What is EQUAL EMPLOYMENT OPPORTUNITY? What does EQUAL EMPLOYMENT OPPORTUNITY mean? EQUAL EMPLOYMENT OPPORTUNITY meaning - EQUAL EMPLOYMENT OPPORTUNITY definition - EQUAL EMPLOYMENT OPPORTUNITY explanation. SUBSCRIBE to our Google Earth flights channel - https://www.youtube.com/channel/UC6UuCPh7GrXznZi0Hz2YQnQ Source: Wikipedia.org article, adapted under https://creativecommons.org/licenses/by-sa/3.0/ license. Equal employment opportunity is equal opportunity in employment. Examples of legislation to foster it or to protect it from eroding include the U.S. Equal Employment Opportunity Commission, which was established by Title VII of the Civil Rights Act of 1964 to assist in the protection of United States employees from discrimination. The law was the first federal law designed to protect most US employees from employment discrimination based upon that employee's (or applicant's) race, color, religion, sex, or national origin (Public Law 88-352, July 2, 1964, 78 Stat. 253, 42 U.S.C. Sec. 2000e et. seq.). Employment discrimination entails areas such as firing, hiring, promotions, transfer or wage practices and it is also illegal to discriminate in advertising, referral of job applicants, or classification. The Title is pertinent in companies affecting commerce that have fifteen or more employees. The Equal Employment Opportunity Commission (EEOC) is section 705 of the title. Equal employment opportunity was further enhanced when President Lyndon B. Johnson signed Executive Order 11246 on September 24, 1965, created to prohibit federal contractors from discriminating against employees on the basis of race, sex, creed, religion, color, or national origin. Along with those five protected classes, more recent statutes have listed other traits as "protected classes," including the following: The Age Discrimination in Employment Act of 1967 has protected those aged 40 and over but does not protect those under the age of 40. The Americans with Disabilities Act of 1990 protects individuals who possess, or are thought to possess, a wide range of disabilities, ranging from paraplegia to Down Syndrome to autism. However, it does not force an employer to employ a worker whose disability would create an "undue hardship" onto his business (for example, a paraplegic cannot work on a construction site, and a blind person cannot be a chauffeur). Similar protections have been in place for Federal employees and customers of federal agencies and contractors since 1973 under the Rehabilitation Act. The Genetic Information Nondiscrimination Act of 2008 forbids discrimination on the basis of family history and genetic information. The Vietnam Era Veterans Readjustment Assistance Act of 1974 forbids discrimination on the grounds of a worker's military history, including any effects that the battlefield might have had on the worker's psyche. Twelve states, over one hundred local governments, and the District of Columbia have passed statutes that forbid discrimination on the basis of sexual orientation; also, the Employment Non-Discrimination Act would allegedly make sexuality a protected class, but this bill has yet to pass Congress. The executive order also required contractors to implement affirmative action plans to increase the participation of minorities and women in the workplace. Pursuant to federal regulations, affirmative action plans must consist of an equal opportunity policy statement, an analysis of the current work force, identification of problem areas, the establishment of goals and timetables for increasing employment opportunities, specific action-oriented programs to address problem areas, support for community action programs, and the establishment of an internal audit and reporting system.
Views: 568 The Audiopedia
Upcoming Affirmative Action Plan Requirements for Federal Contractors and Subcontractors (video) by Rebecca A. Winterscheidt In this video version of Workplace Word, Snell & Wilmer partner Rebecca Winterscheidt discusses several new Office of Federal Contract Compliance Programs (OFCCP) rules that will affect federal contractors' and subcontractors' affirmative action programs. The new requirements become effective on March 24, 2014. The OFCCP rules are designed to improve employment opportunities for protected veterans and qualified workers with disabilities. Status reporting requirements will change significantly, and new annual hiring benchmarks have been set for both groups. Companies may wish to evaluate their affirmative action plans and the infrastructures they have set up to collect and report data. ©2014 All rights reserved. Notice: As part of our effort to inform you of changes in the law, Snell & Wilmer provides legal updates regarding general legal issues. Please be aware that these updates are provided as a courtesy and will not establish or reestablish an attorney-client relationship or assumption of responsibility by Snell & Wilmer to take any action with respect to your legal matters. The purpose of the updates is to provide viewers general information about recent changes in the law that may impact their business. The updates should not be considered legal advice or opinion because their individual contents may not apply to the specific facts of a particular case.
Views: 639 SnellWilmer
OFCCP's Latest Direction Regarding Affirmative Action For Job Applicants With Disabilities with Megan Norris, J.D. and Bindu Kolli J.D. Legal Issues in Higher Education Conference University of Vermont Davis Center October 8-10, 2012
Views: 78 UVM Continuing Ed
Section 501 of the rehabilitation act employment individuals ada and key sections american 1973 wikipedia. Rehabilitation act of 1973 house office the legislative counselequal opportunity guidance rehabilitation national association deaf nad. 12201 12204 and 12210), as such sections relate to 29 cfr 1614. Section 501 prohibits employment discrimination against individuals with disabilities in the federal sector. Sections 501 and 505 of the rehabilitation act 1973 eeoc. Federal laws prohibiting job discrimination hill & associates, pc. Federal agencies the rehabilitation act of 1973 is a federal law, codified as 29 u. Act), as amended, these sections will appear in volume 29 of the united states code, beginning at section 791. 203 rehabilitation act. Lii legal the rehabilitation act of 1973 (rehab act) earn. 203 implementing section 501 of the rehabilitation act of 1973 the section 501 rule, as amended (2017), codifies a variety of obligations currently title vii of the civil rights act of 1964 (title vii), which prohibits employment and local governments;; Sections 501 and 505 of the rehabilitation act of 1973, 7 jan 2016 an act to replace the vocational rehabilitation act, to extend and revise under section 501(c)(3) of the internal revenue code of 1986 1 sep 2015 the civil rights act of 1964 prohibits employment discrimination based on race, color sections 501 and 505 of the rehabilitation act of 1973 section 501 of the rehabilitation act of 1973 requires the federal government to practice affirmative action to hire and to promote workers with disabilities section 504, rehabilitation act of 1973 and the provisions of sections 501 through 504, and 510, of the americans with disabilities act of 1990 (42 u. C the rehabilitation act of 1973 (p. Googleusercontent search. Lii legal 29 cfr 1614. Partnership on employment rehabilitation and the provisions of sections 501 through 504, 510, americans act 1990 (42 u. Section 505 contains provisions governing remedies and attorney's fees under section 501 of this act prohibits discrimination on the basis disability in federal employment requires agencies to establish affirmative action plans for hiring, placement, advancement people with disabilities rehabilitation applicants. Section 501 policy brief employer assistance and resource network. Department of labor odep office disability employment. 93 112), as amended, prohibits discrimination in employment in three areas. Cthe principal sponsor of the bill was rep voting accessibility for elderly and handicapped act national voter registration section 501 rehabilitation 1973, as amended 29 u. C rehabilitation act of 1973, sections 501 and 505 section prohibits employment discrimination against individuals with disabilities in the federal sector on basis disability requires affirmative action nondiscrimination by 26 sep 1973 an to replace vocational act, extend revise 501secof this section, continuity session is broken only adjournment congress sine provi
Views: 61 Pan Pan 3
Basing employment decisions on factors other than worker qualifications is generally illegal in the United States. The costs of litigation, penalties, and harm to the company’s reputation can be substantial when violations occur. Equal employment opportunity means that employment decisions must be made on the basis of job requirements and worker qualifications. With the enactment of the Civil Rights Act of 1964 (Title VII), workers of all backgrounds were provided a more level playing field in terms of employment opportunities. Since then, a number of additional laws and executive orders have been implemented to prohibit illegal discrimination in the workplace. Unlawful discrimination occurs when those decisions are made based on protected characteristics, which are individual attributes such as race, age, sex, disability, or religion that are protected under EEO laws and regulations. Federal protected classes include Race, Color, Religion, National origin, Sex, Age, Physical or mental disability, Veteran status, Genetic information, and Citizenship. Government agencies responsible for enforcing laws issue guidelines and rules to provide details on how the law will be implemented. Employers then use these guidelines to meet their obligations in complying with the laws. The two main enforcement bodies for EEO are the Equal Employment Opportunity Commission (EEOC) and the U.S. Department of Labor (DOL) (in particular, the Office of Federal Contract Compliance Programs [OFCCP]). Discrimination remains a concern as the U.S. workforce becomes more diverse. HR professionals need to be sensitive to trends in the workplace that can precipitate negative legal actions.
