Empleos & Employment Edition 4 - Feb 27 2009

E n g l i s h / S p a n i s h

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E m p l o y m e n t

G u i d e

TRABAJOS – JOBS – TRABAJOS – JOBS – TRABAJOS – JOBS – TRABAJOS – JOBS – TRABAJOS – JOBS

mpleos & mployment

FREE – GRATIS – FREE – GRATIS – FREE – GRATIS – FREE – GRATIS – FREE – GRATIS – FREE – GRATIS Edición del 27 de Febrero - 12 de Marzo, 2009 Año 3 - Número 4

Empleos & Employment es el único índice de empleos sirviendo a la comunidades de habla Español e lnglés del centro de Ohio. Empleos & Employment is the only employment index serving the Spanish and English speaking communities of central Ohio.

What is Sexual Harassment? Sexual harassment at work occurs whenever unwelcome conduct on the basis of gender affects a person’s job, It is defined by the Equal Employment Opportunity Commission (EEOC) as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: • submission to the conduct is made either explicitly or implicitly a term or condition of an individual’s employment, or • submission to or rejection of the conduct by an individual is used as a basis for employment decisions affecting such individual, or • the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. The U.S. Supreme Court has simplified matters somewhat by explaining that there are two basic types of unlawful sexual harassment. The first type involves harassment that results in a tangible employment action. An example would be a supervisor who tells a subordinate that he or she must be sexually cooperative with the supervisor or he or she will be fired, and who then indeed does fire the subordinate for not submitting.

¿Qué es acoso sexual?

The imposition of this crude “put out or get out” bargain is often referred to as quid pro quo (“this for that”). This kind of unlawful sexual harassment can be committed only by someone who can make or effectively influence employment actions (such as firing, demotion, and denial of promotion) that will affect the victimized employee. A second type of unlawful sexual harassment is referred to as hostile environment. Unlike a quid pro quo, which only a supervisor can impose, a hostile environment can result from the gender-based unwelcome conduct of supervisors, co-workers, customers, vendors, or anyone else with whom the victimized employee interacts on the job. The behaviors that have contrib-

The function of this employment index is to advertise numerous employment opportunities available in the central Ohio area. To find out more about a particular job, please call the company named in the advertisement. La funcion de este indice de empleos es para publicar las diferentes oportunidades de empleos disponible en el area central de Ohio. Para mayor informacion sobre los trabajos por favor comunicarse directamente con cada compañía.

El acoso sexual en el trabajo ocurre cuando una conducta importuna basada en el género afecta el trabajo de otra persona. Según la Comisión de Oportunidad de empleo Igualitaria (EEOC), la definición de acoso son avances sexuales importunos, peticiones de favores sexuales, y otras conductas verbales o físicas de una forma sexual cuando: • La sumisión al acoso es hecha explícitamente o implícitamente como condición del empleo de un individuo, • La sumisión o rechazo del acoso por un individuo es utilizado como razón para tomar decisiones de empleo que afectan a tal individuo, • El acoso tiene el propósito o el efecto de intervenir con el desempeño del trabajo del individuo o crea un ambiente intimidante, hostil y ofensivo. El Tribunal Supremo de EEUU ha simplificado estos asuntos explicando que hay dos tipos básicos de acoso sexual ilegal. El primer tipo implica acoso que tiene como resultado una acción palpable de empleo. Un ejemplo sería un supervisor que dice a un subordinado que él o ella debe cooperar sexualmente o será despedido, y que entonces

este despide al subordinado(a) por no someterse. La imposición de este crudo “paga o sale” trato es referido como “quid pro quo” (“esto por eso”). Esta clase de acoso sexual ilegal puede ser cometida sólo por alguien que puede hacer o puede influir efectivamente en acciones de empleo (como despedir, la degradación, y la negación de promoción) eso afectará al empleado que ha sido víctima. Un segundo tipo de acoso sexual ilegal se refiere a un ambiente hostil. A diferencia del acoso “quid pro quo” que sólo un supervisor puede imponer. Crear un ambiente hostil puede resultar como acoso importuno, basado en el género creado por supervisores, colegas, clientes, vendedores, o cualquier otro con quien el empleado que es la víctima interactúa en el trabajo. Las conductas que pueden contribuir a un ambiente hostil incluyen: • Las amenazas de imponer a un quid pro quo sexual Continued/continua page 2

