U.S. DOJ Investigating D.C. Suburban Police Dept’s Treatment of Black and Hispanic Officers

The Prince George’s County Police Department is being investigated by the U.S. Justice Department for discriminating in hiring and disciplining black and Hispanic officers.

The review, known as a pattern and practice investigation, is focused on allegations of employment discrimination.

The DOJ’s review includes examining complaints that minority officers are treated unfairly and whether they have been demoted or disciplined after exposing wrongdoing.

Prince George’s is a county adjacent to Washington, D.C. and has a black majority population.



Crash Victims Tout Trucker Safety Rules

Truck crash victims are demanding action by the Trump Administration to support several potentially life-saving trucking rules. At least one of these rules would require testing of all truckers for sleep apnea, a condition that causes daytime drowsiness

Among the demands of the Truck Safety Coalition are

  • mandatory screening of all truck, bus and train operators for sleep apnea;
  • a regulation requiring speed limiters on all trucks;
  • enforce a regulation requiring trucks to have electronic logging devices; and
  • raising the minimum level of insurance required for all trucks

Earlier this year, the Trump administration pulled the plug on the Obama Administration’s sleep apnea rule, saying it “did not receive sufficient data to support future rulemaking at this time.”

The rule requiring trucks to have electronic logging devices goes into effect this month.

Different Generations at Work

Our resident guest blogger Robin Paggi, is back with some advice for managers on how to get the most out of their Millennial workers, and advice for Millennials also.

Different Generations at Work

Ken Beurmann is the 31-year-old CEO of Terrio Physical Therapy & Fitness in Bakersfield. As such, he is a Millennial who manages Millennials (as well as Baby Boomers and Gen Xers). Therefore, he’s in a unique position to help people understand what makes this generation tick and how to get the best from them at work.

Millennials (born around 1981 – 1995) are different, says Beurmann. “Because we were raised differently than previous generations, we think, communicate, and see the world differently. We’ve been called snowflakes, entitled, and lazy – and most of us can’t even spell the word ‘Millennial’ without the assistance of spell-check. However, Millennials can be a tremendous asset to your company – if you make the effort to manage us appropriately.”

Beurmann believes average Millennial employees won’t conform to their manager’s leadership style, but great Millennial employees will bend over backwards to fulfill their expectations. And, average managers won’t adjust their leadership style to motivate Millennials, but great managers will do everything in their power to help them succeed in the workplace.

If your goal is to be a great manager of great Millennials, then Beurmann suggests doing the following:

“First, manage Millennials with complete transparency. Millennials need to know the ‘why’ behind every decision. Transparency can be scary, but if you always make the ethical decision, then you have nothing to hide.

Second, keep in mind that most Millennials value social responsibility ahead of their paychecks. Therefore, find a way to engage your Millennials in community projects or causes that closely align with your company’s culture.

Third, don’t underestimate a Millennial’s desire for work/life balance. Technology has allowed the workday to go beyond 8am– 5pm. Embrace that. Let your Millennials take time off, and make sure they have flexibility to attend to their passions (travel, kids, etc.).

Fourth, hold Millennials accountable by being respectful – not authoritative. Yelling at a Millennial is unproductive, unsuccessful, and requires a lot of tissues.

Finally, actively recruit Millennials that possess ambition and critical thinking skills (they do exist). There’s no doubt the easiest way to manage a Millennial is to hire the best from the beginning.”

As someone who is on the cusp of being a Baby Boomer (born between 1946-1964) and a Gen Xer (born between 1965-1980), I have some advice for Millennials on how to inspire your managers to want to adjust their leadership style for you.

First, show up to work on time. Older generations were taught to get there early and be ready to work immediately after punching in. When you arrive after you’re supposed to start work and then take time to get settled, it makes us cranky.

Second, stop looking at your phone when we’re talking to you. We were raised to make eye contact during conversations, so we tend to view a lack of eye contact as a sign of disrespect. Plus, people can’t effectively listen and read simultaneously, so you really don’t hear what’s being said when you’re reading at the same time.

Third, don’t expect to get a pat on the back for doing your job. We were not rewarded for just showing up – we had to go above and beyond the call of duty to get recognized and usually only received feedback about our performance at our annual evaluation, if we even got that.

