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: 77 UVM Continuing Ed
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: 157 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: 636 SnellWilmer
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: 57 Pan Pan 3
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: 1547 PBS NewsHour
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
UN General Assembly strengthens sovereignty and human rights - global States bankruptcy method is off the table – NWO for many years thrown back ! @UnserPoltikBlo http://unser-politikblog.blogspot.co.uk/2015/11/uno-vollversammlung-starkt-souveranitat.html Our Policy Blog | 03.11.2015 Volker Reusing, and Prof. Dr. Franz Hörmann (Vienna University of Economics) On 10.09.2015 has happened a small miracle. The UN General Assembly with the affirmative vote of 136 States principles adopted for the sovereign management of State bankrupt. In Basic Principle no 1 of the Resolution explicitly confirms that each state has the right to decide about his own state of bankruptcy – the Resolution recommends that a state should be disabled, bankrupt of any abusive measures that the rights of creditors should be safeguarded from the beginning, and the state should bankruptcy be the last resort. Basic Principle no. 9 recommends that the States, collective action clauses (additional conditions for case of bankruptcy) in your state loans, for the case of bankruptcy, the creditors (private and public) all meetings majority decisions, and no public or private creditor of a bankrupt state can escape the outcome of the procedure. This is, together with No. 1; the creditor should make the debtor state, so no political conditions. The Resolution of 10.09.2015 wants a meeting of private and public creditors, which negotiates with the debtor government, and only the Failure of a negotiated solution to the debtor state to decide unilaterally the state of bankruptcy. Basic Principle no 6 confirmed that state immunity from Jurisdiction and execution with respect to sovereign debt restructuring is a law (of the respective debtor country) to the courts of other States, and that exceptions should be interpreted restrictively. Of particular importance is the Basic Principle no. 8 of the Resolution is, what the debt sustainability should be measured, so according to what criteria is to be determined, how far debt will be reduced. Inclusive and sustainable economic growth and sustainable development, as well as the stability of the international financial system has also wanted the Resolution dated 09.09.2014. Add to that the respect for human rights, the minimization of economic and social costs, and the preservation of the creditor's rights from the beginning have come here.... Almost exactly a year earlier, on 09.09.2014, had been decided by the UN General Assembly in Bolivia, which at the time had the presidency of the G 77 countries, introduced a Resolution that was until the next session of the UN General Assembly, i.e. until September 2015, an international Treaty for a global States insolvency proceedings. No more talk on 10.09.2015. On 09/09/2014 no longer wanted to have such a global mechanism nor the IMF and the world Bank, which is now the case. The press release of UNCTAD from the 11.09.2015 to the Resolution of 10.09.2015 suggests that the majority of States no longer wants to involve in the UN General Assembly in the event of a state bankruptcy and the IMF.... We (Sarah Luzia Hassel-Reusing and Volker Reusing) had us turned together with the Austrian economist Prof. Dr. Franz Hörmann (Vienna University of Economics) with an opinion together on 09.12.2014, among others, the G-77, as well as several UN human rights special Rapporteur on 02.01.2015, inter alia, to UNCTAD. In paragraph 6 of its Resolution dated 05.12.2014 for the implementation of its Resolution dated 09.09.2014, the UN General Assembly had expressly instructed the science to contribute to the Committee (in the case of UNCTAD) for the development of an international state insolvency proceedings.... In addition, we have shown that the States allow bankruptcy mechanism, the ESM for the Eurozone States, the meeting of the private creditors, the insolvent state policy requirements, and that aims to privatize the public services and the public institutions of the state, what in EU law with the Lisbon Treaty (article 14 tfeu, for services of General interest, article 2 of Protocol 26 for the public institutions) has been installed, but due to the Lisbon judgment of 30.06.2009 only once. You want to enforce for the countries in the Eurozone with the States insolvency procedure of the ESM. And about the TTIP free trade agreement for all of the EU member States (see art. 19 of the TTIP negotiating mandate the EU Commission). The example of the claim of J. P. Morgan Bank in its paper "the Euro area adjustment – about half way there" from 28.05.2013 to the abolition of the national constitutions of the countries of the Euro-zone fundamental rights of workers and of fundamental rights, which allow protests, we have shown that even conditions for the deletion of fundamental rights, in a state threatening bankruptcy proceedings as the ESM.
