For Human Resources Professionals, the beginning of the 2013 year is a great time to reflect on new developments in employment law. In this discussion led by Kelly VanBuskirk of Lawson Creamer, you will hear the latest in wrongful dismissal, human rights and employment standards cases from New Brunswick and beyond. A variety of case studies will be presented on relevant topics in employment law.

Why is it that so many people in the business world don’t seem to understand what a Human Resources professional does, what we can do for them and how we can add value to the organization? We often hear: “People don’t understand what we do”. It seems like we are constantly fighting to get the recognition the Human Resources profession deserves. Why not make 2013 the year when the Human Resources profession makes its big leap forward in the New Brunswick business world. Join us for a delicious buffet breakfast and meet Susan Jones, who will show us what we need to do to better to market the Human Resources profession and get the brand recognition that the profession deserves. Susan will share some marketing secrets that will help you sell your HR skills, your ideas and your overall contribution to the organization. Although this is not a networking focused event, you will learn tools that will help you improve your networking skills and get what you want out of your career. Bring your Human Resources team and get the ideas flowing following this energetic and inspiring presentation.

Workplace bullying (WPB) is a prevalent form of abuse that affects as many as 1 in 5 Canadian workers. Bullying has negative effects for workplaces and workers and is a costly workplace health and safety issue. Research shows that bullying lowers productivity, commitment, and morale and raises costs for health service and medication use, sickness absence, and recruitment and replacement. Workers who are bullied and those who witness it both report effects on their work and their physical, emotional, and social well-being. Because human resource professionals are well positioned to assist in preventing and managing WPB, this presentation will focus on strategies for identifying bullying (including recognizing or distinguishing it from normal management practices and working relations), the costs for targets and organizations, and support needs and mechanisms for addressing the problem. Finally, because the HR role in managing and addressing WPB is an important area of research and practice that has been under addressed, discussion about the challenges and concerns of dealing with WPB will be encouraged.

The Northwest Chapter of the Human Resources Association of New Brunswick invites you to its Annual General Meeting followed by a special presentation with Lise Malenfant and Anne Walker of Work Safe NB: French presentation and the following themes will be discussed 1. Managing disability 2. Work place accommodations 3. Practical tools 4. Real-life experiences Join us for an interesting presentation that will be beneficial and accessible to all.

Even the most experience HR professional could be overwhelmed with health and safety requirements and worker’s compensation. We used to call it Workers’ Compensation and now we call it WorksafeNB. But, how long ago was this compensation system created? Where? And, what was the intent of this insurance? Has it evolved over time? Join us for a delicious breakfast and learn a lot about WorksafeNB, your rights and responsibilities and how you can better serve your interests when working with WorksafeNB on claims. Mike McGovern will take us back to the basics and bring clarity to the world of worker’s comp!

In This Seminar You Will Learn: • Why many companies struggle to attract top talent. • The secret to aligning employee behavior to brand promise • How to create brand value from the inside out. Is it just coincidence that some of the best-known consumer brands are also leading ‘employer brands’? From Apple to Zappos, there are stellar companies that many ordinary people would aspire to join if offered the chance. What is it that they and other category leaders are doing to attract and retain top talent, regardless of what current economic conditions dictate? Developing a compelling brand extends far beyond picking colors or deciding on catchy slogans. And internal branding demands more than logo’d coffee mugs and calendars you hand out to newbies on day one. It involves a deeper understanding of how your brand represents everything your organization stands for and how that is reflected in the people you employ. Join Gair Maxwell on The Branding Highway and you will understand why employees only align their behavior when they see tangible evidence that brand values are infused into the way a business is run. Find out how Human Resources can play a significant role by applying branding principles on areas with the most power to influence behavior; recruitment, training, performance management and leadership. The Branding Highway is a keynote presentation/workshop like no other. Key issues of brand development as it relates to HR - often ignored or glossed over - are revealed to you with uncommon clarity. Drive full throttle past a century of traditional “media industrial complex” thinking and fuel your HR imagination with The Branding Highway!

Harold will discuss tips on how to recognize mental illness in the workplace and what a Supervisor or HR Professional can or should do when they identify this with an employee.

