Contemporary workplace challenge
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Managers fear discrimination lawsuits due to a variety of laws prohibiting discrimination in hiring and employment such as Title VII, the Equal Pay Act, the ADA, and GINA. These laws prohibit discrimination based on characteristics such as race, gender, age, disability status and genetic information. As a result, managers must thoroughly document and justify their reasons for not hiring, firing, or laying off candidates to protect themselves from potential discrimination lawsuits.
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The History Of Employment At Will
William Allan Kritsonis, PhD
(Revised Summer, 2009)
William H. Parker Leadership Academy Hall of Honor
In 2008, Dr. Kritsonis was inducted into the William H. Parker Leadership Academy Hall of Honor, Graduate School, Prairie View A&M University – The Texas A&M University System. He was nominated by doctoral and master’s degree students.
Dr. Kritsonis Lectures at the University of Oxford, Oxford, England
In 2005, Dr. Kritsonis was an Invited Visiting Lecturer at the Oxford Round Table at Oriel College in the University of Oxford, Oxford, England. His lecture was entitled the Ways of Knowing Through the Realms of Meaning.
Dr. Kritsonis Recognized as Distinguished Alumnus
In 2004, Dr. William Allan Kritsonis was recognized as the Central Washington University Alumni Association Distinguished Alumnus for the College of Education and Professional Studies. Dr. Kritsonis was nominated by alumni, former students, friends, faculty, and staff. Final selection was made by the Alumni Association Board of Directors. Recipients are CWU graduates of 20 years or more and are recognized for achievement in their professional field and have made a positive contribution to society. For the second consecutive year, U.S. News and World Report placed Central Washington University among the top elite public institutions in the west. CWU was 12th on the list in the 2006 On-Line Education of “America’s Best Colleges.”
Educational Background
Dr. William Allan Kritsonis earned his BA in 1969 from Central Washington University, Ellensburg, Washington. In 1971, he earned his M.Ed. from Seattle Pacific University. In 1976, he earned his PhD from the University of Iowa. In 1981, he was a Visiting Scholar at Teachers College, Columbia University, New York, and in 1987 was a Visiting Scholar at Stanford University, Palo Alto, California.
Doctor of Humane Letters
In June 2008, Dr. Kritsonis received the Doctor of Humane Letters, School of Graduate Studies from Southern Christian University. The ceremony was held at the Hilton Hotel in New Orleans, Louisiana.
Professional Experience
Dr. Kritsonis began his career as a teacher. He has served education as a principal, superintendent of schools, director of student teaching and field experiences, invited guest professor, author, consultant, editor-in-chief, and publisher. Dr. Kritsonis has earned tenure as a professor at the highest academic rank at two major universities.
Books – Articles – Lectures - Workshops
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In 2008, Dr. Kritsonis coauthored the textbook A Statistical Journey: Taming of the Skew. The book has been adopted by professors in many colleges and universities throughout the nation. It was published by the Alexis/Austin Group, Murrieta, California.
In 2007, Dr. Kritsonis’ version of the book of Ways of Knowing Through the Realms of Meaning (858 pages) was published in the United States of America in cooperation with partial financial support of Visiting Lecturers, Oxford Round Table (2005). The book is the product of a collaborative twenty-four year effort started in 1978 with the late Dr. Philip H. Phenix. Dr. Kritsonis was in continuous communication with Dr. Phenix until his death in 2002.
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Recommended
The History Of Employment At Will
William Allan Kritsonis, PhD
(Revised Summer, 2009)
William H. Parker Leadership Academy Hall of Honor
In 2008, Dr. Kritsonis was inducted into the William H. Parker Leadership Academy Hall of Honor, Graduate School, Prairie View A&M University – The Texas A&M University System. He was nominated by doctoral and master’s degree students.
Dr. Kritsonis Lectures at the University of Oxford, Oxford, England
In 2005, Dr. Kritsonis was an Invited Visiting Lecturer at the Oxford Round Table at Oriel College in the University of Oxford, Oxford, England. His lecture was entitled the Ways of Knowing Through the Realms of Meaning.
Dr. Kritsonis Recognized as Distinguished Alumnus
In 2004, Dr. William Allan Kritsonis was recognized as the Central Washington University Alumni Association Distinguished Alumnus for the College of Education and Professional Studies. Dr. Kritsonis was nominated by alumni, former students, friends, faculty, and staff. Final selection was made by the Alumni Association Board of Directors. Recipients are CWU graduates of 20 years or more and are recognized for achievement in their professional field and have made a positive contribution to society. For the second consecutive year, U.S. News and World Report placed Central Washington University among the top elite public institutions in the west. CWU was 12th on the list in the 2006 On-Line Education of “America’s Best Colleges.”
Educational Background
Dr. William Allan Kritsonis earned his BA in 1969 from Central Washington University, Ellensburg, Washington. In 1971, he earned his M.Ed. from Seattle Pacific University. In 1976, he earned his PhD from the University of Iowa. In 1981, he was a Visiting Scholar at Teachers College, Columbia University, New York, and in 1987 was a Visiting Scholar at Stanford University, Palo Alto, California.
Doctor of Humane Letters
In June 2008, Dr. Kritsonis received the Doctor of Humane Letters, School of Graduate Studies from Southern Christian University. The ceremony was held at the Hilton Hotel in New Orleans, Louisiana.
Professional Experience
Dr. Kritsonis began his career as a teacher. He has served education as a principal, superintendent of schools, director of student teaching and field experiences, invited guest professor, author, consultant, editor-in-chief, and publisher. Dr. Kritsonis has earned tenure as a professor at the highest academic rank at two major universities.
Books – Articles – Lectures - Workshops
Dr. Kritsonis lectures and conducts seminars and workshops on a variety of topics. He is author of more than 600 articles in professional journals and several books. His popular book SCHOOL DISCIPLINE: The Art of Survival is scheduled for its fourth edition. He is the author of the textbook William Kritsonis, PhD on Schooling that is used by many professors at colleges and universities throughout the nation and abroad.
In 2008, Dr. Kritsonis coauthored the textbook A Statistical Journey: Taming of the Skew. The book has been adopted by professors in many colleges and universities throughout the nation. It was published by the Alexis/Austin Group, Murrieta, California.
