Allen And Associates Complaints, Employment Law

Posted by: Complaints

Author: Paul Megan

Conducting a successful job search means anticipating the expectations of a decision-maker.

Whether you meet in a traditional interview or in the alternate “first meeting” format we recommend, you must be prepared to meet expectations.

Take a look at yourself and your work history through the eyes of a prospective employer. It helps you objectify your credentials. Because, if they don’t make sense to a prospective employer, they DON’T MAKE SENSE . . . no matter how thrilling they are to you.

Fortunately you have plenty of marketable assets that will attract an employer’s attention. In particular there are three categories of marketable assets that can help you make a favorable impression.

1. Qualifying experiences: you have what it takes to do the job.

2. Bridge skills: you have the smarts to move forward and take on new assignments.

3. Workstyle values: you possess an inner value system that guarantees energy and commitment

Start by reviewing the various work situations you’ve been in. Without reference to your resume, jot down a list of memorable work experiences.

Be sure to include volunteer work, military service, internships, summer employment, etc. Then, ask yourself the question, “What did I learn from this experience that would be helpful to my next employer.”

Pull out the many marketable assets you derived from your work situations using the three categories above. Distill each list until you have the key marketable assets and strengths that make up the image of you you’re going to project.

Remember, job search wisdom starts with a clear-eyed understanding of what you’ve got going for you. We call it your personal asset bank. It’s made up of all your Qualifying and Bridge Skills as well as your Workstyle Values.

Your asset bank is a ready source of focused marketable information about you that you must be prepared to assertively point out to prospective employers. It’s what they want to hear rather than a dull recitation of your work history.

Author: Thomas Husnik

 Article submitted by: Complaints

 Searching for employment opportunities can sometimes be a very frustrating and hard venture, if the exact sources of searching are not known to the individuals. Such people are advised to use the method of online searching for the purpose of getting employment opportunities.

The internet has changed the complete outlook of the people looking out for opportunities of employment. The job search online industry has taken giant steps in the recent years. The online search aids the people not only in getting the right kind of jobs that suit their profiles, it also helps in getting valuable information about the employers which helps during the interview sessions.

Methods of Exploring the Online Employment Opportunities:

Some of the methods of finding the perfect job online are listed below.

- If the individuals are looking out for a new employment options or want to get a better pay package in the current job profile, exploring the web sites of the various companies can be one option. Checking for the links regarding career and human resources is recommended. These employment web sites are often listed on the directories of job opportunities that are present in plenty on the internet.

- Asking for a search engine to do the task is also one option. These search engines help in locating the specialized employers in the required work field.

- The web sites of the professional associations are also handy in finding the employment opportunities. Becoming a member of such associations helps in networking for jobs.

- Registering on an employment site on the web also does the trick. These web sites send the possible employment opportunities to the candidates through e-mail and also, help in forwarding the resume to various recruitment professionals across the globe.

Advantages of the Online Employment Search:

There are various advantages that are present in the online search for employment opportunities. Opting for such kind of a search makes sure that the application is safe and not lost by the courier or post. Just by a click of a button, the resume is forwarded to the employer.

The online option also saves the cost involved in faxes, couriers and postage. Searching for a job online helps the people in exploring different possible options. The convenience and ease of the functioning of the online employment opportunities search is vast enough for individuals working in any work field.

By: Rosanna Cooper

The recent case of Fairbrother v Abbey National plc [2007], concerned an employee who was employed as a customer manager since March 1998. The employee suffered from Obsessive Compulsive Disorder (OCD), a fact which at the time when she applied for the job was not made known to the employer, but which became clear after she took up her position. For the initial period of her employment, she had a good relationship with her colleagues. However, this changed in 2002 when two of her co-workers began to treat her and another employee, R, less favourably.

From then on she was subjected to taunts concerning her OCD and low-level behaviour which was principally designed to upset her condition. R was taunted about her perceived low work-rate, and both R and the employee were ostracised. The situation deteriorated to the point where the two offending colleagues only communicated with the employee by e-mail, despite them all being in the same office. Following a particularly stressful week, the employee walked out on 25th July 2003. She informed the area manager, N, about the problems which had led to her leaving, and he began to investigate the complaint.

