Rubicon LLC’s Post

Unfair Promotion Practices and Limitation of Opportunities One of the most fundamental forms of workplace discrimination involves “unfair treatment” because of an employee’s membership in a protected class. This often manifests as disparate treatment in promotions, opportunities, job responsibilities or hours. Common examples of such actions, which are illegal if based on an employee’s protected characteristics, include: 1. Involuntary reduction of hours 2. Assignment to undesirable or less-favorable shifts 3. Reassignment to a different department or location 4. Removal or limitation of job responsibilities 5. Exclusion from meetings or other communications 6. Denial of opportunities to work with certain clients 7. Assignment to less profitable territories 8. Patterns of people in specific groups who receive promotions over equally or more qualified workers 9. Inconsistent or unsupportable reasons given for denial of promotion or exclusion from opportunities Source halunenlaw.com +++++ SPECIAL NOTE: I am now taking on speaking engagements to groups about the following subjects: Resume Writing Interviewing Ageism in the Workplace Career Management ATS Best Practices Job Search Strategies as well as accepting invitations to critique resumes, cover letters and LinkedIn profiles at trade shows, workshops, seminars and various other events. Please contact me via ajbresumes@gmail.com or 415.519.9659 for more details. +++++ www.allan-brown.com My LI Profile - https://lnkd.in/gshNVy5

One of the most fundamental forms of workplace discrimination involves “unfair treatment” because of an employee’s membership in a protected class. This often manifests as disparate treatment in promotions, opportunities, job responsibilities or hours. Common examples of such actions, which are illegal if based on an employee’s protected characteristics, include: 1. Involuntary reduction of hours 2. Assignment to undesirable or less-favorable shifts 3. Reassignment to a different department or location 4. Removal or limitation of job responsibilities 5. Exclusion from meetings or other communications 6. Denial of opportunities to work with certain clients 7. Assignment to less profitable territories 8. Patterns of people in specific groups who receive promotions over equally or more qualified workers 9. Inconsistent or unsupportable reasons given for denial of promotion or exclusion from opportunities Source halunenlaw.com +++++ SPECIAL NOTE: I am now taking on speaking engagements to groups about the following subjects: Resume Writing Interviewing Ageism in the Workplace Career Management ATS Best Practices Job Search Strategies as well as accepting invitations to critique resumes, cover letters and LinkedIn profiles at trade shows, workshops, seminars and various other events. Please contact me via ajbresumes@gmail.com or 415.519.9659 for more details. +++++ www.allan-brown.com My LI Profile - https://lnkd.in/gshNVy5 #allanbrown #ageism #followme

Hello LinkedIn Fam, 🙌🏼 I am currently doing a Benchmarking Study of the Disciplinary Process and Structure of Organisations to improve efficiency of existing processes in our Organisation. Please help me understand the Disciplinary Process of your Organisation by filling up this short questionnaire. Preferably the organisations should be from the BFSI Sector but others are also welcomed. It will hardly take 10 mins of your time. https://lnkd.in/dQXh-vHH Please share this post or link with connections who can help. Thanks in advance ! 😃 #Benchmarking #Disciplinary #Compliance

⚖️ Can Laws Help Level the Hiring Field? (This is a continuation of yesterday’s post addressing the struggles genuine job seekers face due to nepotism and consulting networks.) 🌍 The Reality: In a world where nepotism 🤝 and exclusive networks 🔒 often decide who gets hired, genuine talent is left struggling. While eliminating these practices entirely is tough, the legal system 🏛️ can play a key role in ensuring fairness: 🔑 1. Promote Transparency: • 📢 Openly advertise job roles to reduce backdoor hiring. • ✅ Mandate clear and fair selection processes. 🛡️ 2. Prevent Exploitation: • 🛑 Regulate consulting firms to avoid unethical practices. • 🔍 Enforce anti-discrimination laws to protect candidates. 🎯 3. Encourage Merit-Based Systems: • 💼 Prioritize skills over connections. • ⚖️ Penalize organizations bypassing fair recruitment. 💬 The Question: How can laws actively support fairness in hiring without limiting organizational freedom? 🤔 👉 It’s time to start a conversation: What more can we do to ensure justice for job seekers? #JobFairness #EqualOpportunities #HiringTransparency #EthicalRecruitment #LegalInsights #AttorneyAtLaw #EmploymentLaw #LawyerUp #JusticeForJobSeekers #LawMatters #Attorney #Compliance #LegalAdvisor

