21 Complaint Free Days
By Allen And Associates Complaints | August 29, 2008
Author: Kate Loving Shenk
21 days of Complaint Free Living is an exercise in facing the fear, guilt and blame of the ego and replacing these with compassion, fearlessness and courage of the love which is eternal, residing in our deepest well of creative expression.
I haven’t met the goal of 21 days of complaint free livin’.
But when I do go for 5-7 days, as has happened recently, I feel clearer and more compassionate.
I also spend much of my time in silence and when I do say something, I give the topic at hand a more positive spin.
My challenges revolve around the current political scene here in America. I’ve been criticizing political leaders all of my life.
Now it’s time to let this go.
And yes critical attitudes and gossip fall into the category of complaining.
I am studying the book written by Will Bowen called “A Complaint Free World.”
He is a minister and when he noticed the chronic complaining that was running rampant in his Parrish, he came up with the idea to look at your thoughts, and before you say a negative thing, you simply with hold saying it.
You can think it (the thought doesn’t count against you) but saying it means you have to start all over again.
So what I’ve done is get large colored rubber bands at Staples and put one on my wrist. When I complain, I move it over to the other wrist.
The trick is to go 21 days without SAYING one mean, critical, gossip-y or complaining (whining) word, and keep the band or the bracelet of your choice, on the same wrist.
The negative thoughts can be cleared by Ho’oponopono, EFT, The Work of Katie Byron–you name it–use what works for you.
When I reach 21 complaint free days, I will write about it, and explain any of the challenges standing in the path of this success.
May I add that complaining, pity-me, whining, and the fear that accompanies these, simply brings us more of what we don’t want, and points to a deep-seated complex of guilt.
Guilt is based on the knee-jerk societal taught belief that either you or the other person deserves to be punished. This belief creates a mindset of relating to the people in our lives or in the news as if we are all here to be judged by one another, deciding who is wrong and who is right, who is innocent and who is guilty.
Guilt is triggered by blame. We think we can get a person to change her behavior by blaming them, perhaps doing so in front of an audience, making that person feel guilty while all at the same time, fighting to deny our own guilt.
Guilt is a game played over and over by people who refuse to see that blame and attack is simply the warped practice of projecting outwardly on to other people their own sense of guilt, shame and feelings of powerlessness.
The game of guilt begins when a person perceives that another person is attacking them or is refusing to give them what that person THINKS she deserves. The response is to attack back, becoming defensive, blaming the other person, and in the attempt to make that other person feel what ever went wrong is HER fault, taking absolutely No responsibility for the part She played in the event.
The ego wants to win this game, and so the game continues without any resolution UNTIL!!!–one of the people in this fruitless battle sees that the only purpose that guilt supports is the need to be right, which only perpetuates more suffering.
Guilt can be seen as a game of tug-of-war. When one person simply drops one end of the rope and refuses to play because she no longer has the interest for this ego exchange, the other person is alone, holding only a remnant of a belief system that I say is the cause of all human suffering.
Guilt and love are mutually exclusive.
If I choose to play the guilt game, love is not a player.
When I choose to open my heart to love and compassion, guilt suddenly disappears, is no longer a factor, becoming a fragment of a bad dream.
How can you recognize guilt when it surfaces?
1) You blame yourself for a problem or project blame onto someone else
2) You are always apologizing
3) You worry about what other people think about you
4) You are a compulsive helper
5) You hate it when another person is angry at you
6) You routinely act as a doormat
7) You never take time for yourself
You compare yourself to others and worry that they are better than you are
9) “Should” and “must” are everyday words
10) You can’t stand criticism
11) You are a perfectionist
12) You worry about being selfish
13) You hate to ask for help
14) You can’t take compliments gracefully
15) You worry that you will be punished for your sins
16) You can’t say “no”
CHOOSE LOVE OVER FEAR AND GUILT
At the beginning of each day, choose love over guilt, fear and anger.
As the day progresses, you may need to recommit to love in all of your interactions, thoughts and actions.
Say only loving and optimistic thoughts. Do not contribute to the world’s disharmony by speaking words of anger, criticism, complaint and separation.
This is the only way the Complaint Free Bracelet stays on the same wrist for 21 days.
This is the only way the bad habit of complaining can finally be broken to set you free.
This is when The Birth Of Innocence transforms your perception forever.
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Employment Screening Technology
By Allen And Associates Complaints | July 27, 2008
Posted by Complaints
By Josh Riverside
Technological advancements have brought many benefits not only to people from all walks of life but also to different businesses and organizations, whether big or small. In the past, companies and other business firms rely on job interviews and written examinations when pre-screening applicants. But nowadays, these tools are not enough to determine the accuracy of the information provided by job applicants such as educational background and work experiences. Good thing, companies and private investigation agencies now conduct thorough background checks by using employment screening technology.
Employment screening technology continues to advance as more and more companies find the need to obtain detailed and accurate reports regarding the applicant’s background. Although employers can already make use of this during the hiring process, they prefer private agencies to do background checks using this technology. So, if your company also plans to hire the services of employment screening companies, you should see to it that the company you choose will use only the latest technology to better achieve accurate results.
Important uses
Employment screening technology is used mainly to discover who among the applicants has the most potential to meet the requirements of the job. In most companies, even if there is one vacancy, the number of applicants can reach up to 10, 20, or even hundreds. It will be very time-consuming to interview this number so this should be trimmed down first by eliminating those who did not meet the basic requirements. And this can be easily determined by using pre-employment screening technology.
And after eliminating the disqualified individuals, tests and interviews should be done to assess the applicant’s abilities and qualifications. These tools will help you find the best candidates for the position. But to better determine the accuracy of the information they provided, you should rely on a company to do background check using pre-employment screening technology.
