7 ETHICS SURVIVAL SKILLS FOR THE GOVERNMENT LAWYER
•
4 likes•824 views
7 ETHICS SURVIVAL SKILLS FOR THE GOVERNMENT LAWYER, SUING AND DEFENDING GOVERNMENT ENTITIES, STATE BAR OF TEXAS CLE, JULY 2007 SAN ANTONIO
Report
Share
Report
Share
![7 ETHICAL SURVIVAL SKILLS FOR THE GOVERNMENT LAWYER ,[object Object],[object Object]](https://image.slidesharecdn.com/7-ethics-survival-skills-for-the-government-lawyer3950/85/7-ETHICS-SURVIVAL-SKILLS-FOR-THE-GOVERNMENT-LAWYER-1-320.jpg)
![CALL/ EMAIL AND GET THE SLIDES ,[object Object],[object Object],[object Object],[object Object],[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
Recommended
Ethics for Human Resource Professionals
Establishing and reinforcing a company’s ethical culture and values always represents a challenge. But you need to understand historically how we got where we are in order to appreciate the rich fabric that makes up today’s complex workplace. From ethics theory to U.S. employment law history, from Sarbanes-Oxley to corporate governance standards, this PowerPoint presentation whisks you from the 1930s through to the first decade of the new millennium with an insightful overview of the laws that influence today’s business decisions. We’ll cover the real nature of employment-at-will, the rise of labor unions and their historical appeal to workers, the difference between progressive discipline and “summary offenses,” and “you make the call” workplace ethical scenarios that are sure to raise debate among your staffers. Finally, we’ll touch on ethical considerations in an international context, the environmental justice movement, and even pay trends in executive compensation. Turn to this guide for an on-the-mark overview of our labor history, employment laws, and our evolving workplace. (72 slides)
Presentation developed by author Paul Falcone - www.paulfalconehr.com.
2015 Employee presentation
Steve's comments about the models' physical attributes in front of female co-workers could contribute to creating a hostile work environment, depending on the nature and frequency of the comments as well as how they are perceived by and impact the female co-workers. A single, isolated comment may not be enough, but a pattern of objectifying or sexual comments directed at the female employees could rise to the level of harassment. The totality of the circumstances would need to be considered.
Tqhmu embrace the_suck_leadership_for_the_human_resources_professional
This document discusses confronting issues related to harassment and culture in the workplace. It begins by noting statistics that the number of harassment charges filed has not decreased since 2010 despite decades of corporate anti-harassment training. It then examines factors that contribute to harassing behaviors and discusses moving beyond legal compliance to confront the root causes and cultural environment that enable harassment. The document advocates developing emotional intelligence to prevent harassing conduct and outlines strategies for embracing challenges to improve hiring and employee development.
Nhra sexual harassment training revised again
This sexual harassment training document covers several key points in 3 sentences:
It discusses mandated learning objectives to change behaviors that contribute to sexual harassment and foster values to prevent incidents. Various emotional reactions to training are identified, and scenarios highlight the importance of open communication to avoid misunderstandings. Legal standards for harassment are explained, including that unwelcome conduct must unreasonably interfere with work or create a hostile environment, and examples of prohibited behaviors are provided.
sexual harassment at work place ppt by paramesh
The document defines sexual harassment and provides examples of unwelcome conduct of a sexual nature that can create a hostile work environment. It notes that sexual harassment includes unwelcome behavior between any individuals in a work setting, regardless of sex or position. The document advises telling the harassing individual to stop, documenting incidents, and reporting issues immediately to a supervisor or designated official for investigation and corrective action.
Prevention of Sexual Harassment in the Workplace by ODI
This training module covers sexual harassment policies for supervisors and managers. It defines sexual harassment and identifies federal laws and court cases related to harassment. It explains the difference between quid pro quo harassment, where employment decisions are tied to sexual favors, and hostile work environment harassment, involving unwanted conduct that interferes with work. The module discusses how harassment affects victims and the legal obligations of supervisors to address complaints, including conducting investigations. It aims to help supervisors recognize, prevent, and respond to harassment in the workplace.
Sexual Harassment & Gender Discrimination by Janice Anne Leo
Speech by Janice Anne Leo, Partner from Shook Lin & Bok, given in Labour Law Seminar held by Legal Plus Sdn. Bhd (www.legalplus.com.my) on Apr 10, 2015
Prevention of Sexual Harassment at Workplace Act
This presentation highlights the issue of a woman facing sexual harassment at workplace, its impact on her and how she should act to tackle the situation...
Recommended
Ethics for Human Resource Professionals
Establishing and reinforcing a company’s ethical culture and values always represents a challenge. But you need to understand historically how we got where we are in order to appreciate the rich fabric that makes up today’s complex workplace. From ethics theory to U.S. employment law history, from Sarbanes-Oxley to corporate governance standards, this PowerPoint presentation whisks you from the 1930s through to the first decade of the new millennium with an insightful overview of the laws that influence today’s business decisions. We’ll cover the real nature of employment-at-will, the rise of labor unions and their historical appeal to workers, the difference between progressive discipline and “summary offenses,” and “you make the call” workplace ethical scenarios that are sure to raise debate among your staffers. Finally, we’ll touch on ethical considerations in an international context, the environmental justice movement, and even pay trends in executive compensation. Turn to this guide for an on-the-mark overview of our labor history, employment laws, and our evolving workplace. (72 slides)
Presentation developed by author Paul Falcone - www.paulfalconehr.com.