‘Every advance, every achievement of mankind, has been connected with an advance in self awareness.’ C. G. Jung, Psychological Reflections In this presentation, Mr. Arsenault will address the need for us to become more aware of behaviours and how this relates to conflict in the workplace. We are what we think. What we think influences our emotions and vice versa. This, in turn determines our behaviour. Our behaviour is manifested in our communication, in our leadership and in our ability to manage difficult situations. The key is to learn to react positively and effectively to personality differences that can result in conflict. Before you can work on dealing with other people’s personalities and behaviours, you have to know your own first. The more we become aware of our own personalities and that of others, the more we can make conscious choices in our behaviour.

Our quest for talent is becoming more challenging. Employees are looking for more from their employers than a pay cheque. Work is often seen as an extension of the self and employees want to know they and their employer are making positive contributions to their community and beyond. Come learn how a recognized leader in Corporate Social Responsibility is making an impact while attracting and retaining employees in this competitive market for talent and learn what you can do to get started or build on your program.

Immediately following our monthly breakfast session, the Saint John Chapter will be hosting a brief Annual General Meeting.

For Human Resources Professionals, the task of ensuring that compensation aligns with the knowledge, skills, and abilities required to perform a job well can be a daunting one. In this discussion led by Deb Armstrong of Armstrong Human Resource Specialists, you will hear the best practices of Job Analysis and how the results of this process can be applied to effective and appropriate compensation planning.

Today’s stretched labor market is making it more difficult for organizations to find, recruit, and select talented people. The competition for talent is intensifying, as there are fewer qualified applicants available. This shortage of talent in Atlantic Canada makes it all the more important that organizations be able to not only attract and select top candidates, but to also retain their talent over the long-term. Jeff will be discussing how JDI’s center of excellence strategy evolved from the decentralized strategy and the successes they have had. He also be discussing best practices on how to better forecast the organizations needs for hiring rather than depending on the common “post and prey” method. Jeff will be introducing interview techniques that JDI has invested in that have assisted their organization to better select long term candidates.

Please note that the deadline to register for the upcoming CHRP National Professional Practice Assessment is April 2, 2013. Learn with the best. HRANB offers the BC HRMA CHRP National Professional Practice Assessment (NPPA) Preparatory Session as a one-day preparatory program for the NPPA Exam. Developed by the British Columbia Human Resources Management Association, this is now the official program provided by five provincial HR associations including HRANB. The NPPA Exam was revised in 2009, and the HRANB Preparation course was revised accordingly. This course is designed to enable you to enhance your understanding of the revised exam format and testing process, review areas of study, learn tips and tactics for writing this scenario-based exam, practice sample questions to evaluate your individual knowledge, and share learning with colleagues through discussion and participation in learning teams.

Please note that the deadline to register for the upcoming CHRP National Knowledge exam is April 2, 2013. If you are writing the NKE this June, please note that HRANB is proud to offer our CHRP NKE Preparatory Session again. This program, developed by the British Columbia Human Resources Management Association is now the official NKE preparatory program provided by five provincial HR associations including HRANB. This two-day course is designed to help you consolidate the knowledge you already have and - more importantly - identify where you need to focus additional studying in order to be successful in the National Knowledge Exam. During this interactive workshop, you will receive, review and discuss important HR theory for each competency area. You'll also receive the RPCs, terms, definitions and sample exam questions, which will enable you to identify and rectify knowledge gaps. You Will Learn o The structure and format of the CHRP knowledge exam - components and weightings o An overview of the body of knowledge covered by the exam o To apply the knowledge using sample questions and group activities o How to design and implement an individualized learning plan You Will Receive o a 300+ page manual containing concepts, terminology, principles, legislation and practices from the eight discipline areas covered in the exam o eight glossary exercises (over 350 terms and definitions) you can use to enhance your understanding of HR terminology o over 400 sample questions

Workplace bullying (WPB) is a prevalent form of abuse that affects as many as 1 in 5 Canadian workers. Bullying has negative effects for workplaces and workers and is a costly workplace health and safety issue. Research shows that bullying lowers productivity, commitment, and morale and raises costs for health service and medication use, sickness absence, and recruitment and replacement. Workers who are bullied and those who witness it both report effects on their work and their physical, emotional, and social well-being. Because human resource professionals are well positioned to assist in preventing and managing WPB, this presentation will focus on strategies for identifying bullying (including recognizing or distinguishing it from normal management practices and working relations), the costs for targets and organizations, and support needs and mechanisms for addressing the problem. Finally, because the HR role in managing and addressing WPB is an important area of research and practice that has been under addressed, discussion about the challenges and concerns of dealing with WPB will be encouraged.

