Full Service Law Firm in California

Brim law is full service law firm that can handle all your legal issues related, but not limited to: personal injuries, workplace discrimination, elder abuse, legal malpractice and medical malpractice. Why waste your time running around in circles just to find a suitable lawyer to solve your legal issues on time? We Brimlaw know that it’s not easy to hire the first attorney you find. You need to check the history of the law firm to how many cases they have lost and won in the past. At Brimlaw, we will impress you with our winning record.  Unlike other law firms and attorneys in California, we have the experience and expertise to get you the compensation you deserve for your personal injuries. If you are residing in Los Angeles, Irvine or Palm Springs, and were involved in personal injury, elder abuse or any kind of legal issue, then you need to take advice from Brim law, the finest law firm in California with the finest lawyers in California! We are aware about all California state laws, and can get justice for you, as soon as possible. Listed below are the practice areas of Brimlaw, a full service law firm. If you are facing any of the problems listed below, you can contact us, a full service law firm, and get relief from your legal issues.

Personal Injury Law Firm

If you or your loved one has been injured by the negligence of another individual or a group, and you are determined to take legal action against the responsible party to obtain the compensation you deserve, then you need to contact Brimlaw, the leading personal injury law firm in California! Brimlaw has the professional capability to represent your case and get you justice. We are the best personal injury lawyer in Los Angeles, personal injury law firm in Irvine and personal injury law firm in Palm Springs available in California for all legal issues associated with personal injury. Brimlaw has the top accident attorneys in California to assist in making your case strong, and see it through until the end.  Brim law specializes in all personal injury cases resulting from dog bites, motor or vehicle accidents, serious bodily injuries, wrongful deaths and premises or products liability.

Employment Law Firm

Brimlaw has one of the best employment Law firms in California! Whether you are an employer or an employee, our proficient employment law firm can resolve all your employment issues.  If you are an employee facing a wrongful termination or have been subjected to a hostile work environment, or was sexually harassed, our employment law firm can solve all your legal issues.  As an employer, you need to know all the employment laws of the state you reside in. We can help, as we are number one in professional law firms in California, and will advise you on any legal issues related to the employment laws of an employer! Consult us, or you may miss something small which can turn out to be a serious matter in your organization. Our employment lawyer will solve any legal issues relating to wrongful termination, workplace discrimination, workplace harassment, whistleblower retaliation, wage and hours matters, as well as workers compensation issues.

Here at Brimlaw, a full service law firm in California, we handle a wide variety of cases such as elder abuse, legal malpractice %26 medical malpractice. California has strict rules governing all legal claims, therefore you must take action and contact our full service law firm in California, before it is too late to get the justice you deserve! If you are residing in Los Angeles, Irvine or Palm Springs and are in search of full service law firms with expert lawyers and attorneys to solve your legal issues, visit http://www.brimlaw.com.

Mitchel A. Brim is an attorney in California, law attorney lawyer in California and the founder of BrimLaw which is a full service law firm offering accident attorney, disability attorney, discrimination lawyer, elder abuse attorney, employment attorney, workplace discrimination lawyer in Los Angeles, Palm Springs and Irvine. Article written by Elite Internet Technologies. Visit www.universalpositions.com for more details.

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What do you do when a co-worker makes a bigoted remark against conservatives?

The current rumpus over the “teabagging” remarks is indicative of vicious hatred towards conservatives. What do you do when a co-worker makes a similar remark? Do you file a complaint with Human Resources, or grit your teeth and try to ignore the hatred? Do you try at all to educate these people, or is it a hopeless cause? Have you ever actually considered suing your employer for allowing a hostile workplace environment in which conservatives cannot exist peacefully?

Answer
Most Human Resources staff are full of leftie communists…so don’t complain to them! If you are a straight, white male…they won’t help you!

Unfortunately, people think it’s “cool” to be liberal about topics…so I find it best to not mention anything controversial at work.

Find other ways to socialise thru your Church…or even online Message Boards like AnnCoulter.com

www.WorkingNurse.com

How many nurses do you know who step outside for a cigarette during their break, or consume loads of junk food or caffeine at every chance they get? A few, you might say. You may even be one of those nurses yourself. Now, how many nurses do you know who take time out to stretch, quietly meditate, or do deep breathing exercises on their break? Probably none. Doesn’t really seem conducive to work, appropriate, or simply practical, you might add.

Well, more and more working nurses (both shift workers and non) are finding there is a need to engage in some form of mind-body practice in the workplace. Calming the mind and rejuvenating the body is a highly effective practice, which can enhance the work experience and may prevent burnout in the long run. After all, when work stress takes its toll on the mental self, it begins to undoubtedly affect the physical body as well. Notice how you breathe more shallowly when you are anxious versus when you are relaxed. How about long-term affects of stress, leading to more serious disabilities? Did you know that multiple clinical studies have shown a correlation between anxiety, depression, and back pain? So, why does our body respond in this way and how can we engage in more positive and effective practices?

In order to adapt to increasingly stressful working environments, some of us naturally overeat, eat the wrong things, drink loads of coffee, or internalize stress by holding our breath or sitting with a poor posture. These habits are all used to cope or simply get through our work shift. While binging on junk food may be one of the more obvious signs, other more subtle forms include neglecting our most basic needs: bathroom breaks, hydration, and most importantly, rest! However, as humans, what we often fail to understand about ourselves is that the ‘reset button,’ which helps us feel balanced and whole again, is already programmed within us without the need to reach for things outside of our bodies. 

As difficult as it may seem, it is possible to tap into that nurturing, healing part within us, even for small fractions of time, in order to maintain wellness. As working nurses, it is our duty to be good to ourselves first, so we can in turn give our patients the best care in a mindful and compassionate manner. This is where yoga comes in.

