Raven D.’s Post

**Bullying post day 2** I’ve received several DM’s commenting on my post and on abuse in the workplace. A few I think you’ll find very interesting. These are copy/pasted and condensed for space — What do you think? 1. “I saw your post about the “bully” and wanted to caution you about posting employment practices information like this publicly. You could be sued for improper termination (anyone can be sued for anything, but proving allegations in court is a different matter) as well as defamation by the terminated employee.… I’m not against holding people accountable, but talking about it publicly can potentially expose you to a bad actor. In fact, it may not be a good idea to post my message because this bully may be running with his tail tucked, as bullies do when they get punched back, without any idea that employment related issues can be actionable. May be best to let sleeping dogs lie…” 2. “I’m reaching out about your post on supervisor bullying. This is a current issue for husband. His supervisor is bullying even on socials. Everyone is scared to get fired if spoken upwhat do you advise… Yeah that’s what we worry about. Job security. The new supervisor has already demoted and taken from so many colleagues and continues to get away with it. Even bragged about how many employees have died under his command it’s strange how it’s still a thing HR has to know” 3. “Didn’t want to answer publically but i have stood up to that before for a team of ten I lead and first the HR manager was fired when i went to him, then I was a few months later” 4. “I just want to thank you for your transparency, and for speaking up for those of us women who don’t feel like they can. I know you didn’t post it for bragging rights but it’s refreshing to see humans advocating for one another.” 5. “first you recognized the problem and you acted. I have been in those places where performance outweighed the personal actions… Head up. eyes forward. we all stumble.”

Let's talk wrongful termination! Wrongful termination, particularly when it targets women of color, is a deeply troubling issue that highlights the systemic inequities still present in our workplaces, including the ocean and climate sectors. Often, these individuals are dismissed not because of their performance, but due to biases, power dynamics, or retaliation for speaking truth to power. This practice is not just a failure of leadership; it’s a betrayal of the values we claim to uphold. In the battle between the corporation and the individual, the scales are often tipped in favor of the former, leaving those wrongfully terminated without the support or platform to tell their side of the story. But if we are to truly foster a culture of justice, we must begin by believing and trusting the individual, especially those from marginalized communities. It’s easy for corporations to hide behind their policies, but the real test of integrity comes when they stand by the people who bring those policies to life. A workplace that values its people is one that listens, believes, and supports them—not just when it's convenient, but especially when it’s uncomfortable. We cannot drive external change if we don’t first create an environment where every voice, especially those from underrepresented groups, is heard, respected, and protected. In the end, if our companies cannot reflect the justice we seek in the world within their own walls, how can we trust them to do the work externally? The fight against the climate crisis is also a fight against systemic injustice, and it must begin with how we treat one another in the workplace. Let’s champion integrity, transparency, and true equity, both in our missions and in our daily operations.

