Workplace Bullying and Harassment: What’s the Difference?

As HR professionals strive to ensure a safe and inclusive workplace for everyone, they should note that some harmful bullying behaviors that aren't technically unlawful harassment can still be addressed in a workplace civility policy.

An employer's policies can be more protective of employees than the law can, said Ann Fromholz, an attorney with The Fromholz Firm in Pasadena, Calif. "If having a workplace free from bullying is important to employers, they can go a long way to achieving that by modeling behavior, having a good policy and enforcing that policy."

Click Here to read more: Workplace Bullying

Source: Society for Human Resource Management (SHRM)

Harassment and Employer Liability for Harassment

Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA).

Harassment is unwelcome conduct that is based on race, color, religion, sex (including sexual orientation, gender identity, or pregnancy), national origin, older age (beginning at age 40), disability, or genetic information (including family medical history). Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit under these laws; or opposing employment practices that they reasonably believe discriminate against individuals, in violation of these laws.

Click Here to read more: EEOC - Harassment

Source: Equal Employment Opportunity Commission (EEOC)

Salary Negotiation Tips

I was recently asked for advice on negotiating a salary offer.  Here are four key points to keep in mind as you go through a hiring process:

1. Conduct Market Salary Research - Do your homework. Make sure you know what the market salary is in advance of the interview. 

2. Never Disclose your Salary First - Allowing the Recruiter to provide you with the salary range positions you to negotiate the best salary.

3. Effectively Negotiating Your Salary - ALWAYS Negotiate. Never accept an initial offer without attempting to negotiate for more money or other perks - such as vacation, sign on bonus, etc. 

4. Don’t be Afraid to Say No: No matter how tempting it may appear, DO NOT sell yourself short. 

Trust and believe, if you are deemed to be the most suitable candidate for the position, they will pay you what you’re worth.  For more information, schedule a coaching consultation at: https://www.virtuouscsllc.com/new-products.

Earnings Disparities by Race and Ethnicity

I had a conversation with a few women recently about the pay difference between White and Black workers in the United States. 

Did you know that for every $1.00 earned by White workers, Black workers earn $.76 and Hispanic/Latino workers earn even less, at $.73?

Tip: Before you accept an offer, make every effort to negotiate the best total compensation/rewards package (i.e., salary, bonus, equity, benefits, etc) you can. Once you are hired, it can be extremely difficult to obtain a salary adjustment. 

For more information on the Earnings Disparities by Race and Ethnicity visit: Earnings Disparities by Race and Ethnicity.

SMART Goals

Sometimes we set goals and don't stick to them for various reasons. Maybe the goals aren't specific or a bit too lofty. This is why SMART goals may be the best approach. SMART goals help you stay on course with achieving your goals. 

If you're struggling to establish or are unable to stay on track, Virtuous Consulting Services, LLC can help you. Contact us today for a consultation.

Protected Class - Know The Law

A protected class can be described as individuals or groups covered under federal or state anti-discrimination law. These include but are not limited to: Women, Blacks/African Americans, Hispanics/Latinos, American Indians/Alaska Natives, Asians, Native Hawaiians/Other Pacific Islanders, other groups related to National Origin, people over the age of 40, disabled, religious groups as well as Veterans.

The Equal Employment Opportunity Commission is a federal anti-discrimination legislation that was established over 40 years ago. It states that employers should not make employment decisions based on an applicant's: race, age, color, military/veteran status, sex, ethnicity, religion or disability status.

Employment decisions must be job related and nothing more.  In a court of law, ignorance or a lack of knowledge is not a defense.

Contact us if you're interested in learning more about this topic.

Age Discrimination as Defined by the U.S. Equal Employment Opportunity Commission

Age discrimination involves treating someone (an applicant or employee) less favorably because of his or her age.

The Age Discrimination in Employment Act (ADEA) only forbids age discrimination against people who are age 40 or older. It does not protect workers under the age of 40, although some states do have laws that protect younger workers from age discrimination.

It is not illegal for an employer or other covered entity to favor an older worker over a younger one, even if both workers are age 40 or older.

Discrimination can occur when the victim and the person who inflicted the discrimination are both over 40.

#antidiscrimination #stopharassment #antiharassment #equaltreatment #stopbullying

Glass Ceiling

A situation in which minorities and women are blocked by an invisible barrier and prevented from achieving senior executive level positions.

Have you hit the glass ceiling and not sure where to turn? Contact us for a free 15 minute consultation. 

#antidiscrimination #equality #fairtreatment #equalrightsforallemployees #womenrights

Your Rights as an Employee

Employee Rights Legislation are federal laws and regulations enacted with the intent to combat discrimination.

Although these laws and regulations were implemented over 40 years ago, there are instances in which employees continue to be subjected to workplace harassment and/or discrimination.

Do you know what to do if you experience workplace harassment and/or discrimination?

