A day to remember for many employees of this company
posted by Mo @ 1:07 PM
Tuesday, October 04, 2005
About Me
- Name: Mo
- Location: United States
After a year out of work, my operation paid by my health insurance trying to find a job that will allow me to use my skills and experience I found a job in Human Resourses. I do new employees orientations and explain to them in detail their rights and what the company will provide to them after becoming full time(benefits,stocks,health insurance and explanation of OSHA and what is for, Sexual Harrasement and many trainings and services provided to help employees in case something comes up on a daily basis. Corporate is in another state but I am in another state doing HR locally.WOW! My injury still there every day and still coping with the lack of strengh i used to have. So even after my operation I never went back to normal use of it.So I finnaly doing what I love to do!!
Previous Posts
- View of a store during hurricane evacuation time
- CONTINUE ON THIS SIDE
- Can you find yourself here?
- Justice will come soon
- We are here for you
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From: Ivy Sea Inc. | September 2000 By: Sarah Fenson
If we could figure out what' s going on internally when typical workday stress occurs, most of us would see that there' s a conflict between what we perceive, expect, or want and the actual circumstances.
For example, you might create stress for yourself when you set an unrealistically short deadline or when your standards for someone else's behavior don't match his actual behavior. Or you might create frustration for yourself when you avoid something you know you need to do, such as have a stern conversation with someone about unacceptable performance or voice a dissenting opinion. By failing to act when we know such action is required, we create anxiety and stress.
If you don' t resolve such conflict between your expectations and reality, you' ll expend time and energy anguishing about it. If you do take action when you're highly frustrated or stressed, it won' t be as thoughtful or productive. The blow to your morale, the poor quality of work, the wasted time and energy, and the unresolved issue are more than enough to encourage you to put the brakes on this pattern and looking at your perspective versus reality.
First aid for unrealistic expectations
When your expectations are clashing with what is real, you should pause and assess what you can control and what you' ll have to accept. Here are a few tips for observing and processing external information and managing internal conflicts that might occur:
First, take a pause. As soon as you feel the undertow caused by expectations colliding with reality, take a few minutes to do something that helps you remain calm and move into a mindful assessment mode. Such activities may include meditating, going for a walk, listening to music, taking a few deep breaths, or closing your office door and doodling.
Assess what' s going on. Reduce your internal conflict down to its actual reason. How are your perceptions different from the external cues that you are receiving? What factors or ideas are conflicting? What caused the conflict (inaction, a tone of voice that someone used, or a cultural norm in the company)? Why are you reacting to the external information in this way? Why do you expect more (or something different) than reality is delivering? For example, do you have a deadline that others aren't going to make? Do not leave this stage until you are confident that you have pinpointed the reason for the conflict.
Determine what' s your responsibility and under your control. From your assessment, identify the elements that are your responsibility or in your sphere of influence (you may be able to influence something you aren't directly responsible for). Are you really responsible for someone else' s reaction, for example? Is the IT department' s rollout schedule under your control? Have you shirked a responsibility that was required to meet your expectation? Is someone else's performance causing problems?
Concentrate your energy on things you can change. For many people, adopting a "live and let live" mentality is difficult, particularly in areas of behavior that challenge core beliefs and values. If you place a high value on personal responsibility, for example, you'll likely get frustrated when someone's behavior seems irresponsible or inconsiderate. Even in these tough scenarios, it's often best to ration your energy and response to situations where it can truly help. Marianne Williamson, in her book A Return to Love, asks the important question, Would you rather be happy or right? The need to be right and have everyone conform to your belief system expends a lot of energy and creates a lot of stress.
Plan and take appropriate action. One potential remedy for aligning expectations with reality is to plan and take action based on thoughtful assessment. Assign yourself activities that will help alleviate your internal conflict by aligning your expectations with what is realistically achievable. The first action must be a mechanism for ridding your mind of the perception that you can control what you can' t. Snap yourself into reality. Concentrate on what you can realistically change instead of dwelling on what is not your responsibility or under your control.
This information provides food for thought rather than counsel specifically designed to meet the needs of your organization or situation. Please use it mindfully. The most effective communication plan should be tailored to your unique needs, so don't hesitate to get individualized assistance from a communication expert.