HR Professionals need to be involved with the strategic direction and management of their organizations. They must also be able to develop and implement strategy for the services and functions they provide to their internal customers. Pierre will speak about how HR professionals can develop a plan and skill set to allow them to be more strategic in their roles and management practices.

HRANB Moncton in partnership the Frye Festival is pleased to host Sandra Martin. Often called the “obit” queen of Canada, Sandra argues that her work as a writer is about life not death and that there is no such thing as an uninteresting life. She proves her point with her recent book Working the Dead Beat as it provides the reader with absorbing and passionate portraits of pivotal individuals including Pierre Trudeau, Louis Robichaud, and Maurice “Rocket” Richard, who have shaped the country we call home. Sandra Martin’s presentation about her career as an obituary writer will not only offer you an intimate view of life on the “dead beat” but also leave us with a new perspective on our life, our work and how our life choices can shape our legacy. Join us for a delicious breakfast buffet and meet Sandra Martin!

We are pleased to announce that the HR students from the HR Management Program at NBCC Moncton will be our guest presenters at the May 21 breakfast meeting. They will make several presentations on the results of their research conducted during their industry project over the past few weeks. Topics to be presented include: Bullying in the Workplace A look at the various forms of bullying in the workplace. How to identify bullying; how to treat it; and how to prevent it. We also look at the physical and emotional effects of bullying on employees, managers, and the organization. Creating Tomorrow’s Leaders How can HR build leaders to achieve organizational success? Taking a look at how HR professionals can use HR programs and practices to optimize their Human Capital. Embracing Abilities: The Autism Advantage We will create awareness to autism. We want you to have a better understanding of the capabilities of autistic people; provide an outline of the benefits for employers to have autistic people in their workplace. This is one meeting you will not want to miss. After the presentations the students will be available to chat with you about their findings and do a bit of networking. Come out and meet these future HR leaders. They are anxious to share with you some of the HR knowledge and tools they have learned and researched over the past few months.

As a more in depth follow up to our June 2012 event on “Creating and implementing an effective (and enforceable) Attendance Management Policy”, this session will delve deeper into the topic of Attendance Management. Matt Hiltz from Cox and Palmer will provide a recap of the June 2012 session and will then take us through relevant case summaries, as well as, interactive problems & fact scenarios. Mr. Hiltz will provide guidance for creating an effective policy, the cornerstones of an attendance management policy, and other factors to be considered when developing such a policy.

HRANB Fredericton Chapter is excited to be hosting our Year End Social at the Train Station again this year. Come join us for refreshments, appetizers and great interaction! At this year’s social event we will be hosting our second HR Hot Topic Symposium. At the previous symposium approximately 30 members of the Fredericton Chapter had the opportunity to bring forward current challenges they were facing at work. Members were able to leverage the experiences of those in attendance to identify actions taken to address these challenges. During the HR Hot Topic Symposium discussions, participants will have the opportunity to learn from association members who have dealt with similar challenges and find someone else that is facing similar issues and be able to work collaboratively afterwards to find solutions. To ensure we are using the time the most efficiently we will ask our members attending the event to submit their topics that they would like to see discussed prior to the event to solange@hranb.org This event will allow our Fredericton Chapter members to network with peers and professionals, giving participants the opportunity to meet new members of the HR community. There will be a short awards ceremony following the Hot Topics session for our new CHRP candidates and the introduction of our new Fredericton Chapter Executives. Please come and enjoy this dynamic opportunity to expand your Human Resources knowledge with your Human Resources peers and network with your Fredericton Chapter Members. This event is FREE but you must register before May 28th in order to attend.

HR Professionals need to be involved with the strategic direction and management of their organizations. They must also be able to develop and implement strategy for the services and functions they provide to their internal customers. Pierre will speak about how HR professionals can develop a plan and skill set to allow them to be more strategic in their roles and management practices.

