A Brief Overview of Equal Employment Opportunity Laws

 

EEOC pic

EEOC
Image: EEOC.gov

An MBA graduate of the Columbia Business School, Steven Darien serves as the chief executive officer and chairman of the Cabot Advisory Group. Steven Darien relies on more than 30 years of human resources experience to help his clients improve their business operations.

One human resource issue that many professionals encounter is equal employment opportunity (EEO) violations. According to EEO laws, employers are forbidden from discriminating against a candidate based on the person’s disability, sex, age, nationality, race, political affiliation, religion, and pregnancy status.

Depending on the state, it may also be illegal for employers to discriminate based on sexual orientation. Violations of EEO laws can occur at any point during the job hiring process and term of employment.

For example, job advertisements cannot show a preference for someone of a particular race, sex, religion, or another protected group. Similarly, these advertisements cannot discourage any candidates from applying based on any of these identifications.

The United States Equal Employment Opportunity Commission (EEOC) is responsible for handling EEO violations. Persons who believe that an equal employment violation has occurred must file a complaint with the EEOC to start an investigation. The EEOC then has the ability to subject an employer to investigations and sanctions. Consequences of EEO violations are also administered at the discretion of the EEOC, such as removing employers from their positions.

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Lifelong Learning in the Workplace

 

Lifelong Learning pic

Lifelong Learning
Image: lifehack.org

Steven Darien has been at the helm of The Cabot Advisory Group since 1996. Leading a team of respected HR experts, Steven Darien works with corporate and individual clients on employee training and management.

Employee training shouldn’t stop after the onboarding process is over. More than 66 percent of surveyed $100 million companies have cited skill gap reduction as one their urgent priorities over the next five years.

To compete in today’s workforce, businesses must promote lifelong learning within the workplace culture. When they provide opportunities for their employees to acquire new skills, companies are able to reduce costly turnover and keep their employees motivated and engaged.

Forward-thinking HR departments can help companies train their employees by implementing ongoing e-learning programs. With these training modules, employees can track and monitor their own progress, and employers can respond quickly to industry changes caused by new technologies.

The Potential for Marketing and Human Resources Collaboration

Steven Darien

Steven Darien functions as the CEO and chairman of The Cabot Advisory Group, LLC, in New Jersey. As such, Steven Darien leverages substantial experience in HR leadership capacities to provide strategic human resources (HR) management services, the importance of which many underestimate.

More companies are realizing the value of collaboration between the marketing and HR departments. A marketing department looks carefully at a company’s values and culture and then distills that information into a message for public consumption. HR teams do something similar, except that they deliver the message to potential hires. When these teams work together, the recruiting process can become much more successful in finding people who are excited about the company and eager to contribute.

Research conducted by Deloitte showed that the majority of employees leave their positions because they feel disengaged with the company and its mission. When companies have a clear mission beyond making money, they are more successful at engaging employees, which reduces turnover and helps attract the best talent.

George Street Playhouse – New Theatre Construction

George Street Playhouse
Image: georgestreetplayhouse.org

Steven Darien, the CEO and chairman of Cabot Advisory Group in New Jersey, supports the arts. In addition to his work with Cabot, Steven Darien serves as the chairman of the board at the George Street Playhouse, a New Jersey arts organization.

The George Street Playhouse is moving to a new home, currently slated for completion in the fall of 2019. This new theatre was created in partnership with the City of New Brunswick, the New Brunswick Development Corporation, and several other groups. The theatre will break ground on the organization’s current theatre site in late 2017 and will be completed before the opening of the 2019-2020 season. It will feature two new stages, one for intimate engagements and one for large productions. Other amenities include new bathrooms, elevators to the balcony level, and a bar installation in the lobby.

While the new building is under construction, George Street Playhouse productions will move to the former New Jersey Museum of Agriculture in New Brunswick. Playhouse education programs will continue in both their year-round and Summer Academy formats during construction.

