Evil Landlord #1

new-headerMe in da KitchenFirst I want to apologize, it seems I have missed a whole day, with moderating the sites and the start up of the new affiliate business, it’s been crazy busy getting the pages set up, and it’s not finished yet, and I have fallin behind on my readings, but I will get to them. This post will be yet another addition to “My Story”, I want to take you back to Sept 4, 2009, I was living in Mississauga, Ontario and still working at horror hell “SunGard”. It was sort of their last ditch effort to get rid of me, SunGard that is, any way the story begins with a friend appearing at my door late June of 2009. After a couple of weeks went by I came to find out he was running from the “Law”, to make along story short, he now had to be back in Renfrew Ontario for 5 pm for a meeting with his probation officer, it’s now 12:55 pm, a five hour drive to get him there, knowing it was next impossible to accomplish. So I picked up the phone and placed a call to the officer in question, this gentleman was very upset and yelling on the phone, refusing to give any lead way, saying if he was not on time for his meeting, he would call the police to pick him up and they were going to incarcerate him for one year. After twenty minutes or so, begging and pleading, I managed to convince him to wait as we were leaving immediately. PT CruserWell needless to say while en route I would end up almost losing my vehicle, a new 2008 PT Cruiser only a couple months old to the Ontario Provincial Police due to speeding, she clocked me going 50 kms over the speed limit and in a construction zone no less, current legislation included confiscating the said vehicle and double the normal fine in construction zones for speeding, but for reasons unknown she (the officer) said she would not take my vehicle, and would not double the fine, but I did get a $375 speeding ticket. We arrived in Renfrew one hour late but the guy was in his office waiting, now I had the task of convincing him not to lock a 17 year old boy up for a year with harden criminals, which would do him more harm then good, but he did agree to release him into my custody for 90 days and to return to Mississauga with me, needless to say the boy was as happy as a pig in shit 🙂 I did what I did because I knew him from the day he was born and he has held a special place in my heart and still do, like the son I will never have, even though he is afraid to be seen with me now or to speak to me for that matter. The KitchenThe fact he was going to be living with me for three months, caused issues with my landlord, once he knew I had company living in my unit he wanted more rent. I have been living in this unit for more than 3 years at the time, but to keep the peace I was paying $600 a month, I suggested an increase of $40 a month, he agreed and I assumed that was the end of it, but nooooooooooo I was wrong.One evening I received a call from the landlord regarding a leak under my shower, leaking down to the unit below me, he had to remove my shower to repair it and wanted permission to enter my unit the next day, I granted him the permission, butThe Horror Washroom I would live to regret it though. Arriving home the next day we would find the plumbers in the unit just finishing the shower uninstall, but they had to order a new one, and they would not be able to install it until the next day, leaving us with no running water in the washroom at all, not even for the toilet, I was not impressed but what can you do. I would call him every day for the next four days, inquiring to his intentions for the install of the shower, having to take time off work, 4 days due to no running water, we proceeded back to Renfrew to wait it out. On day four I called one of my brother’s in Brampton and requested he place a call to him for me because he, the landlord had not returned any of my calls or messages. My brother placed a call to him right away but got no answer either but left a message, Me SunGard 2007so on day five I left and headed back to Mississauga, not being able to loose any more time from work, but once I arrived late that night around 11 pm, I was surprised to see the plumbers working so late installing the new shower, it was certainly a relief. It also felt good the next morning, day five to wake up, shower and head to work, but it would be in vain, after 6 1/2 years it would be the day that SunGard would fire me. Now relieved that I no longer had to tolerate the workplace Bullying and Mobbing, but my life was now over, only to get worst. In closing over the last four years I have often wondered why or how I225113_10150978168096890_2016419255_n was still alive, and where my strength was coming from because in late 2010 I spent 8 days in bed, depressed and not able, nor did I have any desire to get out, I just wanted to die, but that’s when by chance I would meet my God sent, the one responsible for where and who I am today….lotsa luv mon ami.
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Employees Report Bullying Increase In Corporate Jobs