Making a Difference Marcando la diferencia Please see page 7

ColumbusZoo.org

614-337-2825

Businesses

If you want to have copies of our publication in your store/business for your customers please contact our distribution manager at 614-790-8894.

Distribution areas: Bexley, Clintonville, Columbus, Delaware, Dublin, Gahanna, Galloway, German Village, Grandview, Grove City, Hilliard, Northland, Pickerington, Powell, Reynoldsburg and Westerville.

Call Now To Place Your Ad Phone: (614)790-8894 Fax: (614)790-8895

Page 2 EDITORIAL Empleos & Employment Cristina Villancinda-Farr Publisher (614) 790-8894 [email protected] Sales (614) 790-8894 [email protected] Distribution [email protected] Spangler Production & Design Graphic Design [email protected] Member, Hispanic Chamber of Commerce Member, LEON Member, Columbus Chamber of Commerce Member, HRACO TERMS AND CONDITIONS

Advertisers and their advertising agencies assume full liability for all content, i.e. text, illustrations, representations, copyrighted photos, trademarks, etc.) of advertisements submitted and printed, and also assumes complete liability for any claims arising there from made against the publisher. Advertiser further agrees to indemnity Empleos and Employment for any costs including attorney fees that may result from any claim. All editorial & advertising content of Empleos & Employment is protected by copyright. Unauthorized use is prohibited. No cancellations accepted after Thursday, 5 PM for the following week’s publication. Empleos & Employment reserves the right not to publish content that may be found offensive, illegal or misleading to the public. We reserve the right to classify all advertisements.

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Continued from / continua page 1 uted to a hostile environment have included: • unfulfilled threats to impose a sexual quid pro quo. • discussing sexual activities; • telling off-color jokes; • unnecessary touching; • commenting on physical attributes; • displaying sexually suggestive pictures; • using demeaning or inappropriate terms, such as “Babe”; • using indecent gestures; • sabotaging the victim’s work; • engaging in hostile physical conduct; • granting job favors to those who participate in consensual sexual activity; • using crude and offensive language These behaviors can create liability only if they are based on the affected employee’s gender and are severe or pervasive. Nonetheless, even if unwelcome conduct falls short of a legal violation, employers have moral and organizational reasons as well as legal incentives to address and correct that conduct at its earliest stages. The conduct constituting sexual harassment is not always sexual in nature. One court held that a man’s violent physical assault on a woman was sexual harassment because the assault was based on the woman’s gender, even though there was nothing sexual about the assault itself. Suppose, for example, that men sabotage the work of a female co-worker because she is a woman. Even if the men don’t engage in sexual behavior, such as telling off-color jokes or displaying pornographic photos on the walls, their behavior is sexual harassment because the behavior is based on the woman’s gender. Respond Appropriately When You Encounter Sexual Harassment If you experience sexual harassment or witness it, you should make a report to the appropriate official. You do not have to report the incident to your supervisor first, especially if that is the person doing the harassing. Here are some suggestions on how to

