Monthly Archive: August 2014

website advice for possible job termination

Below was published from the website and is interesting information about what to look for if you think you are in danger of being terminated.


7 Signs You’re About to be Fired 

By Dominique Rodgers Monster Contributing Writer

You’ve heard the rumors in the breakroom. Layoffs are imminent. Or maybe you just didn’t meet your productivity goals last quarter and you’re nervous. Are you the one who’ll be laid off? Did your mistake cost you your job? How can you tell? Here are some signs you’re about to get the boot. Your Level of Responsibility Has Taken a Nosedive If you used to handle huge projects and now you’re fetching coffee, that’s bad. If you’re typically so busy that you barely have time to blink and now you have to ask for work, tasks have obviously been shifted to others. Career coach Chaz Pitts-Kyser says, “This means your boss is already preparing for your absence and doesn’t want too many of your assignments up in the air when he or she finally tells you you’re getting the pink slip.” The Boss Is Avoiding You “One of the biggest signs that you may be on the short list and about to be shown your way to the door is when people, including your boss or manager, begin to avoid you or become less responsive to your calls, emails, etc,” says Lin Grensing-Pophal. The human resources author advises seeking feedback in these situations rather than avoiding it. “It may represent an opportunity to turn the situation around.” You’ve Been Disciplined Recently Many people participate in their own discipline meetings and then fail to see it coming when they’re let go. Let’s face it, though, you know if you aren’t a good employee. If you’re constantly late, not meeting your sales or production goals, having problems with your co-workers, etc. then this should not be a surprise. The first meeting or write-up is a warning, the second is a gift to let you know you’re on really thin ice. The third is usually the end. All Hail the Robots! If your job can be automated, it probably will be automated. “If the type of work that you do can be done by a machine instead of a person, you may need to look for another type of job,” says career coach Cheryl Palmer, owner of Call to Career. “It’s usually just a matter of time before your company decides that a machine can do your job for less money.” No More Professional Development If you are no longer permitted to leave for professional association luncheons or your employer withdraws prior approval for a class you wanted to take, this is a bad sign. It may be a “back door” communication strategy, according to Leigh Steere, a management coach. Steere advises employees in this situation to ask, tactfully, what is going on — and possibly to begin looking for another job. Your Company Was Recently Acquired If you work at Small Widget Factory and are bought out by Gigantic Widget Factory, chances are they already have someone there who does your job. You may be asked to remain for a while to get your counterpart at Gigantic Widget Factory up to speed, but then your duplicate position will probably be eliminated. You’ve Been Asked to Create a Job Description for Your Position If a company is in financial trouble and cutting costs, eliminating salaries is always a possibility and the company will need to prepare for when you’re gone. “One way they do that is by making a big push to get precise, updated job descriptions for everyone. The company needs to know exactly what you do so they can possibly replace you with a lower paid employee or even a temp,” says Julie Austin, founder of Fun Job Fairs. Of course there are legitimate reasons for getting job descriptions also, so context is key in this regard.

President Obama Signs Executive Order on Federal Contractor Blacklisting

This is a press release from the National Law Journal, dated August 1, 2014.

President Barack Obama’s “Fair Pay and Safe Workplaces” Executive Order, which applies to new federal procurement contracts, will require those seeking government contracts to disclose their employment and labor law violations for the previous three years.

This sweeping Executive Order, signed July 31, 2014, implements previous “blacklisting” principles and sets the stage for common violations of federal and state labor and employment laws to result in ineligibility to hold federal contracts.

The new Executive Order is the latest in a series of Executive Orders by the Obama Administration aimed at federal contractors (see our articles, President Obama Signs Executive Order Raising Minimum Wage for Federal Contractorsand Executive Order Extends Workplace Anti-Discrimination Protections to LGBT Workers of Federal Contractors) and comes on the heels of legislative activity seeking to bar contractors with certain Fair Labor Standards Act violations from holding government contracts (House Passes Appropriations Bill Barring Contractors with Some FLSA Violations from Government Contracts).

The requirements of the Executive Order will be implemented in 2016 following issuance of implementing regulations by the Federal Acquisition Regulation (FAR) Council and guidance by the U.S. Department of Labor (DOL).

The Executive Order requires prospective federal contractors to report employment and labor law violations (both initially in the bid and award process and post award every six months) and mandates that contracting agencies consider employment and labor law violations as a disqualifying factor when awarding a federal contract. In addition, the Executive Order mandates employer disclosure requirements to workers regarding classification as an employee or independent contractor, exempt or non-exempt status under the FLSA, and related compensation information. These requirements will apply to federal contracts and subcontracts (except for subcontracts for commercially off-the-shelf items), including those for goods, services, and construction, exceeding $500,000. Finally, for contracts and subcontracts that exceed $1 million, the Executive Order prohibits mandatory pre-dispute arbitration for disputes arising out of Title VII of the Civil Rights Act or for torts related to sexual assault or harassment.”

go to for more information.