Fourth, try not to take things so personally. We tend to have a direct communication style (as you can see here) and get annoyed by feeling like we have to sugarcoat our words so you won’t get your feelings hurt.

Finally, to paraphrase a popular president during our time, ask not what your manager will do for you, but ask what you can do for your manager.

In sum, everyone needs to adjust a bit to meet each other’s needs. Flexibility from all generations is critical to success.

Robin Paggi is the Training Coordinator at Worklogic HR.

She last wrote for us on Getting Professionals to Behave Professionally and prior to that on Brain Wiring, Personalities, and Careers and has also contributed articles on Accommodating Religious Beliefs, Politics and Work, Emojis-A Workplace Communications Menace and Alcoholism and the ADA in Employment. To read her previous columns, search Paggi in the search box at the top of this home page.

Keys to Thriving Workplace: Exercise, Napping, Rest, Plants, and Sitting and Standing Changes

What are some ways to thrive at work?

A recent article in Parade magazine listed these five:

  1. Get energized (At Google headquarters, for example, activities range from kickboxing and on-site swimming pools, and a slide)
  2. Stand up (consider standing stations that vary the physical level of how employees sit, stand and work during the day)
  3. Take naps (rejuvenate with a 20-minute snooze)
  4. Reduce stress through more attention to nose, air quality, lighting, and overall office ergonomics;
  5. Take a plant to work (adding greenery purifies stale air)

Congress Revamps Harassment Training

Amid the revelations of sexual harassment by members of Congress, the House and Senate committed to require members and their aides to take harassment training.

“Going forward, the House will adopt a policy of mandatory anti-harassment and anti-harassment discrimination training for all members and staff,” said House Speaker Paul Ryan.

The current harassment rules in the Congress are thought to work more to the harasser’s advantage than the victim’s.

Under the current policy through the Office of Compliance, staffers must go through months of counseling and mediation with the employing office before they can file a formal compliant. Staffers also have to sign nondisclosure agreements.

If they decide to proceed with a complaint, they can choose to file it in court or seek an administrative hearing to negotiate for a settlement.

Legislation introduced in the Senate would remove the requirement that the victims of harassment go through mediation before seeking financial redress.

Members of Congress accused of harassment include Rep. John Conyers, a Democrat from Michigan, and Senator Al Franken of Minnesota, those the charges against him relate to conduct before he became a Senator.

There’s also been testimony in Congress about members’ aides who allegedly were harassed.



U.S. Defense Agency Sued for Harassment; Woman’s Childcare Arrangement at Issue

A U.S. Defense Department  agency is accused of harassment by a female employee who asked to work from home because she could not arrange child care.

Particia Burke, an employee of the Defense Security Service, a part of the Defense Department,  had been off on Wednesdays before the birth of her child. When she returned, her supervisor allowed her to work from home on Wednesday to care for her son.

However, a new supervisor told her she could not work from home as a substitute for child care.

According to an internal review from the agency’s EEO office found that Burke was subjected to a hostile work environment, although the original decision to deny her a more flexible schedule was not discriminatory, it found.

The suit was filed in U.S. District Court in Alexandria, Va.

Congressional Hearing Wednesday A.M. on Leave Policies’ Impact on Employers, Workers

Have some free time tomorrow morning? Then you may want to head on over to the U.S. Congress.

Amid the contentious debate on the tax bill, House Subcommittee on Health, Employment, Labor, and Pensions has a hearing scheduled for tomorrow,  Wednesday Dec. 6, at 10 am titled  “Workplace Leave Policies: Opportunities and Challenges for Employers and Working Families.”

The subcommittee hearing will examine how workplace leave policies impact job providers and working families.


Ms. Barbara Brickmeier
Vice President for Human Resources and Business Development
IBM Corporation
Armonk, New York
Testifying on behalf of the U.S. Chamber of Commerce

Ms. Carrie Lukas
Independent Women’s Forum
Washington, D.C.

Mr. Hans Riemer
Vice President
Montgomery County Council
Montgomery County, Maryland

Ms. Angela Schaefer
Vice President of Human Resources
Safety National
St. Louis, Missouri
Testifying on behalf of the Society for Human Resource Management

For more information and to view a live webcast, click here.