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<title>Now - Recent Posts By Black Bloggers - Category: Business</title>
<description>The Source For Aggregated African American Blog Feeds</description>
<link>http://www.Afronary.Net/feed/Business</link>
<copyright>2009</copyright>
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        <title>Afronary.Net</title>
        <description><![CDATA[  Afronary.Net is tracking a total of 117 Black Blogs.  There have been 94 total posts today.<br>
		There are 5 blogs in the category Business.  There have been 0 posts in this category today.<br>The blogs are organized into 33 categories.  <a href="http://www.afronary.net/">Click here to view all the categories we track</a><br>]]></description>
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        <pubDate> Thu, 11 Mar 2010 16:07:51 -0700</pubDate>
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        <title><![CDATA[QUICK TIPS: Be Engaged!!]]></title>
        <description><![CDATA[From: The Black Factor African Americans often have to fight the perception that we don’t care about our work, projects, job, etc. We still must battle the stereotypes that we are lazy and only care about partying. Unfortuately, some people in the workplace look at African Americans as showing up at work simply to go through the motions and cash a check. They don't believe that we can feel invested in our company, that we care about the future of the business or that we want long and successful careers.If you feel you are fighting the false perception that you aren't an active participant and that you don't care about your job, you should try to take every opportunity to show that you are engaged at work. Engagement means many things, including coming up with more efficient ways of doing a task, thinking of ideas and sharing them with higher-ups, being proactive and not waiting to be asked to do things that are within your authority to act on, speaking up if you notice problems or issues that impact produc]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[If it Walks Like a Duck and Quacks Like a Duck...]]></title>
        <description><![CDATA[From: The Black Factor Your employer may be engaging in discrimination if your employer denies Black workers the same training opportunities that are provided to White staff.At some companies, unequal training opportunities may be offered to Black workers or no training opportunities may exist at all! A lack of training in relevant areas can be used as a “legitimate” reason to overlook certain employees, when it comes to providing more challenging work, supervisory opportunities, and promotions.While working for my former employer, I began taking on assignments in the Research & Evaluation department of our company. I was offered formal training at a local branch (Washington, DC) of a major training organization in the field. However, a Black executive approached me and said, “They send all the White people out to California. Demand to go to California. That’s where the best training is given.”When I spoke to a Black coworker, she relayed the same story. White employees were automatically sent to C]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Written Policies Alone Won't Let An Employer Get Away with Violations!]]></title>
        <description><![CDATA[From: The Black Factor One of my favorite sections on the EEOC web site reads:“…there are no safe harbors for employers based on the written content of policies and procedures. Even the best policy and complaint procedure won’t alone satisfy the burden of proving reasonable care…if the employer failed to implement its process effectively.” I've posted these words before and I am posting them again because they are extremely important. Many employers will point to their anti-discrimination, anti-harassment, and anti-retaliation policies, whenever an employee insinuates or outright states that there is a race-based problem in the workplace. Employers can't wait to spit out lines such as:--"We've got policies prohibiting that behavior;"--"We don't tolerate that kind of stuff here;" and--"That's not how we conduct business."Everything goes back to the written policies, while enforcement of those policies seems to go by the wayside.But, as the EEOC states, having written policies prohibiting violations]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Document Everything!]]></title>
        <description><![CDATA[From: The Black Factor There are some people in the workplace, who become absolute nightmares whenever they are stressed out by deadlines or other work or professional issues. When they’re not stressed out and frustrated, they may be great to work with. But, when they are feeling any kind of pressure, they may become demanding, demeaning, bullying, etc. in how they interact with everyone around them. These people make it seem as though you are working with a Jekyll and Hyde type character. While these people are difficult to work with, at least they are only problematic on a part-time basis.Unfortunately, there are some people in the workplace, who are venomous and nasty all of the time. They like to be sharp-tongued, sarcastic and offensive just for the hell of abusing their coworkers or subordinates. If they are racist, then they are likely going out of their way to abuse members of other races. Working with these people is absolutely demoralizing. Just seeing them approach can make your stomach flutter]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2010/03/document-everything.html]]></link>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Prohibited Policies and Practices: Employment/Hiring]]></title>
        <description><![CDATA[From: The Black Factor Under the laws enforced by EEOC, it is illegal to discriminate against someone (applicant or employee) because of that person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to retaliate against a person because he or she complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.The law forbids discrimination in every aspect of employment.The laws enforced by EEOC prohibit an employer or other covered entity from using neutral employment policies and practices that have a disproportionately negative effect on applicants or employees of a particular race, color, religion, sex (including pregnancy), or national origin, or on an individual with a disability or class of individuals with disabilities, if the polices or practices at issue are not job-related and necessary to the operation of the business. The laws enfo]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[LEGAL BRIEF: Big Lots to Pay $400,000 for Race Harassment (Hispanic to Black)]]></title>
        <description><![CDATA[From: The Black Factor The Legal Brief gives everyone an idea of some of the types of cases that EEOC litigates, provides information on anti-discrimination legal proceedings/court rulings, and identifies some of the specific race-based issues that other Blacks have faced and challenged in the workplace. The Legal Brief also provides insight into the arguments presented by EEOC and the defenses offered by employers. This information may be helpful to workers, who may be considering filing a complaint or seeking legal counsel, as well as to employees who feel they are becoming embroiled in race-related issues at work.People often ask if minorities can be guilty of race-based violations of law. Yes! Black to Hispanic, Hispanic to Black or even Black to Black. The race doesn't matter, the potential law-breaking matters! See below for details about the case:_______________________________________________________________________EEOC Alleged Black Employees Were Subjected to Racial Jokes and Slurs By a Hispanic Su]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Try to Control Your Work Environment]]></title>
        <description><![CDATA[From: The Black Factor I work with a lot of young people. They do a lot of complaining. And, while some of them are vocal and speak to managers and highers-up about inequities or other issues in our workplace, many of them simply complain to each other. I don't think that has anything to do with age because I've had my fair share of older coworkers, who showed that same tendency. My advice is always the same, no matter who I'm speaking to...Whenever possible, try to control your work environment. For instance, if you are having communication issues with a coworker or manager, maybe think about sitting down with them to discuss ways that you can communicate better with each other. I've had to sit down with a coworker and say something like, "Look, it seems like we are always speaking past each other, when we have a conversation...wires seem to get crossed. Maybe we could understand each other/avoid confusion if we..." I've also had a conversation with someone that went something like this, "You probably don't]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2010/03/try-to-control-your-work-environment.html]]></link>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Are You Being Documented?]]></title>
