Love Versus Lust

Author: PeopleFinders on July 19th, 2019

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(sponsored post, courtesy of Apollonia Ponti)

In today’s modern-day dating world, a lot of us wonder about the difference between lust and love. I’ve seen many couples dive head-first into relationships with the belief that they are deeply in love only to see that it was just lust later down the line. In this article, I will help explain the difference between lust and love and why we question it so much these days.

How to tell the difference between lust and love

Lust is a powerful physical attraction to someone. More than that, the physical attraction can take over the reality of how a relationship could be with this person (what I like to call the “down-to-earth” feeling that this person can give you).

When you’re in a lusting relationship, a lot of your emotions are riding on the feeling of the relationship. It’s such a high that you can find yourself  addicted to it. And you might think, “Is this too good to be true?”

Typically, lusting relationships happen when someone was never taught to love themselves first, or to seek external validation from another person to feel loved. Why do I say this? Lust is something that typically happens in the first moments. And everything happens so fast: you bring this person into your life quickly and fully without taking the time to learn what’s beneath the surface.

Now, let’s talk about love. In a loving relationship, things can still happen fast. But here is the difference. It’s just not based on the physical, and you can 100% be yourself. There is typically no blockage of jealousy or attachment. And commitment tends to happen at a natural pace, since you prioritize your life before putting someone else before it.

In a lusting relationship, you typically drop your life for a while, and put someone else before it.

But in a loving relationship, the attraction is built from values and boundaries. And the idea of the both of you being together is something that is worked on. But it is not something that is expected in the beginning, not until both of you know and understand each other, which takes time.

Is one better than the other?

I always say, it depends on what you’re looking for in life at a given moment in time. Some may find that they have an avoidant attachment style, where they consciously or subconsciously choose lust because of the fear of commitment. But then some people want to have a family or have a lifelong partner, so this is when love is essential.

Can you have both in a relationship?

The short answer is “no.” Either you love your partner, or you lust over someone. When you are in a healthy relationship, lust does not play a role. Attraction and seduction may when it comes to sexual energy in your relationship. But when it comes to healthy relationships, lust is nowhere to be found.

Remember, lust is a powerful sexual desire. Now, I’m not saying that you can’t have an amazing sex life with your partner, and have a strong sexual desire for them. Because I hope you do! But lust comes from a form of idolization. Simply put, placing someone on a pedestal or thinking that they are better than you.

The most important thing that you have to remember when you start to seek love is to understand that your heart and time are not offered freely. And it takes time to really understand who you have in front of you.

You can, of course, extend love to someone as a helping hand. But never give your heart or soul freely to someone else with the intent for them to fix something within you. Find someone who motivates you in life, makes you a better person, and challenges you to live in integrity. Make sure they treat you with respect, and that their values align with yours.

This article was written in collaboration with dating and relationship coach Apollonia Ponti. You can find out more about her at www.apolloniaponti.com.

And for more advice and tips on relationships, be sure to check out the other articles available on the PeopleFinders blog.

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Categorized in: Relationships

Blackwater Protection & Detective Agency To Pay $35,000 to Settle EEOC Sexual Harassment and Retaliation Lawsuit

MIAMI – Blackwater Protection & Detective Agency, LLC will pay $35,000 and furnish other relief to settle a sexual harassment lawsuit filed by the U.S. Equal Employment Opportunity Commis­sion (EEOC), the agency announced today.

According to the EEOC’s lawsuit, Blackwater owner and CEO Asdel Vazquez subjected a female employee to continuous sexually charged comments and retaliated against her for rejecting his advances. Asdel Vazquez asked the female employee if she was
gay and whom she found attractive at work, asked her to engage in sexual acts with him, petted her hair while she worked, and repeatedly called her at home. The employee, who was employed by Blackwater for only one week, was fired the day after she
told Vazquez that she would not meet him outside of work and that she wanted to keep things pro­fessional, the EEOC said.

Sexual harassment and retaliatory termination of employment violate Title VII of the Civil Rights Act of 1964. The EEOC filed its suit (EEOC v. Blackwater Protection & Detective Agency et al., Civil Action No. 1:18-cv-23938-DPG) in
U.S. District Court for the Southern District of Florida after first attempting to reach a pre-litigation settlement through its conciliation process.