bullyinghBullying isn’t just a major issues for teenagers navigating the perils of high school. No, bullying and bystander prevention is an issue for adults in the workplace, though it may not get quite as much attention. Not only do college campuses present workshops but human resources of companies see it fit to train employees on this sort of harassment. The Global And Mail is reporting on a new study that finds bullying traveled from the playground to the office water cooler in a greater number of instances than you may have thought.
“About 40 per cent of Canadians report having been bullied at work, putting them at higher risk of depression, post-traumatic stress and heart disease,” the newspaper says.
The study was conducted by Jacqueline Power, the associate professor of management at the University of Windsor’s Odette School of Business. In the study conducted by Dr. Power, 37.5 percent out of 224 participants reported being victims of bullying over a period of six months. The study also revealed, strangely, that the characteristics between workplace bullies and victims were similar. The personality traits were defined as: psychopathic tendencies, narcissism, Machiavellianism and aggression.
Although companies make bullies do sensitivity training, Dr. Power noted they have proven to be ineffective since bullies do not know their actions are wrong. Although this is deemed as discouraging, she did note companies are taking the initiative to make their work environments friendlier. Whereas, 10 years ago it would not have been a major focus for human resources executives.
According Psych Central, psychologist Sophie Henshaw reports, bullies have an agenda. She notes victims should keep record of incidents. Dr. Henshaw believes, victims are bullied because their presence triggers threats to bullies.
“Thereafter, the bully will take up a campaign against you.You must document all evidence as early as possible,” the site says. “Keep a diary and record every instance of bullying behavior. Keep emails that signal a trail of bullying. Record bullying conversations discreetly on your phone and collect evidence from witnesses.”
Have you witnessed bullying at work? Let us know in the comment section!

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Our team’s golden boy gets a free pass for bad behaviour

ninetofive14rb1THE QUESTION

I work at a fairly small company, and I get along fairly well with most of my colleagues – with one notable exception.

One of my team members is an extremely talented individual, but he’s impossible to work with. He frequently makes inappropriate and insulting jokes about co-workers, and some of his work contains subtle digs at members of our team.
When it comes to compensation, Careers by Design founder Shirin Khamisa says understanding the climate at your workplace is key. Khamisa says it can take courage start a conversation with your boss about what you earn.

Whenever I gently try to tell him that his comments aren’t appreciated, he sarcastically thanks me for my contribution as a “junior employee,” and suggests it’s not my place to take issue with his behaviour. However, our manager seems hesitant to discipline him because he’s seen as irreplaceable. Whenever I raise an issue about his behaviour, our manager says he’ll talk to my co-worker, but nothing ever changes.

I like my job. I just want to be able to work without being insulted and demeaned by a man who is supposed to be my colleague, or at least have my manager stand up for me when it happens.

I’m not the only person he treats this way, and I feel that everyone’s performance suffers as a result of this high-performer’s inappropriate behaviour. What do I do?

THE FIRST ANSWER

Heather MacKenzie

The Integrity Group, Vancouver

I expect that a lot of readers will identify with your situation, where the office “golden one” gets away with all sorts of unacceptable behaviour. As you have already found, disrespectful behaviour won’t spontaneously change or stop: Someone has to confront the offender, ideally an individual with authority or someone who has the support of management.

Companies sometimes have policies to protect employees from bullying behaviour, and if you work in B.C., Ontario, Quebec or Saskatchewan, there is legislation that employers must follow to remedy such behaviour. Whether or not you have an internal policy or legislation to back you up, you need to bring this employee’s behaviour to the company’s attention in a way that gets results.

Remember, it is easier for management to avoid the issue or procrastinate when only one person is complaining. Talk to your co-workers with a view to having everyone affected come forward to speak with not only your direct manager but to the next level of management as well. It is important that those complaining have specific examples of the disrespectful behaviour (dates, times, things said), which are critical to establishing a record that the offending employee must respond to.