Yoga, derived from the word ‘yoke’ meaning to bring together in union, helps us achieve harmony between the mind, body, and spirit. It also creates a beautiful balance between the opposite forces of strength and flexibility, and control and surrender. So, you say, what does this have to do with my job? For the working nurse, the regular practice of yoga not only gives us tools to cope with stress and fatigue, but also helps us gain strength, clarity, focus, and internal peace. This means working from a more open and compassionate place rather than a hostile and disenchanted spirit. 

You may be asking yourself, how can I ever practice yoga when call lights are beeping, doctors are calling on the phone, and families and patients are restless for answers? The good news is that practicing yoga does not have to be anything formal or rigorous, or for the ‘spiritually enlightened.’ Yoga is so simple and universally applicable that it only requires you to be present and willing to try. Yoga practice can be anything from a one-minute meditation to a full 90-minute physical workout. There are three simple ways to practice yoga at the workplace: 1) Meditation, 2) Deep breathing exercises, and 3) Stretching postures. Mindful meditation requires that you mentally tune out, even for as little as one minute, in order to refocus and draw inner peace. Find a quiet corner or room, even the bathroom if you have to, and take a few moments as you close your eyes and shift all of your focus inward.

Every time you feel your thoughts are racing, gently bring them back to the present moment. If you find that difficult to do, try listening to the sound of your inhale and exhale. Now picture every inhale as fresh new positive energy in the form of a gentle light, and exhale that energy back as if you are sending it out to your patients, your coworkers, your family, and even beyond, to the universe. Deep breathing (pranayama) involves various techniques to invigorate and re-circulate the blood between your lungs, heart, and brain. It helps clarify and increase mental alertness. Begin by inhaling from the diaphragm, meaning draw breath deep from the abdomen. Count for 4 seconds, hold your breath for 7 and exhale for 5 seconds. It is not required to close your eyes for deep breathing, but some people find it more helpful. The beauty of deep breathing is that it can be done anywhere, even while charting or sitting in front of the computer. Try doing this while talking to your patient or discussing a case with a physician. Soon you will find yourself responding much more calmly to a normally stressful situation.

Yoga stretching not only increases flexibility, but promotes muscle strength and prevents injuries. A sun salutation is a sequence of deep stretches, which correspond to deep inhalations and prolonged exhalations. To do a sun salutation: Stand upright, shoulders relaxed, feet together, and arms at your side. Begin by inhaling and sweeping your arms up and overhead, then exhale as your arms sweep back down to your sides. Continue exhaling as you bend from the hips, keeping your legs straight and fold forward with a straight back until your hands either reach the floor or rest on your shins. Let your head and neck hang. Next, inhale as you look halfway up and straighten your spine. Then, exhale by folding forward and letting your head and neck relax again. Inhale once more as you come straight up with a flat back, bringing your arms overhead and exhale bringing the arms back down to your sides, completing the sequence. 

This is one of the most invigorating yoga sequences that does not require having to get down on the ground. By doing this sequence, fresh blood circulates to the brain, nerves and muscles are stimulated and the body is rejuvenated. Practice the sun salutation every couple hours if possible, doing a series of five sequences each time. 

If your hospital unit or workplace recognizes holistic practices such as yoga, then it is worthwhile to consider organizing regular on-site yoga classes for your unit or team. Large corporate companies have begun incorporating yoga into their workplace as a means of employee wellness and retention. Shouldn’t the nursing profession be leaders in this movement? Perhaps by keeping our own workforce healthy with these preventive practices, we too can work more effectively, be more compassionate, (not only with our patients but with ourselves), and finally embark on a healthy and fulfilling career path.

www.WorkingNurse.com
Learning about yoga may seem confusing and overwhelming, as there are many methods and philosophies within the art of yoga itself. Here are some helpful resources both for your education and practice:

• Yoga for Dummies, an introductory book with practical insight into the history, practice, and applicability of yoga to your lifestyle, written by well-known industry leaders.
• For absolute beginners, try this video: “Basic Yoga Workout for Dummies.”
• For a comprehensive and fun yoga video for all levels, try, “Total Yoga: The Flow Series” with Ganga White and Tracy Rich.
• If you feel ready to try a group yoga class, you can search for a studio near you at www.yogafinder.com.

Mariette Tachdjian, RN, MSN, is a certified hatha yoga instructor. She works in nursing management at Providence Saint-Joseph Medical Center in Burbank, CA and also teaches yoga to nurses and to private clients.

Grasp back control and put an end to your hostile workplace this very moment, grab Work Laws Exposed right now. You can’t change a position you don’t like and don’t warrant without having an open mind, believing in yourself, and taking action.

How to combat a hostile workplace?

My daughter works for a mother and daughter team in an investment firm as their Office Assistant, and the daughter is verbally abusing my daughter not just with sarcasm, but with foul language. Things have escalated to the point where my daughter hates her job, but she’s been there for a year. What are her rights? How does she deal with this?

Answer
She needs to report them to HR, and if that doesn’t work, she should remind them that knowing a workplace has a hostile environment, and not doing anything about it is illegal. They could be sued.

There is a reason why we have two ears and only one mouth. It’s so that we can listen more than we talk. We never learn things when we speak because what comes out of our mouths are things we already know. However, when we listen, we can learn an awful lot.

Okay, so why do we want to be a good listener as far as our boss is concerned? There are several reasons, many relating to some of the things we’ve already discussed in this series.

For starters, by listening to what your boss says, you get an insight into his actual character. People say certain things depending on the kind of person they are. A defensive person will act one way when confronted. An irrational person will act another way. Learn to hear what your boss is saying so that you can get an idea of what kind of person they are. That is your foundation for dealing with your boss further down the road.

Let’s now take the tactic of getting your boss to agree with you. In order to do this, you need to find out what is weak spots are, assuming he has any. The only way to do this is to listen to what he says. For example, let’s say a weakness of your boss is that he’s getting close to retirement and says things like ‘I’m 5 years from a gold watch. I don’t need to have to deal with idiots like you.’ Most people will focus on the fact that they were just called an idiot. YOU should focus on that he is looking forward to retirement and find a way to appeal to that side. You can only do that by listening.