Interested in learning more? Contact us today for a consultation.

#knowyourrights

Title VII of the Civil Rights Act of 1964

Title VII of the Civil Rights Act of 1964 was signed into law by President Lyndon B. Johnson on July 2, 1964.

It is a landmark civil rights and United States labor law that outlaws discrimination based on race, color, religion, sex or national origin.

It ended unequal application of voter registration requirements and racial segregation in schools, at the workplace and by facilities that served the general public.

#antidiscrimination #stopdiscrimination #fairtreatment #equality 

Resume Fact

Are you in the market for a new job and in need of a professionally prepared cover letter and/or resume? Contact us today for a consultation.

#resume #resumewrite #resumeexpert #curriculumvitate #results

Harassment as Defined by the U.S. Equal Employment Opportunity Commission

Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA).

Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit under these laws; or opposing employment practices that they reasonably believe discriminate against individuals, in violation of these laws.

Petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of illegality. To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people.

Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance. Harassment can occur in a variety of circumstances, including, but not limited to, the following:

•The harasser can be the victim's supervisor, a supervisor in another area, an agent of the employer, a co-worker, or a non-employee.
•The victim does not have to be the person harassed, but can be anyone affected by the offensive conduct.
•Unlawful harassment may occur without economic injury to, or discharge of, the victim.

#antidiscrimination #stopharassment #antiharassment #equaltreatment #stopbullying

Vicarious Liability

Vicarious Liability is a legal doctrine under which a party can be held liable for the wrongful actions of another party. As a result of this doctrine, employers are legally responsible for the discriminatory actions of their employees.

#antidiscrimination #stopharassment #antiharassment #equaltreatment #stopbullying

Say No to Discrimination

Are you a victim of workplace discrimination and unsure of how to handle the situation? Contact us for a confidential consultation. #harassment #bullying #stopdiscrimination
 

Ban the Box

I'm often asked whether candidates with a criminal background eligible for hire. I'm pleased to inform you the answer is, YES!

There is an initiative called Ban the Box which advocates for ex-offenders. Ban the Box is aimed at persuading employers to remove from their hiring applications the check box that asks if applicants have a criminal record. Its purpose is to enable ex-offenders to display their qualifications in the hiring process before being asked about their criminal records. It is only after an interview has been conducted or a provisional offer has been extended that an employer can inquire about a criminal history.

This initiative was implemented as a mechanism to mitigate discriminatory bias against individuals with a criminal background.

As you can imagine, it's extremely difficult for people to reintegrate themselves into society after getting released from prison. That's especially true if they're unable to find jobs that will allow them to support themselves and/or their families without the need to resort to criminal activity. 

Although there has been a great deal of controversy on this topic, I am of the strong belief that everyone deserves a second chance. 

If you're interested in learning more about this topic, feel free to contact us. #banthebox #equality #fairchancehiring #secondchances #stopdiscrimintation

Managers Who Lack Leadership Skills

An incompetent manager can destroy a team and force stellar employees to leave the organization or adversely impact morale. Just because someone is superstar as an individual contributor does not mean they will be a superstar as a manager. #manager101 #highturnover #lowmorale #knowthedifference

Top 3 Ways Employees Quit Their Jobs

According to research featured in the Journal of Applied Psychology; nearly 68% of resignations are done in the following manner:

1. By the book (31%) - face to face meeting with the manager, providing a standard notice and an explanation for resignation

2. Perfunctory (23.5%) - shorter face to face meeting with the manager and no explanation for resignation

3. Avoidant (12.7%) - employees tell everyone about their intent to leave except their immediate boss

It's important to note, negative resignation styles tend to shed light on organizational issues that may require immediate attention.

Social Media Resumes

Be careful of what you share on social media as it could come back to haunt you (in more than one way). As it relates to employment, most prospective employers have the ability to "check out" your social media profile. 

As a seasoned HR Professional, it's disappointing to see some of the foolishness posted. Based on this, I totally understand why your application/resume call back rate is slim to none. The next time you apply for a position and are notified that "a more suitable candidate has been identified", ask yourself if your social media status could've played a role in that decision. 

Organizations will not jeopardize their reputation and will do whatever is necessary to avoid embarrassment. Keep it professional. 

If you don't respect yourself, you shouldn't expect others to respect you either. 

#socialmediadrama #professionalism #image #credibility #selflove #selfesteem #selfrespect

 

Resume

Has your resume landed you the job of your dreams? If not, maybe it's time to hire an expert. 

#resume #resumewriter #resumeexpert #curriculumvitate #results

Pay Concerns

Have you ever been in a situation in which you performed the same/similar work, had the same (or more) credentials (knowledge, skills, abilities and education) and years of service as your peer group but YOU were paid less?

If this were to happen to you, would you know what steps to take to get resolution? If you answered "no", contact us today for more information.

#wagedisparity #equalpayforequalwork #howtogetyourmoney