Jamie Walters is the founder and Chief Vision & Strategy Officer at Ivy Sea, Inc. in San Francisco, CA. Coauthor Sarah Fenson is Ivy Sea's Guide to Client Services
Five questions Corporate should ask.
http://www.ethics.ubc.ca/papers/invited/5questions.html
Integrity in your corporation? Go to this website.
http://www.crossroadsprograms.com/corporate.html
How to complaint with OSHA.
http://nsi.org/Tips/COMPLAIN.HTM
Injured decry state of workers' comp
Thursday, June 29, 2000
By Jim McKay, Post-Gazette Staff Writer
A Beaver County man crippled in an industrial accident could not hold back tears yesterday as he described five operations, a daily regimen of medications and his struggle to hold onto workers' compensation benefits.
John A. McKay of Monaca told a panel of legislators convened by state Sen. Gerald J. LaValle, D-Rochester, that his constant pain is aggravated by relentless pressure from an insurance company seeking to reduce or discontinue his benefits or push him into a one-time settlement.
"Most of the time, I do not enjoy my life at all," said McKay, whose left knee, leg and back were hurt in 1992 when a scaffold he was working on collapsed at Zinc Corp. of America. "I even pray for death."
He railed against the insurer, physicians and others involved in a system that he said delays or tries to avoid paying benefits to injured workers. He blamed the Ridge administration and the legislators who voted for proposals that have helped lower the cost of workers' comp.
There were no insurance companies, business supporters or government advocates at the hearing to defend the system. It was a forum only for frustrated workers who feel that their voices often go unheard.
LaValle said he hoped the hearing would be the first step toward remedying what he sees as injustices related to Act 57, a 1996 workers' comp reform measure. He said he held the hearing at the Beaver County Community College because the Republican leadership would not support holding one in Harrisburg.
Blaine Stanziana waved a fistful of unpaid medical bills at the panel and claimed he has been abused by a workers' comp system ever since his head was split open in a forklift accident in 1979.
Undiagnosed epilepsy from that accident led to a workplace fall in 1988, he said. Just 15 months ago, Stanziana underwent emergency surgery to repair a related neck injury that he said threatened to paralyze him. He said $155,000 in medical bills remain unpaid.
"I have been injured more than half my life. My leg hurts. My neck hurts. My shoulder hurts," said Stanziana, 42, who drew sustained applause when he asked: "How does a workers' compensation lawyer sleep at night?"
Karen Pushinsky told the panel she blames her husband Terry's 1998 suicide on a system that denied him benefits. Both she and her husband were coping with work injuries at the time.
Paula Chiodo, a utility worker for US Airways, described harassment and demeaning work assignments she said came after she injured an ankle while working. She called company medical reviews on related ailments "a complete joke."
Chiodo said her young son and parents were both put under surveillance by the company and that she and other injured workers sorted used nuts and bolts in an area given demeaning names, including the "rubber room."
"I did not ask to get blown through a hangar door. There's nothing fake about my injuries," she said. "They want you to quit and walk away with nothing."
David H. Wilderman, legislative director for the state AFL-CIO, said reforms to the workers' comp system have destroyed the basic concepts of fair and prompt decisions.
He cited a recent study by an insurance-funded research institute that found only 40 percent of claims were given a determination within a statutory time frame of 21 days. The state says compliance has improved to 57 percent, a result Wilderman called unacceptable.
"Can you imagine if we had 60 percent compliance with the obligation to stop at a red light," he asked. "No one would accept this as a tolerable standard for safety."
Wilderman's long testimony criticized Act 57 for, among other things, offsetting workers' comp benefits if the person receives a pension, jobless benefits or Social Security. He described it as a "windfall for insurers and a crushing loss of income to the injured worker."
He complained about the lack of real vocational rehabilitation, cost-of-living adjustments for doctors but not for injured workers, and unrealistic impairment standards that work against the most seriously injured.