The word "TOXIC" is overused. -Not treating people with dignity and respect is "TOXIC" However... The following things can be described in a more solution-oriented and less judgemental way than "TOXIC" -Not providing proper training is "neglectful" -Not hiring sufficient staff is "short-sighted" -Not paying competitively will be "ineffective" -Not recognizing others accomplishments is "disconnected" -Not utilizing performance management coupled with support and teaching when goals are not met is "irresponsible" -Not addressing inappropriate behavior with corrective action is "unprofessional" -Not promoting and living by your company's vision and standards is "inauthentic" -Work is often just...hard work. Don't stay in a "Toxic" work place...but don't confuse inefficiency or ineffectiveness or hard work with a "Toxic Environment". Be the one who identifies and solves problems before they escalate to a "Toxic" level.

What excactly does confidential information mean? 1) Any information you come up with on job. 2) Any information you come up with during your tenure with the company but not on working hours (but through office sources) 3) Any information which you come up with during your job but through external sources 4) Any information about how the company handle the employees 5) Any information about the company has handled you 6) Any information about the company that it also states in the financial statements 7) Any information that a colleage tells you (his view, feedback, and opinion about the company) 8) Any personal information regarding the employees/owners/managers that is asked by your friends. The question is that are companies ethical to have the employees sign non disclosure aggrements and legally bound them not only to be silent but also not to join its competitors for 1-3 years. I would lovw to hear youe views and learn more about this technicality and how it can favour the employees

 Unfair Promotion Practices and Limitation of Opportunities One of the most fundamental forms of workplace discrimination involves “unfair treatment” because of an employee’s membership in a protected class. This often manifests as disparate treatment in promotions, opportunities, job responsibilities or hours. Common examples of such actions, which are illegal if based on an employee’s protected characteristics, include: 1. Involuntary reduction of hours 2. Assignment to undesirable or less-favorable shifts 3. Reassignment to a different department or location 4. Removal or limitation of job responsibilities 5. Exclusion from meetings or other communications 6. Denial of opportunities to work with certain clients 7. Assignment to less profitable territories 8. Patterns of people in specific groups who receive promotions over equally or more qualified workers 9. Inconsistent or unsupportable reasons given for denial of promotion or exclusion from opportunities Source halunenlaw.com +++++ SPECIAL NOTE: I am now taking on speaking engagements to groups about the following subjects: Resume Writing Interviewing Ageism in the Workplace Career Management ATS Best Practices Job Search Strategies as well as accepting invitations to critique resumes, cover letters and LinkedIn profiles at trade shows, workshops, seminars and various other events. Please contact me via ajbresumes@gmail.com or 415.519.9659 for more details. +++++ www.allan-brown.com My LI Profile - https://lnkd.in/gshNVy5 #allanbrown #ageism #followme

Is finding qualified Registered Behavior Technicians (RBTs) a challenge for your practice? You're not alone. The demand for RBTs nationwide is skyrocketing, but the supply is lagging. This leaves clients without the support they need, and practices struggling to maintain high standards of care. At AppleTree Connection, we're proud to be recognized as one of the top 5 RBT Training providers by the BACB. 🌟 Our rigorous training programs produce highly skilled RBTs ready to make a positive impact. To help address this gap, we're excited to offer no-cost access to RBTs through our Employer Partner Program. Partnering with us means you'll have access to well-trained RBTs to support your clients and grow your practice. But let’s take a moment to reflect on our ethics. Are we doing everything we can to support our clients and staff ethically and effectively? AppleTree Connection’s Empowered RBT™ trainings are rooted in behavior science, with a strong focus on ethics, professionalism and building a strong realtionship with your supervisor. We provide the best ongoing support through mentorship and private communities. Are you ready to ease your hiring woes and join a network committed to excellence and ethics in ABA? Fill out our simple Google Form and apply to become an Employer Partner. 📋 https://lnkd.in/eN22aUDt Let's work together to bridge the gap and ensure our clients receive the highest quality care they deserve. #ABA #RBT #behavioranalysis #AppleTreeConnection #psychology #mentorship #leadershipdevelopment

