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.
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.
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.
If you are charged with a crime, then you definitely need a lawyer. Only an experienced attorney specified in the field of criminal law knows how to defend your rights.
Presentation by John X Kelly from JISC Legal given at the "Equality and Diversity: promoting good practice in library work" course on the 17th November 2009.
Discusses, amongst other things, how the public sector should use it's buying power to ensure that it plays it's part in reducing inequality, especially in employment opportunities.
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 ...
If you are charged with a crime, then you definitely need a lawyer. Only an experienced attorney specified in the field of criminal law knows how to defend your rights.
Presentation by John X Kelly from JISC Legal given at the "Equality and Diversity: promoting good practice in library work" course on the 17th November 2009.
Discusses, amongst other things, how the public sector should use it's buying power to ensure that it plays it's part in reducing inequality, especially in employment opportunities.
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 ...
14th Amendment Equal Protection Discrimination Various Crite.docxherminaprocter
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.
e eBook Collection643Part The Employer-Employee Relationsh.docxsagarlesley
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 ...
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
2. Introductory Reflection
"My knowledge of my years in Ecuador was not enough
to prepare myself to understand who I will become in the
United States; a minority in a country full of laws and
contradictions. I married a good man who alleviated the
inevitable consequences of my heavy accent and skin
color. How? My husband is what you will call Hispanic
by race, but white by skin and appearance. As a result, I
found myself in a dilemma when a doctor let me choose
if I wanted my child to be label Hispanic or White…”
3. What is Discrimination?
In plain English, to "discriminate" means to distinguish,
single out, or make a distinction. In everyday life, when faced
with more than one option, we discriminate in arriving at
almost every decision we make. But in the context of civil
rights law, unlawful discrimination refers to unfair or
unequal treatment of an individual (or group) based on
certain characteristics. There are two types of discrimination;
Direct and Indirect.
4. Types of Discrimination
Direct discrimination
An example of direct discrimination is a job advert, which says "no disabled
people need apply." However, in reality discrimination often takes more subtle
forms. That’s why indirect discrimination is also covered.
Indirect discrimination
An example of indirect discrimination is requiring all people who apply for a
certain job to sit a test in a particular language, even though that language is
not necessary for the job. The test might exclude more people who have a
different mother tongue.
5. Title VII, 1964 Civil Rights Act
This law prohibits employment discrimination
based on:
Race
Color
Religion
Sex
National Origin
6. Age Discrimination In
Employment Act of 1967 (ADEA)
Protects employees or applicants 40 years of
age or older:
Cannot discriminate based on age with respect to any
term, condition or privilege of employment
Punitive & compensatory damages
7. Civil Rights Act 1972 Amendment
Sexual harassment is a:
Form of sex discrimination
Violation of federal law
8. Pregnancy Discrimination Act of
1978
Amendment to Civil Rights Act
Unlawful to discriminate on the basis of pregnancy,
childbirth or related medical conditions
9. Americans with Disabilities Act
Prohibits discrimination on the basis of disability in all
employment practices
Employer must make accommodation to known
disability of qualified applicant or employee unless it
imposes undue hardship
10. Affirmative Action
The intended purpose of Affirmative Action is to
increase the opportunity for minority groups
“You do not take a person …bring him up to the starting line
of a race and say, 'you are free to compete with all the
others,' and still justly believe that you have been completely
fair.” –President Lyndon B. Johnson, 1965
11. Employment Discrimination:
U.S. Supreme Court Cases …
Below is a list of U.S. Supreme Court cases involving
employees' rights and employment discrimination,
including links to the full text of the U.S. Supreme Court
decisions.
Griggs v. Duke Power Co. (1971)
In this case, the Court decided that certain education
requirements and intelligence tests used as conditions of
employment acted to exclude African-American job
applicants, did not relate to job performance, and were
prohibited.
12. Employment Discrimination: U.S.
Supreme Court Cases …
Cleveland Bd. of Ed. V. LaFleur (1974)
Found that Ohio public school mandatory maternity leave
rules for pregnant teachers violate constitutional guarantees
of due process.
Meritor Savings Bank v. Vinson (1986)
Found that a claim of "hostile environment" sexual
harassment is a form of sex discrimination that may be
brought under Title VII of the Civil Rights Act of 1964.
13. Employment Discrimination: U.S.
Supreme Court Cases …
Johnson v. Transportation Agency (1987)
The Court decides that a county transportation agency
appropriately took into account an employee's sex as one
factor in determining whether she should be promoted.
Oncale v. Sundowner Offshore Serv., Inc. (1987)
In this case, the Court held that sex discrimination
consisting of same-sex sexual harassment can form the basis
for a valid claim under Title VII of the Civil Rights Act of
1964.
14. Employment Discrimination: U.S.
Supreme Court Cases …
Burlington Industries, Inc. Ellerth (1998)
Holding that an employee who refuses unwelcome and
threatening sexual advances of a supervisor (but suffers
no real job consequences) may recover against the
employer without showing the employer is at fault for
the supervisor's actions.
Faragher v. City of Boca Raton (1998)
The Court decides that an employer may be liable for
sexual discrimination caused by a supervisor, but
liability depends on the reasonableness of the
employer's conduct, as well as the reasonableness of
the plaintiff victim's conduct.
15. The Necessity of
Continued Enforcement of
the Laws
Many people in this country still, unfortunately,
are opposed to the ideal of equality
Any lack of enforcement of these laws gives more
power to such people
Although progress in achieving equality has been
made due to the laws, true equality has not yet
been reached, and can only be attained through
further diligence.
16. Civil Rights Act of 1991
The Civil Rights Act of 1991 made major changes in the
federal laws against employment discrimination enforced by
EEOC. Enacted in part to reverse several Supreme Court
decisions that limited the rights of persons protected by these
laws, the Act also provides additional protections. The Act
authorizes compensatory and punitive damages in cases of
intentional discrimination, and provides for obtaining
attorneys' fees and the possibility of jury trials. It also directs
the EEOC to expand its technical assistance and outreach
activities.
17. What Is EEOC and How Does It
Operate?
EEOC is an independent federal agency originally
created by Congress in 1964 to enforce Title VII of the
Civil Rights Act of 1964. The Commission is composed
of five Commissioners and a General Counsel appointed
by the President and confirmed by the Senate.
Commissioners are appointed for five-year staggered
terms; the General Counsel's term is four years. The
President designates a Chair and a Vice-Chair. The
Chair is the chief executive officer of the Commission.
The Commission has authority to establish equal
employment policy and to approve litigation. The
General Counsel is responsible for conducting litigation.
EEOC carries out its enforcement, education and
technical assistance activities through 50 field offices
serving every part of the nation.
The nearest EEOC field office may be contacted by
calling: 1-800-669-4000 (voice) or 1-800-669-6820
(TTY).
18. The answer …
I chose the Hispanic label for my children. I
realized that labels are merely justifications to our
own fears.
"An individual has not started living until he can
rise above the narrow confines of his individualistic
concerns to the broader concerns of all humanity.“
Martin Luther King, Jr.