Views: 258 Gregg Learning
The OFCCP is proposing to revise the regulations of Section 503 of the Rehabilitation Act. Section 503 prohibits federal contractors and subcontractors from discriminating on the basis of disability, and requires affirmative action on behalf of qualified individuals with disabilities. The proposed regulations outline the specific actions a contractor must take regarding recruiting, training, record-keeping and policy dissemination. Under the proposed regulations, contractors would be required to develop and maintain specific data sets relating to individuals with disabilities. Finally, the proposed regulations establish a utilization goal for individuals with disabilities. According to Secretary of Labor Hilda Solia, "this proposed rule represents one of the most significant advances in protecting the civil rights of workers with disabilities since the passable of the Americans with Disabilities Act." In this installment, we talk about the proposed revisions to Section 503 with Leigh Nason. Ms. Nason is a shareholder in the Columbia, South Carolina office of Ogletree Deakins, and she chairs the firm's Affirmative Action and OFCCP Compliance Practice Group.
Views: 57 TheProactiveEmployer
In this video the discussion of Equal employment opportunitys are being discussed. https://en.wikipedia.org/wiki/Equal_employment_opportunity Equal employment opportunity is equal opportunity in employment. Examples of legislation to foster it or to protect it from eroding include the U.S. Equal Employment Opportunity Commission, which was established by Title VII of the Civil Rights Act of 1964 to assist in the protection of United States employees from discrimination. The law was the first federal law designed to protect most US employees from employment discrimination based upon that employee's (or applicant's) race, color, religion, sex, or national origin (Public Law 88-352, July 2, 1964, 78 Stat. 253, 42 U.S.C. Sec. 2000e et. seq.). Employment discrimination entails areas such as firing, hiring, promotions, transfer or wage practices and it is also illegal to discriminate in advertising, referral of job applicants, or classification. The Title is pertinent in companies affecting commerce that have fifteen or more employees. The Equal Employment Opportunity Commission (EEOC) is section 705 of the title. Equal employment opportunity was further enhanced when President Lyndon B. Johnson signed Executive Order 11246 on September 24, 1965, created to prohibit federal contractors from discriminating against employees on the basis of race, sex, creed, religion, color, or national origin. Along with those five protected classes, more recent statutes have listed other traits as "protected classes," including the following: The Age Discrimination in Employment Act of 1967 has protected those aged 40 and over but does not protect those under the age of 40. The Americans with Disabilities Act of 1990 protects individuals who possess, or are thought to possess, a wide range of disabilities, ranging from paraplegia to Down Syndrome to autism. However, it does not force an employer to employ a worker whose disability would create an "undue hardship" onto his business (for example, a paraplegic cannot work on a construction site, and a blind person cannot be a chauffeur). Similar protections have been in place for Federal employees and customers of federal agencies and contractors since 1973 under the Rehabilitation Act. The Genetic Information Nondiscrimination Act of 2008 forbids discrimination on the basis of family history and genetic information. The Vietnam Era Veterans Readjustment Assistance Act of 1974 forbids discrimination on the grounds of a worker's military history, including any effects that the battlefield might have had on the worker's psyche. Twelve states, over one hundred local governments, and the District of Columbia have passed statutes that forbid discrimination on the basis of sexual orientation; also, the Employment Non-Discrimination Act would allegedly make sexuality a protected class, but this bill has yet to pass Congress. The executive order also required contractors to implement affirmative action plans to increase the participation of minorities and women in the workplace. Pursuant to federal regulations, affirmative action plans must consist of an equal opportunity policy statement, an analysis of the current work force, identification of problem areas, the establishment of goals and timetables for increasing employment opportunities, specific action-oriented programs to address problem areas, support for community action programs, and the establishment of an internal audit and reporting system.
Views: 13 Old Movies Reborn
71th Annual Conference on Labor: Labor and Employment Law Initiatives, Proposals, and Developments During the Trump Administration June 8, 2018 Center for Labor and Employment Law Panelists discuss "Hire American" policies and the impact on the US labor market, developing affirmative action plans, and using AI to evaluate employment law decisions. Panelists •Charlotte Alexander, Georgia State University •Destiny Dike, NYU School of Law •Michael Mandel, Kuff McGuire & Margolis •Matthew Thompson, Charles River Associates •Timothy Scott, Fisher Phillips •Quenton Wright, Charles River Associates
Views: 34 NYU School of Law
Twenty-two years after George H.W. Bush signed the American Disability Act into law, questions remain on whether the law prevents hiring discrimination of disabled workers. Judy Woodruff talks to U.S. Business Leadership Network's Jill Houghton and Sen. Tom Harkin (D-Iowa) about efforts to employ more disabled people.
Views: 1568 PBS NewsHour
https://democracynow.org - The New York Times is reporting the Justice Department is preparing to investigate universities’ affirmative action policies for anti-white bias, in what critics say is the latest assault against civil rights by Attorney General Jeff Sessions. The Times says the Justice Department sent out an internal announcement looking for lawyers to lead "investigations and possible litigation related to intentional race-based discrimination in college and university admissions." The Supreme Court has upheld the constitutionality of affirmative action policies, which take race and ethnicity into account in college admissions in efforts to address centuries of institutionalized discrimination against people of color and women. We speak with Nikole Hannah-Jones, an award-winning reporter covering racial injustice at The New York Times Magazine. Democracy Now! is an independent global news hour that airs weekdays on nearly 1,400 TV and radio stations Monday through Friday. Watch our livestream 8-9AM ET: https://democracynow.org Please consider supporting independent media by making a donation to Democracy Now! today: https://democracynow.org/donate FOLLOW DEMOCRACY NOW! ONLINE: Facebook: http://facebook.com/democracynow Twitter: https://twitter.com/democracynow YouTube: http://youtube.com/democracynow SoundCloud: http://soundcloud.com/democracynow Daily Email: https://democracynow.org/subscribe Google+: https://plus.google.com/+DemocracyNow Instagram: http://instagram.com/democracynow Tumblr: http://democracynow.tumblr.com Pinterest: http://pinterest.com/democracynow iTunes: https://itunes.apple.com/podcast/democracy-now!-audio/id73802554 TuneIn: http://tunein.com/radio/Democracy-Now-p90/ Stitcher Radio: http://www.stitcher.com/podcast/democracy-now
Views: 5370 Democracy Now!
Court decisions and administrative rulings have helped define several basic EEO concepts. The four key concepts help clarify key EEO ideas that lead to fair treatment and nondiscriminatory employment decisions, business necessity, BFOQ, burden of proof, and nonretaliatory practices. Even though HR professionals and operating managers may follow these actions, EEOC investigations sometimes occur when allegations of retaliation and other forms of unlawful discrimination are advanced. Human resource professionals must develop a plan that enables a response to allegations and protects the interests of both the organization and its employees.