In 2007, Dr. Kritsonis’ version of the book of Ways of Knowing Through the Realms of Meaning (858 pages) was published in the United States of America in cooperation with partial financial support of Visiting Lecturers, Oxford Round Table (2005). The book is the product of a collaborative twenty-four year effort started in 1978 with the late Dr. Philip H. Phenix. Dr. Kritsonis was in continuous communication with Dr. Phenix until his death in 2002.
In 2007, Dr. Kritsonis was the lead author of the textbook Practical Applications of Educational Research and Basic Statistics. The text provides practical content knowledge in research for graduate students at the doctoral and master’s levels.
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081419 UIE Letter For Micheal Anthony Miller-EL with CONFIRMATIONS
17 USC § 107 Limitations on Exclusive Rights – FAIR USE
This is the August 14, 2019 Letter sent out demanding the FREEDOM of Michael Anthony Miller-EL to support our GOOD-FAITH action to obtain his FREEDOM. Information as this is being used to SUPPORT our "FAILURE TO ACT" Defense and other Claims to be brought before INTERNATIONAL Tribunals to EXPOSE the United States of America's CORRUPT Judicial System/Government System that is CONTROLLED & RUN by Nazis/Zionists and the 13th Amendment Scams that VIOLATE the Human/Civil Rights, Sovereignty, Privileges, Immunity, etc. of their VICTIMS, etc.
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https://drive.google.com/open?id=1Bqv_tCXWE5p-t9Ku2V4LIyc_yPSw971T
https://issuu.com/vogeldenise/docs/081419_uie_letter_for_micheal_anthony_miller-el_ma
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Dr. William Allan Kritsonis - Discrimination in Employment PPT.
Dr. William Allan Kritsonis - Discrimination in Employment PPT.
Discrimination in Employment PPT. - William Allan Kritsonis, PhD
Discrimination in Employment PPT. - William Allan Kritsonis, PhD
Discrimination In Employment - Dr. W.A. Kritsonis
Dr. William Allan Kritsonis, School Law, Employment Relationships, Termination, School District Restrictions, Law for Teachers, Due Process, Discrimination of Employment.
In 2005, Dr. Kritsonis was an Invited Visiting Lecturer at the Oxford Round Table at Oriel College in the University of Oxford, Oxford, England. His lecture was entitled the Ways of Knowing Through the Realms of Meaning.
e eBook Collection643Part The Employer-Employee Relationsh.docx
e eBook Collection
643
Part
>> The Employer-Employee Relationship
Consistent with the property theme of
this text, it is important to understand
that employment and labor laws affect
the property interest you have in selling your
labor. This final section discusses the complexity
of those relationships. As you study these chapters,
consider the historical development of the
law, including how it must continually evolve
to address technology developments, changing
social values and economic issues affecting the
workplace. Employment and labor laws reflect
the constant need for balance between the rights
and responsibilities of employers and employees.
Because the United States enjoys a diverse
population, it is important to ensure that workers
are not discriminated against, including in
the hiring, promoting, and firing process. Chapter
20 details federal laws prohibiting workplace
discrimination, specifically discussing the prohibitions
on employment discrimination based on
race, sex, national origin, color, pregnancy, age,
and disabilities. This chapter focuses on what constitutes
illegal discrimination in the workplace,
including employment practices—even those that
may seem well intentioned on their face—that
may be challenged as discriminatory. In addition
to federal protections, this chapter notes that
state laws may offer additional protection against
workplace discrimination. Taken together, these
laws form the framework for fair competition in
a workplace free of unlawful discrimination.
Chapter 21 describes other major employment
laws, including rules regarding minimum
wage and overtime, mass layoffs, family and
medical leave, workplace safety & workers’
compensation, as well as the limits of employee
privacy at work. All of these laws provide important
protections for workers and further define
the employer–employee relationship. The scope
of the employment-at-will doctrine is also presented,
along with ways an employer can protect
itself from an unjustified lawsuit.
The final chapter in the text, Chapter 22,
focuses on labor laws that permit employees to
organize their labor through unions. Although
they have been met with challenges in the twentyfirst
century, unions continue to play an important
role in the U.S. labor market. The development of
labor law in the U.S. illustrates the long history of
seeking to protect workers. This chapter presents
the major labor laws and helps students to identify
unfair labor practices by management and
unions. This chapter also incorporates current
issues important to unions. Many unions maintain
active political agendas on behalf of their
members, including the role of being high-profile
advocates during political elections and on laborrelated
topics such as international trade. Labor
advocates are very vocal about the kinds of provisions
that could be incorporated into trade agreements
to allow U.S. workers to compete on a
level playing field. For example, a number of free
trade agreements di ...
Discrimination in employment - Chp[1]. 3 special_education - Social environme...
Discrimination in employment - Chp[1]. 3 special_education - Social environment - Lectures Notes William Allan Kritsonis, PhD
Discrimination in employment
Dr. Kritsonis has traveled and lectured extensively throughout the United States and world-wide. Some international travels include Australia, New Zealand, Tasmania, Turkey, Italy, Greece, Monte Carlo, England, Holland, Denmark, Sweden, Finland, Russia, Estonia, Poland, Germany, Mexico, the Caribbean Islands, Mexico, Switzerland, Grand Cayman, Haiti, St. Maarten, St. John, St. Thomas, St. Croix, St. Lucia, Puerto Rico, Nassau, Freeport, Jamaica, Barbados, Martinique, Canada, Curacao, Costa Rico, Aruba, Venezuela, Panama, Bora Bora, Tahiti, Latvia, Spain, Honduras, and many more. He has been invited to lecture and serve as a guest professor at many universities across the nation and abroad.
HRM546Title VII as it relates to the C.docx
HRM|546
*
Title VII as it relates to the Civil Rights Act of 1964Ways to Minimize Liability for Race & National Origin DiscriminationAffirmative ActionCivil Rights Act of 1964Types of affirmative action: Executive Order 11246, Judicial Remedy, Voluntary What Type of Affirmative Action is Required
The success of any organization depends mainly on the many aspects that need consideration and implementation regarding its processes. State of Estates is one of those organizations. The organization is a national estate planning firm that operates in eight states with 2,500 employees, which needs to look at how it handles its processes regarding Affirmative Action and Title VII.
The following presentation will discuss Affirmative Action and provide an overview of Title VII as applied to race and national origin discrimination. This presentation will discuss ways the organization can minimize liability for race and national origin discrimination in its employment practices. This presentation will further address and provide three types of affirmative action with Executive Order-11246, and Judicial and Voluntary Affirmative Action as well as determining whether any form of affirmative action is required or recommended for the firm.