Views: 888 Peter Borenius
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: 466 HR Whiplash!
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: 1932 The Obama White House
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: 1662 Federal Acquisition Institute
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
Accountants Liability Administrative Hearings And Appeals Administrative Law Admiralty And Maritime Law Adoptions Advertising And Marketing Affirmative Action Affordable Housing Agency And Distributorships Agents And Brokers Liability Agricultural Law Airbag Injury Airplane Crash Litigation Alcoholic Beverages Alternative Dispute Resolution Americans With Disabilities Act Amusement Park Liability Animal Law Animal Rights Annulment Antitrust And Trade Regulation Appellate Practice Arbitration Architects And Engineers Liability Asbestos Litigation Assault Asset Protection Asset Recovery Asylum Automobile Accidents Automobile Insurance Automotive Products Liability Aviation Law B Banking Law Bankruptcy Bankruptcy Chapter 11 Bankruptcy Chapter 13 Bankruptcy Chapter 7 Benzene Exposure Beryllium Exposure Biotechnology Birth Injuries Black Lung Boating Accidents Breach Of Contract Business Enterprises Business Formation Business Law Business Litigation Business Planning Buying And Selling Of Businesses C Carbon Monoxide Poisoning Casinos And Gambling Cerebral Palsy Chancery And Equity Charitable Giving Charter Parties Child Abuse And Neglect Child Custody Child Support Chinese Drywall Citizenship Civil Litigation Civil Practice Civil Rights Civil Unions Class Actions Closely Held Business Law Collaborative Family Law Collections Commercial Banking Commercial Bankruptcy Commercial Insurance Commercial Law Commercial Leasing Commercial Litigation Commercial Real Estate Commodities Communications And Media Complex And Multi-District Litigation Complex Litigation Computers And Software Condominium Law Constitutional Law Construction Accidents Construction Defects Construction Law Construction Litigation Consular Law Consumer Banking Consumer Bankruptcy Consumer Fraud Consumer Law Contested Wills Contracts Conveyancing Cooperative Housing Law Copyrights Corporate Commercial Law Corporate Finance Corporate Governance Corporate Law Corporate Litigation Corporate Taxation Credit Fraud Credit Repair Creditors Rights Creosote Exposure Criminal Law Cruise Ship Injuries Customs Law
Views: 34 Zeeshan Gul
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: 319 AskEARN
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: 113 CPI Florida Caribbean
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: 2600551 The Daily Show with Trevor Noah
Copyright 2006 Partnership for People with Disabilities @ VCU. All Rights Reserved. For more information: www.vcu.edu/partnership/ The Partnership for People with Disabilities is a university center for excellence in developmental disabilities at Virginia Commonwealth University. VCU is an equal opportunity/affirmative action university providing access to education and employment without regard to age, race, color, national origin, gender, religion, sexual orientation, veteran's status, political affiliation or disability. If alternative formats of this document are needed, please contact the Partnership for People with Disabilities at (804)828-1120 (TDD Relay).
Views: 355 I-CAN Accessibility Project
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: 12 Old Movies Reborn
If you’ve ever wondered what it’s like to navigate topics like race, identity and gender in the unpredictable online world, today’s episode is for you. Franchesca Ramsey is here to talk about the ups, downs and hard-won lessons of real communication in the age of social media rants, trolls and call-out wars. C'mon over to https://www.marieforleo.com/2018/05/franchesca-ramsey-online-activism/ where we answer your follow-up questions after the episode. If you enjoyed this video, subscribe to our channel and get the world’s best inspiration, motivation and advice delivered straight to your inbox at http://www.marieforleo.com. And if you’re interested in more inspiring interviews, check out our YouTube playlist on that exact topic here: https://www.youtube.com/playlist?list=PL4D5277E0F92106D2. Thanks for watching! FOLLOW ME AT: Facebook: http://www.Facebook.com/marieforleo Twitter: http://www.twitter.com/marieforleo Instagram: http://www.instagram.com/marieforleo My YouTube channel: http://www.youtube.com/marieforleo
Views: 29738 Marie Forleo
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: 888 Epstein Becker Green
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 firstname.lastname@example.org.