2015 Employee presentation
Steve's comments about the models' physical attributes in front of female co-workers could contribute to creating a hostile work environment, depending on the nature and frequency of the comments as well as how they are perceived by and impact the female co-workers. A single, isolated comment may not be enough, but a pattern of objectifying or sexual comments directed at the female employees could rise to the level of harassment. The totality of the circumstances would need to be considered.
Tqhmu embrace the_suck_leadership_for_the_human_resources_professional
This document discusses confronting issues related to harassment and culture in the workplace. It begins by noting statistics that the number of harassment charges filed has not decreased since 2010 despite decades of corporate anti-harassment training. It then examines factors that contribute to harassing behaviors and discusses moving beyond legal compliance to confront the root causes and cultural environment that enable harassment. The document advocates developing emotional intelligence to prevent harassing conduct and outlines strategies for embracing challenges to improve hiring and employee development.
Nhra sexual harassment training revised again
This sexual harassment training document covers several key points in 3 sentences:
It discusses mandated learning objectives to change behaviors that contribute to sexual harassment and foster values to prevent incidents. Various emotional reactions to training are identified, and scenarios highlight the importance of open communication to avoid misunderstandings. Legal standards for harassment are explained, including that unwelcome conduct must unreasonably interfere with work or create a hostile environment, and examples of prohibited behaviors are provided.
sexual harassment at work place ppt by paramesh
The document defines sexual harassment and provides examples of unwelcome conduct of a sexual nature that can create a hostile work environment. It notes that sexual harassment includes unwelcome behavior between any individuals in a work setting, regardless of sex or position. The document advises telling the harassing individual to stop, documenting incidents, and reporting issues immediately to a supervisor or designated official for investigation and corrective action.
Prevention of Sexual Harassment in the Workplace by ODI
This training module covers sexual harassment policies for supervisors and managers. It defines sexual harassment and identifies federal laws and court cases related to harassment. It explains the difference between quid pro quo harassment, where employment decisions are tied to sexual favors, and hostile work environment harassment, involving unwanted conduct that interferes with work. The module discusses how harassment affects victims and the legal obligations of supervisors to address complaints, including conducting investigations. It aims to help supervisors recognize, prevent, and respond to harassment in the workplace.
Sexual Harassment & Gender Discrimination by Janice Anne Leo
Speech by Janice Anne Leo, Partner from Shook Lin & Bok, given in Labour Law Seminar held by Legal Plus Sdn. Bhd (www.legalplus.com.my) on Apr 10, 2015
Prevention of Sexual Harassment at Workplace Act
This presentation highlights the issue of a woman facing sexual harassment at workplace, its impact on her and how she should act to tackle the situation...
Harassment
The document discusses various forms of employment discrimination and harassment, including racial, religious, age-based, disability-based, gender-based, and sexual harassment. It provides examples of inappropriate comments and behaviors that could constitute harassment. It also outlines legal protections and employers' responsibilities to address discrimination and harassment complaints. Employers must investigate all complaints, protect confidentiality, and prevent retaliation against those who report issues.
SEXUAL HARASSMENT AT WORKPLACE
(1) Sexual harassment in the workplace is a widespread problem, with 77% of South African women reporting experiencing it.
(2) The code of good practice aims to eliminate sexual harassment by providing procedures to deal with complaints and encouraging policies that promote dignity and respect in the workplace.
(3) Employers must create a working environment free of harassment, adopt clear anti-harassment policies, and take action in response to complaints in order to fulfill their role in addressing this issue.
Sexual Harassment Prevention
The document provides an overview of sexual harassment prevention training. It defines sexual harassment and gives examples of blatant and pervasive harassment. It emphasizes that harassment can be unintentional and discusses how to avoid accidental harassment through appropriate workplace behavior and following company policies. Employees are advised to report any unwelcome conduct and not ignore potential issues.
Anti-Sexual Harassment case studies
A worker filed a complaint with the human resources department about harassment in the workplace. As a result, the worker faced taunts and snide remarks from co-workers and was penalized by being excluded from meetings. The worker then filed a complaint with the Internal Complaints Committee. The committee initiated an inquiry, questioned witnesses, and found evidence to substantiate the complaint. They recommended terminating the employment of the offenders.
Preventing Harassment in the Workplace Training by DCC
This document provides training on preventing harassment in the workplace. It begins with a pre-test to assess knowledge and defines a hostile work environment as one that interferes with work and serves no good purpose. It states that preventing harassment is everyone's responsibility and lists objectives of understanding different types of harassment, responsibilities for stopping it, and consequences for violating policies. It outlines types of harassment including quid pro quo, hostile environment, same-sex, and other protected categories. It emphasizes the importance of a respectful workplace and explains that all employees, targets, observers, and people in authority have a role in stopping disrespectful behavior before it escalates.
Harassment Training by Iowa Civil Rights Commission
The Iowa Civil Rights Commission enforces anti-discrimination laws and provides education on civil rights issues. It oversees protections for personal characteristics like race, sex, disability status and more. The document defines harassment, including quid pro quo and hostile environment harassment. Employers are liable for harassment and must take steps to prevent and address issues through clear policies, training, and response procedures. Employees have responsibilities to understand policies and report issues, while maintaining confidentiality and neutrality.
