On August 5, the Securities and Exchange Commission adopted new federal regulations that require publicly traded U.S. corporations to start annually disclosing the ratio between their CEO and median — most typical — worker pay. Corporate America had spent the previous five years lobbying fiercely to kill this disclosure mandate. Here's why.
A history of the diversity and inclusion movement in the workplace, from civil rights to the present day, including legal and social landmarks such as the EEOC authority to sue for discrimination, the Family and Medical Leave Act, Americans with Disabilities Act, the rise of the first black female CEO of a Fortune 500, and the #Metoo Movement.
On August 5, the Securities and Exchange Commission adopted new federal regulations that require publicly traded U.S. corporations to start annually disclosing the ratio between their CEO and median — most typical — worker pay. Corporate America had spent the previous five years lobbying fiercely to kill this disclosure mandate. Here's why.
A history of the diversity and inclusion movement in the workplace, from civil rights to the present day, including legal and social landmarks such as the EEOC authority to sue for discrimination, the Family and Medical Leave Act, Americans with Disabilities Act, the rise of the first black female CEO of a Fortune 500, and the #Metoo Movement.
From Meatpacking to Insurance: Lessons in Ethical DownfallsRisk Nerds
Ethical problems in the American business world have been occurring as long as business has been around! The presentation reviews the history of bad behavior in American business starting with the meat packing trust in the early 1900's, and, goes on to show what conditions are often conducive to unethical behavior.
12.6.1 gongwer news service signing of ohio texting lawhmhollingsworth
Article in Gongwer News Service on June 1, 2012 about the signing of Ohio's new law against texting while driving, which also mentions a recent poll conducted by AT&T about texting while driving, as well as the AT&T DriveMode app which helps curb the temptation to text while driving.
1 P a g e ‘Fight for $15’ Protests Prepare for Step.docxhoney725342
1 | P a g e
‘Fight for $15’ Protests: Prepare for Stepped-Up Pay Demands
By Allen Smith
4/15/2015
The “Fight for $15” protests on April 15, 2015, which pressed companies to pay their workers a
minimum of $15 per hour, were expected to include 60,000 protesters in 200 cities and 40 countries.
The movement has moved beyond just fast-food workers to include retail employees, childcare
workers, adjunct professors, home care providers and airport workers.
Molita Spaulding, a home care worker from Miami, said, “I’ve dedicated my career to caring for other
people. I love my work, and it matters a lot to a lot of families. But my job pays me so little that it’s
harder and harder to make ends meet. I stepped up to join the Fight for $15 with my co-workers to
speak out for stable, quality home care [and] a wage we can live on. We help people live with
dignity. We should be paid enough to pay our own bills.”
“HR should care because this is the new union movement,” Michael Lotito, an attorney with Littler in
San Francisco, told SHRM Online. “It is more credible with the income inequality theme, the new
election rules, e-mail use for employees for union activity, new FLSA [Fair Labor Standards Act]
rules coming out, micro units and the most activist pro-union NLRB [National Labor Relations Board]
in decades, coupled with the last two years of a very friendly administration toward labor.
“The April 15 protests will be worldwide,” he said, continuing with reasons why these particular
protests are expected to be so significant: “The recent pay increase announcements [at McDonald’s
and Wal-Mart], the April 15 date (for $15), the fact it is on tax day (income inequality) and
McDonald’s 60th anniversary suggest this is going to be real big.”
Lotito surmised that “Few employees will participate, but the SEIU [Service Employees International
Union] will bring together rent-a-protestors to make the media splashes they are known for. Further,
the new NLRB election rules become effective on April 14, so I am anticipating election filings before
the NLRB too. Could be a significant zoo.”
‘Nothing Is Ever Enough’
Lotito said, “Much of this is hype. But the SEIU is patient.” He added, “Nothing is ever enough for the
SEIU, and they are not known for stopping unless their target punches back hard.”
While the SEIU-funded Fight for $15 movement took credit for McDonald’s recent raise at its 1,500
restaurants run by company headquarters (though not for employees at its 12,500 franchisees), for
example, it simultaneously criticized the raise of just under $10 an hour as a “publicity stunt.”
And in talking about Fight for $15 on March 31, 2015, SEIU President Mary Kay Henry said, “I want
to share some of the words from leaders who inspired me last night. We heard from courageous
workers like Dunkin’ Donuts worker Erica Concepcion, who set the room on fire when she said, ‘I’m
fighting for $15 now, but after we win, I’ll be fig ...
Chris Roush presents "Investigating Private Companies" during the four-day, Reynolds Center webinar, "Investigating Private Companies and Nonprofits."
