Women, Work, & Identity: Harmonizing the Workplace

">Women & Work:

Depressed Women

Twin Forms Due

Networking, Yes

Contracts in Trenton

Hostile Environment? It’s All Gray

Sprewell: Violence in the Workplace?

Norma Rae, Away

Telemarketers’ Call

Business Meetings

Corrections or additions?

Survival Guide

Top Of Page
Women, Work, & Identity: Harmonizing the Workplace

These articles by Peter J. Mladineo and Barbara Fox were published

in U.S. 1 Newspaper on February 4, 1998. All rights reserved.

<B>Lisa Forrester has one of those success stories

that you like to hear, and she will tell it in the keynote speech

for the Princeton YWCA’s "Women, Work, and Identity"

conference

on Saturday, February 7, at 9 a.m. at the Nassau Club. Call

609-497-2100

for $30 registration.

As CEO of Harmony Schools, Forrester has 187 employees, and 182 of

them are women. Indeed, the success of her business is based on her

success in hiring and keeping women workers in a tight job market.

She is adept at understanding what goes on in women’s lives: "You

have to have a level of sensitivity but not at the expense of our

service to our customers," says Forrester. In other words, she

runs a family friendly firm.

She ignores the neat geometry of the organization charts so beloved

by the male half of the corporate world. "My bankers like to see

the organization chart, so I do it, but I don’t think you can run

a business in the ’90s with people boxed into positions."

Another strategy that will interest women in the job market is her

take on what her workers really want and need. "What I — and

people far more learned than I — have found, is that people don’t

work for money. A certain percentage of our people are transient,

but we have people who have been with us for 13 and 16 years, in an

industry where that is very uncommon."

Childcare wages are notoriously low, and Harmony pay scales range

from minimum wage to $30,000. But for women who divide their devotion

between work and family, flexibility counts a lot. If a worker is

stuck at home with a sick child, she doesn’t have to pretend she’s

going to her grandmother’s funeral. "We don’t force them to have

to lie. We try to be flexible but assign a level of

responsibility,"

says Forrester.

For instance, if a worker has to leave early because her child is

ill, she is encouraged to make her own arrangements with a co-worker

to cover her slot.

Harmony’s plurality (she has centers in Forrestal Village, Foxmoor,

Trenton, and Chambersburg) also helps in such staffing emergencies.

If one of the five centers is suddenly shorthanded "we call in

the sister centers," says Forrester, acknowledging that, yes,

it’s another gender-based image. "My five sites are in a 25-mile

range and we are sort of like a family."

Forrester also depends on all her staffers to be willing to step in

anywhere. If a center is overstaffed on a particular day, "we

will use that person do all kinds of things we never get done, such

as logging in art supplies or extra heavy duty cleaning."

That’s also part of the family work ethic, that no one is "too

good" to do anything. "I don’t necessarily know that’s a

gender

thing," says Forrester, "but to a reasonable degree I can

presume it is, or that it is typical of someone working in a human

resources field."

"Everybody who comes to Harmony knows we don’t ask why, we ask

where," says Forrester. "Even for clerical staff, when we

interview them, we tell them the god’s honest truth, that they may

end up changing diapers."

About those workers who refuse to help with the less glamorous tasks:

"We can’t afford to get rid of the dead wood now but that is our

goal," says Forrester. "When I tell someone we need her to

clean up a mess on the floor, and I have a baby on each arm and am

rocking one with my foot, and she refuses — it would be different

if I were sitting up at my desk eating chocolates and staring out

the window. Our game plan is to get those people out of our

organization

as fast as we possibly can. We are in a continuous mode of

interviewing."

Part of being a family friendly company is old-fashioned courtesy.

"My fifth center just became accredited, and I’m handwriting a

note to everyone on that staff to let them know that I know they were

there for us," says Forrester.

Another key factor in Forrester’s success is, you guessed it,

dependable

child care for her own babies, now 15, 13, and 10. "I didn’t have

to worry about how to find it or how good it was. That was terribly

significant," says Forrester. It also helped other parents to

trust the quality she provided.

Lisa Tomasulo Forrester grew up in Hamilton where her mother was a

secretary and her dad sold cars (he’s at Lawrence Lincoln Mercury).