Reimagining Reality: A Place for LGBTQ in the Workplace
Alexei Orlov believes the power of fair speech and balanced opinion is more crucial now than ever. It is important to use our imaginations better to create a new and more certain reality – that humans and kindness should always go together.
The law of attraction bible
The Law of Attraction Bible - The Most Important Guide You Will Ever Need to Attract Everything in life. You will discover the topics about history of the law of attraction, examples of how the law of attraction works, how people tend to misuse the law of attraction, clearing out the clutter in your mind, being your clear about what you want, focusing on the ends versus the means, creating a habit out of it, more don's and don’ts about the law of attraction and the path to unlimited dreams.
Desire Abundance
When you remember me, it means that you have carried something of who I am with you, that I have left some mark of who I am on who you are. It means that you can summon me back to your memory even though countless years and miles may stand between us. It means that if we meet again, you will know me. It means that even after I die, you can still see my face and remember my voice and speak to me in your heart, for as long as you remember me, I am never entirely lost. if you forget me, part of who I am will be gone from your memory.
Harassment ci2
The document discusses myths and realities about sexual harassment. It notes that sexual harassment is widespread, affecting 40-60% of working women, and that less than 1% of complaints are false. While some consider harassment to be trivial flirtation, research shows it has serious psychological and career impacts for victims and often forces them to leave jobs or schools. The document provides definitions of harassment and outlines strategies for responding to harassment.
Ethical Dilemma Essay
Ethical Dilemmas
Essay on Moral Dilemma
Solving Ethical Dilemmas Essay
What Is Ethical Dilemma?
Ethical Dilemmas
Essay on Ethical Dilemma
Ethical Dilemmas
Ethical Dilemmas
Essay on Ethical Dilemma
NETIQUETTEdasdasdasdsadasdasdasdasdasdS.pptx
This document outlines 10 rules of netiquette for communicating online. The rules are: 1) Remember the human on the other side of the screen. 2) Adhere to the same standards of behavior online as you would in person. 3) Understand where you are communicating and what is appropriate for that context. 4) Respect other people's time and bandwidth. 5) Present yourself professionally in writing. 6) Share your knowledge to benefit others. 7) Help control "flame wars" and keep discussions productive. 8) Respect other people's privacy. 9) Do not abuse positions of power or expertise. 10) Be forgiving of other people's mistakes in online communication.
The law of attraction bible
- The document provides terms and conditions for a guide on the Law of Attraction. It states that the publisher has tried to be accurate but does not guarantee all information is correct due to the changing nature of topics. Readers are advised to use their own judgment and consult professionals.
- The document contains a table of contents that outlines 9 chapters on the history, examples, misuse, clearing the mind, being clear on desires, focusing on ends vs means, creating habits, and dos and don'ts of the Law of Attraction.
Yamangtaongasya 140728104353-phpapp01
This document contains instructions for various activities and discussion questions about population in Asia. It discusses collecting biographical information about families, analyzing population maps of Asian countries, examining pictures related to population, and discussing views on population before and after learning about the topic. Later activities involve analyzing population data of Asian countries in groups, discussing effects of population on environment and development, and creating a multi-media advocacy project about population issues in Asia.
Yamang tao ng asya
This document discusses a lesson on population in Asia. It includes activities for students such as filling out a bio-data form with family information, analyzing population maps of Asian countries, discussing pictures related to population, and debates about population policies in countries like China and Indonesia. The goal is for students to understand the relationship between population and socioeconomic development in Asia. Students are asked to reflect on how family size affects their lives and encouraged to advocate for environmental and social issues in Asia through multi-media projects.
1.Try to demonstrate that you have done the reading, that you can ex.docx
This document discusses affirmative action and provides information to address common myths and misconceptions. It begins by asking readers to examine their own assumptions and consider different perspectives on affirmative action. It then provides details on the various laws and executive orders that make up affirmative action policies, clarifying that they do not require unqualified candidates to be hired. The document discusses the four main types of affirmative action and provides examples of how standards have changed over time to be more inclusive. It addresses several myths about affirmative action in higher education and provides facts and statistics to counter misleading narratives. The overall intent is to promote understanding of affirmative action policies by addressing misinformation and encouraging readers to question their own biases and assumptions.
1.Try to demonstrate that you have done the reading, that you can ex.docx
1.Try to demonstrate that you have done the reading, that you can explain it, and that you can connect to the assigned readings for the past 8 weeks. If you cannot explain it, ask questions until you can. No credit for posts where you say 'colored' when you mean 'people of color', or when you say 'racist' when you mean 'prejudiced'.
Copy this question into your post and then answer it: Write about what you know about affirmative action after completing the assigned readings.
What is Affirmative Action, Really?
Many people in the U.S. feel strongly about affirmative action. You can see that if someone thinks that everyone in America is treated as an individual, that racial and ethnic group membership are irrelevant to the way individuals are treated, you can see how such a person would be frustrated by what they perceive to be preferential treatment.
You can see how people who see from a multicultural perspective understand that only white people have the privilege of being treated as individuals, and people of color are routinely discriminated against in hiring, in housing, and in school admissions.
Misunderstandings about affirmative action almost all originate in the original assumptions that people make. We have spent much of this quarter exploring and clarifying those assumptions. I urge you to keep track of the issues and the assumptions.
