Archive for the ‘Affirmative Action News’ Category

Veterans with Disabilities Need Multi-Prong Approach for Employment, EEOC Told at Meeting

US Equal Employment Opportunity Commission
PRESS RELEASE
11-16-11

Commission Also Votes to Approve Age Discrimination Regulations

WASHINGTON—Veterans with disabilities have unique needs in transitioning to and retaining civilian employment, and many are unaware that they are protected by the Americans with Disabilities Act (ADA), a panel of experts told the U.S. Equal Employment Opportunity Commission (EEOC) at a public meeting held today. The panel included representatives from the Department of Veterans Affairs (VA), Department of Labor (DOL), Office of Personnel Management (OPM), Department of Defense (DOD) and private sector stakeholders, including the U.S. Chamber of Commerce. The meeting was one of a series the EEOC has held to examine barriers to employment.
“Today’s Commission meeting provided an important opportunity to learn effective ways to remove barriers to employment for veterans with disabilities,” said EEOC Chair Jacqueline A. Berrien.
“Veterans with disabilities often remain a distinct segment of the disability community, which challenges traditional avenues of outreach,” said Heather Ansley of the Consortium for Citizens with Disabilities. Moreover, veterans with disabilities “are not immune to the myths that surround the employment of people with disabilities.”
Panelists pointed out the important role of employment in easing a veteran’s return to civilian life and recovery from injuries. The VA and DOL have programs providing vocational rehabilitation services and job training for veterans with disabilities. DOL also enforces a specific law prohibiting discrimination against former service members—the Uniformed Services Employment and Reemployment Act. Additionally, the DOL’s Office of Federal Contract Compliance Programs (OFCCP) insures that federal contractors comply with laws giving veterans priority referrals to job openings and not discriminate on the basis of disability, Claudia Gordon, special assistant to OFCCP director Patricia Shiu told the Commission.
Ruth Fanning, Director of Vocational Rehabilitation and Employment Services for the VA, stressed the need for early intervention in the transition from active duty to civilian life. Encouraging injured veterans to plan and work toward civilian career goals “reduces the risk of homelessness, underemployment, or unsuitable employment after discharge from the military.” As George M. Parker, Director of Compliance and Investigations of the Veterans Employment and Training Service (VETS) of the DOL put it, “for wounded and injured veterans, employment can play a significant role in the road to recovery.”
Disabled veterans face special challenges, a number of panelists told the Commission, especially those returning from service in Iraq and Afghanistan who may have traumatic brain injuries (TBI) or post-traumatic stress disorder (PTSD), which many employers do not know how to accommodate. The DOL’s Job Accommodation Network (JAN) provides special resources for employers who need to learn more about how to accommodate veterans with PTSD and TBI, said Anne Hirsh, JAN’s co-director.
Ironically, the increased attention to veterans with conditions like TBI, PTSD and other mental health issues has made some employers hesitant to hire veterans at all, believing that all veterans are likely to have these conditions, Ansley told the Commission. Stereotypical views of mental health issues, rooted in suspicion and fear, “often lead to widespread discrimination against people with conditions like PTSD.”
The EEOC works to combat these myths and stereotypes about veterans with disabilities, said EEOC Senior Attorney-Advisor Joyce Walker-Jones. In 2008, the Commission issued two guides—one for veterans, the other for employers—explaining how the ADA and USERRA protect veterans with disabilities. “We issued the guides because we wanted veterans to know what the ADA is, and employers to know that many veterans with disabilities are able to—and want to—work,” she stated.
Other panelists included Dinah Cohen, Director of the Computer/Electronic Accommodations Program of the Department of Defense, and Ray Decker, Assistant Director for Veterans Services at the U.S. Department of Personnel Management.
In an unrelated matter, the Commission voted 3—2 at the meeting to approve the “Final Regulation on Disparate Impact and Reasonable Factors Other than Age” under the Age Discrimination in Employment Act. The regulation now goes to the U.S. Office of Management and Budget (OMB) for review. Upon OMB approval, the text of the regulation will be made public in the Federal Register.
The EEOC enforces the federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov.