Views: 105 Gregg Learning
The second of a four-part video recording of a disability employment symposium. This symposium focused on employment approaches and technology that helps people with disabilities with work, community living, and independence. Persons with Developmental Disabilities (PDD) program http://humanservices.alberta.ca/disability-services/pdd.html
Views: 93 YourAlberta
Why can’t an employer discriminate against me? https://www.mooreandassociates.net/ The U.S. Supreme Court has defined seven protected classes in which an employer cannot discriminate upon. These seven classes include: • Age • Race • National origin • Religious affiliation • Disability status • Gender • Ethnicity • Religion It is illegal for any employer to discriminate against a worker or potential worker on the sole basis of one of the classes mentioned above. What laws protect me from being discriminated against by an employer? There are several laws that protect individuals and their rights and it is the duty of our Houston labor and employment law attorneys here at Moore & Associates to inform you on what these are. Below our employment law attorneys outline which laws have been established and protect you from being discriminated against in any place of employment: • Title VII of the Civil Rights Act of 1964- Prohibits employment discrimination based on race, color, religion, sex, or national origin. • Equal Pay Act of 1963- Protects men and women who perform substantially equal work from sex-based wage discrimination. • Age Discrimination in Employment Act of 1967- Protects individuals who are 40 years and older from being discriminated against by an employer. • Title I and Title V of the American with Disabilities Act of 1990- Protects individuals with disabilities from being discriminated against who are qualified to work in a private sector, and in state and local governments. • Sections 501 and 505 of the Rehabilitation Act of 1973- Protects individuals with disabilities who are qualified to work in the federal government. • Title II of the Genetic Information Nondiscrimination Act of 2008- Protects employees from being discriminated against based on their genetic information. • Civil Rights Act of 1991- This provides monetary damages to individuals who are victims of intentional employment discrimination. [Source: U.S. Equal Employment Opportunity Commission]. Although the work field has rapidly progressed from what it was like years ago, discrimination is still present and very much alive. At Moore & Associates, our Houston employment law lawyers pride ourselves in standing up for your rights if you believe you have been discriminated against. We also work to ensure that your employer is recognized for his or her illegal behavior. What types of discriminatory practices are prohibited under state and federal laws? It is illegal for an employer to discriminate against anyone in any aspect of employment including: • Hiring and firing • Compensation, assignment, or classification of employees • Transfer, promotion, layoff, or recall • Job advertisements • Recruitment • Testing • Use of company facilities • Training and apprenticeship programs • Fringe benefits • Pay, retirement plans, and disability leave • Other terms and conditions of employment If you believe your employer has discriminated against you and you work in the Houston, TX area, our labor law attorneys here at Moore & Associates in Houston will investigate your matter to determine whether you have in fact been discriminated against and if so, fight to protect your rights. If you would like a free consultation to discuss your matter in further detail, don’t hesitate to contact our firm by calling 713-222-6775.
In conjunction with his Spring 2017 law class, Race and the Law: Exploring the Law through Critical Race Theory and Other Lenses, Dr. Gregory J. Vincent presented his lecture on affirmative action Wednesday evening, titled “From Plessy to Fisher, The Quest for Racial Justice: Then and Now.” This lecture is part of the Heman Sweatt Symposium on Civil Rights and the DDCE 10th Anniversary Lecture Series.
Views: 128 UT DDCE
Vietnam era veterans' readjustment assistance act of 1974 vietnam veterans (vevraa) phr. The vietnam era veterans' readjustment assistance act of 1974 (or vevraa, 38 u. Long anticipated vietnam era veterans' readjustment assistance 38 u. Vietnam era veterans readjustment assistance act united states new rules vietnam veterans'. Vietnam era veterans' readjustment assistance act wikipedia. On september 24, 2013, the u. What it provides vra allows veterans employment opportunities act of 1998 (veoa). Vietnam era veterans' readjustment assistance act practical law. Wikipedia wiki vietnam_era_veterans. The veterans' readjustment benefits act (amended by the vietnam feds hire vets special hiring authorities for veterans. Veterans employment opportunities act of 1998 (veoa);. Code, section 4212 generally covers employers with federal contracts or subcontracts that meet the threshold amount specified in statute vietnam era veterans' readjustment assistance act (vevraa) requires covered government contractors and subcontractors to take affirmative of more 16 oct 2013 one rule updates requirements under 1974 other 38 u. Code 4212 veterans' employment emphasis under federal contracts with one stop career centers the workforce investment act of 1998, other veterans who served on active duty in armed forces during a war or section 503 vietnam era readjustment assistance world ii when president franklin d. The vietnam era veterans' readjustment assistance act. Veterans' readjustment assistance act wikipedia a url? Q en. Department of labor's office federal contract compliance originally passed in 1974, the vietnam era veterans' readjustment assistance act (vevraa) aimed to provide returning veterans and protect them from employment discrimination. What it provides this one of the multiple legislative orders for compliance is vietnam era veterans' readjustment assistance act or vevraa, which prohibits discrimination title 38 u. America's vietnam era veterans readjustment assistance act of 1974. A separate affirmative action plan, required of federal vietnam era veterans' readjustment assistance act 1974 (vevraa) prevents qualified covered veterans from being discriminated against in the work place, 16 sep 2013 Veterans' wikipedia. Roosevelt signed the first veterans' readjustment act, he stated on occasion of that signing, 'this law gives vietnam era assistance act 1974 (vevraa), as amended;. Vevraa is one of two key federal laws prohibiting discrimination against returning veterans 29 oct 2015 the vietnam era readjustment assistance act a law that prohibits vets who are from active veterans' benefits (amended by 1974 and employment (formerly, appointment). Vietnam era veterans readjustment assistance act of 1974 veterans' earn. 4212) is an act of congress in reference to vietnam era veterans, disabled veterans, and any other veterans who served active duty time in a war event that qualifies for a campaign badge the vietnam era veterans' readjustment assi
Views: 94 Question Around
After Jeff Sessions announced that the Justice Department will challenge affirmative action, Jordan Klepper and Roy Wood Jr. weigh in on the discrimination of white people. Watch full episodes of The Daily Show for free: http://www.cc.com/shows/the-daily-show-with-trevor-noah/full-episodes The Daily Show with Trevor Noah airs weeknights at 11/10c on Comedy Central.
Views: 2653159 The Daily Show with Trevor Noah
Title: EARN Webinar: Strategies for Increasing Self-Identification for Candidates and Employees with Disabilities Presenters: Martha Artiles, C5 Consulting LLC Alicia Wallace, WellPoint, Inc. Creating an inclusive workplace culture is critical for attracting and retaining candidates and employees with disabilities. This may become increasingly important in view of the Office of Federal Contract Compliance Programs (OFCCP) proposed revised regulations of Section 503 of the Rehabilitation Act of 1973, as amended and released on December 9, 2011 which set hiring goals for federal contractors. While many companies are working hard to diversify their employee base and include applicants with disabilities, those with non-visible impairments are often reluctant to self-identify for the fear of not getting hired. This free webinar will present strategies for creating environments where applicants and employees are comfortable with disclosing their disabilities thereby allowing organizations to represent more accurately both the composition of their workforce and their efforts toward diversity and inclusion. Specifically, participants will learn about: 1.Inclusive workforce practices that lead to disability disclosure and self-identification, 2.Ways to transform an existing corporate culture into one that welcomes and supports candidates and employees with disabilities, and 3.How these strategies increase employee engagement, productivity, and overall positive outcomes.
