Mindoula’s Post

Have you heard about the rise of fake recruiters? People are targeting eager job seekers by using scam jobs as bait. How can you protect yourself? Here are a few ways: ➕ Do some research. Confirm they have a legitimately built-out social media profile, are employed by a legitimate company, or are using a corporate email address. ➕Ask detailed questions about the company, position, hiring process, etc. They should be able to answer any questions you have, that (should be) their job! ➕Be wary of recruiters making outlandish promises (wild salaries, fancy perks, extravagant benefits). Does what they’re saying feel too good to be true? It just might be… ➕ Be extremely cautious when sharing your information. Any requests for personal information or payment via a social media platform are not from CHG Healthcare. If you've been targeted by someone who appears to be a fake CHG recruiter, please email [email protected]. Stay safe while you search for jobs! And if you're looking for something new, learn more about what makes a career at CHG special: https://ow.ly/Yix950RgJj3

Beware of recruiting scams. Here are a few tips.

Subject: Urgent Attention Required: Workplace Misbehavior and Lack of Support Hello Annova Solutions Team, I am writing to bring to your attention some concerning issues regarding misbehavior in the workplace. Despite reporting these issues to higher authorities, I regret to inform you that the support provided has been lacking, and instead, I have experienced mental harassment alot. The misbehavior incidents have been persistent and are affecting both my work performance and well-being. Despite my efforts to address these matters through the appropriate channels, I have not received the assistance and protection I expected from the higher authorities. Instead, I have faced additional stress and mental strain due to their lack of action and understanding. I urge you to take immediate action to address these issues effectively and ensure a safe and respectful work environment for all female employees. It is crucial that steps are taken to prevent further instances of misbehavior and to provide support to those who have been affected. I look forward to your swift response and action. Sincerely, Srishti Kumari Singh (2909)

Dangerous Employments... As I have I joined the job force again 2024 after contract work ended in 2023...I see A LOT OF TROUBLES within prominent companies on LinkedIn, Indeed, Zip-Recruiter, not just in Tampa, Florida. I have also been asked to report and will Not mention my source - being the eyes and ears; what companies are participating in asking APPLICANTS their personal information...that is CROSSING THE LINE, by way of SS#, License#, etc. - those questions SHOULD be Only asked when an offer has been extended to the Applicant! Secondly, companies that are Participating in asking questions from the Applicant online to explain themselves as to their Gender want to be and what they, the Applicant pronouns are?! The Danger in these "Line of Questions" and hiring is that you, Corporations are putting your "Normal" Applicants and employees that you have already in place, forcing them to tolerate, sit by in cubes with new employees that have "Mental Disorder!" Forcing your employees on All levels to work in Dangerous situations! Transgender is a "Mental Disorder!"

Extract-Workplace sexual-harassment clampdown for doctors Conduct guidelines for UK doctors are being updated to spell out what constitutes workplace sexual harassment, amid concerns abuse is going unchallenged. The General Medical Council, which regulates doctors to ensure they are safe and fit to care for patients, says it is adopting a zero-tolerance policy. The new advice explains it is not just physical acts that can be a breach. Verbal and written comments or sharing images with a colleague count too. It is difficult to say precisely how common sexual harassment is within the NHS and private medical practice, because, as in other workplaces, not all cases are reported… "The GMC has the potential to make a real difference and we need to see them supporting victims when they report perpetrators. "We need their reporting processes to be transparent and clearly explained to victims. "We need cases to be thoroughly investigated rather than dismissed. "And we need appropriate, proportionate sanctioning of perpetrators." Prof Phil Banfield, BMA council chair, said: "Encouraging individuals to speak up and report bullying and harassment, for example, will not be effective if doctors do not trust those who they are complaining to or if complaints are not taken seriously when people do." https://lnkd.in/eJ_CQYQZ