*
National Estate Planning FirmEmployees Staff of 2,500 Office Locations in Eight StatesNo Known Cases of Workplace Discrimination
This Photo by Unknown Author is licensed under CC BY
State of Estates is a national estate planning firm, that employees a staff of 2,500 with offices located in eight states and no known cases of workplace discrimination.
*
Affirmative ActionWhat is Affirmative Action?Outcome of the 1960’s Civil Rights MovementTerm first used by President Kennedy in 1961Executive Order 10925 established Presidents Committee on Equal Employment Opportunity
This Photo by Unknown Author is licensed under CC BY-ND
According to Legal Information Institute (n.d.), “Affirmative Action is a set of procedures designed to eliminate unlawful discrimination among applicants, remedy the results of such prior discrimination, and prevent such discrimination in the future. Applicants may be seeking admission to an educational program or looking for professional employment. In modern American jurisprudence, it typically imposes remedies against discrimination on the basis of, at the very least, race, creed, color, and national origin” (para. 1).
The 1960’s Civil Rights Movement created an outcome that would forever change racial equality based on a person’s race, creed, sex and national origin. The term “separate but equal” was a falsehood regarding these class members, particularly with race and how they were treated. The movement would prompt legislation in the form of Executive Order 10925 that would make it illegal to discriminate based on these classes and signed into law by President Kennedy in March of 1961 (United States Department of Labor, n.d.).
This was also the first time President Ken ...
MHR 6401, Employment Law 1 Course Learning Outcomes f.docx
MHR 6401, Employment Law 1
Course Learning Outcomes for Unit II
Upon completion of this unit, students should be able to:
2. Summarize Title VII of the Civil Rights Act of 1964.
2.1 Determine the protected classes under Title VII.
2.2 Determine the range of actions to which Title VII applies, including the key areas of hiring,
promotion, and protected activity.
4. Characterize conduct that violates the federal anti-discrimination laws in employment.
4.1 Describe how violations of Title VII by employers occur.
4.2 Explain the role of the Equal Employment Opportunity Commission (EEOC) in workplace
discrimination issues.
6. Discuss the history of racial discrimination in employment in the United States.
6.1 Explain the importance of the passage of Civil Rights Act and its impact in eliminating racial
discrimination in the workplace.
Course/Unit
Learning Outcomes
Learning Activity
2.1
Unit Lesson
Chapter 3
Chapter 7
Unit II PowerPoint Presentation
2.2
Unit Lesson
Chapter 3
Chapter 7
Unit II PowerPoint Presentation
4.1
Unit Lesson
Chapter 3
Chapter 7
Unit II PowerPoint Presentation
4.2
Unit Lesson
Chapter 3
Chapter 7
Unit II PowerPoint Presentation
6.1
Unit Lesson
Chapter 3
Chapter 7
Unit II PowerPoint Presentation
Reading Assignment
Chapter 3: Overview of Employment Discrimination, pp. 67–105
Chapter 7: Hiring and Promotion Decisions, pp. 223–257
UNIT II STUDY GUIDE
Discrimination in the Workplace
MHR 6401, Employment Law 2
UNIT x STUDY GUIDE
Title
Unit Lesson
The 1960s was a decade of great change in the
United States, socially and politically. This unit
introduces the law that has had the greatest impact on
the employment relationship in the United States –
Title VII of the Civil Rights Act of 1964. The
photograph reflects the signing of the Civil Rights Act
into law by President Lyndon Johnson, with Martin
Luther King, Jr. and Congressional supporters of the
law looking on. Foretelling the passage of Title VII,
President Franklin Roosevelt issued an executive
order in 1941 prohibiting racial discrimination by
federal defense contractors (National History Day,
National Archives and Records Administration, & USA
Freedom Corps, n.d.). Employers were slow to adopt
change, and job advertisements before Title VII
specified race and gender (Lytle, 2014). Women and
racial minorities were deprived of equal opportunity in
employment and employers missed broader pools of workers. Large pools of potential wage earners and
consumers were essentially left out of the U.S. economy.
Changes wrought by Title VII did not occur overnight; it has taken years for the law to develop, and it
continues to develop and evolve today. This evolution occurs as demographic changes lead to ever-
increasing diversity in the workforce. Women, ethnic minorities, and persons with disabilities continue to grow
in the ranks of workers. This is not by ...
CIVIL RIGHTS ACTS of 19646Desmond Graham Grantha
CIVIL RIGHTS ACTS of 19646
Desmond Graham
Grantham University
HRM620 - Strategic HR
Dr Sara Willox
November 7, 2021
Abstract
The Civil Rights Act of 1964 was passed into law by President Lyndon B. Johnson to end segregation practices against blacks that were prevalent since the implementation of Jim Crows laws. The Act provides that no individual should face discrimination based on sex, race, or gender when accessing public services. Title VII of the Civil Rights Act of 1964 prohibits employers from engaging in discriminatory practices against employees because of the employee's gender, race, or sexuality. Noncompliance to the employee rights outlined in Title VII makes the employer liable for punitive and compensatory damages based on the number of employees. Title vii also applies to labor unions, employment agencies, and training programs, requiring them to refrain from engaging in discriminatory and segregation practices that could affect the individual’s employment status or bar them from specific employment opportunities. The implementation of Title VII has resulted in equal employment opportunities for persons of every race, gender, and religion. Even though there are still cases of age, gender, religion, and race discrimination at the workplace, employers and organizations have made progress in reducing discriminatory practices and embracing diversity in the workplace, which has resulted in increased diversity and productivity.
Keywords; The Civil Rights Act of 1964, Title VII, workplace discrimination, Equal Employment Opportunity Commission
Civil Rights Acts of 1964
Introduction
The Civil Rights Act of 1964 was signed into law by President Lyndon B. Johnson in 1964 to end segregation based on race, ethnicity, and religion in all public places such as churches, restaurants, hotels, theatres, and parks (Jennifer, 2015). It came when the black’s faced oppression since the inception of Jim Crow laws that promoted segregation. Title VII of the Civil Rights Act ended discrimination based on employers and labour unions based on race, gender, and religion. Title VII also implemented the Equal Employment Opportunity Commission to advocate for employees who have faced discrimination at the workplace. It prohibits employers from; failing to hire an individual or depriving him of some employment privileges and fair compensation due to his gender, race, or religion. (Timothy et al., 2019). Also, it prohibits employers from segregating their employees in a way that would inhibit them from getting a given position or affect their employment status due to the individual's race, gender, or religion. Title VII prohibits labour unions from denying an individual membership because of their race, religion, or gender or segregating its membership and causing an employer to engage in discriminatory practices against such individuals.