        <description><![CDATA[From: The Black Factor Are you being documented? If you have received or been told about documentation against you, then you need to make a decision about whether or not you should respond. If you decide to respond, you should figure out when and how. I can give you an example, from my past, about how documentation--even about something that doesn't initially seem like an extremely big deal--can cause you to lose your job. An African American coworker received a memo that attributed the typographical errors of other staff to her. It was known that she did not make these mistakes. Yet, she was told, in writing, that this lack of quality control was unacceptable. She continued to be accused of making such errors--made by other workers--because it helped show a pattern of negative behavior that was later used as part of the justification to place her on probation and threaten her with termination. She was subjected to such a hostile and offensive work environment, she was forced to resign (also known as constru]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2010/02/are-you-being-documented.html]]></link>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Should You Step Out On That Ledge?]]></title>
        <description><![CDATA[From: The Black Factor When it comes to fighting racism and discrimination, Black people are really good at talking ourselves down from the ledge. I refer to it as a ledge because to make a claim of workplace racism requires a great deal of courage and the ability to risk putting yourself out there, on a limb, to be judged and/or torn apart based on your complaint.When it comes to making racially-based allegations against a White person, many in the so-called mainstream society will call you names like a “race baiter” or will say that you’re “playing the race card.” But, you shouldn’t be held hostage because of labels or change your thoughts or actions based on racially-based name calling.Here’s the fact. If you’re Black, then you’ve obviously been Black your entire life. You know when you’re experiencing racism. It’s that simple. You know racism when you encounter it as an adult, just as you knew it when you first encountered it as a child. As a child, you knew a certain comment or act]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2010/02/should-you-step-out-on-that-ledge.html]]></link>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[A Hostile and Offensive Work Environment]]></title>
        <description><![CDATA[From: The Black Factor A hostile work environment occurs when unwelcome comments or conduct based on sex, race or other legally protected characteristics unreasonably interferes with an employee’s work performance or creates an intimidating, hostile or offensive work environment. Anyone in the workplace might commit this type of harassment – a management official, co-worker, or non-employee, such as a contractor, vendor or guest. The victim can be anyone affected by the conduct, not just the individual at whom the offensive conduct is directed. A hostile work environment might be indicated by:• Use of racially derogatory words, phrases, epithets;• Demonstrations of a racial or ethnic nature such as a use of gestures, pictures or drawings which would offend a particular racial or ethnic group;• Comments about an individual’s skin color or other racial/ethnic characteristics;• Making disparaging remarks about an individual’s gender that are not sexual in nature;• Negative comments about an em]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[It's Usually a Long, Hard Fight!]]></title>
        <description><![CDATA[From: The Black Factor One of the biggest mistakes anyone fighting workplace racism can make is to ASSUME they are dealing with reasonable individuals. Even if all evidence seems to point to the fact that most of your coworkers and managers are honest, fair, objective, etc., you just never know which way people are going to go when stuff jumps off at the job.This is not to sell people short. You might be blessed with staff and/or managers who will rise to the occassion and speak truth to power about what has been going on at work. Even so, that doesn't mean that they will be successful in changing the dynamics going on at work. In the end, everyone that is touched by a race-based scandal at work has to decide if they are going to stand on the side of justice, if they will straddle the fence or if they will seek to go into workplace protectionist mode and be the ever loyal employee or manager.You can't be responsible for how people will respond to you and your fight against workplace abuses. Some may avoid yo]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[EEOC Issues New Data on Job Patterns in the Private Sector]]></title>
        <description><![CDATA[From: The Black Factor Employer Survey Results Posted on Data.gov, Part of President’s Open Government DirectiveWASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) has posted extensive new data on job patterns in the private sector, as part of the Obama Administration’s Open Government Initiative.  The EEOC posted 11 new aggregate data sets from the most recent edition of its report Job Patterns for Minorities and Women in Private Industry, commonly known as the EEO-1 survey, on www.Data.gov. The EEO-1 raw data extracts for 2008 may be downloaded at http://www.data.gov/catalog/raw/category/0/agency/119/filter/2008/type//sort//page/1/count/25.The EEOC also posted the data on a new Open Government page.  That page, on the EEOC’s web site at http://www.eeoc.gov/open/, offers a one-stop location for EEOC statistics and other performance-related materials, and will soon also provide tools for the public to interact with the EEOC about information the agency provides and work it does.  The]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2010/02/eeoc-issues-new-data-on-job-patterns-in.html]]></link>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Facts About Workplace Retaliation]]></title>
        <description><![CDATA[From: The Black Factor An employer may not fire, demote, harass or otherwise "retaliate" against an individual for filing a charge of discrimination, participating in a discrimination proceeding, or otherwise opposing discrimination. The same laws that prohibit discrimination based on race, color, sex, religion, national origin, age, and disability, as well as wage differences between men and women performing substantially equal work, also prohibit retaliation against individuals who oppose unlawful discrimination or participate in an employment discrimination proceeding.In addition to the protections against retaliation that are included in all of the laws enforced by EEOC, the Americans with Disabilities Act (ADA) also protects individuals from coercion, intimidation, threat, harassment, or interference in their exercise of their own rights or their encouragement of someone else's exercise of rights granted by the ADA.There are three main terms that are used to describe retaliation. Retaliation occurs when]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2010/02/facts-about-workplace-retaliation.html]]></link>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Race and Color Discrimination]]></title>
        <description><![CDATA[From: The Black Factor Race/Color DiscriminationRace discrimination involves treating someone (an applicant or employee) unfavorably because he/she is of a certain race or because of personal characteristics associated with race (such as hair texture, skin color, or certain facial features). Color discrimination involves treating someone unfavorably because of skin color complexion.Race/color discrimination also can involve treating someone unfavorably because the person is married to (or associated with) a person of a certain race or color or because of a person’s connection with a race-based organization or group, or an organization or group that is generally associated with people of a certain color.Discrimination can occur when the victim and the person who inflicted the discrimination ARE THE SAME RACE OR COLOR.Race/Color Discrimination & Work SituationsThe law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2010/02/race-and-color-discrimination.html]]></link>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[LEGAL BRIEF: "This is not the Ghetto!"]]></title>