The recruiting of qualified labor is, according to the New Brunswick Economic Council, one of the great challenges of the SME in this province. This reality, combined with disruptions caused by the emergence of the electronic media of communication and the budgetary caution of companies, forces the recruiters to adapt their recruitment strategy. French presentation by Jean Nadeau. Themes explored: 1. The ideal candidate 2. The message and the medium of communication 3. The benefits and challenges to recruit away from urban centers 4. Targeted communication strategy 5. Recruitment tools available in New Brunswick

The Moncton Chapter of HRANB is pleased to offer this great half day professional development opportunity. Two respected experts will provide us with a clear understanding of what is currently happening legally with harassment and bullying and they will then translate it in terms of what it means for us in our organization and how to appropriately manage the before, during and after. Our first speaker, George Raine will discuss legal trends, current cases, changing legislation and other related items that may impact the way we approach bullying and harassment issues in our workplaces. Following will be Sally J. Wells who will speak on the harassment policy in the workplace, what should be included, and how to write an effective harassment policy. She will provide an in-depth look at handling a harassment investigation once a complaint has been received and discuss when to handle the investigation internally, and when outside assistance should be sought. For the past seventeen years Sally has owned and operated a successful practice as a Workplace Consultant in Atlantic Canada. She specializes in workplace assessments, mediation skills training, workplace harassment investigations, and respectful workplace policy and education. George Raine, CHRP, is president of Montana Consulting Group. Over his 34 year HR career he has demonstrated depth expertise in labour relations, organizational culture transformation, workplace assessments, and human rights. George has developed and taught Harassment Advisor and Harassment Investigator courses for DND and teaches labour relations and conflict mediation for the Canada School of Public Service. He has conducted countless harassment investigations, workplace investigations, and workplace assessments for a wide array of clients. As a non-lawyer HR professional who combines a thorough understanding of labour and employment law with an understanding of workplace realities, he has presented nearly 60 arbitration cases, many involving complex human rights issues, with a 95% success rate. The issue of bullying, violence, and harassment in the workplace is a growing area of focus in our practice and George has frequently spoken on these and related topics at many labour law and HR conferences. This will be a practical and interactive session where the speakers will be available to answer your questions. We encourage you to email your questions before June 7 to Solange Gagnon and they will be passed on to the presenters who will do their best to include the answers in their presentation.

The Human Resources Association of New Brunswick (HRANB) is pleased to offer a free webinar to our members on Leveraging HR Best Practices to Enhance Employee Engagement in conjunction with our recent endorsement of Consult Carswell, an online information resource and workflow tool developed with the busy Canadian HR practitioner in mind. Join Brian Kreissl and Yaseen Hemeda from the Consult Carswell team as they provide valuable insight on how employers can leverage recognized HR best practices to drive increased employee engagement and become an employer of choice. This informative webinar will include information on best practices in human resources management, employee engagement and employer branding. The webinar will also include a brief demonstration of Consult Carswell and how it can be used to improve employee engagement and retention and create best practice programs that help to establish your organization as an employer of choice. Consult Carswell® is an innovative online information resource that makes your work life easier by helping to answer all of your toughest HR questions. Yet it also goes far beyond a traditional research product by offering extensive topical commentary, document-building software, presentations, templates, checklists, forms, sample policies, articles, news, legislation, case law, a legal timetable, our new HR Helpline service, and much more – all seamlessly incorporated into one workflow solution – delivered and developed for the Canadian human resources market. For more information see www.consultcarswell.com.

Please note that the deadline to register for the upcoming CHRP National Knowledge exam is September 3, 2013. If you are writing the NKE this June, please note that HRANB is proud to offer our CHRP NKE Preparatory Session again. This program, developed by the British Columbia Human Resources Management Association is now the official NKE preparatory program provided by five provincial HR associations including HRANB. This two-day course is designed to help you consolidate the knowledge you already have and - more importantly - identify where you need to focus additional studying in order to be successful in the National Knowledge Exam. During this interactive workshop, you will receive, review and discuss important HR theory for each competency area. You'll also receive the RPCs, terms, definitions and sample exam questions, which will enable you to identify and rectify knowledge gaps. You Will Learn o The structure and format of the CHRP knowledge exam - components and weightings o An overview of the body of knowledge covered by the exam o To apply the knowledge using sample questions and group activities o How to design and implement an individualized learning plan You Will Receive o a 300+ page manual containing concepts, terminology, principles, legislation and practices from the eight discipline areas covered in the exam o eight glossary exercises (over 350 terms and definitions) you can use to enhance your understanding of HR terminology o over 400 sample questions