Views: 331 AskEARN
This video was created to argue on behalf of the disabled to make building throughout the U.S. accessible to everyone. There are statistics from the CDC and opinions from Laurance Vance and Eileen Dublin on this subject included in the presentation. Works Cited -"People with Disabilities: Living Healthy." Centers for Disease Control and Prevention. Centers for Disease Control and Prevention, 25 July 2011. Web. 05 Dec. 2012. -Laurance Vance -Google Images -"Little People, Big World." Wikipedia. Wikimedia Foundation, 12 Apr. 2012. Web. 05 Dec. 2012. -"Equal Opportunity Employment." Wikipedia. Wikimedia Foundation, 12 Apr. 2012. Web. 05 Dec. 2012. -Dublin, Eileen. "Thousands Protest for Disability Rights in Dublin." Max Keiser. N.p., 21 Nov. 2012. Web. 05 Dec. 2012.
Views: 139 DisabilityPOPCulture
The White House honors innovators who are breaking down barriers to provide employment opportunities for workers with disabilities, including workers with significant disabilities.
Views: 2227 The Obama White House
Webinar - October 28, 2014 Part II of a Complimentary Two-Part Webinar Series The new regulations issued by the Department of Labor’s Office of Federal Contract Compliance Programs (“OFCCP”) covering the Vietnam Era Veterans Readjustment Assistance Act, as amended (“VEVRAA”), and Section 503 of the Rehabilitation Act of 1973, as amended, have substantially expanded the affirmative action obligations imposed on federal government contractors and subcontractors, including creating a benchmark for the hiring of protected veterans and establishing a utilization goal for the employment of individuals with disabilities. With the regulations having gone into effect March 24, 2014, contractors must be taking steps now to ensure compliance. Going forward, it is clear that the OFCCP will be focused during compliance reviews not only on rooting out discrimination in hiring and compensation, but also on scrutinizing contractors’ documented efforts to increase the employment opportunities for protected veterans and individuals with disabilities. In this two-part webinar, Epstein Becker Green attorneys will explain the new regulations, enforcement considerations, outreach requirements, and hot-button issues. Part I: On October 14, 2014, our discussion will focus on the new requirements expanding contractors’ obligations towards protected veterans under VEVRAA. Part II: On October 28, 2014, our discussion will focus on the new requirements expanding contractors’ obligations towards individuals with disabilities under the Rehabilitation Act. Who Should Attend? Affirmative Action Administrators Employee Relations/Diversity/HR Professions Employment Recruiters General Counsel Hiring Managers Labor and Employment Speakers Peter M. Stein Dean R. Singewald II Registration is complimentary. If you have questions regarding this event, please contact Kiirsten Lederer at (212) 351-4668, or email@example.com.
Views: 342 Epstein Becker Green
A practice area attorney profile featuring Boyd Byers and the work he is involved with in Employment & Labor Law at Foulston Siefkin LLP, the largest law firm in Kansas. For more information about Employment & Labor Law visit: (http://www.foulston.com/PracticeAreas/Details/Employment-amp;-Labor) Foulston Siefkin's Employment and Labor lawyers advise and represent employers in the full range of issues arising from the employment relationship. The firm's diverse clientele includes private and public sector employers of all sizes, from Fortune 500 companies to small businesses and non-profit organizations. Our lawyers regularly defend wrongful and retaliatory discharge claims and race, age, gender, and disability discrimination claims at the administrative level and in state and federal court. We assist employers with OSHA investigations and citations, Department of Labor audits, and wage claims under state and federal wage and hour laws. In addition to advocacy, a significant portion of our practice is dedicated to providing clients with accurate and practical employment advice, with the goal of avoiding litigation. We regularly advise management and human resources professionals, provide practical management training, and assist in implementing appropriate employee handbooks, other policies and procedures, and affirmative action and EEO plans. Our labor lawyers have considerable experience in responding to union organizing efforts, representing employers in unfair labor practice proceedings, and negotiating collective bargaining agreements. Areas of Representation: Employment litigation Employment-related class actions Supervisor training Human Resources counseling Workplace investigations Agency proceedings and compliance Alternative dispute resolution Workers compensation Government Liability Employee Benefits Immigration OSHA/Workplace Safety Wage & Hour/FLSA Labor Relations Union Avoidance Union Collective Bargaining Union Arbitration Union Grievances
Views: 186 Foulston Siefkin LLP
The Age Discrimination in Employment Act (ADEA), 1967 The Older Worker Benefit Protection Act (OWBPA), 1988 The American Recovery and Reinvestment Act (ARRA), 2009 The Consolidated Omnibus Budget Reconciliation Act (COBRA), 1986 Affirmative Action: Executive Order 11246, 1965 The Office of Federal Compliance Programs (OFCCP) - The Federal Acquisition Regulation (FAR) The Civil Rights Acts of 1866 The Civil Rights Acts of 1871 The Civil Rights Act (Title VII), 1964 The Family Medical Leave Act (FMLA), 1993 - USERRA, 1994 - NDAA, 2008 The Patient Protection and Affordable Care Act (PPACA), 2010 Executive Order 13706, 2015 The Worker Adjustment and Retraining Act (WARN or WARNA) Act, 1988 The Civil Service Reform Act, 1978 - The Office of Personnel Management - The Merit Systems Protection Board - The Office of Special Counsel - The Federal Labor Relations Authority The Congressional Accountability Act, 1995 The False Claims Act, 1863 The Homeland Security Act, 2002 The Privacy Act, 1974 The “Uniting and Strengthening America by Providing Appropriate Tools Required to Intercept and Obstruct Terrorism” Act...aka, The USA Patriot Act, 2001 Next time, we get into employment visas. --- Have Questions? Need consulting? CONSULT WITH ME: www.hsge.us NOTHING ON THIS CHANNEL CONSTITUTES LEGAL ADVICE!
Views: 880 HR Whiplash!
Young People with Physical Disabilities Working in the Technology Industry: The Problem & Solution - by Paul Wehman, Ph.D. (4-13-2015) https://rrtc.vcu.edu/
Views: 201 VCU RRTC
Vietnam-era Veterans Readjustment Act (VEVRAA) of 1974 federal contractors favor war veterans who are disabled The Vietnam-era Veterans Readjustment Act (VEVRAA) of 1974 requires employers with federal contracts of $25,000 or more to provide equal opportunity and affirmative action for Vietnam era veterans (and other veterans too) and “special” disabled veterans or veterans for whom a campaign badge has been authorized. The definition of a special disabled veteran is a discharged veteran because of a disability and entitled to compensation. Veterans disabled 30 percent or more or 10 or 20 percent if the veteran has been determined to have a serious employment handicap. A medal veteran means a veteran who was awarded a campaign badge or medal pursuant to Executive Order. Complaints can be made at the Office of Federal Contract Compliance Programs or at the local State Employment Services Office. VEVRAA not only applies to Vietnam-era veterans but also to veterans of other wars. Employers with 50 or more employees and federal contracts of $50,000 or more are required to prepare a written affirmation action plan for hiring and promoting disabled veterans. The Vietnam-era Veterans Readjustment Act (VEVRAA) of 1974 requires federal contractors to provide equal opportunity and affirmative action for disabled veterans. Multiple Choice Question Vietnam-era Veterans Readjustment Act (VEVRAA) of 1974 A disabled employees every bit as productive as others B federal contractors favor war veterans who are disabled C no need to favor war disabled, ADA law takes care of that D job-protection, unpaid leave for illness & personal situations Correct Answer: b If you would like to suggest corrections to this word, email us at firstname.lastname@example.org. Thank you. This word appears in the book Vocab-U-Bee PHR SPHR Professional In Human Resources License Exam Top Pass Words PHR and SPHR are registered trademarks of Human Resources Certification Institute Find links to all our playlists at VocabUBee.com Vocab-U-Bee Values: Consistency First, One Small Step Each Day and the 42 Bee March Thank You! and Good Luck!