Under the consent decree resolving the EEOC’s claims, Blackwater will pay $35,000 to the victim of harassment and retaliatory termination. Blackwater and its successor companies will retain an indepen­dent equal employment opportunity consultant
to receive and investigate complaints of sex discrimination, create a hotline to receive anonymous complaints of harassment, and create a sexual harassment policy to address the sexual harassment at issue in this lawsuit. The decree also provides
that managers and employ­ees at Blackwater and its successor companies receive in-person training on sexual harassment policies and laws, and that Asdel Vazquez will receive one-on-one in-person training.

“Asdel Vazquez created a sexually charged work environment at Blackwater,” said EEOC Regional Attorney Robert E. Weisberg. “This settlement and targeted relief seek to stop him from creating the same environment at other companies he owns and
manages.”

EEOC District Director Michael Farrell added, “This settlement should send a message to owners, corporate officials and upper-level managers who abuse their positions of power within a company. They are not above the laws prohibiting sexual
harassment in the workplace, and the EEOC will always remain vigilant in its efforts to identify and correct such abuses.”

The EEOC’s Miami District Office is comprised of the Miami, Tampa and San Juan EEOC offices, and has jurisdiction over Florida, Puerto Rico and the U.S. Virgin Islands.

The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by
subscribing to our email updates.

Viewpoint: Why Punishing Employee Mistakes Can Sabotage Your Company

SHRM has partnered with ChiefExecutive.net to bring you relevant articles on key HR topics and strategies.

When a little kid falls and skins his knee, he doesn’t drop his head and say, “I suck. I’m never going to try again.” His parents don’t scream at him, “How dare you trip?!” In business, however, people feel this way all the time. They’re fueled by the fear of making a costly mistake, so they avoid risks.

But they forget a vital lesson: Mistakes are useful. A report published in Scientific American found that our brains actually grow as we learn from our mistakes. They build paths that eventually lead to success if we leverage that information properly. In other words, we should celebrate mistakes because they get us one step closer to our desired outcome.

Mistakes, by their nature, are unintentional. They usually result from people sizing up a situation and going left when they should have gone right. Just don’t confuse genuine mistakes with irresponsibility, which is grounded in consistent carelessness. When people fear mistakes, they underachieve and underperform. 

Your team needs the confidence to be bold and fearless because that’s precisely where value is created. To celebrate your employees’ mistakes and help them be daring enough to fail, use these three strategies:

1. Build a safety net. Your employees should feel secure enough to take bold action. Meet with your team members to determine whether they feel welcome to share ideas and use their strengths and talents. In a trusting and engaging work environment, employees should feel less pressure to avoid mistakes.

One way I practice this is by supporting my employees as they lead client meetings. Many people are afraid to talk with a client when the boss is in the room because they’re worried about the review that could follow. Silencing employees, whether it’s intentional or not, prevents them from truly adding value. Encouraging employees to take risks helps them produce highly effective results, build their confidence, and develop their skills without fear of repercussions. 

2. Shine a light on imperfections. No one is perfect, and that’s OK. When your employees slip up, don’t reprimand them — recognize the mistake and turn it into a teaching moment.

For instance, an employee of mine thought I was going to read him the riot act after he sent out a not-so-great email. Instead, I told him to email the client back, openly admit the mistake, and fix the situation. The client trusted him even more because he acted authentically instead of creating a larger mess by trying to work around the mistake. Once you start treating errors as learning experiences, employees will feel brave enough to take the risks that yield the biggest rewards.

3. Open your own book. Your employees will never feel safe to make mistakes if they think you’re flawless. During every team meeting, I discuss my own faults because it shows people I’m working hard to affect change in myself and my practice. My openness permits them to be more candid with me, each other, and their clients. It also makes them more productive because they don’t have to spend as much time covering up errors.

We all make mistakes, but it’s not something to fear. Instead, make sure you and your employees learn from them and prevent irresponsible behavior going forward.

You can’t become the best if you never take risks. We learn by doing, experiencing and living — even if you did it wrong. Celebrate those falls, and show your employees how to stand up and get back in the game. Eventually, they’ll rise to their fullest potential.

Jonathan Keyser is the founder of KEYSER, a Scottsdale, Arizona-based commercial real estate broker. He’s also an author, thought leader and guest speaker on disruptive and service-oriented business practices.

This article is excerpted from www.ChiefExecutive.net with permission from Chief Executive. C 2019. All rights reserved.

How to Reconnect with Old Best Friends

Author: PeopleFinders on July 12th, 2019

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Making friends is an important part of your childhood, and it’s more than likely that you had a best friend throughout your formative years. High school is an especially big time, and many people form incredibly close friendships with high school friends.

