Victor Melendez, Senior Human Resources Business Partner with AltaMed Health Services Corporation since 2009, oversees about 2,000 employees in more than 50 locations in Orange and Los Angeles counties.

Archive for May, 2014

Union Negotiation Takes Skill and Preparation

Human resources expert Victor Melendez holds responsibilities as a senior HR consultant for International Consulting Associates in Los Angeles. He has led human resources teams for numerous companies over the past 10 years. An experienced union negotiator, Victor Melendez knows what is required to facilitate agreements that create a win-win situation for both labor and management.

Union negotiators must have the understanding and know-how to win over any opposing points of view, and therefore they value timing and preparation strongly. Effective union negotiators know their opponents and their points of view. By understanding the opposition’s preferences, weaknesses, and strengths, negotiators can determine when to stick to the primary objective and when to make a trade-off.

Skilled negotiators also know that ultimatums should only be considered as a last resort. In most cases, it is better to stay focused on the options that can be used to create a positive outcome. By countering objections with positive replies, the skilled negotiator can avoid stalemates and eventually reach an agreement that meets the needs of both parties.


EEOC Defines Harassment in the Workplace

Human resources consultant Victor Melendez has extensive experience in his field. He currently works as an executive HR consultant for International Consulting Associates in Los Angeles. Having conducted training on the prevention of workplace harassment, Victor Melendez is well-acquainted with the legal consequences connected to this type of human resources violation.

According to the Equal Employment Opportunity Commission (EEOC), harassment in the workplace is in direct violation of Title VI, which is a part of the 1964 Civil Rights Act. The EEOC defines harassment as conduct that is unwelcoming which is related to one’s color, religion, race, gender, age, national origin, or a disability.

Such conduct becomes unlawful in one of two instances: either the behavior causes the work atmosphere to become hostile, or the action is conveyed as a condition for employment. The EEOC goes on to add that workplace harassment can include such behaviors as offensive slurs or jokes, name-calling, insults, or physical intimidation, all which interfere with one’s job performance and daily work routine.