respond appropriately when you encounter sexual harassment: Step 1 - Let your harasser know that his or her behavior is inappropriate and not welcomed. Document when the harassment occurred, date, time and who might have seen. Step 2 - If the harassment continues after you have told him/her to stop it, tell your supervisor about the sexual harassment and ask to report it officially. If your supervisor is the harasser, don’t be afraid, go and report the harassment with his/her supervisor or a Human Resources manager. Step 3 - Fill out a report. If your supervisor tells you the company doesn’t issue any report forms, ask him to explain in writing (memo) how they plan to take to investigate the harassment. Step 4 - Document all the action steps you are taking with your supervisor or any other manager regarding the reporting of the harassment. Create a written record for yourself. Step 5 - Move to the next level of supervisor or manager if your company policy is failing you and the harassment is not properly investigated. Contact the federal Equal Employment Opportunity Commission to file a formal complaint. The number for that office is 1-888-278-7101 or if you work in Franklin County you can contact 614-466-5928 (you need to file a discrimination charge). For more info visit http://crc.ohio.gov/ Step 6 - Understand that the harassment is in no way your fault. You, however, will feel the brunt of the psychological burden. Talk with trusted friends to help you cope when you report the harassment, or seek counseling. Step 7 - When you meet with the representative of the EEOC, ask questions so you know what to expect should the issue move on to the legal path. Be prepared to prosecute to assert your rights and protect others from harassment.

Cristina Villancinda-Farr is publisher of Empleos & Employment Newspaper. For questions or comments send email to [email protected].

• Discutir actividades sexuales • Compartir chistes de color • Toques innecesarios o no apropiados • Haciendo comentarios acerca de atributos físicos • Demostrando imágenes sugestivas; • Utilizando apodos degradantes o términos inadecuados, como “Baby” • Utilizando gestos indecentes • Saboteando el trabajo • Cometiendo acoso físico hostil • Otorgando favores de trabajo a los que toman parte en actividad sexual consensuada • Utilizando palabras crudas y ofensivas Estos acosos pueden crear obligaciones legales sólo si ellos son basados en el género de empleado afectado y es severo y común. Sin embargo, si el acoso importuno no alcanza una infracción legal, los empleadores tienen razones morales y de la organización así como estímulos legales para tratar y corregir el acoso en sus etapas más tempranas. La conducta que constituye acoso sexual no es siempre sexual en su naturaleza. Un tribunal determinó que un asalto físico violento de un hombre contra una mujer fue acoso sexual porque el asalto fue basado en el género de la mujer, aunque no hubiera nada sexual como objetivo del asalto. Suponga, por ejemplo, que hombres sabotean el trabajo de un colega femenino porque ella es una mujer. Incluso si los hombres no entran en una conducta sexual, como diciendo chistes subidos de tono ni demostrando fotos pornográficas en las paredes, su conducta es acoso sexual porque la conducta es basada en el género de la mujer. Responda Apropiadamente Cuando se Encuentre en Acoso Sexual Si usted experimenta acoso sexual o lo presencia, usted debe hacer un informe al funcionario apropiado. Usted no tiene que informar el incidente a su supervisor, especialmente si esa es la persona que hace el acoso sexual. A continuación están algunas sugerencias en cómo responder apropiadamente cuando usted se encuentra o en acoso sexual: Paso 1 - Déjele saber a su acosador(a) que la conducta es inapropiada y está fuera de lugar

y a usted no le gusta. Documente todo lo referente al acoso, cuando el acoso ha ocurrido, la fecha, el tiempo y quienes quizás hayan visto el acoso. Paso 2 - Si el acoso continúa después que usted le haya dicho a él/ella que no le gusta y que pare el acoso, usted debe denunciar el acoso a su supervisor de inmediato y debe pedir un informe oficial. Si su supervisor es el/la acosador(a), no tenga miedo, reporte el caso de acoso con un supervisor mayor o un director de recursos humanos. Paso 3 - Llene un informe. Si su supervisor o director le dice que la compañía no tiene políticas de informes formales, pídale que explique por escrito (memorándum) cómo la compañía planea tomar medidas en el caso y los procedimientos a seguir para una investigación. Paso 4 - Documente todo los pasos a seguir con su supervisor o cualquier otro director con respecto a la cobertura del acoso. Cree un registro escrito para usted mismo. Paso 5 - Si la compañía no toma acción y falla en hacer una investigación y tomar medidas al respecto, contacte la Comisión federal de Oportunidad de empleo Igualitaria y denuncie el caso de acoso formalmente con ellos. El número de esta oficina es 1-888278-7101 o si usted trabaja en Condado de Franklin usted puede contactar 614-466-5928 (usted necesita denunciar el caso como discriminación). Para más información visitar http://crc.ohio.gov/ Paso 6 - Entienda que el acoso sexual no es de ninguna manera su culpa. Sin embargo usted sentirá la fuerza de la carga psicológica que esta representa. Asegúrese de hablar con alguien de confianza para que usted pueda enfrentarse a este caso cuando se haga la denuncia, si es necesario busque consejería profesional. Paso 7 - Cuando usted se reúna con el representante de EEOC, haga preguntas. Usted necesita estar bien informado(a) de lo que debe esperar en caso que la denuncia pase a rumbos legales. Este preparado(a) para procesar el caso, defender sus derechos y proteger a otros de acoso sexual.