However, as you grew and changed, you may have lost contact. Whether you moved away, the friend moved away, or you just got busy with work, school, family life, and other burdens, it’s not always easy to maintain contact with childhood friends, regardless of how close you were back in the day.

If you’ve started thinking about your old best friends, it may be worth it to try to reconnect. If you’re not quite sure how to get started, try one of these four tips:

1. Ask Mutual Friends

If you were best friends back in the day, you surely had some other friends that both of you were really close with; you don’t get to be best friends without having at least some crossover in your interactions.

Although it’s very common to lose contact with old friends throughout the years, there’s a decent chance that you still know at least a few of them, especially if you went to the same school or both stayed in the same town. Ask those friends if they’ve had any contact with your old best friend. Even if their information isn’t current contact information, whatever they can tell you may still be helpful.

2. Talk to Your Parents

Your parents likely have a pretty good memory of the people you were friends with when you were a child. As a youngster with a lot going on, you may be less likely to maintain long-term memories from your school days. However, parents tend to keep a close eye on who their kids are hanging around with, so they may remember important details.

Even better, there’s a chance that they’re still in contact with your friend’s parents, which can lead you right to a reconnection. Talking to your parents is similar to talking to your mutual friends; even if you don’t get a clear path to reconnecting, you can at least glean some additional details.

3. Try Social Media

In the modern era, social media is one of the most common ways that people find each other. Facebook has over two billion monthly users. With over a quarter of the world’s population on Facebook, there’s a serious chance that your old best friend will have a Facebook account and use it at least occasionally.

Start with the high school that the two of you went to; it may have a Facebook page, and your old friend may have connected his or her Facebook account to that page. If you know where the friend went to college, check that as well. You can also search the friend’s name or look up your mutual friends’ names to see if you can connect through them.

4. Use a People Search Engine

Public records are an incredibly useful tool when it comes to finding someone with whom you’ve lost contact. But many people don’t use them to their full potential. Part of the issue is that going through official channels can be incredibly time-consuming and annoying. With PeopleFinders, it may only take a few clicks.

When you use PeopleFinders to try and find contact information for old friends, you merely have to input their first and last name, as well as the city and state where you grew up, and then scroll through the results until you find the person you’re looking for. From there, you may be able to access fuller info, including their current contact and life information.

Conclusion

Reconnecting with your old childhood friend can be an incredible way to step back into your high school years. It’s likely that you and your friend went through quite a lot together, and you may have had each other’s backs in plenty of situations that you can think back on and laugh about now.

Instead of merely thinking about your school years, relive them with someone you care about by reconnecting with a lost best friend. When you use PeopleFinders, all the contact information you’re looking for may be just a few clicks away.

Image attribution: Dima Aslanian – stock.adobe.com

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Categorized in: People Search

Is Age a Part of Your Inclusion Strategy?

People are living longer, and there are more older people in the workforce and looking for work. The time is ripe for organizations to make age part of their diversity and inclusion strategies, noted panelists at The Future of Work for All Generations conference that AARP recently hosted in Washington, D.C.

“You do have to retire the word ‘retirement,’ ” said Julio Portalatin, vice chairman of global professional services firm Marsh & McLennan in New York City. “It is about different stages [of work and life] now … and our ability to reskill at those points.”

In fact, The Associated Press reported in June that seniors in major metropolitan areas—especially in the Northeast and around Washington, D.C.—are more likely to continue working past age 65 than those in other areas of the U.S. Those regions recovered better from the Great Recession, compared to the rest of the country, and tend to have jobs in government, finance, law and academia where seniors can work longer. The findings are based on an analysis of U.S. Census Bureau data by the AP-NORC Center for Public Affairs Research.

Additionally, Forbes reported in May that many Baby Boomers are embracing “unretirement”—either for monetary reasons or because they enjoy working—by reinventing themselves after trying retirement.

[SHRM members-only toolkit: Employing Older Workers]

At Marsh & McLennan, Portalatin said, retirees bid to work on client projects as consultants.

“They’re great at delivering [the product] because they’ve been doing it for decades,” he noted.

Panelist Geoff Pearman, founder and managing director and principal consultant at Partners in Change consultancy in New Zealand, advocated for transition pathways for older workers to ease out of work.

“Give them a new narrative and a new way about talking” about how they would like to use their skills and experience, rather than assuming they will stop working after a certain age, he said during the panel discussion.

That might involve, for example, phased retirement, working on more project-based assignments, less fast-paced work or more-flexible schedules.

