When Job Termination Goes “Sideways”

Posted on by MentorShelly, the DREAM Career Coach

Article discussed

Questions to Ask in these situations:
1. What would you do as the employee if you were the one these leaders were discussing?
Maintain composure: It’s natural to feel upset or angry upon receiving such text messages, but it’s crucial to stay calm and composed. Take a deep breath and try to control your emotions before responding.

Document the evidence: Preserve the text messages as evidence by taking screenshots or saving them. This documentation may be valuable if you need to address the situation later with filing for unemployment or seek legal advice.

Analyze the situation objectively: Assess the content of the messages and try to understand the reasons behind the decision. Look for any constructive feedback or reasons provided that may help you gain insight into the situation.

Seek clarification: If the messages lack clarity or leave you with unanswered questions, consider reaching out to your manager or supervisor to seek clarification in a professional manner. Approach the conversation with an open mind and a desire to understand the situation better. I would not advise you address this situation right away, they may just terminate you immediately since the employer was not discreet with this information.

Remain professional in your response: When responding to the text messages or discussing the situation, maintain a professional tone. Avoid engaging in arguments or making any negative remarks that may escalate the situation further. Focus on expressing your desire for clarity and understanding. Again, you may want to delay responding to this text message, just to assure you are gathering all of your documentation.

Seek support: If you feel overwhelmed or uncertain about how to handle the situation, it can be helpful to seek support from a trusted colleague, mentor, or even a professional advisor, such as an employment attorney or HR representative. They can provide guidance based on their expertise and knowledge of the situation.

Prepare for the future: While it may be challenging, try to stay focused on your professional goals and plan for the next steps in your career. Update your resume, start networking, and consider any potential opportunities that align with your skills and interests. If you need help with updating your resume, learn more here.

Remember, maintaining professionalism throughout this process is essential for your own well-being and future career prospects.

2. Did the employers handle this situation professionally?
No, discussing the termination of an employee via text messages with other leaders is generally not considered a professional approach. Ideally, sensitive employment matters such as terminations should be addressed through a face-to-face meetings or at least through a formal written communication like an email or official letter.

Text messages may lack the necessary clarity, context, and professionalism required for such conversations. It is generally best practice for employers to handle these matters in a more direct and personal manner to ensure clear communication and allow for any necessary discussion or clarification for the employee(s) and the leaders with whom they are discussing the termination. If you are a new business owner who finds themselves in this predicament, as an HR Consultant, I can help you navigate through employee terminations with more professionalism and strategy. Connect with me here to learn more.

3. How do you as a career professional prepare for this type of “quiet firing” situation?

Ask for written confirmation: Request written confirmation of the termination details, including the effective date, any severance package or benefits, and any other pertinent information. Having documentation will help protect your rights and provide clarity during the transition.

Assess your financial situation: Evaluate your financial status and make any necessary adjustments. Consider how the early termination will impact your income and expenses, and create a budget to manage your finances during the transition period. If applicable, explore options for unemployment benefits or any other financial support that may be available to you.

Update your resume and start job searching: Begin updating your resume, LinkedIn profile, and any other professional profiles. Start exploring job opportunities, networking, and connecting with colleagues, mentors, and industry contacts who may assist you in your job search. If you need additional assistance with your job search, resumes, references and recommendations, let’s start here.

Seek references and recommendations: Request professional references and recommendations from supervisors or colleagues who can vouch for your skills, accomplishments, and work ethic. These endorsements can enhance your credibility during the job application process.

Prioritize self-care and emotional well-being: Dealing with termination can be emotionally challenging. Prioritize self-care and seek support from friends, family, or professionals if needed. Taking care of your mental and emotional well-being is crucial during this time.

Remember that each situation is unique, and it’s important to consider seeking advice from an employment attorney or HR professional who can provide guidance based on your specific circumstances and local labor laws.

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HR Consultants: The Secret Weapon for Keeping Your Business Compliant and Ethical

Posted on by MentorShelly, the DREAM Career Coach

Navigating the complex world of employment law, workplace safety regulations, and maintaining ethical business practices can be challenging for organizations of all sizes. HR consultants play a crucial role in helping businesses stay compliant and foster a positive work environment. Here, we discuss three ways HR consultants provide their expertise to develop effective policies and procedures that align with your company’s goals and values.