Things that a boss's cannot legally do does not apply to contractors and consultants sadly ith indemnity clauses that need banning https://lnkd.in/eaH6sNQA Yes my toxic IT supervisor work-woman engaged in passive aggressive to push me out of Cargill to keep the lazy toxic clique Synon2e techies friends of hers plus the toxic recruiting agency I was going though happy https://lnkd.in/eJb4WmTB Toxic bass's do Not care about unreasonable demands as narcissists do Not respect limits & boundaries https://lnkd.in/eHw73pgs People who are slacking off or who are lazy or crap or toxic fre asap with a right to fire without reason. But all too often a toxic boss with fire a great techie like myself for not doing what they say as a micromanager to get done not just their own work but a growing amount of all the other workers that are lazy crap peoples work too https://lnkd.in/eciamdPc Yes narcissist Boss's and narcissist recruiters never take No for an answer. Infact recently a on-boarding company contrated me for a FTE Synon2e techie job at Cigna remote even though I had Not even been asked about the job or accepted any offer https://lnkd.in/eqzvK6Rv Steve Jobs is right if you have one or a gang of bad people fire then asap even if they are #executives failures https://lnkd.in/exEAAmYa Workplace #relationships & #dating & #sex is a major problem. Hence need for entires in contracts of employment plus #relationship agreements. I have been the victim of unwanted sexual harassment by womrlen many times and every time I a blamed for not asking the nice girl out and released/let-go because the company did not want the woman to feel uncomfortable working with the guy who she had the hots for that had Not asked her out even though I was the victim of unwanted sexual #harassment by her. If roles were reversed the man would be fired and in #court on #sexualharassment charges so double standards https://lnkd.in/ecX-vDcr Help people in need of real help without strings attached https://lnkd.in/equ2Pfyr Jeff Bezos ex-wife new woke agendas https://lnkd.in/enVAMbH7 Two types of wars: 1) the world wars ie wars with other countries; 2) civil insurrection wars within a country like on Jan 6th. About Jan 6th new #news on it https://lnkd.in/ez2ydcaY People fleeing #NYC due to high theft & crime and fare evasion and NYC Woke-DEI agendas + woke-people https://lnkd.in/ekKdE9Cu The ROT starts at the top so contact me for real change asap before it is too late. I have near 40 years experience as a best-of-the-best IBM Synon2e RPG techie and #executive #management plus business #advisor consultant. I am available for #CEO or #CIO position. I am available also for #Boardmember positions. I also give high-paid #Csuite & #Board & #Shareholder & #Investor etc #advice consultation. Ps I am writing a tell all book too! SEND ME A LINKEDIN EMAIL OR INMAIL NOW FOR REAL HELP #cfo #influencer #coaching #economy #finance #leadership #leader #manager LinkedIn #management

The dynamics of employer-employee relationships are evolving, and two recent trends—‘𝐥𝐨𝐮𝐝 𝐪𝐮𝐢𝐭𝐭𝐢𝐧𝐠’ 𝐚𝐧𝐝 ‘𝐪𝐮𝐢𝐞𝐭 𝐪𝐮𝐢𝐭𝐭𝐢𝐧𝐠’—have emerged. Loud quitting, where employees publicize grievances post-resignation on platforms like LinkedIn and Twitter, is a marked shift from past practices. On the other hand, quiet quitting is a form of disengagement where employees fulfill only the minimum job requirements without visible dissent. 𝐋𝐞𝐠𝐚𝐥 𝐈𝐦𝐩𝐥𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬 𝐚𝐧𝐝 𝐒𝐨𝐥𝐮𝐭𝐢𝐨𝐧𝐬 𝐟𝐨𝐫 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬 With the rise of social media, disgruntled employees have a platform that can impact an organization's reputation and credibility. To address this, many Indian employers are increasingly turning to non-disparagement clauses in employment contracts. Although there is no specific law governing these clauses in India, they are generally enforceable under the Indian Contract Act, 1872, provided they don’t infringe on employees' rights to truthful expression. 𝐁𝐚𝐥𝐚𝐧𝐜𝐢𝐧𝐠 𝐑𝐢𝐠𝐡𝐭𝐬: 𝐅𝐫𝐞𝐞𝐝𝐨𝐦 𝐨𝐟 𝐒𝐩𝐞𝐞𝐜𝐡 𝐯𝐬. 𝐍𝐨𝐧-𝐃𝐢𝐬𝐩𝐚𝐫𝐚𝐠𝐞𝐦𝐞𝐧𝐭 While employers aim to protect their reputation, employees also have the right to freedom of speech and expression under Article 19(1)(a) of the Indian Constitution. Courts could scrutinize non-disparagement clauses for overreach, especially if they restrict truthful disclosures, whistleblowing, or legitimate criticism under Article 19(2), which limits free speech in cases of defamation or incitement. 𝐓𝐡𝐞 𝐑𝐨𝐥𝐞 𝐨𝐟 𝐭𝐡𝐞 𝐂𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐀𝐜𝐭, 𝟐𝟎𝟏𝟑, 𝐚𝐧𝐝 𝐒𝐨𝐜𝐢𝐚𝐥 𝐌𝐞𝐝𝐢𝐚 𝐏𝐨𝐥𝐢𝐜𝐢𝐞𝐬 The Companies Act, 2013, promotes transparency and encourages whistleblowing mechanisms, underscoring the importance of ethically structured non-disparagement clauses. To manage loud quitting, many organizations are implementing social media policies that outline acceptable conduct for current and departing employees on online platforms, especially concerning confidential or proprietary information. 𝐂𝐫𝐞𝐚𝐭𝐢𝐧𝐠 𝐚 𝐏𝐨𝐬𝐢𝐭𝐢𝐯𝐞 𝐖𝐨𝐫𝐤 𝐄𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭 Employers can also mitigate the impact of these trends by cultivating open communication, incorporating anonymous feedback mechanisms, and conducting thorough exit interviews to understand and address employee concerns. Proactive engagement fosters a healthy environment that encourages internal resolution over public airing of grievances. Share your insights and inputs in the comment section that, how can employers and employees collaborate for healthier work environments? #employer #employee #corporatelaw #labourlaws #socialmedia #resignation #positiveworkenvironment #workethics #opencommunication #employmentcontract #companyact #exitinterview #feedback #hrpolicy #humanresourcemanagement #righttofreedomofspeech #minimumwages #labourcontract #employeepolicy #reputation #indianconstitution #court #judgement #legalrights #legaladvisor #legalassistance

