Ilana Esterrich’s Post

Types of Nonfunctional Requirements; Performance ~ requirements representative of output or gateway to penetrant risks. 1. What is acceptable throughout rates? 2. Acceptable response times? What are the requirements for the job title = job description/role/responsibilities. Information ~ pertinent Information to user in terms of relevant, necessary, safety, performance. 1. What are the necessary inputs and output? * Tasks/duties per business model and job analysis. 2. Time ~ when must they happen? * initial event task deadline, deliverables. 3. Inventory (industry) storage space, inventory tracking system. Necessary space alternative for growth ✨️? Scaling. 4. Warehouse, purge cycle or record retention requirements? 5. What are the channels/interfaces to external systems?

Damned if you do, damned if you don't - disclose your pregnancy during the interview process. Yes, there are anti-discrimination laws, but company size can impact security. Know that and be prepared. Either way, have a plan when you go into the interview and speak with authority. After all you are being interviewed for your experience and skills which are in your head. Besides you should get a star for also being able to produce a life (unfortunately, there is no check box on the HR form for that even though there should be). Don't discount yourself - go for the interview and the job. If you can give birth, you can do literally anything you set your mind to. https://lnkd.in/ewQgw7mr

Employers and job candidates: Pay heed to interview questions that cross the line. Some of the most problematic interview topics include questions around family status, pregnancy, age, and prior salaries — areas that can potentially lead to employment lawsuits. Learn more here: https://lnkd.in/gvnNDm7S

We face some interesting #dilemmas here on a regular basis. It’s bound to happen of course, given we are the brokers between a company with a hiring need, and the professionals who want to secure that great next #HRrole. https://lnkd.in/eu5_Uu5S

We face some interesting #dilemmas here on a regular basis. It’s bound to happen of course, given we are the brokers between a company with a hiring need, and the professionals who want to secure that great next #HRrole. https://bit.ly/3XAkgdY

We demand for a Just Transition that includes vulnerable communities and puts gender and worker’s rights at the centre. My opinions in this interview with Associated Press; https://lnkd.in/dZiqd9Yi #justtransition #climateactionnow

Welcome to our July & August 2023 eNewsletter. There have been a lot of interesting tribunal cases over the last couple of months. We include summaries covering: - £2.3M payment for whistleblowing detriment; - £90k payment after dismissal following cancer treatment; - Unfair dismissal due to an employee being AWOL when they were on holiday; - Victimisation and sexual harassment including WhatsApp messages; - Unfair dismissal and redundancy; - Discrimination and unfair dismissal due to mental health reasons; - A Director losing a claim after dismissal for sexual misconduct; and - Unfair dismissal and pregnancy discrimination when an employer attempted to ‘fire and rehire’ without a contract. We also include articles on why it is crucial to be completely clear about the date of dismissal and when discussions will be privileged. Contact us if we can provide HR or learning and development support. #newsletter #peopleandculture #peoplemanagement #hrconsultancy #people

Are you facing retaliation at work for reporting harassment or discrimination? Our experienced California retaliation lawyers are here to protect your rights and help you fight back. Retaliation is illegal, and we can hold your employer accountable. Don’t suffer in silence—take the first step by calling us today for a consultation. We focus on cases involving age, racial, sexual harassment, pregnancy, and disability discrimination. #CaliforniaLawyers #EmploymentLaw #WorkplaceRights #FightRetaliation #JusticeForAll

Male objectification isn’t as broadly spoken about in the press – but this story from earlier in the year proves that females in the workplace need to be just as conscious of their behaviour as males! A young teaching assistant at a school in West London was subjected to “inappropriate comments” about his “fit body and his Speedos” from the female headteacher. The subsequent employment tribunal ruled that the employee was subject to no fewer than seven incidents of sexual harassment between 2017 and 2019 and was unfairly dismissed after a period of absence due to sickness pertaining to work-related stress. The moral of the story? Everyone, regardless of their gender, should be respectful of each other’s boundaries – and all parties should have clear expectations as to how workers should be treated. For help with putting the right policies and procedures in place, or even navigating potential harassment claims as an employer or employee, please contact Little Rock Employment Law now on 01245 261883. #ukemplaw #harassment #workplaceharassment #sexualharassment #tribunal

I'm often asked what one should do if they witness a pregnant colleague or other coworker being discriminated against at work. Here's my feedback: 1. If you're a manager, your ethical and moral duty is to take action. Stopping illegal workplace misconduct is part of your role and a responsibility you accepted in becoming a manager. 2. If you're an individual contributor (meaning not a manager), know there's a heightened risk of speaking up leading to retaliation. It's okay to be worried about this and not to want to compromise your job by reporting the misconduct to HR yourself. There are sometimes anonymous reporting channels; another option is to confide in a *trusted* leader on your team who might be able to report your observations anonymously. 3. If you approach HR as a manager or an IC, kick off the discussion with a concise email documenting your observations and asking that an investigation take place. Retaliation for reporting workplace discrimination is illegal; such documentation protects you and the person on the receiving end of the discrimination. Also, if no action is taken after requesting an investigation, that's an additional legal safety net. Upset as you rightfully might be, make sure to leave out emotional language in any correspondence, keeping in mind that what you write could become a legal artifact down the road if the situation escalates. 4. Tell the coworker impacted that you support them and aren't okay with how they're being treated. As I know from my journey, being the target of workplace discrimination is isolating for many reasons, and one of the most caring things you can do is offer words of support and validation. I hope this is helpful! #workplaceinclusion #pregnancydiscrimination #diversityandinclusion