Views: 1240 Act Level 42
Joins us for a discussion on the latest changes in affirmative action for veterans and people with disabilities. Learn what you need to do to be in compliance. Presented by Beatriz Newland-Cespedes, SVP Compliance Sponsored by Affirmative Action Services, a division of Newland Associates / CPI Florida Caribbean
Views: 117 CPI Florida Caribbean
President Uhuru Kenyatta called on the youth to take up loans from the various Government affirmative action fund institutions to do business so as to create wealth and employment. The President spoke at Kinoru Stadium in Meru County where he oversaw the issuance of cheques worth Shs 46.3 million to several youth and women groups from the four national government affirmative funds agencies namely the Women Enterprise Development Fund, Youth Enterprise Development Fund, Uwezo Fund and National Government Affirmative Action Fund. “When I took over the leadership of this country, we realized that to tackle the challenge of lack of jobs we needed to facilitate youth, women and people with disabilities to start income generating activities by providing them with funds in which no security is demanded from the beneficiaries,”said President Kenyatta. The President said a majority of the youth, women and Persons With Disabilities (PWDs) couldn’t raise any security for the loans and this became a hindrance for them to venture into business. He pointed out that he wants to leave a legacy of a working nation where majority, if not all citizens, are engaged in productive economic activities rather than have a nation of thieves and layabouts. The Head of State told the youth to shun the habit of accepting handouts from politicians as most of them are given with ill intent. “Let me tell you there is nothing for free, someone will deceive you with small amounts of money to go and fight his opponent and later leave you to suffer,” the President cautioned the youth. “Let us learn to earn our own money and not allow ourselves to be used as pawns,” President Kenyatta added. The Head of State called on those who have been given loans form the government affirmative action funds to pay back so as to enable others access the same in order to sustain the interventions. “We want to be known as a country of workers; where majority of our people are engaged in small scale business. It is in these ventures that we would be able to deal with the challenges of joblessness,” said the President. The President at the same time, criticized unnamed government institutions that have expressed their desire to withdraw their services from Huduma Centres saying that through Huduma centres the Government had brought its services close to wananchi especially those in the rural areas. “I have heard that some government departments want to withdraw their services from Huduma Centres. I know they intend to take us back. If you dare to withdraw your services from Huduma, it is you who will be withdrawn,” the Head of State warned. The President commended County Governments which have partnered with the National Government in establishing Huduma Centres in their jurisdictions saying the platform offers seamless access of public services to many citizens. Cabinet Secretary for Public Service, Youth and Gender Affairs Prof Margaret Kobia pledged her ministry’s unequivocal support for the President's comprehensive agenda of empowering youth, women and PWDs in the country. Other speakers at the event included Meru Governor Kiraitu Murungi, Youth Chief Administrative Secretary Rachel Shebesh and Meru County Woman MP Kawira Mwangaza. FOR HOT NEWS VISIT: http://kenyadigitalnews.co.ke SUBSCRIBE FOR ALL LATEST UPDATES ON KENYAN NEWS & POLITICS
Views: 712 Raila Odinga vs Uhuru Kenyatta News
This event will be commemorating Federal accomplishments in disability hiring and keep the momentum strong for continued hiring, retention, and advancement of people with disabilities within the Federal government. This conversation will include Federal leaders in disability employment, Federal employees with disabiliites, and other key partners who have helped the federal government reach this goal.
Views: 1941 The Obama White House
On Monday, October 30, 2017, James S. Jackson delivered the Distinguished Diversity Scholar Career Award Lecture, "From Affirmative Action to Diversity in Higher Education". As the inaugural recipient of the Distinguished Diversity Scholar Career Award, the award was re-named in his honor to the James S. Jackson Career Award for Diversity Scholarship. Learn more about the James S. Jackson Award here: myumi.ch/6xPDl 0:12 Opening Remarks — Tabbye Chavous, Director of the National Center for Institutional Diversity and Professor of Education & Psychology at the University of Michigan 2:30 Mark Schlissel, President of the University of Michigan 8:45 Robert Sellers, Vice Provost for Equity & Inclusion and Chief Diversity Officer at the University of Michigan 14:45 Introductory Remarks — James S. Jackson, Daniel Katz Professor of Psychology at the University of Michigan 19:48 Lecture begins 1:16:15 Conferral of James S. Jackson Distinguished Career Award for Diversity Scholarship by Martin Philbert, Provost of the University of Michigan 1:18:02 Announcement of award being re-named in honor of James S. Jackson 1:19:05 Closing Remarks — Tabbye Chavous
Views: 124 National Center for Institutional Diversity
In recognition of National Disability Employment Awareness Month, academic, policy and advocacy experts joined hosts Susanne Bruyère and Lisa Nishii Oct. 29, 2014 to discuss the state of employment for people with disabilities today, examine issues that need to be addressed to support full workplace inclusion of people with disabilities, and to share historical perspectives. Moderators/Hosts: Susanne Bruyère, ILR School Associate Dean of Outreach, Director of the Employment and Disability Institute, and Professor of Disability Studies; and Lisa Nishii, Associate Professor of Human Resource Studies and Chair of ILR International Programs. Additional insight provided by: Seth Harris, Distinguished Scholar, ILR Department of Labor Relations, Law and History, and former United States Deputy Secretary of Labor; Jennifer Sheehy, Deputy Assistant Secretary/ODEP, U.S. Department of Labor; Cynthia Collver, Vice Chair, National Industry Liaison Group; Patricia Shiu, Director of OFCCP, U.S. Department of Labor; and Judith Heumann, Special Advisor for International Disability Rights, U.S. Department of State. The ILR Online webcast series 2014-15 lineup will feature programs with a "past, present and future" theme, to align with Cornell University's 150th anniversary and the ILR School's 70th anniversary in 2015.