Empleos & Employment

ADS

CORRECTION

On Edition 3 we printed the wrong phone number for Primerica. Please see the ad on page 4 of this edition for the correct contact information.

Restaurant Equipment Telesales position

Agencia de Empleos

Come join one of the country’s leading restaurant equipment sales organizations. Utilize your restaurant operations knowledge to help small business owners wade their way through the equipment selection process. Required skills: • Minimum one year experience as a general manager in restaurant setting • Excellent communications

• Must speak Fluent English and Spanish • Able to work Mon – Friday and every other Saturday • Basic computer knowledge

Please send inquires or resumes to NFARR @Chambax.com or call 614-279-4444

EOE

Call now to place Your ad. Llamenos para colocar su anuncio.

Empleos & Employment Phone: (614) 790-8894

Fax: (614) 790-8895

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Page 4 ADS Empleos & Employment

¡Mira Quien Esta Aqui! AutoZone, the nation’s leading automotive retailer, with over 4000 stores in the US and Mexico is currently seeking candidates for Store Management, Full Time and Part time store positions. Bilingual candidates are encouraged to apply. Our customers appreciate being served by someone who speaks their language and we strive to provide the best service possible everyday, so if you’re bilingual we’re interested in talking to you!

For immediate consideration, go to www.autozone.com Click on Careers, then click on Store Jobs!

Bilingual candidates encouraged to apply

Get your career in gear with AutoZone! / ¡Únete al Equipo AutoZone! • Great job opportunities / Muy buenas Oportunidades de trabajo • Professional Growth / Crecimiento profesional y • Excellent Benefits / Excelentes beneficios AutoZone, Inc. is an Equal Opportunity Employer.

Kelly provides employment to more than 750,000 employees annually, with skills including office services, customer service, office administration, accounting, engineering, information technology, law, science, marketing, creative services, light industrial, education, and healthcare. Visita nuestras oficinas para aplicar: Kelly Services 2771 Martin Rd., Dublin, OH 43016 614-764-0060, [email protected] Kelly Services 6968 East Broad St., Columbus, OH 43213 614-577-0231, [email protected] Kelly Services Hilliard 614- 860-8501, [email protected] Kelly Services Marysville 1-937-578-5279, [email protected] Kelly Services in Partnership with McGraw Hill Companies 614-759-3618, [email protected]

PART-TIME FREEDOM/ OPORTUNIDAD MEDIO TIEMPO HELP YOURSELF BY HELPING OTHERS

Make a positive impact. Help families solve their problems, and you’ll earn additional cash. Start part-time. You determine your hours and compensation.

Ayudese Mientras Ayuda a Otras

Gane dinero adicional ayudando a las familias resolver sus problemas financieros. Usted determira sus horas y cuanto quiere ganar.

