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Dealing with Bosses and Coworkers/Expert Profile

Shannon M. Reising

U.S.

Available

Expertise

FLSA, FMLA, Title VII, EEOC, AAP, ADAA, Workers Compensation, Payroll, HR Development and Training, Industrial/Organizational Psychology. My approach is from a scientific-practitioner perspective. Rather than basing ideology on pure white-paper study, I answer with a baseline of critical thinking seated in my position as an HR professional. I understand both the psychological underpinnings of both employers and employees, and how corporate culture may be interpreted and applied in countless situations.

Experience in the area

Over 10 years in HR of both non-profit and for-profit organizations ranging in size of population from 20-500 .

Organizations

Notary Public, HR Certification Institute, Society of Human Resources Management, NC Coastal Society of Human Resources Management, American Psychological Association

Education/Credentials

BSBA, MSP, Current Doctoral candidate in I/O Psychology, PHR accredited

Average Ratings

Recent Reviews from Users

User	Date	K	C	P	Comments
Deborah	04/09/12	7	10	8	Disappointed with "answer". The answer given was .....
james	02/12/12	10	10	10	thank you for explaining that!!
Kevin	11/22/11	10	10	10
Danielle	10/23/11	10	10	10	Thanks
Kate	07/08/11	10	10	10	Thank you for very clearly answered questions .....

Recent Answers from Shannon M. Reising

2012-02-08 eeoc:

Thank you for the extra information. Now that I know you are part of a union, you must utilize your union representative to take this forward. Making an appointment with HR is a great idea, but I would

2012-02-06 eeoc:

What kind of discrimination are we talking about? Can you give me an example please? It's quite important that I am able to define the direction of what's going on to lead you in the right direction.

2011-11-21 Shoul I ask my boss about the rumour?:

I don't usually answer questions from out of the US, but I believe that your question is rather universal, so I'll make an exception. Let's break this situation down.... 1. Your direct manager has

2011-07-03 workplace oppression:

Unless there is documentation supporting the previous occassions of policy violation, the letter, itself, is unsubstantiated. Of course, you can request that the letter be stricken from your personnel

2011-06-30 workplace oppression:

FMLA is protected by law, and an employer may not terminate, or in any other way, retaliate against an employee for invoking the right to use approved FMLA time. As far as what occurred with the dental

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