Become a Better Patient for Your Own Sake

 

Somerset Medical Centerpic

Somerset Medical Center
Image: somersetmedicalcenter.com

Steven Darien leverages three decades of experience in human resources to serve as the chief executive officer of the Cabot Advisory Group. Outside of work, Steven Darien sits on the board of Somerset Medical Center, which offers informative resources for patients through its website, www.somersetmedicalcenter.com. Topics covered on the site include ways in which patients can play their part in recovery from illness.

When it comes to your own health, healing from an illness is as much your responsibility as it is your doctor’s, if not more. There are a number of ways to take charge.

1. Watch your weight. Obesity is one of the leading health problems faced today. While a doctor can recommend a change in your lifestyle, it is up to you to exercise, watch what you eat, and adopt more active habits. Not only will exercising often help your body recover, but you’ll also be healthier and more likely to live longer.

2. Check your diet. Nutrition plays a huge role in recovering from illness. The doctor can prescribe a diet for you, but it is up to you to follow it and control your unhealthy cravings.

3. Keep up with follow-ups. The doctor may request a follow-up, but it is up to you to ensure you are there for your next checkup. Follow-up screenings help to ensure that your condition does not recur and that you are receiving the latest treatments.

Researchers Reveal Methods Used to Generate Organizational Strategies

 

Steven Darien

Steven Darien

Steven Darien previously served as the vice president of human resources at Merck. Currently the chairman and CEO of the Bridgewater, New Jersey-based Cabot Advisory Group, Steven Darien consults with companies regarding human resources issues such as business and strategic planning.

How different business executives come up with new strategies varies greatly. To find out the different methods used, a team of researchers from the Harvard Business Review interviewed 92 chief executives, founders, and senior managers on how they came up with their business strategies.

The researchers found four different strategic decision-making methods employed by organizations:

1) Unilateral

Up to 36 percent of participants used this method. Here, top leaders make decisions alone without the input of employees or stakeholders and without an outlined procedure to follow. While this process results in quicker decision making, it lacks checks and balances and often results in poor decision-making.

2) Ad Hoc

This was used by 18 percent of the polled leaders. Here, when a strategy needs to be developed, management pulls the team together and comes up with one. There is no set process. The people involved and the steps followed change each time. This approach is flexible and can be tailored for any need, but it is difficult to measure its success because its variables are used differently every time.

3) Administrative

Used by 15 percent of the executives polled, this method emphasizes process over input. There is a clear process or routine to develop strategy, often involving significant data collection, but the employees do not have a large role in the final decision. Top leaders collate data and subsequently develop strategies. Without input from stakeholders, the data collected stands to mislead.

4) Collaborative 

This method was used by 30 percent of the leaders polled. Here, there is a defined process for developing strategies and stakeholders are very involved in contributing to the final decision. Though inflexible and slow, the process elicits richer discussions and no important factors slip through the cracks.

While researchers could not determine a winner among the four, they were most skeptical of the unilateral decision-making method.

Four Skills for a Successful Human Resources Professional

 

Human Resources Professional pic

Human Resources Professional
Image: thebalance.com

Steven Darien brings more than 30 years of human resource management experience to his position as the chairman and CEO of The Cabot Advisory Group, LLC, in Bridgewater, New Jersey. Human resources professionals such as Steven Darien possess a number of skills that contribute to their success. The following list details some of these traits.

1. Communication. From interviewing applicants and discussing business needs with managers, HR professionals engage in a significant amount of communication on a daily basis. Effective communication skills enable them to navigate interactions with company personnel successfully and relay information in a clear, concise manner.

2. Discretion. HR professionals manage the personal information of every employee and manager within a company, giving them access to a considerable amount of sensitive information. Employees may also share personal and work-related problems with HR personnel, which makes discretion an essential skill for anyone in the HR field.

3. Conflict Management. Handling tension between employees and managers or disagreements among employees is a core responsibility within the HR profession. Resolving interpersonal conflicts and establishing compromises requires strong conflict management skills, particularly for serious infractions and complex issues.

4. Multitasking. The responsibilities of an HR professional may shift from day to day as the role requires them to perform a varied number of jobs, such as managing job advertisements, training new hires, reviewing compensations, and resolving grievances. Strong multitasking skills can help HR personnel stay calm under pressure and handle responsibilities in a timely fashion.