        <description><![CDATA[From: The Black Factor Well, I'm sure we've all heard some questionable things said at work, related to race. But, it's always funny, in that not so funny way, to hear people come right out and be overt with their racism. In the legal brief, below, Black workers for the Memphis Goodwill were chastised at work and told they were not in the ghetto. And, the Black Transporation Director was fired about 30 days after making her second complaint. For details see below:----------------------------------------------------------------------Memphis Goodwill Agrees to Pay $105,000 to Settle EEOC Race Bias and Retaliation LawsuitFormer Employee Fired for Complaining About Alleged Race Discrimination, Agency ChargesMEMPHIS – Memphis Goodwill Industries, Inc., a non-profit agency, will pay $105,000 to settle a race discrimination and retaliation lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced on January 22nd. The EEOC had charged in its suit (No. 2:08-cv-02621-BBD-cgc, fil]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2010/02/legal-brief-this-is-not-ghetto.html]]></link>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Track Workplace Disparities]]></title>
        <description><![CDATA[From: The Black Factor Disparate treatment occurs when employers have different standards for different groups of people and when they apply rules, policies and procedures inconsistently because of these differences. In simpler terms, one group is somehow being treated better by receiving some form of preferential treatment. For instance, White and African American employees with the same education and experience don’t receive the same pay. The African Americans may receive $5,000 to $15,000 less per year than their White counterparts with no justification for the lesser pay for Blacks.By tracking disparate treatment on your job, you can show patterns of discrimination that are in effect at your workplace. For instance, if African Americans can only work on African American projects, while Whites work on “mainstream” and minority contracts, that might be one way to show unequal opportunities at work.Highlighting employee qualifications (e.g., education, years of experience, etc.) versus salaries and ti]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Be Careful of Sharing Too Much Information About Your Problems at Work!]]></title>
        <description><![CDATA[From: The Black Factor Since we're not that far into the new year, I feel I need to give a reminder that you can't always trust everyone at work with information about your problems/issues. This is especially true when it comes to something as sensitive as a race-related problem and/or allegations about potential violations of federal statutes, such as discrimination, harassment, and/or retaliation.Sometimes, people have an interest in your problems that is rooted in genuine concern and a desire to help you work your way through your problem. But, sometimes, folks just want to ask questions because of the gossipy nature of discussing such things at work. They want to be the one to know what's going on, but they may also be someone who ends up sharing details about what you're saying that can end up making there way to the person you are talking about or to higher-ups in your department or in the company, as a whole.It's not necessarily a desire to gossip that might make someone repeat things you've said. Som]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2010/02/be-careful-of-sharing-too-much.html]]></link>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[R.I.P. Cookie: 1992 - 2010]]></title>
        <description><![CDATA[From: The Black Factor My dog has been very ill and has gone to the big dog run in the sky. I will not be posting today, since I'm still mourning the loss. I got my dog, Cookie, when I was 22 years old and she was about 1 week old. I'm months away from turning 40. 18 years is a long time to spend with a dog.Thanks, Cookie, for all of the good times and companionship over the years. You really were my road dog, traveling everywhere with me in my car. We had some good times...even though you were mean as heck! LOLAnyway, for all dog owners out there, give your dog an extra hug today. You sure do miss them, when they're gone.R.I.P. Cookie Nicole (yes, she had a middle name)]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[LEGAL BRIEF: White Consultant Subjected Black Manager to Hostile Work Environment]]></title>
        <description><![CDATA[From: The Black Factor What I like about this legal brief is that it shows that employers are liable for the discriminatory, harassing, and/or retaliatory actions of everyone on their payroll. So, when we think about "employee" abuses, we need to remember that this also can include workers, such as consultants and/or vendors. If an employer is aware that an employee is being subjected to illegal behavior, the employer is responsible to put a stop to it--immediately. In this case, a Black manager was being harassed by a White consultant several times a week. When the Black manager complained, two White managers asked the consultant to stop the offensive behavior. The consultant did not.Employers are obligated to prevent illegal behavior and to put a stop to it, once they realize what is happening. In this case, it seems the consultant was running wild and violating federal statutes at every opportunity. It's worth noting that the employers settled this case quickly. The case was filed in April 2009.For detail]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2010/01/legal-brief-white-consultant-subjected.html]]></link>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[The EEOC Has a New User-Friendly Web Site!]]></title>
        <description><![CDATA[From: The Black Factor The U.S. Equal Employment Opportunity Commission has a new user-friendly web site. This is what they have to say about it:In order to make information about the EEOC and the laws we enforce more user-friendly and easier to navigate, we have redesigned our website.  We hope you will be able to find what you are looking for quickly and easily.  If you are having difficulty locating the information you are seeking, try our new search engine.  If you still cannot find what you need, and you know where it was on the previous version of our website, you can still visit our previous site.  We will keep the previous version up through the end of 2009, but please note that we will no longer be updating it.The web site can be found at: http://www1.eeoc.gov/newsite.cfmTo get an overview about the EEOC check out: http://www.eeoc.gov/eeoc/You can file a complaint at: http://www.eeoc.gov/employees/charge.cfmYou can find your nearest EEOC office here: http://www.eeoc.gov/field/index.cfm]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2010/01/eeoc-has-new-user-friendly-web-site.html]]></link>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[A Little Solidarity Might Go A Long Way]]></title>
        <description><![CDATA[From: The Black Factor With the King holiday, yesterday, I couldn't help but think about the power of people working together for a common cause. Yes, people of different races joined forces with African-Americans during the Civil Rights Movement. But, clearly, African-Americans were, and had to be, the core force to initiate and champion the fight for equality in American society.But, what legacy has truly been passed on to us?So, many of the very young Black workers that I come across today (the under 25 crowd)really don't seem to believe that workplace racism is a serious issue they have to deal with. Society has surely changed and is more open and sometimes appears to be more tolerant, however, some of our younger brothers and sisters really think that talking about on-the-job racism is akin to talking about dinosaurs--it's a thing of the past.As I included in a post, last week, the Equal Employment Opportunity Commission announced that they filed the second highest number of complaints EVER for the orga]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Never Respond to Written Attacks (Emails, etc.) When You're Angry!]]></title>
        <description><![CDATA[From: The Black Factor One of the hardest things in the world, especially when you’re young, is to write an email or memorandum when you are ready to tear someone’s head off! When you’re working with The Black Factor, you have to be mindful of the stereotypes associated with African Americans and work against those perceptions. Don’t give people any ammunition to call you angry, defensive, hostile, pissed, irate, hypersensitive or confrontational. Find ways to present your case in clear yet non-emotional language. I’ve been in this situation many times, so trust my advice. When it comes to responding to emails and memos, when you’re angry:-- Read and walk away. If you’ve received something in writing that upsets you or angers you, read it, walk away, and then come back and read it again. If you are dealing with negative written communication, it's important to take a deep breath and do something else for a few minutes. After some time has passed, revisit the written documentation and decide if]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[LEGAL BRIEF: Black Workers Subjected to Higher Levels of Radiation Exposure Than Their White Coworkers]]></title>