http://www.eeoc.gov/eeoc/newsroom/release/11-16-11.cfm

Fair Usage Law

November 27, 2011   Posted in: Affirmative Action News  Comments Closed

OPM releases the Federal Government Diversity and Inclusion Strategic Plan

AAAA Urges OPM and EEOC to Include Private Sector in a Consultative Role

The US Office of Personnel Management has issued the long-awaited Diversity and Inclusion Strategic Plan for federal employees. The OPM plan was a product of the presidential executive order 13583 calling for a diversity and inclusion policy and program for the federal sector. The Executive order “directs executive departments and agencies (agencies) to develop and implement a more comprehensive, integrated, and strategic focus on diversity and inclusion as a key component of their human resources strategies.”

OPM defines workforce diversity and inclusion thusly:

“We define workforce diversity as a collection of individual attributes that together help agencies pursue organizational objectives efficiently and effectively. These include, but are not limited to, characteristics such as national origin, language, race, color, disability, ethnicity, gender, age, religion, sexual orientation, gender identity, socioeconomic status, veteran status, and family structures. The concept also encompasses differences among people concerning where they are from and where they have lived and their differences of thought and life experiences.
We define inclusion as a culture that connects each employee to the organization; encourages collaboration, flexibility, and fairness; and leverages diversity throughout the organization so that all individuals are able to participate and contribute to their full potential.”

The OPM’s three principal goals are: Workforce Diversity (recruit from a diverse and qualified workforce), Workplace Inclusion (cultivate a culture that encourages collaboration and fairness), and Sustainability (develop structures to enable managers to manage diversity).

AAAA met with OPM staff including Director of Diversity Veronica Villalobos last week. OPM official Liz Montoya also addressed the AAAA board in September.

AAAA has urged the government to include non-governmental organizations including AAAA to assist in advising OPM in the development of such programs. Diversity management as a concept is not new to the private sector and AAAA is recommending that the government not reinvent the wheel and that it confer with those who have experience in managing diversity, affirmative action and EEO programs. The ultimate program may have implications for the private sector as well.

AAAA board members Gregory T. Chambers, ReNee Dunman, Delia Johnson and John Gonzalez have taken a lead role in this initiative. For a copy of the OPM Diversity and Inclusion Plan, go to: http://www.opm.gov/diversityandinclusion/reports/GovernmentwideDIStrategicPlan.pdf

Fair Usage Law

November 27, 2011   Posted in: Affirmative Action News  Comments Closed

See Something / Say Something

The Chronicle of Higher Education
November 18, 2011, 12:15 pm
By Billie Hara

We’ve heard this statement a lot lately, “see something / say something,” but we’ve heard it in a context that most of will never face. But how often do we see something on our college or university campuses– something that is questionable, something that is odd, something that is just plain wrong– and we don’t say anything to anyone about it? The situations we witness might not involve minors, but the situations could still be wrong, could still be abusive, or could still be illegal. It’s important to recognize, too, that we may not just see these situations; we may be experiencing them ourselves.

Full Story: http://chronicle.com/blogs/profhacker/see-something-say-something/37352?sid=at&utm_source=at&utm_medium=en

Fair Usage Law

November 27, 2011   Posted in: Affirmative Action News  Comments Closed

US district court rules United Space Alliance must give US Labor Department access to information for review of its Cape Canaveral, Fla., facility

OFCCP News Release: [11/15/2011]
Contact Name: Laura McGinnis or Mike Trupo
Phone Number: (202) 693-4653 or x6588
Release Number: 11-1608-ATL

US district court rules United Space Alliance must give US Labor Department access to information for review of its Cape Canaveral, Fla., facility
Decision supports February ruling by Office of Administrative Law Judges

