Prayer For Protection In A Hostile Environment

Prayers After Holy Communion (EN)

Read in English according to the Jordanville Prayer Book, 1986. Courtesy for POMOG parishioners only. Other visitors are encouraged to purchase these prayers at the Hermitage of the Holy Cross web-site.

Glory to Thee, O God, Glory to Thee, O God, Glory to Thee, O God.

Prayer of Thanksgiving, 1

I thank Thee, O Lord my God, that Thou hast not rejected me, a sinner, but hast vouchsafed me to be a communicant of Thy Holy Things. I thank Thee that Thou hast vouchsafed me, the unworthy, to partake of Thy most pure and heavenly Gifts.

But, O Master, Lover of mankind, Who for our sake didst die and didst rise again, and didst bestow upon us these dread and life-giving Mysteries for the well-being and sanctification of our souls and bodies, grant that these may be even unto me for the healing of both soul and body, for the averting of everything hostile, for the enlightenment of the eyes of my heart, for the peace of the powers of my soul, for faith unashamed, for love unfeigned, for the fullness of wisdom, for the keeping of Thy commandments, for an increase of Thy divine grace, and for the attainment of Thy kingdom; that being preserved by them in Thy holiness, I may remember Thy grace always, and no longer live for myself, but for Thee, our Master and Benefactor; and thus when I shall have departed this life in hope of life eternal, I may attain unto everlasting rest, where the sound of them that keep festival is unceasing, and the delight is endless of them that behold the ineffable beauty of Thy countenance. For Thou art the true desire and the unutterable gladness of them that love Thee, O Christ our God, and all creation doth hymn Thee unto the ages. Amen.

Prayer 2, of Basil the Great

O Master Christ God, King of the ages and Creator of all things, I thank Thee for all the good things which Thou hast bestowed upon me, and for the communion of Thy most pure and life creating Mysteries.

I pray Thee, therefore, O Good One and Lover of mankind: Keep me under Thy protection and in the shadow of Thy wings; and grant me, even until my last breath, to partake worthily, with a pure conscience, of Thy Holy Things, unto the remission of sins and life eternal.

For Thou art the Bread of life, the Source of holiness, the Giver of good things; and unto Thee do we send up glory, together with the Father and the Holy Spirit, now and ever, and unto the ages of ages. Amen.

Prayer 3, Verses of Metaphrastes

O Thou Who givest me willingly Thy Flesh as food, Thou Who art fire that doth consume the unworthy, let me not be scorched, O my Creator. But rather, enter Thou into my members, into all my joints, my reins, my heart. Burn up the thorns of all my sins. Purify my soul, sanctify my thoughts.

Strengthen my substance together with my bones. Enlighten my simple five senses. Nail down the whole of me with the fear of Thee. Ever protect, preserve, and keep me from every soul-corrupting deed and word. Purify, cleanse, and adorn me; make me comely, give me understanding, and enlighten me.

Show me to be the dwelling-place of Thy Spirit alone, and no longer the habitation of sin; that from me as Thine abode through the entry of Communion, every evildoer, every passion may flee as from fire.

For Thou alone art our sanctification, O Good One, and the radiance of our souls, and unto Thee as God and Master, we all send up glory, as is meet, every day.

Prayer 4

O Lord Jesus Christ our God, may Thy holy Body be unto me for life eternal, and Thy precious Blood for the remission of sins; and may this Eucharist be unto me for joy, health, and gladness. And at Thy dread Second Coming vouchsafe me, a sinner, to stand at the right hand of Thy glory, through the intercessions of Thy most pure Mother and of all the saints.

Prayer 5, to the Most Holy Theotokos

O most holy Lady Theotokos, light of my darkened soul, my hope, protection, refuge, consolation, my joy: I thank thee that thou hast vouchsafed me, who am unworthy, to be a partaker of the most pure Body and precious Blood of thy Son.

O thou who gavest birth to the True Light, do thou enlighten the spiritual eyes of my heart; thou who gavest birth to the Source of immortality, revive me who am dead in sin; thou who art the lovingly-compassionate Mother of the merciful God, have mercy on me, and grant me compunction and contrition in my heart, and humility in my thoughts, and the recall of my thoughts from captivity. And vouchsafe me, until my last breath, to receive without condemnation the sanctification of the most pure Mysteries, for the healing of both soul and body; and grant me tears of repentance and confession, that I may hymn and glorify thee all the days of my life, for blessed and most glorious art thou unto the ages. Amen.