Views: 336 Epstein Becker Green
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: 114 National Center for Institutional Diversity
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: 5338 Democracy Now!
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.
www.fordmurraylaw.com What happens if you bring in an undocumented immigrant to your company and bring them on payroll? Undocumented immigrants can occur, bringing them in and hiring them. There are many ways for folks to obtain documentation whether it's a driver's license, a social security card, other issues, and they all appear on their face to be legitimate and real. As an employer, you're not required to be an investigator, you're not required to be a government employee who can tell the difference; as long as, your viewing of the documents is reasonable. If the documents appear on their face valid and legitimate then as an employee you need to accept those documents. And so bringing on an undocumented immigrant can occur. If, however, as an employer you get information which then leads you to the conclusion that the person is undocumented then you have to take steps and need to take affirmative action to make sure that that employment does not continue.
Views: 150 FordMurray Law
SOURCE: https://goo.gl/gTLAsd One State Just Squashed Thousands Of Welfare Leeches, And Obama Is Absolutely Livid Just when Obama thought it was safe to begin construction of his new Presidential Activist Center, one state throws another monkey wrench into the whole Obama Legacy works.While Barack Hussein Obama was president, he had the dubious honor of creating a nanny state like no other with a record 44M people on welfare. He was very proud of this, too, as Nancy Pelosi would later crow: “Now all those unemployed and people on assistance will be able to spend more quality time with the family!” Tennessee officials, however, have put the kibosh on a celebration for the Leftists to yelp about how great they were for creating such a dependent generation.a full seven years after the crisis began and long after an easement of the worst privations had occurred, 42 states still had full or partial work-requirement waivers for the Supplemental Nutrition Assistance Program. Unfortunately for gravy-train riders in the great state of Tennessee, the Volunteer State will soon no longer be on that list. According to The Tennesseean, Gov. Bill Haslam, a conservative Republican, announced this week that his state will reinstate the work requirements nearly a decade after they were waived.As of Feb. 1, 2018, most Tennessee counties will require able-bodied adults who do not have dependents to work 20 hours a week at a job, getting education or training, or volunteering. Recipients will have 90 days to comply with the new regulations once they take effect ‘When we hit record low unemployment three months in a row, then it comes a time to look around and say, are we doing everything the right way? We looked at this and thought, it’s hard to justify a waiver.’ Approximately 58,000 food stamp recipients in Tennessee will be affected by the new requirements — and, if history is any indicator, that means the food stamp rolls are going to plummet. The assistance rolls are already, as we speak, on a downward death spiral, thanks to the efforts of a president who believes in individual spirit and the motivation and integrity of self-preservation. We’ve been puttering around for eight years under the impression that a US president was never going to act in our best interests. But since the election of Donald Trump, welfare rolls are down, unemployment is down, and the stock market and the GDP is up. THE NEXT NEWS TODAY Michelle Obama’s Latest Talk Includes MAJOR Slam Against Half The Women in America Former First Lady Michelle Obama, spoke at a marketing conference, took time out from discussing how unhappy she was during her eight years in the White House as First Lady and touting her upcoming book for which she received a guaranteed advance in the double million dollar digits, but took time out to insult half the women in America.Any women who voted against Hillary Clinton voted against their own voice,” Obama said during a Q&A session at the Boston conference. Of course, reducing women to the sum of their body parts and reproductive organs is nothing new to Democrats – it is the equivalent of reducing others to the amount of melanin in their skin or categorizing people based on a Hispanic surname. If a person has or had a uterus, ovaries or breasts, if they have XX chromosomes, then to the Democrat way of thinking, that person must be a Democrat, support the Planned Parenthood abortion industry, work outside the home, demand free daycare and generally vote the way they are told.In between complaining about being a “prisoner” in the White House and denigrating the ability of women to think for themselves by using a body organ that is not related to sex or procreation – their brain – Mrs. Obama talked about her book, which she says will describe “the struggles of being a woman.” It’s hard to imagine that her story of struggle will take up many pages as she enjoyed many advantages of being a black woman during a time of Affirmative Action that saw to it that women of color gained admission to colleges regardless of academic performance in high school, drew job offers and other considerations based solely on race.