        <description><![CDATA[From: The Black Factor The Legal Brief gives everyone an idea of some of the types of cases that EEOC litigates, provides information on anti-discrimination legal proceedings/court rulings, and identifies some of the specific race-based issues that other Blacks have faced and challenged in the workplace. The Legal Brief also provides insight into the arguments presented by EEOC and the defenses offered by employers. This information may be helpful to workers, who may be considering filing a complaint or seeking legal counsel, as well as to employees who feel they are becoming embroiled in race-related issues at work.In this case, Black workers were subjected to racial epithets, but, even worse, they were exposed to higher levels of radiation than their White coworkers. A Black worker, who complained of racial mistreatment, was suspended and then laid off in retaliation for complaining of abuses.For specifics on this settlement, see below:---------------------------------------------------------------------Ra]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[LEGAL BRIEF: Black Female Suffers "Devastating Permanent Mental Injuries" at Work Due to Lack of Action By Employer Against White Male Coworker!]]></title>
        <description><![CDATA[From: The Black Factor The Legal Brief gives everyone an idea of some of the types of cases that EEOC litigates, provides information on anti-discrimination legal proceedings/court rulings, and identifies some of the specific race-based issues that other Blacks have faced and challenged in the workplace. The Legal Brief also provides insight into the arguments presented by EEOC and the defenses offered by employers. This information may be helpful to workers, who may be considering filing a complaint or seeking legal counsel, as well as to employees who feel they are becoming embroiled in race-related issues at work.This case is a primary example of how verbal attacks/assault can escalate in the workplace. Physical intimidation is sometimes part of the attack on complaining workers. In this case, the intimidation became a full-fledged assault.------------------------------------------------------------Whirlpool Corp. To Pay Over $1 Million For Harassing Black Female Worker, Judge Rules In Bench TrialEEOC Sai]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2010/01/legal-brief-black-female-suffers.html]]></link>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[2009: The EEOC Filed the 2nd Highest Number of Workplace Discrimination Complaints!]]></title>
        <description><![CDATA[From: The Black Factor WASHINGTON – Yesterday,the U.S. Equal Employment Opportunity Commission (EEOC) announced that 93,277 workplace discrimination charges were filed with the federal agency nationwide during Fiscal Year (FY) 2009, the second highest level ever, and monetary relief obtained for victims totaled over $376 million. The comprehensive enforcement and litigation statistics for FY 2009, which ended Sept. 30, 2009, are posted on the agency’s web site at http://www.eeoc.gov/eeoc/statistics/enforcement/index.cfm.“The latest data tell us that, as the first decade of the 21st century comes to a close, the Commission’s work is far from finished,” said EEOC Acting Chairman Stuart J. Ishimaru. “Equal employment opportunity remains elusive for far too many workers and the Commission will continue to fight for their rights. Employers must step up their efforts to foster discrimination-free and inclusive workplaces, or risk enforcement and litigation by the EEOC.”The FY 2009 data show that priv]]></description>
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        <title><![CDATA[Do Searches for Legal Assistance Outside of Work Hours!]]></title>
        <description><![CDATA[From: The Black Factor If you're dealing with race-based discrimination, harassment or retaliation at work, you should avoid trolling around for legal resources at work. Don't ask coworkers if they know a lawyer you can use to go after your employer, don't do Internet searches for employment lawyers at work, and don't ask for legal advice that pertains to filing a complaint against an employer. All of these things will likely get back to your employer because staff may feel they must tell a supervisor, manager, etc. what you are planning to do. Staff may think they can get a reward for disclosing your plans (e.g., a bonus, salary increase, promotion, etc.) Or, staff may just feel like spreading gossip (so and so is getting ready to sue the company). Don't give your power away by providing fodder for office gossip or by telegraphing to your employer that you plan to file a complaint with EEOC, a lawyer, etc. Your search for a lawyer and guidance on employment issues should be done on your personal time and ou]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[New Year...Same Old Bull!]]></title>
        <description><![CDATA[From: The Black Factor No posts came from me recently because I had yet another problem to deal with at work. This time, some chicks were engaged in unethical and illegal behavior on the job and they got caught doing what they were doing. And, they got caught because I was doing my job and informed management. So, to get revenge on me...one of these women (Hispanic) decided to get her friends at the job in on her little plot to get back at everyone she perceived as doing her dirty in the workplace. Of course, I was on that list.So, lo and behold, I am brought into a meeting with several members of management and I am asked whether I am involved in the unethical and illegal behavior and whether or not I was engaged in a cover-up AND whether or not I was aware that other workers were doing the same thing. This questioning was all due to intentionally false and malicious allegations from minority workers against me--a Black woman.After hearing me speak quite eloquently, professionally, and sincerely, I was comp]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2010/01/new-yearsame-old-bull.html]]></link>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[LEGAL BRIEF: Imagine Being Called "Aunt Jemima" at Work!]]></title>
        <description><![CDATA[From: The Black Factor Bahama Breeze to Pay $1.26 Million to Settle Suit for Racial Harassment of Black WorkersEEOC Said Restaurant Managers Repeatedly Used Racist Slurs, Including N-wordCLEVELAND – On December 14th the U.S. Equal Employment Opportunity Commission (EEOC) announced a class litigation settlement with national restaurant chain Bahama Breeze for $1,260,000 and significant remedial relief in a case alleging repeated racial harassment of 37 black workers at the company’s Beachwood, Ohio location.In its lawsuit, the EEOC charged that Bahama Breeze managers committed numerous and persistent acts of racial harassment against black employees, including frequently addressing black staff with slurs such as “n….r,” “Aunt Jemima,” “homeboy,” “stupid n….r,” and “you people.” Additionally, managers allegedly imitated what they perceived to be the speech and mannerisms of black employees, and denied them breaks while allowing breaks to white employees. Despite the employees’ com]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2009/12/legal-brief-imagine-being-called-aunt.html]]></link>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[M.I.A.: Dealing With Issues at Current Job!]]></title>
        <description><![CDATA[From: The Black Factor Sorry for being missing in action last week. I had to deal with a burning issue that seemed to erupt out of nowhere. Unfortunately, I was reminded of something I've blogged about in the past...that it only takes one new hire to change your work environment from positive to negative.I relearned this lesson, when a Black woman was hired to a high-level post at my job. She came into our workplace, which really does have it's own culture and philosophy. It would seem that she either didn't understand that our workplace is not supposed to be like other jobs, in many respects, or she knowingly decided not to embrace the new company culture. In either case, she decided to come into the job and:--micromanage employees;--subject staff to heightened observation and scrutiny;--intimidate workers by asking them to do things and then standing around to make sure they did it; and--have a constant presence on the sales floor.In a very quick time, I had someone following me around the sales floor, wat]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2009/12/mia-dealing-with-issues-at-current-job.html]]></link>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[6 Steps to Managing Restaurant Customer Relationships]]></title>
        <description><![CDATA[From: Soul Food Restaurants Diners Vegan and Buffets Steps to Managing Restaurant Customer RelationshipsWow! What a challenging business world we now live in. Just for a moment, think about the economy nosedive and dramatic changes in the landscape of the restaurant industry as a result of the economic crisis. No where is this economic turmoil more readily apparent than with the restaurant business [...]