“Retirement is old, linear thinking,” Pearman added, noting that some workers go into business for themselves after they supposedly “retire.” He advised employers to train team leaders and managers to have inclusive, honest conversations with older workers to learn what they want to do.

[SHRM Foundation resource page: The Aging Workforce]

However, there doesn’t seem to be a sense of urgency among organizations to find out what their older employees want out of work, Portalatin said. “There’s a lot of talk about [being age-inclusive] but not a lot of execution. I’m concerned we’re leaving the issue behind for others to solve.”

Rohini Anand, senior vice president of corporate responsibility and global chief diversity officer at Sodexo, said one initiative alone won’t solve the problem. Instead, companies have to change the culture. Sodexo has had success building an age-inclusive environment, she said, by:

  • Articulating a clear business case for having older workers.
  • Getting engagement and commitment from leadership. “[Age inclusivity] has to be driven from the top. It sends a strong message when leaders are engaged and making things happen. The same thing applies when you’re talking about age diversity,” Anand said.
  • Having clear metrics and accountability. She suggested linking performance management to some sort of diversity objective that includes age.
  • Employing a systemic, holistic strategy that addresses human capital at all ages, including age-neutral hiring and talent management, a succession plan to ensure knowledge transfer, and elimination of unconscious bias.

Portalatin advised HR professionals to regularly review the company handbook.

“Many of you would be amazed at how antiquated it is,” he said. “Your goals change every year, so why shouldn’t [your handbook]?”

Read this checklist for creating an age-inclusive workforce. 

EEOC Sues McDonald’s Franchise For Religious Discrimination

Longwood Restaurant Failed to Hire Applicant Because of His Beard, Federal Agency Charges in Lawsuit

ORLANDO, Fla. – Chalfont & Associates Group, Inc., owner of multiple McDonald’s restaur­ants in Central Florida, violated federal law when it refused to hire a job applicant who would not shave his beard due to his religious beliefs, the U.S.
Equal Employ­ment Opportunity Commission (EEOC) charged in a lawsuit filed today.

According to the EEOC’s lawsuit, a practicing Hasidic Jew applied for a part-time maintenance worker position at a McDonald’s in Longwood, Fla. During his interview, the hiring manager told the applicant he would be hired, but needed to shave his
beard to comply with McDonald’s grooming policy. McDonald’s grooming policy states “[a]ll employees must be completely clean shaven.” The applicant told the hiring manager he would not shave his beard due to his religious beliefs. The appli­cant
offered to wear a beard net as a solution, but was denied. 

Such alleged conduct violates Title VII of the Civil Rights Act of 1964 which prohibits dis­crimination based on religion and requires employers to reasonably accommodate an applicant’s or employee’s sincerely held religious beliefs, unless it
poses an undue hardship.

The EEOC filed suit in U.S. District Court for the Middle District of Florida, Orlando Division (EEOC v. Chalfont & Associates Group, Civil Action No. 6:19-cv-01304-PGB-GJK), after first attempting to reach a pre-litigation settlement through
its conciliation process. The EEOC seeks back pay, compensatory damages and punitive damages, as well as injunctive relief.

“The fact that McDonald’s has grooming policies does not exempt them from following the law,” said EEOC Regional Attorney Robert Weisberg. “McDonalds was aware the applicant could not shave his beard for religious reasons, but refused to
accommodate his religious beliefs. Employers should never force applicants to choose between their sincerely held religious beliefs, which can be reasonably accommodated, and earning a living.”

Michael Farrell, district director for the Miami District Office, said, “The employer’s conduct in this case was unjustified and unlawful. The EEOC consistently encourages employers to review their policies and practices to ensure they follow
federal mandates regarding workplace accommodations for religious beliefs and practices.”

The EEOC is responsible for enforcing federal laws against employment discrimination. The Miami District Office’s jurisdiction includes Florida, Puerto Rico and U.S. Virgin Islands.

The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by
subscribing to our email updates.

Understanding How Personal Data Is Shared

We understand the uncertainty around information sharing and we want to help you understand how we obtain information, where we get it from and how you can control it.

Pipl is a search engine, like Google or Bing, that consolidates publicly available people information found in both online and offline sources.

What kind of information is available on Pipl and how do you acquire it?

Pipl finds pieces of public information and consolidates it for you in one profile. This means that if the information is publicly available, both online and offline, we find it, consolidate it and present it in the people search engine results page.

