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 GranthaVinaOconner450
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 ...
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 ...
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 ...
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.
CIVIL RIGHTS ACTS of 19646Desmond Graham GranthaVinaOconner450
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 ...
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 ...
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 ...
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.
Operations ForecastingGrading GuideOPS571 Version 72.docxcherishwinsland
Operations Forecasting
Grading Guide
OPS/571 Version 7
2
Purpose of Assignment
Content
Met
Partially Met
Not Met
Comments:
Selected a business operations dataset from the internet or other sources which can be used for forecasting in the University Library.
Developed a minimum of three quantitative forecasts using Microsoft® Excel®.
Compared and contrasted each quantitative forecast developed.
Chose the one forecast determined to be the best for the firm and be prepared to explain why you chose this.
Evaluated the impact this forecast would have on the firm from a financial metrics standpoint.
Developed a 700-word report describing your Forecasting Project including details on all the assignment steps.
Total Available
Total Earned
5
#/5
Writing Guidelines
Met
Partially Met
Not Met
Comments:
The paper—including tables and graphs, headings, title page, and reference page—is consistent with APA formatting guidelines and meets course-level requirements.
Intellectual property is recognized with in-text citations and a reference page.
Paragraph and sentence transitions are present, logical, and maintain the flow throughout the paper.
Sentences are complete, clear, and concise.
Rules of grammar and usage are followed including spelling and punctuation.
Total Available
Total Earned
2
#/2
Assignment Total
#
7
#/7
Additional comments:
STUDY GUIDE
Citing:
Shafritz, J. M., Russell, E. W., & Borick, C. P. (2013). Introducing public administration
(8th ed.). Upper Saddle River, NJ: Pearson.
Social Equity
Unit Lesson
Social equity is the fairness in the delivery of public services and that each citizen has a right to be given equal treatment by the political system. The 20th century has witnessed an outpouring of information regarding social equity and legislation that gave new rights to workers, women, and minorities. This has even been taken one step further as social equity has become one of the many criterions for evaluating the desirability of any public or policy program. Race can be defined as a large group of people with common characteristics presumed to be transmitted inherently. These would include, but is not limited to color of hair, skin, eyes, and emotions (in a more subtle order). One of the many hot topics dealing with race is the administration of the public affairs of a multiracial society. Equal Employment Opportunity (EEO) is a concept fraught with political, cultural, and emotional connotations as it applies to a set of employment procedures that prevent an individual from being excluded from the hiring process based on race, color, sex, religion, age, etc. There is a fine line, however, with this type of practice that has been developed. That is, for some, gaining employment is as simple as possessing the minimum requirements as stated in the job announcement. Only the courts have been able to say when and where there is an issue with EEO.
It was not u.
Running head AFFIRMATION ACTION RESEARCH .docxtoddr4
Running head: AFFIRMATION ACTION RESEARCH 1
AFFIRMATION ACTION RESEARCH 2
Affirmation Action Research
Name of Student
HRMT 602 Employment Law and Labor Relations
Name of Professor
November 25, 2018
Research on Legal Articles and Cases
Peer-Reviewed Articles for Discussion
Fernandes, L., & Alsaeed, N. (2014). African Americans and workplace discrimination. European Journal of English Language and Literature Studies, 2(2), 56-76.
Fernandes & Alsaeed (2014) present two arguments regarding affirmative action. It presents affirmative action as a concept that receives different emotions from different people. People look at affirmative action as a euphemism. Those who support it perceive it as being an enlightened imperative for the achievement of social justice. Sometimes, people may view it as being accusatory and overheated. Affirmative action looks at inequality and injustice and ways to eliminate them. Affirmative action ensures the elimination of stranglehold regarding social discrimination. Affirmative action revolves around the aspect of considering race in decision making, mostly in areas focusing on employment. Everyone should view affirmative action as a voluntary approach. Its implementation in the professional environment depends on the employers’ good will. They can choose the aspect of either considering racial discrimination or racial equality in the hiring and promotion process. This creates questions relating to making it mandatory.
Most freedoms associated with affirmative action involve doing good deeds. However, the implementation of affirmative action possesses its limits. The main reason is that affirmative action plans lead to the unfair penalization of unprotected employees (Fernandes & Alsaeed, 2014). The Civil Rights Act (Title VII) monitors the application of voluntary actions which must conform to its stipulations. The article ensures that it motivates affirmative action programs deteriorating into forums which influence reverse discrimination. It is legal to implement duties that lead to reasonable accommodations for different employees. The argument presented by the article may be understood as supporting the employers in fighting against affirmative action. Giving employers the power to choose employees from goodwill is the same as promoting racial discrimination. It means that employers should not uphold laws focusing on equality in their workplaces.
Creta, M. (2014). The accommodation of last resort: The Americans with Disabilities Act and reassignments. BCL Rev., 55, 1693.
The second article revolves around affirmative actions and disability among people. It tries to create an argument focusing on making affirmative action mandatory regarding disabled individuals receiving equal rights in the workplace. It supports affirmative action as a way to eliminate.
Research Proposal, Part ICJA334 Version 31University of P.docxdebishakespeare
Research Proposal, Part I
CJA/334 Version 3
1
University of Phoenix Material
Research Proposal, Part I
Throughout this course, your Learning Team will submit a completed research proposal to your facilitator. The project will consist of two sections. This outlines the content needed in Part I.
This proposal must be professionally written, address all sections identified below, and be consistent with APA formatting guidelines. When writing, use section headings to indicate where the information may be found. Subheadings need not be used, though in long sections, they may facilitate organization.
1. Introduction: Explain the issue you are examining and why it is significant.
a. Describe the general area being studied.
b. Explain why this area is important to the general area under study.
c. State your research problem first.
d. Explain the background to the research problem.
e. State your research questions.
f. Justify the proposed study.
g. List the issues that emerge from the problem.
2. Rationale: Explain how these questions are related to the larger issues raised in the introduction.
a. Describe what specific claim, hypothesis, or model of criminal justice you will evaluate with these questions.
b. Explain what the hypothesis will suggest about criminal justice theory if confirmed.
c. Explain what the hypothesis will suggest about criminal justice theory if not confirmed.
3. Background or literature review: description of what is known about this area and short discussion of why background studies are not sufficient
a. Summarize what is known about the field. Include a summary of background information on the topic from your literature review. You may include information from the book and class, but the bulk of the information must be outside sources.
b. Discuss several critical studies done in this area, citing consistent with APA guidelines. Use current references, studies, and material that is fewer than 5 years old, unless it is the only literature that addresses the topic.
c. Point out why these studies are insufficient. In other words, what questions do they leave unresolved that you would like to study?
d. Make sure you list these readings in the References section at the end of the proposal.
Running head: THE ROLE OF THE UNITED STATES EEOC
1
THE ROLE OF THE UNITED STATES EEOC
5
The Role of United States EEOC
Name
Institutional affiliation
Introduction
EOCC is an integral abbreviation of the term Equal Employment Opportunity Commission (EEOC). This term refer to a United States federal government agency that was established by the Civil Rights Act of 1964 (Title VII). The agency plays an integral role in the United States employment issues by interpreting and consequently implementing as well as enforcing federal laws that prohibit discrimination at the workplace. Employee discrimination issues depending on one’s country of origin, color, race and sexual orientation has continuousl ...