Ensuring Compliance with Employment Laws and Regulations
One of the primary roles of HR consultants is to help businesses stay up-to-date and compliant with ever-evolving employment laws and regulations. To achieve this, they focus on three key aspects:

a. Staying Informed: HR Consultants actively monitor and analyze changes in federal, state, and local employment laws. This continuous learning process ensures they provide businesses with accurate and current advice, helping companies to avoid costly penalties and lawsuits.

b. Conducting Audits: HR Consultants regularly assess a company’s policies and procedures against the required legal standards. By conducting comprehensive audits, they can identify areas where an organization may be at risk of non-compliance and offer tailored recommendations for improvement.

c. Creating and Implementing Policies: HR Consultants work closely with businesses to develop and implement policies that comply with employment laws and regulations. This collaboration ensures that companies have comprehensive, legally compliant procedures in place, clearly outlining employee rights and company obligations.

Promoting Workplace Safety
Another essential area of focus for HR Consultants is ensuring businesses maintain a safe work environment. By promoting workplace safety, companies can reduce the risk of accidents, liability exposure, and demonstrate their commitment to employee well-being. HR consultants help businesses by:

a. Developing Safety Programs: HR Consultants work to create customized workplace safety programs that align with legal requirements and industry best practices. These programs address various areas such as fire safety, hazard communication, and ergonomic assessments, promoting overall workplace health and minimizing risks.

b. Providing Training and Education: Effective training and education play a significant role in workplace safety. HR consultants offer training sessions to educate employees and management on safety best practices, emergency procedures, and how to recognize and address potential hazards.

c. Investigating and Addressing Workplace Incidents: HR consultants can play a vital role in investigating accidents or near-miss incidents that occur within the workplace, ensuring all legal requirements are met and identifying potential causes. Based on their findings, they can recommend remedial actions to prevent future occurrences.

Maintaining Ethical Standards
In today’s increasingly conscious business environment, upholding high ethical standards is crucial for companies’ success and reputation. HR consultants assist organizations in developing and maintaining ethical practices throughout their operations. They can:

a. Develop and Implement Ethical Guidelines: HR consultants can help businesses create and enforce ethical guidelines that comply with industry standards and legal requirements. These guidelines can address various topics, such as anti-discrimination, anti-harassment, and maintaining employee privacy.

b. Facilitate Training and Education: To ensure staff understand and adhere to organizational ethical guidelines, HR consultants provide training and educational resources on relevant topics, such as understanding cultural differences, recognizing and combating unconscious bias, and fostering an inclusive work environment.

c. Address Ethical Violations: When ethical concerns arise, HR consultants are equipped to investigate and resolve disputes or violations through various channels, such as mediation, disciplinary actions, or legal remedies when necessary.

Engaging the services of HR consultants creates a strong foundation for businesses to navigate the intricacies of employment law, uphold workplace safety practices, and maintain a culture of ethical compliance. To get started with MentorShelly HR Consulting, go here to schedule your consultation. By embracing these three pillars, businesses can protect themselves against costly legal issues and foster an environment where employees can thrive, contributing to the company’s overall success.

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How to Conquer the Job Market After High School

Posted on by MentorShelly, the DREAM Career Coach

Congratulations, high school graduate! You have finally completed one of the most challenging stages of your life and are now ready to tackle the world that lies ahead. However, with the job market becoming increasingly competitive, it can be overwhelming trying to figure out how to succeed on your own. This is where I come in, your wise and witty guide, ready to give you the three must-have tips you need to set yourself up for success in the job market after high school. Buckle up, it’s going to be a fun and informative ride.

Build A Solid Resume
Your resume is your first impression, and it needs to be a good one. Start by ensuring that your contact information is current and easily accessible. Next, tailor your resume to fit the job you are applying for. Highlight your experiences and skills that closely match the job description. Don’t forget to include any volunteer work, internships, or extracurricular activities that could make you stand out. Lastly, proofread, proofread, proofread! Making silly grammatical errors on your resume can be a huge red flag for potential employers.