Some questions to ask yourself before we start:
If affirmative action laws, executive orders and policies result in all these people of color who are taking all the jobs, where are they? Are they your teachers? Are they your bosses? Where are they?
How many of you have ever worked for a White boss (raise your hand, OK?) Many of you, right? How many of those bosses were totally competent? Why is it when we speak about a person of color getting a position, it is always some not-as-competent/qualified person who got the job instead of some White person who is always totally qualified? Can you see the Stereotype, which leads to a Community of Memory?
Let’s be clear about this: hiring and school admission has always been based on race and gender.
Always.
Up until recently the race was White, the gender was male. Let me show you some ‘affirmative action’ statistics, about 30 years after the first mention of affirmative action.
White Males are:
39.2 % of the population
77% of Congress
92% of state governors
70% of tenured college faculty
90% of daily newspaper editors
77% of TV news directors
(Newsweek March 29, 1993)
Yes, these are dated statistics. I show them to you deliberately because I want us to pay attention to how slowly our culture changes where race, social class and gender are concerned. And, I urge you to search for current statistics that are reliable. I want to ask you again, if there are all these people of color and women who are taking all the jobs, where are they? (none of the data supports the assumption that people of color are taking all the jobs, as I’ll.
Cardozo FL Report
This document provides an introduction and table of contents for a book about avoiding an ugly divorce. It discusses why the author wrote the book and her qualifications. The book aims to help readers navigate the divorce process in Pennsylvania by providing tips and addressing common myths and questions. It emphasizes the importance of honesty, managing stress and emotions, understanding legal procedures and roles, and finding an experienced family law attorney.
The Law of Attraction Bible
This is the Most Important guide to help you with the law of Attraction. Examples of how the law of attraction works , by clearing your mind, being very clear on what you really desire,prayers, and more amazings tip so you can receive those miracles.
The law of attraction bible
The Law Of Attraction Bible
The Most Important Guide You Will Ever Need To Attract Everything In Life
Youth Presentation EEO Rights
This document provides information to help teenagers know their rights and stay safe when starting their first job. It discusses the benefits of having a job but also highlights workplace risks like injuries, violence, and discrimination. It defines employment discrimination and harassment, explaining what behaviors are illegal. The document encourages teens to learn about their rights and responsibilities at work, including how to report issues to organizations like OSHA or EEOC. The overall message is that while jobs provide opportunities, teens also need to understand potential dangers and how to prevent and address harmful situations.
The law of_attraction_bible
THIS BIBLE SAYS THAT YOU CREATE YOUR LIFE WITH YOUR THOUGHTS.....LOA IS A LAW THAT IS SAME AS THE LAW OF GRAVITY.....YOU ATTRACT WHAT U ARE...FOCUSIN ON YOUR INTENT CREATES YOUR DESIRED REALITY...SIMPLE!!!!.....GRAB YOUR GUIDE TO THE DESIRED LIFE.....
More Related Content
What's hot
Harassment
The document discusses various forms of employment discrimination and harassment, including racial, religious, age-based, disability-based, gender-based, and sexual harassment. It provides examples of inappropriate comments and behaviors that could constitute harassment. It also outlines legal protections and employers' responsibilities to address discrimination and harassment complaints. Employers must investigate all complaints, protect confidentiality, and prevent retaliation against those who report issues.
SEXUAL HARASSMENT AT WORKPLACE
(1) Sexual harassment in the workplace is a widespread problem, with 77% of South African women reporting experiencing it.
(2) The code of good practice aims to eliminate sexual harassment by providing procedures to deal with complaints and encouraging policies that promote dignity and respect in the workplace.
(3) Employers must create a working environment free of harassment, adopt clear anti-harassment policies, and take action in response to complaints in order to fulfill their role in addressing this issue.
Sexual Harassment Prevention
The document provides an overview of sexual harassment prevention training. It defines sexual harassment and gives examples of blatant and pervasive harassment. It emphasizes that harassment can be unintentional and discusses how to avoid accidental harassment through appropriate workplace behavior and following company policies. Employees are advised to report any unwelcome conduct and not ignore potential issues.
Anti-Sexual Harassment case studies
A worker filed a complaint with the human resources department about harassment in the workplace. As a result, the worker faced taunts and snide remarks from co-workers and was penalized by being excluded from meetings. The worker then filed a complaint with the Internal Complaints Committee. The committee initiated an inquiry, questioned witnesses, and found evidence to substantiate the complaint. They recommended terminating the employment of the offenders.
Preventing Harassment in the Workplace Training by DCC
This document provides training on preventing harassment in the workplace. It begins with a pre-test to assess knowledge and defines a hostile work environment as one that interferes with work and serves no good purpose. It states that preventing harassment is everyone's responsibility and lists objectives of understanding different types of harassment, responsibilities for stopping it, and consequences for violating policies. It outlines types of harassment including quid pro quo, hostile environment, same-sex, and other protected categories. It emphasizes the importance of a respectful workplace and explains that all employees, targets, observers, and people in authority have a role in stopping disrespectful behavior before it escalates.
Harassment Training by Iowa Civil Rights Commission
The Iowa Civil Rights Commission enforces anti-discrimination laws and provides education on civil rights issues. It oversees protections for personal characteristics like race, sex, disability status and more. The document defines harassment, including quid pro quo and hostile environment harassment. Employers are liable for harassment and must take steps to prevent and address issues through clear policies, training, and response procedures. Employees have responsibilities to understand policies and report issues, while maintaining confidentiality and neutrality.