Male supervisor says woman has ‘big t-ts’ ⚖🏛 Managers who demote staff members after they complain of alleged workplace hostility are risking a costly lawsuit. What happened: A male boss made offensive statements about a woman’s breasts almost every day. For instance, he said she had “big t-ts” and that the breasts of a customer weren’t as large as hers. When she complained, her manager called her a “b-tch.” Shortly after she lodged her complaint, she was demoted, so she quit. 🚫 ⚠ Legal challenge: The woman sued for a gender-hostile work environment. 🔊 🔔 Company’s response: The comments were stray remarks. ❗📃 Ruling: The company lost. The court said offensive utterances made almost every day add up to a hostile workplace. 🔎 📌 Cite: Doyle v. American Glory Restaurant Corp., U.S. District Court, S.D. New York, No. 23- civ-7624, 4/4/24. 🖱💻 ^ This article is featured in the upcoming May 24th issue of HR Manager's Legal Alert for Supervisors. 🗞 ✍ If you want to keep costs down, spread education, news, knowledge, and information to your frontline supervisors via our bi-weekly newsletters, give us a shot. Keep in mind that you don't have to make an HR budget decision just yet either! Via https://lnkd.in/e_7AKbgE, you can sample the next four copies of our newsletter over the course of two months for free. If you still find it isn't a valuable resource, you don't have to pay any money or cancel, your issues will just stop coming after the two month period is over. If you do decide to continue with us, we only cost $265 per YEAR. So let's continue to fuel the HR-related needs of our employees, & let's do so at a jaw-droppingly low price. #gender #harassment #hostility #complaint #quit #demotion #documentation #hr #budget #decision #sample #pdf #free #copies #newsletter #money #litigation #prevention #support #valuable #resource #news #education #knowledge #low #price #accommodation #guidance #eeoc #pregnant #workers #fairness #act #staffer #assessments #unduehardship #disabilitybias #disabilitydiscrimination #supervisors #legal #workplacediscrimination #bias #agediscrimination #genderdiscrimination #userra #sexualharassment #equalpay #hrusa #hr_us #humanresourcedirectors #humanresourcesprofessional #humanresourcesdevelopment #nationaloriginbias #religious #discriminations #discriminationlaw #litigationlaw #hr #employers #preventive #measures #stop #workplace #lawsuits #humanresourcesspecialist #hrmanager #humanresourcesmanager #humanresourcesrirector #hrmanagement #hrmanagers #hrdirectors #humanresourcedirector #humanresourcemanager #humanresourcesdirector #supervisor #easyread #insight #b2b #newsletter #publication #employees #employers #olivegarden #cane #disorder #interview #questions #question #female #male #genderdiscrimination #men #women #man #woman #gender