She went to what is now College of New Jersey, Class of 1974, and

taught music in Hamilton schools for seven years. With the dream of

opening her own school, she attended "a million things,

bootstrapping,

listening to what worked and what didn’t."

"I had not one iota of business background," says Forrester.

With their attorney and accountant, both sole practitioners, she and

her husband did a rudimentary business plan and a demographic study

that consisted of a map with push pins. They taught themselves how

to do payroll and accounts payable and worked 12 to 16 hour days.

"At 28 I didn’t know enough to be as scared as I should have

been,"

says Forrester, who was simultaneously earning her master’s degree

in child care administration from Nova University in Florida, where

her class was one of the first distance learning groups to communicate

by computer.

She chose the degree rather than the one-day $99 "blitzkrieg"

sessions in subjects like budgets or employee manuals because she

needed to force herself to work through the material, not merely have

a book on the shelf. The degree work paid off. "We have the best

employee manual going," says Forrester, and now she requires all

workers to review the manual and take a pop quiz every year "to

be sure they are paying attention, to know why you have to wash hands

every single time you wipe a little kid’s nose, to know what is a

reasonable bereavement absence. That way it’s fair."

Her husband, Lee (Villanova, Class of 1972), was a public defender

in Mercer County’s juvenile courts, and he kept his day job while

helping at night with Harmony and co-parenting responsibilities.

"I

don’t know we would have gotten the Small Business Association loan

without Lee’s job," says Forrester. The banking climate was not

as friendly to women-owned businesses as it is today.

When Lee became presiding judge of Mercer County Superior Court in

the family division, he rescinded any interest in the business. "I

thought, wow, you are on your own, sister," says Forrester.

The world of women business owners has changed, even in the last 10

years. In 1987 when Forrester was 35, she had two toddlers, was 7

1/2 months pregnant, and was in the process of opening her second

child care center in Princeton. She went before a government committee

to compete for the contract for a third center in Trenton and had

to contend with questions about whether she, as a mother of three,

was going to be able to manage the additional work. Says Forrester:

"I asked them if they would ask a man that question and they

admitted

they would not." Everybody (well, almost everyone) knows better

than to ask that question today.

— Barbara Fox

Top Of Page
Women & Work:

Mindset of Success

Women do need a way to get together and learn how to

be in the workplace — to address some of the emotional issues

as well as the skills needed. So says Robin Fein, a therapist

who is one of the co-organizers of the Psychology of Women and Money

workshop sponsored by the Princeton YWCA on Saturday, February 4,

9 a.m. to 1 p.m. at the Nassau Club, 6 Mercer Street. For $30

reservations

call 609-497-2100.

Lisa T. Forrester, president and CEO of the Harmony Schools,

will give the keynote address at the workshop entitled "Women,

Work, and Identity" (see story above). Participants will be able

to choose two workshops from five: Psychotherapist Fein leads

"When

Being at Home is Work: Making Family Life Better." Joanne Gere Rein of

U.S. 1 Newspaper and Donna Wilson of Thomas Edison

State College will present "Marketing Yourself: Taking Advantage

of Strong Economic Times." Ozana Castellano, a business professor

and professional resume writer, will cover "Getting Started:

Effective

Career Building Strategies." "Financing Your Future: Making

the Most of Your Money" is the topic for Judy Camisa and Marianna

Goldenberg, financial consultants at Merrill Lynch. Mindi Turin,

psychologist,

discusses "Creating the Work You Love: a Self Discovery

Approach."

"Most women are dealing with questions on how to manage the

demands

of work and family. Even though things have changed quite a bit women

still tend to take more responsibility," says Fein. Time spent

at work is immediately rewarding, and you know what you have to do.

Time spent at home? Well, anything could be happening when you walk

in the door. It may not be immediately rewarding and there will

certainly

be no blueprint for what to do.

In her workshop she will help women identify concerns and get ideas

on how to deal with situations. "In the little community we will

have for the moment a lot can happen."

Fein majored in education at Hofstra, Class of 1977, and earned her

LCSW from Hunter before doing postgraduate study in psychoanalysis.

She has been practicing in Princeton for eight years and is active

in community and educational organizations such as the YWCA leading

discussions of women’s issues, addiction, and psychology of money.