PUB 611Seminar in Public Human Resources Administration Midterm Exa.docxwoodruffeloisa
PUB 611Seminar in Public Human Resources Administration: Midterm Exam
Exam Questions
1. Identify and describe the four public personnel management functions (PADS).
2. What are the four competing values that have traditionally affected the allocation of public jobs? Which three nongovernment values that have emerged recently conflict with them?
3. What are the pros and cons of contracting out? If you have experience with contracting out, what challenges did you face in writing the contract specifications and what challenges did you face in administering the contract?
4. How does the historical development of job analysis relate to the differing objectives of elected and appointed officials, merit system advocates, HR directors and specialists, supervisors and managers, and employees? How are these reflected in the concepts of position management, human resource management, and career development?
5. Describe the contemporary pay and benefits environment.
6. Identify the elements included in a total compensation package.
7. Describe the comparative advantages and disadvantages of competing systems used to determine pay—point-factor job evaluation, rank-in person, and broad-banding.
8. Discuss how conflicts over the fairness of EEO, AA, and diversity management programs have affected the role of the public HR manager in achieving both productivity and fairness.
Social Equity and Diversity Management
Dr. James R. Welsh
Barry University
1
1
2
Man is the most composite of all creatures....
“Well, as in the old burning of the Temple at Corinth, by the melting and intermixture of silver and gold and other metals a new compound more precious than any, called Corinthian brass, was formed; so in this continent,--asylum of all nations,--the energy of Irish, Germans, Swedes, Poles, and Cossacks, and all the European tribes,--of the Africans, and of the Polynesians,--will construct a new race, a new religion, a new state, a new literature, which will be as vigorous as the new Europe which came out of the smelting-pot of the Dark Ages, or that which earlier emerged from the Pelagic and Etruscan barbarism.”
Ralph Waldo Emerson, journal entry, 1845,
The Metaphor of the Melting Pot…
Because of a continuous mass immigration that was a feature of the United States economy and society since the first half of the 19th century, ethnic diversity is common in both rural and urban areas.
The absorption of the stream of immigrants became, in itself, a prominent feature of America's national myth.
The idea of the melting pot is a metaphor that implies that all the immigrant cultures are mixed and amalgamated without state intervention.
The melting pot theory implied that each individual immigrant, and each group of immigrants, assimilated into American society at their own pace.
Today the United States can easily be considered one of the most diverse nations in the world.
Recent estimates show that one in three U.S. residents is a member of an ...
72 Introduction, Theories, and LegislationArea Temps, a Northeas.docxevonnehoggarth79783
72 Introduction, Theories, and Legislation
Area Temps, a Northeast Ohio temporary agency, agreed to pay $650,000 to resolve a class discrimination lawsuit filed by the EEOC. The EEOC charged that the temporary agency considered and assigned (or declined) job applicants by race, sex, Hispanic national origin, and age. The EEOC also alleged Area Temps unlawfully complied with discriminatory requests made by its clients based on race, sex, national origin, and age, and unlawfully fired two of its employees in retaliation for their opposition to Area Temps' discriminatory practices and for one employee's participation in the EEOC's investigation.
In addition to monetary relief, the three-year consent decree settling the suit requires the company to post a notice of resolution regarding this lawsuit that is visible to employees. The company must also provide a notice-of-resolution letter to all applicants, management and selecting officials, and outside clients on the obligations of the company under federal antidiscrimination laws, as well as Area Temps' commitment to abide by such laws.
Certain employers are excluded from coverage under Title VII, including private membership clubs, religious organizations, schools, associations, or organizations hiring American Indians on or near reservations. For those organizations operating solely within the confines of the exclusion, certain types of discrimination are not illegal.
Disparate treatment occurs when an applicant or employee is treated differently because of membership in a protected class. Refusing to hire Blacks as restaurant servers or men as child care workers constitutes disparate treatment, also referred to as intentional discrimination. Evidence of such treatment would include statements by employers or written policies—items that are often difficult to verify or obtain. Common stereotypes about abilities, traits, or performance of people belonging to certain groups may lead to disparate treatment; for example, the stereotype that women have limited math skills could result in women purposely not being assigned to jobs requiring math skills. Assuming applicants who have Hispanic names will have limited English skills and refusing to interview them is another way that stereotypes could lead to disparate treatment.
Disparate or adverse impact occurs when an apparently neutral, evenly applied job policy or employment practice has a negative effect on the employment of people belonging to protected classes. It is demonstrated by statistical evidence showing that people in a protected class were disproportionately affected by a particular "neutral" practice. This type of discrimination, also referred to as unintentional discrimination, might occur through educational requirements or height and weight restrictions that may exclude large numbers of certain group
Chapter 3: Legislation 73
Evenly applied, neutral practices that disproportionately exclude
members of certain groups should be c.
-I am unable to accept emailed exams or late exams. No exception.docxgertrudebellgrove
-I am unable to accept emailed exams or late exams. No exceptions.
-For technical issues you would need to go through tech support.
-Turn in work early to avoid technical issues. Technical issues are not a valid reason for failing to submit work.
-Make sure to research the exam drop box and where to find it a week or more ahead.
-Make sure to read all announcements and most importantly around exam times.
-The Professor has 2-3 days to grade the exam and once graded you need to check your grade book. I do not release exam grades via email.
-For any directions only contact your Professor, DO NOT use “all student” email to email other students because this only confuses them and points will be deducted as well as violations of the course policies
--Most exams you are given a FULL WEEK to complete. I also indicate day one of the course what the exam will cover and include. Do not email me the last minute to turn in work or ask any questions. I may not be available the hour before an exam so it is important to plan ahead.
- Review the sample exam to gain an A. Follow the length, and structured, apply APA format and go in depth. It is not too rough but points are deducted for failing to following the samples.
-Please do BOTH (1) copy and paste your work into the dropbox comment are or area provided, PLUS (2) attach the file. PLEASE DO BOTH. For attachments it must be in word. If it is any other format, or I am unable to open the file (such as word perfect) a 0 (zero) will be granted and no re-submissions will be allowed)
-See your course due dates for any dates as well as announcements. These are set and well planned week 1.
-Do not use work you previously submitted this term or a past one, do not work with anyone and do not plagiarize. This will result in a 0/F and I want you to gain an A!
-1 page each question, APA format.
-Keep an eye on your gradebook for grades. I am unable to respond to “confirm” if it is submitted or not, you can do so with tech support if needed.
NOTE +++IF YOUR TEXT DOES NOT HAVE END OF CHAPTER QUESTIONS, YOU MAY SUMMARIZE EACH CHAPTER IN DEPTH, THAT MEANS ALL CHAPTERS 7,8,9,10,11,12
EXAM worth 25 points.