We have noticed an interesting pattern in the unlawful termination cases we receive. Most of those who were fired unfairly were also hired wrongly. This means there was no formality in their hiring process. Before you begin working for any organization... Ensure that your employer provides you with a CONTRACT that CLEARLY stipulates the reasons why you can be terminated. If you had a contract and due process was not followed, you have a case and can pursue it with your lawyer. If not, you may need to reconsider. Here are more reasons to prove there was unfair termination:  1. You were fired on grounds of discrimination e.g. by gender, age, religion, political affiliation, pregnancy, body size etc.  2. You were not given prior notice before termination or adequately compensated for the inconvenience.  3. You were not summoned by a disciplinary committee to discuss your case or given a chance to explain yourself (...mostly for cases of gross misconduct).  4. Your employer did not give just cause for dismissal or provide any proof of the reason for the termination.  If your reason(s) for dismissal ticks any of the above boxes, seek legal assistance. For any queries on unlawful termination. Feel free to get in touch. Email: consult@mahida-maina.co.ke   #unfairdismissal  #employmentandlabourlaws

Male supervisor says woman has ‘big t-ts’ ⚖🏛 Managers who demote staff members after they complain of alleged workplace hostility are risking a costly lawsuit. What happened: A male boss made offensive statements about a woman’s breasts almost every day. For instance, he said she had “big t-ts” and that the breasts of a customer weren’t as large as hers. When she complained, her manager called her a “b-tch.” Shortly after she lodged her complaint, she was demoted, so she quit. 🚫 ⚠ Legal challenge: The woman sued for a gender-hostile work environment. 🔊 🔔 Company’s response: The comments were stray remarks. ❗📃 Ruling: The company lost. The court said offensive utterances made almost every day add up to a hostile workplace. 🔎 📌 Cite: Doyle v. American Glory Restaurant Corp., U.S. District Court, S.D. New York, No. 23- civ-7624, 4/4/24. 🖱💻 ^ This article is featured in the upcoming May 24th issue of HR Manager's Legal Alert for Supervisors. 🗞 ✍ If you want to keep costs down, spread education, news, knowledge, and information to your frontline supervisors via our bi-weekly newsletters, give us a shot. Keep in mind that you don't have to make an HR budget decision just yet either! Via https://lnkd.in/e_7AKbgE, you can sample the next four copies of our newsletter over the course of two months for free. If you still find it isn't a valuable resource, you don't have to pay any money or cancel, your issues will just stop coming after the two month period is over. If you do decide to continue with us, we only cost $265 per YEAR. So let's continue to fuel the HR-related needs of our employees, & let's do so at a jaw-droppingly low price. #gender #harassment #hostility #complaint #quit #demotion #documentation #hr #budget #decision #sample #pdf #free #copies #newsletter #money #litigation #prevention #support #valuable #resource #news #education #knowledge #low #price #accommodation #guidance #eeoc #pregnant #workers #fairness #act #staffer #assessments #unduehardship #disabilitybias #disabilitydiscrimination #supervisors #legal #workplacediscrimination #bias #agediscrimination #genderdiscrimination #userra #sexualharassment #equalpay #hrusa #hr_us #humanresourcedirectors #humanresourcesprofessional #humanresourcesdevelopment #nationaloriginbias #religious #discriminations #discriminationlaw #litigationlaw #hr #employers #preventive #measures #stop #workplace #lawsuits #humanresourcesspecialist #hrmanager #humanresourcesmanager #humanresourcesrirector #hrmanagement #hrmanagers #hrdirectors #humanresourcedirector #humanresourcemanager #humanresourcesdirector #supervisor #easyread #insight #b2b #newsletter #publication #employees #employers #olivegarden #cane #disorder #interview #questions #question #female #male #genderdiscrimination #men #women #man #woman #gender