WASHINGTON — The U.S. District Court for the District of Columbia has ruled that United Space Alliance LLC must supply the U.S. Department of Labor’s Office of Federal Contract Compliance Programs with compensation information requested for a review of the company’s Cape Canaveral, Fla., facility. The ruling upholds a Feb. 28 decision by the department’s Office of Administrative Law Judges.
“Workplace discrimination is not universal, but it is far too common — and the people who suffer most are the American workers,” said OFCCP Director Patricia A. Shiu. “At OFCCP, we are charged with identifying which federal contractors discriminate in their hiring and pay practices, and which are abiding by the law. We cannot serve our mission to protect workers if companies refuse to give us access to the records they promised to keep and share with us when they signed their contracts.”
United Space Alliance, a spaceflight operations company and a joint venture between Boeing Co. and Lockheed Martin Corp., holds contracts with NASA worth at least $8 billion dollars.
In 2009, OFCCP asked for information about United Space’s affirmative action program and supporting documents to conduct a scheduled compliance review. The initial review raised questions about the company’s pay practices, leading OFCCP to request additional data and records in order to complete the evaluation. The company refused to provide the records or to allow OFCCP access to its premises to gather the requested information.
In November 2010, the Labor Department’s Office of the Solicitor filed a complaint with the department’s Office of Administrative Law Judges alleging denial of access and requesting that United Space Alliance be compelled to comply with the requirements of Executive Order 11246, Section 503 of the Rehabilitation Act and Section 4212 of the Vietnam Era Veterans’ Readjustment Assistance Act, as well as permit OFCCP access to its facility and records.
Following a February 2011 hearing, an administrative law judge ruled in favor of OFCCP and issued a recommended decision and order that the company provide access to the requested compensation information within 30 days or be subject to contract suspension, cancellation and debarment. After additional administrative procedures, United Space Alliance sought review of the decision by the U.S. District Court for the District of Columbia under the Administrative Procedures Act.
In a Nov. 14 decision, Chief Judge Royce C. Lamberth ruled in favor of OFCCP on all issues — rejecting every major argument United Space Alliance made — and ordered the contractor to provide the requested documentation. “The [d]epartment has merely required United Space to submit data about its employee compensation,” said Lamberth. “Submission to such lawful investigations is the price of working as a federal contractor.”
Lamberth’s order will become enforceable on Nov. 28.
OFCCP enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. As amended, these three laws require those who do business with the federal government, both contractors and subcontractors, to follow the fair and reasonable standard that they not discriminate in employment on the basis of sex, race, color, religion, national origin, disability or status as a protected veteran. For general information, call OFCCP’s toll-free helpline at 800-397-6251 or visit its website at http://www.dol.gov/ofccp.

http://www.dol.gov/opa/media/press/ofccp/OFCCP20111608.htm

Fair Usage Law

November 20, 2011   Posted in: Affirmative Action News  Comments Closed

EEOC Announces Commission Meeting November 16 to Discuss ADEA and VETS Issues

FOR IMMEDIATE RELEASE
CONTACT: Christine Nazer
Justine Lisser 202) 663-4191
TTY: (202) 663-4494 newsroom@eeoc.gov
Wednesday, Nov. 9, 2011

NEXT COMMISSION MEETING WEDNESDAY NOV. 16
WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) will hold a public meeting on Wednesday, November 16, at 8:30 a.m. (Eastern Time), at agency headquarters, 131 M Street, N.E. In accordance with the Sunshine Act, the meeting is open for public observation of the Commission’s deliberations.