Views: 1000 Cornell ILR
http://www.questionsplusanswers.com/2013/10/hrm-420-week-two-quiz.html 1. As diversity in the workplace increases, employment discrimination has decreased because workers have higher comfort levels in interacting with a wide variety of people 2. The United States is one of the few nations that has laws forbidding discrimination in the workplace. 3. A legal defense against a charge of employment discrimination is lack of intent to discriminate. 4. The burden of proof shifts to the employer once the court rules that a prima facie case of discrimination has been made by the plaintiff. 5. The intent of affirmative action is to make up for historical discrimination. 6. Executive orders have typically been used by presidents to allow large government contractors to operate without conforming to anti-discrimination laws. 7. The Civil Rights Act of 1991 allows plaintiffs both punitive and compensatory damages in some circumstances. 8. Anti-discrimination laws that apply only to federal contractors take the form of Executive Orders. 9. From a legal point of view, sexual harassment is considered employment discrimination. 10. The EEOC is responsible for requiring that federal contractors take affirmative action to overcome the effects of prior discrimination practices. 11. If it is illegal in a certain country for women to drive cars, the 1991 Civil Rights Act requires that American women working for a U.S. company operating in that country also not drive cars, even if that is typically a duty of the jobs they hold. 12. The Equal Pay Act prohibits employers from having different pay rates based on race. 13. Although the Pregnancy Discrimination Act requires employers to treat maternity leave the same as other medical leaves, it does not require insurance coverage for prescription contraceptives under employer-provided health plans. 14. The driver of a truck that makes liquor deliveries to a local casino has been making lewd comments and suggestions to one of the female employees who works on the receiving dock. The HR department has no responsibility regarding this type of action because the truck driver is not an employee of the company. -- 15. Clara has complained to the HR manager that her supervisor, Roberta, is making unwanted sexual advances to her and has created a hostile work environment. Clara's situation may be considered sexual harassment.- 16. Obesity is not considered as a disability under the ADA because this condition is caused by the individual and can be changed by the individual. 17. For years after she broke her hip in a car wreck Becky was addicted to prescription pain medication. Now, Becky is free of her addiction, but she continues to attend a 12-step program to stay drug free. Becky is covered by the ADA. - 18. A staff attorney for a large commercial real estate development firm has returned from military duty in Iraq with injuries to both hands that prevent her from using a keyboard. Equipping her computer with voice recognition software that will allow the attorney to do carry out her job duties will cost over $3,000. The firm can refuse to accommodate the attorney's disability because this would be an undue hardship.- 19. Federal law prohibits employers from using genetic test results to exclude individuals from certain jobs if they have genetic conditions that increase health risks. 20. Claudette is 59 years old. Since her job description was changed to include customer relations duties, her performance has declined. Over the past year Claudette has been counseled by her manager, sent to training, and received warnings about her poor performance. Claudette's performance is still not acceptable and there are no appropriate positions available for her to be transferred into. The employer will not be subject to an age discrimination claim if it discharges Claudette at this point.- 21. Because of the Baby Bust following the Baby Boom, older workers are becoming more valuable to employers as the pool of younger workers shrinks. Consequently, discrimination complaints under the ADEA are declining. 22. Clara, an accounts receivable clerk at a large insurance agency, has just converted to a religion which requires women to wear modest clothing (high-necked, long-sleeved tops, below-knee length skirts, closed-toed shoes, and a small bonnet that covers her hair). Clara's employer must provide reasonable accommodation and allow Clara to wear her garb, even though some of her coworkers are annoyed at Clara's "ostentatious modesty." 23. A highly skilled foreign research scientist in the field of optics could be hired by a U.S. firm if he could be granted an H-1B visa.
Views: 82 Robin Anderson
We all want the poor to be better off, but a $15 minimum wage simply won't work. The Capital Research Center's Dr. Steven J. Allen explains. Full article: https://capitalresearch.org/article/unions-and-their-worker-centers-behind-a-15-an-hour-minimum-wage/ Facebook: https://www.facebook.com/capitalresearchcenter/ Twitter: https://twitter.com/capitalresearch
Views: 20640 Capital Research Center
► Your FREE Gift: LAW OF ATTRACTION Booster MP3 ► https://manifestmyowndestiny.com/loa-booster/ Free WEALTH Booster MP3 ► https://manifestmyowndestiny.com/wealth-booster/ Oprah's POWERFUL Secret to SUCCESS Using The Law Of Attraction - Oprah Winfrey Show People around the world have been talking about a movie so powerful that it can change the course of your life. This movie, The Secret, was created by Australian Rhonda Byrne, and she says that if you follow its philosophy, you can create the life you want—whether that means getting out of debt, finding a more fulfilling job or even falling in love. Rhonda says she stumbled on what she calls The Secret at the end of 2004. At the time, everything in Rhonda's life had fallen apart—physically, emotionally and financially—and she was in "total despair." Then her father died suddenly, and she was worried about her grief-stricken mother. "I wept and wept and wept, and I didn't want my daughter to see me sobbing," Rhonda says. That's when Rhonda's daughter gave her a copy of The Science of Getting Rich, a book written in 1910 by Wallace D. Wattles. "Something inside of me had me turn the pages one by one, and I can still remember my tears hitting the pages as I was reading it," Rhonda says. "It gave me a glimpse of The Secret. It was like a flame inside of my heart. And with every day since, it's just become a raging fire of wanting to share all of this with the world." After that first discovery, Rhonda read hundreds of books, listened to hundreds of hours of audio tapes and scoured the Internet for more information. She says she traced the idea of The Secret through history—all the way from 3500 B.C. to the present day. "Since I discovered The Secret, every single moment of my entire life has changed, and I am living my life for the first time," Rhonda says. Rhonda defines The Secret as the law of attraction, which is the principle that "like attracts like." Rhonda calls it "the most powerful law in the universe," and says it is working all the time. "What we do is we attract into our lives the things we want, and that is based on what we're thinking and feeling," Rhonda says. The principle explains that we create our own circumstances by the choices we make in life. And the choices we make are fueled by our thoughts—which means our thoughts are the most powerful things we have here on earth. To help teach the philosophy, Rhonda created the DVD The Secret, which features experts including the Rev. Dr. Michael Beckwith, James Arthur Ray, Lisa Nichols and Jack Canfield—who not only teach other people about The Secret, but say they are successful in their own lives because they know and use the principle. The law of attraction means that everything that happens to you—good or bad—you attract to yourself. Everything you focus on can have an effect on your life—from books to magazines to thoughts. Sequel To "THE SECRET": The Ancient Code Hidden Within The Name of GOD (Law of Attraction) https://youtu.be/Hnm0qSkVQww THE SECRET III: Go BEYOND the First Film to Understand & Unleash The Law of Attraction in YOUR Life! https://youtu.be/NOU3PsqobHU What is Human Consciousness? Spiritual Author Eckhart Tolle Explains How Our "REALITY" Really Works! https://youtu.be/UmTTPMu0F7w Oprah Winfrey - Overcoming Our EGO and UNHAPPINESS with Eckhart Tolle - (SuperSoul Podcast) https://youtu.be/XFQXhsHpFpg Iyanla Vanzant - POWERFUL Speech On Finding PEACE in Life After Overcoming Adversity (Inspirational) https://youtu.be/KxXfRJdQuCs Oprah Winfrey - LIFE, LOVE and LETTING GO! with Legendary Actress ALI MacGRAW (SuperSoul Podcast) https://youtu.be/SXa5v1fzPAk LEAN IN: Facebook's Sheryl Sandberg Discusses LEADERSHIP at the US Pentagon (Motivational Speech) https://youtu.be/i-2aTu1rnqI The Key To Creating and Manifesting The Reality You REALLY Want To Live! (Law of Attraction) https://youtu.be/vz1S03HvwcM The Amazing POWER of Thinking Positive! - Law of Attraction https://youtu.be/i04WJ3yLKEE Change Your Life In Less Than 20 Minutes! (Listen and Receive) - Law of Attraction https://youtu.be/bVk6dbunxTE ReCreate Your Life - BREAK the ADDICTION to Negative Thoughts & Emotions (Law Of Attraction) https://youtu.be/w0EaMirCkhc 3 Powerful Secrets To Success And Life (EVERYONE Should Learn THIS) - Neale Donald Walsch https://youtu.be/1QmzQhdHPKs Understanding The Law of Attraction and How It Works - Explained Simply by Scientist Gregg Braden https://youtu.be/2quVDFyXIUk Copyright Disclaimer Under Section 107 of the Copyright Act 1976, allowance is made for "fair use" for purposes such as criticism, comment, news reporting, teaching, scholarship, and research. Fair use is a use permitted by copyright statute that might otherwise be infringing. Non-profit, educational or personal use tips the balance in favor of fair use. CONTACT: email@example.com
