I just got this Labor Day video through e-mail. It’s an amazingly powerful Labor Day message.
Yes, I know that many of our readers are anti-union. OK, then take your best swing at this one. I don’t think you’ll do much damage — it looks pretty sturdy to me.
About Greg Diamond
Somewhat verbose attorney, semi-retired due to disability, residing in northwest Brea. Occasionally runs for office against bad people who would otherwise go unopposed. Got 45% of the vote against Bob Huff for State Senate in 2012; Josh Newman then won the seat in 2016. In 2014 became the first attorney to challenge OCDA Tony Rackauckas since 2002; Todd Spitzer then won that seat in 2018. Every time he's run against some rotten incumbent, the *next* person to challenge them wins! He's OK with that.
Corrupt party hacks hate him. He's OK with that too.
He does advise some local campaigns informally and (so far) without compensation. (If that last bit changes, he will declare the interest.)
My friend Dora has worked for Nordstrom for several years. Shortly after receiving her last performance evaluation, a new store manager issued her “Opportunity Checks”. It was the first time she had received a document pointing out deficiencies. She disagreed, and got extremely worried about the potential outcome stated in the document: failure to do so (improve) will result in separation of employment. She rebutted the perceived deficiencies. She received two more opportunity checks, and by then her doctor had her on anxiety pills. She responded again, and requested an internal mediation. Central HR contacted the Southern California HR, and asked Dora for her input. Basically she did not feel valued and respected, and the threat of separation of employment confused and frightened her.
She was ready to call Greg, but her assertiveness to clarify the feedback process, and perhaps the potential of the negative impact of a harassing work environment, changed the course of the interaction with her manager. The “opportunity checks” stopped; “Our Door is Always Open” flyer is now given to every employee in the store where Dora works. She wishes that she could have labor representation, to make this process less distressing
My friend Dora has worked for Nordstrom for several years. Shortly after receiving her last performance evaluation, a new store manager issued her “Opportunity Checks”. It was the first time she had received a document pointing out deficiencies. She disagreed, and got extremely worried about the potential outcome stated in the document: failure to do so (improve) will result in separation of employment. She rebutted the perceived deficiencies. She received two more opportunity checks, and by then her doctor had her on anxiety pills. She responded again, and requested an internal mediation. Central HR contacted the Southern California HR, and asked Dora for her input. Basically she did not feel valued and respected, and the threat of separation of employment confused and frightened her.
She was ready to call Greg, but her assertiveness to clarify the feedback process, and perhaps the potential of the negative impact of a harassing work environment, changed the course of the interaction with her manager. The “opportunity checks” stopped; “Our Door is Always Open” flyer is now given to every employee in the store where Dora works. She wishes that she could have labor representation, to make this process less distressing