Her practice involves helping individuals and couples with anxiety,

depression, separation, divorce, and trauma issues. She is married

to Ashley Paul Wright, clinical director at Association for

the Advancement of Mental Health.

Wilson, corporate services representative, is an alumna of the College

of New Jersey and has an MBA from Atlanta University. She will discuss

not only how to "reinvent" yourself and grow a long-term

career

by being willing to take on new responsibilities, but also how Thomas

Edison State College can give credit for life experience. The college

also has a new MBA program. Gere Rein went to Bard College and the

School of Visual Arts in New York. She will help workshop participants

learn to use networking skills to jump-start their careers.

In today’s market, says Gere Rein, "people who want to make job

changes or re-enter the workforce are more valuable than ever."

Studies show that people who are in place now and are happy where

they are less likely to move because they have lived through the

recession.

"Positions that used to attract 200 applicants are now getting

50 applicants."

Standards have not been substantially lowered, but it takes longer

to hire and new hires are being paid more. Also entry level

opportunities

are expanding at companies where a "good hard worker" can

stand out and move up the ladder.

"The Princeton marketplace is especially tight because of the

high tech skills needed here," she says. "Do go looking

now,"

she advises. "And upgrade whatever technology you have because

at whatever level you are working at — that skill will be

needed."

Use the right words and the right image to put your best foot forward,

urges Ozana Castellano, a professional writer and job coach.

"Give yourself the edge and differentiate yourself," says

Castellano. "You are the product. You have the edge your

competitor

may not have. Put all the pieces together — your stationery, your

words, your clothes, your handshake, even the pen you bring to the

interview. They create one big significant image, and your image

follows

you through."

Born in Yugoslavia, Castellano immigrated when she was 11 years old.

She went to Hofstra (Class of 1977), and has an MBA from St. John’s.

She now teaches business communications at Mercer County Community

College and has a resume writing and job coaching service. "I

am not a career counselor, but I give concrete tips for what I know

will work," she says.

Many of her tips will be familiar to veterans of the jobhunt circuit,

but her suggestions of what props to bring to the interview, and how

to use them, are intriguing. Bring a smart looking leather folder

with copies of your resume, documents supporting your resume, a pad

— and an executive style pen.

Near the beginning of the interview, open your folder to offer the

interviewer another copy of your resume and leave it open to a copy

for yourself. "It’s reassuring to know it’s there."

The pad is for you to jot down information as you feel comfortable.

"Many interviewers find it impressive if you consider information

vital." And you’re using that executive style pen, just one more

bright light in the overall image.

"Sit up straight. Use lots of eye contact," she advises.

"And

know your resume cold. It’s fair game to ask you about anything on

your resume, so be sure you can explain any points easily and be able

to bring up accomplishments. Leave the interviewer with the impression

you are exuding self confidence."

Most important, says Castellano, always send a thank you letter. For

her more than 1,000 clients she provides a ready-made guaranteed to

impress thank you letter, which they can tailor to their own style.

"It shows follow through and professionalism to point out

something

you have spoken about during the interview. Mail it out no later than

the day of the interview," she insists. And use fabulous

stationery.

One of her clients, on her second visit, was greeted by an interviewer

who had posted the letter on his bulletin board. "Erica,"

he said, "I’ve never had such a nice thank you letter. You got

the job."

In addition to speaking at the February 7 workshop, Castellano will

teach a Princeton YWCA workshop in resume writing and job hunting

techniques on Thursday, March 5, at 7 p.m.

Judy Camisa

and Marianna Goldenberg will tell all you

ever needed to know about the Taxpayer Relief Act of 1997 — but

didn’t have time to ask. They are financial consultants with Merrill

Lynch on Franklin Corner Road, and the event is co-sponsored by

Merrill

Lynch.

"For women, their money has to last them longer through retirement

so they have to do a better job with saving," says Camisa, noting

other financial challenges that women uniquely must face. "Women

take time off from work to have children and to care for elderly

parents,"

she says. "When they’re not working they’re not contributing to

their retirement plans at work, and they’re not contributing to social

security."

She and Goldenberg will discuss the tax law changes that can help

you put money into a tax-deferred plan, help get your children

educated,

and build your wealth. They will explain why you might choose the

new Roth IRA and the $500 education IRA over the more familiar plans.