What's hot (6)
Preventing Harassment in the Workplace Training by DCC
Preventing Harassment in the Workplace Training by DCC
Harassment Training by Iowa Civil Rights Commission
Harassment Training by Iowa Civil Rights Commission
Similar to 7 ETHICS SURVIVAL SKILLS FOR THE GOVERNMENT LAWYER
Reimagining Reality: A Place for LGBTQ in the Workplace
Alexei Orlov believes the power of fair speech and balanced opinion is more crucial now than ever. It is important to use our imaginations better to create a new and more certain reality – that humans and kindness should always go together.
The law of attraction bible
The Law of Attraction Bible - The Most Important Guide You Will Ever Need to Attract Everything in life. You will discover the topics about history of the law of attraction, examples of how the law of attraction works, how people tend to misuse the law of attraction, clearing out the clutter in your mind, being your clear about what you want, focusing on the ends versus the means, creating a habit out of it, more don's and don’ts about the law of attraction and the path to unlimited dreams.
Desire Abundance
When you remember me, it means that you have carried something of who I am with you, that I have left some mark of who I am on who you are. It means that you can summon me back to your memory even though countless years and miles may stand between us. It means that if we meet again, you will know me. It means that even after I die, you can still see my face and remember my voice and speak to me in your heart, for as long as you remember me, I am never entirely lost. if you forget me, part of who I am will be gone from your memory.
Harassment ci2
The document discusses myths and realities about sexual harassment. It notes that sexual harassment is widespread, affecting 40-60% of working women, and that less than 1% of complaints are false. While some consider harassment to be trivial flirtation, research shows it has serious psychological and career impacts for victims and often forces them to leave jobs or schools. The document provides definitions of harassment and outlines strategies for responding to harassment.
Ethical Dilemma Essay
Ethical Dilemmas
Essay on Moral Dilemma
Solving Ethical Dilemmas Essay
What Is Ethical Dilemma?
Ethical Dilemmas
Essay on Ethical Dilemma
Ethical Dilemmas
Ethical Dilemmas
Essay on Ethical Dilemma
NETIQUETTEdasdasdasdsadasdasdasdasdasdS.pptx
This document outlines 10 rules of netiquette for communicating online. The rules are: 1) Remember the human on the other side of the screen. 2) Adhere to the same standards of behavior online as you would in person. 3) Understand where you are communicating and what is appropriate for that context. 4) Respect other people's time and bandwidth. 5) Present yourself professionally in writing. 6) Share your knowledge to benefit others. 7) Help control "flame wars" and keep discussions productive. 8) Respect other people's privacy. 9) Do not abuse positions of power or expertise. 10) Be forgiving of other people's mistakes in online communication.
The law of attraction bible
- The document provides terms and conditions for a guide on the Law of Attraction. It states that the publisher has tried to be accurate but does not guarantee all information is correct due to the changing nature of topics. Readers are advised to use their own judgment and consult professionals.
- The document contains a table of contents that outlines 9 chapters on the history, examples, misuse, clearing the mind, being clear on desires, focusing on ends vs means, creating habits, and dos and don'ts of the Law of Attraction.
Yamangtaongasya 140728104353-phpapp01
This document contains instructions for various activities and discussion questions about population in Asia. It discusses collecting biographical information about families, analyzing population maps of Asian countries, examining pictures related to population, and discussing views on population before and after learning about the topic. Later activities involve analyzing population data of Asian countries in groups, discussing effects of population on environment and development, and creating a multi-media advocacy project about population issues in Asia.
Yamang tao ng asya
This document discusses a lesson on population in Asia. It includes activities for students such as filling out a bio-data form with family information, analyzing population maps of Asian countries, discussing pictures related to population, and debates about population policies in countries like China and Indonesia. The goal is for students to understand the relationship between population and socioeconomic development in Asia. Students are asked to reflect on how family size affects their lives and encouraged to advocate for environmental and social issues in Asia through multi-media projects.
1.Try to demonstrate that you have done the reading, that you can ex.docx
This document discusses affirmative action and provides information to address common myths and misconceptions. It begins by asking readers to examine their own assumptions and consider different perspectives on affirmative action. It then provides details on the various laws and executive orders that make up affirmative action policies, clarifying that they do not require unqualified candidates to be hired. The document discusses the four main types of affirmative action and provides examples of how standards have changed over time to be more inclusive. It addresses several myths about affirmative action in higher education and provides facts and statistics to counter misleading narratives. The overall intent is to promote understanding of affirmative action policies by addressing misinformation and encouraging readers to question their own biases and assumptions.
1.Try to demonstrate that you have done the reading, that you can ex.docx
1.Try to demonstrate that you have done the reading, that you can explain it, and that you can connect to the assigned readings for the past 8 weeks. If you cannot explain it, ask questions until you can. No credit for posts where you say 'colored' when you mean 'people of color', or when you say 'racist' when you mean 'prejudiced'.
Copy this question into your post and then answer it: Write about what you know about affirmative action after completing the assigned readings.
What is Affirmative Action, Really?