In throwing down the challenge, prior to this, your boss probably gave you all the reasons why things have to be done HIS way. In order to counter this, you have to listen to what those reasons are. That way, it gives you the ammo you need to write out your counter proposal.

Bottom line is this. If you don’t listen, you can’t develop a plan of attack for winning your boss over.

Now lets put all of this together into a coherent plan of attack.

Absolutely the very first thing you need to do, regardless of your work situation, is to listen to what your boss says. You need to understand how your boss thinks and what pushes his buttons. What’s important to him? With some bosses, it’s all about the power. With others, all they want is a paycheck. With some, it’s security and an employee’s incompetence could jeopardize that security, which is what might cause the boss to lash out. Whatever the reason, you need to listen to your boss and observe his actions in order to figure out how to deal with him.

Once you’ve done that, everything that comes next is dependent on what you’ve just learned. If it turns out that your boss is on a power trip, you might need to pull out the challenge. Tell him that you’d like a chance to do it YOUR way and if it doesn’t work, you’ll leave or do whatever he wants. This can give him a lot of power over you if he’s right and most likely, he’ll take you up on your offer.

If you’re boss seems insecure, get to know him as a person. Talk about his family. Ask him what his interests are. Appeal to him as a fellow human being rather than as an employee. Some people won’t respond to this, but unless the guy is an absolute monster, there is a good chance that he’ll come around.

Whatever you find out from listening, don’t argue with your boss. It’s not going to lead anywhere good. Put together a rational plan of discussion. Ask questions. Get to the bottom of what it is your boss REALLY wants.

Ultimately, this comes down to developing people skills. If most people would just stop and think before they opened their mouths, most problems could be avoided.

However, if the relationship with your boss has already reached the point of no return, you need to know what your worker’s rights are and how to get the most out of them.

Nobody should have to put up with an abusive boss.

If you are concerned about keeping your job or just want to get out of a hostile workplace environment then check out the following site to arm yourself with all the knowledge you’ll ever need to be happy at your work place: Hostile Workplace Environment

Grasp back control and put an end to your hostile workplace this very moment, get Work Laws Exposed right now. You can’t alter a situation you don’t like and don’t deserve without having an open mind, believing in yourself, and taking action.

women, would you feel sexually harassed if a man in your workplace watches porn on his PC?

like you see him watching porn and he stops it when youre around but starts watching it again when youre gone.

would you consider it as a sexually hostile environment..
would you report him

NOTE……
im not talking about UNPROFESSIONAL BEHAVIOR, you may wish to report him on that ground BUT would YOU feel sexually threatened/ harassed because of it…would it be a HOSTILE environment FOR YOU?
@ Yk
ofcourse. i would be traumatized by the incident.

Answer
At my workplace, a co-worker got caught watching child porn at work on his pc-he was “let go” but no charges were brought against him-it would make the firm look bad. Made me want to vomit. We have a strict company policy that we all have to sign regarding the use of computers, watching porn would be a violation and you could be fired for it. When co-workers, managers, and customers can walk into your office at any time, it would also make the company vulnerable to harassment charges-so if I had an employee who did it, I’d have to tell them they had to stop or they’d be written up.

I wouldn’t feel threatened or harassed, but I know others may. Plus it’s bad for morale, since they’re not working.

Employment lawsuits have risen to their highest peak in history, with almost 100,000 claims files in 2010, according to the EEOC. Incredibly, that number reflects a 31% increase from just 4 years ago! There is a never-ending flow of new court cases and decisions that change the employment landscape, making it extremely difficult for employers to stay ahead of the curve. Particularly in California, labor law evolves faster than federal law, adding to the complexity of employment compliance.

In the first half of 2011, employment and labor lawsuits in California have resulted in many important decisions that will directly affect the way employers in the state relate to their employees. Many of these cases have already been decided upon by the California Supreme Court, while others are still pending a decision.

Below is a brief outline of three key cases, and an important ‘take away’ for employers from each one.

Case #1

Summary: The Plaintiff was a senior executive at Google and claimed that he was discriminated against because of his age in a notoriously ‘young’ corporate culture. To support his case, he relied on various comments by superiors and coworkers that his ideas were ‘obsolete’ or ‘too old to matter,’ that he was not a ‘cultural fit’ and that he was an ‘old man’ and an ‘old fuddy-duddy.’ Google argued that none of these remarks were made in connection with any employment decision and should be deemed irrelevant ‘stray remarks.’ 

The California Supreme Court rejected the notion that ‘stray remarks’ made by non-managerial staff, or by supervisors outside of the disciplinary process, should not be given weight in court. Rather, such ‘stray remarks’ may and should be considered in the context of the evidence and could be used towards reaching a final decision. 

Take away: All managers should be aware of what is being said in the workplace, even in casual talk between employees, and to be proactive in eliminating derogatory or discriminatory remarks. 

Case #2

Summary: This employer’s corporate location was based in California, but had employees working out-of-state. Due to California’s dissimilar overtime laws, the employer paid the out-of-state employee based on his state of residency, and not according to California’s overtime regulations. The California Supreme Court is currently reviewing the case to determine if the California Labor Code applies to overtime worked in California for a California-based employer, by out-of-state workers. 

Take away: While the case is still pending before the Supreme Court, employers should carefully review all state labor code guidelines. 

Case #3

Summary: The E.E.O.C. sued a California airport services company based on a male employee’s allegation that he was sexually harassed by a female co-worker and thus suffered from a hostile work environment. The California Ninth Circuit Court of Appeals reversed a summary judgment for the employer, emphasizing that Title VII of the Civil Rights Act entitles men, like women, to protection from an abusive work environment. The California Supreme Court eventually found in favor of male plaintiff. 