Related posts:Soul Food Thanksgiving Recipes  Tomorrow, November 26th is Thanksgiving Day in the United...Soul Food – Same Taste With a Dash of Health Consciousness  With permission: http://www.chocolatecity.cc If I were asked to define...

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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[A Hostile Work Environment]]></title>
        <description><![CDATA[From: The Black Factor A hostile work environment occurs when unwelcome comments or conduct based on sex, race or other legally protected characteristics unreasonably interferes with an employee’s work performance or creates an intimidating, hostile or offensive work environment. Anyone in the workplace might commit this type of harassment – a management official, co-worker, or non-employee, such as a contractor, vendor or guest. The victim can be anyone affected by the conduct, not just the individual at whom the offensive conduct is directed. A hostile work environment might be indicated by:• Use of racially derogatory words, phrases, epithets;• Demonstrations of a racial or ethnic nature such as a use of gestures, pictures or drawings which would offend a particular racial or ethnic group;• Comments about an individual’s skin color or other racial/ethnic characteristics;• Making disparaging remarks about an individual’s gender that are not sexual in nature;• Negative comments about an em]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2009/12/hostile-work-environment.html]]></link>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Why Defend a Racist Worker Causing Strife in the Company?]]></title>
        <description><![CDATA[From: The Black Factor Some people who read this blog or even think about the concept of racism at work probably think that most of the people making complaints are just whiners, who don't want to take responsibility for some alleged short-comings. In their minds, what some of us consider a workplace racist is really just someone who has been misunderstood by an employee who is a race-baiter and who is just looking to throw around the race-card. Some people probably sympathize with employers because it must be incredibly difficult to deal with so-called false charges being levied by Black workers, who simply like to portray themselves as victims.That's just reality. Some people will never believe that real hard-core racism (covert and overt) is still a problem in the American workplace. And, even if they do, some people don't believe that the average employer would protect someone engaging in racist behavior...illegal behavior in the workplace. So, if an employer denies racism, well, for some people, the min]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2009/12/why-defend-racist-worker-causing-strife.html]]></link>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[President Obama Denies Americans the Chance to Watch Charlie Brown!]]></title>
        <description><![CDATA[From: The Black Factor Most readers know I sometimes include posts that aren't work-related. Well, today is one of those days because a news clipping I read was so ridiculous and laughable that I couldn't pass up including it here.Anyway, I've long seen that Black people can be accused of all sorts of things with a straight face. This accusation comes from a Tennessee mayor, who accuses our President, Barack Obama, of intentionally giving a speech so that it would knock the Peanuts Christmas cartoon off the air!Yes!Barack Obama, still being accused of being a Muslim, did not want some Americans to see Charlie Brown, Snoopy, Linus, Lucy, Woodstock, and company enjoying Christmas or anything to do with the birth of Jesus Christ. So, what does our President do? He gives a speech that blocks the program...thus denying Christianity its moment on television!You gotta love it. Of course, the mayor says it was all just a joke. No, it was not. He was dead serious. Anyway, here's the full clip from the New York Daily]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Verbal Warnings]]></title>
        <description><![CDATA[From: The Black Factor According to the EEOC, an oral warning or reprimand is appropriate only if misconduct (e.g., harassment) was isolated and minor. If an employer relies on oral warnings or reprimands to correct harassment, it will have difficulty proving that it exercised reasonable care to prevent and correct such misconduct. (Source: www.eeoc.gov/policy/docs/harassment.html)In other words, don’t let promises from your employer, regarding someone being written up or “spoken to” about misconduct guide your decisions as to whether or not your employer is providing ample protections for you under the law. If you have been the victim of substantial and pervasive misconduct, the punishment of the offending individual should be more significant. For instance, it may be more appropriate that the individual be demoted, transferred, etc. Only you know the severity of your situation, but you should demand whatever punishment fits the crimes committed against you.Additionally, your employer’s response to]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Examples of Potentially Illegal Actions in the Workplace]]></title>
        <description><![CDATA[From: The Black Factor Discrimination, harassment, and retaliation are illegal under the Civil Rights Act of 1964. Below is an important reprint of examples of workplace situations that may indicate a race-based issue at work.Examples include:-- a company that doesn’t post job openings and routinely fills positions with Whites from both inside and outside the company—without African Americans and other minorities having first cracks at the job as an internal hire;-- unequal pay for African Americans performing the same work as Whites (with similar education and work experience);-- segregating African American employees to only work on African American projects and contracts;-- isolating and segregating African Americans by assigning them to work only in specific locations;-- reclassifying jobs at a lower level and assigning African Americans to perform the work;-- routinely denying African Americans promotions;-- laying off African American employees, while White counterparts maintain their jobs; and-- a]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Hurry to the Copier]]></title>
        <description><![CDATA[From: The Black Factor When you're being targeted at work, there are going to be times when you may receive an email, memo or other important documents that:--contain false allegations about you (personally and/or professionally);--contain new/surprise allegations that differ from previous allegations being made against you;--promise certain actions/next steps to deal with your issues;--inform you that there will or won't be an investigation into any complaints you've made;--contain offensive and/or hostile language and/or threats against your job;--provide any sort of evidence--no matter how small--that supports your complaint;--contain your written description of issues, requests for clarification, explainations of incidents at work, etc.Anytime you get important information in writing, you've got to get hard copies made and electronic copies saved to ensure that you will not lose your evidence/proof. I know we live in the technology age, but there is nothing like a good old-fashioned piece of evidence on]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2009/12/hurry-to-copier.html]]></link>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Quick Tips: Find a Hero/Champion at Work]]></title>
        <description><![CDATA[From: The Black Factor Don’t show loyalty to people who don’t mean you any good at work. Don’t try to buy people’s loyalty because it won’t hold. Showering an undeserving or racist coworker or manager with attention and praise won’t get you any respect…and it won’t stop any mistreatment or illegal abuse. In fact, it will get do the opposite. No one respects a butt-kisser, even those whose asses are being kissed. So, instead of getting this person to stop their behavior, you are encouraging them to continue to mistreat you because you are agreeing to be a victim. Instead of aligning yourself with those that don’t deserve your energy or attention, you should focus on forming positive alliances and friendships. Those will be the individuals worthy of your respect and loyalty. These are also the people who are more likely to champion your causes.]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2009/12/quick-tips-find-herochampion-at-work.html]]></link>
