Showing posts with label discrimination. Show all posts
Showing posts with label discrimination. Show all posts

Friday, May 10, 2013

5 Ways to Make Video Conference Calls More Productive


1. Learn a few stealth moves.

If you decide to leave the room during the call, make sure it’s during a time when no one will notice. When you’re the next one on the agenda, it will be fairly obvious to everyone on the call that you’ve left your computer.

2. Type softly.

A few times throughout the call I took notes. The good part is that when we finished, I had clear notes about what we discussed. The bad part is that I usually hit the keys too hard (bad habit) which can be hard on everyone’s ears.

Click here to continue reading

CEO Council Demands Cuts To Poor, Elderly While Reaping Billions In Government Contracts, Tax Breaks

WASHINGTON — The corporate CEOs who have made a high-profile foray into deficit negotiations have themselves been substantially responsible for the size of the deficit they now want closed.
The companies represented by executives working with the Campaign To Fix The Debt have received trillions in federal war contracts, subsidies and bailouts, as well as specialized tax breaks and loopholes that virtually eliminate the companies’ tax bills.

Click here to continue reading

Wednesday, May 1, 2013

ESCO Corporation Portland Oregon: Discrimination in the workplace


Fairness and privacy rights in the workplace are important issues! No one should be treated differently because they don’t have an certain title, work in a certain department, or have a relative in high places. Company policies should be applicable for all employees. Companies should also offer compassion and options when their employees have circumstances that may put their job in jeopardy.

Click here to continue reading

ESCO Corporation discriminates against its employees

Portland, Oregon: On September 5th, 2012, ESCO Corporation told their employees that the company was conducting a “universal” drug screening test and that all employees would have to participate on that day.

1. Universal implies that everyone is under the same policy and rules and should have been included in the procedure. Many upper management and various other employees were exempt from the procedure and not tested.

2. Privacy rights were broken when the company conducted their screenings in a group setting. This allowed everyone to see who passed or failed as the HR person escorted those who failed away. Employees also had the ability to visually see other employee test samples that were under suspect.

Click here to continue reading

ESCO Corporation chooses employee termination over layoffs, another effect of Obamacare?

How does a company decide the best method of attack when they need to “thin the herd” in these tough times, and where do they point the blame finger at?
Headquartered in Portland, Oregon, ESCO Corporation is a leading manufacturer of high-quality products for mining, construction, wood processing, rock crushing, dredging and other industrial industries. With Obamacare hovering over them, production numbers down, and a major customer pulling out, panic set in and they created a disastrous plan of action.

Click here to continue reading

Fact Sheet: The Wage Gap for Women The Consequences of Workplace Pay Inequity for Women in America


The Lilly Ledbetter Fair Pay Act, named after Lilly Ledbetter, left, was a step forward, but it fails to get to the root of the problem. The Paycheck Fairness Act would outlaw workplace policies that make disclosing one’s salary a cause for being fired.

Americans are working hard to pay their bills and take care of their families, yet too many employers make it impossible to juggle those work and family obligations. The danger of losing a job or missing a promotion because of illness, pregnancy, or taking care of loved ones when so many companies are focused solely on the bottom line leaves too many moms and dads having to choose between their jobs and their families.

Click here to continue reading

Wednesday, April 24, 2013

Portland couple use Change.org to petition against brutal actions of ESCO Corporation


Cancer victim and family use social media platforms to bring awareness to the public and fight back.

Portland, OR  (PRBuzz.com) December 11, 2012 — One family in Portland is looking for justice. Paul and Holly Hicks were shown no mercy or compassion when the company that Paul worked for, ESCO Corporation, promptly removed him from his position. The family now has no way of continuing treatment for Holly’s cancer. The couple is petitioning the company to provide Paul, and employees like him, with the unemployment benefits that they are denying.