READ ALL OF THE DIRECTIONS OR POINTS WILL BE DEDUCTED.
Grades will be final and I will not discuss the grade or
change a grade under any circumstances.
Work alone.
IMPORTANT NOTES:
Feel free to attach and/or copy and paste the work into the provided drop box.
No emailed papers will count.
IF YOUR CLASS HAS A DROPBOX THAT IS THE MAIN AREA TO SUBMIT THE EXAM
If I cannot open it I will not GRADE IT.
I will not accept ANY late work for exams.
FOLLOW THE DATES IN THE SYLLABUS ONLY!
YOU HAVE till the date listed on the syllabus to email it back to me. Good luck!
USE APA FORMAT
Please email me with any questions. DO NOT WORK WITH ANYONE! Put time into it and go IN DEPTH!
Please apply Primary sources, journals, articles, etc.
The Midterm is essay/short answer. Use the readings, the discussion .
-delineate characteristics, prevalence of exceptionality-evalua.docxgertrudebellgrove
-delineate characteristics, prevalence of exceptionality
-evaluate causes and concerns of each exceptionality
-critique and analyses component of the IEP
-identify and analyze instructional assessment and strategies to the individual with the exceptional needs
Follow the rubs. 4 DOUBLE SPACE with running head
.
-1st play name is READY STEADY YETI GO-2nd play name is INTO .docxgertrudebellgrove
-1st play name is "READY STEADY YETI GO"
-2nd play name is "INTO THE WOODS "
REVIEW PAPER GUIDELINES (3 pages,
Essay format) Introduction
Plot
What happens?
E.g., “Mother Courage follows the misadventures of Courage and her children over a ten year period during the 100 Years War...”
How does it happen?
E.g., “The play is built in a series of episodes, alternating personal struggles against a backdrop of the larger social/political struggles.”
What does it mean?
A one-two sentence that captures the essence of the action. In the case of Epic Theatre, this statement is primarily about the intended “lesson” of the play. E.g., “MC is about how capitalism inevitably leads to the corruption then destruction of society—from nations to families.”
Rhythm
Flow of the plots?
Character
Main character Description
E.g., “Courage is a middle-aged mother of three who will stop at nothing to exploit the financial opportunities she encounters. Her role in the play is ‘survivor.’ Her character is the ‘anti-mom’—a woman who sees her children (and other human beings) as a collection of debits and credits.”
Second Character Description
Thought—what are the ideas in the play
e.g., Mother Courage looks at the intersection of war and commerce and how one feeds off the other, to the destruction of land, civilization, and families. The ideas arise out of the work of Karl Marx. Summarize--
Historical (Where and When) Philosophical (What & Why)
Diction--
Summarize the language the playwright uses. How do the characters speak?
E.g., prose, poetry, cliché, long speeches, short, etc.?
7 of 8
Music—
is more than song, but the SOUND of the play. Describe the aural environment created and executed in the production.
Spectacle
—describe the visual environment of light and scenery created for the production, and their execution and relevance (e.g., it could look great but mean nothing, or it could look terrible but somehow it works!)
Conclusion
A paragraph about your particular feelings about the play—did it engage you? Were you changed, even a little? Goethe asked three questions—What was it trying to do? How well was it done? Was it worth doing? Answer these questions.
.
-6th-Edition-Template-without-Abstract.dotWhat are Heuristics .docxgertrudebellgrove
-6th-Edition-Template-without-Abstract.dot
What are Heuristics and can it lead to bias?
Why is Maslow's Hierarchy a basic psychological stable? (Watch the video for better understanding and cite it)
How does FEAR keep you alive? (See emotions and feelings video)
Please write 300 or more words and APA to address the above concepts for week four.
.
- write one 5-7 page paper about All forms of Euthanasia are moral..docxgertrudebellgrove
- write one 5-7 page paper about All forms of Euthanasia are moral.
- Argumentative/Persuasive paper structure
- Include an introduction and conclusion. The main points of your paper should be identified in
the introduction.
- include at least three arguments to support the position
- Include at least one opposing argument against your topic
- times new roman font
- double spaced
- 12 point font size
- work cited page
.
-1st Play name is BERNHARDTHAMLET -2nd Play name is READY ST.docxgertrudebellgrove
-1st Play name is "BERNHARDT/HAMLET "
-2nd Play name is "READY STEADY YETI GO"
PREVIEW PAPER GUIDELINES
1. Title of Show
2. Playwright (and, if musical, Composer, Librettist)
3. Creative Team: Lead actors, Director, Designers (if musical, Choreographer and Music Director)
4. Venue: Broadway, Off-Broadway, College, etc. (incl. # of seats, cost of a regular ticket
5. Audience: (that is, what demographic is the production trying to attract?) Whom do you think would come and enjoy the performance?
Substantiate this claim by citing advertising evidence--type of ad, where it is advertised (e.g., NY Times, TimeOut New York, Internet, radio)
6. In one sentence, what's the story about?
7. In three sentences, what is your expectation? E.g., Deliriously excited? Modestly intrigued? Morbidly curious? Apathetic? Anxiously anticipating? Horrifically terrified? Dolefully dreading? And why?
.
. 1. Rutter and Sroufe identified _____________ as one of three impo.docxgertrudebellgrove
. 1. Rutter and Sroufe identified _____________ as one of three important areas of focus in the future of developmental psychopathology.
A. How cause and effect underlie childhood disorders
B. The role of the media in the life of the modern child.
C. Creating a stricter definition of normal behavior.
D. Fetal development’s influence on childhood behavior
2. Which of the following questions is not appropriate on a mental status exam?
A. What’s four times five?
B. Who’s the current president of the United States?
C. What day of the week is it today?
D. Who wrote the Harry Potter books?
3. State laws can influence decision making in all the following ways, except
A. who can legally provide consent for the child.
B. beneficence and maleficence
C. timelines for reporting suspected child abuse
D. custodial versus noncustodial parental rights
4. The transactional model was developed to
A. illustrate how even very disabled children are able to adapt to their environments.
B. analyze exactly which characteristics are passed from a caregiver to a child.
C. predict the future of a child’s development by analyzing past events and behaviors.
D. show how a child adapts to an environment and how the environment changes as a result.
5. All of the following are true concerning the APA 10 ethical standards except
A. the standards were useful in past decades but are no longer useful.
B. the standards address appropriate advertising and displays of public information.
C. the standards address matters pertaining to research and publication.
D. the standards assist professionals to resolve ethical issues.
6. Which of the following is true regarding the age of majority?
A. It’s 18 in 34 of the U.S. States.
B. It’s 19 years in all Canadian provinces.
C. It’s 18 years of age in every USA State
D. It’s not an important consideration for psychologists working with children.
7. In the context of Sue’s 2006 article on cultural competent treatment, gift giving refers to
A. giving a token gift to the client
B. rules about barbering
C. accepting a gift from the client
D. gifts of therapy, such as reduced tension
8. Which of the following is one of the guiding principle of the American Psychological Association (APA).
A. Generosity
B. Duplicity
C. Felicity
D. Integrity
9. Mash and Wolfe (2002) suggest three goals of assessment . Which of the following is not one of the goals?
A. Diagnosis
B. Treatment planning
C. Prognosis
D. Research
10. Using the K-3 Paradigm involves knowledge of
A. brain chemistry
B. the Diagnostic and Statistical Manual of Mental Disorders
C. a child’s family medical history
D. developmental expectations
12. Which of the following is true regarding a functional behavioral assessment?
A. An FBA assesses the degree to which a behavior exists.
B. An FBA is norms-based.
C. The FBA was developed to analyzed why a behavior exists.
D. The use of FBA has been discouraged by the American Psycholo.
-Prior to the Civil War, how did the (dominant) discourse over the U.docxgertrudebellgrove
-Prior to the Civil War, how did the (dominant) discourse over the United States’ future reach a crisis point? What were the arguments regarding the Constitutionality of slavery and notions of citizenship? How did relative definitions of liberty/freedom/equality become irreconcilable?