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        <title><![CDATA[Don't Give The Ammo to Shoot You With!]]></title>
        <description><![CDATA[From: The Black Factor If you're being targeted in your workplace (and even if you aren't), you should take extra care not to give your enemies ammunition to use against you. If someone is targeting you for race-related reasons, they will often attempt to find a pretext to use--a non-race related reason that appears to be a legitimate concern--that will justify why they are subjecting you to scrutiny, criticism and/or employment actions.You have to remember not to give anyone ammunition to use against you that can serve as the pretext to coverup their real motivation--racial discrimination, harassment, and/or retaliation.Everything you do will be reviewed with a fine tooth comb. Your every move will be analyzed to see how it can be twisted to fit a negative narrative that can be created for you by your supervisor or employer, as a whole.Targeting an employee amounts to engaging in psychological warfare. It's about wearing a person down until they stop complaining or until the employee can be set up for emplo]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2009/11/dont-give-ammo-to-shoot-you-with.html]]></link>
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        <title><![CDATA[Soul Food Thanksgiving Recipes]]></title>
        <description><![CDATA[From: Soul Food Restaurants Diners Vegan and Buffets Tomorrow, November 26th is Thanksgiving Day in the United States. Thanksgiving Day is a joyous family and friends festival celebrated with lot of enthusiasm.  
Soul FoodThanksgiving Day Festival commemorates the feast held by the Pilgrim colonists and members of the Wampanoag people at Plymouth in 1621. On this day people express gratitude to [...]


Related posts:6 Steps to Managing Restaurant Customer Relationships Steps to Managing Restaurant Customer RelationshipsWow! What a challenging business...Soul Food – Same Taste With a Dash of Health Consciousness  With permission: http://www.chocolatecity.cc If I were asked to define...

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        <title><![CDATA[BLOGGER SICK!]]></title>
        <description><![CDATA[From: The Black Factor If your area is like where I'm at in New York, you know all kinds of germs are going around right now. I'm in round 2 with some flu-like illness. There will be no post today. Since it is Thanksgiving week, I will not have any new posts until after the holiday.I wish everyone a blessed and safe Thanksgiving!There will be a new post next Monday!SMW]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2009/11/blogger-sick.html]]></link>
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        <title><![CDATA[Soul Food – Same Taste With a Dash of Health Consciousness]]></title>
        <description><![CDATA[From: Soul Food Restaurants Diners Vegan and Buffets With permission: http://www.chocolatecity.cc 
 If I were asked to define the word &#8220;soul food,&#8221; the definition will definitely have to include phrases such as &#8211; the taste, tantalizing and mesmerizing, the presentation, eye moving from item to item,colorful, politics, movers and shakers, and the master of all cuisines. 
Despite the outstanding and colorful definition of [...]


Related posts:Soul Food Thanksgiving Recipes  Tomorrow, November 26th is Thanksgiving Day in the United...6 Steps to Managing Restaurant Customer Relationships Steps to Managing Restaurant Customer RelationshipsWow! What a challenging business...

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        <title><![CDATA[Tangible Employment Actions and Your Salary and Benefits: Part II]]></title>
        <description><![CDATA[From: The Black Factor If you feel you are the wrongful victim of a tangible employment action, PREPARE TO FIGHT BACK! Here are some tips, as promised yesterday.Tip #1: Maintain a record of any memos or emails you receive that are meant to justify the tangible employment action (e.g., corrective action notice, written warnings, etc.);Tip #2: Be able to produce your salary history, by maintaining a record of your income with your employer. Show any decrease in pay. Maintain a record of any memos or emails that are meant to justify a salary decrease.Tip #3: Check the personnel manual! Before such extremes actions were taken against you, check to see if your employer is following its own policies and procedures. If not, point out any violations that may exist.Tip #4: Find out about past history! Have other employees engaged in the same behavior that you were accused of engaging in or of having the same performance deficiencies that you were accused of having? If so, what happened to those people? Does it differ]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Tangible Employment Actions and Your Salary and Benefits: Part I]]></title>
        <description><![CDATA[From: The Black Factor Workplace harassment is defined by law as behavior that, while offensive, is extremely serious because it changes the conditions of your employment or creates a hostile work environment. In regard to the law, for something to change the conditions of your employment, the “something” must be a tangible employment action. A tangible employment action is any significant change in your employment status. It’s an action that has a negative impact on your work environment, job function or career.A tangible employment action isn't lip service. A tangible employment would be:--a demotion;--a suspension;--being stripped of your staff;--being denied a promotion with no basis;--receiving a pay cut under false pretenses;--being transferred to a menial job;--being transferred to a remote location or being transferred to a hard to reach location (making it difficult to get to and from work) or being isolated from other staff; or--being subjected to a hostile work environment that is so offensi]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[You Don't Have to Say It]]></title>
        <description><![CDATA[From: The Black Factor There are certain topics I like to hammer home on this blog. Today I'd like to remind everyone that you don't have to come right out and say something like, “I believe I am the victim of employment discrimination” or "It appears that the company has a policy of not promoting Black workers into mid-level management." The fact of the matter is, you can speak generally about your mistreatment and/or any unequal treatment and still be considered to have protested or opposed discrimination at work.Anti-retaliation provisions make it unlawful to discriminate against an individual because s/he has opposed any practice made unlawful under the employment discrimination statutes. This protection applies if an individual explicitly or implicitly communicates to his or her employer or other covered entity a belief that its activity constitutes a form of employment discrimination that is covered by any of the statutes enforced by the EEOC.Because individuals often may not know the specific requ]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Quick Tips: Offer Suggestions]]></title>
        <description><![CDATA[From: The Black Factor African Americans are often fighting the perception that we don’t care about our work, projects, etc. We’re sometimes perceived to be going through the motions and just waiting to cash a check, instead of really being invested in our assignments and caring about the outcomes.To help fight this false perception, you should get more involved in projects--especially if you hope to advance within the company. Even if you are normally ignored, make sure you speak up in meetings. But, no matter what anyone says, don’t just speak for the sake of speaking. I once had a White manager tell me I should ask questions that I knew the answers to, that I should paraphrase or agree with something that someone already said or that I should make a suggestion, even if it wasn’t great or if I didn’t believe in what I was suggesting. The rationale was that this behavior supposedly showed I was listening and participating in the meeting. Sorry! I didn’t buy that argument then and I don’t buy t]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Reader Shares Her Story...]]></title>
