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SEXUAL HARASSMENT TRAINING IS NOT ENOUGH

By Greg Wilson, CEO Workforce Consultants

 

Famous Movie and Television Stars, Giant Movie Producers and Leaders, Big Time CEOs and Everyday Supervisors alike have had their lives altered by their aggressive power moves against women (and men) in less powerful positions.  Perhaps the recent headline news of Bill Cosby, Bill O’Reilly and Harvey Weinstein have changed the conversation, but Sexual Harassment has been around forever. While the federal regulatory agency, U.S. Equal Employment Opportunity Commission (EEOC) reports about 13,000 alleged Sexual Harassment claims, per year, some estimate that 90% of pervasive acts of Sexual and Unlawful Harassment never see the light of day…they are unreported.  Victims learn to live with workplace bullshit. As long as Institutions are too afraid to establish Zero tolerance of such acts, I’m afraid that such unspeakable actions will continue.  I applaud California. Since August 2007, AB 1825 has required 2 hours of Interactive Supervisor Training has been a mandatory requirement for companies with 50 or more employees. Well then, why have we not exterminated Sexual and other Unlawful Harassment over the past 10 years?  My experience as a leader in Business and Human Resources and as an Observer in human interaction suggests two major reasons:

 

 

  1. Fearless. People in Power believe they are “Untouchable” and will do whatever they want, even at the expense of trapping less powerful people to feeling helpless and not believable enough to formally complain
  2. Institutional Protection for valuable Personnel with an implied agenda to cover-up such pervasive behavior that is Unlawful and Unethical

 

I place a great deal of responsibility for this problem squarely on the desk of Human Resources Professionals.  I remember as a young HR Professional a speaker that I heard at a seminar suggested that if HR Professionals work for an organization where the HR Professional is powerless to protect the employees from anyone and everyone that acts in an unethical manner, that HR Leader must take a firm and assertive position against a negligent culture and Leaders, including the CEO….even at the expense of losing their job.  I do not remember where I heard that message, but I clearly remember her message that has stuck with me for my entire career. 

 

While California takes a leadership position with requirements for training.  I submit that most Unethical and Unlawful Aggressors have been trained many times on the topic of Sexual and Unlawful Harassment.  I do not believe the training alone will not scratch the surface of changing a culture that allows valuable people to feel untouchable for bad behavior.  Clear and Decisive Actions however will eliminate such behavior.

 

Does your organization understand how to eliminate Unlawful and Unethical behavior on a permanent basis?  As a Business or Institutional Leader, I would like to invite to schedule a complimentary meeting session with me to discuss a comprehensive program to shift your culture and eliminate the threat of Sexual and Unlawful Harassment.

 

Greg Wilson

559-670-1524, extension #10

Greg@WorkforceConsultants.us

 

 

 

L.A. Tops in Nation for Most Stressful Commute: Survey

By Howard Fine, Los Angeles Business Journal

Los Angeles is the worst city in the nation for stressful commutes, even though it only ranks eighth for the longest average commute, according to a survey released Tuesday from Menlo Park staffing firm Robert Half International. Los Angeles ranked No. 1 for most stressful commute in the survey, followed by Miami, Phoenix, San Francisco and Austin, Texas. But the average round-trip commute time of Los Angeles-area respondents was only 54 minutes, placing it No. 8, well behind the 60-minute average experienced by respondents around Washington, D.C. San Francisco, Chicago, New York and Dallas all had longer commute times than Los Angeles.

 

 

More than 2,700 workers in 27 U.S. markets were surveyed last month to determine average commute times and the cities with commutes that generated the highest stress levels. The findings in the survey suggest that the length of commute is not the only factor – and often not the most important factor – in stress levels of commuters.

 

“In big cities like Los Angeles, professionals may have come to expect a long travel time and take it in stride – especially if it has become part of their daily routine,” Brandi Britton, district president for Robert Half in the greater Los Angeles area, said in an email. “Aside from the length of the commute, there are several other factors that can lead to stress – such as a poor public transportation system, traffic congestion, weather and frequent construction projects. Some would argue experiencing these obstacles regularly would be more stressful than simply a long commute.”

 

 

 

 

The Rise Of Employee Religious Discrimination Claims

By Barbara Hoey and Alyssa Smilowitz, Law 360

 

Title VII of the Civil Rights Act prohibits discrimination based on race, color, sex, national origin and religion. While the first four categories often dominate the news headlines and court dockets, the fifth category — RELIGION— should not be underestimated.    

 

 

Possibly due to the U.S. Supreme Court’s June 2015 Abercrombie decision — a religious accommodation case — or the increasing focus on immigration laws and the challenges faced by people of different religions and ethnicities seeking to assimilate into the U.S., many employers are seeing an increase in requests for religious accommodations.

 

 

 

Immigration Cop Wants To Quadruple Workplace Enforcement

By Jimmy Hoover, Law 360

 

The acting director of U.S. Immigration and Customs Enforcement said Tuesday he has given instructions to ramp up immigration enforcement at workplaces by four to five times current levels, reversing a slowdown that took place toward the end of President Barack Obama’s tenure.
 

 


ICE’s acting chief Thomas Homan said his agency is going to “significantly increase” the number of worksite inspections, where agents comb through an employer’s Form I-9s, or worker eligibility records, and start prosecuting more businesses that knowingly hire undocumented immigrants..

 

 

 

 

WHAT WE DO AT WORKFORCE CONSULTANTS

 

We are a Professional, comprehensive Human Resources firm that keep our clients informed on important HR-Business matters and we support them based on their individual unique needs – we are not a one size fit all payroll company that sprinkles in a little HR support to check off the boxes.

 

At Workforce Consultants we have a team of highly trained and experience Professionals in HR, OD, Legal and Risk.  We provide:

 

  • Fundamental HR, Policies, Administration, Payroll, and Insurance Services
  • Custom Project Development in Human Resources, Risk Management, Recruitment and Legal Compliance
  • Organization Development and Leadership Training and Development
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