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description=10 posts published by David Yamada during September 2013;

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share, this, the, workplace, of, help, to, bullying, and, minding, archives, on, for, us, workers, from, blog, recent, monthly, september, 2013, three, pronged, political, attack, very, notion, retirement, except, few, lame, defenses, unpaid, internships, can, religious, faith, deal, with, master, servant, roots, american, employment, law, messiness, creativity, dylan, candy, bar, not, so, sweet, say, note, your, host, blogging, why, targets, need, our, rallying, cry, heart, 101, mental, health, practitioners, wbi, invaluable, educational, dvd, does, dunning, kruger, effect, explain, bad, bosses, overrated, co, post, navigation, email, subscription, stats, pages, posts, comments, categories, blogroll, footer, menu, new, institute, hosted, by, david, yamada,

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Text of the page (random words):
in paid internships enjoyed a distinct advantage over their peers who undertook an unpaid experience or who didn t do an internship nace further reported results of nace s 2013 student survey show that 63 1 percent of paid interns received at least one job offer in comparison only 37 percent of unpaid interns got an offer that s not much better than results for those with no internship 35 2 percent received at least one job offer in terms of starting salary too paid interns did significantly better than other job applicants the median starting salary for new grads with paid internship experience is 51 930 far outdistancing their counterparts with an unpaid internship 35 721 or no internship experience 37 087 this is the third consecutive year that nace s annual student survey has captured internship data for paid and unpaid interns in each survey paid interns exceeded their peers in job offers and starting salaries how dare you a second defense of unpaid internships carries a more ridiculing tone toward those who are challenging the practice for example in 2011 cnn program host anderson cooper took to the airwaves to ridicule the lead plaintiffs in the lawsuit against fox searchlight pictures apparently the son of heiress gloria vanderbilt just couldn t deal with these entitled interns in reality financing an unpaid internship can be a tremendous burden for someone who doesn t appear on the vanderbilt family tree an unpaid summer gig in washington d c for example may require thousands of dollars for housing food travel and other essentials for those who cannot secure such funding the opportunities simply don t exist it s academic a third defense is coming from the higher education industry in 2010 for example 15 university presidents wrote to the u s secretary of labor urging that the department of labor reconsider undertaking the regulation of internships which have proven to be valuable and sought after opportunities for american college students perhaps the most outrageous statement in the presidents letter is this characterization some internships are paid and some on a mutually agreed upon basis are uncompensated the letter suggests that students have a degree of choice over whether they are paid perhaps even implying that some opt not to receive compensation in the meantime universities that broker unpaid internships may charge tuition in return for academic credit and facilitate the flow of unpaid labor to benefit employers you job killing commies the fourth most hyperbolic defense of unpaid internships can only be characterized as an ideological rant a prime example is a fiscal times article by liz peek titled obama criminalized unpaid internships and killed jobs published in the aftermath of the glatt decision in yet another blow to young people a federal judge has made it nearly impossible for companies to take on unpaid interns this flies in the face of president obama s incessant appeal for more job training turns out president obama loves job training programs but only the kind that increase our budget deficit in other words those provided by the federal government the private sector kind not so much 5 the column closes with a personal attack on lead plaintiffs eric glatt and alex footman it is of course the very people that these two litigious fellows think they are helping that will be hurt by this outcome fox says they will appeal the decision one can only hope so one can also hope that these two nitwits find it challenging to land their next job beyond the contemptuous rhetoric the article avoids the obvious logic that if you want to create jobs you can start by paying interns who engage in real work furthermore the column s headline crosses into the ridiculous confusing the enforcement of civil statutory provisions with criminal prosecution many thanks to friends on the facebook intern labor rights discussion forum for helping me to sort through these categories share this print opens in new window print share on facebook opens in new window facebook share on linkedin opens in new window linkedin share on x opens in new window x email a link to a friend opens in new window email like loading can religious faith help us to deal with workplace bullying september 25 2013 by david yamada in faith and religion workplace bullying mobbing and abuse tags faith and religion workplace bullying mobbing and abuse 20 comments in talking about responding to coping with and recovering from bullying and other forms of interpersonal abuse at work the role of religious faith often receives only obligatory acknowledgment for targets of workplace bullying religion usually is tacked on to a short list of possible sources of support along with family friends therapy and coaching i think we need a deeper conversation about how faith can help people to deal with this form of mistreatment i m probably not the best person to be raising this question my own faith remains very much a work in progress for much of my adult life i considered myself a hopeful agnostic during the past 10 years i have come to believe in a higher force and i sense that god s reality is somewhere in the intersection of our major faith traditions informed by insights from science psychology and spirituality for those reasons it probably won t surprise people to know that i associate with unitarian universalism my own loose parts religious beliefs notwithstanding i see a lot more potential for religious faith to help people through their most challenging experiences of work and vocation while the secular workplace should not be governed by any particular set of religious beliefs one s personal faith and convictions can be a powerful source of strength and support in dealing with abuse of all sorts including bullying at work in making these points i am not trying to argue for or against organized religion or any specific religious beliefs furthermore to anticipate what i m sure will be one response i readily concede that some religious institutions may harbor and enable bullying behaviors as well rather i m looking at this from the most grounded individual level for those whose worldview includes an embrace of a faith tradition i believe it can help them weather life s storms in the workplace i d like to see more attention devoted to that source of support related post what if we applied the golden rule at work 2010 share this print opens in new window print share on facebook opens in new window facebook share on linkedin opens in new window linkedin share on x opens in new window x email a link to a friend opens in new window email like loading master and servant the roots of american employment law september 23 2013 by david yamada in employment and labor law workplace bullying mobbing and abuse tags employment and labor law workplace bullying mobbing and abuse 16 comments if you need a big picture snapshot understanding of the historical origins of american employment law look no further