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: 634 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: 74 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: 17 The Audiopedia
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: 47 Pan Pan 3
New analysis by the American Institutes for Research finds that those with disabilities earn 64 cents to every dollar their colleagues make, a disparity on par with the gender pay gap. Considering that equal pay is vital to keeping those with disabilities financially independent and out of poverty, our panelists explored the key facts and the ways that policy can help equalize income. Speakers also discussed what recent changes to the Workforce Innovation and Opportunity Act mean for workers with disabilities.
Views: 74 American Institutes for Research
The Trump administration is targeting affirmative action policies at universities under a new initiative in the Justice Department. Subscribe to The Washington Post on YouTube: http://bit.ly/2qiJ4dy Follow us: Twitter: https://twitter.com/washingtonpost Instagram: https://www.instagram.com/washingtonpost/ Facebook: https://www.facebook.com/washingtonpost/
Views: 1999 Washington Post
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: 122 UT DDCE
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: 314 AskEARN
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: 3455 PBS NewsHour
Career Search Personnel Recruiters maintain contacts within the community and may travel considerably, often to college campuses, to search for promising job applicants. Recruiters screen, interview, and occasionally test applicants. They also may check references and extend job offers. These workers must be thoroughly familiar with the organization and its human resources policies in order to discuss wages, working conditions, and promotional opportunities with prospective employees. They also must stay informed about equal employment opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act. Human resources work usually takes place in clean, pleasant, and comfortable office settings. Arbitrators and mediators may work out of their homes. Median annual earnings of employment, recruitment, and placement specialists were $42,420 in May 2006. CareerSearch.com
Views: 81 careersearchcom
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 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: 984 Cornell ILR
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
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
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: 5306 Democracy Now!
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: 333 Epstein Becker Green
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
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: 10 Old Movies Reborn
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: 1523 PBS NewsHour
Title: EARN Webinar: Creating Linkages for Effective Recruitment of Candidates with Disabilities Presenters: Beth Butler, Manager, Leaves & Accommodations, Lowe's Companies, Inc. Kathleen Lee, Business Outreach Specialist, National Employer Technical Assistance Center (NETAC) Kathy West-Evans, Director of Business Relations, Council of State Administrators of Vocational Rehabilitation (CSAVR) Recruiting and hiring qualified employees with disabilities requires a multi-faceted strategy. To be most effective, employers and federal contractors should become familiar with resources both at the national and local levels. This webinar will highlight two important resources listed in 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: the National Employment Team and the Employer Assistance and Resource Network (EARN). Presenters will describe their organizations' services and discuss how HR professional may establish on-going relationships and linkages to facilitate the recruitment and hiring of candidates with disabilities. Webinar participants will learn about recruitment and outreach resources and hear from a large federal contractor about the value of establishing national and local linkages for tapping into the underutilized talent of persons with disabilities.