Consequences of violating Civil Rights Act of 1964 (Title VII)
Following are the consequences of ...
14th Amendment Equal Protection Discrimination Various Crite.docx
14th Amendment Equal Protection: Discrimination
Various Criteria:
Basic assumption that government acted lawfully: victim has burden of proof, common law
- “simple rationality test”
- typical merit requirements
“Suspect classifications”: race, alien status, religion brings “strict scrutiny”: government must have at least a “compelling interest”: constitutional law
Middle ground: reasonableness: gender, age, minor interests, disabilities: statutory law
- Lily Ledbetter Fair Pay Act of 2009: pay discrimination due to gender can be contested long after initial pay decision was made if lower pay is ongoing
1
Public Employment: Equal protection
de jure v. de facto discrimination
2
Public Employment: Equal protection
Evolving race criteria:
Adarand v. Pena (1995): compelling interest needed for affirmative action. Narrowly tailored remedy expected
Ricci v. DeStefano (2009): City of New Haven violated Title VII by refusing to certify test results when no black firefighters passed. Cannot reject open fair process solely on disparate results
Comcast v. National Association of African-American Owned Media(2020) : “But for cause”:
3
Public Employment: Equal protection
Equal Protection in College admission indicates court’s continual evolution:
Schuette v. Coalition to Defend Affirmative Action (2014)
States can ban consideration of race in college admissions or other public programs
But already the court had banned any form of affirmative action that created any sort of quotas or operated mechanically.
Fisher v. University of Texas at Austin(2016): left basic law
race-based preferences inherently suspect but legal if schools -- and by extension, employers -- provide strong evidence their affirmative-action programs are narrowly tailored to achieve the goal of diversity.
4
Recent notable movement on discrimination(not administrative law)
Hosanna-Tabor Evangelical Lutheran Church & Sch. v. EEOC (2012)
Courts cannot tell religious organizations who can they can fire as ministers: “ministerial exception”
In hiring and firing of Sunday school teacher, first amendment trumps employment laws
The Hobby Lobby case (2014): cannot require private employees to provide birth control
5
Public Employment: Equal protection: Gender
Title VI of 1964 Civil Rights Act: forbids discrimination based on race, sex, religion, and national origin
Title VII: applies Title VI to state and local governments
- Retirement programs cannot discriminate
6
Public Employment: Equal protection: Gender
Feeney v. Personnel Administrator of Massachusetts (1979)
- veteran’s preference challenge – public interest in rewarding veterans outweighed gender impact
Supreme Court has struck down discrimination of gays/lesbians if there was no public purpose
United States v. Windsor (2013) : Federal Defense of Marriage Act overturned
7
Employment: Equal protection: Gender
Harassment: Harris v. Forklift Systems (1993): “hostile environ.
Chapter 6 - Applicant Screening and Employee Socialization.docx
Chapter 6 - Applicant Screening and Employee Socialization
Security and Loss Prevention: An Introduction, 5th Edition
by Philip P. Purpura
Butterworth-Heinemann © 2008 Citation
Employment Law
Government regulation affects the balance and working relationship between employers and employees in
three major areas: (1) the prohibition of employment discrimination; (2) the promotion of a safe and healthy
workplace; and (3) fair negotiation between management and labor concerning terms of employment
(Mann and Roberts, 2001: 858). Here we begin with major federal laws prohibiting employment
discrimination, followed by applicant screening methods. The laws on workplace safety and labor are
covered in other chapters.
It is important to note that beyond the federal law emphasized here, and executive orders of presidents,
are state and municipal laws that exceed federal legal requirements and state court decisions that interpret
state laws. For instance, several states consider sexual orientation a "protected class." Also, many
corporations have policies to protect employees on the basis of sexual orientation (DeCenzo and Robbins,
2005: 62).
Federal Legislation
◾ Equal Pay Act of 1963: This legislation requires that men and women be paid equally if they
work at the same location at similar jobs. Exceptions include a seniority or merit system and
earnings through quantity or quality of production. The act is enforced by the Equal
Employment Opportunity Commission (EEOC).
◾ Civil Rights Act of 1964, Title VII: This law prohibits employment discrimination based on
race, color, religion, gender, or national origin. Title VII prohibits discrimination with regard to
any employment condition, including recruiting, screening, hiring, training, compensating,
evaluating, promoting, disciplining, and firing. It also prohibits retaliation against an individual
who files a charge of discrimination. The law impacts both public and private sectors. Title VII
requires that organizations go beyond discontinuing discriminatory practices and gives
preferences to minority group members in employment decisions; this is referred to as
affirmative action. Congress established the EEOC to enforce Title VII.
◾ Age Discrimination in Employment Act of 1967: The ADEA prohibits employment
discrimination on the basis of age in areas such as hiring, firing, and compensating. It applies
to private employers with 20 or more employees and all government units. This law protects
employees between 40 and 65 years of age, but in 1978 the law was amended to afford
protection to age 70, and then in 1986 the law was amended again to eliminate the upper age
limit. Mandatory retirement is prohibited, absent a suitable defense. The act is enforced by
the EEOC.
◾ Equal Employment Opportunity Act of 1972: The purpose of this federal law (EEO) is to
strengthen Title VII by providing the EEOC with additional enforcement powers to file suits
and issue cease-and- ...
Selected Laws and Cases Related to Diversity and Fairness
Selected Laws and Cases Related to Diversity and Fairness in United States.
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We will have experts on how to help employees overcome daily obstacles to engagement and productivity, an interactive engagement workshop with your peers facilitated by an engagement guru to identify and resolve the key barriers that hold back your engagement programme, creating a collaborative ‘how to’ engagement report, a warts and all case study on how to immerse your employees in the brand from a leading British insurance company, and much much more….
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15 Employee Engagement activities that you can start doing now
Trying to find new employee engagement activities to boost productivity in your company?
We thought you might, now that these long summer days make it difficult to focus and give 110% at work. But we also thought this is a great time to plan a proper employee engagement strategy that focuses on long-term growth and retention.
Whether you’re simply browsing for some ideas that might boost up morale or if you’re putting down the final details for your HR strategy, here are 15 employee engagement activities that you should try!
