RAPSD, LLC [rap-suh-dee]

Robert G. von Kampen, Ph.D.
Hilton Head, SC
USA

RAPSD, LLC
[rap-suh-dee]

Thank you, HR.COM generally.

Ms. Colleen Peck specifically.

You:

Are involved directly with hiring and firing decisions.

Are not so directly involved but responsible for the credibility and liability of and to the
organization including HR professionals, executives, and volunteer Board members.

Me:


Intelligent.

Conscientious.

ISTJ.

Creative.

... RADIO GOD: the Film

Passion
• Passion Pas"sion, n. [F., fr. L. passio, fr.
pati, passus, to suffer.

• The term passion, and its adverb
passionately, often express a very strong
predilection for any pursuit, or object of taste
-- a kind of enthusiastic fondness for anything.
– Cogan. [1913 Webster]

RAPSD, LLC [rap-suh-dee] Robert G. von Kampen, Ph.D. www.rapsd.net

Data
• NOUN (1)

• 1. a collection of facts from which conclusions
may be drawn;
• - Example: "statistical data"
• [syn: data, information]

Robert G. von Kampen, Ph.D. www.rapsd.net RAPSD, LLC [rap-suh-dee]

Research
• NOUN (2)

• 1. systematic investigation to establish facts;

• 2. a search for knowledge;
• - Example: "their pottery deserves more
research than it has received"
• [syn: inquiry, enquiry, research]


Assess
• VERB (4)

• 1. evaluate or estimate the
nature, quality, ability, extent, or significance of;
• - Example: "I will have the family jewels appraised by a
professional"
• - Example: ”assess all the factors when taking a risk"
• [syn:measure, evaluate, valuate, assess, appraise, value
]


Solution
• NOUN (5)
• 2. a statement that solves a problem or
explains how to solve the problem;
• - Example: "they were trying to find a peaceful
solution”
• - Example: ”she computed the result to four
decimal places"
• [syn:
solution, answer, result, resolution, solvent]

Present
• VERB (13)

• 1. give an exhibition of to an interested audience;
• - Example: "She shows her dogs frequently"
• - Example: "We will demo the new software in
Washington"
• [syn: show, demo, exhibit, present, demonstrate]

www.rapsd.net RAPSD, LLC [rap-suh-
dee]

Anagram

DRASP
[ugh]

RAPSD, LLC
[rap-suh-dee]


Define
• VERB (5)

• 1. determine the essential quality of;
• [syn:
specify, define, delineate, delimit, delimitate]

• 3. determine the nature of;
• - Example: "What defines happiness ?"

Presentation
• Legal Issues in Hiring and Firing

• The Equal Employment Opportunity Commission reports that the most
frequently cited employment bias charges in 1994 were related to hiring
and firing practices. Hiring and firing procedures should be carefully
reviewed to assess the potential liability hidden within established
practices.

– Hiring
– Firing
– Before Firing an Employee
– Handling a Termination
– After Firing an Employee
– Maintaining dignity and credibility

Onward…..Rob


Stages
• Elizabeth Kubler-Ross
• The stages, popularly known by the acronym DABDA, include:
• Denial — "I feel fine."; "This can't be happening, not to me." Denial is usually only a temporary defense for the
individual. This feeling is generally replaced with heightened awareness of possessions and individuals that will be
left behind after death. Denial can be conscious or unconscious refusal to accept facts, information, or the reality
of the situation. Denial is a defense mechanism and some people can become locked in this stage.
• Anger — "Why me? It's not fair!"; "How can this happen to me?"; '"Who is to blame? Once in the second stage,
the individual recognizes that denial cannot continue. Because of anger, the person is very difficult to care for due
to misplaced feelings of rage and envy. Anger can manifest itself in different ways. People can be angry with
themselves, or with others, and especially those who are close to them. It is important to remain detached and
nonjudgmental when dealing with a person experiencing anger from grief.
• Bargaining — "I'll do anything for a few more years."; "I will give my life savings if..." The third stage involves the
hope that the individual can somehow postpone or delay death. Usually, the negotiation for an extended life is
made with a higher power in exchange for a reformed lifestyle. Psychologically, the individual is saying, "I
understand I will die, but if I could just do something to buy more time..." People facing less serious trauma can
bargain or seek to negotiate a compromise. For example "Can we still be friends?.." when facing a break-up.
Bargaining rarely provides a sustainable solution, especially if it's a matter of life or death.
• Depression — "I'm so sad, why bother with anything?"; "I'm going to die soon so what's the point?"; "I miss my
loved one, why go on?"
• Acceptance — "It's going to be okay."; "I can't fight it, I may as well prepare for it." In this last stage, individuals
begin to come to terms with their mortality, or that of a loved one, or other tragic event. This stage varies
according to the person's situation. People dying can enter this stage a long time before the people they leave
behind, who must pass through their own individual stages of dealing with the grief.