The importance of employment screening should never be ignored because the actions of the newly-hired employee can bring a significant impact to the company. And you should take note that the technology used will sure be a big factor in the screening process.
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The Job Interview
By Allen And Associates Complaints | July 14, 2008
Posted by: Complaints
Author: Maxwell Hurst
The second step in getting a job is having an interview with a potential employer. The first step was sending your application and after careful review by the company, you are seen as candidate for the vacant position.
The employer got this information through an ad that was placed in the paper, referred by someone in the company or a headhunter, or by a person who simply submitted an application via the company’s website.
The first impression employers always look at is your resume. Given the many that apply, this usually takes about 30 seconds and so with the limited words, one must be sure that the resume is well written and grammatically correct.
During the interview, most employers want to know more about person since the resume only gives certain information such as the person’s name, age, address, contact number, social security number, past and current employment.
The employer will likely ask about the experiences, lessons and accomplishments one has done and learned working for another employer. This will usually include how the person handled a situation in the company, the challenges of the job and the relationship with coworkers.
Another question will be the relationship between the applicant and family members. This shows character with how the person interacts with people who are close and those that know the person for a long time.
The employer will usually ask why the person applied in the company and where you would like to be in 5 to 10 years. Long term questions such as this will show if there is dedication for the job at hand and if the company can provide something beneficial for both the applicant and the employer.
Companies follow a certain budget in hiring qualified personnel which is why the interviewer will ask how much one desires to get for the job. If what is being asked is too high, the employer will usually ask if the salary is open to negotiation.
After the employer asks questions, room is usually given for the applicant to ask questions in return. This is the best time to know a little bit more the company one might be working in and to get a feel of the potential company.
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Religious Discrimination in Employment Setting
By Allen And Associates Complaints | July 12, 2008
Author: Claysphere Rivera
Like any other rights, a right to religion is enshrined as a basic human right that should be respected. In consonance to the right to religion is the freedom of religion. Freedom of religion is generally recognized by many nations and international instrumentalities as a basic human right.
Within the context of the freedom of religion include the choice to follow, or not to, or to change a religion. Religious freedom encompasses the freedom of people to observe religious practices, manifest, believe or worship religious dogma and teachings.
Religious discrimination
Most countries or authorities, nowadays tend to stress freedom of religion. Various international conventions were waged respecting this concern to the point of creating a consultative body in order to address the issue on religious discrimination.
Charges of religious discrimination have been applied to governmental, social, and educational policies. Within the list is religious discrimination on the workplace.
Under the United States Federal Law (Title VII of the Civil Rights Act of 1964) as well as various state laws, among others prohibits workplace discrimination based on religion. The prohibition extends to all aspects of employment, from the recruitment, hiring, promotion, giving out benefits, training, work duties, and until termination.
In this context, the same law prohibits any kind of workplace harassment on religious grounds.
The real situations
It is often difficult to find out exactly why a person was not hired, was dismissed, was not promoted for a job and was not given due benefits. It is hard to draw the line in determining the discriminatory actuations. It is all a case-to-case basis and is situational.
At most, a full explanation and comprehension of the employer’s reason would be required before you can determine whether the actions were discriminatory.
In real situations, laws against religious discrimination had a seemingly contradictory effect in the workplace.
Contradictions can be gleaned in the provisions of various non-discriminatory laws, which provide prohibitions, allowances or accommodations and exceptions respecting religious practices in the workplaces. These contradictions have relatively affected job-related decisions.
Legal options
Despite the relative loopholes and contradiction of some non-discriminatory laws, it must be emphasized that discrimination in the workplace based on religious grounds is proscribed by law.
When discriminatory practices were readily apparent in all aspect of employment, the victim can take steps to protect their rights.
Particularly in Universal City and other areas in California, a powerless employee who has been discriminated has the option of filing a complaint with the proper agency like the State Fair Employment Practices Agency (FEPA) or may contact the Equal Employment Opportunity Commission (EEOC) for guidance with your case.
In this event, a qualified employment lawyer is priceless when this illegal activity needs to be corrected.
In Universal City, where several business establishments were in circulation, the employee who felt being discriminated on religious grounds should take the advice and representation of an employment lawyer.
Universal City employment lawyers are very keen in approaching their client’s claims. They have a well-honed knowledge on all aspect of employment law litigation.
Whether, an impending battle is with the courts or before the various administrative agencies tasked to hear cases of this sort, the Universal City employment lawyers can readily represent any claim.
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Employers Need More Creativity to Attract Top Talents
By Allen And Associates Complaints | April 26, 2008
Posted by Complaints
Author: Lisa Ludmer
We are all aware of how it is becoming increasingly tougher to find talented workers in Canada. We must become more creative to attract top talented candidates. If we want the A employees, we must hire in a more aggressive way.
All the companies want the “A” type candidate and to attract them they must be offering the “A” type job. Those companies that were planning on dropping their benefit packages such as family friendly packages, and other perks, should rethink this strategy and begin to offer signing bonuses and other benefits to win these Generation Y workers and those with top experience and high level skills.
In this competitive marketplace, employers are recognizing the strong negotiating power of the candidates. With multiple job offers, higher salaries, more promotions and flexible work hours, candidates are in the driver’s seat holding all the power. This is occurring in those industries where talent shortages exist the most, such as engineering, health care, accounting and technical. These are the highest paying jobs.
When an employer waits too long to make a hiring decision, the candidate has already accepted another position. Clients must make quicker decisions and not expect to have the luxury of receiving more than two qualified candidates to interview for each job search. These days are gone, and only those clients who realize this are winning the top talent.
My advice to my clients is very simple. If the candidate has the skills, educations, experience and cultural fit you are looking for, make an offer! Don’t delay, or you will pay!
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