.
- Using the definition Awareness of sensation and perception to ex.docxgertrudebellgrove
- Using
the definition Awareness of sensation and perception to explain why or why not dolphins have consciousness
!
-
two to three paragraph explanation
-
Specify the definition you are using.
Then demonstrate appropriate application of that definition.
- You should describe the creature you are exploring and its behavior for those unfamiliar with it.
- Stick to behaviors that are relevant to whether the creature has consciousness or not under your chosen definition.
- The behavior must be observable! You declaring that a creature "looks fearful/happy/sad" is not on observation, it's an opinion.
- Present arguments that illustrates your position.
* For example, "Research has shown (citation if available can help) that Orangutans can recognize themselves in the mirror and realize the image they see is a reflection of themselves. This suggests they have awareness of their themselves as separate from the environment and others."
.
- should include an introduction to the environmental issue and its .docxgertrudebellgrove
- should include an introduction to the environmental issue and its location
- next portion should be about the opposing views (atleast 3 cons. and 3 possible solutions to the cons) The cons needs to be focused on the environmental impact of the problem, not just how it's affecting humans. What is it doing to the ecosystems?
- must be 4 pages double-spaced not including references and include in-text citation
-not opinion based!!
.
- FIRST EXAM SPRING 20201. Describe how the view of operations.docxgertrudebellgrove
- FIRST EXAM SPRING 2020
1. Describe how the view of operations as a process can be applied to the following:
a. Acquisition of another company
b. Marketing Research for a New Product
c. Design of an Information System
2. An operations manager was heard complaining
“My boss never listens to me ----- all the boss wants from me is to avoid making waves. I rarely get any capital to improve operations. Also, we do not have weekly, biweekly or even monthly meetings with our product managers, supply chain department, customer service or the sales department. We only meet with the accounting and finance departments when there are issues with the monthly budgets. Furthermore, our department has interacted with information service department about four times in past fiscal year”
Please assess the following:
a. Whether this business has a business strategy ?
b. Does it have an operations strategy?
c. What would you recommend?
3. Firm A has recorded the following costs in 2018:
Incoming materials and inspection $20,000
Training of Personnel $40,000
Warranty $45,000
Process Planning $15,000
Scrap $13,000
Quality Laboratory $30,000
Rework $25,000
Allowances $10,000
Complaints $14,000
a. What are the Prevention, Appraisal, Internal Failure and External Failure costs?
b. What inferences can you draw on Quality Measures taken by Firm A?
c. What would you recommend to improve quality programs in Firm A?
d. What initiatives should Firm A implement for 2019 and 2020?
4. Please explain the House of Quality (QFD) as discussed in class.
5. A certain process is under statistical control and has a mean value of 130 and a standard deviation of 8. The specifications for the process are:
a. USL (upper specification limit) = 150
b. LSL(lower specification limit) =100
a. Calculate the cp and cpk
b. Which of these indices is a better measure of process capability and why?
c. Assuminng a normal distribution what percentage of output is expected to fall ourside the specification. Why is it important to know this?
d. What would you recommend?
2
Chapter 7
Government Ethics
and the Law
William A. Myers, Ph.D.
Learning Objectives (1 of 2)
• Describe some of the reasons why there has
been a loss of trust in government.
• Explain the purpose of various government
committees on ethics.
• Discuss how public policy protects the rights of
citizens.
Learning Objectives (2 of 2)
• Describe federal laws designed to protect each
individual’s rights.
• Explain the concept of political malpractice.
• Understand the importance of ethics in public
service.
Let every American, every lover of liberty, every
well wisher to his posterity, swear by the blood
of the Revolution, never to violate in the least
particular, the laws of the country; and never to
tolerate their violation by others.
—Abraham Lincoln
Executive Branch:
U.S. Office of Government Ethics
• Exercises leadership .
- Considering the concepts, examples and learning from the v.docxgertrudebellgrove
- Considering the concepts, examples and learning from the various modules you have attended this year, summarise and reflect on in a critical way what you think are the key elements (both internal and external to businesses) that organisations should consider to develop and grow responsibly and effectively in today’s economy.
.
- Discuss why a computer incident response team (CIRT) plan is neede.docxgertrudebellgrove
- Discuss why a computer incident response team (CIRT) plan is needed, and its purpose.
- Why are the roles and responsibilities important to be listed and kept updated for a CIRT plan.
- Connect the dots: Discuss your understanding of the CIRT incident handling procedures, the role policies play, and the importance of communication escalation procedures.
- What are some best practices for implementing a CIRT plan? Do some personal research to answer this questions.
.
- Discuss why a computer incident response team (CIRT) plan is n.docxgertrudebellgrove
- Discuss why a computer incident response team (CIRT) plan is needed, and its purpose.
- Why are the roles and responsibilities important to be listed and kept updated for a CIRT plan.
- Connect the dots: Discuss your understanding of the CIRT incident handling procedures, the role policies play, and the importance of communication escalation procedures.
- What are some best practices for implementing a CIRT plan? Do some personal research to answer this questions.
.
- 2 -Section CPlease write your essay in the blue book.docxgertrudebellgrove
- 2 -
Section C
Please write your essay in the blue book.
Write an informal narrative about "some" composing process of yours. Essentially, you will write a Reflective Self-Evaluation of yourself as a college writer. What exactly does that mean? It requires you to:
a. look back over a recently completed process
b. think reflectively about that process
c. critically evaluate what went well, what didn’t go well, or what you might have done differently
As the aforementioned examples suggest, reflective writing is writing that describes, explains, interprets, and evaluates any past performance, action, belief, feeling, or experience. To reflect is to turn or look back, to reconsider something in the past from the perspective of the present. So, in your final essay, you will reflect and make an evaluation of your experience in this course.
Remember, reflection involves multiple angles of vision. Just as light waves are thrown or bent back from the surface of a mirror, so, too, reflective writing throws our experience, action, or performance back to us, allowing us to see differently. We view the past from the angle of the present, what was from the angle of what could have been or what might be. Multiplying your angle of vision through reflection often yields new insights and more complicated (complex) understanding of the issue on which you are reflecting.