Stages

• Loss of - well - anything.

• Firing. Layoff. Dismissal.

• Loss of income = loss of everything.


Absurdum. Fidem. Dignitatem.

• Absurdity. Credibility. Dignity.
• The U.S. Equal Employment Opportunity Commission
reported that the most frequently cited employment bias
charges in1994 and since were related to hiring and firing
practices. Hiring and firing procedures should be carefully
reviewed to assess the potential liability hidden within
established practices. As importantly, HR professionals and
executives must factor two essential components; 1)
retaining the dignity of the fired employee; and 2) ensuring
increased credibility and minimization of the legal risk to
the firing organization, its executives, and even the liability
of the volunteer Board members.


Carol Bartz - Yahoo

• Carol Bartz exclusive: Yahoo "f---ed me over"

• By Patricia Sellers September 8, 2011: 11:00 AM ET

• FORTUNE -- Here is what Carol Bartz thinks of the Yahoo board that fired her: "These people f---ed
me over," she says, in her first interview since her dismissal from the CEO role late Tuesday.

• Last evening, barely 24 hours after Yahoo chairman Roy Bostock called Bartz on her cell phone to
tell her the news, she called from her Silicon Valley home ("There are reporters at the gate… a lot of
them.") to tell Fortune, exclusively, how the ax came down.

• On Tuesday, Bartz was in New York, to speak at Citigroup's technology conference the next
day, when she was supposed to call Bostock at 6 p.m. "I called him at 6:06," she recalls. When he
got on the line, she says, he started reading a lawyer's prepared statement to dismiss her.

• "I said, 'Roy, I think that's a script,'" adding, "'Why don't you have the balls to tell me yourself?'"
• When Bostock finished reading, Bartz didn't argue—"I got it. I got it," she told the Yahoo
chairman."I thought you were classier," she added.


At Will Employment

• At-will employment is a doctrine of American
law that defines an employment relationship
in which either party can break the
relationship with no liability, provided there
was no express contract for a definite term
governing the employment relationship and
that the employer does not belong to a
collective bargaining group.


At Will Employment

• The doctrine of at-will employment has been criticized
as predicated upon flawed assumptions about the
inherent distribution of power and information in the
employee-employer relationship and for its brutal
harshness upon employees. However, scholars in the
field of law and economics such as Professors Richard
A. Espstein and Richard Posner credit employment at
will as a major factor underlying the strength of the
U.S. economy. At-will employment has also been
stressed as a significant reason for the success of
Silicon Valley as an entrepreneur-friendly environment.


At Will Employment

• The at-will rule has its genesis in a rule in Horace Gray
Wood’s 1877 treatise on master-servant relations. Wood
cited four U.S. cases as authority for his rule that when a
hiring was indefinite, the burden of proof was on the
servant to prove that an indefinite employment term was
for one year.

• The United States is the only major industrial power that
maintains a general employment-at-will rule. Canada,
France, Germany, Great Britain, Italy, Japan, and Sweden all
have statutory provisions that require employers to show
good cause before discharging employees.


Departures
• August 2012 Connecticut
• Picking up my German Shepherd pup
• http://www.wilhendorf.us/Wilhendorf/For_Sale.html

• August 2012 Key West, FL
• Visiting with friends

• October 2012 London
• Screenwriters convention
• http://www.londonscreenwritersfestival.com/

• November 2012 - November 2013 Hilton Head, SC
• Writing two books and one screenplay

• December 2012
• Cruise to celebrate my November 55th birthday
• [Senior discounts !]


Hilton Head, SC
USA

RAPSD, LLC
[rap-suh-dee]


RAPSD, LLC [rap-suh-dee]

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