Prayer of St. Symeon

Now lettest Thou Thy servant depart in peace, O Master, according to Thy word; for mine eyes have seen Thy salvation, which Thou hast prepared before the face of all peoples, a light of revelation for the Gentiles, and the glory of Thy people Israel.

Trisagion

Holy God, Holy Mighty, Holy Immortal, have mercy on us. (Thrice)

Glory to the Father, and to the Son, and to the Holy Spirit, both now and ever, and unto the ages of ages. Amen.

O Most Holy Trinity, have mercy on us. O Lord, blot out our sins. O Master, pardon our iniquities. O Holy One, visit and heal our infirmities for Thy name’s sake.

Lord, have mercy. (Thrice)

Glory to the Father, and to the Son, and to the Holy Spirit, both now and ever, and unto the ages of ages. Amen.

Our Father, Who art in the heavens, hallowed be Thy name. Thy kingdom come, Thy will be done, on earth as it is in heaven. Give us this day our daily bread, and forgive us our debts, as we forgive our debtors; and lead us not into temptation, but deliver us from the evil one.

Liturgy of St. John Chrysostom: Troparion, Tone 8

Grace shining forth from thy mouth a beacon hath illumined the universe, and disclosed to the world treasures of uncovetousness, and shown us the heights of humility; but while instructing by thy words, O Father John Chrysostom, intercede with the Word, Christ our God, to save our souls.

Glory to the Father and to the Son, and to the Holy Spirit.

Kontakion, Tone 6

From the heavens hast thou received divine grace and by thy lips thou dost teach all to worship the One God in Trinity, O John Chrysostom, all-blessed righteous one. Rightly do we acclaim thee, for thou art a teacher revealing things divine.

Liturgy of St. Basil the Great: Troparion, Tone 1

Thy fame hath gone forth into all the earth, which hath received thy word. Thereby thou hast divinely taught the Faith; thou hast made manifest the nature of created things; thou hast made the moral life of men a royal priesthood. O Basil, our righteous father, intercede with Christ God that our souls be saved.

Glory to the Father and to the Son, and to the Holy Spirit.

Kontakion, Tone 4

Thou didst prove to be an unshakable foundation of the Church, giving to all mortals an inviolate lordship, and sealing it with thy doctrines, O righteous Basil, revealer of heavenly things.

Both now and ever, and unto the ages of ages. Amen.

O protection of Christians that cannot be put to shame, O mediation unto the Creator unfailing, disdain not the suppliant voices of sinners; but be thou quick, O good one, to help us who in faith cry unto thee; hasten to intercession and speed thou to make supplication, thou who dost ever protect, O Theotokos, them that honour thee.

Lord, have mercy. (Twelve times)

Glory to the Father, and to the Son, and to the Holy Spirit, both now and ever, and unto the ages of ages. Amen.

Through the prayers of our holy fathers, O Lord Jesus Christ, our God, have mercy on us and save us. Amen.

Источник: //pomog.org/prayers-after-holy-communion-en/

The Complete Guide to a Hostile Work Environment in 2019

A hostile work environment can look many things.

The ambiguous word hostile is the issue.Founders, partners, managers, supervisors, human resources experts and legal professionals have all struggled to pin down what constitutes a “hostile work environment” and how to help employees who think they’re facing one.

The ambiguous word “hostile” is the issue.

Over classifying workplace issues as hostile takes away from the severity of the term, but under classifying issues leads to management mishandling allegations.

The Legal Dictionary formally defines hostile work environment as “unwelcome or offensive behavior in the workplace, which causes one or more employees to feel uncomfortable, scared, or intimidated in their place of employment”.

Learn how to identify several different types of unwelcome behavior with this11 Types of Workplace Harassment Cheat Sheet.

In other words, a hostile work environment is the sum of actions, communications or behaviors from a work acquaintance (colleague, boss, client, vendor) that alter the terms, conditions, or expectations of a comfortable workplace for an employee.

What is NOT a Hostile Work Environment?

A common misconception is that a hostile work environment is a place that’s generally unpleasant.

A bad boss contributes to a poor workplace. A lack of perks is inconvenient. A loud coworker is obnoxious.

Feeling overworked, underpaid, or generally unhappy is sometimes a reality.Treating staff and colleagues badly makes little business sense and will drive away remarkable employees, but it’s not illegal.

Feeling overworked, underpaid, or generally unhappy is sometimes a reality.