Professors generally look for four kinds of knowledge in reflective self-evaluation essays: self-knowledge, content knowledge, rhetorical knowledge, and critical knowledge (aka judgment). Following are ideas for each of these types of knowledge, which may be used to generate ideas for your essay. Choose only a few of the questions to respond to, questions that allow you to explain and demonstrate your most important learning for the course.
You may write about your composing process for academic papers or creative genres or a combination of both. Reflect as thoroughly as possible upon your writing process and explain it. Your narrative should include whatever you DO when you write, as well as whatever you DO when you compose. Composing should be understood in the broad sense, i.e. composing goes on in your mind when you are cleaning your refrigerator, mowing your grass, etc. It also occurs when you are researching, taking notes, or procrastinating. In essence you are NEVER NOT composing something. So the key to your reflections is to include everything you do that makes a difference in your writing, from having to use a certain pen, to listening to music or sitting in the library. Both your formal and informal processes impact the way you produce a written work, if you use a formal method of note taking or outlining, if you compose on the computer or with pen and paper explore any and all of these activities that are helpful to you in your process. Explore all possible aspects that apply. This is a useful exercise for now and for you to revisit and revise in the future .
- Confidence intervals for a population mean, standard deviation kno.docxgertrudebellgrove
- Confidence intervals for a population mean, standard deviation known
- Confidence intervals for a population mean, standard deviation unknown
-Confidence intervals for population proportion
- Confidence intervals for a standard deviation
.
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Content
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Selected a business operations dataset from the internet or other sources which can be used for forecasting in the University Library.
Developed a minimum of three quantitative forecasts using Microsoft® Excel®.
Compared and contrasted each quantitative forecast developed.
Chose the one forecast determined to be the best for the firm and be prepared to explain why you chose this.
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Total Available
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Partially Met
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The paper—including tables and graphs, headings, title page, and reference page—is consistent with APA formatting guidelines and meets course-level requirements.
Intellectual property is recognized with in-text citations and a reference page.
Paragraph and sentence transitions are present, logical, and maintain the flow throughout the paper.
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STUDY GUIDE
Citing:
Shafritz, J. M., Russell, E. W., & Borick, C. P. (2013). Introducing public administration
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Social Equity
Unit Lesson
Social equity is the fairness in the delivery of public services and that each citizen has a right to be given equal treatment by the political system. The 20th century has witnessed an outpouring of information regarding social equity and legislation that gave new rights to workers, women, and minorities. This has even been taken one step further as social equity has become one of the many criterions for evaluating the desirability of any public or policy program. Race can be defined as a large group of people with common characteristics presumed to be transmitted inherently. These would include, but is not limited to color of hair, skin, eyes, and emotions (in a more subtle order). One of the many hot topics dealing with race is the administration of the public affairs of a multiracial society. Equal Employment Opportunity (EEO) is a concept fraught with political, cultural, and emotional connotations as it applies to a set of employment procedures that prevent an individual from being excluded from the hiring process based on race, color, sex, religion, age, etc. There is a fine line, however, with this type of practice that has been developed. That is, for some, gaining employment is as simple as possessing the minimum requirements as stated in the job announcement. Only the courts have been able to say when and where there is an issue with EEO.
It was not u.
Running head AFFIRMATION ACTION RESEARCH .docxtoddr4
Running head: AFFIRMATION ACTION RESEARCH 1
AFFIRMATION ACTION RESEARCH 2
Affirmation Action Research
Name of Student
HRMT 602 Employment Law and Labor Relations
Name of Professor
November 25, 2018
Research on Legal Articles and Cases
Peer-Reviewed Articles for Discussion
Fernandes, L., & Alsaeed, N. (2014). African Americans and workplace discrimination. European Journal of English Language and Literature Studies, 2(2), 56-76.
Fernandes & Alsaeed (2014) present two arguments regarding affirmative action. It presents affirmative action as a concept that receives different emotions from different people. People look at affirmative action as a euphemism. Those who support it perceive it as being an enlightened imperative for the achievement of social justice. Sometimes, people may view it as being accusatory and overheated. Affirmative action looks at inequality and injustice and ways to eliminate them. Affirmative action ensures the elimination of stranglehold regarding social discrimination. Affirmative action revolves around the aspect of considering race in decision making, mostly in areas focusing on employment. Everyone should view affirmative action as a voluntary approach. Its implementation in the professional environment depends on the employers’ good will. They can choose the aspect of either considering racial discrimination or racial equality in the hiring and promotion process. This creates questions relating to making it mandatory.
Most freedoms associated with affirmative action involve doing good deeds. However, the implementation of affirmative action possesses its limits. The main reason is that affirmative action plans lead to the unfair penalization of unprotected employees (Fernandes & Alsaeed, 2014). The Civil Rights Act (Title VII) monitors the application of voluntary actions which must conform to its stipulations. The article ensures that it motivates affirmative action programs deteriorating into forums which influence reverse discrimination. It is legal to implement duties that lead to reasonable accommodations for different employees. The argument presented by the article may be understood as supporting the employers in fighting against affirmative action. Giving employers the power to choose employees from goodwill is the same as promoting racial discrimination. It means that employers should not uphold laws focusing on equality in their workplaces.
Creta, M. (2014). The accommodation of last resort: The Americans with Disabilities Act and reassignments. BCL Rev., 55, 1693.
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University of Phoenix Material
Research Proposal, Part I
Throughout this course, your Learning Team will submit a completed research proposal to your facilitator. The project will consist of two sections. This outlines the content needed in Part I.
This proposal must be professionally written, address all sections identified below, and be consistent with APA formatting guidelines. When writing, use section headings to indicate where the information may be found. Subheadings need not be used, though in long sections, they may facilitate organization.
1. Introduction: Explain the issue you are examining and why it is significant.
a. Describe the general area being studied.
b. Explain why this area is important to the general area under study.
c. State your research problem first.
d. Explain the background to the research problem.
e. State your research questions.
f. Justify the proposed study.
g. List the issues that emerge from the problem.
2. Rationale: Explain how these questions are related to the larger issues raised in the introduction.
a. Describe what specific claim, hypothesis, or model of criminal justice you will evaluate with these questions.
b. Explain what the hypothesis will suggest about criminal justice theory if confirmed.
c. Explain what the hypothesis will suggest about criminal justice theory if not confirmed.
3. Background or literature review: description of what is known about this area and short discussion of why background studies are not sufficient
a. Summarize what is known about the field. Include a summary of background information on the topic from your literature review. You may include information from the book and class, but the bulk of the information must be outside sources.
b. Discuss several critical studies done in this area, citing consistent with APA guidelines. Use current references, studies, and material that is fewer than 5 years old, unless it is the only literature that addresses the topic.
c. Point out why these studies are insufficient. In other words, what questions do they leave unresolved that you would like to study?
d. Make sure you list these readings in the References section at the end of the proposal.