Please Please get the word out. Anyone who has been injured and WC turned them dowm. The buzz words are PREEXISTING CONDITION and NOT WORK RELATED. Get you letters out and any medical information. I will be calling for this info in the coming weeks. Many of you have asked when. Well when in now. PLEASE this is our and I say OUR not me or I shot to get help to get our health back or better so that we can move on to beautiful things in our lives. Lives that TM destroyed is trying to destroy by not giving us the medical attention we need. THE FINANCIAL assistance we need to live and pay our bills until we can get new employment. We must hold them accountable. They hurt us. We need to make the judge see this. If ten people come forward with there history of injury and the way we were treated it is a go. If more then ten come forward it is a home fun. Thank you all for all yourhelp in bringing to close this difficult chapter in our lives. For all of youwho have other difficulties, I hope this closure will help you to keep your hope and faith to a new start.
Hi Mo,
How do we get in touch with you?
Thank you for responding. Hang in there alittle longer. We are in the process of establishing the best way to receive information. We want the infor to get to us in the most efficent and timely manner. Would anyone reading this feel better sending an email, or contacting the attorney directly. Please advise the most comfortable way for all of you out there. Thank you.
Anyone out there in California, please take note.
If you have any overtime/meal/rest period violations, please contact the following:
Lakeshore Law Center
Jeffery Wilens Esq.
17476 Yorba Linda Blvd.
Yorba Linda Ca 92886
714-854-7205
714-854-7206 fax
Good luck don't be afraid to call.
More info to follow in other states.
ENJOY!
DESIDERATA
Go placidly amid the noise and haste and remember what peace there may be in silence. As far as possible without surrender be on good terms with all persons. Speak your truth quietly and clearly; and listen to others; even the dull and ignorant; they too have their story.
Avoid loud and aggressive persons, they are vexatious to the spirit. If you compare yourself with others, you may become vain and bitter; for always there will be greater and lesser persons than yourself. Enjoy your achievements as well as your plans.
Keep interested in oyur own career however humble; it is a real posession in the changing fortunes of time. Exercise caution in your business affairs; for the world is full of trickery. But let this not blind you to what virtue there is; many persons strive for high ideals; and everywhere life is full of heroism
Be yourself. Espacially, do not feign affection. Neither be cynical about love; for in the face of all aridity and disenchantment it is perennial as the grass.
Take kindly the counsel of the years, gracefully surrendering the things of youth. Nurture strength of spirit to shield you in sudden misfortune. But do not distress yourself with imaginings. Many fears are born of fatigue and loneliness. Beyond a wholesome discipline, be gentle with yourself.
You are a child of the universe, no less than the trees and the stars; you have a right to be here. And whether or not it is clear to you, no doubt the universe is unfolding as it should.
Therefore be at peace with God, whatever you conceive Him to be, and whatever your labors and aspirations, in the noisy confusion of life keep peace with your soul
With all its sham, drudgery and broken dreams, it is still a beautiful world. Be cheerful. Strive to be happy
MAX EHRMANN 1927
last updated on Oct 14, 1996
Thank you for the very meaningful prayer. I have tried to live my life that way. Then I can to work for TM. They do not believe in any of this. And most of their management cannot believe in this. My reason for stating this is, TM wants their managment to hammer the employees. They have no other agenda. Please do not forget this. When you do not live by the TM creed, you will be fired, accused of stealing, injured and God knows what else.
So many abusers every were. In case someone is working for them too.
Granting of Collective Action Status Perks Up Starbucks Managers
Jessica M. Walker
Daily Business Review
01-12-2005
A federal judge in Fort Lauderdale, Fla., has granted collective action status to a lawsuit filed by two Starbucks store managers who claim that they are entitled to overtime pay because they are "glorified baristas" and not true managers.
The decision last week by U.S. District Judge Kenneth A. Marra to give the store managers collective action status allows the plaintiff attorneys to begin a search for more claims by Starbucks managers across the country.
Collective action cases differ from class action suits in that the eligible plaintiffs are not automatically included in the suit and must opt in to participate. In a class action case, eligible plaintiffs are automatically included, and must opt out of the suit if they do not wish to proceed with their claim.
Other Starbucks store managers from Florida, Iowa, Virginia and Connecticut filed affidavits with the court making similar claims. The plaintiffs predict that thousands of Starbucks store managers will join the suit.
