Automating Webinars to Market Your Online Course

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With managing dualities as a central theme to overcome tensions at the level of these activities, the findings show that three fundamental practices managing visibility, managing individuals's and managing position's respective set of speci!c activities represent the pillars of top managers' personal branding process. Over four career phases that is, "beginner,"  professional," "manager," "top manager the effect of each essential practice for the development of a personal brand differs. Although the "what" and "how" questions on the evolution of top managers' personal brands could already be addressed in pertinent material and as a tool of managerial practice throughout time, two crucial elements remained  unresolved and inspired additional research subquestues. First of all, the top managers examined revealed that the he-dissertati can both help and damage them in their current role and during their personal branding pr...
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The Heart of Brazilian Culture in the USA: Where to Find It

 Employers must be aware that if an employee believes they have been treated unfairly, they can exercise their rights and file complaints for discrimination and other shady behavior under the Equality Act. The complaint creates an atmosphere in which employees and employers can flex and spill tea about discrimination and other prohibited behavior under the Equality Act. Some of my colleagues were complaining aloud but did not bother filling out the complaint form to obtain information and answers from their boss or the person they believe is to blame. 

You don't have to use the complaint form


You know, information can be requested and obtained via letter or other means.However, some respondents, such as Jakub and Raymond, were completely against the redundancy dismissal decision. They outright called it a discriminatory move. But their bosses didn't give them the correct answer, smh. They were dissatisfied with the response because their employers failed to inform them of their right to appeal the decision. Smh.We saw in the previous chapter that more than two-thirds of my peers with mad skills and qualifications for their job openly stated that they were extremely dissatisfied with their pay and benefits. Many people, despite having similar jobs, did not receive vacation or sick pay, while locals did. Some farm workers even worked without proper documentation, smh. Employers must ensure that their pay and benefits do not illegally discriminate against them under equal opportunity laws. If someone suspects pay inequality based on a protected characteristic (such as race), they can seek information from their employer or the person they believe is responsible, ya know?

OMG, some people were straight up asking their boss about the pay gap between them and the locals. 


They were completely ignored on that information, and no one spilled the beans about how to file a complaint, smh. The workers were completely clueless because they didn't have enough information on how to complain, you know? And because their English was poor, they had no idea where to look for information on equal terms complaints. SMH. Definitely theirs.Employers were completely woke about equality of terms complaints, which can be filed by an employee if they believe they have not received equal treatment because of gender or protected characteristics such as race, color, ethnicity, or immigration status.Anastazja repeatedly brought up the issue of unequal pay, but her employer never bothered to provide her with any legitimate answers. Ugh, how unfair! This issue is inextricably linked to how vulnerable migrant workers are to being exploited at work, as research on migrant workers in the UK has repeatedly demonstrated (e.g., CAB, 2005; CAS, 2006, CRC, 2007; de Lima and Wright, 2009). The most likely reason is that some employers are all about that  and don't care to follow the rules. They claim that migrant workers are motivated solely by money, so they force them to work beyond the legal limit. (De Lima and Wright, 2009). This demonstrates how important employment-related flexibility can be as a tool for achieving anti-discrimination objectives or preventing employment discrimination. However, if there are major breaches of employment terms and conditions, and employers can easily leave without consequences, labor laws and regulations may lose their effectiveness. This argument is entirely consistent with what The Migration Observatory at the University of Oxford stated (The Migration Observatory, 2014):

OMG, when it comes to labor rights, EU citizens working in the UK must follow British labor law. 


It's really important, you know? OMG, they are completely entitled to the same treatment as local workers at work, because the EU says so. Anyway, there's more and more evidence of horrific labor exploitation of EU citizens in the UK. It has been suggested that some of this exploitation is straight up forced labor, which is a total violation of human rights (think Article 4 ECHR vibes) and a criminal offense under UK law (EHRC 2010; Dwyer et al., 2011). It's been suggested that there is a major enforcement failure, particularly among EU-8 workers, because there is evidence of labor rule violations and such.
OMG, like, the regular ways to ensure that workers in the UK are treated fairly have not even been used (Barnard 2014).Let's take a look at how UK Employment Law, as an employment-related flex, was used to address research participants' equality claims based on cultural capital.Employment law in the United Kingdom is all about work, and it serves as a tool to make the job market more attractive and equitable for all. It's not just about bosses finding employees; it's also about people finding jobs that are a good fit for them, right? (Department of Business, Innovation, and Skills, 2013:4). The Employment Law 2013 is all about the UK government's goal of making the job scene more relaxed, on point, and fair.30 The Employment Law Review, which began in 2010, is a total vibe for testing existing laws and making significant improvements. It's all about the systematic approach, you know?

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