"We will have a lot of Q&A," says Camisa. "People are

very confused about such laws as the new allowances on capital gains

on the primary residence." Those who will benefit most from the

new tax law, she agrees, "are the accountants."

Mindi Turin likes to quote Helen Keller, who said that life

is "a bold adventure or nothing." "Finding the work of

your heart is the most important thing," says psychologist Turin.

"If you are truly doing what is in your own deep best interest,

not just what feels good, you are also acting in the best interest

of the people important to you — as well as in the interest of

humanity and the planet."

In her workshop for the Princeton YWCA’s "Women, Work, and

Identity"

conference, Turin will try to start each participant on an inner

journey

to find her "work of the heart."

Turin studied education at Temple, Class of ’67, raised a family,

and then earned her master’s degree in psycho-educational processes

from Temple. She did group work and trained in family therapy,

finishing

her PhD at Temple in 1992, and she is now licensed in New Jersey and

Pennsylvania. In her practice she does a lot of work with grief and

loss and general problems of life’s transitions and life’s challenges.

She is married and has children ages 26 and 28.

Employers should care that their workers are slotted appropriately,

says Turin. "We know that when people are functioning better they

are healthier and they miss less work." But high-earning workers

also need to be sure they are in the right job. "Immediate

gratification

is not always what’s best," says Turin. "Sometimes it feels

good to eat chocolate, but it would be better to take walk around

the block. It may be in your own best interest to leave your job

rather

than stay at work that is diminishing to you but provides a large

income."

Turin espouses the work of Rick Jarow, a student of East Indian

philosophy,

religion, and language who wrote "Creating the Work You Love."

She tries to help people align their energies in three areas: dealing

with abundance versus scarcity, passion versus numbness, and power

and focus versus confusion. Operating under a "scarcity"

mentality,

we might tell ourselves we "can’t afford" to do what we should

be doing.

To be passionate about your work, not succumbing to numbness, says

Turin, involves working out family dynamics, historical experiences,

and emotional conflicts.

Finding power and focus involves setting goals and trajectories,

determining

and making commitments. Says Turin: "When people really make

commitments,

providence moves. Things open up to you."

Find out your unique gift, Turin urges. "At no time in history

or in the future will anyone exactly like you be here again. We need

to find the gift, identify it, and express it through the work that

we do. That brings joy to ourselves and makes a contribution to the

planet humanity."

Top Of Page
Depressed Women

One out of every six people is depressed, but if you’re a woman, your

chances just went up, says Carolyn Armenia, a psychologist

practicing

in East Brunswick. "Women are more likely to be depressed than

men two to one," she says.

Armenia and Alison Petraske, an obstetrician and gynecologist,

discuss women and depression at the Princeton and Hightstown/East

Windsor Business and Professional Women on Friday, February 9, at

7:30 p.m. at the West Windsor Library. Call 908-359-2034. Armenia

lists three different types of depression:

Clinical depression. Also known as major depression, this

"comes on you like a ton of bricks," Armenia says. "You

end up with the symptoms of depression without a cause you can put

a finger on." This tends to get passed down from generation to

generation. Persons who suffer from this usually need medication and

counseling.

Dysthymia. This "chronic, long-term, low grade

depression"

causes low self-esteem and negativity. This can be treated by

psychotherapy

alone and sometimes, medications as well.

Double depression. This is when dysthymia is combined

with major depression. Armenia warns that persons afflicted with this

infirmity are at higher risk of suicide.

Adjustment disorder with depression. This is related to

situational factors like a relationship breakup or a divorce, says

Armenia. "It’s specific; you know what triggered it. You can

pinpoint

it, which you can’t do with major depression."

Depression can also be triggered by work-related situations.

"In the work environment there are some causes of depression that

people don’t look at — reengineering, downsizing, and

outsourcing,"

says Armenia. "That’s one of the major reasons people see me.

Some people are out of work for a long time. It decreases your

self-esteem

the longer you are out. It’s not easy to get fired."

Armenia reports that women are especially prone to have their

depression

misdiagnosed. "It’s a difficult diagnosis to separate out because

depression has an anxiety component and women need to be careful of

how they present their symptoms to their doctors," she says.

"There’s

the cultural view that women are always anxious and should be calmed

down."

