New Media Events

We are very pleased to be making a media tour to talk more about Call To Witness and Jane’s story.

Here’s what is planned so far…

WROQ-FM “JOHN BOY & BILLY BIG SHOW” (GREENVILLE, SC/ASHVILLE, NC) – The producer scheduled a live, 30-minute telephone interview with Sherry for May 6 at 9 a.m. EST. WROQ-FM is a 100,000-watt commercial station broadcasting to Greenville, SC and Ashville, NC areas. This public affairs show also airs on WTPT-FM which is a 93,000-watt station.

POCONO RECORD (STROUDSBURG, PA) – A writer for this daily newspaper confirmed that he has interest in scheduling an interview with Jane and Sherry regarding the new book. He’d like to set something up between 8:45 a.m. and 3 p.m. EST on April 29 or 30. We are in the process of scheduling this interview. This paper is a leading source of information in the Pocono Mountain area in Pennsylvania covering local, national and international news. Circulation: 18,858. Continue reading

Limitations of Employer’s Right to Terminate

A Message from Patrick Reilly

There is a mistaken belief among some employees that they can only be fired for cause, and if they are terminated for any other reason, they are entitled to a severance package, or they have grounds to sue. Pennsylvania, like many other states, is an employment at will state. That means, basically, that you can be terminated at any time, for any reason, or for no reason at all. There are some limitations on an employer’s right to terminate an employee provided by both federal and state law, which will be discussed in more detail in later postings.

Does this mean that an employee must put up with a supervisor, or co-employee, who is a bully, or verbally abusive? Is an employer liable for a hostile work environment? The answer to both questions, is: maybe. Unless the offensive conduct is motivated by one of the statutorily protected rights afforded employees, such conduct is permitted and not actionable. The remedy for such permitted offensive conduct is to quit. While that may not be a good or fair remedy, it may be all that is available.

If you believe that you are being subjected to offensive or discriminatory conduct, follow the policy established in your employer’s handbook, or if there is no policy, speak with your supervisor, of if your supervisor is the offender, your supervisor’s supervisor. If that is ineffective, speak with the appropriate Human Resources person. If the conduct is discriminatory in nature, the employer has an affirmative duty to act. If it is not, then there is no duty to act, although good business practice might dictate some intervention. Regardless, you should not hesitate to speak up. Also, should your employer, or the offender, retaliate against you for speaking up, that may give you an additional reason to take action.

Look for a discussion of the Americans with Disabilities Act next time.

Refusing to Give Away My Power

A message from Jane Gagliardo

It happened when I had to pick up my sneakers from a shop on Main Street in Stroudsburg.  The owner and I started talking.  She told me that she wasn’t going to have a booking signing, although she had promised to do so.  The pharmaceutical company that I took to court for the injustice done to me was once again impacting my life.

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Writing Call to Witness

Call to Witness, a legal term, is a story that cries out to all of us.

I say this for a couple of reasons. It cries out because in one sense it forces all of us to live through an ordeal that we only want to live out on the page, not in real life. And yet, Jane Gagliardo’s story is empowering to anyone who reads it. The reader witnesses the ways life often “disables” all of us, and the essential intentionality required for a person not to be defined by one’s past, by others, or by any diagnosis or disability.

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