Running head: THE ROLE OF THE UNITED STATES EEOC
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THE ROLE OF THE UNITED STATES EEOC
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The Role of United States EEOC
Name
Institutional affiliation
Introduction
EOCC is an integral abbreviation of the term Equal Employment Opportunity Commission (EEOC). This term refer to a United States federal government agency that was established by the Civil Rights Act of 1964 (Title VII). The agency plays an integral role in the United States employment issues by interpreting and consequently implementing as well as enforcing federal laws that prohibit discrimination at the workplace. Employee discrimination issues depending on one’s country of origin, color, race and sexual orientation has continuousl ...
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PUB 611Seminar in Public Human Resources Administration: Midterm Exam
Exam Questions
1. Identify and describe the four public personnel management functions (PADS).
2. What are the four competing values that have traditionally affected the allocation of public jobs? Which three nongovernment values that have emerged recently conflict with them?
3. What are the pros and cons of contracting out? If you have experience with contracting out, what challenges did you face in writing the contract specifications and what challenges did you face in administering the contract?
4. How does the historical development of job analysis relate to the differing objectives of elected and appointed officials, merit system advocates, HR directors and specialists, supervisors and managers, and employees? How are these reflected in the concepts of position management, human resource management, and career development?
5. Describe the contemporary pay and benefits environment.
6. Identify the elements included in a total compensation package.
7. Describe the comparative advantages and disadvantages of competing systems used to determine pay—point-factor job evaluation, rank-in person, and broad-banding.
8. Discuss how conflicts over the fairness of EEO, AA, and diversity management programs have affected the role of the public HR manager in achieving both productivity and fairness.
Social Equity and Diversity Management
Dr. James R. Welsh
Barry University
1
1
2
Man is the most composite of all creatures....
“Well, as in the old burning of the Temple at Corinth, by the melting and intermixture of silver and gold and other metals a new compound more precious than any, called Corinthian brass, was formed; so in this continent,--asylum of all nations,--the energy of Irish, Germans, Swedes, Poles, and Cossacks, and all the European tribes,--of the Africans, and of the Polynesians,--will construct a new race, a new religion, a new state, a new literature, which will be as vigorous as the new Europe which came out of the smelting-pot of the Dark Ages, or that which earlier emerged from the Pelagic and Etruscan barbarism.”
Ralph Waldo Emerson, journal entry, 1845,
The Metaphor of the Melting Pot…
Because of a continuous mass immigration that was a feature of the United States economy and society since the first half of the 19th century, ethnic diversity is common in both rural and urban areas.
The absorption of the stream of immigrants became, in itself, a prominent feature of America's national myth.
The idea of the melting pot is a metaphor that implies that all the immigrant cultures are mixed and amalgamated without state intervention.
The melting pot theory implied that each individual immigrant, and each group of immigrants, assimilated into American society at their own pace.
Today the United States can easily be considered one of the most diverse nations in the world.
Recent estimates show that one in three U.S. residents is a member of an ...
72 Introduction, Theories, and LegislationArea Temps, a Northeas.docxevonnehoggarth79783
72 Introduction, Theories, and Legislation
Area Temps, a Northeast Ohio temporary agency, agreed to pay $650,000 to resolve a class discrimination lawsuit filed by the EEOC. The EEOC charged that the temporary agency considered and assigned (or declined) job applicants by race, sex, Hispanic national origin, and age. The EEOC also alleged Area Temps unlawfully complied with discriminatory requests made by its clients based on race, sex, national origin, and age, and unlawfully fired two of its employees in retaliation for their opposition to Area Temps' discriminatory practices and for one employee's participation in the EEOC's investigation.
In addition to monetary relief, the three-year consent decree settling the suit requires the company to post a notice of resolution regarding this lawsuit that is visible to employees. The company must also provide a notice-of-resolution letter to all applicants, management and selecting officials, and outside clients on the obligations of the company under federal antidiscrimination laws, as well as Area Temps' commitment to abide by such laws.
Certain employers are excluded from coverage under Title VII, including private membership clubs, religious organizations, schools, associations, or organizations hiring American Indians on or near reservations. For those organizations operating solely within the confines of the exclusion, certain types of discrimination are not illegal.
Disparate treatment occurs when an applicant or employee is treated differently because of membership in a protected class. Refusing to hire Blacks as restaurant servers or men as child care workers constitutes disparate treatment, also referred to as intentional discrimination. Evidence of such treatment would include statements by employers or written policies—items that are often difficult to verify or obtain. Common stereotypes about abilities, traits, or performance of people belonging to certain groups may lead to disparate treatment; for example, the stereotype that women have limited math skills could result in women purposely not being assigned to jobs requiring math skills. Assuming applicants who have Hispanic names will have limited English skills and refusing to interview them is another way that stereotypes could lead to disparate treatment.
Disparate or adverse impact occurs when an apparently neutral, evenly applied job policy or employment practice has a negative effect on the employment of people belonging to protected classes. It is demonstrated by statistical evidence showing that people in a protected class were disproportionately affected by a particular "neutral" practice. This type of discrimination, also referred to as unintentional discrimination, might occur through educational requirements or height and weight restrictions that may exclude large numbers of certain group
Chapter 3: Legislation 73
Evenly applied, neutral practices that disproportionately exclude
members of certain groups should be c.
Similar to MHR 6401, Employment Law 1 Course Learning Outcomes f.docx (6)
-I am unable to accept emailed exams or late exams. No exception.docxgertrudebellgrove
-I am unable to accept emailed exams or late exams. No exceptions.
-For technical issues you would need to go through tech support.
-Turn in work early to avoid technical issues. Technical issues are not a valid reason for failing to submit work.
-Make sure to research the exam drop box and where to find it a week or more ahead.
-Make sure to read all announcements and most importantly around exam times.
-The Professor has 2-3 days to grade the exam and once graded you need to check your grade book. I do not release exam grades via email.
-For any directions only contact your Professor, DO NOT use “all student” email to email other students because this only confuses them and points will be deducted as well as violations of the course policies
--Most exams you are given a FULL WEEK to complete. I also indicate day one of the course what the exam will cover and include. Do not email me the last minute to turn in work or ask any questions. I may not be available the hour before an exam so it is important to plan ahead.
- Review the sample exam to gain an A. Follow the length, and structured, apply APA format and go in depth. It is not too rough but points are deducted for failing to following the samples.
-Please do BOTH (1) copy and paste your work into the dropbox comment are or area provided, PLUS (2) attach the file. PLEASE DO BOTH. For attachments it must be in word. If it is any other format, or I am unable to open the file (such as word perfect) a 0 (zero) will be granted and no re-submissions will be allowed)
-See your course due dates for any dates as well as announcements. These are set and well planned week 1.
-Do not use work you previously submitted this term or a past one, do not work with anyone and do not plagiarize. This will result in a 0/F and I want you to gain an A!
-1 page each question, APA format.
-Keep an eye on your gradebook for grades. I am unable to respond to “confirm” if it is submitted or not, you can do so with tech support if needed.