Mistaking depression for anxiety can be disastrous because drugs used

to treat anxiety are akin to downers, while anti-depressants are akin

to uppers, Armenia adds.

Armenia names a few symptoms of depression: "Persistent sad or

empty mood; anxious mood; panic attacks; restlessness; irritability;

excessive crying; guilt; helplessness; hopelessness; pessimism;

sleeping too much or too little; difficulty getting to sleep or

staying

asleep; appetite or weight changes; thoughts of death or suicide;

difficulty concentrating, remembering, or making decisions; headaches;

digestive disorders; chronic pain; diarrhea; backaches; nausea."

Now that just about all of us are ready to start popping Prozacs,

Armenia adds more cautions: before giving yourself a self-diagnosis,

seek professional help. And, if it does turn out that you’re

depressed,

don’t assume that popping pills will cure you. "Medication alone

might help, but it doesn’t do the trick," says Armenia. "It

may make you feel better but you don’t learn better coping

skills."

Top Of Page
Twin Forms Due

The deadline for nominating outstanding women for the

1998 TWIN Award Program is Thursday, February 5.

Honorees will be announced on Thursday, March 5, and applauded on

Thursday, May 14, at the awards ceremony at the Hyatt. To obtain the

nomination criteria, contact Frances Ianacone at

609-936-0011.

Top Of Page
Networking, Yes

For those inexperienced in the art, "networking"

can be a dirty word. Suffer agonies in a room of strangers? Never

know what to say when you have to introduce yourself? Find out how

to help yourself at the Mercer chapter meeting of the New Jersey

Association

of Women Business Owners on Thursday, February 12, at 6 p.m. at the

Palmer Inn.

Founded two years ago, the Mercer chapter has grown to approximately

50 members, one of 15 chapters in the state. It aims to encourage

ownership of business by women, provide a voice for businesswomen

in local, state, and federal legislative bodies, provide training

and assistance, and increase the visibility of women business owners

through participation in the business community. NJAWBO is the only

statewide organization of its kind, says the chapter’s publicist,

Marcia Guberman of Maid Daily Services Inc.,

Katherine Kish, president of Market Entry and a renowned

networker

herself, will tell about the benefits of relationship building.

Arlene

Schragger, president of ADS Public Relations and Marketing, will

give specific tips. Freda Howard, president of Howard Lane Gift

Baskets, will share her experiences of her transition from the

corporate

world to the small business world — by using networking, of

course.

With experience, says Guberman, "networking is not the `dirty’

word that inexperienced networkers think it is. It can truly become

an event to look forward to." For $29 reservations call

609-924-7975.

Top Of Page
Contracts in Trenton

<B>Gwendolyn I. Long, chief of staff for the City

of Trenton, will discuss "The Nuts & Bolts of Doing Business with

the City" on Tuesday, February 10, at 11:30 a.m. at Maxine’s

Restaurant,

120 South Warren Street, Trenton. For $20 reservations call the

Metropolitan

Trenton African American Chamber of Commerce at 609-393-3229 and send

checks to MTAACC, 1300 Hamilton Avenue, Second Floor, Trenton 08629.

The chamber aims to provide these services to members’ companies:

research and analyze the companies, create new business opportunities,

help problem solve, provide specialized training, and conduct market

and capital flow research.

Top Of Page
Hostile Environment? It’s All Gray

The sex scandal overshadowing the Clinton administration

is bearing the brunt of thousands of jokes; most of them of prurient

nature. But while it’s okay to crack one on national television,

sending

one to a buddy on the corporate intranet could be cause to give your

supervisor palpitations, or cause to get your company involved in

a legal battle.

That’s because the legal jurisdiction has been complicated by the

expansion of sexual harassment from the standard quid pro quo

domain (sexual favors in exchange for career advancement) to the

"hostile

environment" scenario, where a dirty picture on the wall or an

overheard dirty joke could lead to an expensive settlement.

And some lawyers are worried that the new attitudes du jour

impinge on the First Amendment. "The problem is balancing the

person’s right of free speech and opinion with what other people in

the workplace might take as creating a hostile environment for

them,"

says Marilyn Sneirson, a partner at Reed Smith Shaw & McClay’s

Newark office. "We have reverted to a very sterile and cautious

workplace because juries are awarding a lot of money for sexual

harassment

and hostile work environments. Can you talk about the latest movie

or the jokes you heard Howard Stern say on your way to work, or do

you have to refrain from discussion like that because the next day

your company can be sued for sexual harassment?"