Many people in the U.S. feel strongly about affirmative action. You can see that if someone thinks that everyone in America is treated as an individual, that racial and ethnic group membership are irrelevant to the way individuals are treated, you can see how such a person would be frustrated by what they perceive to be preferential treatment.
You can see how people who see from a multicultural perspective understand that only white people have the privilege of being treated as individuals, and people of color are routinely discriminated against in hiring, in housing, and in school admissions.
Misunderstandings about affirmative action almost all originate in the original assumptions that people make. We have spent much of this quarter exploring and clarifying those assumptions. I urge you to keep track of the issues and the assumptions.
Some questions to ask yourself before we start:
If affirmative action laws, executive orders and policies result in all these people of color who are taking all the jobs, where are they? Are they your teachers? Are they your bosses? Where are they?
How many of you have ever worked for a White boss (raise your hand, OK?) Many of you, right? How many of those bosses were totally competent? Why is it when we speak about a person of color getting a position, it is always some not-as-competent/qualified person who got the job instead of some White person who is always totally qualified? Can you see the Stereotype, which leads to a Community of Memory?
Let’s be clear about this: hiring and school admission has always been based on race and gender.
Always.
Up until recently the race was White, the gender was male. Let me show you some ‘affirmative action’ statistics, about 30 years after the first mention of affirmative action.
White Males are:
39.2 % of the population
77% of Congress
92% of state governors
70% of tenured college faculty
90% of daily newspaper editors
77% of TV news directors
(Newsweek March 29, 1993)
Yes, these are dated statistics. I show them to you deliberately because I want us to pay attention to how slowly our culture changes where race, social class and gender are concerned. And, I urge you to search for current statistics that are reliable. I want to ask you again, if there are all these people of color and women who are taking all the jobs, where are they? (none of the data supports the assumption that people of color are taking all the jobs, as I’ll.
Cardozo FL Report
This document provides an introduction and table of contents for a book about avoiding an ugly divorce. It discusses why the author wrote the book and her qualifications. The book aims to help readers navigate the divorce process in Pennsylvania by providing tips and addressing common myths and questions. It emphasizes the importance of honesty, managing stress and emotions, understanding legal procedures and roles, and finding an experienced family law attorney.
The Law of Attraction Bible
This is the Most Important guide to help you with the law of Attraction. Examples of how the law of attraction works , by clearing your mind, being very clear on what you really desire,prayers, and more amazings tip so you can receive those miracles.
The law of attraction bible
The Law Of Attraction Bible
The Most Important Guide You Will Ever Need To Attract Everything In Life
Youth Presentation EEO Rights
This document provides information to help teenagers know their rights and stay safe when starting their first job. It discusses the benefits of having a job but also highlights workplace risks like injuries, violence, and discrimination. It defines employment discrimination and harassment, explaining what behaviors are illegal. The document encourages teens to learn about their rights and responsibilities at work, including how to report issues to organizations like OSHA or EEOC. The overall message is that while jobs provide opportunities, teens also need to understand potential dangers and how to prevent and address harmful situations.
The law of_attraction_bible
THIS BIBLE SAYS THAT YOU CREATE YOUR LIFE WITH YOUR THOUGHTS.....LOA IS A LAW THAT IS SAME AS THE LAW OF GRAVITY.....YOU ATTRACT WHAT U ARE...FOCUSIN ON YOUR INTENT CREATES YOUR DESIRED REALITY...SIMPLE!!!!.....GRAB YOUR GUIDE TO THE DESIRED LIFE.....
The law of_attraction_bible
This document contains a summary of key points from a multi-chapter document on the Law of Attraction. It discusses the history of the Law of Attraction concept dating back to the 19th century. It provides examples of how the Law of Attraction works in everyday life such as getting what you order at a restaurant. It also discusses common ways people tend to misuse the Law of Attraction, such as focusing on negatives rather than positives. Clearing the mind of clutter and being clear about your intentions are described as important for properly applying the Law of Attraction.
Law of the seed (rcc)
The document discusses the "law of the seed", using the example of an apple tree producing many seeds but few new trees. It means that most "seeds" or attempts do not succeed, so one must be persistent by planting or attempting many seeds. Similarly, in life most attempts or opportunities will not succeed, so one must be willing to try many times to achieve success. The document also discusses having preferences rather than expectations, and maintaining a positive attitude even when things do not go as preferred, in order to be happier.
7 habits-of-highly-effective-people-summary-covey
This summary provides an overview of the key ideas from Stephen Covey's book "The Seven Habits of Highly Effective People":
1. Covey identifies seven habits that are shared by effective people. These habits can be learned to help one succeed. The habits involve developing character through private victories like responsibility, and public victories like interdependence with others.
2. The first habit is being proactive - taking responsibility for your own life rather than feeling like a victim of outside forces. Proactive people focus their efforts on things they can control.