For more information call / Para más informacion llama Ellen Morris 740-438-5825 1900 Polaris Parkway, Suite 400 Columbus, Ohio 43240 EOE



Empleos & Employment

ADS

Page 5

Retail

Are you fluent in Spanish/English speaking, reading and writing? Do you enjoy meeting and servicing customers? Are you excellent at sales and promoting products? Then keep reading... Roth Produce Company is a family owned and operated business, which has been servicing the Central Ohio area over 80 years. We are seeking a Spanish/English bilingual Sales Representative to manage our Restaurant accounts in the surrounding Columbus, Ohio area.

¿Estás buscando una

Buena oportunidad de trabajo? MEIJER, a leading supercenter ranked as one of the five largest discount retailers, seeks energetic TEAM MEMBERS for our:

Responsibilities include: • Sales of our complete line of products to restaurants, country clubs, hotels, and schools. • Provide excellent customer service and handle any customer needs. • Service our accounts in the Central Ohio area.

Qualifications include: • Spanish bilingual (speaking, reading, writing preferred). • Exceptional communication and presentation skills. • Excellent customer service and sales skills. • Ohio driver’s license with clean driving record. • Ability to multi-task, good organization skills, detail-oriented. • Proficient PC computer skills. • Must pass background / criminal records check.

We offer: • On going training • Competitive salary • Excellent benefits package • Much more!

For immediate consideration send resume and salary history to: [email protected] or call us for an appointment 614-337-2825

NEWLY REMODELED store in COLUMBUS Work in a fast & friendly environment, focusing on efficiency & productivity. Openings available in all departments (Deli, Produce, Meat, Grocery, Bakery, Pharmacy). What to expect: 10% Team Member discount paid training • job diversity • weekly paycheck • flexible schedules health coverage options • opportunities for promotion

OPEN INTERVIEWS TO BE HELD: Entrevistas se llevaran acabo: Wednesday, 3/4 • 9 am–12 pm; 3 pm–7 pm Wednesday, 3/11 • 9 am–12 pm; 3 pm–7 pm

WHERE: Event will be held at our Columbus Meijer store Visitar la tienda Meijer en esta dirección: Meijer • 5555 Cleveland Avenue • Columbus, OH 43231

Please apply online at

www.joinmeijer.com

prior to coming in. Por favor aplicar en línea a esta dirección www.joinmeijer.com antes de asistir. Once online, from the Careers page, click on “Search for Jobs” in red. Click on the “Search Hourly Jobs” button at the bottom of the screen. Apply for the hourly positions that interest you. They will say “All Retail Locations” next to them. Providing Equal Opportunity to a Diverse Workforce.

TRABAJOS – JOBS – TRABAJOS – JOBS

Now Hiring!!!

Estamos Contratando

An Employment agency that reflects diversity

Únete a Nuestro Grupo de Triunfadores Pay from $7 - $20/hour (pago por hora)*

Warehousing/Deposito General Labor/Trabajos Generales Assembly/Ensamblaje Housekeeper/Limpieza de Hotel

Para comenzar de inmediato llamar al (614) 279-4444

Envienos su resume al email/ Send your resume to [email protected] WE HAVE MOVED / NOS MUDAMOS

For more information call / Para más informacion llamar al 614-279-4444

Page 6 ADS Empleos & Employment

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mpleos & mployment

Call now to place Your ad. Llamenos para colocar su anuncio.

Phone: (614) 790-8894 • Fax: (614) 790-8895 www.ee-index.com

Empleos & Employment

CLASSIFIED/Clasificados

Page 7

Support These Businesses/Sirviendo la Communidad Latina Business Opportunities Oportunidades Carpentry, Plumbing, Electrical de Negocios

Bilingual Services/Servicios Bilingües

Diversity Hispanic Apartment Maintenance Network Skilled well(Columbus) rounded maintenance

Professional Income Tax Preparation Preparación de Taxes por Profesionales.

OH Reg #07-11-1843T

Advertise your business here and reach more than 30,000 people with only $20.* *One year contract required.