Take away: Never just tell a male employee to ‘Be a man’ or ‘Get over it’, if he claims of harassment. Take the claim seriously and conduct a proper investigation. 

In conclusion 

Most work related acts made by employers toward employees are not intentionally bigoted, malicious or discriminatory by nature.  However, the complexity of labor laws in California demand that employers act with extreme caution when engaging employees and making employment decisions. In many cases, these actions can and will be brought against them in an employment lawsuit. As a reminder, California labor laws differ in many areas from Federal laws, so check with legal counsel before making any questionable employment decision or act.

Ari Rosenstein is the Director of Marketing at CPEhr, a Human Resource Services firm, specializing in outsourcing HR and PEO, servicing 15,000 employees and hundreds of clients nationwide.

CPEhr was founded in 1982 and assists small employers with the management of their employees. It provides an array of HR services including compliance with labor law in California, employment administration, employee health insurance benefits, safety consulting, training, recruiting and payroll and tax services.

Grasp back control and put an end to your hostile workplace this very moment, grab Work Laws Exposed right now. You can’t alter a position you don’t like and don’t warrant without having an open mind, investing in yourself, and taking action.

women, would you feel sexually harassed if a man in your workplace watches porn on his PC?

like you see him watching porn and he stops it when youre around but starts watching it again when youre gone.

would you consider it as a sexually hostile environment..
would you report him

NOTE……
im not talking about UNPROFESSIONAL BEHAVIOR, you may wish to report him on that ground BUT would YOU feel sexually threatened/ harassed because of it…would it be a HOSTILE environment FOR YOU?
@ Yk
ofcourse. i would be traumatized by the incident.

Answer
At my workplace, a co-worker got caught watching child porn at work on his pc-he was “let go” but no charges were brought against him-it would make the firm look bad. Made me want to vomit. We have a strict company policy that we all have to sign regarding the use of computers, watching porn would be a violation and you could be fired for it. When co-workers, managers, and customers can walk into your office at any time, it would also make the company vulnerable to harassment charges-so if I had an employee who did it, I’d have to tell them they had to stop or they’d be written up.

I wouldn’t feel threatened or harassed, but I know others may. Plus it’s bad for morale, since they’re not working.

Late in the ninth century CE, the great physician, chemist and philosopher, Muhammad ibn Zakaria al-Razi, launched a scathing attack on the pietist ideological foundations of the world he lived in.

‘All men being by their nature equal,’ he argued in his magnum opus, Fi Nekdh al-Adyan, or Refutation of Revealed Religions, ‘the prophets cannot claim any intellectual or spiritual superiority. The miracles of the prophets are impostures or belong to the domain of pious legend.’

The theist’s counter-argument, he said, was violence: ‘asked about the proof for the soundness of their religion, they flare up, get angry and spill the blood of whoever confronts them’.

Last month’s silencing of Salman Rushdie, preceded and followed as it was by a succession of faith-inspired attacks on free speech, tempts one to believe little has changed in a thousand years.

That isn’t true. The organisers of the Jaipur Literature Festival barred a videoconference with Mr. Rushdie, fearing it would provoke violence — but not one bus was burned or a stone thrown when he went on national television that very night. Mr. Rushdie’s name hasn’t even figured in campaigning in Uttar Pradesh. Had it not been for the helping hand of the Indian government, it is improbable the clerics of Deoband would have succeeded in Jaipur.

In more than two decades, the clerics have not staged a single mass-mobilisation of consequence. This fate and Deoband’s contrasting success in Pakistan help illuminate the prospects of communal politics in India.

Founded in 1867 in an old mosque shaded by a pomegranate tree, Deoband represented the clerical class’ effort to defend the faith after the fall of Mughal power. Like the new western-modelled institutions then springing up across India, it had a formal curriculum and rigorous examinations; less than half of the 20 subjects taught were exclusively religious. The Deoband graduate was to be equipped to deal with a modernising world, not just employment as a Maulvi.

Deoband’s image

Deoband’s image as the ideological vanguard of the modern jihadist movement has not a little to do with its dramatic growth in Pakistan’s Punjab. In 1929, dissidents who broke away from the Congress-led Khilafat movement set up the Majlis-i-Ahrar-i-Islam. The Ahrar campaigned against Hindu and Sikh monarchs, and attacked what it characterised as Shi’a and Ahmadiyah heresies. In 1953, the Ahrar spearheaded a violent campaign seeking the sacking of Pakistan’s Foreign Minister, Chaudhry Zafarullah Khan, an Ahmadi. The clerics won. Pakistan’s 1956 Constitution decreed it would henceforth be called an ‘Islamic Republic,’ and pass no laws repugnant to the Koran or the Hadith. Zulfikar Ali Bhutto declared Islam the state religion, promised to bring secular laws into line with the Shariah, and introduced blasphemy laws which ejected the Ahmadiyah from Islam.

His successor, the military despot Muhammad Zia-ul-Haq, expanded state patronage to Deobandi-jihadist groups. Key among those groups was the Harkat-ul-Ansar, co-founded in 1991 by Maulana Masud Azhar and Fazl-ur-Rahman Khalil. In 1999, following Azhar’s release from an Indian prison in return for the lives of passengers on board an aircraft hijacked to Kandahar, he set up the Jaish-e-Muhammad — still one of the largest jihadist organisations.

From the Fathul Jawwad, Azhar’s disquisition on four Koranic verses dealing with jihad — which, parenthetically, is perfectly legal read in India — it becomes evident that Deoband degenerated into a cult of death. ‘The light of the sun and water,’ Azhar writes, ‘are essential for crops; otherwise they go waste. In the same way, the life of nations depends on martyrs. The national fields can be irrigated only with the blood of the best hearts and minds.’