Network, Network, Network
People often say, “it’s not what you know, it’s who you know,” and that couldn’t be truer in the job market. Networking is the key to unlocking job opportunities and gaining valuable insights into your industry. Attend job fairs, join professional organizations, and even connect with former teachers or alumni who are already working in your field of interest. You never know who could be a valuable connection down the road.

Don’t Be Afraid of Rejection
Let’s face it, rejection is inevitable. You could have the best resume and perfect interview skills and still not get the job you want. Remember, this is not a reflection of your worth as a person. Learn from the experience, ask for feedback, and keep trying. Persistence is key, and eventually, the right opportunity will come your way

Achieving success in the job market after high school graduation may seem daunting, but with these three tips, you are now well on your way to standing out in a competitive market. With a solid resume, an extensive network, and the power of persistence, you are equipped to take on any challenge that comes your way. So go out into the world, young grasshopper, and make your dreams a reality.

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You Won’t Believe What HR Consultants Can Do for Your Business

Posted on by MentorShelly, the DREAM Career Coach

As a business owner or manager, you may be familiar with the myriad of employment laws and ethical standards that govern your company’s operations. However, with the constantly evolving legal landscape and increased public scrutiny, it can be challenging to keep up and ensure your business is staying compliant and ethical. This is where HR consultants come in.

HR consultants are experts in employment laws and ethical practices, and they can help your business navigate these complex areas. Here are just a few ways HR consultants can assist you:

Conducting HR Audits: HR consultants can perform audits of your company’s HR policies, procedures, and documentation to identify any areas of noncompliance or ethical concerns. This can help you identify potential issues before they become costly legal problems.

Developing HR Policies and Procedures: HR consultants can create customized HR policies and procedures that are tailored to your business’s unique needs while ensuring compliance with employment laws and ethical standards.

Providing Training and Development: HR consultants can provide training to your employees and managers on a variety of topics, such as sexual harassment prevention, diversity and inclusion, and ethical decision-making.

Responding to Complaints: HR consultants can assist with investigating and responding to employee complaints, ensuring that they are handled in a fair and ethical manner that is compliant with employment laws.

Staying Up-to-Date: HR consultants stay up-to-date on changes in employment laws and ethical practices, ensuring that your business is always compliant and ethical.

HR Consultants are an essential resource for any business looking to maintain compliance with employment laws and ethical standards. By partnering with an HR consultant, you can rest assured that your business is operating in a manner that is both legally and ethically sound. If you’re looking for help in your business, please click here to get started.

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He was Google’s AI Pioneer…So Why Did He Just Quit?

Posted on by MentorShelly, the DREAM Career Coach

Video Referenced

In the ever-evolving world of artificial intelligence, a seismic event has rocked the tech community. The Godfather of AI, a brilliant mind behind groundbreaking advancements in the field, has unexpectedly left Google, leaving the industry buzzing with speculation. Join us in this intriguing conversation as we delve into the possible reasons behind this astonishing departure.

As one of the most influential figures in AI, the Godfather played a pivotal role in shaping Google’s AI research and development efforts. His departure has ignited a whirlwind of theories and conjectures. Was it a clash of visions, creative differences, or the pursuit of new horizons that prompted his sudden exit? We analyze each possibility to gain a deeper understanding of this extraordinary turn of events.

Another plausible explanation lies in the realm of personal development. As the Godfather’s reputation grew, so did his desire for fresh challenges and opportunities. Did he receive an offer he simply couldn’t refuse, where his expertise and vision would be given an even greater platform? We delve into the realm of enticing offers and the allure of new frontiers that may have beckoned him away from Google.

Of course, we must also consider the possibility of conflicts within Google’s AI ecosystem. With multiple high-profile personalities working on cutting-edge projects, clashes are inevitable. Could the Godfather’s exit be a result of irreconcilable differences or disputes over the future direction of AI? We explore this intriguing aspect of internal dynamics and how it might have influenced his decision.

