I need some help this morning. I need to understand what is in your head in today's economic climate. As I understand it your role as CEO is to protect the interests of the stakeholders and the bottom line of the organization. As a result you tell the market that you can not assist the unemployed because you need to protect the bottom line. I totally understand that.

What I do not understand is how you protect the interests of the stakeholders when by your very actions you and your peers have racked up a total of 64 billion dollars in fines from the Equal Employment Opportunity Commission because you or someone in your organization has felt that under your direction it is totally acceptable to make some very dumb decisions.

How do you protect the stakeholder interests and your bottom line by charging against the organization bottom line a $3,000,000 fine for discrimination against your employees in your hiring process? This is on top of another fine of equal value for misclassifying your employees as 1099's instead of real employees. These are not isolated cases. Since August of 2011 I have received notices of 225 fines levied against your organizations for various forms of blatantly illegal actions on your part.

Where is your responsibility to protect your brand when as head of the organization you believe that discrimination is the way to protect the organization? Where is the responsibility to society to be a good citizen when you believe that discrimination is the correct path? Further what kind of message are you sending to your kids when they learn that their parent obviously believes that not every person in their organization is entitled to equal treatment under the law.

I have never been in your shoes but I am the offspring of a former peer of yours. So let me provide my take on the situation. You have the responsibility first to your organization to be watchful of the bottom line. You also have the responsibility to the greater community to be a good citizen. Take the time to really look at your organization and find out what they are really doing. Take the time to let the managers now that they also have these responsibilities even if it is just to protect the brand.

Their purpose is to find the right candidate for the right position in the right place at the right time. Providing the model to the available human capital that your corporate ethics allow you to make some very dumb moves is not protecting the stakeholders or the return on investment.

How many new employees who may very well assist you in being innovative in the marketplace could you hire for 64 billion dollars? I am not a math wiz but at an average salary of $50,000 plus benefits you could make a real dent in the unemployment numbers by directing fines for doing things that you know are wrong to hiring those wh can benefit your organization.

So before your management team members make another really dumb decision, ask them to stop and think about the interests of those they are supposed to be protecting before taking steps to protect the organization for the wrong reason.Show the world that in this tough economic tomes we are in that you understand your role as a world citizen.

Show the world that you are in tune with the marketplace and that there is a need for providing a safe, equitable and professional environment within your organization.

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Biography

Daniel T. Bloom is the founder and Managing Partner of Daniel Bloom & Associates, Inc. Founded in 1980, DBAI is a Largo, Florida based human Capital consulting firm. Serving corporate clients nationwide, we have assisted organizations from small real estate firms to members of the Fortune 1000 with various human capital related issues.

DBAI services three niche markets with services to assist organizations to maximize the human capital assets of the organization.

The first niche is comprised of those organizations with fewer than 100 employees who either do not have or never had a human resources department and now find them selves in need of expert counsel on human capital issues. We in essence become their HR department but on a retained basis where they can call us as the need arises.

The second niche market are those corporations with a small HR staff who have an urgent need for specialized human capital services and we can provide the expertise to complete the application of these services on a timely and cost effective basis.

The third niche is strategic human capital project completion for the large corporations on a divisional basis.

The service package of DBAI includes, but is not limited to, the areas of talent management, training, vendor management, policy design, relocation management, process improvement and EEO.

A resident of Florida since 1980, Mr. Bloom was an executive recruiter with several contingency recruiting firms in the metropolitan New York market, a member of the internal HR staff of the ECI Division of E-Systems (Now Raytheon), a licensed real estate broker providing relocation services to corporate clients, an educator and since 1980 a Human Resource Consultant. He is a national member of the Society for Human Resource Management, Worldwide ERC (the corporate relocation trade association), and the American Society for Quality. In addition he is a member in the Tampa Bay area of American Society for Training and Development, Tampa Bay Metro Business Leadership Network and the Tampa Bay Executive Forum. In addition he serves on the Expert Panel for the Round Table Group in the area of human resource issues.

Mr. Bloom received a Bachelor’s of Arts degree from Parsons College majoring in Education and Certification in Six Sigma from St Petersburg College. He holds certification as a Senior Professional in Human Resources from the Human Resource Certification Institute, a Senior Certified Relocation Professional from Worldwide ERC and a Six Sigma Black Belt from St Petersburg College.

Contact Danial via  Web: http://www.dbaiconsulting.com
LinkedIn: http://www.twitter.com/dbainc
Twitter: http://www.facebook.com/dbainc

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