For a work environment to be illegally hostile, it needs to go beyond minor inconveniences, casual joking and general rudeness.

(But, this also doesn’t mean bullying needs to be an innate part of the company culture. This webinar by Timothy Dimoff outlines some of the ways that companies can implement a no-bullying culture in the workplace.)

So, when does a hostile environment at work cross that line from legal to illegal?

When is Hostile Behavior Illegal?

Winning hostile work environment cases typically meet the same criteria.It’s hard to say when a hostile environment becomes illegal since there’s no exact formula that judges use.

First, cases of hostile work environments are extremely subjective and fact-specific.

Second, there’s rarely a smoking gun (the bully admitting their wrong-doing).

And third, because there’s no smoking gun, the case is proven through the sum of the circumstances. The courts consider all aspects of the situation, including the frequency and severity of the hostile behavior.

Winning hostile work environment cases typically meet the same criteria. For the behavior to be illegal, it’s ly:

• Discriminatory in nature
• Pervasive

• Severe
• Unwelcome (of course)

1. It’s Discriminatory

Title VII of the Civil Rights Act (1964) protects employees who are discriminated against their gender, race, color, national origin and religion.

Discrimination against the “weak” is also illegal, including employees who have a disability, take medical leave, or use workers’ compensation.

Discriminatory comments these often said casually, with a smile, or played off as a joke.

But being discriminated against creates a hostile atmosphere for the employee, where they feel unsafe and disrespected by their employer.

And this behavior that violates Title VII is what helps an employee pursue legal action.

Check out this video for a quick explanation of hostile work environments:

• The rules don’t apply to all employers.

Title VII does not apply to small businesses (those with 14 or fewer employees), Indian tribes, private member clubs exempt from taxation and employers of foreign nationals outside the United States.

• There is a statute of limitations for filing a claim under Title VII.

An employee has up to 180 days (six months) from the date of the last discriminatory act to file a charge with the EEOC.

In extreme situations, severity outranks longevity and one single event is enough to create a hostile environment.In most cases for a hostile work environment to be illegal, the actions that create the hostility are pervasive and long-lasting and not limited to one or two remarks.

In extreme situations, severity outranks longevity and one single event is enough to create a hostile environment.

A court will use objectivity to measure pervasiveness by asking:

Would any ordinary employee in similar circumstances find that this behavior creates a hostile work environment?

3. It’s Severe

Behavior that creates a hostile work environment needs to be objectively severe to warrant legal action. The actions, behavior, or communications of a person in the workplace must seriously disrupt and negatively affect the employees work.

It may be severe in the sense that it interferes with career progress, by pushing the employee to avoid the workplace, call in sick, or underperform from stress.

Severe is subjective, though, which makes the situation difficult to gauge. An important distinction is that the law isn’t meant to protect against casual teasing, blunt comments and minor, isolated incidents.

all forms of misconduct, inappropriate behavior and harassment, the incident needs to be unwelcome.

There typically needs to be some form of proof that the victim asked the hostile individual to stop but the behavior continued (such as reaching out to Human Resources to report the behavior).

This is a surefire sign that the conduct was unwelcome.

You need the right tools at the right time to support your employees. Here’s an incident report template.

Most successful hostile work environment lawsuits tell a similar tale.Large-scale bullying that creates a hostile work environment may also be valid in court thanks to the 1935 National Labor Relations Act (NLRA).

Section 7 of the NLRA says that:

Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection.

This means that employees of privately-owned companies have additional rights encouraging them to address unethical, unsafe work conditions. And, if they do so, they are legally protected against retaliation.

Most successful hostile work environment lawsuits tell a similar tale.

1. Were the incidents unwelcome?
2. Were the incidents discriminatory towards a protected class?
3. Did the incidents occur repeatedly over a period of time?
4. Was the incident both objectively and subjectively hostile?

If the answers to these are all yes, you might be at risk of a lawsuit.

How Much Does It Cost a Company?

When Employee #1 is off making sexist comments towards Employee #2, not only is productive work time lost, but Employee #2 might take stress leave, use sick days to stay home and avoid the bully, file a workers’ compensation claim or even be pushed into resignation.

A recent study by Harvard Business School found that toxic workers cost companies more than $10,000 in employee turnover alone.

On top of that price are litigation costs, regulatory penalties and reduced employee morale (more sick days and less work done).

