My new book about bullying and harassment in the workplace has just been released. The title of the book is “How to stand up to workplace bullying and take on an unjust employer”. Bullying and harassment in the workplace is a critical issue in our society today affecting countless individuals around the country. In many cases it has caused significant distress for affected employees, ultimately leading to depression and other serious related mental health disorders.

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We all get angry from time-to-time. Sometimes our anger is righteous, that is to say it is justifiable and other times without valid cause. For instance, imagine your child is late returning from an evening basketball game. He does not call to let you know that the game went into overtime.  You’re unable to reach him and become fearful that something awful may have happened to him. It was also agreed upon that he would

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These last two weeks we have been delving into Affirmative Action. Let’s assume your company is a federal contractor — or sub-contractor–and is therefore subject to Affirmative Action requirements. (Click here and here to review those definitions.) You must then solicit race, ethnicity and gender data from all “applicants” for employment. There is no specific time at or by which the contractor must do so, however. You may even voluntarily solicit the same data from job seekers who are

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Life doesn’t always turn out the way we’d like. When situations take an unfavorable turn, we become upset, frustrated, or angry. When others don’t agree with us, live their life the way we think they should, or act in a manner we find disturbing, anger is a typical response. With the exception a few extreme circumstance, an angry reaction rarely improves the situation or endears us to the other party. For the most part, humans

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Last week we looked at how the Affirmative Action regulations’ and OFCCP define an “applicant”, or more specifically, an Internet Applicant, under the Internet Applicant Rule. (Click here if you missed that.)  It comes with significant recordkeeping requirements. If you are a federal (sub-) contractor, it therefore warrants your full attention. Suppose you, choose to use software to track individual applicants, resumes and other phases of pre-employment screening, aka an Applicant Tracking System (ATS). You could still

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