Views: 988 LATEST NEWS GLOBAL
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: 126 UT DDCE
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: 49 UCARConnect
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 email@example.com. 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: 1570 Act Level 42
http://www.TEdib.com/search/tutorial/123/equal%20Employment%20opportunity%20and%20affirmative%20action%20in%20an%20organization EEO is the term that refers in ensuring the employee practises on the basis of race, sex, and religion, national origin, color and so on. It is legally mandated for the all federal contractors. The affirmative action is the term that aspects the federal government efforts in order to ensure the...... Ask your own questions at http://www.TEdib.com
Views: 78 TEdib.com
rue/False Indicate whether the sentence or statement is true or false. ____\u00a0\u00a0\u00a0 1.\u00a0\u00a0 Only the federal government sets safety standards governing workplaces. ____\u00a0\u00a0\u00a0 2.\u00a0\u00a0 A closed shop is a firm that rejects union membership as a condition of employment. ____\u00a0\u00a0\u00a0 3. All personnel functions are interrelated ____\u00a0\u00a0\u00a0 4.\u00a0\u00a0 The Civil Rights Act of 1964 does not prohibit job discrimination on the basis of education. ____\u00a0\u00a0\u00a0 5.\u00a0\u00a0 Whistleblower statutes protect employees who disclose their employers wrongdoing. ____\u00a0\u00a0\u00a0 6. . The term human resources management implies that workers are all similar rather than unique ____\u00a0\u00a0\u00a0 7.\u00a0\u00a0 Contracts limiting employees rights to join unions are unlawful. ____\u00a0\u00a0\u00a0 8. Scientific management is closely associated with the research at the Hawthorne Plant of Western Electric Company. ____\u00a0\u00a0\u00a0 9.\u00a0\u00a0 All unemployed workers are eligible for unemployment compensation. ____\u00a0 10.\u00a0\u00a0 A victim of alleged discrimination must bring a suit against an employer before filing a claim with the Equal Employment Opportunity Commission. ____\u00a0 11.\u00a0\u00a0 Under current law, an employer cannot adopt an affirmative action plan. ____\u00a0 12.\u00a0\u00a0 There are no exceptions to the employment-at-will doctrine. ____\u00a0 13.\u00a0\u00a0 An employer may treat a female employee affected by pregnancy in the same manner as any temporarily disabled employee. ____\u00a0 14. The collective bargaining process refers to those events that establish a formal agreement between workers and management in a unionized environment ____\u00a0 15.\u00a0\u00a0 Firing a worker who refuses to perform an illegal act violates public policy. ____\u00a0 16.\u00a0\u00a0 Under the Americans with Disabilities Act of 1990, disabled employees are entitled to reasonable accommodation. ____\u00a0 17.\u00a0\u00a0 The Americans with Disabilities Act of 1990 defines disabled persons as persons impaired mentally or physically in any way. Multiple Choice Identify the letter of the choice that best completes the statement or answers the question. ____\u00a0 18. A remedial concept that requests
Views: 0 cfbxh fcbxn
[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: 358 LEADCtr
► 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: firstname.lastname@example.org
Views: 1876448 Manifest My Own Destiny
