games live every week in Mexico. READ MORE AT CNN MONEY

At first, it was scary, admits Joe Muñoz, 19, referring to his experience being admitted into the psychiatric hospital’s emergency room. “It was overcrowded. You feel you do not belong there. You see others who are much worse off than you, like drug addicts and crazy people.”

Having been born with partial facial paralysis and an outer ear deformity, called microtia, Muñoz, of Riverside, was bullied by his classmates in high school for being different. They would steal his hearing aids, call him names and make prank calls.

The bullying continued on social media, too. The psychological effects reached the point where he contemplated suicide. READ MORE AT THE PRESS ENTERPRISE

It is quite obvious a fact that any candidate appearing for an interview wants to make a striking and lasting impression of himself or herself on the interviewer. A perfectly flawless copy of resume is presented at the time of the interview in order to highlight the positives qualities and achievements of the candidate. However, professional employers and recruiters are always bent on discovering and exploring the real person beyond the lines printed on an impressive resume.

As William Almonte says, precise and incisive questions at the time of an ongoing interview enable an interviewer to make a comprehensive assessment of the qualities, negatives and eligibility of a candidate. This article contains a detailed discourse on the expedient ways in which a recruiter can learn and master the art of being efficient in discovering the best talents and consistently maintain a healthy and long terms relation with the employees.

How would a hirer identify the right candidate to recruit?

It is most prudent of the recruiter to ask a candidate at the time of the interview to cite the best remarkable skills and qualities he or she possesses. On being asked such a question, the response of the candidate is to be taken into consideration for judging his or her self-assessment capabilities. The style of the rejoinder to this kind of question will bring to the fore, the candidate’s perspectives and views on certain skills and qualities that he or she deems important in the concerned line of work.

According to William Almonte, an interviewee should always be given the space to point out his or her own negativities. Every person has positive as well as negative aspects about his or her characteristics, but what matters in case of hiring the right candidate is whether or not he or she is capable of assessing, analyzing or acknowledging the flaws.It is important to note how a person defines and recognizes his or her negative aspects in front of an employer.

A few tips to ensure that the best talents of your organization continue with you for a longer period

Establishing and maintaining a steadily great employer- employee relationship is of supreme importance to the success of any organization or company in the long run. Despite the fact that the working ambience and mindset of people at different places vary, it is however, always expected that the employer and the employees of every organization must share a certain good bonhomie between themselves.

Even within adverse working conditions, employees should get a considerable comfort level at work place. It is the responsibility of the boss to make himself approachable to the employees in all situations. This will come out with beneficial results in the long run building a mutual sense of reliability, faith and trust.

In recent times, renowned and recognized organizations have been making arrangements for a particular type of program, keeping the motif of strengthening and enhancing the bonding, communication and understanding between the employer and the employees. Such employee relation programs are also conducted to bridge certain gaps between the boss and the employees.

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It is a fact unanimously recognized that in today’s time, living a balanced work life is precisely a myth. Having a proportionate, well-planned and balanced work life that will pace in tandem with your personal space and life can be but a concept. Standing in today’s fast paced, tech-operated lifestyle, one can only think about enjoying the privilege of a balanced work life.

However, as William Almonte contends, that it takes nothing more than a conscious move to make an effort to plan your lifestyle in a way that you can shape the personal-professional commotions in your daily life. Read to know the different ways of having a wonderful balance between the personal and professional spheres of your life.

If you want to walk a great career path without compromising the essential bliss of having a happy, healthy family life, all you need is to make a proper balance between your professional and personal life. This balancing necessitates a precise and prudent planning in both the small and big affairs of your everyday life. In order to enjoy a balanced lifestyle, one needs to set the priorities in order, make a perfect plan of how to take the rightly decisive steps making the best use of time in hand.

Set your priority list

Setting your priorities in order beforehand works as a highly expedient tool to chalk out the importance of each particular work, be it a professional or a personal one. You are the one to decide whether your work of family claims more importance from you at a particular time. So, a conscious effort is to be made in getting your priorities set before plunging on any kind of work.

Have your goals set beforehand

It is always advisable by eminent experts like William Almonte, to have specific goals set in advance. In this way, one can efficiently balance the management of time and work. In order to successfully meet a deadline, you need to set short term goals at the very onset of any work. These short term goals will act as effective steps to take you closer to the bigger goals and objectives, in a remarkably organized, facile and orderly manner.