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The Employee Engagement Event The 'how to' Workshop June 3
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15 Employee Engagement activities that you can start doing now
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Similar to Contemporary workplace challenge
Dr. William Allan Kritsonis - Discrimination in Employment PPT.
Dr. William Allan Kritsonis - Discrimination in Employment PPT.
Discrimination in Employment PPT. - William Allan Kritsonis, PhD
Discrimination in Employment PPT. - William Allan Kritsonis, PhD
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In 2005, Dr. Kritsonis was an Invited Visiting Lecturer at the Oxford Round Table at Oriel College in the University of Oxford, Oxford, England. His lecture was entitled the Ways of Knowing Through the Realms of Meaning.
e eBook Collection643Part The Employer-Employee Relationsh.docx
e eBook Collection
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Part
>> The Employer-Employee Relationship
Consistent with the property theme of
this text, it is important to understand
that employment and labor laws affect
the property interest you have in selling your
labor. This final section discusses the complexity
of those relationships. As you study these chapters,
consider the historical development of the
law, including how it must continually evolve
to address technology developments, changing
social values and economic issues affecting the
workplace. Employment and labor laws reflect
the constant need for balance between the rights
and responsibilities of employers and employees.
Because the United States enjoys a diverse
population, it is important to ensure that workers
are not discriminated against, including in
the hiring, promoting, and firing process. Chapter
20 details federal laws prohibiting workplace
discrimination, specifically discussing the prohibitions
on employment discrimination based on
race, sex, national origin, color, pregnancy, age,
and disabilities. This chapter focuses on what constitutes
illegal discrimination in the workplace,
including employment practices—even those that
may seem well intentioned on their face—that
may be challenged as discriminatory. In addition
to federal protections, this chapter notes that
state laws may offer additional protection against
workplace discrimination. Taken together, these
laws form the framework for fair competition in
a workplace free of unlawful discrimination.
Chapter 21 describes other major employment
laws, including rules regarding minimum
wage and overtime, mass layoffs, family and
medical leave, workplace safety & workers’
compensation, as well as the limits of employee
privacy at work. All of these laws provide important
protections for workers and further define
the employer–employee relationship. The scope
of the employment-at-will doctrine is also presented,
along with ways an employer can protect
itself from an unjustified lawsuit.
The final chapter in the text, Chapter 22,
focuses on labor laws that permit employees to
organize their labor through unions. Although
they have been met with challenges in the twentyfirst
century, unions continue to play an important
role in the U.S. labor market. The development of
labor law in the U.S. illustrates the long history of
seeking to protect workers. This chapter presents
the major labor laws and helps students to identify
unfair labor practices by management and
unions. This chapter also incorporates current
issues important to unions. Many unions maintain
active political agendas on behalf of their
members, including the role of being high-profile
advocates during political elections and on laborrelated
topics such as international trade. Labor
advocates are very vocal about the kinds of provisions
that could be incorporated into trade agreements
to allow U.S. workers to compete on a
level playing field. For example, a number of free
trade agreements di ...
Discrimination in employment - Chp[1]. 3 special_education - Social environme...
Discrimination in employment - Chp[1]. 3 special_education - Social environment - Lectures Notes William Allan Kritsonis, PhD
Discrimination in employment
Dr. Kritsonis has traveled and lectured extensively throughout the United States and world-wide. Some international travels include Australia, New Zealand, Tasmania, Turkey, Italy, Greece, Monte Carlo, England, Holland, Denmark, Sweden, Finland, Russia, Estonia, Poland, Germany, Mexico, the Caribbean Islands, Mexico, Switzerland, Grand Cayman, Haiti, St. Maarten, St. John, St. Thomas, St. Croix, St. Lucia, Puerto Rico, Nassau, Freeport, Jamaica, Barbados, Martinique, Canada, Curacao, Costa Rico, Aruba, Venezuela, Panama, Bora Bora, Tahiti, Latvia, Spain, Honduras, and many more. He has been invited to lecture and serve as a guest professor at many universities across the nation and abroad.
HRM546Title VII as it relates to the C.docx
HRM|546
*
Title VII as it relates to the Civil Rights Act of 1964Ways to Minimize Liability for Race & National Origin DiscriminationAffirmative ActionCivil Rights Act of 1964Types of affirmative action: Executive Order 11246, Judicial Remedy, Voluntary What Type of Affirmative Action is Required
The success of any organization depends mainly on the many aspects that need consideration and implementation regarding its processes. State of Estates is one of those organizations. The organization is a national estate planning firm that operates in eight states with 2,500 employees, which needs to look at how it handles its processes regarding Affirmative Action and Title VII.
The following presentation will discuss Affirmative Action and provide an overview of Title VII as applied to race and national origin discrimination. This presentation will discuss ways the organization can minimize liability for race and national origin discrimination in its employment practices. This presentation will further address and provide three types of affirmative action with Executive Order-11246, and Judicial and Voluntary Affirmative Action as well as determining whether any form of affirmative action is required or recommended for the firm.
*
National Estate Planning FirmEmployees Staff of 2,500 Office Locations in Eight StatesNo Known Cases of Workplace Discrimination
This Photo by Unknown Author is licensed under CC BY
State of Estates is a national estate planning firm, that employees a staff of 2,500 with offices located in eight states and no known cases of workplace discrimination.
*
Affirmative ActionWhat is Affirmative Action?Outcome of the 1960’s Civil Rights MovementTerm first used by President Kennedy in 1961Executive Order 10925 established Presidents Committee on Equal Employment Opportunity
This Photo by Unknown Author is licensed under CC BY-ND
According to Legal Information Institute (n.d.), “Affirmative Action is a set of procedures designed to eliminate unlawful discrimination among applicants, remedy the results of such prior discrimination, and prevent such discrimination in the future. Applicants may be seeking admission to an educational program or looking for professional employment. In modern American jurisprudence, it typically imposes remedies against discrimination on the basis of, at the very least, race, creed, color, and national origin” (para. 1).
The 1960’s Civil Rights Movement created an outcome that would forever change racial equality based on a person’s race, creed, sex and national origin. The term “separate but equal” was a falsehood regarding these class members, particularly with race and how they were treated. The movement would prompt legislation in the form of Executive Order 10925 that would make it illegal to discriminate based on these classes and signed into law by President Kennedy in March of 1961 (United States Department of Labor, n.d.).
This was also the first time President Ken ...
