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Shelsu Pacific Law
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Shelsu Pacific Law
about
services
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about
services
contact
In memory of Bud White. An extraordinary life, and a dear friend. - Shelley Ball #inmemoryofBudWhite
When we talk about systems, we are not talking about individuals, isolated mistakes, or exceptional cases. We are talking about structures that normalize silence, processes that protect the organization before people, and decision-making mechanisms t
Similar situations don’t carry the same weight. Role, authority, and relational dynamics change how actions are received and experienced. What feels neutral in one context can become inappropriate in another. Not because of intent alone, but be
Harm isn’t always gradual. It doesn’t always announce itself. Sometimes it arrives fully formed, disruptive, and impossible to ignore. That’s why prevention isn’t just about spotting early warning signs. It’s about under
Leadership isn’t defined by how much control you exercise. It shows in the structures you put in place, the tone you set, and the patterns you allow to continue. Most harm doesn’t come from a single moment. It builds over time through un
End-of-year celebrations, holiday parties, team dinners, company anniversaries, promotions, milestones and wins worth celebrating are all part of professional life. They matter because they bring people together and help build culture. But a relaxed
A single comment might seem harmless. Repeated comments change context. What’s framed as a compliment can become pressure, discomfort, or intrusion when it happens again and again. Impact isn’t defined by intent, but by patterns. In profe
These are internal thoughts. Nothing is said out loud. In rooms that appear calm, neutral, and professional, harm doesn’t always announce itself through visible behavior. It often shows up as silence, self-doubt, minimization, and fear of cons
As we close 2025, here’s a real question: What behaviours are we finally ready to leave behind at work? Too often, what gets normalized in the name of harmony, informality, or “good intentions” slowly undermines trust and safety. N
Have you ever felt slowly pushed to the margins at work, without anyone saying it out loud? Not being included in conversations, decisions, or informal exchanges isn’t always accidental. When it happens repeatedly, it can shape behaviour, sile
Harassment isn’t about what was intended. It’s about how it landed. Good intentions don’t cancel real harm. Impact is what actually matters. Awareness, accountability, and proper processes aren’t optional. They’re the ba

© 2024 Shelsu Pacific Law l shelley@shelsu.com