Contentment above materialistic profits

A tip to have a perfectly balanced life, one should always keep an aim to sustain mental peace and satisfaction rather than securing monetary avalanches. Planning a few holidays with your kids, a few moments of surprises for your loved ones are definitely going to fill your moments with overjoying wonders.

Meditation

Even amidst the strangles of the busiest work schedules, it is of crucial importance to take out some time for meditation and exercises Performing a few free hand exercises, following a few yoga tips and a fifteen minutes stretch of mediation proves highly effective in providing relaxation, reducing both mental and physical stress and replenishing your energy, putting you on high mettle’s. Taking some time out of your racing schedule is an apt key to give you a balanced work life which will not be in contention with your family life.

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Hispanics are more cautious about their holiday spending this year with 1 in 5 saying they will not be shopping at all, according to a national survey by the Florida Atlantic University Business and Economics Polling Initiative (FAU BEPI).

The number of respondents who said they would not shop in 2016 has increased by 10 points since the 2015 survey, from 11 percent to 21 percent. Others plan to delay holiday shopping. Earlier shopping has declined, with 18 percent of Hispanics saying they already started to shop, compared with 20 percent in 2015 and 24 percent in 2014.

"Hispanics became less optimistic about prospects for the economy compared to September," said Monica Escaleras, Ph.D., director of the BEPI. "This may simply be a temporary reaction due to the uncertainty caused by the presidential election or part of a continued downward trend in consumer confidence among Hispanics." READ MORE AT YAHOO NEWS

Noramay Cadena is a #bosslady in all aspects of her life. As the daughter of immigrants, she understood the intricacies of growing up in a Latino family, the responsibility that it entails and the opportunity that living in the United States affords her.

As a teen mom, she understood that the example she set for her daughter would have ramifications beyond the short-term, day-to-day.

In addition to the skills she learned in her roles as daughter and mother, her time spent working through degree after degree at MIT (she has three) helped set the foundation for the entrepreneurship path she is on now. READ MORE AT FORBES

The holiday season is coming up fast and this could be a great opportunity to make some career connections with family and friends. Networking during the holidays is mingling and making small talk; it's a more informal experience than a network meeting in someone's office.

When relatives and neighbors ask you about what you want to do after graduation, give them the names of a few organizations you may be interested in and a general idea about the role you want to play. Then ask them the big question: "Do you know someone who works in these fields who might be willing to speak with me about what they do?" You may be surprised at who they know. READ MORE AT SETON HALL UNIVERSITY

Read feature guest biographies of the 2016 Law and Government Networking Forum tomorrow at LondonHouse Hotel Chicago.

Moderator

Marlo Rodriguez, The Court Reporter Chronicles

Marlo Rodriguez, CSR, RPR has been a court reporter in Chicago for almost 20 years and is the Founder of The Court Reporter Chronicles, an international organization supporting independent court reporters. Marlo currently works at Certus Deposition Services serving as Executive Vice President specializing in complex litigation. She is licensed in Illinois as well as holds a national certification allowing her to court report in other states.

Marlo previously owned her own agency called Marlo Reporting & Video Services, which was WBE and MBE certified, and which was also chosen as HLAI's preferred court reporting agency.

Marlo is passionate about promoting court reporting, court reporting services and products, its advancement, and mentoring court reporting students. She is grateful for an amazing group of friends that continue to support her in her now and future endeavors.

Discussion Panelists

Martin Castro, Chair, US Civil Rights Commission,CEO - Castro Synergies, Interim CEO, Casa Central

Marty Castro is the President and CEO of Castro Synergies, LLC, which provides strategic consulting services to corporations, entrepreneurs and non-profit organizations that seek to collaborate with and have a positive social impact on diverse communities.

Mr. Castro was appointed by President Barack Obama to the U.S. Commission on Civil Rights in January of 2011. In March 2011, President Obama elevated Mr. Castro to the position of Chairperson of the USCCR, making him the agency's eighth Chair since the formation of the Commission, and the first Latino Chairperson in the over half-century history of the USCCR.

In December 2009, Mr. Castro was appointed by Illinois Governor Pat Quinn to Chair the Illinois Human Rights Commission. The Human Rights Commission is the State public body that arbitrates complaints of civil rights violations in housing, employment, public accommodations and financial credit.