Last June, Sean Pendlebury and Laurel Overton, two Starbucks store managers in Broward County, Fla., filed the overtime suit under the federal Fair Labor Standards Act. They claimed they spent only 10 percent of their time on management duties and that they rarely exercised true discretionary powers in any significant matters. Most of their time was spent making coffee drinks and ringing up sales alongside hourly workers.
Robin Cohen, a partner at Shapiro Blasi & Wasserman in Boca Raton, Fla., who is representing Pendlebury and Overton, said the overtime hours of the store mangers varied from week to week, and she would not have an exact number until she obtains the employees' records.
Despite the overtime, Starbucks store managers receive about the same pay as certain hourly employees who are eligible to receive overtime, such as shift supervisors and assistant managers, according to the lawsuit.
Federal law allows the managers to collect overtime pay from three years back if the case is decided in their favor.
Federal law requires overtime pay of time and a half for nonmanagement employees working over 40 hours. Managers are exempted as long as they make over $455 per week, supervise more than two employees and have input in key staffing decisions.
"They have the title of store manager but the job description talks about how their time must be spent as 'glorified baristas,'" Cohen said. "They're doing everything baristas do, but without the hourly rates."
Seattle-based Starbucks, which has almost 9,000 stores around the country and had revenues of $649 million for the five-week period ending Jan. 2, has a carefully cultivated reputation for generous employment policies, such as providing employees with health insurance. The company was named one of Fortune 100's best places to work in 2004.
In response to questions from the Miami Daily Business Review, Starbucks defended its policy on store managers.
"We believe that the plaintiffs are properly classified as exempt under the federal wage laws, and we intend to vigorously defend the lawsuit," the company said in a written statement.
In opposing the plaintiffs' motion seeking collective action status, attorneys for Starbucks argued that different store managers have different job descriptions, including differences in the amount of time spent doing managerial duties and the number of employees they supervise.
Starbucks is represented in the litigation by attorneys from Holland & Knight in Miami and by the Washington, D.C.-based firm Akin Gump Strauss Hauer & Feld.
In a written opinion issued Jan. 3, Judge Marra ruled that the inconsistencies in the job duties described in the various affidavits filed by Starbucks store managers in the case would be more appropriate in a motion by Starbucks seeking decertification in a later phase of the case.
Under decisions of the 11th U.S. Circuit Court of Appeals, there is a two-tiered procedure to determine whether plaintiffs are similarly situated for class certification. At the notice stage, the courts usually base their decisions on pleadings and any submitted affidavits. The second stage comes at the end of discovery, when the defendant can move for decertification of the class.
Starbucks played down the significance of Marra's ruling.
"The court's decision to permit notice was not unexpected," the company said in its written statement. "As the court noted, the standard for issuing notice under the federal wage laws is 'lenient' and does not require any determination that the plaintiffs will ultimately prevail."
Starbucks now is required to give the plaintiff attorneys the names and contact information of all current and former store managers across the country over the last three years. Marra has not set a deadline for turning the information over.
Starbucks previously settled similar overtime lawsuits filed in state court in California. In 2002, it reached an $18 million settlement in two class actions alleging that the espresso empire improperly denied its managers overtime.
In a statement released after that settlement, Starbucks denied liability and said it settled to avoid protracted litigation. Since then, Starbucks store managers in California have been paid an hourly rate and receive overtime.
Thank you for this info. How great is this info. We need all managers(Glorified Sales associates) to get in line. You will be hearing more about this.
Start spreading the news please.
If you want to know other company that is doing the same thing with employees go to this web.
Cutting payroll and abusing management.
http://www.youareworthmore.org/node/16261
Another great place to read while you get all the inportant facts together. Are you a victim too? Get the ball running.
http://www.managementmalpractice.com/archives.php
After getting hurt while being abused by my bully manager and nobody in Corporate and my own regional ignored me this is a sample of what she is doing to others to pass all her inspections. At this very moment many are felling a low self steem because all they do is make to her happy.Words of praise, no , more work to do.This a never ending slavery world for all of you out there if you continue working for this selfish people. I found this is going to be an eye opener.
http://www.mind.org.uk/Information/Booklets/How+to/How+to+deal+with+bullying+at+work.htm
I want Jeffrey Wilens to be behind jail.
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