        <description><![CDATA[From: The Black Factor Pre-Halloween, I asked all of you what stands out in your mind, when it comes to the racist ghouls and goblins you work with. One reader, had a similar story to me, as far as having people question her about clothing, jewelry, etc.Anonymous said:I have [been] dealing with this for the past five years with a particular hispanic female co-worker. Anytime, I come to work with any new clothing including shoes, she wants to know if the material is authentic(e.g.touching and feeling), where I buy it and how much did it cost. I can tell it annoys her that I have nice things. It got really bad when she found out that I was about to purchase my first home(I'm the only one who owns her own home, besides our manager). I mean, she doesn't behave this way with the other woman(who are non-black), when they acquire something nice. The focus seems to be primarily on me and what I have. I'm the only black woman in my department and I'm young. I just feel like I'm under constant scrutiny by her and the]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Dog Having Surgery: No Post Today]]></title>
        <description><![CDATA[From: The Black Factor My dog is having surgery today. As you can probably guess, I am a nervous wreck. I will not have a post today. Thanks for your patience and understanding.]]></description>
        <link><![CDATA[http://www.afronary.net/feed/redirector.php?url=http://theblackfactor.blogspot.com/2009/11/dog-having-surgery-no-post-today.html]]></link>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Keep Copies of Your Timesheets]]></title>
        <description><![CDATA[From: The Black Factor If you are filing a grievance against your employer (and just as a general rule of thumb) you should always maintain copies of your timesheets. Even if you record your hours on an electronic timesheet, you should print your timesheets and place them in a file folder for safe keeping. If you have filed a grievance, you definitely want to keep a copy of your timesheets for the period of time covered in your complaint.I’ve worked for an employer that falsified and manufactured timesheets to try to disprove a case against them that was being investigated by a state government agency. The reason this employer was unsuccessful in getting away with their submission of falsified documents was because the employee maintained a copy of all of her timesheets for that period and could show that new timesheets had suddenly “appeared” in her file (with completely different hours recorded). It would have been beyond her capacity to doctor an exact copy of the corporate timesheets, but much easi]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[You Can Take It With You: Part II]]></title>
        <description><![CDATA[From: The Black Factor As promised, yesterday, today's post is part two of the information you should take when you leave a job, especially if you were the target of race-based abuses (discrimination, harassment, and/or retaliation).LIST #2: GENERAL LIST OF WHAT TO TAKE WITH YOU--A copy of your resignation letter--An official copy of your job description--A copy of your performance reviews--A copy of congratulatory email/”thank you” email--Writing samples – Writing can be an equalizer that makes you competitive with those who have degrees or more advanced degrees than you possess. Many people write poorly, including the college educated population. You are extremely valuable to an employer, if you write well. Always keep samples of your work. This includes keeping samples of any technical writing or proposal writing, as well as any writing for specific audiences (e.g., teens, AIDS patients, etc.)--Design/product samples - For instance, if you oversaw or coordinated the work of a creative team or vendor]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[You Can Take It With You: Part I]]></title>
        <description><![CDATA[From: The Black Factor If you've become a target at work due to race-based grievances, you leave your job under a couple of scenarios.1) You may decide that's it's time to move on and resign. You may want to leave for health reasons (stress, high blood pressure, etc.), for your sanity or for your future livelihood. It's always best to leave on your own terms--while retaining the option of pursuing actions that may help you vindicate your rights at a later time. Even if you leave your job, you can still seek the assistance of a lawyer and you still have the option of filing a formal complaint with an investigatory agency, such as the EEOC or Office of Human Rights for your county. 2) You may leave your job under even worse circumstances. You may be a target who is fired or laid off by your employer under false pretenses. Your employer may create "evidence" that shows they are justified in severing your employment with the company or they may pretend they don't have any work for you to do and make you a victim]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Tell Us...]]></title>
        <description><![CDATA[From: The Black Factor So, here's a question in honor of Halloween:WHAT ARE SOME OF YOUR FUNNIEST OR MOST BIZARRE EXCHANGES WITH RACIST GHOULS AND GOBLINS IN THE WORKPLACE?For me, it's some of the ignorant and memorable questions I've been asked like:--Why isn't your hair curly like xyz's (bi-racial)?--Why do Black people use hair grease?--Do Black people tan?--Have you ever been shot?--Is that real leather? Is that real jade? etc. (questioning the authenticity of what I am wearing)--Do you live in "the hood"?Okay, so what about you? What stands out in your mind? Post a comment on this thread.HAVE A HAPPY HOWL-OWEEN!!!]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Get Out of Your Own Way...]]></title>
        <description><![CDATA[From: The Black Factor You know I've heard people say over and over again that sometimes they weren't able to achieve or obtain something that was important to them because they JUST COULDN'T GET OUT THEIR OWN WAY. I keep thinking about that expression based on some things happening at work now. As I've written, recently, we've had some issues at my job with Black workers stealing. And, we've also had some terminations based on the behavior of Black workers.For instance, we had one Black worker (male) do a rap song about another Black worker (female) saying that she was "Black and crispy...fat and ugly." He did this in front of White customers and had the guests laughing at this Black female...along with some of our coworkers.More negative interactions transpired between the two of them and the Black male was terminated. But, here's what's interesting...other Black female workers in the store are defending this guy and attacting the darker-skinned female worker. Some people aren't speaking to her anymore or]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Employers Will Set Traps]]></title>
        <description><![CDATA[From: The Black Factor Unfortunately, instead of providing a remedy to correct race-based misconduct (by firing or demoting the offender) some employers will escalate attacks against the victim of the harassment. If you’re being subjected to harassing behavior and a hostile work environment at work, beware of the traps that are often laid by supervisors and/or employers.When a supervisor or a company decides to go into protection mode, they will sometimes try to create a rock-solid case against the complaining employee. The stronger the case against the employee—even a fraudulent case—the more secure the supervisor or employer will feel about deflecting any allegations that an employee or group of employees has engaged in illegal misconduct.It’s a bait and switch. The employee goes from complaining about mistreatment to being lured into a position of defending themselves against baseless attacks, which often have nothing to do with the instigating incident. For instance, a Black employee may complain]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Tips for Dealing With Bullying]]></title>