Mr. Castro is on the board of directors of the National Museum of Mexican Art; the only accredited Latino Museum in the United States. He also serves on the board of the Chicago Community Trust. Mr. Castro is also chair and co-founder of New Futuro, LLC. Mr. Castro is a former national board member of the Mexican American Legal Defense and Educational Fund and former chair of the Hispanic National Bar Association's U.S. Supreme Court Committee. Mr. Castro is also the former chair of the Judicial Nominations Commission for the Northern District of Illinois, by appointment of U.S. Senator Richard Durbin.

For his leadership and accomplishments, Mr. Castro has received numerous awards and recognitions, including the National Medical Fellowships' Humanitarian Award; the Hispanic National Bar Association's Cesar Chavez Humanitarian Award; the Edwin A. Rothschild Civil Liberties Award from the American Civil Liberties Union of Illinois; and the Thurgood Marshall Lifetime Achievement Award from the Association of Corporate Counsel, Chicago Chapter.

Mr. Castro is the proud product of Head Start and affirmative action in higher education. He received his B.A. in political science in 1985 from DePaul University and his Juris Doctorate degree from the University of Michigan Law School in 1988. Mr. Castro was also awarded an Honorary Doctorate of Humane Letters from Roosevelt University in December 2011 for his work in the area of social justice.

Currently Mr. Castro serves as Interim President and CEO of Casa Central, a Chicago non-profit serving the Hispanic community. Mr. Castro provides executive leadership and assists Casa Central in strengthening its relationships with partners, donors, and advocates.

Homero Tristan, Partner, Tristan & Cervantes

Homero Tristan is the Founding Partner of Tristan & Cervantes. His practice includes counseling companies in Labor & Employment Law, as well as Corporate Transactions. Formerly, Mr. Tristan was an attorney with the National Labor Relations Board for the Chicago Region, where he investigated hundreds of unfair labor practice charges and prosecuted numerous trials. Later, he entered private practice at Jackson Lewis LLP, one of the largest national firms dedicated to representing management in the area of Labor & Employment Law.

Mr. Tristan is active in the local political landscape, and routinely advises clients regarding Government Relations. He is one of the founders of the Chicago Latino Public Affairs Committee, a political action committee that is engaged in state and local races. In 2008, former Mayor Richard M. Daley appointed Mr. Tristan to serve as Commissioner of Human Resources for the City of Chicago.

Mr. Tristan is a graduate of Loyola University, DePaul University College of Law and has a Masters of Science in International Relations from Loyola University Chicago School of Business. 

Karina Ayala-Bermejo, General Counsel & Executive Vice President, Metropolitan Family Services

Karina Ayala-Bermejo is currently the General Counsel and Executive Vice President of Metropolitan Family Services. As General Counsel she is responsible for all legal matters for Metropolitan. As of April 1, 2015, she also serves as the Executive Director of the Legal Aid Society of Metropolitan Family Services.

Prior to Metropolitan, she worked for the City of Chicago in Mayor Daley’s administration as Acting Commissioner, First Deputy Commissioner and Managing Deputy Commissioner for the Department of Human Resources. Prior to working for the City of Chicago, she spent seven years as the Director of Community Services for the Chicago Bar Association where she encouraged attorneys to take on pro bono work and collaborated with the bar and various divisions of the CircuitCourtofCookCounty on initiatives to improve the justice system.She also served as the first Executive Director of the Sun Times Judge Marovitz Lawyers Lend-A-Hand to Youth Program, a foundation that mobilizes the legal profession around mentoring youth. She was instrumental in securing a $2 million dollar cy pres award, the largest in CookCounty’s history for Lawyers Lend-A-Hand. Ms. Ayala-Bermejo legal career began as an attorney in the Litigation Division of the Chicago Board of Education handling labor and employment matters.

Ms. Ayala-Bermejo has been a leader in the legal community and the community at large for over 20 years. She was appointed as Commissioner for the Cook County Human Rights Commission where she serves as its Vice-Chair. She was also recently appointed as a Commissioner for the Commission of the Status of Latinas in the Legal Profession. She also serves on the Board of Trustees for the Hispanic Lawyers Scholarship Fund; Dean’s Advisory Council for the DePaul University College of Law; Board of the Public Interest Law Initiative; Board of the Center for Conflict Resolution; Board of Managers for the Chicago Bar Association; and Executive Board for Illinois Partners for Human Service.

