I am a parent of 3 kids. I will be a first time student this fall at a jr. College. I am trying to figure out my major now so I wont waste any more time. (Im already starting late) My children will be out of High School soon and I will be going back to work.(I am now self employed from home) Because I will be transferring to another school for my Bach. degree I am trying to sort things out. I am considering two different schools to transfer to. One of them is Athens State. The other school is UAH in Huntsville, Al. Because the programs are different, I need some help. Please be sweet, as ,this is all new to me. I did not have an opportunity to go to college after High school as a lot of people do.
UAh says online that it offers a Bach of science degree in B.A. It then lists the major disciplines as Accounting, management, marketing and finance (I am interested in Management ). It then divides the curriculum into 4 concentrations: gen mangagement, human resources, aquisition,

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I am new with the company I am with. 90 day new and do not plan on staying here. Resume onlne looking at this time.
I have concerns that are pretty substantial. I know a group of employees are on a loa and looking at a class action law suit for misc concerns, I recently has been told by my manager that “you are no better than the person you replaced, mind you I am still 90 days new. I also know multiple meetings with my manager, and admin and HR have happen due to the multtitude of complaints.
What makes me different is I am willing to leave a sick environement. I believe the staff who are complaining are somewhat valid due to my own concernns. The other’s are all taking a leave of absence and trying to “rally the troups”for a class action lawsuit. I myself would rather just resign, and met with HR, provide documentaiton of event sn move on is that ok?

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I will graduate with a B.Comm Double Major in Marketing and Management and probably go back an extra year for a Human Resource Certificate what can I expect in the real world ?

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I have an associates degree but am unable to return to school for my BA, but I am taking classes to gain more skills. Each class comes with a certificate of completion/competency. Classes include accounting, human resources fundamentals, medical office skills, etc. I also have MS Office Specialist certification as well as several other Microsoft and Adobe certifications. Would not having a BA count against me, if I were to apply for an entry to mid-level office position? I will be relocating as well. I know in the area I live right now, you need a BA in Accounting just to be an accounting clerk. What is it like in your area?

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Last year I had the worst experience with a local tax office and want to file online this year. I’ve done some research and narrowed it down to Turbo Tax, HR Block and TaxAct. They all offer free e file. I’d like to know which is the easiest to use. Thanks!!!

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I am looking at going back to school for 2009. Would having an Associates degree in business administration and a certificate in human resource management be a good combo on a resume? Or would I be just wasting my time? Any thoughts or suggestions appreciated! Ps. I am wanting to work more as an administrative assistant but work myself up the ladder. I am excited at the thought of learning more of how a business runs and such. Thanks!

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e,my question is ,should i write down in my Resume the subjects i study now in my certificate so that when i apply for the Human resources department they would be aware of my knowledge in that area?,is that right or wrong?