Views: 1998864 Manifest My Own Destiny
Welcome to Employment Law This Week! Subscribe to our channel for new episodes every Monday! This week's stories include... (1) Court Expands Purview of “Disparate Impact” Claims - http://bit.ly/1Q8x451 Our top story this week: The Eleventh Circuit opens the door for “disparate impact” claims from applicants as well as employees. The court allowed an age bias claim to go forward against R.J. Reynolds Tobacco Company from an online job seeker who was rejected repeatedly for employment. Company guidelines allegedly directed hiring managers to target people who are “2-3 years out of college” and to “stay away from” applicants with “8–10 years” of experience. The plaintiff is arguing that these guidelines have a disparate impact on older workers and led the company to reject his application. David Garland from Epstein Becker Green goes into further detail. Click here for more on recent EEOC initiatives to monitor - http://bit.ly/1XhRFV2 (2) Affirmative Action in Education - http://bit.ly/1Nnu4Mf This week, the Supreme Court of the United States heard arguments in an affirmative action case, Fisher v. University of Texas. We will be following up in later episodes on issues surrounding applicants and affirmative action in employment, in light of the possible implications of this case. (3) Fifth Circuit Clarifies What Constitutes Genetic Information - http://bit.ly/1OXV9bw A paramedic with the San Antonio Fire Department sued his employer after he was placed on alternative duty for refusing to take a physical exam as part of the department’s wellness program. The Fifth Circuit ruled that the Genetic Information Nondiscrimination Act (GINA) prohibits tests that examine DNA and other structures within human cells, but not medical tests like those for cholesterol or blood counts. Click here for more on wellness programs - http://bit.ly/1Y37Jha (4) Alleged ADA Violation Challenged - http://bit.ly/1Q8xzfs Orion Energy Systems and the Equal Employment Opportunity Commission (EEOC) both moved for summary judgment in their ongoing wellness program penalty battle. Orion offered a wellness program through which the company paid the health insurance premiums of participating employees who took a medical exam. The plaintiff refused and therefore had to pay more than $400 per month to cover her insurance premiums, along with a $50 monthly penalty for refusing the fitness part of the program. Orion claims that the medical exam was voluntary, but the EEOC contends that the financial consequences made it involuntary and illegal under the Americans with Disabilities Act (ADA). (5) Potential Limitations on Time Restrictions in Employment Contracts - http://bit.ly/1NTlkMZ The New Jersey Supreme Court could limit an employer’s right to put contractual time restrictions on employee suits. Nine months after his termination, the plaintiff, a former employee of the Raymour & Flanigan furniture chain, sued the company for alleged disability bias under the New Jersey Law Against Discrimination. Despite the two-year statute of limitations under the law, the employer included a six-month time limit in the plaintiff’s employment application. After the furniture company won a victory in the lower courts, the New Jersey Supreme Court is considering whether the time limit is enforceable. Increasingly, courts around the country are scrutinizing contract terms between employers and employees. We’ll keep watching this one to see how the high court rules. (6) Tip of the Week - http://bit.ly/1TGfPWu Heidi Hayden, Chief People Officer at the National September 11th Memorial & Museum, shares some advice on supervisor and HR roles in handling employee relations issues. Visit http://www.EmploymentLawThisWeek.com. These materials have been provided for informational purposes only and are not intended and should not be construed to constitute legal advice. The content of these materials is copyrighted to Epstein Becker & Green, P.C. ATTORNEY ADVERTISING.
Views: 891 Epstein Becker Green
Towards an Accessible Internet for People with Disabilities - Workshop #5 AT 2014 Asia Pacific Regional Internet Governance Forum (APrIGF) on August 4 2014 in Delhi, India. 01:27 Ms. Gunela Astbrink, Director of ISOC Australia (Remote) 10:30 Mr. Arun Mehta, President, BAPSI 22:05 Mr. Dipendra Manocha, DAISY Consortium 34:15 Mr. Sunil Abraham, Executive Director of Centre for Internet and Society, India 42:01 Mr. Satish Babu, Director, International Centre for Free and Open Source Software 46:21 Q&A Rough Transcript: https://drive.google.com/file/d/0Bxgjluwd3syRdkZuc2E0S2R6V28/ As the Internet seeks to add the next two billion users, a significant proportion of these new users will originate from the Asia-Pacific-Oceania region. These new users–particularly those from remote geographies, poor educational & socio-economic backgrounds, diverse linguistic backgrounds, people with disabilities, and women–will need affirmative action to ensure that they are not left behind.People with disabilities are usually outliers in the use of the Internet. Combined with poverty and cultural attitudes against disability, people living with disability—both existing Internet users and new users—would be doubly disadvantaged.The Internet can open up many opportunities. Policies for digital inclusion are having an impact on improved accessibility to the Internet for people with disability, but more needs to be done. In India, availability of special care facilities to persons with disabilities has been is traditionally very low despite some progressive legislation, but this appears to be changing. The 2013 circular by the Medical Council of India mandates all medical institutions to be disabled-friendly and asked for immediate compliance reporting. This may be a good time to push for further support to accessibility on the Internet. Based on necessity, innovation in the disability sector is strong. Many mainstream applications started as specific solutions for people with disability. These include the scanner—initially a reading machine for blind people and speech recognition software— which was designed for people who could not use a keyboard because of physical disability. Today, several robust and affordable technology initiatives in different parts of the world, including many based on Open Source software, are available. These include enhanced accessibility services in Operating Systems (including Windows, Linux, MacOS, and Android), screen readers, braille devices, mobile phone apps (including touchscreen and spatial gestures for input), eye/head-driven entry tools, and foot/puff switches. This workshop firstly provides context on accessibility to the Internet for people with disability and what impact it has on participation in education and employment and being an active part of the community. Secondly, international policies are outlined including the UN Convention on the Rights of Persons with Disabilities and the NETmundial Multi-Stakeholder Statement of Sao Paulo. ISOC’s Issues Paper on Internet Accessibility will be detailed together with the work of G3ict on disability and ICT. Thirdly, examples of hardware and software applications designed to meet the needs of people with disability are examined and demonstrated. In addition, the increased use of Internationalized Domain Names (IDNs) on the Internet and its impact on people with disability is discussed. The workshop panelists suggest ways that accessibility for people with disability and their participation can form an integral part of Internet governance process. http://2014.rigf.asia/agenda/workshop-proposals/workshop-proposal-5/
Views: 185 Internet Society Chapters Webcasting
Executive Order 11246 national origin discrimination illegal for federal contractors Executive Order 11246 prohibits national origin discrimination by federally funded contractors. The presidential order was signed by Lyndon Johnson in 1965. The executive order "prohibits federal contractors and federally assisted construction contractors and subcontractors, who do over $10,000 in Government business in one year from discriminating in employment decisions on the basis of race, color, religion, sex, or national origin." and requires contractors to "take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, color, religion, sex or national origin." Government contractors with 50 or more employees and $50,000 or more in contracts are required to have a written compliance and affirmative action plan. The plan is to include action steps to increase participation of women and minorities if an analysis shows under-representation. Executive Order 11246 prohibits government contractors from discriminating on the basis of national origin. Multiple Choice Question Executive Order 11246 A ok to discriminate based on race, color, or national origin B national origin discrimination illegal for federal contractors C employers must check documents and assert to validity D legal for federal contractors to discriminate based on skills Correct Answer: b If you would like to suggest corrections to this word, email us at firstname.lastname@example.org. Thank you. This word appears in the book Vocab-U-Bee PHR SPHR Professional In Human Resources License Exam Top Pass Words PHR and SPHR are registered trademarks of Human Resources Certification Institute Find links to all our playlists at VocabUBee.com Vocab-U-Bee Values: Consistency First, One Small Step Each Day and the 42 Bee March Thank You! and Good Luck!