For more information about free training for business journalists, please visit businessjournalism.org.
Presented to 4th year Pharmacy students at UBC Pharmaceutical Sciences in the Phar400 Pharmacy Business Management course.
As part of the curriculum students are required to work in teams to create a new sustainable professional clinical service supported by a business plan. At the end of the semester the teams present in a "pitch" to classmates and a panel of judges. Winners are determined by their peers.
In this third presentation of the semester we review Employment Law and the rules that govern the workplace in Canada and in particular British Columbia.
Learning objectives:
>Human Rights Act and BC Human Rights Code
>Employment Standards Act
>Labour Relations
>Workers Compensation Act
>Personal Information Protection Act (PIPA)
>Employment interviews
From Meatpacking to Insurance: Lessons in Ethical DownfallsRisk Nerds
Ethical problems in the American business world have been occurring as long as business has been around! The presentation reviews the history of bad behavior in American business starting with the meat packing trust in the early 1900's, and, goes on to show what conditions are often conducive to unethical behavior.
12.6.1 gongwer news service signing of ohio texting lawhmhollingsworth
Article in Gongwer News Service on June 1, 2012 about the signing of Ohio's new law against texting while driving, which also mentions a recent poll conducted by AT&T about texting while driving, as well as the AT&T DriveMode app which helps curb the temptation to text while driving.
1 P a g e ‘Fight for $15’ Protests Prepare for Step.docxhoney725342
1 | P a g e
‘Fight for $15’ Protests: Prepare for Stepped-Up Pay Demands
By Allen Smith
4/15/2015
The “Fight for $15” protests on April 15, 2015, which pressed companies to pay their workers a
minimum of $15 per hour, were expected to include 60,000 protesters in 200 cities and 40 countries.
The movement has moved beyond just fast-food workers to include retail employees, childcare
workers, adjunct professors, home care providers and airport workers.
Molita Spaulding, a home care worker from Miami, said, “I’ve dedicated my career to caring for other
people. I love my work, and it matters a lot to a lot of families. But my job pays me so little that it’s
harder and harder to make ends meet. I stepped up to join the Fight for $15 with my co-workers to
speak out for stable, quality home care [and] a wage we can live on. We help people live with
dignity. We should be paid enough to pay our own bills.”
“HR should care because this is the new union movement,” Michael Lotito, an attorney with Littler in
San Francisco, told SHRM Online. “It is more credible with the income inequality theme, the new
election rules, e-mail use for employees for union activity, new FLSA [Fair Labor Standards Act]
rules coming out, micro units and the most activist pro-union NLRB [National Labor Relations Board]
in decades, coupled with the last two years of a very friendly administration toward labor.
“The April 15 protests will be worldwide,” he said, continuing with reasons why these particular
protests are expected to be so significant: “The recent pay increase announcements [at McDonald’s
and Wal-Mart], the April 15 date (for $15), the fact it is on tax day (income inequality) and
McDonald’s 60th anniversary suggest this is going to be real big.”
Lotito surmised that “Few employees will participate, but the SEIU [Service Employees International
Union] will bring together rent-a-protestors to make the media splashes they are known for. Further,
the new NLRB election rules become effective on April 14, so I am anticipating election filings before
the NLRB too. Could be a significant zoo.”
‘Nothing Is Ever Enough’
Lotito said, “Much of this is hype. But the SEIU is patient.” He added, “Nothing is ever enough for the
SEIU, and they are not known for stopping unless their target punches back hard.”
While the SEIU-funded Fight for $15 movement took credit for McDonald’s recent raise at its 1,500
restaurants run by company headquarters (though not for employees at its 12,500 franchisees), for
example, it simultaneously criticized the raise of just under $10 an hour as a “publicity stunt.”
And in talking about Fight for $15 on March 31, 2015, SEIU President Mary Kay Henry said, “I want
to share some of the words from leaders who inspired me last night. We heard from courageous
workers like Dunkin’ Donuts worker Erica Concepcion, who set the room on fire when she said, ‘I’m
fighting for $15 now, but after we win, I’ll be fig ...
Chris Roush presents "Investigating Private Companies" during the four-day, Reynolds Center webinar, "Investigating Private Companies and Nonprofits."
For more information about free training for business journalists, please visit businessjournalism.org.
Presented to 4th year Pharmacy students at UBC Pharmaceutical Sciences in the Phar400 Pharmacy Business Management course.
As part of the curriculum students are required to work in teams to create a new sustainable professional clinical service supported by a business plan. At the end of the semester the teams present in a "pitch" to classmates and a panel of judges. Winners are determined by their peers.
