Harassment Archives

“#MeToo is Now #YouToo, Too” – Dignity for one requires dignity for all

Published on March 19th, 2019 by Alan L. Sklover

Sklover Working Wisdom MeToo Movement

 
“Gender equality is a human fight, not a female fight.”

– Freida Pinto

ACTUAL CASE HISTORY: Gerald, a sales team supervisor, regularly made jokes about sex in team meetings, was known to often touch female team members “by accident,” and held private meetings with female sales team members in his office, with the door closed.

Two female team members were rumored to have complained to HR of Gerald’s habits, their discomfort with it, and then simply seemed to “disappear,” that is, they did not return to work on Monday morning, without any of the sales team members hearing from them that either had a new job elsewhere.

Tom, a male sales team member, was called into HR, where he was met by an outside attorney working for the company, who insisted on interviewing him. The interview, which lasted almost two hours, seemed to focus on what Tom observed, and – quite surprisingly to Tom – why he did not report his observations to HR, as is now required by new company policies, about which he was not aware.

Barbara, Gerald’s supervisor, was also interviewed by an outside attorney for the company, and the questions asked to her focused – to her surprise – on what she had done to train her teams on anti-harassment policies and practices, and to regularly assess the quality of the work environment of her reports, as is now required by new company policies about which she was not aware.

Cary, who headed up Human Resources for the Sales Division, was also interviewed by the investigator, whose many questions focused – to Cary’s surprise – on what training and ongoing assessment he had initiated of the employee morale of Sales Division employees, as is now required by new company policies of which he was not aware.

New thinking, new limits, new policies, new expectations, new accountabilities, new risks, new consequences. There are a lot of new things to learn and keep in mind.

LESSONS TO LEARN: The #MeToo Movement has been something of an earthquake in the workplace, and it continues to have a wide variety of “aftershocks.” These “aftershocks” are not only what you see, hear or read about. It’s something less visible, more visceral. It’s about what is no longer acceptable, no longer tolerated, no longer joked about, no longer without substantial consequence. It’s not about a law; it’s more about what is simply not tolerated. It seems to be one of those epic steps forward in societal norms that, hopefully, will never be reversed.

The #MeToo Movement has clarified that freedom from abuse at work is something human right, a right to be free from a kind of deep humiliation, physical intimidation, outright fear and human exploitation. This web post covers just one of its many facets: how it has grown from a laugh-laden phenomenon to one that can not only ruin your career, but even put you in jail. It is serious, and needs to be taken seriously.

As a general matter, employers have not before been held accountable for harassment at the workplace of which they were not aware. So, if you did not complain, you had no effective right, and your abuser had no effective responsibility. That seems to be changing, and employers are increasingly concerned about the cost of being caught unaware. . . Yes, it’s a dollar and cents issue, too. Employers are no longer ignoring #MeToo issues, but are now seeking to prevent them, with their own interests in mind.

Employers, managers and colleagues are all increasingly being held responsible for not doing something to stand up, and face down, those who harass at work. According to a recent Bloomberg Law report, law firms are being hired to engage in a record number of investigations into employee harassment complaints. There has also been a sharp increase in the number of employers who are conducting preventive training to prevent workplace harassment in the first instance, and to come up with better ways of handling it if and when it does rear its head.

The lesson is clear: things are changing, and they require thoughtful consideration of how you need to adapt with those changes, or be confronted with potentially career-ending “news.” There is no simple, universal “rulebook” but an evolving one that gives every employee good reason to keep her or his mind wide open for what and how the new workplace requires of employees.

If you are not convinced, just look at what has happened to so many CEO’s, so many famous and wealthy men like Mr. Weinstein, Mr. Cosby, Mr. Lauer, Mr. O’Reilly, and so many others who were blind, oblivious or overconfident about their ability to avoid the new accountability that is @MeToo.

WHAT YOU CAN DO: Having worked on workplace harassment issues for many years, the following 10 points are among those that would be best kept in mind. They are steps that are among those I would suggest all employees consider doing to be, and to be perceived as, part of the solution, and not be, or be wrongly perceived to be, part of the problem:
Read the rest of this blog post »

Quid Pro Quo – Key Words & Phrases

Published on April 30th, 2015 by Alan L. Sklover

Key Words

What is the meaning of:

quid pro quo?

“Quid pro quo” is a Latin phrase that translates to “This For That.”
In common usage, “quid pro quo” refers to giving one valuable thing in exchange for another valuable thing. In most of business, it is of the essence: “I give you and you pay me.” “Quid Pro Quo.”