NOTE +++IF YOUR TEXT DOES NOT HAVE END OF CHAPTER QUESTIONS, YOU MAY SUMMARIZE EACH CHAPTER IN DEPTH, THAT MEANS ALL CHAPTERS 7,8,9,10,11,12
EXAM worth 25 points.
READ ALL OF THE DIRECTIONS OR POINTS WILL BE DEDUCTED.
Grades will be final and I will not discuss the grade or
change a grade under any circumstances.
Work alone.
IMPORTANT NOTES:
Feel free to attach and/or copy and paste the work into the provided drop box.
No emailed papers will count.
IF YOUR CLASS HAS A DROPBOX THAT IS THE MAIN AREA TO SUBMIT THE EXAM
If I cannot open it I will not GRADE IT.
I will not accept ANY late work for exams.
FOLLOW THE DATES IN THE SYLLABUS ONLY!
YOU HAVE till the date listed on the syllabus to email it back to me. Good luck!
USE APA FORMAT
Please email me with any questions. DO NOT WORK WITH ANYONE! Put time into it and go IN DEPTH!
Please apply Primary sources, journals, articles, etc.
The Midterm is essay/short answer. Use the readings, the discussion .
-delineate characteristics, prevalence of exceptionality-evalua.docxgertrudebellgrove
-delineate characteristics, prevalence of exceptionality
-evaluate causes and concerns of each exceptionality
-critique and analyses component of the IEP
-identify and analyze instructional assessment and strategies to the individual with the exceptional needs
Follow the rubs. 4 DOUBLE SPACE with running head
.
-1st play name is READY STEADY YETI GO-2nd play name is INTO .docxgertrudebellgrove
-1st play name is "READY STEADY YETI GO"
-2nd play name is "INTO THE WOODS "
REVIEW PAPER GUIDELINES (3 pages,
Essay format) Introduction
Plot
What happens?
E.g., “Mother Courage follows the misadventures of Courage and her children over a ten year period during the 100 Years War...”
How does it happen?
E.g., “The play is built in a series of episodes, alternating personal struggles against a backdrop of the larger social/political struggles.”
What does it mean?
A one-two sentence that captures the essence of the action. In the case of Epic Theatre, this statement is primarily about the intended “lesson” of the play. E.g., “MC is about how capitalism inevitably leads to the corruption then destruction of society—from nations to families.”
Rhythm
Flow of the plots?
Character
Main character Description
E.g., “Courage is a middle-aged mother of three who will stop at nothing to exploit the financial opportunities she encounters. Her role in the play is ‘survivor.’ Her character is the ‘anti-mom’—a woman who sees her children (and other human beings) as a collection of debits and credits.”
Second Character Description
Thought—what are the ideas in the play
e.g., Mother Courage looks at the intersection of war and commerce and how one feeds off the other, to the destruction of land, civilization, and families. The ideas arise out of the work of Karl Marx. Summarize--
Historical (Where and When) Philosophical (What & Why)
Diction--
Summarize the language the playwright uses. How do the characters speak?
E.g., prose, poetry, cliché, long speeches, short, etc.?
7 of 8
Music—
is more than song, but the SOUND of the play. Describe the aural environment created and executed in the production.
Spectacle
—describe the visual environment of light and scenery created for the production, and their execution and relevance (e.g., it could look great but mean nothing, or it could look terrible but somehow it works!)
Conclusion
A paragraph about your particular feelings about the play—did it engage you? Were you changed, even a little? Goethe asked three questions—What was it trying to do? How well was it done? Was it worth doing? Answer these questions.
.
-6th-Edition-Template-without-Abstract.dotWhat are Heuristics .docxgertrudebellgrove
-6th-Edition-Template-without-Abstract.dot
What are Heuristics and can it lead to bias?
Why is Maslow's Hierarchy a basic psychological stable? (Watch the video for better understanding and cite it)
How does FEAR keep you alive? (See emotions and feelings video)
Please write 300 or more words and APA to address the above concepts for week four.
.
- write one 5-7 page paper about All forms of Euthanasia are moral..docxgertrudebellgrove
- write one 5-7 page paper about All forms of Euthanasia are moral.
- Argumentative/Persuasive paper structure
- Include an introduction and conclusion. The main points of your paper should be identified in
the introduction.
- include at least three arguments to support the position
- Include at least one opposing argument against your topic
- times new roman font
- double spaced
- 12 point font size
- work cited page
.
-1st Play name is BERNHARDTHAMLET -2nd Play name is READY ST.docxgertrudebellgrove
-1st Play name is "BERNHARDT/HAMLET "
-2nd Play name is "READY STEADY YETI GO"
PREVIEW PAPER GUIDELINES
1. Title of Show
2. Playwright (and, if musical, Composer, Librettist)
3. Creative Team: Lead actors, Director, Designers (if musical, Choreographer and Music Director)
4. Venue: Broadway, Off-Broadway, College, etc. (incl. # of seats, cost of a regular ticket
5. Audience: (that is, what demographic is the production trying to attract?) Whom do you think would come and enjoy the performance?
Substantiate this claim by citing advertising evidence--type of ad, where it is advertised (e.g., NY Times, TimeOut New York, Internet, radio)
6. In one sentence, what's the story about?
7. In three sentences, what is your expectation? E.g., Deliriously excited? Modestly intrigued? Morbidly curious? Apathetic? Anxiously anticipating? Horrifically terrified? Dolefully dreading? And why?
.
. 1. Rutter and Sroufe identified _____________ as one of three impo.docxgertrudebellgrove
. 1. Rutter and Sroufe identified _____________ as one of three important areas of focus in the future of developmental psychopathology.