If management sees that the performance of several members of your team is being affected, this employee will have to answer for and correct his behaviour.

THE SECOND ANSWER

Billy Anderson

Founder, Made You Think Coaching, Toronto

Bullying in the working world is just as rampant as it is among kids. We just disguise it better.

Since it sounds like you don’t have faith in your boss to handle this situation, let’s look at what is in your control.

People treat you how you let them, so don’t react emotionally when he demeans you. That alone might take some of the “fun” out of it for him. You can also stand up to him respectfully. Asking “What are you trying to say exactly?” throws it back in his court and might catch him off-guard without sounding offensive. A more aggressive option would be to address it head on: “Are you trying to be demeaning, because that’s how it appears to me.”

But consider his relationship with your boss. Would your boss think it’s easier to get rid of you rather than upset the high-performing, low-self-confidence brute?

It can also help to see who else feels this way about him. Perhaps together you can all stop taking his abuse.

It’s definitely a tricky situation, so start with what feels right. Show respect at all times and never sink to his level. You’re better than that.

Got a burning issue at work? Need help navigating that mine field? Let our Nine To Five experts help solve your dilemma. E-mail your questions to mailto:ninetofive@globeandmail.com..

Special to The Globe and Mail
HEATHER MACKENZIE AND BILLY ANDERSON
Published Sunday, Apr. 13 2014, 7:00 PM EDT
Last updated Friday, Apr. 11 2014, 2:39 PM EDT

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4 Ways the Workplace Has Become More Dangerous

Published by The Editor on Thu, 04/03/2014 - 07:50
Published by The Editor on Thu, 04/03/2014 – 07:50
Disgruntled employees, workplace bullies, active-shooter situations, illegal drug use, ex-spouses and dissatisfied clients – all can be found in a random sampling of the 2 million people affected by workplace violence in the United States, according to the Occupational Safety and Health Administration.

“Of course, of the millions of reported cases, there are many more that go unreported; workplace violence includes any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site,” says Timothy Dimoff, one of the nation’s leading voices in personal and corporate security who has worked with the U.S. Army, the Pro Football Hall of Fame, corporations, universities and non-profit groups.

“From demeaning jokes to sexual innuendos to genuine fear of shots fired at work, hiring managers and their bosses need to understand these problems of human nature and know how to react. In my decades of experience with law enforcement and as a security entrepreneur, I’ve seen the evolution of workplace violence and management often do not know how to respond.”

Dimoff, founder and president of SACS Consulting & Investigative Services, Inc., (www.sacsconsulting.com), which analyzes and overhauls security for large public and private facilities, reviews today’s problems and offers a path for conflict resolution and prevention.

  • Inadequate use of hiring tools: Know who you’re hiring! I can’t emphasize this enough; this is the age of information, yet potential employees often provide falsified or misleading details,” Dimoff says. “With so many candidates and so much information available today, employers often overlook useful tools in a hurry-up effort to maintain productivity with a premature hire.” There are many resources, including drug testing acknowledgment and consent forms; fully understanding laws including the Fair Labor Standards Act, equal employment opportunity guidelines and military leave guidelines; and simply knowing how to ask revealing questions to applicants.
  • Workplace intimidation & cyberbullying: Bullying is not exclusive to the schoolyard; it can follow adults into the workplace, and even home via email, texts and social media. “The first and best thing employers can do is prevention, and you do that by creating a positive and fair company culture,” Dimoff says. “Next, implement a zero tolerance policy for bullying; encourage employees to document and report bullying, and take those accusations seriously. Hold occasional staff meetings so that employees are taught to recognize signs of bullying and everyone is reminded of the zero tolerance policy.”
  • Gun violence: It can happen at what appear to be the most secure places in the world, and it can happen to the most innocent among us. Nidal Hasan, the U.S. Army psychiatrist turned jihadi, shot 13 fellow soldiers to death at Fort Hood, Texas. Twenty first-graders at Sandy Hook Elementary School never had the chance to become second-graders. We hear story after story about shootings in movie theaters, parking lots and neighborhoods. Train managers to recognize and attempt to de-escalate the situation, which can include talking to the potential aggressor in an empathetic, non-judgmental way. Fail that, there are situations for which heroes are necessary.
  • Violence against women: Homicide is the leading cause of death for women in the workplace, according to OSHA. Of the 4,547 fatal workplace injuries that occurred in the United States in 2010, 506 were workplace homicides. Once again, this comes down to a zero tolerance policy for bullying and sexual harassment, applicable to all workers, patients, clients, visitors, contractors, and anyone else who may come in contact with company personnel, such as an ex-spouse. A well-designed on-site security protocol can significantly reduce the risk of severe violence.