In the workplace, “quid pro quo” is problematic in two contexts: sexual harassment and bribery. In both contexts it constitutes a serious violation of law.

In terms of sexual harassment, “quid pro quo” refers to a kind of sexual blackmail. If a manager says to an employee words to the effect, “If you have sex with me, then I will give you a promotion or raise,” or “Unless you have sex with me, I won’t give you a promotion or raise,” that is a very serious type of sexual harassment. It is a serious violation of law because it uses the manager’s inherent power over the employee for an evil purpose.

In terms of bribery, “quid pro quo” refers to attempts by companies to get favored treatment from public officials. Inside the U.S., the Hobbs Act of 1994 makes it a felony for a public official to ask for anything of value in return for official favors. Outside the U.S., the Foreign Corrupt Practices Act of 1977 makes it a serious federal crime to offer a bribe to officials of other countries.

Just recently, J.P. MorganChase was charged with violated that law by offering high-paying jobs to children of high Chinese officials, presumably in exchange for favored regulatory treatment.

“Quid Pro Quo.” The essence of business. But in certain business contexts, it is the essence of illegality. Now you know the difference.

© 2015 Alan L. Sklover. All Rights Reserved. Commercial Use Strictly Prohibited

“Is threatening to file a sexual harassment complaint equal to extortion?”

Published on December 3rd, 2013 by Alan L Sklover

Question: Alan, I’ve been sexually harassed at work for years. I was once even give a “menu” of sexual acts with dollar amounts attached and told it was for supplement income. I resigned and asked for a severance to avoid legal proceedings. 

Instead of accepting my resignation, my boss gave me a raise and said I was extorting him. I fear if I go through with legal action, he will charge me with extortion.

Name Withheld
East Leroy, Michigan

Answer: Dear Blog Visitor: Your question is quite welcome because it gives me a chance to remind people about employer claims of “Extortion!!” almost every time an employee raises her or his voice and says “I have legal rights!!” 

As I have noted many times in this blog, in my experiences as a zealous advocate for employees for over 30 years, barely a single week has gone by without some law firm or some corporation calling me an “extortionist.” These days I simply laugh at such claims, because I know that it means only that they are desperate, uncomfortable, uneasy and without any true defense to what they (or their clients) have done wrong.    

1. Extortion is threatening to harm someone unless they do as you wish. Extortion could be “I will break your arm unless you give me $10,” or it could be “I will tell your husband and the local newspapers that you have been unfaithful unless you work for me for free for a week.” In either case, you are threatening to harm someone – in the first example, to break their bones, and in the second example to harm their marriage or reputation –  unless they give you something to which you have no right. 

True extortion is a very evil thing, and constitutes a very serious crime, rightly punishable by years in jail. It is for this reason that I find it so abhorrent that employers and their legal counsel use false allegations of “extortion” to drive fear into the hearts of so many abused employees.  

2. Extortion includes threatening to say or write something that will harm someone, whether or not it is true. Whether something negative about a person is true or false is irrelevant to whether or not it is extortion. So, for example, if a person is not a tax cheat, but you threaten to tell people that the person is a tax cheat unless he gives you money, that is extortion. And, too, even if the person is truly and provably a tax cheat, your threatening to tell people that unless he gives you money, it still is extortion.  

Experience teaches us that threatening to expose someone for doing something they do, in fact, engage in that is either embarrassing, immoral or illegal is, in fact, more threatening than a false allegation, because at least in the case of a false allegation, the allegation can be disproven.   

3. Extortion does NOT include threatening to file a legal claim or complaint at work, to a rights agency, or in Court. With one exception (explained below), it has been established and accepted that threatening to file a legal claim for sexual harassment, or other violations of law, is not extortion. This is the case even if you say or write, “Unless you settle this claim for at least $100,000, I will sue you for sexual harassment.” Bringing a case to Court, or threatening to do so unless you have a certain, minimum settlement, is most definitely NOT extortion. Rather, it is the way people have always, and will always, avoid, prevent and limit unnecessary lawsuits.  

4. Threatening to go to the press with accusations of sexual harassment, or to make public statements, IS extortion; threatening to file a sexual harassment claim in Court – though Courts are open and public – IS NOT extortion. You might say to yourself, “What is the difference between (a) going to the press, and (b) going to Court, which often ends up in the press?” If you did think that you would be raising a great question. Our legal system views those two things entirely differently, and punishes one while it promotes the other. Why?  