3. The second habit is beginning with the end in mind. This means having a clear vision of your goals and purpose so you make choices aligned with that vision
The 10 steps required to execute the power of intention
This paper is intended to guide the "Dreamer" or "Dream weaver" to consider his or her desire to have an entity (a thing or a relationship) manifest for the benefit of all involved. "If one gets to keep" one will be less satisfied that "If one gets to give". It is not "The love of money..." but "The lust of money ...", "... the root of all sorts of evil". A simple acquisition prayer is "Lord, give me health to make wealth and wisdom to properly manage those resources for the benefit of all the people of good will associated with me"
Similar to 7 ETHICS SURVIVAL SKILLS FOR THE GOVERNMENT LAWYER (20)
Reimagining Reality: A Place for LGBTQ in the Workplace
Reimagining Reality: A Place for LGBTQ in the Workplace
1.Try to demonstrate that you have done the reading, that you can ex.docx
1.Try to demonstrate that you have done the reading, that you can ex.docx
1.Try to demonstrate that you have done the reading, that you can ex.docx
1.Try to demonstrate that you have done the reading, that you can ex.docx
The 10 steps required to execute the power of intention
The 10 steps required to execute the power of intention
Recently uploaded
Northern Engraving | Modern Metal Trim, Nameplates and Appliance Panels
What began over 115 years ago as a supplier of precision gauges to the automotive industry has evolved into being an industry leader in the manufacture of product branding, automotive cockpit trim and decorative appliance trim. Value-added services include in-house Design, Engineering, Program Management, Test Lab and Tool Shops.
How to Interpret Trends in the Kalyan Rajdhani Mix Chart.pdf
A Mix Chart displays historical data of numbers in a graphical or tabular form. The Kalyan Rajdhani Mix Chart specifically shows the results of a sequence of numbers over different periods.
Apps Break Data
How information systems are built or acquired puts information, which is what they should be about, in a secondary place. Our language adapted accordingly, and we no longer talk about information systems but applications. Applications evolved in a way to break data into diverse fragments, tightly coupled with applications and expensive to integrate. The result is technical debt, which is re-paid by taking even bigger "loans", resulting in an ever-increasing technical debt. Software engineering and procurement practices work in sync with market forces to maintain this trend. This talk demonstrates how natural this situation is. The question is: can something be done to reverse the trend?
Biomedical Knowledge Graphs for Data Scientists and Bioinformaticians
Dmitrii Kamaev, PhD
Senior Product Owner - QIAGEN
Taking AI to the Next Level in Manufacturing.pdf
Read Taking AI to the Next Level in Manufacturing to gain insights on AI adoption in the manufacturing industry, such as:
1. How quickly AI is being implemented in manufacturing.
2. Which barriers stand in the way of AI adoption.
3. How data quality and governance form the backbone of AI.
4. Organizational processes and structures that may inhibit effective AI adoption.
6. Ideas and approaches to help build your organization's AI strategy.
Connector Corner: Seamlessly power UiPath Apps, GenAI with prebuilt connectors
Join us to learn how UiPath Apps can directly and easily interact with prebuilt connectors via Integration Service--including Salesforce, ServiceNow, Open GenAI, and more.
The best part is you can achieve this without building a custom workflow! Say goodbye to the hassle of using separate automations to call APIs. By seamlessly integrating within App Studio, you can now easily streamline your workflow, while gaining direct access to our Connector Catalog of popular applications.
We’ll discuss and demo the benefits of UiPath Apps and connectors including:
Creating a compelling user experience for any software, without the limitations of APIs.
Accelerating the app creation process, saving time and effort
Enjoying high-performance CRUD (create, read, update, delete) operations, for
seamless data management.
Speakers:
Russell Alfeche, Technology Leader, RPA at qBotic and UiPath MVP
Charlie Greenberg, host
JavaLand 2024: Application Development Green Masterplan
My presentation slides I used at JavaLand 2024
What is an RPA CoE? Session 1 – CoE Vision
In the first session, we will review the organization's vision and how this has an impact on the COE Structure.
Topics covered:
• The role of a steering committee
• How do the organization’s priorities determine CoE Structure?
Speaker:
Chris Bolin, Senior Intelligent Automation Architect Anika Systems
"Scaling RAG Applications to serve millions of users", Kevin Goedecke
How we managed to grow and scale a RAG application from zero to thousands of users in 7 months. Lessons from technical challenges around managing high load for LLMs, RAGs and Vector databases.
Main news related to the CCS TSI 2023 (2023/1695)
An English 🇬🇧 translation of a presentation to the speech I gave about the main changes brought by CCS TSI 2023 at the biggest Czech conference on Communications and signalling systems on Railways, which was held in Clarion Hotel Olomouc from 7th to 9th November 2023 (konferenceszt.cz). Attended by around 500 participants and 200 on-line followers.
The original Czech 🇨🇿 version of the presentation can be found here: https://www.slideshare.net/slideshow/hlavni-novinky-souvisejici-s-ccs-tsi-2023-2023-1695/269688092 .
The videorecording (in Czech) from the presentation is available here: https://youtu.be/WzjJWm4IyPk?si=SImb06tuXGb30BEH .
AppSec PNW: Android and iOS Application Security with MobSF
Mobile Security Framework - MobSF is a free and open source automated mobile application security testing environment designed to help security engineers, researchers, developers, and penetration testers to identify security vulnerabilities, malicious behaviours and privacy concerns in mobile applications using static and dynamic analysis. It supports all the popular mobile application binaries and source code formats built for Android and iOS devices. In addition to automated security assessment, it also offers an interactive testing environment to build and execute scenario based test/fuzz cases against the application.
This talk covers:
Using MobSF for static analysis of mobile applications.
Interactive dynamic security assessment of Android and iOS applications.
Solving Mobile app CTF challenges.
Reverse engineering and runtime analysis of Mobile malware.