The Jaish reaches out, as this language suggests, to an audience of small and landless peasants — but one which can see clearly what lies inside the barred gates of the capitalist earthly paradise. ‘As we fly in aeroplanes in this world,’ he writes, ‘the souls of martyrs, entering into the bodies of green birds, fly in Paradise for recreation’.

‘Having no alternative ideology like Marxism or Liberalism or even language-symbols which may challenge the feudal stranglehold,’ social scientist Tahir Kamran has explained, ‘Deobandi militancy remains one of the few ways to counter it.’

In a magisterial 2009 essay, Pakistani scholar Ayesha Siddiqa illuminated the despair of the peasantry. ‘A few years ago,’ Dr. Siddiqa wrote, ‘I met some young boys from my village near Bahawalpur who were preparing to go on jihad. They smirked politely when I asked them to close their eyes and imagine their future: ‘we can tell you without closing our eyes that we don’t see anything’.’

Figures put together by the India Data Lab at the Observer Research Foundation in New Delhi, using National Sample Survey statistics, help understand why Deoband’s fortunes in India continue to nosedive. The average Uttar Pradesh Muslim’s monthly per-capita expenditure has risen from Rs.138.73 in 1987-1988 to Rs.824.15 in 2009-2010. Then, between two-thirds and four-fifths of Muslims were illiterate across Uttar Pradesh’s five regions; now the figure has dropped to below half in all but one region, the southern upper Ganga plain. Less than one per cent of Muslims had a graduate degree in 1987-1988 except in the State’s central region; the figures for 2009-2010 showed three-fold growth. The expansion in the number of Muslims who had graduated from middle-school was even stronger.

New middle class

Endemic discrimination remains a fact of life for Muslims: their average monthly per-capita expenditure and education levels, for example, remain below State average. Yet, the kernel of a new middle class, the vanguard of a future political leadership, is manifesting itself. Ever since 2010, the Deoband clerics have been reaching out to this class — aware that it, like them, is rejecting the peasant Barelvi traditions which the vast majority of Indian Muslims endorse.

This new middle class, though, is repelled by Deoband’s reactionary posture — an attitude exemplified by the seminary’s hostility to women entering the workplace. The seminary’s online fatwa service illustrates how deep these attitudes run. May a successful private sector worker shave? No. May a student overseas work at a pork-using Pizza Hut to make pocket money? No. May families attend weddings with ‘dance, song, mixing of men and women, photography or videography’? No. In one fatwa, a believer seeking sanction for visiting a historic church is upbraided: ‘the good effect of one’s Islam is that he gives up nonsense things’.

In an essay in the Milli Gazette, commentator Saad Shadi offered insight into the challenge that now confronts faith-centred politics. The war over Mr. Rushdie, he asserted, was ‘between the God-centred view of the universe with the theory of nihilism [sic.]‘. Failure to effectively fight that battle, he noted, had made it ‘difficult for ordinary Muslims to make sense of striking the balance between tradition and modernity and they either become desacralised or withdraw into their shell.’

Declining hold of faith

Put simply, the fact is this: Deoband is dying because the social classes and conditions from which it drew its strength have changed. Deoband’s clerics aren’t the only faith-based political order to be facing this crisis: organised Hinduism has haemorrhaged followers to new-age gurus; Sikhism to a range of eclectic cults. Faiths, as a whole, exercise less of a hold on lives than political struggles for equity or, for that matter, a popular film and the veneration of consumer goods — facts which have helped secular politics sustain itself and grow.

Ever since the barbaric assault on the Babri Masjid in December 1992, no communal issue has had a national impact; even the savage carnage Gujarat saw in 2002 failed to propel the Hindutva movement to power. Even though communalism remains a depressing part of India’s political landscape, its lethality is diminishing. From successive reports of the National Crime Records Bureau, it is clear that communal violence is in decline; in 2010, religious hatred ranked below lunacy and witchcraft as a cause of murders. Hindutva terrorism has arisen precisely because of this: the large-scale riot, the traditional instrument of communal power-projection, has been greatly undermined.

Economist Joseph Schumpeter once described capitalism as a ‘civilisation’: an accurate description of a system of relations that reorders not just relationships of wealth, but culture, civic association and the most intimate transactions that characterise our personal lives. In India, faith and this new civilisation are pitted against each other in an epic battle — and god’s armies are losing.

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Ankur choudhary is working with rubicon publicer pvt.ltd (http://www.urdutahzeeb.net). Before joining, he worked for one year,easytips.com, hitgroveinfo.com for news .He has b.com  pass degree from Delhi University, delhi. Now  He is practicing seo webmaster . 

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Is My workplace hostile?

I am working for a wholesale club in the food court, I have a co worker who I have really tried to work with and I just cannot do it. She is very hyper, so much so that a customer asked her to calm down because she was making him nervous. We each have tasks for closing the department at the end of the night, she is always jumping in and doing my job then talks to me like I asked her to do it for me?! She has told lies to the manager about me and he is on her side because, as he put it, shes a go getter (he doesn’t seem to see the sloppy jobs she does) and she is a friend of his mother(that’s how she got the job) He told me he is not anyone’s friend but she is the only one who has his home phone number. He also told her that he was going to have to fire another employee and I don’t know the laws in every company, but are managers supposed to talk to one employee about another? This company guarantees 24 hours a week to part time people, which is what I am, and each week I see she always has 26 to 30 hours and I have no more than 25, and also you have to take a lunch at the 5 hour mark, which is mandatory, so he gives me 5 1/2 hour days to make it look like I am getting 24 hours and in reality I am only getting around 22-23 at the most. I have closed with all of the other employees and we always get the job done with plenty of time to spare but every time I close with her we always go over, I can’t really explain why, she gets in my way and is verbally abusive, and lets you know without saying a word if she doesn’t like the job your doing. She was hired at the same time I was, but she has proceeded to tell me from day one what to do, like she knew everything. I have talked to management, and they say I just have to get along with her and that I must just have a bad attitude because she is so nice to them, well they don’t have to work with her either, shes a different animal when they are not around. I am trying to find another job (I actually have an AS in computer engineering) but right now there are few jobs to be had so I don’t want to quit until i have another, but I don’t want to dread going to work. I am getting physically sick thinking about it.