The reasons for the distinction, and the difference in treatment afforded the two behaviors, are twofold. First, Court proceedings entail scrutiny, and through cross-examination and the like, test the authenticity and accuracy of Court claims. On the other hand, statements made in private to persons, or to the press, are rarely given such thorough confrontation and examination. So, what you write and say about, or in, Court proceedings are a kind of “protected” communications, and not punished. 

Second, as noted above, it is by making claims and making settlement “demands” to address damages caused by improper conduct, such as sexual harassment, that we limit and prevent potentially unnecessary lawsuits. And, you can be sure, the Courts love to eliminate unnecessary lawsuits by prior settlement of claims. 

5. There is one EXCEPTION to this general rule: if the claim is entirely made up, in BAD FAITH. If anyone reading this article is thinking, “Oh, great, I think I will make up, out of thin air, a sexual harassment claim, and try to win some easy money that way,” FORGET ABOUT IT. Our legal system has a way of identifying and ferreting out entirely baseless, false and made up claims of harassment.  

That said, don’t think that a valid claim, even if not won in Court, will bring about financial or other jeopardy to you. It would take actual proof of bad faith – such as an audiotape in which a supposed “victim” admitted an intent to concoct a false story to bring about legal or financial jeopardy for brining a claim into Court. That is so very rare that I know of no such case. But entirely and provably false claims of sexual harassment – just like entirely false allegations of extortion, are wrong, and should be punished to the fullest extent possible under law.  

6. Here are two illustrative examples of where it was determined “non-extortionate” to threat of legal action for sexual harassment that were in the news in recent years. A few years ago the then-Governor of New Jersey, Jim McGreevy, was a married man with a young child. According to press reports, he received a telephone call from a lawyer who said words to the effect, “Governor, my client is a man, and he says that you told him he would not keep his job unless he engaged in sex with you. We want $5 million to settle, or we are going to go to Court.” Governor McGreevy called the FBI to report what he claimed was extortion. The FBI disagreed, advising the then-Governor that threatening a lawsuit if a certain settlement is not offered is NOT extortion. Because the claim turned out to be true, the then-Governor simply resigned.

Also a few years ago, according to press reports a TV talk host named Bill O’Reilly received a call from a young woman he employed as an assistant producer who told him that his insistence upon “talking dirty” on the telephone with her must stop, and she was going sue him for sexual harassment unless they reached a settlement for millions of dollars. She also mentioned to him that she had audiotaped some of the “dirty talk” sessions, and because they were a kind of evidence, they would likely be played in open Court. He sued her for extortion, and the Court promptly threw the case out, ruling that what she had done was NOT extortion. 

7. To protect yourself from allegations of extortion, when you raise and request resolution of legal claims for such things as sexual harassment, it is wise to limit your communications to written ones. As I noted above, because I raise legal claims on my clients’ behalf almost every day, I am called an “extortionist” by opposing attorneys quite often. To protect myself from such pathetic allegations, when I raise legal claims I try to limit my communications to written form, preferably email, so that it cannot be alleged that I did commit extortion. Those who wish to raise such allegations, and insist on severance or other financial restitution/resolution, might consider doing so as well.     

8. Employers’ allegations of extortion are usually nothing but fear-mongering; DON’T FALL PREY TO IT, PLEASE. I want you to know that I fully understand and appreciate the fear you feel that your employer may threaten to sue you for extortion, or file some sort of criminal complaint against you. Though I do not know all of the facts, events and circumstances of your situation, I don’t sense you are in any legal or other jeopardy on this basis.  

I do know this: fear is not a productive emotion, and that it is used so very often to frighten good, honest, hardworking people who are not rich or powerful from standing up for themselves and exercising their legal rights, as the law permits them to do.  

Should you have the need, we offer a Model Complaint of Discrimination, Harassment or Hostility that you can adapt to  your own  facts, events and circumstances. “What to Say and How to Say It.”™ To obtain a copy, just [click here.] Delivered by Email – Instantly! 

Thank you for writing in. I hope this proves helpful, and that it dispels or at least reduces the fear you feel. I wish you the very best.

Deadlines are important; don’t let your severance deadline expire. To help you ask for more time, we offer our Model Request for More Time to Review/Sign Your Severance Agreement. It shows you “What to Say and How to Say It.”™ To obtain a copy, just [click here.] Delivered by Email – Instantly! 