Please join us in attending McInnes Cooper’s presentation on new and current legal developments affecting HR professionals. Lucie LaBoissonnière and Dominique Fontaine will present summaries of recent cases from across Canada and discuss how developments in the law may affect you in your day-today duties. A few big cases have made headlines in the legal community in 2013, such as the Supreme Court of Canada’s decision on random drug testing and the Ontario Court of Appeal’s decision on the definition of “workplace” pursuant to occupational health and safety legislation. There are other decisions which have not been quite so groundbreaking but that provide guidance on thorny issues that HR professionals regularly face. Lucie and Dominique look forward to presenting a selection of interesting cases at the breakfast meeting of September 17, 2013.

The Reiss Motivation Profile (RMP) is an innovative profiling tool for the modern HR Professional to gain deeper insight into what truly motivates employees. Personal, professional and leadership development is crucial for HR professionals and organizations. This presentation will demonstrate how the RMP can be used to make better decisions in career, personal and leadership development. The audience will be able to explore their own profile using a brief version of the RMP and recommendations for different applications will be presented and summarized.

Does your organization need a formal Rewards and Recognition program? The answer is no. However, managers, business owners and HR professionals from small businesses to large organizations need motivated and engaged employees. Can rewards and recognition programs improve your bottom line in measurable ways? What is included in reward and recognition programs? How do generational differences factor in reward and recognition programs? As one of Canada`s top employers, Assumption Life has considered all of these factors in its strategy. Rachelle Gagnon, Chief of Organizational Development, will be presenting and facilitating group discussions on what it takes to recognize employees and more specifically top talent.

To establish the best conditions of success in your organization, the development of management skills in human resources is now essential. More than ever, managers and supervisors must adapt to the new socio-economic context:  Decrease of the working population  Shortage of qualified workforce  Increased competition  Difficulties in attracting and retention of the labour force  Working relations affected by cohabitation with the X, Y & C generations  Integrating of immigrants, etc. Briefly, the skills in management and supervision of the human resources will be more and more requested. To do it, the managers and supervisors have to develop their abilities in terms of the continuum of managing RH, that is: the mobilization, the organization, the communication, the evaluation and the adaptation. In order to be able to master these essential skills in the good management of HR, any manager or supervisor must be able to evaluate his competences and to identify and address the differences between his assets and the necessary qualification levels. This presentation will allow the participants to know and to better understand what are the essential skills that managers and supervisors in the human resources management of a company must have and to realize that there is a program which allows management staff to acquire and improve these skills.

Please join us in attending McInnes Cooper’s presentation on new and current legal developments affecting HR professionals. Lucie LaBoissonnière and Dominique Fontaine will present summaries of recent cases from across Canada and discuss how developments in the law may affect you in your day-today duties. A few big cases have made headlines in the legal community in 2013, such as the Supreme Court of Canada’s decision on random drug testing and the Ontario Court of Appeal’s decision on the definition of “workplace” pursuant to occupational health and safety legislation. There are other decisions which have not been quite so groundbreaking but that provide guidance on thorny issues that HR professionals regularly face. Lucie and Dominique look forward to presenting a selection of interesting cases at the breakfast meeting of October 17, 2013.

Do a Google search for Change Management and you'll get about 950,000,000 hits. Ask the average person what it is and you'll get a blank stare. Pick up most articles on the topic and you'll read that 70% of change initiatives fail. Change management has been a hot topic for some time yet it remains a struggle for organizations everywhere. In this presentation, Kevin will tell stories, use examples, and get you involved in exercises to illustrate what he believes are the most important things to know about change management, why so many projects fall short and how HR professionals can play a lead role in shaping an organization that is hungry for ... and capable of change. There won't be any written tests but participation will absolutely be encouraged.

Join us on November 19th for a great breakfast and to learn more about the role of HR and the human factor during process improvement initiatives. We all know that people are the cornerstone of every initiative in the workplace, however, we don’t always know how to create the proper environment to facilitate the change. During this presentation, Marc-André Alary from Direcsys will talk to us about the performance equation and the human element required to meet the objective of a process improvement initiative. How can you influence and change behaviours in a way that will produce the desired results? Learn why and how process improvement initiatives start with change management; how flexibility will allow you to engage your people in the initiative; how to recruit with process improvement in mind. Marc-André, has more than 20 years of experience helping companies achieve their goals. Building on a strong foundation as a Certified Project Manager, Black Belt in Lean Sigma and Train the Trainer, Marc-André is passionate about helping business leaders improve their quality and productivity while eliminating waste within their business processes. Diversity, depth and discipline are keywords that describe Marc-André’s background. He uses his enormous personal energy to generate contagious enthusiasm for change. He has applied Lean and Six Sigma methods to achieve improvements for custom and mass production environments in manufacturing and service industries.