The two colleagues accepted that they had behaved in an inappropriate manner towards the employee during that week, and then both apologised to N. This outcome of the investigation was passed on to the employee, and she was advised that she should arrange to have ‘a cup of tea’ with her two colleagues to try to resolve their differences. She was also told she could have faced a disciplinary hearing for walking out on the 25th. On 13 August, she wrote a letter to N outlining the events which led to her walking out, but the letter made no reference to her OCD.

Following a meeting with a member of the employer’s human resources department, F, it was decided that a full investigation of the events occurring in the week of the 21st July 2003 should be undertaken. A month after that meeting, the employee asked to have the events prior that week investigated as well. This second request was denied by the employer. A grievance meeting was then held to discuss the employee’s allegations that she had been bullied at work and that N had not conducted the initial investigation properly. These complaints were dismissed, which led to the employee to appeal against this decision.

An investigation was then carried out of all the complaints that made by the employee and, on 9 February 2004, all her complaints were dismissed. Subsequently, on 7July 2004, she resigned on the grounds that her employer had failed to bring her grievances to a reasonable conclusion. The employee then brought a claim before the employment tribunal for unfair dismissal in that she had been discriminated against due to her condition.

The tribunal held that she had been unfairly dismissed due to the fact that the employer’s lengthy grievance procedure had a number of serious flaws which meant that the employer had behaved in a way which irreparably damaged the relationship of mutual trust and confidence between it and the employee. The employee’s discrimination claim was upheld on the grounds that the treatment she had received from her colleagues had been detrimental and that there was a distinction between the treatment which she had received and the treatment received by R. The employer then appealed.

The employer submitted that the employment tribunal had erred in finding unfair dismissal based on the alleged flaws in its grievance procedure. They argued that:-

* The tribunal had failed to consider whether the grievance procedure was within the range of reasonable responses available to the employer.

* The tribunal had been wrong to confine their considerations to the question of whether or not the employee had received different treatment; and

* The tribunal should have considered whether or not the employee had received less favourable treatment.

The appeal was allowed.

* It was held that the tribunal had erred by failing to consider whether the employer’s conduct had fallen within the range of reasonable responses available to it when investigating the employee’s complaints.

* The tribunal had based its decision upon flaws found in the initial stage of the grievance procedure and despite the fact that these flaws had been corrected as the investigation went on, it had still erroneously found that the employer had unfairly dismissed the employee.

* In addition to this, the evidence before the tribunal, including evidence that R had suffered similar treatment to that complained of by the employee, showed that the relationship between the employee and the two offending colleagues had broken down, and so the behaviour was not related to her OCD.

* In those circumstances, the tribunal should not have allowed the employee’s disability discrimination claim.

Author: Manvel Tonoyan

Employment Guide

When the job search just isn’t going as planned, it may be time to use the employment services of a career center or counselor. These organizations and individuals make it their objective to provide the best of employment opportunities to those who need them. While many jobseekers make the internet and the newspaper their primary source of information, a large majority of job opportunities are actually found with career centers and counselors. Both work with the hiring divisions of companies, allowing them certain access and knowledge of the next available openings and hiring trends. By effectively using these employment services one may be able to find just the job they’ve been searching for.

Another option for finding work can be in the use of employment services such as staffing agencies. These organizations work closely with local companies to provide staffing needs on temporary projects or when there is a shortage of workers. While the work can last from several days to several months, there is a chance with most of these temporary openings to become permanent. This only happens should the company find the worker’s skills satisfactory after a certain number of days. If it is not a position that the worker particularly wants to pursue they can always move on to another assignment. Positions can consist of everything from general labor to specialized professions such as information technology or the medical field.

Aside from the typical jobsites that are found online, a number of states have their own websites offering a vast number of employment services. One can find not only a list of employment opportunities, but some websites offer everything from career skill assessments to finding local childcare options. Because they work closely with state programs, it is not uncommon to find large companies advertising openings not found anywhere else. Most jobs are listed by region allowing individuals to locate job opportunities in their local area. If no jobs are available, one can then locate a field office in their immediate area that has the ability to aid in the search for employment.

Those who opt to effectively use the employment services available to them are more likely to feel confident in their job search. This in turn can lead to finding just the right job one has been waiting for.