My Best,
Al Sklover 

P.S.: You might be interested in our Master 94-Point Severance Negotiation Checklist, to give you the peace of mind and freedom from worry that you forgot to raise or entertain certain points of discussion and negotiation. To obtain copy, just [click here.] Delivered by Email – Instantly!

Repairing the World,
One Empowered – and Productive – Employee at a Time™

© 2013, Alan L. Sklover All Rights Reserved. Commercial Use Prohibited.

“I fear workplace violence; what should I do?”

Published on August 19th, 2012 by Alan Sklover

Question: I’ve been a victim of a physical altercation with a co-worker. He “chest-bumped” me three times trying to provoke a fight. He outweighs me 100-150 pounds, took Karate, plays violent video games, and has a concealed gun permit. He has even bragged about having a gun in his car. I’m now fearful of my safety at work!

I’ve filed a complaint with the company. I’m in a hostile and unsafe work environment. I’ve informed the federal Occupational Safety and Health Administration (“OSHA”), and have filed a police report of the incident. I’m off work now due to the altercation.

What should I do next legally?

Bill
Eugene, Oregon

Answer: Dear Bill: Workplace violence is a very, very serious subject, and one that all employees and employers, and all others, really need to treat in a serious fashion. All too often threats turn into actual injury or death, and the “chest-bumping” and other characteristics of your victimizer as you describe them, sure seem to paint a vivid picture of real risk of future violence.

1. One immediate “legal” step you might consider is petitioning a local court for an “Order of Protection.” One “legal” step you have apparently not taken, but is available to you, is to request from a local Court an “Order of Protection.” This is a Court Order requiring your vicitimizer to refrain from a variety of things which might include (a) threatening you, (b) glaring at you, (c) even coming within 100 feet of you, under threat of immediate arrest if he violates it. Though most common in domestic disputes between husbands and wives, such Orders of Protection are available to anyone in your circumstances. Your local District Attorney should be able to assist you in this regard. If you wish, you may hire an attorney to assist you, as well.

2. Under U.S. federal workplace safety laws, employers are responsible for ensuring a safe working environment for their employees. The federal Occupational Safety and Health Act, which is administered by the OSHA agency, applies to virtually all employers. It requires employers to furnish employees a workplace “free from recognized hazards that are causing or are likely to cause death or serious physical harm” to employees. If an employer has reason to know of possible workplace violence (by means of threats, intimidation or stalking, as examples) but does not take appropriate steps to protect its employees, OSHA may impose civil fines and penalties ranging from $5,000 to $20,000 per violation, depending on the seriousness of the threat. Most states have laws similar workplace safety laws and agencies.

3. If you have been financially “injured” – due to medical expense, or lost income due to being out of work – you may be able to collect “Workers Compensation” benefits, provided you have filed a Workers Compensation claim. In the early twentieth century, as we evolved full-gear into an industrial society, many workers suffered injuries on the job due to industrial accidents. As a society, we decided it was best to create a way to take care of these workers and, at the same time, avoid an untold number of employee-vs.-employer lawsuits from clogging our courts. All states that I know of created a special kind of insurance fund for these claims and set up separate systems for filing such claims. All employers are legally required to contribute into these Workers Compensation funds, as a legal requirement of being an employer.

If you did suffer such costs, you do need to consider filing a Workers Compensation claim. You would ask your employer’s Human Resources department for the necessary information, and it would be best to locate and retain a specialized Workers Compensation attorney to assist you. (Incidentally, in all states I know of, legal expense is a covered expense; the injured worker does not have to pay any legal fees.) Bear in mind that a claim for Workers Compensation is not a claim or lawsuit against your employer, but instead merely a claim to an insurance fund set up for this very purpose.

One significant limitation on Workers Compensation is that the injury – here, the “altercation” would have to be “connected” to the job, that is, arise directly from it.

4. If, however, your injury did not arise “in connection” with your job, Workers Compensation may not be available to you. If an employee loses a hand due to a malfunctioning machine, it is clear that the injury arise “in connection” with the job. What if an employee is beaten up by a co-worker? As a general rule, Workers Compensation is available if the altercation arose in connection with the job, say, for example, if you were driving a forklift, drove over your co-worker’s toe, and he then slugged you. However, as a general rule, if you played poker on Saturday night with your co-worker, and he accused you of cheating, and a fight arose at the office, then that injury would not be one eligible for Workers Compensation coverage. If you are not eligible for Workers Compensation benefits, or believe you may not be, then you are free to consider both (a) threatening to sue your co-worker for (i) battery (which is generally defined as unlawful touching) or (ii) assault (which is generally defined as threatening a battery), or (b) threatening to sue your employer for negligence.