MHR 6401, Employment Law 1 Course Learning Outcomes f.docx
MHR 6401, Employment Law 1
Course Learning Outcomes for Unit II
Upon completion of this unit, students should be able to:
2. Summarize Title VII of the Civil Rights Act of 1964.
2.1 Determine the protected classes under Title VII.
2.2 Determine the range of actions to which Title VII applies, including the key areas of hiring,
promotion, and protected activity.
4. Characterize conduct that violates the federal anti-discrimination laws in employment.
4.1 Describe how violations of Title VII by employers occur.
4.2 Explain the role of the Equal Employment Opportunity Commission (EEOC) in workplace
discrimination issues.
6. Discuss the history of racial discrimination in employment in the United States.
6.1 Explain the importance of the passage of Civil Rights Act and its impact in eliminating racial
discrimination in the workplace.
Course/Unit
Learning Outcomes
Learning Activity
2.1
Unit Lesson
Chapter 3
Chapter 7
Unit II PowerPoint Presentation
2.2
Unit Lesson
Chapter 3
Chapter 7
Unit II PowerPoint Presentation
4.1
Unit Lesson
Chapter 3
Chapter 7
Unit II PowerPoint Presentation
4.2
Unit Lesson
Chapter 3
Chapter 7
Unit II PowerPoint Presentation
6.1
Unit Lesson
Chapter 3
Chapter 7
Unit II PowerPoint Presentation
Reading Assignment
Chapter 3: Overview of Employment Discrimination, pp. 67–105
Chapter 7: Hiring and Promotion Decisions, pp. 223–257
UNIT II STUDY GUIDE
Discrimination in the Workplace
MHR 6401, Employment Law 2
UNIT x STUDY GUIDE
Title
Unit Lesson
The 1960s was a decade of great change in the
United States, socially and politically. This unit
introduces the law that has had the greatest impact on
the employment relationship in the United States –
Title VII of the Civil Rights Act of 1964. The
photograph reflects the signing of the Civil Rights Act
into law by President Lyndon Johnson, with Martin
Luther King, Jr. and Congressional supporters of the
law looking on. Foretelling the passage of Title VII,
President Franklin Roosevelt issued an executive
order in 1941 prohibiting racial discrimination by
federal defense contractors (National History Day,
National Archives and Records Administration, & USA
Freedom Corps, n.d.). Employers were slow to adopt
change, and job advertisements before Title VII
specified race and gender (Lytle, 2014). Women and
racial minorities were deprived of equal opportunity in
employment and employers missed broader pools of workers. Large pools of potential wage earners and
consumers were essentially left out of the U.S. economy.
Changes wrought by Title VII did not occur overnight; it has taken years for the law to develop, and it
continues to develop and evolve today. This evolution occurs as demographic changes lead to ever-
increasing diversity in the workforce. Women, ethnic minorities, and persons with disabilities continue to grow
in the ranks of workers. This is not by ...
CIVIL RIGHTS ACTS of 19646Desmond Graham Grantha
CIVIL RIGHTS ACTS of 19646
Desmond Graham
Grantham University
HRM620 - Strategic HR
Dr Sara Willox
November 7, 2021
Abstract
The Civil Rights Act of 1964 was passed into law by President Lyndon B. Johnson to end segregation practices against blacks that were prevalent since the implementation of Jim Crows laws. The Act provides that no individual should face discrimination based on sex, race, or gender when accessing public services. Title VII of the Civil Rights Act of 1964 prohibits employers from engaging in discriminatory practices against employees because of the employee's gender, race, or sexuality. Noncompliance to the employee rights outlined in Title VII makes the employer liable for punitive and compensatory damages based on the number of employees. Title vii also applies to labor unions, employment agencies, and training programs, requiring them to refrain from engaging in discriminatory and segregation practices that could affect the individual’s employment status or bar them from specific employment opportunities. The implementation of Title VII has resulted in equal employment opportunities for persons of every race, gender, and religion. Even though there are still cases of age, gender, religion, and race discrimination at the workplace, employers and organizations have made progress in reducing discriminatory practices and embracing diversity in the workplace, which has resulted in increased diversity and productivity.
Keywords; The Civil Rights Act of 1964, Title VII, workplace discrimination, Equal Employment Opportunity Commission
Civil Rights Acts of 1964
Introduction
The Civil Rights Act of 1964 was signed into law by President Lyndon B. Johnson in 1964 to end segregation based on race, ethnicity, and religion in all public places such as churches, restaurants, hotels, theatres, and parks (Jennifer, 2015). It came when the black’s faced oppression since the inception of Jim Crow laws that promoted segregation. Title VII of the Civil Rights Act ended discrimination based on employers and labour unions based on race, gender, and religion. Title VII also implemented the Equal Employment Opportunity Commission to advocate for employees who have faced discrimination at the workplace. It prohibits employers from; failing to hire an individual or depriving him of some employment privileges and fair compensation due to his gender, race, or religion. (Timothy et al., 2019). Also, it prohibits employers from segregating their employees in a way that would inhibit them from getting a given position or affect their employment status due to the individual's race, gender, or religion. Title VII prohibits labour unions from denying an individual membership because of their race, religion, or gender or segregating its membership and causing an employer to engage in discriminatory practices against such individuals.
Consequences of violating Civil Rights Act of 1964 (Title VII)
Following are the consequences of ...
14th Amendment Equal Protection Discrimination Various Crite.docx
14th Amendment Equal Protection: Discrimination
Various Criteria:
Basic assumption that government acted lawfully: victim has burden of proof, common law
- “simple rationality test”
- typical merit requirements
“Suspect classifications”: race, alien status, religion brings “strict scrutiny”: government must have at least a “compelling interest”: constitutional law
Middle ground: reasonableness: gender, age, minor interests, disabilities: statutory law
- Lily Ledbetter Fair Pay Act of 2009: pay discrimination due to gender can be contested long after initial pay decision was made if lower pay is ongoing
1
Public Employment: Equal protection
de jure v. de facto discrimination
2
Public Employment: Equal protection
Evolving race criteria:
Adarand v. Pena (1995): compelling interest needed for affirmative action. Narrowly tailored remedy expected
Ricci v. DeStefano (2009): City of New Haven violated Title VII by refusing to certify test results when no black firefighters passed. Cannot reject open fair process solely on disparate results
Comcast v. National Association of African-American Owned Media(2020) : “But for cause”:
3
Public Employment: Equal protection
Equal Protection in College admission indicates court’s continual evolution:
Schuette v. Coalition to Defend Affirmative Action (2014)
States can ban consideration of race in college admissions or other public programs
But already the court had banned any form of affirmative action that created any sort of quotas or operated mechanically.