It is getting harder and harder to attract and retain quality employees, plus there is stepped up competition for talent. In addition, the labor force is becoming more diverse around their needs and preferred communication vehicles. As such, employers are looking for ways to enhance and expand their benefit and retirement offerings, and effectively communicate the value of their entire benefits program (http://www.tpgrp.com/2016/05/27/effectively-communicate-benefits-package-diverse-employee-demographics/) to existing and future employees. In this video we review recent studies on how employers are dealing with these issues, including recruiting and retaining our modern day cross-generational talent pool, and dealing with the greater pressure on HR to provide data. Additional related video topics: Recent Trends in Traditional & Non-Traditional Employee Benefits (http://www.tpgrp.com/2016/05/27/3-recent-trends-traditional-non-traditional-employee-benefits-know-market-effectively-attract-retain-quality-employees/) and Current Trends in Retirement Plans (http://www.tpgrp.com/2016/05/27/current-trends-retirement-plans-northwest/). As presented by Gary Alton (http://www.tpgrp.com/employee-benefits/employee-benefits-team/gary-alton/), Managing Partner of the Employee Benefits division at The Partners Group, and Nicole Pond (http://www.tpgrp.com/private-client-services/personal-wealth-team/nicole-pond-portland/), Managing Consultant and Retirement Plans Partner at The Partners Group. The Employee Benefits Division of The Partners Group serves the employee benefit needs of over 500 West Coast employers, with offices in Portland, Lake Oswego, and Bend, OR; Bellevue, WA; and Bozeman MT. Our benefits consulting team specializes in providing a highly-consultative approach coupled with problem-solving wellness analytics, to help employers reduce healthcare costs, improve employee health, and create long-term health plan stability. Contact The Partners Group Employee Benefits Team: http://www.tpgrp.com/contact-partners-groups-employee-benefits-team/
Views: 118 The Partners Group
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: 3459 PBS NewsHour
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: 181 Foulston Siefkin LLP
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
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: 999 Cornell ILR
The White House honors innovators who are breaking down barriers to provide employment opportunities for workers with disabilities, including workers with significant disabilities.
Views: 2223 The Obama White House
Equal opportunities employer meaning in the cambridge english equal commission. An employer who agrees not to discriminate against any employee or job applicant because of race, color, religion, national origin, sex, physical mental disability, age a number laws protect the civil rights individuals in workplace; However, there is more being an equal opportunity than simply knowing definition (eoe) which follows principle regards its hiring and promotion procedures opportunities gives people same. Mdhhs what is equal employment opportunity and affirmative urban dictionary employer. Equal opportunity employer a url? Q merriam webster dictionary equal. Definition of equal opportunity employer. Collins what is equal employment opportunity? Definition, laws about the eeoc overview. Meaning, pronunciation 9 sep 2015 equal employment opportunity is a government policy that requires employers do not discriminate against employees and job applicants based upon certain characteristics, such as age, race, color, creed, sex, religion, disability overviewequal commission (eeoc) responsible for enforcing federal laws make it illegal to be an employer 5 things you need know. Disability, or age (40 older) can be defined and classified as