        <description><![CDATA[From: The Black Factor I was speaking to someone, who asked what to do when dealing with bullying at work. One of the first things I mentioned is that bullying should be referred to as being part of a hostile work environment, since bullying isn't always actionable in many states. Bullying behavior and a hostile work environment can come in many forms, depending on the people involved in commiting the abuse. The following are some considerations and suggestions:1) Always document acts of bullying and anything that creates a hostile environment at work. This includes behavior such as a harasser: making unwarrented written and verbal threats to your job, false allegations about your work performance, personal/personality based attacks, blaming you for problems caused by the harasser or other staff, hostile and offensive emails and voice messages, the use of racial slurs and epithets, pointing in your face, screaming at you, intentionally humiliating you in front of coworkers and/or clients, standing in your pe]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[One Step Forward...Two Steps Back!]]></title>
        <description><![CDATA[From: The Black Factor In the midst of some employees banding together to do something positive to make constructive changes at work, we've had a scandal break out involving employee theft. Now, this scandal doesn't appear to be connected to the vocal employees and doesn't seem to be a means to begin intimidating staff because the theft dates back to before these employees had a meeting with the executive to complain.What's sad is that we've got one group of employees who are serious about their jobs and want to do things to improve conditions for everyone. But, on the flip side, we've got employees doing everything they can to line their own pockets and they are making things bad for the good workers.The fact is that there will be turmoil through the weekend as the rest of the thieves are weeded out. Unfortunately, the first two that have been caught are Black women. This isn't to say that everyone connected to stealing will be Black but they will be Black or Hispanic because we comprise almost the entirety]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA["Well, What Are We Gonna Do About It?"]]></title>
        <description><![CDATA[From: The Black Factor I was proud of some of my young coworkers, yesterday. They have issues they are unhappy about regarding their treatment at our store and in some of the policies that have recently been enacted. They've been complaining for a few months, when one of them finally asked the question..."Well, what are we gonna do about it? We just gonna keep talking?"And, that's what set it off. They began speaking to a manager who seemed like she would be receptive and she passed the ball to a member of corporate who was coming for a visit. Yesterday, they sat down for a roundtable discussion with the corporate executive and I was invited to sit in and help them provide examples, etc.What made me feel good about this was that:1) They decided to do something about it;2) They were uncomfortable speaking up alone, so they decided there were strength in numbers and created a small team to represent the larger pool of workers who felt the same way;3) They were succinct and brought up issues that many people mi]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Shower Me With Your Love...]]></title>
        <description><![CDATA[From: The Black Factor Don’t show loyalty to people who don’t mean you any good. Don’t try to buy people’s loyalty because it won’t hold. Showering an undeserving or racist coworker or manager with attention and praise won’t get you any respect…and it won’t stop any mistreatment or illegal abuse. In fact, it will get do the opposite. No one respects a butt-kisser, even those whose butts are being kissed. So, instead of getting your abuser to stop their behavior, you are encouraging them to continue to mistreat you because you are agreeing to be a victim. Instead of aligning yourself with those that don’t deserve your energy or attention and who don't deserve to be showered with your love, you should focus on forming positive alliances and friendships. Those will be the individuals worthy of your respect and loyalty. These are also the people who are more likely to champion your causes. And, they are also more likely to provide some sort of assistance in dealing with an abusive coworker or s]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[I Always Feel Like Somebody's Watching Me...]]></title>
        <description><![CDATA[From: The Black Factor If you file a complaint of discrimination, harassment, retaliation, etc. against your employer, your employer may respond by producing what appears to be evidence of a legitimate, nondiscriminatory reason for whatever employment action was taken against you. However, legally, a violation would still be found if the explanation provided by your employer is a pretext designed to hide the true retaliatory motive.Typically, pretext is proved through evidence that an employer treated a complainant differently from similarly situated employees or that the employer's explanation for an adverse action is not believable. An adverse action is any action taken to try to keep someone from opposing a discriminatory practice, or from participating in an employment discrimination proceeding.If you have complained/opposed discrimination, etc. in the workplace, you want to begin tracking and documenting your employer’s pretext(s) by exposing how the so-called legitimate evidence is nothing more than]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[LEGAL BRIEF: EEOC Sues for Race/Sex Discrimination & Retaliation for Filing a Complaint]]></title>
        <description><![CDATA[From: The Black Factor Yesterday, I had a post that addressed anti-retaliation provisions of EEO statutes. Today, I wanted to follow that up with this blurb on a current EEOC case that has been filed in which an employee complained of race and sex discrimination. The employee was then fired because he "should not have gone to the human resource department." This type of retaliation, termination based on making a complaint and opposition to discrimination, is a violation of existing statutes.For details on the EEOC complaint, see below:-----------------------------------------------------------------------------EEOC SUES ABLE ENGINEERING SERVICES FOR RETALIATIONMontgomery Mall Contractor Fired Employee for Complaining About Race and Sex Discrimination, Federal Agency ChargesBALTIMORE – A nationwide building services company providing services to Westfield’s Montgomery Mall in Bethesda, Md., violated federal law when it fired an employee because he complained about race and sex discrimination, the U.S. Equ]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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        <title><![CDATA[Prohibitions Against Retaliation]]></title>
        <description><![CDATA[From: The Black Factor EEO statutes prohibit a covered entity (business, etc.) from retaliating against an individual (employee) who has engaged in protected activity, which includes both participation in the EEO process (filing an EEO complaint, providing testimony in an investigation, etc.) and opposition to discrimination (complaining of discrimination at work--even if you don't use the word "discrimination", protesting against discrimination, etc.). The prohibition against retaliation is very broad and covers more than merely discriminatory treatment with respect to terms, conditions, or privileges of employment. The anti-retaliation provisions prohibit ANY adverse treatment that is based on a retaliatory motive and is reasonably likely to deter the charging party or others from engaging in protected activity. For example, it would be retaliatory to instigate criminal theft and forgery charges against a former employee because she filed an EEOC charge. Examples of adverse actions include:--employment act]]></description>
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        <pubDate> <![CDATA[Wed, 31 Dec 1969 17:00:00 -0700]]></pubDate>

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