Volunteer Experience
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Volunteer Usher
Seattle Theater Group
- 1 year 1 month
Arts and Culture
Usher for Broadway in Seattle performances at the Paramount Theater.
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William J. Shields, PMP, MCMP, PMI-RMP
📚 𝗥𝗲𝘁𝗮𝗹𝗶𝗮𝘁𝗶𝗼𝗻 𝗖𝗹𝗮𝗶𝗺𝘀 𝗔𝗿𝗲 𝗥𝗶𝘀𝗶𝗻𝗴: 𝗜𝘀 𝗬𝗼𝘂𝗿 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗣𝗿𝗲𝗽𝗮𝗿𝗲𝗱? Over the weekend, after watching a supervisor retaliate against their direct report, I revisited a SHRM article that should be required reading for anyone in HR, leadership, or compliance: “𝘙𝘦𝘵𝘢𝘭𝘪𝘢𝘵𝘪𝘰𝘯 𝘊𝘭𝘢𝘪𝘮𝘴 101: 𝘞𝘩𝘢𝘵 𝘌𝘷𝘦𝘳𝘺 𝘌𝘮𝘱𝘭𝘰𝘺𝘦𝘳 𝘕𝘦𝘦𝘥𝘴 𝘵𝘰 𝘒𝘯𝘰𝘸” by Rachel Zheliabovskii. It was a reminder that retaliation isn’t just a legal risk — 𝗶𝘁’𝘀 𝗮 𝘁𝗿𝘂𝘀𝘁 𝗶𝘀𝘀𝘂𝗲. When leaders respond poorly to employee concerns, they damage culture, credibility, and morale. Integrity means holding ourselves to a higher standard, even when the situation feels uncomfortable. 🔍 𝗞𝗲𝘆 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆𝘀: • 𝟰𝟱% 𝗼𝗳 𝗘𝗘𝗢𝗖 𝗰𝗵𝗮𝗿𝗴𝗲𝘀 𝗶𝗻𝗰𝗹𝘂𝗱𝗲 𝗿𝗲𝘁𝗮𝗹𝗶𝗮𝘁𝗶𝗼𝗻 — making it one of the most frequent and easily proven claims. • 𝗣𝗿𝗼𝗽𝗲𝗿 𝗱𝗼𝗰𝘂𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝘆𝗼𝘂𝗿 𝘀𝘁𝗿𝗼𝗻𝗴𝗲𝘀𝘁 𝗱𝗲𝗳𝗲𝗻𝘀𝗲 — but only when it’s objective, consistent, and complete. • 𝗧𝗲𝗺𝗽𝗼𝗿𝗮𝗹 𝗽𝗿𝗼𝘅𝗶𝗺𝗶𝘁𝘆 𝗺𝗮𝘁𝘁𝗲𝗿𝘀: Disciplinary action soon after a complaint can be perceived as retaliation, even when justified. • 𝗧𝗵𝗲 𝗶𝗻𝘃𝗲𝘀𝘁𝗶𝗴𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗻𝗼𝘁 𝘁𝗵𝗲 𝗲𝗻𝗱: Follow-up with the complainant is critical to avoid legal pitfalls and rebuild trust. • 𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗻𝗲𝗲𝗱 𝗼𝗻𝗴𝗼𝗶𝗻𝗴 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 on anti-retaliation practices, documentation, and investigative procedures. With workplace transparency and accountability at the forefront, proactive compliance isn’t optional anymore. Employers must embed these risk-reducing strategies into daily practice — not just policy. ✅ 𝗠𝘆 𝗿𝗲𝗰𝗼𝗺𝗺𝗲𝗻𝗱𝗮𝘁𝗶𝗼𝗻: Take 15 minutes to read this article with your leadership and peers. Then, ask yourself: 𝘞𝘩𝘢𝘵 𝘮𝘰𝘳𝘦 𝘤𝘢𝘯 𝘸𝘦 𝘥𝘰 𝘵𝘰 𝘦𝘯𝘴𝘶𝘳𝘦 𝘪𝘯𝘵𝘦𝘨𝘳𝘪𝘵𝘺 𝘨𝘶𝘪𝘥𝘦𝘴 𝘰𝘶𝘳 𝘳𝘦𝘴𝘱𝘰𝘯𝘴𝘦 𝘵𝘰 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘦 𝘤𝘰𝘯𝘤𝘦𝘳𝘯𝘴? 🔗 𝗥𝗲𝗮𝗱 𝘁𝗵𝗲 𝗳𝘂𝗹𝗹 𝗮𝗿𝘁𝗶𝗰𝗹𝗲 𝗵𝗲𝗿𝗲: https://lnkd.in/etYnqyfm #WorkplaceCompliance #HRLeadership #SHRM #EmployeeRights #RetaliationClaims #HRTraining #WorkplaceInvestigations #EmploymentLaw #HRBestPractices #RiskManagement #InclusiveWorkplaces #ACMP
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Denise Liebetrau, MBA, CDI.D, CCP, GRP
Stop Hiring Spreadsheet-Only Comp People Great compensation leaders aren’t just masters of numbers. Yes, they know how to analyze data, build models, and translate business goals into pay programs. But the truly great ones do so much more. They’re part strategist, part storyteller, part mind reader. They anticipate reactions before they happen whether from employees, managers, the board, or external stakeholders. They ask: What’s the ripple effect of this decision? Who will care the most? What are the trade-offs? They’re therapists who listen to leaders wrestle with talent challenges, budget pressures, and fairness concerns. They absorb that input and turn it into practical, compliant, cost-effective solutions. They know how to influence others. They understand who needs to be in the room, how to tailor the message, and when to push forward or hit pause. Great comp professionals bring wisdom from across industries, companies, and economic cycles. They’ve seen what works and what doesn’t. They don’t just present data. They interpret it in a way that helps leaders decide. They balance market competitiveness with internal equity. Budget realities with talent priorities. Simplicity with rigor. And they do it all while making complex topics feel simple. Here’s the truth: the need for skilled compensation professionals has never been higher. And if you're hiring for a comp role, the real challenge is this: finding someone who’s as strong in communication, influence, and business insight as they are in spreadsheets and job architecture design and delivery. The best compensation leaders are not just pay experts. They’re your strategic edge in the talent market. Looking to elevate your compensation function or find the right hire? Let’s connect. #Compensation #TotalRewards #ExecutiveComp #HR #Pay #PayEquity #JobArchitecture #CompensationConsultant
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