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Retaliation for whistleblowing?
Is this retaliation? I think so but do you?
Thanks for our help
David
On June 12, during a staff meeting with the following
employees in attendance (names, myself and
Company Exec), we witnessed Company Exec, make two
racially and sexually harrassing comments:
1.) When discussing Mexican food, Company Exec made a hand motion of
quotes while saying “I don’t mean to say this any other way but
Mexican Food…” He said
this while looking at the Mexican employee who looked away.
2.) Later in the meeting Company Exec makes a sexist comment about the
way female coworker walked out of the room. As female coworker exited the room, Company Exec
watched her walk out and said “well it seems all her parts are working
just fine” while leering at her body.
After this meeting, my former colleague “Mike” (a fellow manager) and I spoke without
Company Exec present and both of us agreed that the behavior, comments and
looks from Company Exec were racially and sexually inappropriate for the
workplace. I then went to my supervisor (VP) and
alerted him verbally to the inappropriate behavior. At no time did I
receive any indication that anything had been done with my information
and that Company Exec had been reprimanded.
On June 15, 2008, I documented in a powerpoint presentation that I
delivered to my supervisor (VP) and colleague (“Mike” – fellow manager) that Company Name had HR related issues and I wrote I had
“Some concerns over insensitive comments I heard. Let’s discuss.
Need some HR training and management attention to this issue before it
becomes more serious.” I was worried about what would happen to me if
I documented that Company Exec had made racially and sexually
harrassing comments and gestures in front of myself and the
team as I was “the new guy” and did not want to be make waves by
whistleblowing a senior executive of the Company. As such, I
used vague language in the PowerPoint presentation.
I would have taken this issue to HR as well however the company’s
head of HR had just separated employment and there was no one in HR
that I was aware of anymore. The only person I knew was the person
that was responsible for recruiting and I didn’t feel he was the
correct person. At the same time, I felt
that my supervisor (a VP) would be sufficient in raising my concerns
and correcting the problems.
On June 22, 2008, I was in a room with another colleague let’s call him “Joe” (who reports to
the before mentioned Company Exec), other hourly associates and a new
applicant for an open position. During the time the applicant was
waiting for her interview, I observed “Joe” make inappropriate facial
and body gestures (waving arms and saying “wow she’s hot” under his
breath) towards the applicant. I immediately signaled to “Joe” to
stop. I then took “Joe” aside in the kitchen and reprimanded him for
making sexually inappropriate comments. Since “Joe” reports to Company Exec, I felt that Company Exec may have previously signaled by his words and
actions that sexually harrassing behavior was acceptable however I
would not allow that behavior. As we ended the conversation I tapped
“Joe” on the head to get him to use his head. “Joe” and I then
concluded the conversation in a joking/laughing mood. This
conversation took place in public space and the conversation was
witnessed by a couple of hourly employees and “Mike” (the
manager).
On June 23, 2008 “Mike” and my supervisor (VP) bring me into a meeting room to question me about the
events concerning “Joe” and I was released from employment
for creating a hostile work environment. Offcially, I was terminated
for causing a hostile work environment by “striking Joe”. This was
the terminology that my supervisor gave me.
In the elevator ride down “Mike” (manager) commented that he did not
expect that I would be let go and expressed surprise that I was
terminated. Keep in mind “Mike” witnessed the conversation between me
and “Joe” and he was shocked that I was terminated. Clearly I was not
causing a hostile work environment from “Mike” the manager’s view.
I then called “Joe” himself and he to could not believe that
I was terminated. He told me that he had been questioned about the
event and he made clear that “he did not feel threatened” by my tap on
his head that he told the people questioning him that we had “only
been joking”. Note that I had no knowledge of any of this and “Joe”
told me this after I had been terminated.
I requested a discussion with HR and also my VP and “Joe” to discuss my termination but repeated voicemails and emails were ignored with no response at all from Company Name. Not one single response.
At first, I simply thought that Company Name had an overblown
reaction since even “Joe” indicated that we were both joking and the
tap on his head gesture was funny and not harmful. Upon reflection, I
now see the termination for what it trul

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You are the HR Director for a large manufacturing firm that is undergoing major changes. Your firm is in the process of building two technologically advanced plants. When these are completed, the company will close four of its five old plants. It is your job to determine who will stay with the old plant and who will be retrained for the newer plants.
One old plant employee is a 56-year old production worker who has been with your firm for 10 years. He seems to be a close personal friend of your boss as they are often seen together socially. However, in your opinion, he is not capable of handling the high-tech work required at the new plants, even with additional training. He is not old enough to receive any retirement benefits and there are other qualified workers more senior to him who want to remain at the old plant.
What would you do?

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Assume you are an HR director with a staff of seven people. A departmental objective is for all staff members to become professionally certified within a year. Identify six to eight certifications that could be obtained by your staff members, showing me the following details from each certifications:
Name of sponsoring organization
Names and types of certification
Addresses for relevant Websites containing more information
Experience and education requirements
Nature of certification process

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