In this third presentation of the semester we review Employment Law and the rules that govern the workplace in Canada and in particular British Columbia.
Learning objectives:
>Human Rights Act and BC Human Rights Code
>Employment Standards Act
>Labour Relations
>Workers Compensation Act
>Personal Information Protection Act (PIPA)
>Employment interviews
UBC Phar400-Employment Law & Interviewing 31Oct2014Gerry Spitzner
Overview of Canadian and BC employment law presented to 4th year UBC Pharmacy students. How it relates to the Pharmacy workplace, recruiting and interviewing to help students prepare their mid-term job description assignment.
Write 4 responses ( one response for each person I mentioned b.docxsleeperfindley
Write 4 responses ( one response for each person I mentioned below)
Alyssa LaMaina
1. The type of law that the business in the video was trying to change was statutory. Statutory law is a
legislative act declaring or commanding, or prohibiting something. In this case, the state of Minnesota was
prohibiting Omar from selling glasses of beer at his brewery(Textbook pg 7; para 3). Omar brought
together a team to help him fight to pass the bill to let him distribute glasses of his own beer at his
brewery in Minnesota. His brand was called Surely Brewing and he stated the equipment to make this
beer costs tons of money so selling individual glasses of beer would help his company. This case would
be statutory law because it is effected by a state law by an open forum. Statutory law includes legislative
acts. Both congress and state legislatures enact statutory law.
2. The law impacts the business in the news story because Omar wants to expand his business and sell
glasses of beer inside his brewery for money. He went to the court system to plead a case and the court
eventually ruled in his favor to sell glasses of beer that he could make a profit off of.
3. An example of the way statutory laws are relevant to my life today would be traffic laws and citations.
For example, I was speeding while driving and I was pulled over by the state police and given a ticket for
speeding. The traffic laws from the state of Pennsylvania were used against me in this situation. The
speeding ticket that was given to me was also much higher than a usual speeding ticket because I was
pulled over by a state officer (Textbook pg 7; para 3). This is an example of a traffic law enforced by the
state and government.
Aimee Holtz
1. The business was trying to change statutory law. The State Representative Jennifer Loon specifically
states that the business was trying to make a minor change to the liquor statutes within Minnesota. The
statues in place reflect ideas from the times of prohibition not present day. As stated in the textbook,
statutory law includes legislative acts which can prohibit something (Twomey et al., 7). In this case, the
statutes are prohibiting the sale of beer within the manufacturing facility.
2. In the news story, the law prohibited the manufacturer from selling its own beer within its manufacturing
facility. It was only able to sell through other distributors such as restaurants, bars, and other outlets. In
present times, the law restricts the business from selling directly to its customers. Because of this, the
business could not grow. The business owner was not able to enact his ideas on how he wanted to grow
his business and was faced with a decision. He could either fight the law or stop growing his business.
3. Laws affect every aspect of life at all times even if we do not realize it. Private laws are especially
present in my work life. As stated in the textbook, private law refers to the rule.
Chris Roush presents "Investigating Private Companies and Nonprofits" in Minneapolis on Oct. 4, 2011 at the Star Tribune during the Reynolds Center's free workshop, "Business Journalism Boot Camp."
For more information about training for business journalists, please visit businessjournalism.org.
Chris Roush presents "Investigating Private Companies and Nonprofits" at the free business journalism workshop, "Covering Business on Tribal Lands," hosted by the Donald W. Reynolds National Center for Business Journalism and the Native American Journalists Association.
For more information about free training for business journalists, please visit businessjournalism.org.
Similar to Here Are 17 Major Companies Protesting States' New Anti-Gay Laws (20)
Here Are 17 Major Companies Protesting States' New Anti-Gay Laws
1. Here Are 17 Major Companies Protesting States' New Anti-
Gay Laws
The passage of an Indiana law that critics warn could lead to business owners refusing service to
LGBT customers has triggered protests from some of the biggest companies in the country. The
Religious Freedom Restoration Act will allow individuals and corporations to use religion as a
defense if they are sued.
The Arkansas Senate last Friday approved a similar bill aiming to protect religious beliefs.
Here are some of the biggest businesses speaking out against these laws.
1. Apple
On Friday, Apple CEO Tim Cook, who came out as gay last October, jumped into the debate,
criticizing the Indiana law and calling on Arkansas Governor Asa Hutchinson to veto its bill.
2. Walmart
2. On Tuesday, Walmart CEO Doug McMillon asked Arkansas governor Asa Hutchinson to veto a
religious freedom bill that passed in the state.
"Today's passage of HB1228 threatens to undermine the spirit of inclusion present throughout the
state of Arkansas and does not reflect the values we proudly uphold," McMillon said in the
statement.