The following matters are scheduled for consideration during the meeting:

< Vote on “Final Regulation on Disparate Impact and Reasonable Factors Other Than Age” under the Age Discrimination in Employment Act (ADEA)
< Panel discussion, “Overcoming Barriers to the Employment of Veterans with Disabilities”

The Commission will examine unlawful discrimination in employment and other challenges that veterans with disabilities may face. The list of invited panelists includes:

· Heather Ansley, Director of Veterans Policy, VetsFirst, and Co-Chair of the Consortium of Citizens with Disabilities Veterans Task Force
· Vivian Eng Bendewald, Program Manager, Student Veterans and Wounded, Ill and Injured Veterans Employment Initiatives, Veterans Employment Program, U.S. Chamber of Commerce
· Dinah Cohen, Director, Computer/Electronic Accommodations Program (CAP), U.S. Department of Defense
· Ray Decker, Assistant Director for Veteran Services, U.S. Office of Personnel Management
· Ruth A. Fanning, Director, Vocational Rehabilitation Services, U.S. Department of Veterans Affairs
· Claudia Gordon, Special Assistant to the Director, Office of Federal Contract Compliance Programs, U.S. Department of Labor
· Anne E. Hirsh, Co-Director, Job Accommodation Network (JAN)
· George M. Parker, Director, Office of Compliance and Investigations, Veterans Employment and Training Service, U.S. Department of Labor
· Joyce Walker Jones, Senior Attorney Advisor, Office of Legal Counsel, U.S. Equal Employment Opportunity Commission

Seating is limited and it is suggested that visitors arrive 30 minutes before the meeting in order to be processed through security and escorted to the meeting room.

The Commission agenda is subject to revision. Additional information about the hearing, when available, will be posted at http://www.eeoc.gov/eeoc/meetings/index.cfm.

The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.

# # #

Fair Usage Law

November 20, 2011   Posted in: Affirmative Action News  Comments Closed

Latin Business Association Honors Verizon for Its Commitment to the Latino Small-Business Community

MarketWatch
press release
Nov. 14, 2011, 1:01 p.m. EST

Verizon Receives 2011 Chairman’s Historical Corporation of the Year Award for Efforts to Increase Business Opportunities for Latino-Owned Businesses

LOS ANGELES, Nov. 14, 2011 /PRNewswire via COMTEX/ — The Latin Business Association has presented Verizon with the 2011 Chairman’s Historical Corporation of the Year Award, in recognition of the company’s commitment to supplier diversity and its support of the Latino small-business community.
The LBA cited Verizon’s efforts to increase access to business opportunities for Latino-owned businesses and for providing guidance and support to the membership of the LBA and the small-business community.
“Verizon’s forward thinking extends beyond its innovative products and services,” said Ruben Guerra, chairman of the Latin Business Association. “Through strong supplier diversity programs and business partnerships within the Latino community, Verizon sets the bar high for other companies.”

Full Press Release:
http://www.marketwatch.com/story/latin-business-association-honors-verizon-for-its-commitment-to-the-latino-small-business-community-2011-11-14

Fair Usage Law

November 20, 2011   Posted in: Affirmative Action News  Comments Closed

Can Well-Behaved Women Make (Academic) History?

The Chronicle of Higher Education
November 13, 2011
By Female Science Professor

How to respond to a sexist dig is a topic that always generates debate and criticism on my blog. I am referring to incidents in which someone (most commonly a man) in my academic life has treated me in an apparently disrespectful way. Many of those incidents could be interpreted as sexist, but no matter what you call them, they are somewhat (to very) humiliating.
The incidents themselves are not what generates the debate on my blog. Instead, the sometimes-heated discussion focuses on how I have chosen to respond to such slights: that is, my tendency to react in a calm, polite way, perhaps with a bit of humor or gentle sarcasm. Except in extreme cases, I prefer not to respond to insulting remarks with anger, and I try to move on with the research, teaching, or service task at hand.