The types of information we feature in a profile include:

  • Contact: name, addresses, emails, and phone numbers
  • Demographic: age, gender, education, and known associates
  • Professional: occupation, employment history
  • Social Media:  profiles, usernames
  • Other: Photos, blog posts, media & publication mentions

To find online information, the people search engine:

  1. Crawls and indexes public web pages that are accessible to everyone on the web (like any other search engine)
  2. Extracts information like names, phones and pictures from these pages
  3. Uses our proprietary technology to cluster the information into personal profiles

Who’s sharing personal information?

ONLINE INFORMATION

Anytime you create a profile on a website, you are sharing information online. This is not limited to just social networks like Facebook or Twitter– eCommerce sites, forums, blogs, etc., also collect your information.  All of these sites contain user profiles or public content related to users, meaning this information is free for the world to see.

OFFLINE INFORMATION

Offline sources include publicly available information in phone books, public records, business contact lists, marketing lists, and publications.

What control do I have over my personal information?

Most websites have customizable privacy settings to hide email addresses, telephone numbers, pictures, friends, or to remove your entire profile. Since Pipl provides only publicly available information to our users, updating your privacy settings will ensure your information is not included in our search results. Also, source websites, in most cases, will remove your information upon request. Once the data is removed from the source, a link should no longer appear in our results page.

The post Understanding How Personal Data Is Shared appeared first on Pipl.

Lack of Awareness, Poor Security Practices Pose Cyber Risks

Are your employees savvy about potential cybersecurity risks to ensure they’re using the Internet safely? How about being able to identify phishing threats or protecting data? 

Those are among the cybersecurity topics that employees from a variety of industries often answered incorrectly, according to an audit from cyber tech provider Proofpoint. Employees who had undergone security training were asked questions on 14 cybersecurity topics, including their understanding of unintentional and malicious insider threats.

Cybersecurity training must cover these topics regularly if employers hope to change workers’ behavior., Proofpoint said in its fifth annual State of the Phish 2019 report.

SHRM Online collected the following articles from its archives and other trusted news outlets on this topic.  

Employees Flub on 1 in 5 Cyber Training Questions 

A recent security awareness audit concluded that workers who take security training choose the right  answers to cybersecurity questions only 78 percent of the time. The findings are based on an analysis of questions Proofpoint asked its customers across a variety of industries. 

That’s not good enough. Organizations need to educate their workers to bolster their understanding of cybersecurity risks and issues, according to Proofpoint.

As cyber attackers increasingly focus their attention on people, not technical defenses, organizations should take a people-centric approach to cybersecurity, the company says in its State of the Phish report.
(MeriTalk)  

[SHRM members-only tools and templates: Laptop Security Policy]   

5 Top Cybersecurity Concerns for HR in 2019 

Security experts say there are a number of data security issues that human resource information technology leaders should pay close attention to this year. Here are their tips for minimizing risk.
(SHRM Online)  

The Growth of Ransomware Extortion Demands

Ransomware is becoming an increasingly common cause of cyber loss for businesses, according to the NAS Insurance 2019 Cyber Claims Digest. Findings are based on an analysis of 2018 claims data.

And costs go much further than just the ransom payment. Technical and legal expenses associated with negotiating and paying the ransom can triple or quadruple the cost of resolving the issue. It’s not uncommon for expenses to go beyond $70,000.
(Insurance Business Magazine)  

Viewpoint: Are Your Employees Really Engaging with Security Awareness Training? 

Does your organization have a formal security awareness and training program? I’m constantly surprised at how often the answer is an awkward and uncomfortable “no.” Implicit in the awkwardness is the recognition that such a program is a critical piece of a strong security strategy. Without awareness and training, it’s likely that security will not be front of mind for your end users—but that doesn’t mean that organizations with formal programs are effectively engaging their employees.
(Security Training)    

Five Strategies to Get Employee Buy-In For Security Awareness Training 

Last year, the FBI reported a staggering $12.5 billion has been lost due to e-mail fraud, underscoring the critical risk that exists each time  employees open their inboxes. A single weaponized e-mail could lead to a substantial data breach or financial loss.

But how can HR teams secure employee buy-in for cybersecurity best practices, while avoiding training burnout? The answer is empowerment.
(Forbes)

EEOC Opens Calendar Years 2017 and 2018 Pay Data Collection

WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) today opened a Web-based portal for the collection of pay and hours worked data for calendar years 2017 and 2018.  The URL for the portal is https://eeoccomp2.norc.org.