We delve into the realms of personal growth, entrepreneurial aspirations, and professional disagreements, piecing together the puzzle of this monumental event. Get ready to unravel the mysteries surrounding the Godfather’s exit and discover what lies ahead for this luminary in the world of AI.

At any rate, people can decide to leave a position, industry or company that no longer suits their personal economy, principles or overall professional posture or branding. Like Geoffrey Hinton, you can decide that the position, company or industry no longer suits your needs and make an exit. Before you do it, always and I mean always have a plan. If you need help formulating your next career move, click here and let work together to formulate your exit strategy!

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If You Work…You Must Be Paid….Period!

Posted on by MentorShelly, the DREAM Career Coach

Article Discussed | Reference 1 | Reference 2  | How to Report Your Employer

Employers have a legal and moral responsibility to pay their employees fairly and on time for the work they do. However, there are some unscrupulous employers who willfully withhold wages, steal tips, or engage in other forms of wage theft. This is not only morally reprehensible but also illegal, and employers who engage in such practices can be prosecuted by the Department of Labor (DOL). In this blog post, we will discuss how employers steal money from their employees and how they are breaking DOL laws.

What is Wage Theft?
Wage theft is a term used to describe any unlawful practice by employers that results in employees being denied the wages they are legally entitled to. This can take many forms, including but not limited to: paying employees less than the minimum wage; failing to pay employees for all hours worked; stealing tips or other forms of gratuity; misclassifying employees as independent contractors; failing to pay overtime or other legally required benefits; deducting wages for uniforms, tools, or other business expenses without authorization.

Wage theft affects millions of workers across the United States and can have devastating consequences for their financial stability and well-being.

How do Employers Steal Money from Employees?
There are many ways in which employers can steal money from their employees. Here are some of the most common methods:
1. Misclassification of Employees: Some employers misclassify their employees as independent      contractors to avoid paying minimum wage, overtime, and other benefits required by law.
2. Failure to Pay Minimum Wage: Employers may pay their employees less than the minimum          wage required by law.
3. Failure to Pay Overtime: Employers may fail to pay overtime to eligible employees who work        more than 40 hours per week.
4. Illegal Deductions: Employers may illegally deduct money from an employee’s paycheck for           items such as uniforms, tools, or other business expenses.
5. Stealing Tips: Employers may withhold or steal tips from employees who are entitled to receive      them.

In the case of the article, this employer stole the employee’s commission bonuses in the thousands of dollars from each employee to take for themselves.

What are the Department of Labor Laws?

The DOL is responsible for enforcing a variety of laws related to employment, including those related to wage and hour laws. Here are some of the most important DOL laws that employers must follow:

-Fair Labor Standards Act (FLSA): The FLSA establishes minimum wage, overtime, and record-            keeping requirements for employers. This act provides protection for the employees this           employer decided to steal from through their deductions of commissions.

What are the Consequences for Employers who steal money from their Employees?

Employers who steal money from their employees can face a variety of consequences, including fines, lawsuits, and even criminal charges. The DOL can investigate complaints of wage theft and may require employers to pay back wages and other damages to affected employees.

Employers who engage in wage theft not only break the law but also harm their employees and their communities. If you believe that your employer has stolen money from you, you should report the issue to the Department of Labor or speak with an employment lawyer. Remember that you have legal rights as an employee, and employers who violate those rights must be held accountable for their actions.

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Tucker Carlson & Don Lemon Terminated on the Same Day?

Posted on by MentorShelly, the DREAM Career Coach

Tucker Carlson report |  Don Lemon report

Questions with both these terminations:-

1. What do we know that could have contributed to both their terminations?

Based on the reports, there were incidents between female employees and Don Lemon which contributed to his termination from CNN. From the information reported, there may have been some alleged accusations of “hostile work environment” taking place or taken out of context between Don Lemon and his female coworkers. Only time will tell where Mr. Lemon’s termination proceedings will go. I’m sure there’s more to the story than what’s reported currently.

As far as Tucker Carlson is concerned, it was reported that he “parted ways” with Fox News soon after the lawsuit Fox News settled with Dominion Voting Systems for $787.5 million was finalized. As Reuters also reported, Carlson is also mixed in with other lawsuits Fox News is currently facing. From my assessment, Carlson became more of a liability to the network and he either had to “part ways” or they would have involuntarily terminated him just like they did Lemon at CNN.