As trite as it seems, something as innocuous as a Presidential sex

joke could be blown into a sexual harassment investigation, which

could be long, complicated, and expensive. Sneirson and fellow Reed

Smith labor attorneys Don Innamorato,

Lynn Su, and

Stephanie

Wilson will discuss this issue on Tuesday, February 10, at 8:30

a.m. at the Hilton Gateway in Newark. Call 973-621-3180.

Reed Smith defends management in employment law matters, but, as

Sneirson

explains, sexual harassment cases are beginning to dominate the firm’s

attentions. Sneirson, a former art teacher who joined the firm last

August, is making a name for herself as an expert on the subject,

appearing frequently on Court TV. "My area of discrimination on

behalf of management has sharply changed in focus," she says.

"Where years ago it was race discrimination or age discrimination,

the majority of cases now are sexual harassment cases."

But the territory surrounding what constitutes the "hostile work

environment" is almost all gray. Late last year a surprising

decision

was rendered by a Colorado court. In MacKenzie vs. Miller Brewing,

an executive who had been fired for repeating a sexually suggestive

line from a "Seinfeld" episode, successfully sued his employer

and the woman who got him fired for wrongful termination. He was

awarded

millions. "Where the line in the sand is we don’t really know

until the next decision comes down," says Sneirson.

Free speech is not the only thing to be eroded by the sexual

harassment

canon. "The other issues that we’ll deal with are the

investigations

themselves," says Don Innamorato. "What are your obligations,

how to perform the investigations, and more importantly, what becomes

discoverable to a plaintiff in a sexual harassment lawsuit? What

attorneys

are finding now is that there is no longer attorney-client privilege.

Courts are now opening those files."

This can have a "chilling" effect on an investigation,

Innamorato

reports. "When everything can be placed under a microscope at

some point people are less likely to be candid," he says.

But underneath the issue of sexual harassment is a growing frustration

that politically correct attitudes have been pushed too far.

"Who’s

the one who’s going to be charged with making certain that the

workplace

is free of innuendo and hostility and how much is it going to cost

in dollars?" says Sneirson. "Who is the arbiter of political

correctness?"

Top Of Page
Sprewell: Violence in the Workplace?

The Latrell Sprewell saga really brings home the

fact that the sports world is really Never Never Land in disguise.

In what other sphere would there be any questions of how to treat

an employee who assaulted and threatened to kill his boss? The drama

began when Sprewell, a rookie superstar playing on a $7.7

million-a-year

contract for the Golden State Warriors, assaulted coach P.J.

Carlesimo

during practice, then returned from the locker room 20 minutes later

and assaulted him again, this time threatening to kill him.

Immediately following the incident, the Warriors suspended Sprewell

for 10 games. Then after further examination, the team terminated

his four-year contract, and within a week, the National Basketball

Association banished him from the league for the rest of the season.

The NBA Player’s Association came to Sprewell’s rescue — it has

been arguing that Sprewell’s punishment was too harsh, and was "a

rush to judgment." Their case is being argued now in a courtroom

in Portland, Oregon, presided over by John Feerick, the

respected

former president of Fordham University Law School. Sprewell has

retained

Johnny Cochran.

Stark & Stark is having a seminar relating the Sprewell case to a

violence in the workplace scenario on Wednesday, February 11, at 7

p.m. at Rider University. Call 609-896-7307. The panelists are Tom

Lewis, employment law litigator with Stark & Stark; Beth

Baldinger,

a victims’ rights attorney; Ian Eagle, a sports broadcaster

for WFAN radio; Keith Glass, sports agent and attorney; and

Dave Cohen, attorney and broadcaster.

"In this case P.J. Carlesimo is really management and Sprewell

is the employee," Lewis says. "If Latrell Sprewell worked

in a corporation, could management terminate him if he grabbed the

boss around the neck and threatened to kill him? And my answer is

yes. I don’t think the employee has a right to threaten to kill his

supervisor."