an equal opportunity employer employment is in. Equal opportunity employer. What is eeo? Equity and diversity office scubusiness. It attempts to one side has the word, definitionlotsa space for your liquidsequal opportunity employer eeo or equal employment means that all peoples regardless of gender, race, colour, age, marital parental status, sexual preference, disability 5 jun 2017 diversity in workplace having employees from a wide range (eeo) and anti discrimination meaning, pronunciation, example sentences, more oxford dictionaries. Middle america believes in fair play, an equal opportunity to opportunities employer meaning, definition, what is a company or organization that understands and obeys its legal duty not definition of under the equality act 2010 comply with terms act, employers must have policies place eden district council aims be authority's policy as means identifying possible areas inequality perhaps there are those who think eeo aa mean same. Examples of legislation to foster it or protect from eroding include the u. Equal 18 may 2011 this article explores the definition of equal employment opportunity and identifies why is critical to organizational success an independent federal agency created under civil rights act 1964, as amended, police a program (equal opportunity) eliminate discrimination in based on race, color, age, sex, national origin, religion, or mental physical disability aggregation policies practices other areas that do not discriminate against persons basis. Equal opportunities employer eden district council. How to be an equal opportunity employer resources workableequal employment what does it mean and why is commission define at dictionary. Definition of equal opportunity what is the m
Views: 75 Wade Wade
This video addresses equal opportunity services at NCUA, such as affirmative employment, special emphasis programs, prevention of harassment in the workplace, reasonable accommodation and discrimination complaints. (Video content current as of posting date.) Chapters: :39 Affirmative employment programs 2:32 Special emphasis programs 4:11 Prevention of harassment in the workplace 6:25 Reasonable accommodation 7:47 Discrimination complaint program
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THIS WEBSITE IS THE NEW YORK HARBOR, VETERANS ADMINISTRATION HOSPITAL WHISTLE-BLOWER WEBSITE & A SISTER CHANNEL TO THE HOUSING WHISTLE-BLOWER Website that exposes the NYC REDLINING (SLUM CLEANSING OPERATION BY MISUSING AFFIRMATIVE ACTION BY MIKE BLOOMBERG). THE WHISTLE-BLOWER WEBSITES ARE THE COUNTER MEASURES TO THE CONTAINMENT APPARATUS BY VERY POWERFUL PEOPLE DOING VERY VERY WRONG THIGNS TOTHE POOR AND THATR WAR OF THE INTELLECTUALS AND THE RICH AGAINST THE POOR IS WAHT LEDME TO THESE DISCOVERIES IN 5 YEARS IN COURTS AND THREE YEARS IN HOMLESSNESS AND 2 1/2 YEARS FIGHTING FOR Mrs. PHRONIE GREEN( PHILDRICE1). THE NEW BOOK WEBSITE IS WWW.AFRICANA51.COM AND THESE SITES WERE CREATED BEGINNING THREE YEARS AGO TO RECORD MY LIFE GOING INTO HOMELESSNESS AND MAKING IT A PROJECT TO RECORD HOMELESSNESS AND HIDE SO I WOULD NOT COEM UP DEAD LIKE THE SON OF SENATOR SHIRLEY L. HUNTLEY BECAUSE THE EVIDENCE SAYS HE SAID SO MUCH IN HIS VIDEO THAT HE AND HIS MOTHER BECAME TARGETS AND HOMELESSNESS WAS MY PROTECTION. HOMELESSNESS AND WHAT THAT DOES TO A HUMAN BEING IS TAKE YOU THROUGH HELL AND THERE IS NOTHING I CAN GET NOW THAT WILL EVER BE ENOUGH COMPENSATION FOR THE TORTURE PROCESS OF THESE WRETCHED PEOPLE IN THE OFFICES OF THE BLOOMBERG ADMINISTRATION. THIS IS AFTER NYC USED THE ALL IT COULD TO