Education/Educación 614.322.7990 www.focuslearn.org

person with Basic HVAC, Plumbing and Electrical knowledge. Immediate openings – 614.607.8399

• 32 years of Experience • Individual and Small Business Tax Services

Do you need your 2008 taxes prepared? Contact us today! / Necesitas hacer tus taxes del 2008?

L.David Angel, Certified Public Accountant 4998 West Broad St. Suite 101-Columbus, OH 43228

Apartments

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The companies advertising in the Business Opportunities section on this page are not researched or qualified and are presumed to be reputable. It is always wise to check out any company that you may not be familiar with before using their services. Most advertisers in this section require a fee for the services they provide.

Have contract workers? Talk to us!

614-870-2571

Se Habla Español

Work from Home/Trabaje desde su casa

¿NECESITAS DINERO?

Comienze una carrera trabajando desde su casa con solo $10 Representantes de ventas Avon Para comenzar de inmediato llamar a Maritza 614-516-5555 o [email protected]

!!Absolute Goldmine!! Need 3 Distributors ASAP! Pre-Launch Opportunity! Right Place, Right Time! Listen 24/7: 507-726-3740 Then Call Local: 614-795-4275

MAKING A DIFFERENCE ~ Marcando la diferencia Carol Cancino was born and raised in Lima, Peru. She attended school in Peru and obtained a Bachelor’s degree in Modern Languages. Carol has been married to her husband Julio for 21 years. Together they have two children Diego, 19, who is in the US Air Force and Angelica, 15, who is a freshman in high school. Carol came to the United States in 1989. Her early years in this country were very hard. She initially worked as a server in local restaurants and later worked as a pre-school teacher. While working at a daycare, Carol got a job at State Farm as Claims Adjuster. Her hard work and dedication provided her with the opportunity to assume additional responsibilities of importance with her current employer. Carol now works as a Multicultural Recruiter with State Farm. She is very passionate about her job and is striving everyday to make a difference in her family and her community. Carol is making a difference.

Carol Cancino nació y fue criada en Lima, Perú. Ella asistió la universidad en Perú y obtuvo una licenciatura en Idiomas Modernos. Carol ha estado casada con su marido Julio por 21 años. Juntos ellos tienen dos niños. Diego, 19, que está en la Fuerza aérea de EEUU y Angelica, 15, que es una estudiante de bachillerato. Carol vino a los Estados Unidos en 1989. Sus primeros años en este país fueron muy duros. Ella trabajó inicialmente como servidora en restaurantes locales y luego trabajó como maestra en un preescolar. Mientras trabajaba en una guardería infantil, Carol consiguió un trabajo con State Farm como ajustadora de reclamos. Mas tarde debido a su dedicación al trabajo, le proporcionaron con la oportunidad de asumir responsabilidades adicionales de mucha importancia con su empleador. Ahora Carol trabaja como Reclutadora Multicultural con State Farm. Ella es apasionada con su trabajo y se esfuerza diariamente para hacer lo mejor entre su familia y su comunidad. Carol esta haciendo la diferencia.

Employers are welcome to submit articles concerning employees who are making a difference in their companies and communities. Please contact Dorotty Ortega at [email protected] to ask how you can recognize an employee in this section.

TRABAJOS – JOBS – TRABAJOS – JOBS

r u o y k r Ma r a d n e l ca a c r a M a h c e F la

Columbus

DIVERSITY JOB FAIR / Feria de Trabajo Spring 2009

Spread the word. Pasa la Voz

A JOB FAIR THAT REFLECTS THE FACE OF AMERICA TODAY! Una Feria de Trabajo que refleja la America de hoy.

Tuesday, April 28, 2009 10:00 am - 2:00 pm COSI 333 W.Broad St. Columbus, OH 43215 Free Parking and Job Fair Admission

Estacionamiento & Entrada a la Feria de Trabajo Gratis

We are extending an invitation to all demographics to attend and be part of this great job fair. Brought to you by:

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mpleos & mployment

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