When you’re being treated unlawfully at work, it can sadly often result in job loss (for you, not the perpetrator(s)), which is just BROKEN. In dodgy organisations or teams, as the corporate cover-up kicks off, you can find yourself dismissed, ‘made redundant’, or left feeling that you have no option other than to resign (constructive dismissal). When you’re up against a monolith of an organisation, with deep corporate pockets and endless legal and industrial relations resources, it can be really hard to get even. And by that I mean, take them to an employment tribunal (and win), or have your complaints properly investigated and dealt with internally. Even if you do ‘win’, it can be incredibly hard (and often undesirable) to stay working there afterwards. So let’s talk about getting rich. If you are being genuinely mistreated and shit has well and truly hit the fan, start noting down absolutely EVERYTHING. Names, dates, occurrences. Record meetings, collect witnesses, and save documents and written correspondence which show what’s happening. Then get legal and get prepared. Understand your rights (like where your salary falls on the unfair dismissal claim threshold), read your company policies and processes, use every service available to you (like EAP, support person, sick days). Consult an employment lawyer (free services exist that will get you some of the way). Find out if you have a case, and get them to help you build a strategy and gradually take over your correspondence with your employer. Agree a settlement, noting that you’ll probably be made to sign a Non Disclosure Agreement. Have a support person with you at EVERY meeting. Now listen, all of these routes are hard, and the getting rich route will feel like selling your voice and part of your soul, but you have got to balance your livelihood, mental and physical health, and your chances. All the way along, no matter which path you choose, remember to take care of yourself. Bullying, discrimination, sexual harassment, unfair dismissal - these are incredibly traumatic workplace experiences, and they will fuck you up. Take care. View post on instagram: https://lnkd.in/ghxFpk6V #getrich

It's a card... Would you sue your organisation if they didn't get you a leaving card? This has been a headline story over the last few days - although the claim went deeper and involved other aspects. (All claims were dismissed.) It's also been reported that an employment tribunal judge ruled that sending an employee an unwanted birthday card could amount to “unwanted conduct” and harassment. They call the England men's football manager's job 'the impossible job' - but soon this could relate to any manager's job. So, what to do? A good starting point is to focus upon the moments that matter for employees - this can include first day, celebrations, exiting etc. Hint: These should be designed 'from the people, for the people'. Get in touch if you'd like to know more about creating the moments that matter. They really do elevate the employee experience. #employeeexperience #momentsthatmatter Andy Macleod Warwick Clarke FCIPD Crystle Pearce Fehmida C. Katy Dent FCIPD Alyson Taylor FCIPD Julie Barter https://lnkd.in/emw2tpBb

🚨 Important Employment Law Update: Sex-Related Harassment & Baldness Case 🚨 A recent case, Finn v British Bung Manufacturing Company, highlights a significant development in sex-related harassment claims in the workplace. The Employment Appeal Tribunal ruled in favour of a male claimant who had been called a “bald c***” by a colleague, emphasising how comments targeting physical appearance—specifically baldness—can constitute sex-related harassment. 🔎 Key Takeaways: 1. Workplace culture doesn’t excuse harassment: Although the environment was predominantly male with “industrial language” being common, the tribunal made it clear that there is a line that cannot be crossed. Remarks targeting personal appearance, such as baldness, which disproportionately affects men, were deemed to have violated the claimant’s dignity. 2. Sex-related harassment and appearance: The tribunal confirmed that baldness, being more prevalent among men, relates to sex. Harassing comments about this aspect of male appearance can create an intimidating and degrading work environment, and thus amount to sex-related harassment. 3. Appeal Dismissed: The employer argued that baldness is not exclusive to men, but the tribunal dismissed this appeal. The court emphasized that the conduct need not relate exclusively to one sex—rather, it must be related to a characteristic that is predominantly associated with that gender. This case underscores the importance of respectful workplace behaviour, regardless of culture or environment. Personal insults that demean someone based on their appearance, even in industries where rough language may be the norm, can lead to serious legal consequences. 💡 HR Implications: Employers should take proactive measures to ensure that workplace banter doesn’t turn into harassment. Regular training on harassment, diversity, and inclusion can encourage a more respectful and inclusive work environment. This is a subject I wrote a blog about awhile ago, here's a link if you'd like to know more... https://lnkd.in/ea9iFxHC #EmploymentLaw #HR #SexualHarassment #WorkplaceCulture #Inclusion #Diversity #RespectInTheWorkplace