2. Do you think it’s a coincidence that both men were terminated or “parted ways” on the same day?

Personally, I do not think it’s a coincidence. I think there’s some fundamental changes happening in overall television media and how the internet and social media has affected the television news networks and their overall reach. From an HR standpoint, both news anchor personnel became more of a liability for their organizations than assets, so the decisions were made to cut ties with them.

3. What do you think is next for them both?

I think they will both landed on their feet pretty well. Keep in mind folks, none of these news anchors are not broke. They created lots of attention and money for their networks for years before getting to this point, so they have some opportunities they can create for themselves. They both may already have other job opportunities lined up for them to explore once the news of both of their terminations die down. Only time will tell what’s next for them. I’m sure we will have a front seat to all the action once they publish the information.

4. What lessons can we learn from their terminations and the job market overall?

With every job opportunity and career progression, there are mishaps and changes that come. You always have to keep this in mind…nothing is ever permanent. If it’s a job of any kind, termination can always be the result. Companies make decisions on their human resources “their people” and the resources they offer. Once their resources become more of a liability, things change. In the case of both Mr. Lemon and Mr. Carlson, CNN and Fox News made the ultimate decision to reduce their liability and end their relationship with these news anchors.

As career oriented individuals, you must understand how the job market really works and place yourself in the most advantageous position. Do your best to decrease and alleviate liability and use your skills, knowledge base and abilities to add to the employers’ resources to help them achieve your goals to indirectly achieve your goals. To make sure you have your tools ready and your interviewing techniques sharp, go here so I can help you directly.

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How HR Consultants Help Small Business Owners Ensure Fair Treatment & Compliance with Employment Laws

Posted on by MentorShelly, the DREAM Career Coach

As a small business owner, it’s not always easy to stay on top of the ever-changing landscape of employment laws and regulations. Ensuring fair treatment and compliance for your employees can be a daunting task, especially if you lack in-house human resources expertise. This is where MentorShelly and other HR Consultants come in handy – by providing the necessary guidance and support to help your business maintain a healthy, diverse work environment where employees feel valued and respected. In this blog post, we will discuss the benefits of engaging HR Consultants and how they can help small business owners ensure fair treatment compliance with employment laws and their employees.

Expertise in Employment Laws and Regulations

HR Consultants bring extensive knowledge and experience in various aspects of employment laws, such as the Fair Labor Standards Act (FLSA), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), and anti-discrimination laws like Title VII of the Civil Rights Act of 1964. They stay current with changes in these laws and regulations to ensure that your business remains compliant with federal, state, and local employment laws. This expertise helps protect your business from costly lawsuits and penalties resulting from non-compliance.

Developing and Updating Policies and Procedures

One of the key elements of fair treatment compliance is having clear, up-to-date policies and procedures in place. HR Consultants work with small business owners to develop and update policies that reflect the latest employment laws, best practices, and the organization’s values. They can help create employee handbooks, job descriptions, performance evaluation processes, and other essential tools to ensure employees are treated fairly and consistently.

Training and Education

Ensuring fair treatment compliance requires ongoing training and education for both management and employees. HR Consultants can provide essential training on various topics, such as preventing workplace discrimination and harassment, promoting diversity and inclusion, and complying with equal employment opportunity regulations. By empowering employees and management with knowledge and tools, HR Consultants can foster a culture of fairness and respect within your small business.

Identifying and Resolving Issues

HR Consultants can spot potential issues with your current processes or policies and work with you to resolve them before they escalate into serious problems. They can conduct investigations and resolve complaints related to discrimination, harassment, or other workforce issues. In addition, they can help you manage difficult situations like employee terminations or reductions in force, ensuring that you are following the correct procedures while minimizing the risk of legal action.

Creating an Inclusive Workplace Environment

Promoting a diverse and inclusive workplace is not only ethically responsible but can also contribute positively to your business’s bottom line. HR consultants can help you develop strategies to attract, retain, and engage a diverse workforce, as well as create inclusive work processes and practices that promote fairness and respect for all employees. These efforts lead to increased productivity, employee satisfaction, and a positive company reputation.