Answer
While unpleasant, the situation does not rise to the level of a ‘hostile work environment” as defined by the EEOC – Equal Employment Occupation Commission. To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people. If you believe that you are being harassed to the degree that your work environment has become ‘hostile’ the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive and is based on discrimination against race, gender, age, religion or disability, you can make a claim against the company with the EEOC. Read more about it at http://www.eeoc.gov/types/harassment.html

Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA).

Harassment is unwelcome conduct that is based on race, color, sex, religion, national origin, disability, and/or age. Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit under these laws; or opposing employment practices that they reasonably believe discriminate against individuals, in violation of these laws.

Petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of illegality. To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people.

Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance. Harassment can occur in a variety of circumstances, including, but not limited to, the following:

The harasser can be the victim’s supervisor, a supervisor in another area, an agent of the employer, a co-worker, or a non-employee.
The victim does not have to be the person harassed, but can be anyone affected by the offensive conduct.
Unlawful harassment may occur without economic injury to, or discharge of, the victim.
Prevention is the best tool to eliminate harassment in the workplace. Employers are encouraged to take appropriate steps to prevent and correct unlawful harassment. They should clearly communicate to employees that unwelcome harassing conduct will not be tolerated. They can do this by establishing an effective complaint or grievance process, providing anti-harassment training to their managers and employees, and taking immediate and appropriate action when an employee complains. Employers should strive to create an environment in which employees feel free to raise concerns and are confident that those concerns will be addressed.

Employees are encouraged to inform the harasser directly that the conduct is unwelcome and must stop. Employees should also report harassment to management at an early stage to prevent its escalation.

Employer Liability for Harassment
The employer is automatically liable for harassment by a supervisor that results in a negative employment action such as termination, failure to promote or hire, and loss of wages. If the supervisor’s harassment results in a hostile work environment, the employer can avoid liability only if it can prove that: 1) it reasonably tried to prevent and promptly correct the harassing behavior; and 2) the employee unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer.

The employer will be liable for harassment by non-supervisory employees or non-employees over whom it has control (e.g., independent contractors or customers on the premises), if it knew, or should have known about the harassment and failed to take prompt and appropriate corrective action.

When investigating allegations of harassment, the EEOC looks at the entire record: including the nature of the conduct, and the context in which the alleged incidents occurred. A determination of whether harassment is severe or pervasive enough to be illegal is made on a case-by-case basis.

If you believe that the harassment you are experiencing or witnessing is of a specifically sexual nature, you may want to see EEOC’s information on sexual harassment.

Los Angeles employees should always remember that they are protected by both California and federal laws related to sexual harassment at the workplace. Despite the comprehensive publicity on the physical and psychological effects of sexual harassment, many businesses in the United States are still linked to harassment claims. Based on US Equal Employment Opportunity Commission (EEOC) statistics, there are at least 15,000 cases of sexual harassment recorded every year. If an employee was sexually harassed, he or she should contact a Los Angeles harassment lawyer immediately.
The Title VII of the Civil Rights Act of 1964 sets two legal grounds for filing a sexual harassment case, these are:

•    Quid pro harassment – a worker is forced to allow sexual advances in order to retain his job, receive a salary raise, or be promoted
•    Hostile work environment harassment– harassment can interfere with or alter a worker’s performance or create an adverse or abusive workplace

Quid pro harassment is relatively easier to understand compared to hostile work environment. According to a Supreme Court ruling, a hostile workplace can become a basis of a sexual harassment claim if the conduct is unwelcome, based on sex, extensive enough to change the conditions of the victim’s work, and if it reasonably builds a derogatory work environment.
Common factors that make a workplace ‘hostile’ are:

•    The conduct is physically or psychologically threatening
•    The severity of the alleged harassment
•    Frequency of the alleged harassment
•    The conduct is considered offensive or abusive
•    The alleged harassment is experienced by one or more employees
•    The conduct unreasonably interferes with the worker’s performance

If an employee feels that he or she is being sexually harassed at the workplace, there are steps that he or she should follow in order to resolve the problem. The following are the most advisable things to do right after a harassment incident occurs:

1.    The employee should inform the harasser that the act or conduct is not welcome and it must be stopped immediately.
2.    The worker should make use of the company’s policy regarding sexual harassment. Complaining to the company’s Human Resource (HR) department or other working body responsible in handling harassment issues as dictated by the company’s policy should be considered.
3.    If the issue is still not resolved, the next best thing to do is to seek help from EEOC so that the agency can address the employee’s concerns right away.

Los Angeles employees who were oppressed by this kind of violation should seek help from an experienced Los Angeles harassment lawyer who will enable them to get the compensations they deserve.

Shane Mico used to be a campus journalist in a University and holds a degree in AB Mass Communication. he jumped-start his profession in web content writing and has written Los Angeles harassment articles to date.

Take back control and put an end to your hostile workplace this very moment, grab Work Laws Exposed right now. You can’t change a position you don’t like and don’t deserve without having an open mind, investing in yourself, and taking action.

Hostile Workplace (in Colorado)?

What would be considered a hostile work place? Currently there are several things I suspect would be considered hostile but am not certain: Work-related emails are deleted without being read, resulting in my not being able to do my job. Reporting to management has resulted in nothing. I am restricted from internet use though no one else is. I am the only person not allowed to have my personal cell phone on during the work day. The boss told me he thinks I am “two clicks away from the intelligence of a stone”.

The primary problem I have with this is that I am being singled out even though I have been told other employees are doing the same things, and far more than I ever did- I actually can prove I do more work, and take more calls, than my co-workers, but I am the one who causes all the problems. It is very frustrating.