Click here to continue reading

Women Haven’t Gained A Larger Share Of Corporate Board Seats In Seven Years


In addition to grappling with a persistent pay gap, working women also have to deal with extreme difficulty ascending to powerful corporate positions, according to a report by the research organization Catalyst. As Bryce Covert explained at The Nation:
Women held just over 14 percent of executive officer positions at Fortune 500 companies this year and 16.6 percent of board seats at the same. Adding insult to injury, an even smaller percent of those female executive officers are counted among the highest earners—less than 8 percent of the top earner positions were held by women. Meanwhile, a full quarter of these companies simply had no women executive officers at all and one-tenth had no women directors on their boards. [...]
Did this year represent a step forward? Not even close. Women’s share of these positions went up by a mere half of a percentage point or less last year. Even worse, 2012 was the seventh consecutive year in which we haven’t seen any growth in board seats and the third year of stagnation in the C-suite.
 Click here to continue reading

What to Do If You are Discriminated Against in the Workplace?

Dealing with discrimination in the workplace is a stressful situation. Unfortunately, it is also often stressful to determine how to respond to the discrimination. But by understanding how to respond to discrimination and the appropriate steps to report the discrimination, you can work to take control of a bad situation and to correct the problem.

Documentation

Many employees fail to take action after an act of discrimination takes place, hoping that the problem will go away. Regardless of whether an employee decides to take immediate action or wait to see if the problem continues, the employee should begin documenting the discriminatory acts. When documenting the discrimination, the employee should note what happened and who did it. The employee should also note the day and time of the event and any witnesses. Employees should understand that some laws require the reporting of the discriminatory act within a specific time period.

Click here to continue reading
 
 

Work it Out: Getting Along with Co-Workers






Whether it’s a co-worker who bulldozes us during staff meetings and shoots down every new idea, or several colleagues who make up a clique outsiders just can’t break into, we’ve all had to work with people we simply don’t like. They can turn a job you otherwise enjoy into your own daily personal hell.


Some perspective is in order. While your co-worker’s behavior may feel like a personal affront you did nothing to deserve, he or she may feel affronted, too, says Andy Selig, ScD, a management and organizational psychologist who often mediates tense workplace relations. “Most of the time, all the protagonists involved feel like victims,” he says.

Why Co-Workers Don’t Like You


Your co-workers are judging you. Beneath a veneer of professional collegiality, they’re taking note of the mess on your desk, how loudly you chew, even your word choices.

Obviously, serious misconduct such as discrimination and harassment can lead to a job loss. But small irritants can hurt productivity and build walls between co-workers.

“Those little annoyances, like having a really sloppy work area or being a disgusting desk eater, can loom large,” says Charles Purdy, senior editor at jobs site Monster.com.

Apple supplier Foxconn sees profits drop due to higher employee costs


Score one for human rights, zero for an Apple supplier’s bottom line. Foxconn parent company Hon Hai Precision Industry posted lower profits than usual in the first quarter of 2012 due to higher employee costs.

These costs are directly related to fair labor audits prompted by Apple. The manufacturer’s profit margin, while still robust, slid from 7.25 percent in 2011 to 4 percent in 2012.

At the beginning of the year, a bombshell report revealed Apple’s suppliers were engaging in wildly unfair labor practices, up to and including child labor and even slave labor. Other issues included non-payment or late payment of workers, environmental hazards, and worse.

Click here to continue reading

The Value of Investing in Employees Health

These days employees are often not bound by the 40-hour per week convention and work stress can extend well after you’ve clocked out. Although it is not the responsibility of employers to offer support to their workforce after hours, employees health during the work day is something that a company should concentrate on wherever possible.
There are certain responsibilities that companies should take on board with regard to health of employees.
The reasons employers might shy away from such practices is obviously because of the cost to the company. Providing various health-centred services for employees and promoting social wellness is not mandatory from a legal standpoint but studies have shown how this approach should invariably be a fruitful one. Employees are much more likely to increase productivity if they adopt a healthier lifestyle thanks to work initiatives.

Click here to continue reading

Here’s to the next half-century – It’s taking a long time, but things are getting better


“WOMEN ARE NOT at the top anywhere,” says Herminia Ibarra, a professor at the INSEAD business school near Paris. “Many get on the high-potential list and then languish there for ever.” That is broadly true not only in business but also in politics, academia, law, medicine, the arts and almost any other field you care to mention.