5. If your injury is not covered by Workers Compensation, then you might consider raising a legal claim (that is, a potential lawsuit) against your employer if you believe it has been negligent in (a) hiring, (b) failing to properly supervise, or (c) retaining, a person it has reason to know has been violent or threatening in the past. In your note to me, you did not note serious injury, and you did not say you were interested in leaving your employment. If either is the case, you could consider raising a legal claim against your employer if you feel it has been negligent in this matter in the ways I have noted above, and either hire an attorney to help evaluate any such claim before raising it with your employer.

If you think leaving your job might be the wisest course of action, and that you have a legal claim for employer negligence, then you might, too, consider asking for a reasonable severance package to assist you in leaving and finding a new job elsewhere.

We offer a Model Letter entitled “Proactive, Pre-Termination Request for a Severance Package” that might be of help to you in the event you choose this path. To obtain a copy, just [click here.]

6. Please bear in mind: the seriousness of some injuries – physical and emotional – may not arise for weeks, months or even years. As my friends and I age, we realize more and more how the “bumps, bruises and blemishes” of life may have unforeseen and later-arising consequences later in life. That is true, for example, for sports accidents, which may lead to later consequences that are far more serious than were originally thought. And, as are experienced by soldiers returning from combat zones, these are both emotional and physical. I ask you to bear this in mind in all of your decisions as to what steps may be prudent, especially legal ones. I say this because there is a deadline – called a “statute of limitations” – for the filing of every kind of claim you can now bring, and so your tardiness in filing a legal or Workers Compensation claim by one day past that deadline may make your claim totally unenforceable. Statutes of limitation are different for each legal claim, and vary a bit from state to state. In most states, the minimum statute of limitation for any claim is one year from the date of occurrence.

7. As both a legal step and a practical step, it’s important to continue to demand safety from your employer, and possibly, too, to demand certain cautionary preventive steps be taken. For your protection, to proactively prevent any possible harm to you, and to support any case you may take in the future, I strongly suggest continuing requests to your employer to protect you from such potential harm, and to include in such requests any ideas you may have for what may be helpful – and reassuring – to you.

Such steps and measures might include, among others: (a) asking other employees to closely observe your victimizer’s actions and statements for acts or words that might suggest anger, hostility or a likeliness to strike back; (b) physically searching your victimizer’s car, desk and locker each time he reports to work; (c) physically searching your victimizer’s clothing and backpack or briefcase when he arrives to work; (d) giving your victimizer absolute warning that he is being closely observed and will be arrested if he engages in threatening words or actions; (e) installing metal detectors that your victimizer must pass through to get into the workplace; (f) hiring armed guards to patrol your victimizer’s area of work; (g) requiring your victimizer to undergo a psychiatric evaluation to assess future potential risk; (h) transferring your victimizer’s worksite to a different location or different department; and (i) even demanding that your employer immediately fire your victimizer.

When “demanding” these and similar steps be taken by your employer, you must be respectful, and it’s a good idea to remind them of their legal obligations in this regard under the federal Occupational Safety and Health Act noted above.

8. Of course, the best way to communicate anything related to such claims, or related “legal steps,” is by email. Email is a wonderfully reliable and credible way to communicate anything that is important to you, and at the same time make a record of exactly what you expressed, to whom you expressed it, when you expressed it, and whether they received it or not. When emailing anything of this nature, it’s a good idea to “bcc” (that is, send a “blind copy”) to your home email address so that you have a copy of what you sent on your home computer.

9. Nothing is without risks of various kinds, including retaliation, but there is no greater risk than present risk to life and limb. I anticipate that you say to yourself, “But I might get my victimizer upset and angry if I take any of these steps.” I acknowledge the validity and reality of that fear, and the true possibility that it may be what takes place. That said, you could be harmed if you don’t take any steps above those you have already taken. Also, I am convinced that usually – though not always – victimizers are more likely to hurt others unless they are reminded that to do so might hurt themselves even more. There is always a risk that a victimizer might be enraged by what you may do, but there’s always a risk that the victimizer will not stop his or her victimizing unless you do what is necessary to stop them. Tough choice, no question, but one you must face at this time.