How to shift left and integrate MobSF/mobsfscan SAST and DAST in your build pipeline.
Choosing The Best AWS Service For Your Website + API.pptx
Have you ever been confused by the myriad of choices offered by AWS for hosting a website or an API?
Lambda, Elastic Beanstalk, Lightsail, Amplify, S3 (and more!) can each host websites + APIs. But which one should we choose?
Which one is cheapest? Which one is fastest? Which one will scale to meet our needs?
Join me in this session as we dive into each AWS hosting service to determine which one is best for your scenario and explain why!
GraphRAG for LifeSciences Hands-On with the Clinical Knowledge Graph
Tomaz Bratanic
Graph ML and GenAI Expert - Neo4j
Astute Business Solutions | Oracle Cloud Partner |
Your goto partner for Oracle Cloud, PeopleSoft, E-Business Suite, and Ellucian Banner. We are a firm specialized in managed services and consulting.
Skybuffer SAM4U tool for SAP license adoption
Manage and optimize your license adoption and consumption with SAM4U, an SAP free customer software asset management tool.
SAM4U, an SAP complimentary software asset management tool for customers, delivers a detailed and well-structured overview of license inventory and usage with a user-friendly interface. We offer a hosted, cost-effective, and performance-optimized SAM4U setup in the Skybuffer Cloud environment. You retain ownership of the system and data, while we manage the ABAP 7.58 infrastructure, ensuring fixed Total Cost of Ownership (TCO) and exceptional services through the SAP Fiori interface.
Recently uploaded (20)
Northern Engraving | Modern Metal Trim, Nameplates and Appliance Panels
Northern Engraving | Modern Metal Trim, Nameplates and Appliance Panels
How to Interpret Trends in the Kalyan Rajdhani Mix Chart.pdf
How to Interpret Trends in the Kalyan Rajdhani Mix Chart.pdf
Biomedical Knowledge Graphs for Data Scientists and Bioinformaticians
Biomedical Knowledge Graphs for Data Scientists and Bioinformaticians
Connector Corner: Seamlessly power UiPath Apps, GenAI with prebuilt connectors
Connector Corner: Seamlessly power UiPath Apps, GenAI with prebuilt connectors
JavaLand 2024: Application Development Green Masterplan
JavaLand 2024: Application Development Green Masterplan
"Scaling RAG Applications to serve millions of users", Kevin Goedecke
"Scaling RAG Applications to serve millions of users", Kevin Goedecke
AppSec PNW: Android and iOS Application Security with MobSF
AppSec PNW: Android and iOS Application Security with MobSF
Choosing The Best AWS Service For Your Website + API.pptx
Choosing The Best AWS Service For Your Website + API.pptx
9 CEO's who hit $100m ARR Share Their Top Growth Tactics Nathan Latka, Founde...
9 CEO's who hit $100m ARR Share Their Top Growth Tactics Nathan Latka, Founde...
GraphRAG for LifeSciences Hands-On with the Clinical Knowledge Graph
GraphRAG for LifeSciences Hands-On with the Clinical Knowledge Graph
Nordic Marketo Engage User Group_June 13_ 2024.pptx
Nordic Marketo Engage User Group_June 13_ 2024.pptx
Astute Business Solutions | Oracle Cloud Partner |
Astute Business Solutions | Oracle Cloud Partner |
7 ETHICS SURVIVAL SKILLS FOR THE GOVERNMENT LAWYER
- 7. DUH! IS ALL AROUND
- 14. BUT KNOWING DUH! IS NOT ENOUGH!
- 27. THE DUH! OF ETHICS
- 31. EVERY DAY IN THE EL PASO TIMES
- 34. LEGISLATOR ASKS LOBBIES TO PAY FOR ETHICS CLASS
- 53. FLOOR: COMPLIANCE WITH ETHICS LAW CEILING: ETHICS GOOD ENOUGH FOR EVERYONE ALL THE TIME ZONE OF UNCERTAINTY NO ONE CARES TERMINATION
- 54. THE SOURCES OF ETHICAL PROBLEMS IN YOUR UNIVERSE PEOPLE GETTING IN YOUR BUSINESS CORRUPTION, FAILURE OF IMAGINATION, "THE MIDDLE 1/3"
- 67. YOUR SINGLEST BIGGEST ETHICAL CHALLENGE AS A GOVERNMENT LAWYER….
- 68. NO MATTER WHAT, REMEMBER WHAT YOUR JOB IS AND DO IT!
- 73. BE WHERE YOU ARE SUPPOSED TO BE
- 74. BE WHERE YOU ARE SUPPOSED TO BE
- 75. BE WHERE YOU ARE SUPPOSED TO BE
- 76. BE WHERE YOU ARE SUPPOSED TO BE
- 77. Be Where You Are Supposed to Be
- 79. DOING WHAT YOU ARE SUPPOSED TO DO
- 80. DOING WHAT YOU ARE SUPPOSED TO DO
- 81. Doing What You are Supposed To Do
- 85. EXAMPLE OF WHAT HAPPENS WHEN PEOPLE DECIDE NOT TO DO THEIR JOB
- 90. THINK ABOUT YOUR LAST ETHICS PROBLEM THAT DEALT WITH YOUR INTERNAL PROCEDURE
- 94. HAVE YOU SEEN THE MOVIE, PIRANHA...
- 102. REMEMBER WHO YOU ARE