Views: 287 AskEARN
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: 982 LATEST NEWS GLOBAL
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: 887 Epstein Becker Green
[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: 350 LEADCtr
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: 115 The Partners Group
What is discriminatory action? Discriminatory action when an employer takes action, or threatens to take that retaliatory in nature against a worker 17 may 2011 i was asked meeting last week give example of case under the workers compensation act. Discriminatory actions relating to occupational health & safety discriminatory action. The worker what constitutes discriminatory action? . Respond to discriminatory action complaints worksafebc. What is discriminatory action under the. In the discussion learn about various types of discrimination prohibited by laws enforced eeoc. Discrimination does not have to be deliberate. Rights and responsibilities in the workplace employment law essentials discriminatory action complaints about discrimination citizens advice. Discriminatory action complaints integritas workplace law what is discrimination? Action on hearing loss rnid. Discriminatory action complaints worksafebc what do discriminatory actions include? If you raise a health or safety issue at work and the response is any one of following, we consider it worker raises workplace, employer union responds with includes act omission by an union, person acting should i if have complaint? . What does discriminatory action in worker's compensation look like? Discriminatory what is discrimination? Discriminatory. Some examples of 9 jan 2013 a summary this page is available in accessible video (asl, captioning and voice over). Discriminatory action complaints worksafebc. What specific discriminatory actions based on know your rights disability discrimination. Discrimination could arise indirectly by failing to make reasonable adjustments or providing training for staff 1. What specific discriminatory actions based on disability are prohibited by this action is necessary to provide qualified individuals with disabilities aid, discrimination? What does the discrimination act do? Programs and support organisations develop plans where your complaint in respect of a action, you must file personal loss have suffered as result employer's or union's plain english, discriminate means distinguish, single out, make legality anti remedies such affirmative programs Respond complaints worksafebc. Workers compensation act? Discriminatory action under the workers. Discrimination is an action or a decision that treats information on what discriminatory and the steps how to file complaint 30 aug 2016 law essentials complaints employers are not like normal worksafebc you can also make discrimination claim in civil courts. Australian human rights form 57w1, worksafebc unifor 2301. About discriminatory action under the workers compensation actontario human rights commission. Act refers to employer or union 'isms' refer mainly attitudes, while discrimination involves actions. What is discrimination? Findlaw. Discrimination your rights types of discrimination ('protected gov. When asked what was wrong, he said something about maintaining the company image 37. We also provide li
Views: 5 Frequent Question
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: 1570 Federal Acquisition Institute
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: 48 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 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: 1551 Act Level 42
The OFCCP has Officially posted the new rules for the Section 503 of the ADA regulations for covered individuals with disabilities. This webinar will cover the comparisons between the current Section 503 rule and the new rule. Effective date of implementation: March 24, 2014 The New Section 503- Details of the new regulations for individuals with Disabilities Implementation timeline Required contents of the AAP for section 503 Placement goals for individuals with disabilities- Utilization Expectations to the definition of qualified "individual" and "disability" Pre and Post offer- "invitation to Self Identiy" for individuals with disability Mandatory recruiting requirements for qualified persons w/ disabilities Reasonable accommodation Physical and mental qualifications Changes to the "EEO Contract Clause" for contracts, leases and purchase orders Recordkeeping
Views: 205 Employers Group
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: 881 Peter Borenius
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
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Views: 34 Zeeshan Gul
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: 57 Question Around
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: 27156 Marie Forleo
Frank H. Wu, author of the critically acclaimed "Yellow: Race in America Beyond Black and White" and former Chancellor & Dean of University of California Hastings College of the Law, will speak about the many versions of the Asian American experience. He will challenge the stereotype of the model minority and the perpetual foreigner, explaining how Asian immigrants and their American-born descendants can write the scripts of their own lives. His talk will include advice for breaking through the “glass ceiling.” Before joining UC Hastings, Professor Wu was a member of the faculty at Howard University, the nation’s leading historically black college/university (HBCU), for a decade. He served as Dean of Wayne State University Law School in his hometown of Detroit, and taught in various roles at Michigan, Columbia, Stanford, and Peking University School of Transnational Law. In April 2016, he was elected by the members of Committee of 100 as their Chair. Get the book here: https://goo.gl/7YrTWv
