Interview Tips

1. Research the company and interviewers via company website, LinkedIn or conduct a Google search
2. Dress appropriately
3. Arrive early
4. Turn off your cellphone
5. Greet the interviewer with a firm handshake
6. Be engaged in the discussion
7. Be honest - experienced interviewers will know if you're dishonest
8. Respond succinctly, don't ramble
9. Ask thoughtful questions
10. Follow-up promptly

#eprepared #beconfident #beyourself

Be Confident.jpg

Unsafe Work Conditions

Safety First.jpg

A worker can refuse to work if he or she has reason to believe that: ... any machine, equipment or tool that the worker is using, or the physical condition of the workplace, contravenes the Act or regulations and is likely to endanger himself or herself or another.

If an employer retaliates against an employee for refusing to perform the dangerous work, contact the Occupational Safety and Health Administration (OSHA) immediately. Complaints of retaliation must be made to OSHA within 30 days of the alleged reprisal. To contact OSHA call 1-800-321-OSHA (6742) and ask to be connected to your closest area office. No form is required to file a discrimination complaint, but you must call OSHA.

An employee should never be subjected to an unsafe work environment ... period!!! #osha #knowyourrights #employeerights


Equal Rights

It’s mind blowing that people will go out of their way to make a concerted effort to find 100 excuses to justify someone’s incompetence. Conversely, when someone of a different #race or #gender is “misunderstood”, there is a rush to judgment and an attempt to quickly crucify that individual. It might be time to help with the removal of those rose colored lenses.  #equalitymatters #equalrightsforall

Make Equality Reality.jpg

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


Employment Tip

When applying for employment, honesty is important. Just because you received an employment offer doesn't mean the process is completed. It's not final until the pre-employment process (i.e., background check/drug screening, etc) is satisfactorily completed. If adverse information is discovered during the background check, it may be deemed "too risky" to proceed, thus the offer can be rescinded.

By demonstrating a high level of integrity, you'll save yourse...lf from disappointment and embarrassment.

If you have employment related questions, contact us today for a confidential consultation.

#employment101 #employerrights #employeerights #knowyourrights

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

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

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

Age Discrimination.jpg

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


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

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.


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