Full Commentary: http://chronicle.com/article/Can-Well-Behaved-Women-Make/129738/?sid=ja&utm_source=ja&utm_medium=en

Fair Usage Law

November 20, 2011   Posted in: Affirmative Action News  Comments Closed

Students Benefit From Programs Responding to Violence

The Chronicle of Higher Education
November 7, 2011

To the Editor:
Over the past several years there have been countless news stories and investigative reports highlighting the poor record that colleges and universities have when it comes to responding to sexual assault and misconduct on campus. These stories focus on huge financial settlements for complainants and paint a picture of an almost cold and uncaring academy. Rarely do we hear about the positive and excellent work being done in these areas on our campuses. I want to share a story of hope and positive impact that is taking place on my campus.
The Phoenix Center at Auraria is an office funded by a grant from the U.S. Department of Justice to respond to issues of interpersonal violence and sexual misconduct on the Auraria Campus, in Denver.

Full Comment: http://chronicle.com/article/Students-Benefit-From-Programs/129678/?sid=at&utm_source=at&utm_medium=en

Fair Usage Law

November 20, 2011   Posted in: Affirmative Action News  Comments Closed

Citadel Admits Failing to Report Sex Abuse

The Citadel News Service
Press Release
12 November 2011
Statement regarding Louis Neal “Skip” ReVille
from Citadel President Lt. Gen John. W. Rosa and Doug Snyder, chairman of The Citadel Board of Visitors

The Citadel family is deeply saddened that one of its alumni has committed, by his own admission, acts that betray the principles and values for which the college stands. We remain dedicated to the wellbeing of all who are associated with The Citadel. As has been reported, in 2007 The Citadel received an allegation against Louis Neal “Skip” ReVille. We want to make it very clear that, as soon as this information was brought to our attention, The Citadel immediately investigated the accusation. In 2007, a former camper at The Citadel Summer Camp reported that, five years prior, in 2002, he was in the room of Mr. ReVille along with another camper. The individual stated they watched pornography on Mr. ReVille’s computer. They did not touch each other, but they engaged in sexual activity.

Full Statement: http://externalaffairs.citadel.edu/node/59934

Fair Usage Law

November 20, 2011   Posted in: Affirmative Action News  Comments Closed

Veterans with Disabilities Need Multi-Prong Approach for Employment, EEOC Told at Meeting

US Equal Employment Opportunity CommissionPRESS RELEASE11-16-11Commission Also Votes to Approve Age Discrimination RegulationsWASHINGTON—Veterans with disabilities have unique needs in transitioning to and retaining civilian employment, and many are unaware that they are protected by the Americans with Disabilities Act (ADA), a panel of experts told the U.S. Equal Employment Opportunity Commission (EEOC) at a public […]

Fair Usage Law

November 27, 2011   Posted in: Affirmative Action News  Comments Closed

OPM releases the Federal Government Diversity and Inclusion Strategic Plan

AAAA Urges OPM and EEOC to Include Private Sector in a Consultative RoleThe US Office of Personnel Management has issued the long-awaited Diversity and Inclusion Strategic Plan for federal employees. The OPM plan was a product of the presidential executive order 13583 calling for a diversity and inclusion policy and program for the federal sector. […]

Fair Usage Law

November 27, 2011   Posted in: Affirmative Action News  Comments Closed

See Something / Say Something

The Chronicle of Higher EducationNovember 18, 2011, 12:15 pmBy Billie HaraWe’ve heard this statement a lot lately, “see something / say something,” but we’ve heard it in a context that most of will never face. But how often do we see something on our college or university campuses– something that is questionable, something that is […]

Fair Usage Law

November 27, 2011   Posted in: Affirmative Action News  Comments Closed

US district court rules United Space Alliance must give US Labor Department access to information for review of its Cape Canaveral, Fla., facility

OFCCP News Release: [11/15/2011]Contact Name: Laura McGinnis or Mike TrupoPhone Number: (202) 693-4653 or x6588Release Number: 11-1608-ATLUS district court rules United Space Alliance must give US Labor Department access to information for review of its Cape Canaveral, Fla., facilityDecision supports February ruling by Office of Administrative Law JudgesWASHINGTON — The U.S. District Court for the […]