than the master servant relationship master and servant is a legal term ported over from english common law centuries ago it is what it sounds like a term deeply rooted in hierarchical subservient personal and occupational relationships black s law dictionary 6th ed an authoritative legal source defines it this way the relation of master and servant exists where one person for pay or other valuable consideration enters into the service of another and devotes to him his personal labor for an agreed period the relation exists where the employer has the right to select the employee the power to remove and discharge him and the right to direct both what work shall be done and the manner in which it shall be done dig into legal digests used by lawyers to research points of law and you ll see that master and servant continues to be used as a topical index heading furthermore the dictionary definition above connects directly to the rule of at will employment which allows an employer to terminate an employee for any reason or no reason at all the u s is one of a few industrialized nations to retain the at will rule as its presumptive employment relationship two previous articles help to illustrate the one sidedness of at will employment and its significance to the modern workplace on limiting the abusive exercise of employer power 2011 law professor lawrence blades noted that the underlying assumptions supporting the dominant rule of at will employment which allows an employer to terminate an employee for any reason or no reason at all were no longer applicable such a philosophy of the employer s dominion over his employee may have fit the rustic simplicity of the days when the farmer or small entrepreneur who may or may not have employed others was the epitome of american individualism but the philosophy is incompatible with these days of large impersonal corporate employers it does not comport with the need to preserve individual freedom in today s job oriented industrial society at will employment and the legality of workplace bullying a brutal combo punch 2011 in the u s the combination of at will employment and the lack of protections against workplace bullying make for a brutal combo punch that often leaves mistreated workers legally powerless in october i wrote a short post criticizing the rule of at will employment which allows an employer to terminate an employee for any reason or no reason at all in america in contrast to many other nations at will is the presumptive employment relationship this leaves workers especially vulnerable when they are subjected to severe workplace bullying by a supervisor enabled by the employer because most bullying falls outside the protections of current employment law workers have scant legal recourse and employers have little incentive at least from a liability standpoint to act preventively and responsively free blog subscription for a free subscription to minding the workplace go to follow this blog at the top right of the home page and enter your e mail address share this print opens in new window print share on facebook opens in new window facebook share on linkedin opens in new window linkedin share on x opens in new window x email a link to a friend opens in new window email like loading messiness and creativity september 18 2013 by david yamada in creativity and innovation tags creativity and innovation 10 comments my creativity is bustin out all over photo sandie allen as the photo above suggests this may be among the most self justifying of blog posts a short write up of a recent study indicating that messiness may nurture creativity marketing professor kathleen d vohs u minnesota writes in sunday s new york times about the results of a multi layered study that she and her colleagues conducted not long ago two of my colleagues and i speculated that messiness like tidiness might serve a purpose since tidiness has been associated with upholding societal standards we predicted that just being around tidiness would elicit a desire for convention we also predicted the opposite that being around messiness would lead people away from convention in favor of new directions we conducted some experiments to test these intuitions and as we reported in last month s issue of the journal psychological science our hunches were borne out i ll let you read the full op ed piece for a summary of how they conducted their experiments but their bottom line is that messiness may enhance our creative impulses it follows that minimalist office designs seemingly in vogue these days may have unintended downsides at the same time the working world is abuzz about cultivating innovation and creativity endeavors that our findings suggest might be hampered by the minimalist movement while cleaning up certainly has its benefits clean spaces might be too conventional to let inspiration flow it takes all kinds tongue in cheek aside this is not a full blooded case for messy work settings tidiness has its place take for example the term shipshape it refers to meticulous order and neatness according to thefreedictionary com on a ship everything should be in its place and for good reason lives may depend upon it if you step aboard a boat and you see gear and gadgetry randomly strewn all around the deck be worried very worried get back ashore or jump if you must other work settings however present different priorities and purposes and insisting that everything be shipshape could be detrimental to your ultimate goals in fact if we want to encourage creativity and innovation perhaps our physical work environments might best reflect the very brainstorming occurring in our heads to bring it back to me yes a lawyer s case files should be organized and orderly but maybe a law professor s office can afford a few piles here and there and everywhere share this print opens in new window print share on facebook opens in new window facebook share on linkedin opens in new window linkedin share on x opens in new window x email a link to a friend opens in new window email like loading dylan s candy bar not so sweet to us workers say september 16 2013 by david yamada in compensation human resources internships labor unions management practices strategies for change tags compensation human resources internships labor unions management practices strategies for change 2 comments workers at dylan s candy bar in manhattan the flagship location of a small chain of boutique candy stores opened by dylan lauren daughter of fashion designer ralph lauren are going public with their efforts to challenge low pay and erratic part time work schedules their claim a store that serves as a required stop for celebrities and entertainers such as mary kate and ashley olsen katie holmes janet jackson and madonna with annual revenues around 25 million isn t all that interested in meeting with its workers to discuss their concerns after rebuff a public petition the workers have posted a public petition to build awareness and support most of us started at less than 10 hour with some of us even making as low as 8 50 we re supposed to get annual reviews for raises but they often forget to give us those on top of the low wages our schedules and hours change week to week nearly the entire sales staff is part time yet they expect us to have open availability making it nearly impossible for us to juggle other obligations such as second jobs school and family they refuse to give us any guarantee of the amount of hours we will work each week and yet they get angry with us when we look for a second job unfortunately when we got together to deliver our own petition to management they shrugged it off ignoring our concerns they simply told us that any issues regarding compensation could only be addressed in one on one meetings with managers and not together as a group the company s willingness to meet only in one to one meetings is telling it speaks of a divide and conquer or perhaps divide and intimidate appro...