Fisher v. University of Texas at Austin(2016): left basic law
race-based preferences inherently suspect but legal if schools -- and by extension, employers -- provide strong evidence their affirmative-action programs are narrowly tailored to achieve the goal of diversity.
4
Recent notable movement on discrimination(not administrative law)
Hosanna-Tabor Evangelical Lutheran Church & Sch. v. EEOC (2012)
Courts cannot tell religious organizations who can they can fire as ministers: “ministerial exception”
In hiring and firing of Sunday school teacher, first amendment trumps employment laws
The Hobby Lobby case (2014): cannot require private employees to provide birth control
5
Public Employment: Equal protection: Gender
Title VI of 1964 Civil Rights Act: forbids discrimination based on race, sex, religion, and national origin
Title VII: applies Title VI to state and local governments
- Retirement programs cannot discriminate
6
Public Employment: Equal protection: Gender
Feeney v. Personnel Administrator of Massachusetts (1979)
- veteran’s preference challenge – public interest in rewarding veterans outweighed gender impact
Supreme Court has struck down discrimination of gays/lesbians if there was no public purpose
United States v. Windsor (2013) : Federal Defense of Marriage Act overturned
7
Employment: Equal protection: Gender
Harassment: Harris v. Forklift Systems (1993): “hostile environ.
Chapter 6 - Applicant Screening and Employee Socialization.docx
Chapter 6 - Applicant Screening and Employee Socialization
Security and Loss Prevention: An Introduction, 5th Edition
by Philip P. Purpura
Butterworth-Heinemann © 2008 Citation
Employment Law
Government regulation affects the balance and working relationship between employers and employees in
three major areas: (1) the prohibition of employment discrimination; (2) the promotion of a safe and healthy
workplace; and (3) fair negotiation between management and labor concerning terms of employment
(Mann and Roberts, 2001: 858). Here we begin with major federal laws prohibiting employment
discrimination, followed by applicant screening methods. The laws on workplace safety and labor are
covered in other chapters.
It is important to note that beyond the federal law emphasized here, and executive orders of presidents,
are state and municipal laws that exceed federal legal requirements and state court decisions that interpret
state laws. For instance, several states consider sexual orientation a "protected class." Also, many
corporations have policies to protect employees on the basis of sexual orientation (DeCenzo and Robbins,
2005: 62).
Federal Legislation
◾ Equal Pay Act of 1963: This legislation requires that men and women be paid equally if they
work at the same location at similar jobs. Exceptions include a seniority or merit system and
earnings through quantity or quality of production. The act is enforced by the Equal
Employment Opportunity Commission (EEOC).
◾ Civil Rights Act of 1964, Title VII: This law prohibits employment discrimination based on
race, color, religion, gender, or national origin. Title VII prohibits discrimination with regard to
any employment condition, including recruiting, screening, hiring, training, compensating,
evaluating, promoting, disciplining, and firing. It also prohibits retaliation against an individual
who files a charge of discrimination. The law impacts both public and private sectors. Title VII
requires that organizations go beyond discontinuing discriminatory practices and gives
preferences to minority group members in employment decisions; this is referred to as
affirmative action. Congress established the EEOC to enforce Title VII.
◾ Age Discrimination in Employment Act of 1967: The ADEA prohibits employment
discrimination on the basis of age in areas such as hiring, firing, and compensating. It applies
to private employers with 20 or more employees and all government units. This law protects
employees between 40 and 65 years of age, but in 1978 the law was amended to afford
protection to age 70, and then in 1986 the law was amended again to eliminate the upper age
limit. Mandatory retirement is prohibited, absent a suitable defense. The act is enforced by
the EEOC.
◾ Equal Employment Opportunity Act of 1972: The purpose of this federal law (EEO) is to
strengthen Title VII by providing the EEOC with additional enforcement powers to file suits
and issue cease-and- ...
Selected Laws and Cases Related to Diversity and Fairness
Selected Laws and Cases Related to Diversity and Fairness in United States.
14th Amendment Equal Protection Discrimination Various Crite
14th Amendment Equal Protection: Discrimination
Various Criteria:
Basic assumption that government acted lawfully: victim has burden of proof, common law
- “simple rationality test”
- typical merit requirements
“Suspect classifications”: race, alien status, religion brings “strict scrutiny”: government must have at least a “compelling interest”: constitutional law
Middle ground: reasonableness: gender, age, minor interests, disabilities: statutory law
- Lily Ledbetter Fair Pay Act of 2009: pay discrimination due to gender can be contested long after initial pay decision was made if lower pay is ongoing
1
Public Employment: Equal protection
de jure v. de facto discrimination
2
Public Employment: Equal protection
Evolving race criteria:
Adarand v. Pena (1995): compelling interest needed for affirmative action. Narrowly tailored remedy expected
Ricci v. DeStefano (2009): City of New Haven violated Title VII by refusing to certify test results when no black firefighters passed. Cannot reject open fair process solely on disparate results
Comcast v. National Association of African-American Owned Media(2020) : “But for cause”:
3
Public Employment: Equal protection
Equal Protection in College admission indicates court’s continual evolution:
Schuette v. Coalition to Defend Affirmative Action (2014)
States can ban consideration of race in college admissions or other public programs
But already the court had banned any form of affirmative action that created any sort of quotas or operated mechanically.
Fisher v. University of Texas at Austin(2016): left basic law
race-based preferences inherently suspect but legal if schools -- and by extension, employers -- provide strong evidence their affirmative-action programs are narrowly tailored to achieve the goal of diversity.
4
Recent notable movement on discrimination(not administrative law)
Hosanna-Tabor Evangelical Lutheran Church & Sch. v. EEOC (2012)
Courts cannot tell religious organizations who can they can fire as ministers: “ministerial exception”
In hiring and firing of Sunday school teacher, first amendment trumps employment laws
The Hobby Lobby case (2014): cannot require private employees to provide birth control
5
Public Employment: Equal protection: Gender
Title VI of 1964 Civil Rights Act: forbids discrimination based on race, sex, religion, and national origin
Title VII: applies Title VI to state and local governments
- Retirement programs cannot discriminate
6
Public Employment: Equal protection: Gender
Feeney v. Personnel Administrator of Massachusetts (1979)
- veteran’s preference challenge – public interest in rewarding veterans outweighed gender impact
Supreme Court has struck down discrimination of gays/lesbians if there was no public purpose
United States v. Windsor (2013) : Federal Defense of Marriage Act overturned
7
Employment: Equal protection: Gender
Harassment: Harris v. Forklift Systems (1993): “hostile environ ...