As ordered by the court’s recent decision in National Women’s Law Center, et al., v. Office of Management and Budget, et al., Civil Action No. 17-cv-2458 (D.D.C.), EEO-1 filers must submit Component 2 data for calendar year 2017, in addition to
Component 2 data for calendar year 2018, by Sept. 30, 2019.\

Employers, including federal contractors, are required to submit Component 2 compensation data for 2017 if they have 100 or more employees during the 2017 workforce snapshot period. Employers, including federal contractors, are required to submit
Component 2 compensation data for 2018 if they have 100 or more employees during the 2018 workforce snapshot period.  The workforce snapshot period is an employer-selected pay period between October 1 and December 31 of the reporting year.
Federal contractors and other private employers with fewer than 100 employees are not required to report Component 2 compensation data.

The EEOC has contracted with NORC at the University of Chicago to conduct the Component 2 EEO-1 Compensation Data Collection for 2017 and 2018.

In addition to the data collection portal available for all filers, a data file upload function and validation process is expected to be available no later than Aug. 15, 2019, as an alternative data collection method for employers who prefer to
utilize data file upload capability. Information regarding the data file upload function is available at https://eeoccomp2.norc.org.

Additional resources for filers, including Frequently Asked Questions (FAQs), Sample Data Collection Form, Instruction Booklet for Filers, User’s Guide, Fact Sheet, and more, are available at https://eeoccomp2.norc.org.

4 Tips for Traveling with Other Families on Vacation

Author: PeopleFinders on July 12th, 2019

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Summer vacations are a beloved time of bonding for many families. After all, the kids are out of school, plenty of vacation destinations run discounts, and other families are similarly taking vacations.

Going on your summer vacation with another family may be a great way for your kids to spend some time with their friends, and for you to get to know those friends’ parents. You may even be able to unlock group discounts with a larger vacation group.

However, just like when you’re traveling on your own, you need to take safety precautions when traveling in groups. Follow these tips to ensure that your vacation is as safe as possible.

Carry Digital Copies of Important Documents

When you’re on vacation, keep some of your important documents on hand. Especially if you’re outside the U.S., it’s important to have digital copies of passports, ID cards, tickets, confirmations, and insurance information.

Planning to have excursions with all the kids but not all the parents? You may also want to share handwritten statements from each parent that give the other parents permission to accompany children into amusement parks and other attractions.

You should back up all those documents on your phone, a computer, and a portable memory card, so you have as many copies as possible. A number of apps allow you to lock your photos behind a password. So, even if someone steals your phone, the thief can’t access those photos.

Stay Connected

Speaking of phones, make sure that every adult in your party is carrying a phone. You need to be able to contact one another, especially if something goes wrong. And don’t merely ensure that each person has a phone; make sure that the phones are charged and ready to go.

Encourage people to charge their phones before they go to sleep. And buy portable chargers, so you can charge on the go if you start running out of juice. If your kids are old enough to have cell phones, do the same thing for them as well.

For international expeditions, purchasing multiple international plans might not be feasible. Don’t worry, though; there are other ways to get international phone service.

Be Careful About Your Social Media Presence

Sharing photos and videos about your trip on social media can definitely be a great way to preserve your memories and connect with the people you love who aren’t with you on the trip. However, you should make sure that you think about what you’re posting before you post it. Letting the world know that your home is currently empty might invite robbery.

The best option is to keep your social media profiles private, so only approved people can see your posts and photos. But even public profiles can keep you safe as long as you’re careful.

Vet Other Adults in Your Party

When you invite another family on your vacation, you’ll probably know them pretty well. And if you know them well enough to have them come with you, you probably trust them to an extent. Or, at least, you think you can…. Alternately, dual vacations can actually be a great way to get to know a family you don’t know all too well, especially if your children are already friends.

In either case, a great way to try and make sure that the other family is safe for your children to be around is to use a site like PeopleFinders.

PeopleFinders makes it easier to find out if someone is safe. Just get a full name, and then perform a background check. PeopleFinders may help you find out if a member of the other family has a hidden criminal history. If you find out that he or she has previously been arrested for or convicted of violent crimes, you can rethink your decision to invite that other family on your family trip.

Conclusion

A multi-family vacation can be incredibly fun. You get to have other parents there to help corral the children, your kids get to have fun with other kids their age, and everyone gets to know each other a little better.

Just like any other vacation, however, it’s important to think about safety first. Before you start planning your vacation, you should check out the adults with PeopleFinders to make sure that you and your family will be safe.

Keep safe in all aspects of your life by checking out the other content in the PeopleFinders blog.

image attribution: Zarya Maxim – stock.adobe.com

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Categorized in: Culture