Views: 4104 Talks at Google
A three-year-old girl accidentally shot her mother with her dad’s gun. Cenk Uygur, Ana Kasparian, and Brett Erlich, the hosts of The Young Turks, break it down. http://www.tytnetwork.com/join Tell us what you think in the comment section below. Read more here: http://wgntv.com/2018/04/17/children-accidentally-shoot-mother-in-northwest-indiana-parking-lot/ “MERRILLVILLE, Ind. – Police say a 3-year-old girl accidentally shot and wounded her pregnant mother in a car parked outside a northwestern Indiana thrift store. The shooting happened around 4 p.m. Tuesday in the 300 block of East 81st Avenue in Merrillville, Ind., in the parking lot of Plato’s Closet. Police say the woman and her two children, ages 1 and 3, were sitting inside a parked car when the 3-year-old daughter got a hold of a handgun and accidentally shot the mother. The woman's boyfriend was inside the store shopping when the shots were fired. Employees of Plato’s Closet heard screaming and ran out to help. “What I saw was a lady she was almost about to fall, she was like bleeding out with like a bucket of blood on the ground and I just saw her two kids just standing there,” Paloma Prieto, a witness, said. “We grabbed the little boy who was still in the car and we took the little girl from the mom because she was holding her hand and we took them inside and just tried comforting them the best we could,” Rebecca Todd, a witness, said.” Hosts: Cenk Uygur, Ana Kasparian, Brett Erlich Cast: Cenk Uygur, Ana Kasparian, Brett Erlich *** The Largest Online News Show in the World. Hosted by Cenk Uygur and Ana Kasparian. LIVE STREAMING weekdays 6-8pm ET. https://goo.gl/tJpj1m Subscribe to The Young Turks on YouTube: https://goo.gl/a3JY9i Like The Young Turks on Facebook: https://goo.gl/txrhrh Follow The Young Turks on Twitter: https://goo.gl/w6ahdV Buy TYT Merch: https://goo.gl/KVysaM Download audio and video of the full two hour show on-demand + the members-only post game show by becoming a member at https://goo.gl/v8E64M. Your membership supports the day to day operations and is vital for our continued success and growth. Young Turk (n), 1. Young progressive or insurgent member of an institution, movement, or political party. 2. A young person who rebels against authority or societal expectations.(American Heritage Dictionary)
Views: 91097 The Young Turks
► 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: 1607842 Manifest My Own Destiny
Federal Contract Compliance (Part 1 of 2) - mars-1:hrs01V_A334_090514b.1 - Cannon 334 - Committee on Veterans' Affairs - 2009-05-14 - Subcommittee on Economic Opportunity. Witness Testimonies: Panel 1: Thomas S. Whitaker, President, National Association of State Workforce Agencies, Deputy Chairman/Chief Counsel, North Carolina Employment Security Commission, Accompanied By: Sergeant First Class Chad Sowash, USAR, Vice President of Business Development, DirectEmployers Association, Inc., Indianapolis, IN; Christina M. Roof, National Deputy Legislative Director, American Veterans (AMVETS); Joseph C. Sharpe, Jr., Director, National Economic Commission, American Legion; Rchard F. Weidman, Executive Director for Policy and Government Affairs, Vietnam Veterans of America. Panel 2: Lorenzo Harrison, Acting Deputy Assistant Secretary, Office of Federal Contract Compliance Programs, U.S. Department of Labor; Jan R. Frye, Deputy Assistant Secretary for Acquisition and Logistics, U.S. Department of Veterans Affairs. Video provided by U.S. House of Representatives.
Views: 214 HouseResourceOrg
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
The new OFCCP Audit Scheduling Letter and Itemized Listing are the latest in a string of new federal contractor compliance requirements. This webinar will cover these expanded requirements to further prepare you for OFCCP audits. The OFCCP plans to start using the new Scheduling Letter and Itemized Listing for all audits scheduled after October 15, 2014. - The new scheduling letter and itemized listing includes: - New rules for Veteran and Disability AAPs - Detailed minority data for adverse impact analysis - Expanded compensation Categories on raw data - Expanded employee-level compensation data - Compensation data on contract workers - Documentation of Accommodation - Assessment of Personnel Processes for the Disabled: - Documented Assessment of Physical and Mental Qualifications
Views: 73 Employers Group
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: 173 Foulston Siefkin LLP
Introductory Remarks by David T. Ellwood Director, Malcolm Wiener Center for Social Policy A Conversation with Atul Gawande Director, Ariadne Labs Samuel O. Thier Professor of Surgery, Harvard Medical School Cristine Russell (Moderator) Science Journalist Senior Fellow, Belfer Center for Science and International Affairs
Views: 1163 Harvard Kennedy School's Institute of Politics
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Guest speaker Daniel Wooten of Neale & Newman Law Firm, on Recent Developments in Missouri Employment Law. Conference held on July 14th, 2017.
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