14th Amendment Equal Protection Discrimination Various Crite
14th Amendment Equal Protection: Discrimination
Various Criteria:
Basic assumption that government acted lawfully: victim has burden of proof, common law
- “simple rationality test”
- typical merit requirements
“Suspect classifications”: race, alien status, religion brings “strict scrutiny”: government must have at least a “compelling interest”: constitutional law
Middle ground: reasonableness: gender, age, minor interests, disabilities: statutory law
- Lily Ledbetter Fair Pay Act of 2009: pay discrimination due to gender can be contested long after initial pay decision was made if lower pay is ongoing
1
Public Employment: Equal protection
de jure v. de facto discrimination
2
Public Employment: Equal protection
Evolving race criteria:
Adarand v. Pena (1995): compelling interest needed for affirmative action. Narrowly tailored remedy expected
Ricci v. DeStefano (2009): City of New Haven violated Title VII by refusing to certify test results when no black firefighters passed. Cannot reject open fair process solely on disparate results
Comcast v. National Association of African-American Owned Media(2020) : “But for cause”:
3
Public Employment: Equal protection
Equal Protection in College admission indicates court’s continual evolution:
Schuette v. Coalition to Defend Affirmative Action (2014)
States can ban consideration of race in college admissions or other public programs
But already the court had banned any form of affirmative action that created any sort of quotas or operated mechanically.
Fisher v. University of Texas at Austin(2016): left basic law
race-based preferences inherently suspect but legal if schools -- and by extension, employers -- provide strong evidence their affirmative-action programs are narrowly tailored to achieve the goal of diversity.
4
Recent notable movement on discrimination(not administrative law)
Hosanna-Tabor Evangelical Lutheran Church & Sch. v. EEOC (2012)
Courts cannot tell religious organizations who can they can fire as ministers: “ministerial exception”
In hiring and firing of Sunday school teacher, first amendment trumps employment laws
The Hobby Lobby case (2014): cannot require private employees to provide birth control
5
Public Employment: Equal protection: Gender
Title VI of 1964 Civil Rights Act: forbids discrimination based on race, sex, religion, and national origin
Title VII: applies Title VI to state and local governments
- Retirement programs cannot discriminate
6
Public Employment: Equal protection: Gender
Feeney v. Personnel Administrator of Massachusetts (1979)
- veteran’s preference challenge – public interest in rewarding veterans outweighed gender impact
Supreme Court has struck down discrimination of gays/lesbians if there was no public purpose
United States v. Windsor (2013) : Federal Defense of Marriage Act overturned
7
Employment: Equal protection: Gender
Harassment: Harris v. Forklift Systems (1993): “hostile environ ...
DisabilityTitle I and Title V of the Americans with Disabilities
Disability
Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.
Age
The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment.
Sex (Wages)
In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require equal skill, effort, and responsibility, under similar working conditions, in the same establishment.
Genetics
Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants, employees, or their family members.
Retaliation
All of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates in a discrimination proceeding, or otherwise opposes an unlawful employment practice.
What to Do If You Believe Discrimination Has Occurred
There are strict time limits for filing charges of employment discrimination. To preserve the ability of EEOC to act on your behalf and to protect your right to file a private lawsuit, should you ultimately need to, you should contact EEOC promptly when discrimination is suspected:
The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing impairments). EEOC field office information is available at www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government section. Additional information about EEOC, including information about charge filing, is available at www.eeoc.gov.
Employers Holding Federal Contracts or Subcontracts
Applicants to and employees of companies with a Federal gover ...
The History Of Employment At Will
School Law - Dr. William Allan Kritsonis
Dr. William Allan Kritsonis Inducted into the William H. Parker Leadership Academy Hall of Honor (HBCU)
Remarks by Angela Stevens McNeil
July 26th 2008
Good Morning. My name is Angela Stevens McNeil and I have the privilege of introducing the next Hall of Honor Inductee, Dr. William Allan Kritsonis. Dr. Kritsonis was chosen because of his dedication to the educational advancement of Prairie View A&M University students. He earned a Bachelor’s degree in 1969 from Central Washington University in Ellensburg, Washington. In 1971, he earned his Master’s in Education from Seattle Pacific University. In 1976, he earned his PhD from the University of Iowa.
Dr. Kritsonis has served and blessed the field of education as a teacher, principal, superintendent of schools, director of student teaching and field experiences, invited guest professor, author, consultant, editor-in-chief, and publisher. He has also earned tenure as a professor at the highest academic rank at two major universities.
In 2005, Dr. Kritsonis was an Invited Visiting Lecturer at the Oxford Round Table at Oriel College in the University of Oxford, Oxford, England. His lecture was entitled the Ways of Knowing through the Realms of Meaning.
In 2004, Dr. William Allan Kritsonis was recognized as the Central Washington University Alumni Association Distinguished Alumnus for the College of Education and Professional Studies.
Dr. William Kritsonis is a well respected author of more than 500 articles in professional journals and several books. In 1983, Dr. Kritsonis founded the NATIONAL FORUM JOURNALS. These publications represent a group of highly respected scholarly academic periodicals. In 2004, he established the DOCTORAL FORUM – National Journal for Publishing and Mentoring Doctoral Student Research. The DOCTORAL FORUM is the only refereed journal in America committed to publishing doctoral students while they are enrolled in course work in their doctoral programs. Over 300 articles have been published by doctorate and master’s degree students and most are indexed in ERIC.
Currently, Dr. Kritsonis is a Professor in the PhD Program in Educational Leadership here at Prairie View A&M University.
Dr. William Kritsonis has dedicated himself to the advancement of educational leadership and to the education of students at all levels. It is my honor to bring him to the stage at this time as a William H. Parker Leadership Academy Hall of Honor Inductee.
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一比一原版加拿大渥太华大学毕业证（uottawa毕业证书）如何办理
一模一样【q/微:1954292140】【加拿大渥太华大学毕业证（uottawa毕业证书）成绩单Offer】【q/微:1954292140】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
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6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
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