Serious face. Serious Q… Did your business prepare for the 26th October? It affects EVERY industry! ☎️ We’ve had a lot of calls, emails, WhatsApps & DMs on the subject; it’s easy to feel daunted by the changes but you don’t need to. ⚠️⚠️⚠️The Worker Protection (Amendment of Equality Act 2010) Act 2023 came into force on 26 October 2024, introducing a new legal obligation on employers to take proactive and preventative steps to protect their employees from sexual harassment. ʜᴇʀᴇ ᴀʀᴇ ᴛʜᴇ sᴛᴇᴘs ʏᴏᴜ ɴᴇᴇᴅ ᴛᴏ ғᴏʟʟᴏᴡ: 𝟷. ɢᴇᴛ ᴀ ᴘᴏʟɪᴄʏ & ʀɪsᴋ ᴀssᴇssᴍᴇɴᴛ ɪɴ ᴘʟᴀᴄᴇ. 𝟸. ᴄᴏᴍᴍᴜɴɪᴄᴀᴛᴇ. 𝟹. ᴍᴀɴᴀɢᴇʀ ᴛʀᴀɪɴɪɴɢ ɪs ᴀ ᴍᴜsᴛ. 𝟺. ᴀs ᴀ ʙɪᴢ ᴏᴡɴᴇʀ, ᴇɴsᴜʀᴇ ʏᴏᴜ ᴜɴᴅᴇʀsᴛᴀɴᴅ ᴡʜᴀᴛ ɪs ʀᴇǫᴜɪʀᴇᴅ ᴀɴᴅ ғɪʟᴛᴇʀ ᴅᴏᴡɴ ᴀᴄᴄᴏʀᴅɪɴɢʟʏ. ᴄᴏᴍᴍᴜɴɪᴄᴀᴛɪᴏɴ ɪs ᴋᴇʏ ᴡʜᴇɴ ʀᴏʟʟɪɴɢ ᴏᴜᴛ ᴄᴏɴsɪsᴛᴇɴᴛ ɴᴇᴡ ᴘᴏʟɪᴄɪᴇs ᴀɴᴅ ᴄʜᴀɴɢᴇs. ᴛʜɪs ɪs ᴛʜᴇ ғɪʀsᴛ ᴏғ ᴍᴀɴʏ ʟᴀʙᴏᴜʀ ᴀʀᴇ ʙʀɪɴɢɪɴɢ ɪɴ, sᴏ ɢᴇᴛ ʏᴏᴜʀ ᴅᴜᴄᴋs ɪɴ ᴀ ʀᴏᴡ ɴᴏᴡ. 📆 𝗪𝗲 𝗵𝗮𝘃𝗲 𝘀𝗼𝗺𝗲 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝘀𝗹𝗼𝘁𝘀 𝗹𝗲𝗳𝘁 𝗶𝗳 𝘆𝗼𝘂 𝗼𝗿 𝗮𝗻𝘆 𝗼𝗳 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝗻𝗲𝗲𝗱 𝗳𝘂𝗿𝘁𝗵𝗲𝗿 𝗮𝗱𝘃𝗶𝗰𝗲 𝗼𝗿 𝗴𝘂𝗶𝗱𝗮𝗻𝗰𝗲 𝗼𝗿 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗯𝗼𝗼𝗸 𝗶𝗻 𝗮𝗻 𝗼𝗻𝗹𝗶𝗻𝗲 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝘀𝗲𝘀𝘀𝗶𝗼𝗻｡ 📧📧📧 *Subscribe* to receive a sexual harassment policy template to embed into your existing business handbook and policy suite: 👇🏼👇🏼👇🏼 https://lnkd.in/dNrKtP9z If you don’t have a Company/Culture/Employee handbook, you need to consider this as the next step [to encompass all the new government changes coming, into one easy reference document] 👍🏼 👇🏼👇🏼👇🏼 📧 📧 📧 We have started a new e-letter. Unfiltered & honest advice, free downloadables & tips to keep your biz risk-free as the employment law changes occur. hashtag #hrconsultancy hashtag #sexualharrassment hashtag #businessupdate hashtag #protect hashtag #risk hashtag #areyouready hashtag #newpolicy hashtag #subscribe hashtag #government hashtag #labour hashtag #policychange hashtag #employmentlaw

Many law firms have traditionally relied on their L&E lawyers to provide internal harassment awareness training. On the surface, it makes sense to leverage internal expertise - but taking a 🔎closer look🔍 uncovers a number of potential issues with this approach. A growing number of firms are adopting *technology-driven* training solutions to: ✨ enhance participation and compliance ↘ decrease risk 📁 seamlessly manage records ✅ streamline operations, and 👩💻apply a more consistent approach to sharing content. Visit our blog post to learn more about the benefits of a technology-driven training model and explore lessons learned from a firm who decide to make the shift. https://lnkd.in/gyyWZQ9z #harassmentawarenesstraining #workplacecompliance #respectfulworkplace #digitallearning