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Her Divorce Rant Went Viral Now Feminists Won’t Stop Harassing Her Ex-Husband

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In this webinar, we highlight changes to small employer audit requirements in the area of Violence & Harassment Plans. We discuss how employers are required to help prevent workplace harassment and violence and address incidents when they do occur. The webinar outlines provincial requirements for Alberta, BC and SK and other resources available.
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A Fairview Heights couple says their next-door neighbor is harassing them and they’ve taken the battle public on social media.
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This woman is harassed by her neighbor for YEARS in this scene from Season 5, Episode 1.

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#NeighborhoodWars

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With a record number of Americans trading city life for homes in the suburbs, relationships between neighbors are being put to the test. “Neighborhood Wars” takes viewers into the homes and backyards of neighbors across the country with some of the most unexpected and emotionally charged events caught on camera. Featuring footage from cell phones, drones, home security cameras and more, the series showcases the kindness and conflict between real-life neighbors throughout the US.

A&E® leads the cultural conversation through high-quality, thought provoking original programming with a unique point of view. Whether it’s the network’s distinctive brand of award-winning disruptive reality or groundbreaking documentary, A&E makes entertainment an art form. Visit us at aetv.com for more info.

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Sexual harassment: Organizations must stop protecting ‘brilliant jerks’
Watch the newest video from Big Think: https://bigth.ink/NewVideo
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“Too many organizations have tolerated the brilliant jerk. Too many organizations have tolerated the highly profitable sexual harasser or bully,” says Johnny C. Taylor, Jr., CEO of the Society for Human Resource Management. At this point in time, more rules is not the answer. The workplace culture must reject harassers.

When organizations do nothing to stop harassers and have one set of rules for the powerful and one for the powerless, productivity, workplace culture, and morale are affected in ways we can measure, and in insidious, destructive ways that we cannot.

“Think about it, says Taylor. “Your star performer is known to flirt the line, if not cross the line, with respect to inappropriate workplace behavior. Are you prepared to fire that person, even if it means you may lose a major contract? That’s when employees will judge who you are and what this company is really about. They’re going to judge you on what you do, not what you say.”
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JOHNNY C. TAYLOR, JR.

Johnny C. Taylor, Jr., is President and Chief Executive Officer of the Society for Human Resource Management (SHRM), the world’s largest HR professional society. As a global leader on human capital, culture and leadership, Mr. Taylor is a sought-after voice by C-suite executives as well as state and federal elected policymakers on all matters affecting work, workers and the workplace. He is frequently invited to testify before Congress on critical workforce issues—from sexual harassment to paid leave—and authors a weekly column, “Ask HR,” in USA Today, the country’s largest newspaper.

Check Johnny C. Taylor, Jr.’s latest book The Trouble with HR: An Insider’s Guide to Finding and Keeping the Best People at https://amzn.to/38Fzxz8
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TRANSCRIPT:

JOHNNY C. TAYLOR, JR.: Too many organizations have tolerated the brilliant jerk. Too many organizations have tolerated the highly profitable sexual harasser or bully. And what you then do is message to everyone, despite what we say, this is a competitive environment, and he who brings the most money or he who is at the highest level in the organization dictates the rules. And so they vary. There’s two sets of rules. There are rules for the powerful and for the not-so-powerful. That is a really complicated issue. And I think it’s why we struggle with it.

I’m going to give you an example of something that I just recently experienced. I was interviewed recently with a younger woman, millennial—happens to have been—and she talked about having began her career on Capitol Hill. And she said while on Capitol Hill, she was subjected to a sexually hostile workplace. There was harassment in the traditional sense, people asking people out for dates; the person to whom she reported was openly physically interested in her. And then just the overall milieu, the work milieu—conversations were inappropriate. And she said she knew that she could go to HR, but she chose not to. And she said she knew the policies, the practices and how you could make a complaint. But she chose not to because after she talked with her other colleagues, men and women, what they told her was, if you do that, you’re likely not only to limit your career opportunities here, but outside of the organization. You won’t ever begin to fully understand the consequences and the ramifications of complaining about this because of the power of the person in the job.

And so essentially, she began to consent to it. And that’s a really interesting dynamic that I had never thought about. So on one hand, she said, ‘I knew I could have complained. I chose not to because I knew, I factored in what damage it would do to my reputation, professional reputation, going forward.’

So there is a part of people, especially those of us who are upwardly mobile, who decide to tolerate certain behaviors. But from the employee’s perspective, it does a couple of things, one, productivity. I can not be focused and deliver my best work, and be as efficient and effective as I can be if I’m distracted by sexual harassment in the workplace. That’s number one. Number two, it makes me not bring my true self to work because I’m busy protecting, at least the part of me that’s at risk as a result of the incidents of sexual harassment. So it is so important as we invest tens of thousands and, in some cases, hundreds of thousands of dollars in an individual—think about your salary…

To read the full transcript go to https://bigthink.com/videos/sexual-harassment-at-work
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5 men’s fragrances women LOVE on men! These are all VERY ATTRACTIVE fragrances for men:

Paco Rabanne Invictus Platinum is a fresh and slightly sweet fragrance for men!
Prada L’homme Intense is powdery, woody and leathery in an attention grabbing and attractive way.
Parfums de Marly Pegasus is all about almond and vanilla and it’s a truly unique fragrance for men.
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Versace Eros Eau de Parfum is a men’s fragrance that a lot of women love on men.

LIKE THIS VIDEO AND COMMENT IF YOU TRIED ANY OF THESE MEN’S FRAGRANCES!

SUBSCRIBE TODAY AND… Check this video out for more attractive fragrances for men: https://youtu.be/-lRvONzujm4
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In this guide, discover powerful strategies on how to deal with landlord harassment effectively. Learn step-by-step methods, that empower you to navigate through challenging situations with ease. Whether you’re facing constant disturbances or feeling helpless, this video provides the ultimate solutions. 🛡️ Subscribe now for a stress-free landlord-tenant relationship! 🏠

You can read everything in this article: https://www.nyrentownsell.com/blog/how-to-deal-with-landlord-harassment/

#LandlordHarassment #tenantrights #HarassmentSolutions
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Hey Landlord! Do you know what constitutes as harassment? In this video, I’m going to give examples of landlord harassment that you should avoid at all costs. Learn how to protect yourself and your tenants from the consequences of unfair practices. Discover the best way to ensure a safe and respectful environment for everyone involved in the rental process.

Tenants tired of your landlord, think you can not buy a home. Come to buildinghomeandwealth.com

0:00 – 0:48 Introduction
0:55 – 2:11 Unintentional Landlord Harassment
2:12 – 3:23 Intentional Landlord Harassment
3:24 – 4:54 Tips to Avoid Landlord Harassment
4:55 – 5:27 Conclusion

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