A whistle blower shared some secrets with me--- it's none of these things.  Companies will always hire internally first, in which case, they publish  ads to demonstrate that they've done due diligence. Nepotism is another factor in the hiring "process" (again, there's the ads to show company "community outreach"). They also utilize software that selects applications based on criteria such as key words, thorough background checks which include former addresses, credit scores, and even whether or not the applicant has utilized welfare, in addition to "urine testing" which shows the presence of not only drugs, but hormone levels (checking for HRT),  psych meds and other medications as well. Chronically ill and disabled employees are seen as liabilities, so they seek to hire just enough to be in keeping with DEI (for the companies that "care") https://lnkd.in/g8ybdX9d

Like any professional environment, the tech industry isn’t immune to the insidious issue of sexual harassment. Multiple surveys over the years have reinforced how too many people have been the target of unwanted sexual harassment and advances. While the issue won’t be solved overnight, we can all make a difference if we recognize the signs and react appropriately. If you experience sexual harassment at work, remember: you are not alone. Here are a few ways you can approach the situation: ▫️ Direct Confrontation If you feel safe, firmly and clearly tell the harasser to stop their behavior. Be assertive and specific about what you find unacceptable. ▫️ Document Everything Keep a detailed record of every incident, including dates, times, locations, witnesses, and the specific acts of harassment. Evidence will be crucial if you need to escalate the issue. ▫️ Report to HR Most companies have established grievance procedures or HR departments dedicated to handling harassment complaints. File a formal complaint, following the proper protocol outlined by your organization. ▫️ Seek External Support Reach out to external resources like employee assistance programs, advocacy groups, or legal professionals. They can provide confidential guidance and support throughout the process. ▫️ File a Complaint with Legal Authorities In cases of severe harassment or assault, consider filing a complaint with relevant legal authorities like the Equal Employment Opportunity Commission (EEOC) or local law enforcement. For more information, please visit the link in the comments ⬇️ #SexualHarassment #SafeWorkEnvironment #WorkplaceEquality

If you are a woman who is disabled and/or neurodivergent who can't or doesn't want to work a "traditional" job, would you be willing to hop on a short call and answer a few questions for me? I'm updating my website and my offerings and doing some market research. There will be no pitching involved! If interested, please respond here or message me and I'll reach out to schedule. Thanks <3 #marketresearch #neurodiversity #disabledcommunity #womensupportingwomen

📢 BIG Announcement! Together with Alejandra Oriola Almarcha we've got something exciting to share! 🎉 We've just registered a brand new NGO right here in Brussels – 'Harassment Support Network' (HSN)! Both Alejandra and I have been very involved in tackling workplace harassment for years, and we've seen firsthand the toll it can take on people's well-being and safety. When we say "harassment," we're not just talking about the obvious things. It's a lot broader than you might think. Have a look at these examples: 🔹 Sexual harassment: Unwanted touching, creepy advances, sexist jokes, sending inappropriate content, asking intrusive sexual questions. 🔹 Psychological or moral harassment: Bullying, pressure, nasty comments, insults, threats, being excluded, unrealistic work demands. While there's no comprehensive EU-wide data on this, studies suggest that 20% of people in the workplace have dealt with sexual harassment, and 40-50% have faced psychological harassment. That's unacceptable! Employers have a duty to protect their employees from harassment. But here's the difficulty – many of them struggle to prevent it or deal with it effectively. We're here to fill that gap and provide a safe space for anyone who's been harassed at work. We listen to people’s stories and provide help where we can. What does HSN offer? 🌟 Psycho-social support: We are there to listen and support. 🌟 Pre-legal support: help with filing complaints or going to court. 🌟 Career support: Because your career shouldn't suffer because of harassment. We're not just an organization – we're a network. We want to connect people – psychologists, lawyers, CSOs, researchers, policymakers – anyone working to combat harassment. If you're in Brussels and want to learn more or get involved, mark your calendars for our official launch on March 19th! 🚀 Register here: https://lnkd.in/ewbV5Qb5 LinkedIn event: https://lnkd.in/eYbUpCMd