The world's largest retailer, which is based in Arkansas, spoke out last month against the bill.
"We feel this legislation is also counter to our core basic belief of respect for the individual and
sends the wrong message about Arkansas, as well as the diverse environment which exists in the
state," the company said.
3. Yelp
3. Yelp CEO Jeremy Stoppelman reiterated the company's support for equality in a statement on
Thursday.
"It is unconscionable to imagine that Yelp would create, maintain, or expand a significant business
http://www.topix.net/sports presence in any state that encouraged discrimination by businesses
against our employees, or consumers at large," Stoppelman wrote. "We're looking at you, Arkansas."
4. Salesforce
Salesforce CEO Marc Benioff canceled all of the cloud-computing company's events in Indiana
4. immediately after the law was signed last Thursday.
Benioff had previously signed a letter with six other tech executives urging Indiana governor Mike
Pence to veto the bill.
5. Angie's List
Angie's List, a business-reviewing website based in Indianapolis, has halted plans for expansion.
"We are putting the 'Ford Building Project' on hold until we fully understand the implications of the
freedom restoration act on our employees, both current and future," CEO Bill Oesterle said in a
statement. The project would convert a century-old Ford manufacturing facility into new offices.
"Angie's List is open to all and discriminates against none and we are hugely disappointed in what
this bill represents," Oesterle added.
6. Eli Lilly
5. The pharmaceutical giant, which employs almost 11,000 people in Indiana, called the law "bad for
Indiana and for business."
"One of our long-held values is respect for people, and that value factors strongly into our position.
We want all our current and future employees to feel welcome where they live," spokeswoman Janice
Chavers said in a statement.
7 8. Gap, Levi's
The clothing retailers' CEOs issued a joint statement on Monday denouncing the recent measures,
saying they "allow people and businesses to deny service to people based on their sexual orientation"
and "turn back the clock on equality and foster a culture of intolerance."
9. Twitter
Twitter said in a statement on Monday that it was "disappointed to see state bills that enshrine
discrimination."
10. Anthem
6. Anthem CEO Joseph Swedish was one of nine chief executives of Indiana-based companies who
signed a letter criticizing Indiana's law. Angie's List, Salesforce, Dow AgroSciences and Eli Lilly are
among some of the other businesses which sent the letter to the state's Republican leaders.
"We are deeply concerned about the impact it is having on our employees and on the reputation of
our state," the letter reads. "All of our companies seek to promote fair, diverse and inclusive
workplaces. Our employees must not feel unwelcome in the place where they work and live."
11. Nike
7. Nike President and CEO Mark Parker on Tuesday sent a statement to the Human Rights Campaign
condemning the anti-LGBT legislation in Indiana.
"Nike proudly stands for inclusion for all. We
believe laws should treat people equally and
prevent discrimination," said Parker. "Nike has
led efforts alongside other businesses to defeat
discriminatory laws in Oregon and opposes the
new law in Indiana which is bad for our
employees, bad for our consumers, bad for
business and bad for society as a whole. We
hope Indiana will quickly resolve this."
12, 13, 14 15. American Airlines, Microsoft,
Orbitz, Wells Fargo
8. American Airlines, Microsoft, Orbitz, and Wells Fargo join a growing list of businesses that have
signed a letter launched by the Human Rights Campaign, in opposition to religious freedom laws.
"These state laws set a dangerous precedent that stifles investment and economic growth by
jeopardizing a state's status as a welcoming place for employees to live and thrive," the statement
reads.
The letter was also signed by Apple and Levi's.
16. Nascar
The company said it was "disappointed" by the Indiana legislation in a statement issued on Monday.
"We will not embrace nor participate in exclusion or intolerance," chief communications officer Brett
Jewkes said. "We are committed to diversity and inclusion within our sport and therefore will
continue to welcome all competitors and fans at our events in the state of Indiana and anywhere else
we race."
17. Subaru
9. The automaker, which has a plant in Lafayette, Indiana, issued a statement to John Voelcker, editor
of Green Car Reports, on Monday.
"While we recognize that the voters in each State elect their own legislature to decide that State's
laws, we at Subaru do not agree with any legislation that allows for discrimination, or any behavior
or act that promotes any form of discrimination," said Michael McHale, Subaru's director of
corporate communications. "Furthermore, we do not allow discrimination in our own operations,
including our operations in the state of Indiana."
HUFFPOST READERS: If you live in Indiana, we want to hear about how this law is affecting you.
Email your story or any tips to openreporting@huffingtonpost.com. Include your name, the city you
live in, and a phone number if you're willing to be contacted by a reporter.