Investing in the services of an HR Consultant can be a smart and cost-effective way for small business owners to navigate the complexities of employment laws and ensure fair treatment compliance for their employees. By leveraging their expertise in the field, these professionals can help protect your business from legal action while fostering a healthy, inclusive, and productive work environment. Whether you’re just starting out or have been in business for years, consider engaging the services of an HR consultant to help guide you in creating a fair and equal workplace for all employees. To start the process with me, you can click here.

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It the Audacity with Leadership for Me???

Posted on by MentorShelly, the DREAM Career Coach

Article Discussed

1. Why would this employer think or even attempt to reach out and ask this employee they just terminated to cover their shifts for them?
This situation shows there’s clearly a lack of leadership and some level of stupidity running rampant in this situation. The leader who reached out to the terminated employee was clearly in a serious bind with holiday schedule and thought requesting a favor from the recently terminated employee would help their situation. WRONG!!!!!

2. What type of circus does this organization have representing them as leadership?
The leadership at this company is not properly trained nor are they making good decisions if they are getting terminated employees involved in their shift shortage. There are several ways those issues could have been resolved without reaching out to an employee they just involuntarily terminated.

3. Do you think this leader needs leadership training or their head examined?
An equal combination of both is needed for this specific leader when he thought it was an excellent idea to reach out to a terminated employee to cover holiday shifts they did not adequately plan to cover. This situation boils down to poor leadership and poor decisions that yielded these type of results.

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Exposed Racist Hiring Practices: Was it Intentional or Accidental?

Posted on by MentorShelly, the DREAM Career Coach

Article Discussed | EEOC Stance on Hiring Practices

Questions for Insight on these hiring practices:

1. Is this illegal to specify document your preference based on a protected class?

2. What does it mean to candidates that are qualified based on credentials alone vs the preferences listed on this company’s job opening?

3. What are the implications for this company truly implementing these types of “preferences” for their company?

4. If companies like this “mistakenly” place these preferences out there, can we imagine what the company culture is like?

5. Do you think it was truly the company’s intentions to source for their “preferences” or are the back pedaling because they were exposed due to the illegalities of their hiring practices?

6. How should this company be viewed going forward?

Folks, it’s 2023, and we’re still dealing with the same old story – companies placing restrictions on who can apply for a job based on their race, gender or ethnicity. It’s frustrating, it’s infuriating and it’s downright shameful. By the way, it’s also ILLEGAL! And it just goes to show that despite all the progress we’ve made as a society, discrimination is still alive and well in the hiring process. The latest example of this comes from a recent job ad posted by an IT company that specifically requested a “white male” candidate for their opening. Now, I don’t know about you, but something about that just doesn’t seem right to me. In fact, it sounds like someone needs to get a little lesson in basic anti-discrimination laws and policies.

But the question is, was this intentional or accidental? Did the company truly believe that only a white male would be qualified for the role, or was this simply a case of ignorance and misunderstanding? Frankly, I’m not sure which is worse. What I do know, however, is that this kind of blatant discrimination has no place in the modern workforce. It’s been a long time since people of color, women, and members of the LGBTQ+ community were limited in their job prospects due to biased hiring practices, and it’s time for companies to catch up and make the necessary changes.

Now, I’m not suggesting that companies should blindly hire anyone and everyone who applies for a position. Rather, they should evaluate each candidate based on their skills, experience, and qualifications, regardless of their race, gender, or ethnicity.

The fact is that diversity is essential for any organization to thrive. People from different backgrounds, with different experiences and perspectives, bring unique ideas and innovation to the table. By limiting hiring practices to just one group of people, companies are missing out on the wealth of talent and creativity that exists in our diverse society.

So, to the company responsible for this latest example of discriminatory hiring, I say shame on you. It’s time to wake up and get with the times. It’s time to embrace diversity and make your company a place where everyone is welcome and valued. And if you’re not willing to do that, well, then you deserve all the backlash you’re getting.

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