Not only is there a monetary price to pay, hostile behavior at work causes dangerous levels of stress, sometimes leading to severe illnesses.

There is a series of trends that seem to arise from studies these.According to a 2015 study conducted by Rand Corp., Harvard Medical School and the University of California, nearly 20% of employees have been exposed to a hostile work environment.

This includes things verbal abuse, sexual harassment, threats, humiliating behavior and bullying.

There is a series of trends that seem to arise from studies these.

Individual Trends

Less educated workers, those who deal directly with customers, and younger workers are more ly to experience harassment at work.

Men are more ly to experience verbal abuse and women are more ly to experience unwanted sexual attention.

Career-based Trends

Certain industries and career paths are more affected as well. Nurses experience a great deal of hostility from stressed patients and even other nurses.

The fast-paced and competitive nature of law firms and sales companies seem to attract certain (hostile) personalities.

Widespread social media use has significantly impacted how we understand harassment and hostile work environments.

Former hostile work environment cases that have been brought up include: setting up a group to shame a colleague; posting inappropriate photos of a colleague; and sending repeated, uninvited chats.

One way to better protect a company from social media harassment claims is to implement a coherent social media policy.

A social media policy can do more than prevent harassment between colleagues. Find out what other useful things you can address with this Social Media Policy Checklist.

Also, remind management that negative behavior is the same whether it took place online or offline. Deal with social media harassment the same way you deal with all other harassment.

Case: Benny Boyd Auto Group

Hurst held on until November 2012 when he resigned.In 2015, Benny Boyd Auto Group was found guilty of discriminating against a disabled employee and subjecting him to a hostile environment at work.

Five years earlier, in December 2010, Randall Hurst was offered a position as General Manager of the Benny Boyd dealership in Lubbock, Texas.

In addition to an impressive salary, the company promised Hurst that he would receive a partnership role. As a partner, Hurst would have a stake in the store and receive additional compensation for good performance.

Randall Hurst’s Diagnosis

Nearly six months later, in May of 2011, Randall Hurst was diagnosed with multiple sclerosis (MS) and his medical condition was disclosed to upper management.

Hurst carried on working with the disease for about a year, until March 2012, when he began asking about the promise to be a partner. He was met with hostile comments about his disability and threats about his future with the company. His supervisor allegedly asked:

Are you a cripple?

And warned:

You’re on your last quarter, buddy, since you have MS.

Hurst held on until November 2012 when he resigned.

After the Resignation

Hurst informed the U.S. Equal Employment Opportunity Commission (EEOC) of the harassment, denial of partnership, and constructive discharge. After investigating, the EEOC made a claim against Benny Boyd Auto Group for disability discrimination.

In February 2015, Hurst won the settlement.

The dealership in Lubbock is no longer in business and has been removed from the company website. Before returning to business in the area (if they ever do), the company must:

1. Modify its anti-harassment policy to include disability discrimination
2. Provide training on disability discrimination laws
3. Post a formal notice prohibiting disability discrimination in the workplace

Eliminating Hostile Behaviors

Employers run the risk of employees filing lawsuits against them for failing to fix a hostile atmosphere caused by an employee, or even fostering one themselves.

If an employee finds that someone else’s behavior is creating a hostile environment for them, it’s best to address the issue early before things get hand.

Is an Employee the Problem?

A workplace should be well-equipped with in-house resources. In many cases, the offending employee doesn’t know that their behavior has offended the victim. Issues these are relatively simple to resolve.

Approach the situation by clearing the lines of communication.Employees should be given the opportunity to report any issues they’re having with other colleagues, and they should feel confident that their complaint will be taken seriously.

Approach the situation by clearing the lines of communication. Explain that the harassers behavior is offensive, inappropriate, or discriminatory.

If a hostile working environment is being encouraged by senior-level staff, the best way to approach the situation is by changing the culture of the company.

Encourage change by:

• Implementing training focused on the many types of discrimination
• Implementing training focused on hostile work environments in general
• Building and strengthening relationships through company events
• Developing strict policies and guidelines concerning behavior at work (such as a Code of Conduct)
• Enforcing these policies – don’t let them collect dust

The Best Way to Stop Hostility at Work Right Now?

Nip it in the bud.

The Department of Labor found that the most effective way to reduce harassing and hostile behavior is to categorize it as misconduct. Eliminate the behaviors or actions before they become severe and long-lasting enough to violate the law.

Learn a lesson from the Benny Boyd Auto Group and fix the situation before it escalates.

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