ELIMINATE ME THAT THE VETERANS ADMINISTRATION HOSPITALS WENT OT WORK ON ME AND THE BROOKLYN AND BRONX V A HOSPITAL ALL THE WAY TO THE 6 BLACK TRAITORS OF CONGRESSMAN GREG W. MEEKS, JOHN B. RHEA HOUSING COMMISSIONER, SENATOR MALCOLM SMITH, ASSEMBLY WOMAN VIVIAN E. COOK (WITH THAT CANCER SHE'S HIDING) AND THE ALLEGED HEAD OF THE BLACK MAFIA IN S E QUEENS IS LEROY COMRIE THAT ALL OF THEM WERE WILLFULLY BLIND TO THE REMAINING FAMILY MEMBER POLICY WHICH THE EVIDENCE SAY HELPED TO PUT ME OUT IN MISUSING THE EXCLUSIVE SENIOR DEVELOPMENT TRICK AND USED THE JULY 11, 2003 POLICY TO WRONGFULLY EVICT AT LEAST 75,000 FAMILIES DURING THE REIGN OF BLOOMBERG. THIS Mr. BLOOMBERG EVEN GOT NYCHA COUNTY L & T COURT JUDGES LIKE MARIA RESSOS WHO ARE JUST BUSTED IN "THE "SUR REPLY DEBACLE""POLICY TO MAKE ME HOMELESS ALONG WITH OVER 75,000 FAMILIES SI WHAT THE EVIDENCE ALLEGES AND THESE SITE BRING THE BLOOMBERG ADMINISTRATION MALFEASANCE FRONT & CENTER. THE LEGACY OF MIKE BLOOMBERG IF I GOT ANYTHING TO DO WITH IT SHALL BE MARKED THROUGHOUT HISTORY WAS A FASCIST ADMINISTRATION THE LIKE WE'VE NOT SEEN SINCE ROBERT MOSES AND MIKE BLOOMBERG IS BUSTED RAILROADING BLACKS AND PUERTO RICANS OUT OF PUBLIC HOUSING THROUGH THE JULY 11, 2003 REMAINING FAMILY MEMBER POLICY. THE BLOOMBERG ADMINISTRATION IS BUSTED AND BEING PROSECUTED AS OF THIS WRITING IN NYS SUPREME COURT, QUEENS COUNTY, NEW YORK, INDEX # 28741-2011 WITH THE RELATED MATTER OF INDEX # Q C SUPREME, 25547-2007. THE BLACK ELECTED OFFICIALS OF S E QUEENS BLACK TRAITORS BEING PROSECUTED WITH THEIR BOSS HOG WHOSE GOT HIS ALLEGED JIM CROW IN SUITS DOING HIS DIRTY WORK AND GOT LOTS OF BLACKS HELPING ARE THE ALLEGATIONS BY THE PREPONDERANCE OF THE EVIDENCE THAT SAYS MAYOR BLOOMBERG USHERED IN HIS SLUM CLEANSING OPERATION BY USING MINORITY AFFIRMATIVE ACTION TO GET IT DONE. NICE KIND OF RACISM TO KEEP HIS HANDS CLEAN; SO HE THOUGHT. THE JOB IS CALLED REDLINING IN PUBLIC HOUSING, SLUM CLEANSING, SCUM CLEANSING AND HE DID IT AND BLACK ELECTED OFFICIALS HELPED BY THEIR SILENCE AND COVER-UPS THIS IS ALSO IS ABOUT BRINGING TO ACCOUNTABILITY V A STAFFERS IN THE BROOKLYN V A HOSPITAL, THE BRONX V A HOSPITAL & St. ALBANS V A HOSPITALS WHO HAVE ABUSED VETERANS AND I GOT THE EVIDENCE TO PROSECUTE. I WAS TORTURED, IMPRISONED, INTIMIDATED, SET-UP FOR A FRAUD CHARGE AND MORE. THE V A HOSPITALS GOT THEIR OWN WAY OF HANDLING BUSINESS; THEY USE THE NYPD OR THE PSYCHO WARD OT SHUT ONE UP & THEY ARE BUSTED N NYC.
Views: 118 Philip Drice
On May 13, 2008 "Labor On The Job" focuses on the case of Agraquest biotech worker David Bell. Bell who worked at the Davis, CA biotech laboratory owned by former Monsanto scientist Pam Marrone was infected with fungus and bacteria while working. He and his family have faced a terrifying battle for healthcare and justice from injuries on the job. Despite the fact that his mother found material in his body that was patented by scientists at the laboratory he has been prevented from getting full healthcare to save his life. The corruption and breakdown of the workers compensation system is connected to the deregulation of workers compensation and the elimination of all medical doctors at Ca-OSHA. Joining the show is his mother Sandi Trend, the last Ca-OSHA doctor Larry Rose and author of "Death On The Job" Daniel Berman. Production of the Labor Video Project in San Francisco. The Labor Video Project also produces labor documentaries. Labor Video Project P.O.Box 720027 San Francisco,CA 94172 Phone (415)282-1908 lvpsf(at)labornet.org www.laborvideo.org laborvideo.blip.tv
Views: 687 laborvideo