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Michelle Morgan: Workplace bully didn’t get her way

If there is one thing I can’t stand, its Bullies.2320066967
I am relieved to say that apart from a small incident in primary school, I was pretty much bully-free throughout my childhood, but people close to me weren’t so lucky. In secondary school I had a male friend who was bullied because he liked to dress differently. One day the bully said he was going to beat him up after school, and waited next to the gate. By that point my friend had had enough, and finally had the guts to stand up for himself. The bully never tried it on again. However, bullying isn’t just restricted to children, and I have been bullied at various times during my adulthood.

For instance, my first full-time job was in the office of a factory.

Next door there was a woman who decided from day one that she disliked me, which was her prerogative as I didn’t particularly like her either. However, while I kept my feelings to myself, she couldn’t do the same and frequently bullied me in all kinds of ways.
I hated the job immensely and when I handed in my notice after only a few months, this woman cornered me in the bathroom. “Before you leave,” she said, “I will have you in tears. Even if I have to thump it out of you.”
I am happy to say that she never got her wish and I left bruise-free.
Several years later I saw the woman again and she smiled as though we were long-lost friends. I didn’t smile back and by the look on her face, she really had no clue what she had done in the past.
I’m sure bullies have many reasons why they do what they do, but maybe less time needs to be spent on excuses, and more time should be made trying to make the world a better place.
Isn’t that what we’re all here for, at the end of the day?
by Michelle Morgan nt.editor@northantsnews.co.uk Published on the 03 February 2014.

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Why It Is Simple to Define Governor Christie as a Bully

Governor Christie’s behavior brings to the forefront of our nation’s consciousness an issue that is widely known yet under-addressed: workplace bullying.

Some will argue that Christie’s behaviors embody the American ideals in the workplace, lauding his assertiveness, straight-talk and get-it-done attitude. And yes, those are qualities that are to be admired.

But a person is the sum of his actions, and Christie’s behaviors also include ruthlessness, threats, retaliation, and heavy reliance on power imbalances. These are the qualities found in bullies, and when combined with Christie’s access to resources, it is a recipe for extreme workplace bullying.

Defenders of bullies try to say that it is a subjective experience and that the targets are overreacting or too sensitive. The best way to assess a situation is to simply break it down and look at it as compared to the definition of bullying.

True bullying require three conditions to all be met:

• Repetitive
• Unwanted aggression
• Occurring in the context of a power imbalance

If all three of the above conditions are met, a fourth condition develops, and that is fear. The targets fear the bully, and they fear speaking out against the bully due to the threat of retaliation.

In looking at Christie, we can check off all the characteristics. Yes, his behaviors are repetitive. Yes, he lashes out with unwanted aggression towards his targets, often in retribution for refusing to support his political agenda. Yes, his actions occur in the context of a power imbalance, given that he is able to remove resources from others at will. Finally, we see that others fear him. They are afraid to cross him for fear of retaliation. This is the hallmark of a bully.

It is not subjective at all. It is simple. Christie acts like a bully. Worse, he hides behind the actions of those who work for him. He creates a culture that condones aggressiveness and retaliation, but when others cry foul, he removes himself from the very people who work for him and throws them under the bus.