In parliaments across the world women on average hold just 20% of the seats (see chart 6), though again the Nordics do much better. In Finland—one of the first countries to give them the vote, in 1906—women have at various times held more than half the ministerial jobs. The prime minister one back was a woman and so is the current president, Tarja Halonen, the first female to hold the post. A lawyer, doughty fighter for women’s rights and single mother, she is nearing the end of her second and final term of office but would like to see another woman president soon: “Once is not enough.” Elsewhere too female political leaders are becoming less unusual—think of Germany’s Angela Merkel, Brazil’s Dilma Rousseff, Australia’s Julia Gillard or Liberia’s Ellen Johnson Sirleaf—but still far from common.

Click here to continue reading

Workers lament ‘unfair treatment’






WINDHOEK – Hochland Park Spar is again in the spotlight, after several of its employees alleged they are victims of racism and bad treatment by management.


Brigitte Zaire, a cashier at the Tops Bottle Store section of the store, claimed that she was unfairly suspended on January 13, for allegedly allowing another employee to work on her till.

The unauthorised employee would have put at risk the company’s money while compromising its standards, it is alleged.

Click here to continue reading

Australia: Employer’s conduct “inexplicable” and extensions of time for unfair dismissal application allowed


A recent decision of Fair Work Australia acknowledges that an extension of time may be given for an unfair dismissal application where there is inaction from the employer after the dismissal has taken effect. Employers should therefore consider what action needs to be taken should a dismissed employee question their dismissal within 14 days of the termination taking effect.

In the case of Paul Wybrott v Veolia Environmental Services (VES) (29 March 2012), Mr Wybrott made an application for unfair dismissal some 22 days after his employment with VES was terminated for serious misconduct. This was eight days beyond the 14-day time limit set out in the Fair Work Act 2009 (Cth) for making such an application. However, despite the usual rigidity applied in such cases, Commissioner Bissett exercised her discretion and granted Mr Wybrott an appropriate extension of time for making the application given the reason for the delay and the actions taken by Mr Wybrott to dispute his dismissal.

Click here to continue reading

Employers engaged in anti-union activities, unfair labour practices *Draft national policy addresses archaic labour laws, but employers seen violating labour rights


While there is a need to reform archaic labour laws, enforcement must be strengthened as a matter of priority as workers are increasingly being discouraged from forming trade unions with employers resorting to anti-union activities and unfair labour practices, especially in the export processing zones, while threats to employment surface in the economy, a draft policy document spearheaded by the Senior Ministers’ Secretariat says.

The second draft of the proposed ‘National Policy on Human Resources and Employment’ was shared with a wide-range of stakeholders last week.

Click here to continue reading

Wobblies and unfair labor practices


We stand up against the boss, demanding change and stopping work. The boss fires us. We immediately mobilize, rushing to…the office of some government lawyer. What’s wrong with this picture?

When private sector employers in the United States break the law, workers can file what is known as an Unfair Labor Practice (ULP) charge with the National Labor Relations Board (NLRB). Violations include threatening or retaliating against workers for lawful union activity or for acting as a group without a union, also known as “protected concerted activity.” When found guilty of a ULP, an employer may face various penalties, like an order to reinstate a fired worker with back pay.

There are many examples of the Wobblies using ULPs. The charges filed against Starbucks eventually led to a fired worker’s reinstatement. In Minneapolis, charges were filed against Jimmy John’s after a failed union election in 2010, and again last year when the company fired six union members. The NLRB nullified the election due to management’s illegal behavior. The illegal firing charges were won in court, but the employer appealed and the appeals process could take years.

Click here to continue reading

PL accuses government of treating workers unfairly


Labour MP Evarist Bartolo says government workers within the education sector were unfairly treated after being left in the dark over their employment security.

Labour spokesperson on education Evarist Bartolo said that the government treated employees within the Examinations Department and Matsec Board unjustly, by failing to keep them informed regarding their job security.

Click here to continue reading

Employment law reforms are licence to treat people badly – and still pay less


The government have already made it more difficult to claim unfair dismissal: an employee now needs two years’ service instead of one before they can bring a claim. This was no great surprise – it was two years from 1980 to 1999, when Labour reduced it to one year.

Then they considered doing away with unfair dismissal claims altogether and replacing them with “no fault dismissal” ie fixed compensation for dismissal, at a much lower level than present, without any need to establish unfairness. This was suggested in a report by the venture capitalist and Wonga investor Adrian Beecroft who happens to have given over half a million pounds to the Conservatives in the last five years.

Click here to continue reading