Fair Usage Law

November 20, 2011   Posted in: Affirmative Action News  Comments Closed

EEOC Announces Commission Meeting November 16 to Discuss ADEA and VETS Issues

FOR IMMEDIATE RELEASE CONTACT: Christine NazerJustine Lisser 202) 663-4191TTY: (202) 663-4494 newsroom@eeoc.govWednesday, Nov. 9, 2011NEXT COMMISSION MEETING WEDNESDAY NOV. 16WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) will hold a public meeting on Wednesday, November 16, at 8:30 a.m. (Eastern Time), at agency headquarters, 131 M Street, N.E. In accordance with the Sunshine Act, […]

Fair Usage Law

November 20, 2011   Posted in: Affirmative Action News  Comments Closed

Latin Business Association Honors Verizon for Its Commitment to the Latino Small-Business Community

MarketWatchpress releaseNov. 14, 2011, 1:01 p.m. ESTVerizon Receives 2011 Chairman’s Historical Corporation of the Year Award for Efforts to Increase Business Opportunities for Latino-Owned BusinessesLOS ANGELES, Nov. 14, 2011 /PRNewswire via COMTEX/ — The Latin Business Association has presented Verizon with the 2011 Chairman’s Historical Corporation of the Year Award, in recognition of the company’s […]

Fair Usage Law

November 20, 2011   Posted in: Affirmative Action News  Comments Closed

Can Well-Behaved Women Make (Academic) History?

The Chronicle of Higher EducationNovember 13, 2011By Female Science ProfessorHow to respond to a sexist dig is a topic that always generates debate and criticism on my blog. I am referring to incidents in which someone (most commonly a man) in my academic life has treated me in an apparently disrespectful way. Many of those […]

Fair Usage Law

November 20, 2011   Posted in: Affirmative Action News  Comments Closed

Students Benefit From Programs Responding to Violence

The Chronicle of Higher EducationNovember 7, 2011To the Editor:Over the past several years there have been countless news stories and investigative reports highlighting the poor record that colleges and universities have when it comes to responding to sexual assault and misconduct on campus. These stories focus on huge financial settlements for complainants and paint a […]

Fair Usage Law

November 20, 2011   Posted in: Affirmative Action News  Comments Closed

Citadel Admits Failing to Report Sex Abuse

The Citadel News ServicePress Release12 November 2011Statement regarding Louis Neal “Skip” ReVillefrom Citadel President Lt. Gen John. W. Rosa and Doug Snyder, chairman of The Citadel Board of VisitorsThe Citadel family is deeply saddened that one of its alumni has committed, by his own admission, acts that betray the principles and values for which the […]

Fair Usage Law

November 20, 2011   Posted in: Affirmative Action News  Comments Closed


Fair Use Disclaimer

"Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech, or of the press; or the right of the people peaceably to assemble, and to petition the government for a redress of grievances."

Under the 'fair use' rule of copyright law, an author may make limited use of another author's work without asking permission. Fair use is based on the belief that the public is entitled to freely use portions of copyrighted materials for purposes of commentary and criticism. The fair use privilege is perhaps the most significant limitation on a copyright owner's exclusive rights.

Fair use as described at 17 U.S.C. Section 107:

"Notwithstanding the provisions of section 106 and 106A, the fair use of a copyrighted work, including such use by reproduction in copies or phono-records or by any other means specified by that section, for purposes such as criticism, comment, news reporting, teaching (including multiple copies for classroom use), scholarship, or research, is not an infringement of copyright.

In determining whether the use made of a work in any particular case is a fair use the factors to be considered shall include:

  • (1) the purpose and character of the use, including whether such use is of a commercial nature or is for or nonprofit educational purposes,
  • (2) the nature of the copyrighted work,
  • (3) the amount and substantiality of the portion used in relation to the copyrighted work as a whole, and
  • (4) the effect of the use upon the potential market for or value of the copyrighted work."