Can a bully change? Yes. Sometimes people get a little heady under their own power, and they lose touch with empathy and with how their actions affect others. It is entirely possible for Christie to reach out and try to restore the relationships that have been damaged. He can work to consider others and change the way he wields his power. He can repair the damage by being more humble and more empathetic. The choice is in his hands. Will he listen to what the people have said?

Carrie Goldman is the award-winning author of Bullied (Harper Collins, 2012)
Follow Carrie Goldman on Twitter and Facebook.
Via the Huffington Post: Jan 13, 2014

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Scientology Tools for the Workplace

Published on Mar 1, 2013
This course contains some of the wide array of principles and techniques L. Ron Hubbard developed for application in the workplace. Work not only can be both rewarding and fulfilling, but as the major activity in most of our lives, it should be. Using this information can help you make it just that.
“Tools for the Workplace” is a Free Online Course you can begin right away. It is our service to you, free of charge.

– Enroll now for free here.
– Find out more about the course Here.
– View all Free Online Courses: Here.

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How to End Workplace Bullying

richie-incognito3-e1383687989112Drs. Warren and Roberta (Robin) Heydenberk of Lehigh University‘s College of Education provide their take on the harmful effects of bullying among adults and offer a solution to prevent and end the practice.
Although it seems ironic that a 300 pound professional football player would be bullied, as happened recently in the Miami Dolphin incident involving Richie Incognito and Jonathan Martin, it is actually a very common occurrence. Unfortunately, bullying behavior – whether unprovoked, unidirectional or intentional abuse – is alive and well in the adult sphere, including the workplace.
Bullying involves approximately one-third (37 percent according to Workplace Bullying Institute Director Dr. Gary Namie) of the American workforce, and its negative influence extends beyond the bully and the victim to permeate the entire workplace environment.
In fact, according to workplace researcher Daniel Dana, bullying and “unresolved conflict represents the largest reducible cost in many businesses, yet it remains largely unrecognized.” Bystanders to bullying wonder if they will become the next victims, and they often empathize with those who are being bullied, feeling guilty and disgusted. Witnessing bullying is emotionally draining and distracting, and causes presenteeism, the state of being physically present yet ineffective and unproductive. To escape the toxic atmosphere, approximately 25 percent of bystanders will look elsewhere for employment. Furthermore, bullying permeates all institutions ranging from families to social and civic groups, and yes, it’s found in athletics. What can be done about adult bullying? Simply defining bullying and recognizing its existence will reduce such behavior in workplaces, as it does in schools. By addressing the elephant in the room, the bullies are revealed, and the victims have hope for relief.

download (2)Governing boards should seek leaders who celebrate the importance of psychologically healthy, bully-free workplaces and who have the determination to prevent bullying. Similarly, personnel officers should be well versed with bullying behavior and its impact on organizations. This information should be astutely used in hiring practices. Bully victims must be protected—they must have safe, trusted avenues to inform others about bullying incidents. After all, very often victims are the most humble, the smartest and the most productive people within a business.
The bully has a green light if his or her victim is a silent sufferer who is afraid to seek help. Bystanders to bully and victim behaviors should be encouraged to discredit bullying behaviors. As evidenced by the recent NFL incidents, bullies love an audience. If they get bystanders to laugh at their derogatory comments or jokes about a coworker, their bullying will intensify, as will the humiliation of the victim.
Intervention is not easy. Managers who simply mediate with both bully and victim together expose the victim as an informant and invite heightened bullying in retaliation to the victim. Awareness, strong anti-bullying policies, and anonymous reporting are helpful. Anonymous reporting often requires little more than a box for anonymous notes. The best approach involves awareness and “social norming” to create an environment where bullying is not accepted – much less expected – as is the case with the NFL incidents.