She is the former President of the Hispanic Lawyers Association of Illinois where she founded their mentoring program, JD Mentors now in its 12th year. She served in numerous positions for the Hispanic National Bar Association (HNBA) including General Counsel; National Vice President of Programs; National Vice President of Regions; and Regional President (WI, IL, MI, IN). She was also appointed as a Commissioner for the American Bar Association Commission on Racial and Ethnic Diversity in the Profession.

Ms. Ayala-Bermejo was born in Jalisco, Mexico. She resides in Chicago with her husband Frank, and three children (Liam 12, Elijah 10 and Abbey Rose 8). She is a graduate of Loyola University-Chicago and her JD is from DePaul University College of Law.

Ennedy Rivera, General Counsel. Office of the Lieutenant Governor. Evelyn Sanguinetti, State of Illinois

Ennedy D. Rivera is General Counsel to the Office of the Lieutenant Governor, Evelyn Sanguinetti, and legal liaison to the Department of Human Rights, Human Rights Commission, Torture Inquiry & Relief Commission, Guardianship & Advocacy Commission, Department of Labor, Illinois Power Agency, Illinois Pollution Control Board, Illinois Commerce Commission, and the Illinois Department of Transportation. In addition, Ms. Rivera assists in overseeing the clemency review process for the Office of the Governor. Before joining the Office of the Lieutenant Governor, Ms. Rivera was a Senior Associate at the Law Office of Wysocki & Smith, where she focused on civil litigation, municipal law, general practice and criminal/immigration defense. Ms. Rivera is a proud graduate of the University of Illinois Urbana-Champaign and DePaul University School of Law.

Claudia E. Castro, Associate Attorney, Odelson & Sterk, Ltd., President - Hispanic Lawyers Association of Illinois

Claudia Castro, a graduate of Proviso Township High School District 209, received her Bachelor of Science degree in Criminal Justice from Loyola University Chicago and her Juris Doctor from the Thomas M. Cooley Law School in Lansing, Michigan. She began her legal career as an Assistant State’s Attorney with the Cook County State’s Attorney’s Office in Chicago where she prosecuted hundreds of bench and jury trials. Claudia served as Chief Legal Counsel for the Illinois Concealed Carry Licensing Review Board, and prior to joining the State, she was General Counsel for the Illinois Coalition against Sexual Assault in Springfield.

Throughout her career, Claudia has worked closely with the Latino communities providing assistance and education in criminal justice issues. Her litigation experience and fluency in Spanish earned her a position as an instructor with the Conference of Western Attorneys General (CWAG) Alliance Partnership Program, where she participated in training programs in trial advocacy for prosecutors throughout Mexico.

Currently, Claudia serves as President-Elect of the Hispanic Lawyers Association of Illinois. She was the former Young Lawyers Division National President of the Hispanic National Bar Association. Claudia also served on the Board of Directors and as President-Elect of the National Hispanic Prosecutor’s Association. In 2012, Claudia was named as one of Chicago Daily Law Bulletin’s 40 Illinois Attorneys under Forty to Watch List.

Don't miss out. Time is running out to register >> http://bit.ly/2gcX3xh

In advance of the holiday shopping season, BODEN, a cross-cultural communications agency, and QuestMindshare unveiled The Latina SmartPurse™. The Latina SmartPurse is an innovative research initiative focused on the Hispanic female in the U.S. This progressive research takes a deep dive into the modern Latina consumer, her influence, and what she expects from brands when making purchasing decisions.

"We are seeing a continental shift in Latina females and their role in our society and economy; they are playing many roles as business owners, mothers, cultural evangelists, and societal influencers," Natalie Boden, president, BODEN, says. "The Latina SmartPurse study shows us that there is no better time than now for brands to invest in Latinas as a key consumer segment within the U.S. landscape." READ MORE AT PRNEWSWIRE

Most of the choices we make every day are simple and straight-forward: what to wear to work, what to eat for lunch, whether to go to sleep at a reasonable hour or stay up watching Netflix. They don’t cause much stress or inner conflict.

Career transition points, on the other hand, can leave you feeling significantly more stuck—especially when you’re facing a big, life-changing decisions.

Should you take that promotion? Move to a different city? Transition to a new industry? Launch a business or take your side hustle full-time? READ MORE AT FORBES