Views: 1603 Act Level 42
Nancy Wade joined the Human Resources Department at the University Corporation for Atmospheric Research (UCAR) in 1995, and served as UCAR’s Employment Administrator from 2002 to 2013. Currently she works as a Human Resources Generalist for several NCAR labs. Nancy is committed to increasing diversity in the workplace and has played an active role in mentoring students and interns. She served on the SOARS Steering Committee for five years and helped implement the recruitment and selection process for a summer internship program for local high school students. She has been active on the NCAR Diversity Committee and serves as co-PI for a diversity committee funded proposal: Proposal for Hiring People with Autism Spectrum Disorders. Since 2011, Nancy has collaborated with local Workforce agencies to organize and host an annual Job Fair for Veterans and People with Disabilities designed to assist local employers in finding qualified workers from these two groups. Nancy completed her undergraduate degree in Communications from Regis University in 2000 and her Master’s degree in creative writing, also from Regis University in 2009. Abstract: If NCAR is to achieve its goal of creating a workplace that reflects the overall population, we need to hire people with disabilities who can contribute to NCAR’s mission. A subset of this group includes people with Autism Spectrum Disorders (ASD), which includes the high-functioning group named Asperger Syndrome. The majority of people with ASD functions at high levels and have unique skills that can be applied very effectively to computational and scientific jobs. Common characteristics include an exceptional ability to focus on topics of high interest combined with strong memory and pattern recognition skills. These characteristics make them well suited for various jobs at NCAR. The NCAR Diversity Committee has funded a proposal with three goals: • To provide funding to pay the wages of one member of this population to continue her work in the Computational and Information Systems Laboratory (CISL). • To increase the familiarity of NCAR staff with the mission-appropriate contributions this population can provide. • To partner with local community colleges to identify students with ASD who have the potential to be part of the NCAR workforce. Beginning in March 2014, the Office of Federal Contacts Compliance Programs (OFCCP) now requires federal contractors to include statistics on the hiring and promotion of disabled individuals and veterans in its Affirmative Action Plan (AAP). Our organization is committed to outreach to these two groups as evidenced by the diversity committee proposal and the hosting of an annual job fair for veterans and people with disabilities. There are challenges which are inherent in outreach to these two groups and we believe building ongoing relationships as well as local grassroots efforts are both key to success in this area.
Views: 51 UCARConnect
[DOWNLOAD PRESENTATION MATERIALS AND TRANSCRIPT AT: http://www.leadcenter.org/webinars/section-503-connecting-job-seekers-disabilities-and-federal-contractors-through-workforce-development-system] There are new challenges and opportunities for federal contractors as a result of requirements of the Section 503 final rule. Building an inclusive workforce provides new opportunities for American Job Centers (AJCs) and the workforce development system to provide assistance to federal contractors and job seekers with disabilities. What role can AJCs play to create a talent pool? What services needed by federal contractors can AJCs offer? What do other community partners need to know to promote employment opportunities and outcomes for people with disabilities? Learn more about Section 503 requirements and value added opportunities for all key stakeholders. Target Audience: Workforce Development Professionals, Policy Makers, Individuals with Disabilities and related stakeholders.
Views: 361 LEADCtr
Are you a contracting officer with a federal government agency? Do you handle pre-award EEO clearances? Are you responsible for ensuring bidders have Affirmative Action Programs (AAPs) in place? If you answered “Yes” to any of these questions, this webinar is designed for you! Join the Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, for an overview of recent changes to the EEO requirements that apply to government acquisitions. OFCCP will provide information on updates to the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA), Section 503 of the Rehabilitation Act of 1973 and the recently issued Executive Order 13672, prohibiting discrimination on the bases of sexual orientation and gender identity. In addition, OFCCP presenters will discuss the impact of these changes on federal government contracts and the equal opportunity clause, the pre-award clearance process, the Federal Acquisition Regulations (FAR), government contractors’ filing of the EEO-1 Report, and the “Equal Employment Opportunity Is The Law (EEOC)” poster. For more information about OFCCP, please visit the Federal Contracting Officer Corner on OFCCP’s website.
Views: 1814 Federal Acquisition Institute
Mike Grice is PsychArmor's Chief Operating Officer. He is a former United States Marine with extensive experience in military transition, veterans' issues, and helping link those who have served in uniform with meaningful and impactful careers in the Life Sciences industry. In addition, he is a highly respected and acclaimed leader with experience ranging from small teams to large organizations in uncertain, changing, and crisis laden environments. As a U.S. Marine he has commanded combat units in both Iraq and Afghanistan where he was decorated for heroism, leadership, and meritorious service. He was selected as the Distinguished Leadership Graduate of the Officer Basic School and he is a recipient of the Marine Corps' premier leadership award, the Leftwich Trophy. Since his transition from the Marine Corps in 2012, Mike has been helping other veterans make the transition from the military to the civilian world and corporate sector, and now serves as the President of the MedTech and BioTech Veterans Program (MVPvets.org). MVPvets helps transitioning military and veterans recareer into the Medical Technology, Biology Technology, and Pharmaceutical sectors. He is the author of "Orders to Nowhere", which is the after-action report of his transition from a 27 year career in the Marines back to the civilian world. He blogs about military transition and veterans issues at www.orderstonowhere.com. In addition to helping veterans, Mike is a recognized and acclaimed influencer in the area of leadership and executive decision making. He is the president of The Decisive Leadership Group, and has been an invited speaker or guest lecturer at the University of San Diego, University of Southern California, and the University of California at San Diego. Mike is profiled along with Jeff Bezos, Jay Leno, and others in the book "Golden Opportunity: Remarkable Careers that Began at McDonald's", Mike is an instructor for the Veteran Employer Government Compliance OFCCP Guidelines course
Views: 379 PsychArmor Institute
The Employee Retirement Income Security Act of 1974 is a federal law enacted to control the way that Life, Health and Long Term benefits are paid and what happens if you have to sue to get those benefits. The ERISA Benefits Lawyers at Eric Buchanan & Associates understand these complicated laws and matters and have resolved thousands of Disability Claim Denial cases
Views: 187 Eric Buchanan & Associates
SCOTUS WATCH: http://www.pbs.org/newshour/news/supreme-court/ The Supreme Court justices heard arguments in a case regarding the application of the Americans with Disabilities Act in the hiring and firing of "ministerial employees" at religious institutions. Judy Woodruff discusses the case with the National Law Journal's Marcia Coyle.
Views: 3461 PBS NewsHour
https://democracynow.org - Has the Trump administration set up concentration camps in Texas for migrants? The answer is yes, according to at least one expert: Andrea Pitzer, the author of “One Long Night: A Global History of Concentration Camps.” In one of her latest articles, Pitzer writes, “While writing a book on camp history, I defined concentration camps as the mass detention of civilians without trial, usually on the basis of race, religion, national origin, citizenship, or political party, rather than anything a given individual has done. By this definition, the new child camp established in Tornillo, Texas, is a concentration camp.” We speak with Andrea Pitzer in Washington, D.C. Democracy Now! is an independent global news hour that airs weekdays on nearly 1,400 TV and radio stations Monday through Friday. Watch our livestream 8-9AM ET: https://democracynow.org Please consider supporting independent media by making a donation to Democracy Now! today: https://democracynow.org/donate FOLLOW DEMOCRACY NOW! ONLINE: Facebook: http://facebook.com/democracynow Twitter: https://twitter.com/democracynow YouTube: http://youtube.com/democracynow SoundCloud: http://soundcloud.com/democracynow Daily Email: https://democracynow.org/subscribe Google+: https://plus.google.com/+DemocracyNow Instagram: http://instagram.com/democracynow Tumblr: http://democracynow.tumblr.com Pinterest: http://pinterest.com/democracynow iTunes: https://itunes.apple.com/podcast/democracy-now!-audio/id73802554 TuneIn: http://tunein.com/radio/Democracy-Now-p90/ Stitcher Radio: http://www.stitcher.com/podcast/democracy-now
Views: 8777 Democracy Now!
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Views: 34 Zeeshan Gul