Can these situations be considered hostile and what would my options be when considering filing suit for hostile workplace?

Thanks.

Answer
I dooubt that you not being what they are hoping for as an employee will pass as a hostile work environment.

Start with the National Labor Relations OFfice.

When two people are thrown together for long  hours at the office and  have similar interests, it’s easy for romance to bloom. On the other  hand, an office romance can get in the way of true professionalism  and create trouble for you at the workplace. Office romances are always a  dangerous bet, so if you think that your only chance at  love is in the workplace, think about the following reasons to avoid  mixing business with pleasure:

1. Your work efficiency will be reduced

When  the object of  your desire is within your view during the work day, your job   performance can begin to suffer. Your mind will become so  preoccupied  with looking for ways to sneak off for romantic interludes that you   begin neglecting or delivering low-quality  work and end up compromising  safety and security  aspects. Once that happens, your boss  along with your entire department and coworkers could lose confidence in   your abilities and  lose faith in your  dependability.

2. It will lead to office gossip

Once  your relationship is exposed in front of your coworkers, your private  life won’t be private anymore. Being the subject of office gossip can  destroy your chances for promotion and severely harm your professional  image. Furthermore, if you gossiped about other coworkers with her or  bad-mouthed anyone  during your good times together, there’s a chance  that those comments  will come back to haunt you.

3. Breakups could make for a hostile workplace

Let’s  face it – most office romances don’t last, and when  relationships   outside of the workplace fail, the other half  of the failed  relationship will  be in constant company, making the  environment  very uncomfortable and strained. If she is the  instigator of the breakup or  decides she wants to be ‘ just friends’, jealousy may take its toll on you when  you witness her flirting with  other employees, going out on lunch dates  and moving on with her life  without you. On the other hand, if you ended the relationship, she might  try making your life hell at  work–and possibly try to get you fired.

4. It could lead to a sexual harassment suit against you

When   subordinates date and then break up, the possibility of a sexual   harassment  suit is a real concern. The smiles and occasional glances,  flirting, playful jokes, letters  and naughty e-mails that were  thought  to be fun and flirty  during the relationship could become evidence  against you when dealing with someone who resisted the breakup and subsequently wants to  hurt you.

Olderbutwiser is the author of Dating For Today’s Man — The Online Dating and Relationship Guide For Men. More articles can be found

Take back control and put an end to your hostile workplace this very moment, grab Work Laws Exposed right now. You can’t alter a situation you don’t like and don’t warrant without having an open mind, investing in yourself, and taking action.

How to combat a hostile workplace?

My daughter works for a mother and daughter team in an investment firm as their Office Assistant, and the daughter is verbally abusing my daughter not just with sarcasm, but with foul language. Things have escalated to the point where my daughter hates her job, but she’s been there for a year. What are her rights? How does she deal with this?

Answer
She needs to report them to HR, and if that doesn’t work, she should remind them that knowing a workplace has a hostile environment, and not doing anything about it is illegal. They could be sued.

If I told you that you need to read this article, would you believe me? Would you keep reading?

Probably not—especially if you receive roughly the same volume of electronic correspondence and unsolicited e-mail messages that I do. Every day, through multiple channels, countless people and causes compete for your limited attention and free time. So while I can tell you that you should keep reading, you are likely to resist that message. If I want to succeed in my goal, I need to persuade you to keep reading. But how?

The first step in persuading is to recognize the task for what it is: Selling. Any time you are working to persuade others to accept your point of view or to back your argument, you are a salesperson. Many professionals instinctively shy away from that word, seeing sales as some kind of slippery trick that they should rise above.

Nothing could be further from the truth. When you seek to persuade others, you are asking them to buy in to your view. Once you understand that basic proposition, your second step is to show them the value of your offering.

You can do that in a couple of ways:

1. Establish your expertise. Why should people listen to what you have to say? How can they be sure that you know what you are talking about?

On the bottom of this page, notice that I put my name and referred to my credentials: I am an editor, a professional writer, and I am affiliated with a resource, Communication Briefings, that you likely know and trust.

With the byline, I established a level of credibility that may have been enough to keep you reading. If you don’t think that you have the personal credibility to persuade others, you can ‘borrow’ some: Quote a famous figure, refer to an industry leader or reveal a fact that shows that you are worth listening to.

2. Draw them in. Whether you are writing or speaking to a reluctant or resistant audience, one way to build rapport is to acknowledge their skepticism or the source of their resistance. If this article had begun with a self-important ‘read me’ message, you might not have read this far.

However, when a writer or speaker starts by referring to your skepticism, you might be intrigued. You might think ‘Maybe that person really does know how I feel. I wonder if that person knows as much about the other things he or she wants to tell me about.’ Asking a question—even a rhetorical question—is another great way to draw your audience in. 
Once you have established your credibility and drawn your audience in, you still need to persuade them to ‘buy’ what you are selling. So what’s the next step? Ask. For many people, asking for the sale is the hardest step of all.

Want to learn how to take the next steps in convincing reluctant audiences and persuading them to ‘buy’?

I recommend a great resource: a Special Report called Persuading Resistant Audiences—The Key Ability to Achieve Success in Business (linked below). Author Larry Tracy is the president of Tracy Leadership Skills, a speakers’ training firm, and a well-known author and sought-after speaker. His speech ‘Taming Hostile Audiences’ was featured in the American Speaker newsletter, and his book, The Shortcut to Persuasive Presentations, has been used as a textbook for the Advanced Speaking Class at Johns Hopkins University.

I think that Persuading Resistant Audiences is a valuable resource that will benefit every workplace communicator: everyone who needs to convince employees to comply with unpalatable instructions, everyone who needs to gain support from a boss, everyone who needs to gain support, close sales and succeed on a work team.

Does that sound like anyone you know—like yourself? You will do better at work once you learn more about persuading resistant audiences. You have stuck with me this far. To learn more about this great book, take this next step and click here.