Please join us in attending McInnes Cooper’s presentation on new and current legal developments affecting HR professionals. Lucie LaBoissonnière and Dominique Fontaine will present summaries of recent cases from across Canada and discuss how developments in the law may affect you in your day-today duties. A few big cases have made headlines in the legal community in 2013, such as the Supreme Court of Canada’s decision on random drug testing and the Ontario Court of Appeal’s decision on the definition of “workplace” pursuant to occupational health and safety legislation. There are other decisions which have not been quite so groundbreaking but that provide guidance on thorny issues that HR professionals regularly face. Lucie and Dominique look forward to presenting a selection of interesting cases at the breakfast meeting of November 26, 2013.

All organizations have a need to improve, innovate, and/or grow. Most organizations need to do this faster, cheaper and better than they do today. The most important decisions organizations make are those that focus on how to hire, build and align its people. People are motivated when they understand the purpose (why) and are engaged in improving the processes (how). To create a culture of continuous improvement, HR professionals need to understand the principles, methods and tools of Process Improvement to ensure they hire the right people, build the right competencies, and create alignment around the organization’s processes. Excellent organizations apply Process Improvement to improve what they do, to ensure performance excellence leadership competencies and to promote employee engagement.

Join us on Dec 10th for a great breakfast and to learn more about succession planning and driving a talent plan to success. Despite the best intentions, painstakingly crafted talent plans often fall short of achieving their goals and building capacity. During the presentation, Knightsbridge Robertson Surrette (KBRS) consultants, Tony Case & Ashley Leopold, will shine a light on the obstacles many organizations face in executing their talent plan. Drawing on extensive leadership development experience gained through the active support of leading organizations, we will examine how to assess an organization's ability to support talent plans, monitor talent development, measure progress, and recalibrate. KBRS consultants will present the results of theory in practice by recounting real world examples Atlantic Canadian organizations can relate to. Knightsbridge Robertson Surrette (KBRS) works with organizations to strengthen their most valuable asset, their people. We help our clients seamlessly recruit, develop and optimize talent to create competitive advantages, improve performance and achieve business objectives. We specialize in: - Talent Attraction - Organizational & Leadership Development - Career Management & Transition - Assessment & Coaching In addition to offices in Halifax, Moncton and St. John’s and over 50 professionals located in the region, we are part of Canada’s leading integrated human capital company – Knightsbridge. Through our partnerships and extensive network, we offer our clients the vast resources of an international firm with a tailored approach that fits our community. Knightsbridge Robertson Surrette has the people and services you need when you need stronger people.

In a follow up to the Mental Health in the Workplace session in February 2013, Harold will delve deeper into Anxiety, Depression and impacts on Self-Esteem and work performance. Healthy self-esteem is by definition difficult for many folks to achieve given the various dysfunctional family backgrounds. When one has a mental health disorder, self-esteem is seriously impacted. We will look at how this happens and what we need to do to recover. There are people walking around every day with depression but don't realize they have the illness. Depression, along with anxiety, are the two most common forms of mental illness in the world today. Having a better understanding of mental illness and how to respond in an appropriate manner will help reduce stigma, encourage earlier intervention and put an end to the shame that keeps people chained to secrecy. This work shop is designed to create an awareness of mental illness in general, to recognize signs and symptoms and to understand why mental health first aid is THE band aid that works until appropriate intervention is made available. Harold C. Stevens is a Social Worker by profession who has been involved in adult education during the past 25 years. As a former Executive Director of the Canadian Mental Health Association, Saint John, mental health issues are important to him both professionally and personally. The more awareness the community has about mental illness, the better we can mobilize to reduce the stigma associated with it.

Case studies, best practices, recommendations and questions/answers on the following five topics: 1. Absenteeism 2. Privacy 3. After Acquired Cause 4. Age Discrimination 5. Social Media