Bill, I hope this is some help to you. My prayers are with you. Good luck.

Best,
Al Sklover

P.S.: For those who have fear of workplace violence, we offer a Model Memo to Your Employer Insisting on Protection from Workplace Violence. It can help you get the protection you need. “What to Say and How to Say It.” To obtain a copy, just [click here.] Delivered by Email – Instantly! 

© 2012 Alan L. Sklover, All Rights Reserved.

“How can I get more time to file a discrimination lawsuit?”

Published on April 27th, 2011 by Alan L Sklover

Question: Last year I named my boss’s boss in a discrimination complaint that I filed with the Equal Employment Opportunity Commission, or “EEOC.” Since then, he picks on me, mocks me and harasses me every chance he gets.

Yesterday he went so far as to intentionally strike my wrist while I was carrying a box, which caused me to drop the box, and other items I was carrying, on my other hand. Thank goodness there was a witness to what happened. Afterwards, I filed a police report and filed an email complaint with my immediate supervisor.

Right now I have only four more weeks before my “right to sue” time limit runs out.  Is there any way I can file for an extension? I have looked for legal help from four different employment attorneys, with no takers. I need more time to find a lawyer. How do I go about getting an extension of time to sue?

JJ  
Lenexa, Kansas

Answer: Dear JJ:   

Sorry to hear about your circumstances. Although I am not licensed to practice law in Kansas, I can share with you insights and information I have from my many years of helping people in your situation: 

1. With only very few exceptions, you cannot get an extension of time, by law. While it is common for people who start lawsuits – called “plaintiffs” – to request more time to file their legal papers, the way the federal discrimination laws read has been interpreted by most courts as not to allow any extensions of time in this situation. Neither the EEOC, your employer nor the Court is free to give you the extension of time you need. So, the 90 days that your “Right to Sue” letter gives you to file a suit – or forever lose your right to do so – is not flexible. In fact, if you go one day over that time period, it is “fatal” to your case. 

2. To protect your rights, you need to file the initial lawsuit papers by yourself, which is not that hard to do, and common for employees complaining of workplace discrimination. I know it sounds complicated to do, but a good number of people in your situation file their initial lawsuit papers on their own. This is called proceeding “Pro Se,” which is a Latin phrase that means “For Oneself.” In fact so many people file lawsuits on their own that almost every federal court has a special office called the “Pro Se Office,” and a special clerk called a “Pro Se Clerk” to help people like yourself do so. 

3. Then you can ask the Judge for more time before going forward, to find a lawyer. Once you have met your deadline for filing your initial lawsuit papers, the Judge assigned to your case is in charge, and he or she can then grant you extensions of time to locate legal counsel before the lawsuit proceeds further. Might I suggest that you consider contacting the attorney referral services of the Bar Associations in your area to find a qualified employment law attorney to help you go forward. Please understand that most Judges are very courteous and even helpful to people in your situation. In fact, some people even continue to represent themselves in these cases, all the way to a trial, although I think it would probably be best if you could have an attorney do that for you.   

4. Incidentally, you seem to have a second legal claim: retaliation. From the facts you’ve mentioned, it seems like the person about whom you have complained may be retaliating against you for doing so. That, too, is a likely violation of the law against discrimination; many people consider such retaliation to be more serious and loathsome than the original discrimination. I urge you to promptly file a second complaint with the EEOC describing this retaliation. Then, when you file your Court Complaint, mention in it that you have done so; when you receive your second “Right to Sue” letter regarding the retaliation, which should be rather promptly, you can then add it to your already-filed lawsuit. 

If you’d like to obtain a list of experienced employment law attorneys in Overland Park, Kansas, which is close to where you live, simply [click here].

Good luck in going forward, and congratulations to you. Experience teaches us that the price of freedom is vigilance. It’s only because people like you stand up for their legal rights that many people are careful to show respect for all of our legal rights.    

Best,
Al Sklover

© 2011 Alan L. Sklover, All Rights Reserved.


Alan L. Sklover

Alan L. Sklover

Employment Attorney
and Career Strategist
for over 35 years

Job Security and Career Success now depend on knowing how to navigate and negotiate to gain the most for your skills, time and efforts. Learn the trade secrets and 'uncommon common sense' of Attorney Alan L. Sklover, the leading authority on "Negotiating for Yourself at Work™".

Receive All Our Posts - It's Free!

Monthly Newsletter, Discounts, Events