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What Happened?
Archives: Kinden v. Richcraft
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Notice of Hearing

If He can be bought, he is not to be trusted
John Dempsterfrom: Ter Kin
to: “HRTO-Registrar (JUS)” ,
“jdempster@sympatico.ca”
bcc: Ter Kin
date: Fri, Nov 22, 2013 at 2:18 AM
subject: Notice of Hearing 2012-12852-I
mailed-by: gmail.com

Registrar

I am in receipt of your “Notice of Hearing”, May 27 & 28, 2014, let me first start by saying, I WILL NOT re send anyone anything, I have sent all relevant documents and evidence clearly identified by Exhibit numbers, also the complete HRTO file # 2012-12852-I can be found “HERE” there you will find every document sent via email from terr.kinnn2@gmail.com to “HRTO-Registrar (JUS) hrto.registrar@ontario.ca”. If you require copies of these emails that were send and received at both addresses, I do have a complete file which can be easily arranged as well.

I also want to make you aware that on November 10, 2013 I applied for legal Aid here in Gatineau, but I am told by Mr Morin at Quebec Legal Aid (Centre communautaire juridique de l’Outaouais) that due to the Location of the Legal matters involved (Ontario) which is the jurisdiction where I must apply for Legal Aid, so Mr Morin advised me the file was being transferred to “Legal Aid Ontario“, so what ever other issues you may have, or any questions, concerns please contact Mr Mario G Morin as follows at;
Me Mario G Morin
Centre communautaire juridique de l’Outaouais
Bureau civil, famille, jeunesse
210-768 boulevard St-Joseph
Gatineau (Québec) J8Y 4B8
Téléphone: (819) 772-3011
Télécopieur: (819) 772-3764

Best regards

Melvin T Kinden
14-36 rue Tasse
Gatineau, QC
J8Z1S4

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Bill 168, Occupational Health and Safety Amendment.

new-headerTo End The Week On a Positive note, have a great one…lotsa Luvmasthead-A_en
Fonseca, Hon Peter Minister of Labour
stock-photo-stop-intimidation-sign-127734746Bill 168 (Violence and Harassment in the Workplace) 2009 Ontario
Current Status: Royal Assent received Chapter Number: R.S.O. 2009 C.23
An Act to amend the Occupational Health and Safety Act with respect to violence and harassment in the workplace and other matters Ontario
Note: This Act amends the Occupational Health and Safety Act. For the legislative history of the Act, see the Table of Consolidated Public Statutes – Detailed Legislative History on e-laws. Her Majesty, by and with the advice and consent of the Legislative Assembly of the Province of Ontario, enacts as follows:
1. Subsection 1 (1) of the Occupational Health and Safety Act is amended by adding the following definitions: “workplace harassment” means engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome; (“harcèlement au travail”)
“workplace violence” means:stop_workplace_bullying_mousepad
(a) the exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker,
(b) an attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker,
(c) a statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker. (“violence au travail”)
2. Section 25 of the Act is amended by adding the following subsection:
Same
stick_figure_group_bullying_400_wht_9796(3.1) Any explanatory material referred to under clause (2) (i) may be published as part of the poster required under section 2 of the Employment Standards Act, 2000.
3. The Act is amended by adding the following Part:
PART III.0.1
VIOLENCE AND HARASSMENT
Policies, violence and harassment

32.0.1 (1) An employer shall,
(a) prepare a policy with respect to workplace violence;
(b) prepare a policy with respect to workplace harassment; and
(c) review the policies as often as is necessary, but at least annually.
I’m not going to post the complete list of amendments involved in Bill 168, you get the idea, this is one piece of legislation, Statutes I will be relying on for “Kinden v Richcraft” and a number of others, all of which occurred in Ontario. I think it’s what’s needed right across the board, you can read the complete legislative Act Here, employers can get more information at “Reg Quest newsletter VOLUME 3, NO. 9” – SEPTEMBER 2010 entitled Bill 168: Employers’ Liability for Workplace Violence and Harassment Read the official article here from “The Legislative Assembly of Ontario”.

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What Happened? (Sept 10,2013)
Three Faces of Bullying
What Are Panic Attacks
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