Reprinted with permission from Briefings Media Group LLC. Copyright reserved. For more learning and development opportunities visit www.workplacetrainingcenter.com.

Katie May, editor
Communication Briefings

Take back control and put an end to your hostile workplace this very moment, grab Work Laws Exposed right now. You can’t alter a situation you don’t like and don’t deserve without having an open mind, believing in yourself, and taking action.

What can a 1-yr salaried employee do when a 10-yr union co-worker makes the workplace environment hostile?

This “union employee” seems to have all the right “connections” because their underperformance is NEVER questioned but every accusation that person makes against me is FULLY INVESTIGATED & RESEARCHED. All I want to do is come to work and do my job as part of the team, but this person does NOT take her work seriously and resents the fact that I do “above & beyond” on every task I am given, no matter how great or small. Should I seek legal counsel? I do not have the same resources as a Union has, and being there one year, I don’t have the “political allies & connections” the 10-year union employee has.

Answer
I’d seek legal council as well as talking to someone at the EEO. File a complaint with the union president, locally and nationally.

Moisture in the air or nearby beverage containers, pollutants, construction dust and industrial grime can all take their toll given ample time. Your computer will slow down if the fans get clogged with dirt, and this also leads to irreversible heat damage. Normal commercial workplaces that have closed office space don’t need to deal with these environmental factors as much, so the computers, PDAs and peripherals made for these applications are not as hardy, nor as airtight. Rugged laptops are made from industrial grade hard moulded plastics and metal composites that keep their impact and pressure strengths high in a convenient low payload package, resulting in a small, invincible work companion.

When you’ve got mission critical data that needs to be uploaded, delivered and analysed fast, you’re going to want equipment that doesn’t falter even under the toughest conditions. That’s why armed services specialists worldwide rely on rugged laptops to get their information processed in the field or at command centres. NVIDIA graphics, Intel chipsets, AMD processors, and custom style cases and sealed inputs let military experts take their equipment to the coldest, hottest, wettest and most dangerous places on earth and beyond.

The best rugged laptops allow for the same memory capacities and chipsets you probably already use in your current equipment. This means that you can run any applications you fancy and access data anywhere you need to be, with no procedural changes to slow things down. In hostile, time-critical situations, a rugged computer that performs consistently is an invaluable reliable resource for people trying to survive, learn or just get work done more efficiently.

Rugged laptops are engineered with fan less designs and backlit keyboards so that they can be used discreetly at night with no problems, and their screens don’t produce glare in the sun, for 24/7 visibility. Waterproof models can even take a few spills, downpours or torrential floods and survive, especially when they’re inside an indestructible carrying case.

With Blazepoint rugged laptops and rugged PDAs there’s no limit to where your professionals can take your work.

Grasp back control and put an end to your hostile workplace this very moment, grab Work Laws Exposed right now. You can’t alter a position you don’t like and don’t warrant without having an open mind, investing in yourself, and taking action.

How hostile lab workplaces usually are?

I currently work in a microbiology lab and find the workplace pretty hostile. Co-workers constantly complaining, gossiping. Throwing things around. Ganging up to make someone cry – twice. Cursing is part of the language. Co-worker asking inappropriate questions. Co-worker not co-operating with the manager/director. Loud hip hop radio music. Pay check with wrong calculation. Benefits not as stated. No disciplinary action taken ever. Rudeness and disrepectful attitudes.

I’ve heard that difficult people are everywhere, but I far should I really tolerate? I am thinking about looking for another job in a lab – would it helps?
Sorry about the typos:
It’s “co-workers” and “would it help?”
Sorry about the typos:
It’s “co-workers” and “would it help?”

Answer
I’ve had the same experience with you working in a genetics lab. Basically everything you stated happened to me.

I’ve also worked in a chemistry research lab and had a great experience there.

I think it’s just a matter of getting stuck with the wrong group of coworkers and not just because it’s a lab. I’m sure you will have better luck in another lab but make sure it looks like a good fit before leaving your current job.

Nothing is constant in life except change. With the advancement in technology there is constant change at the workplace, which cannot be avoided and these challenges must be met to keep up current with the changing demands. During a recession there are limited opportunities, it is crucial to stand out in the competitive job market by learning new skills in a different field or by enhancing your current set of skills.

The decisions you make have a huge impact on the success in your personal and professional life, the best approach is to get professional training at a training services centre. However, selecting the right training services centre is essential for future success, investing in a training course that does not suit your needs can be damaging to your career. Do not waste your time or money on a course that would not benefit you, a golden rule is to set goals and deicide on what you want to achieve.

Keeping your goals in mind thoroughly research training centres before selecting a training course for yourself. The benefits of getting training from a training services centre is that they help you choose the right training to meet your goals, they customize training that best meet your needs. They focus on necessary skills and abilities by offering training services in developing skills such as business skills, people skills, financial skills, non labour skills, and so on.

If you need certification then select a training services centre that offers courses related to that certification. When selecting a training services centre make sure the environment is not hostile but is comfortable and friendly. Always select a training centre that has good reputation in the industry and provides quality training with certified and experienced instructors.

Searchme4 online business directory provides a list of training services centres in UK that offer a range of training services for all your personal and professional needs. SFB Training Services, Business Operations Project, QSP Training are some of the training centres that are listed in our directory.

For more information on Training Centre, visit our business directory

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Who do I contact if I feel that my civil rights are being violated in the workplace?

I work for a supervisor that tries to run our workplace like a plantation. He talks down to people and harass employees wherever he interacts with them. He has truly created a hostile working environment. Please Help! Is there a legal remedy for this behavior?

Answer
Check with the local clergy as to who to see in your community. They may offer better and more informative advise.

Also, talk to any union delegate about the matter. And, of course, be ready to seek employment elsewhere as things might get uncomfortable for you personally, then talk to a lawyer about filing a civil suit.