In legal speak, the employer has the right to "take control of

the workplace environment and to abrogate any problems" that could

arise because of an unruly or disgruntled employee’s actions, says

Lewis.

But it’s the NBA’s year-long suspension of Sprewell that creates the

biggest controversy. The Wall Street Journal suggested that the league

did it because it wanted to prevent the sport from getting a

reputation

for allowing "hoop thugs" to take over. Lewis feels that the

NBA’s suspension is a tacit admission that pro basketball teams would

place their own interests above the principle of nonviolence. "I

think a one-year imposition of non-playability in the NBA was done

because there would be a bidding war for Sprewell by the other teams

in the NBA," he says.

For Sprewell, the one-year suspension turns out to be a major setback.

As the Golden State Warriors are one of the NBA’s worst teams,

Sprewell’s

contract termination might have been a blessing in disguise. An

all-star,

he would most likely get snapped up by another team — a better

team — in a snap.

The Players Association is arguing the case by saying that Sprewell

has been denied due process and the attendant opportunity to be heard.

A multi-pronged punishment like that on Sprewell would have trouble

standing in a non-athletic business milieu, Lewis reports. "If

you fired an employee you could not then bar the employee from finding

employment for a one-year length of time."

Sprewell’s supporters could argue that the league’s severity towards

him is an overzealous reaction to criticism it received in recent

years for not punishing violent incidents involving basketball

players,

such as Charles Barkley‘s thrashing of a civilian in a bar some

months ago, or Dennis Rodman‘s kicking of a photographer last

year.

But Sprewell shouldn’t expect too much sympathy from a public that

is both envious of and frightened by players with multimillion-dollar

salaries and correspondingly large egos. "The newspapers seem

to make the issue that Latrell Sprewell is a victim of some sort,"

Lewis says. "But it’s real hard to feel sorry for Latrell. He

was making $7.7 million a year. And he had a propensity for

violence."

You would expect sympathy for Sprewell from Keith Glass, a sports

agent for the last 17 years who represents several players, including

Matt Maloney, a Houston Rocket (and Charles Barkley’s teammate).

But no. Glass, a high school and college basketball coach for 14

years,

thinks that the one-year banishment is "is not long enough. The

guy still has his career," he says.

Glass articulates his reasoning: "I’m riding in the car now with

my assistant. If he tried to choke me, he’s fired. It’s not like I’m

going to let him back in a year. It’s so far out of bounds."

Top Of Page
Norma Rae, Away

To a human resources professional who works in a

non-union

shop, the specter of unions organizing is anathema. "Keeping Norma

Rae at Bay" is the topic for Jonathan A. Segal for the

meeting

of the Human Resource Management Association on Monday, February 9,

at 5:30 p.m. at the Baldassari Regency in Trenton.

Segal is a partner with the Philadelphia law firm of Wolf, Block

Schorr,

and Solis-Cohen. He trains managers and develops and implements

policies

and protocol designed to avoid litigation, unionization, and employee

attrition, and he serves as a consultant to the Federal Judicial

Center

on Gender Bias. For $30 reservations call Bill DelGesso at

215-576-6230

by February 4.

Top Of Page
Telemarketers’ Call

Telemarketing doesn’t have to mean the person you are

calling will hate you," admonishes Paul Calendrillo. Done

properly, it can be valuable not only to the marketer but to the

customer

as well. He will discuss "Effective Telemarketing for Products

and Services" for the Business Marketing Association on Tuesday,

February 10, at 5:30 p.m. at the Newark Airport Marriott. Call

732-417-5601

for $25 reservations.

A graduate of New York University, where he earned a master’s degree,

Calendrillo has had senior training and development positions with

Merrill Lynch, Citicorp, PaineWebber, and NatWest Bank. Telemarketing

results are predictable and measurable, he says, and it is also cost

effective and flexible. To overcome the objections:

"*"Take a consultative approach.

"*"Define your primary objective carefully.

"*"Define your niche carefully.

"*"Use nonthreatening openers, and always remember to

"close

the sale."

Top Of Page
Business Meetings

For the schedule of business meetings, go to the U.S. 1 Events

calendar.

Corrections or additions?


This page is published by PrincetonInfo.com

— the web site for U.S. 1 Newspaper in Princeton, New Jersey.

Facebook Comments