A. How cause and effect underlie childhood disorders
B. The role of the media in the life of the modern child.
C. Creating a stricter definition of normal behavior.
D. Fetal development’s influence on childhood behavior
2. Which of the following questions is not appropriate on a mental status exam?
A. What’s four times five?
B. Who’s the current president of the United States?
C. What day of the week is it today?
D. Who wrote the Harry Potter books?
3. State laws can influence decision making in all the following ways, except
A. who can legally provide consent for the child.
B. beneficence and maleficence
C. timelines for reporting suspected child abuse
D. custodial versus noncustodial parental rights
4. The transactional model was developed to
A. illustrate how even very disabled children are able to adapt to their environments.
B. analyze exactly which characteristics are passed from a caregiver to a child.
C. predict the future of a child’s development by analyzing past events and behaviors.
D. show how a child adapts to an environment and how the environment changes as a result.
5. All of the following are true concerning the APA 10 ethical standards except
A. the standards were useful in past decades but are no longer useful.
B. the standards address appropriate advertising and displays of public information.
C. the standards address matters pertaining to research and publication.
D. the standards assist professionals to resolve ethical issues.
6. Which of the following is true regarding the age of majority?
A. It’s 18 in 34 of the U.S. States.
B. It’s 19 years in all Canadian provinces.
C. It’s 18 years of age in every USA State
D. It’s not an important consideration for psychologists working with children.
7. In the context of Sue’s 2006 article on cultural competent treatment, gift giving refers to
A. giving a token gift to the client
B. rules about barbering
C. accepting a gift from the client
D. gifts of therapy, such as reduced tension
8. Which of the following is one of the guiding principle of the American Psychological Association (APA).
A. Generosity
B. Duplicity
C. Felicity
D. Integrity
9. Mash and Wolfe (2002) suggest three goals of assessment . Which of the following is not one of the goals?
A. Diagnosis
B. Treatment planning
C. Prognosis
D. Research
10. Using the K-3 Paradigm involves knowledge of
A. brain chemistry
B. the Diagnostic and Statistical Manual of Mental Disorders
C. a child’s family medical history
D. developmental expectations
12. Which of the following is true regarding a functional behavioral assessment?
A. An FBA assesses the degree to which a behavior exists.
B. An FBA is norms-based.
C. The FBA was developed to analyzed why a behavior exists.
D. The use of FBA has been discouraged by the American Psycholo.
-Prior to the Civil War, how did the (dominant) discourse over the U.docxgertrudebellgrove
-Prior to the Civil War, how did the (dominant) discourse over the United States’ future reach a crisis point? What were the arguments regarding the Constitutionality of slavery and notions of citizenship? How did relative definitions of liberty/freedom/equality become irreconcilable?
.
- Using the definition Awareness of sensation and perception to ex.docxgertrudebellgrove
- Using
the definition Awareness of sensation and perception to explain why or why not dolphins have consciousness
!
-
two to three paragraph explanation
-
Specify the definition you are using.
Then demonstrate appropriate application of that definition.
- You should describe the creature you are exploring and its behavior for those unfamiliar with it.
- Stick to behaviors that are relevant to whether the creature has consciousness or not under your chosen definition.
- The behavior must be observable! You declaring that a creature "looks fearful/happy/sad" is not on observation, it's an opinion.
- Present arguments that illustrates your position.
* For example, "Research has shown (citation if available can help) that Orangutans can recognize themselves in the mirror and realize the image they see is a reflection of themselves. This suggests they have awareness of their themselves as separate from the environment and others."
.
- should include an introduction to the environmental issue and its .docxgertrudebellgrove
- should include an introduction to the environmental issue and its location
- next portion should be about the opposing views (atleast 3 cons. and 3 possible solutions to the cons) The cons needs to be focused on the environmental impact of the problem, not just how it's affecting humans. What is it doing to the ecosystems?
- must be 4 pages double-spaced not including references and include in-text citation
-not opinion based!!
.
- FIRST EXAM SPRING 20201. Describe how the view of operations.docxgertrudebellgrove
- FIRST EXAM SPRING 2020
1. Describe how the view of operations as a process can be applied to the following:
a. Acquisition of another company
b. Marketing Research for a New Product
c. Design of an Information System
2. An operations manager was heard complaining
“My boss never listens to me ----- all the boss wants from me is to avoid making waves. I rarely get any capital to improve operations. Also, we do not have weekly, biweekly or even monthly meetings with our product managers, supply chain department, customer service or the sales department. We only meet with the accounting and finance departments when there are issues with the monthly budgets. Furthermore, our department has interacted with information service department about four times in past fiscal year”
Please assess the following:
a. Whether this business has a business strategy ?
b. Does it have an operations strategy?
c. What would you recommend?
3. Firm A has recorded the following costs in 2018:
Incoming materials and inspection $20,000
Training of Personnel $40,000
Warranty $45,000
Process Planning $15,000
Scrap $13,000
Quality Laboratory $30,000
Rework $25,000
Allowances $10,000
Complaints $14,000
a. What are the Prevention, Appraisal, Internal Failure and External Failure costs?
b. What inferences can you draw on Quality Measures taken by Firm A?
c. What would you recommend to improve quality programs in Firm A?
d. What initiatives should Firm A implement for 2019 and 2020?
4. Please explain the House of Quality (QFD) as discussed in class.
5. A certain process is under statistical control and has a mean value of 130 and a standard deviation of 8. The specifications for the process are:
a. USL (upper specification limit) = 150
b. LSL(lower specification limit) =100
a. Calculate the cp and cpk
b. Which of these indices is a better measure of process capability and why?
c. Assuminng a normal distribution what percentage of output is expected to fall ourside the specification. Why is it important to know this?
d. What would you recommend?
2
Chapter 7
Government Ethics
and the Law
William A. Myers, Ph.D.
Learning Objectives (1 of 2)
• Describe some of the reasons why there has
been a loss of trust in government.
• Explain the purpose of various government
committees on ethics.
• Discuss how public policy protects the rights of
citizens.
Learning Objectives (2 of 2)
• Describe federal laws designed to protect each
individual’s rights.
• Explain the concept of political malpractice.
• Understand the importance of ethics in public
service.
Let every American, every lover of liberty, every
well wisher to his posterity, swear by the blood
of the Revolution, never to violate in the least
particular, the laws of the country; and never to
tolerate their violation by others.
—Abraham Lincoln
Executive Branch:
U.S. Office of Government Ethics
• Exercises leadership .
- Considering the concepts, examples and learning from the v.docxgertrudebellgrove
- Considering the concepts, examples and learning from the various modules you have attended this year, summarise and reflect on in a critical way what you think are the key elements (both internal and external to businesses) that organisations should consider to develop and grow responsibly and effectively in today’s economy.
.
- Discuss why a computer incident response team (CIRT) plan is neede.docxgertrudebellgrove
- Discuss why a computer incident response team (CIRT) plan is needed, and its purpose.
- Why are the roles and responsibilities important to be listed and kept updated for a CIRT plan.
- Connect the dots: Discuss your understanding of the CIRT incident handling procedures, the role policies play, and the importance of communication escalation procedures.
- What are some best practices for implementing a CIRT plan? Do some personal research to answer this questions.
.
- Discuss why a computer incident response team (CIRT) plan is n.docxgertrudebellgrove
- Discuss why a computer incident response team (CIRT) plan is needed, and its purpose.
- Why are the roles and responsibilities important to be listed and kept updated for a CIRT plan.
- Connect the dots: Discuss your understanding of the CIRT incident handling procedures, the role policies play, and the importance of communication escalation procedures.
- What are some best practices for implementing a CIRT plan? Do some personal research to answer this questions.
.
- 2 -Section CPlease write your essay in the blue book.docxgertrudebellgrove
- 2 -
Section C
Please write your essay in the blue book.
Write an informal narrative about "some" composing process of yours. Essentially, you will write a Reflective Self-Evaluation of yourself as a college writer. What exactly does that mean? It requires you to:
a. look back over a recently completed process
b. think reflectively about that process
c. critically evaluate what went well, what didn’t go well, or what you might have done differently
As the aforementioned examples suggest, reflective writing is writing that describes, explains, interprets, and evaluates any past performance, action, belief, feeling, or experience. To reflect is to turn or look back, to reconsider something in the past from the perspective of the present. So, in your final essay, you will reflect and make an evaluation of your experience in this course.
Remember, reflection involves multiple angles of vision. Just as light waves are thrown or bent back from the surface of a mirror, so, too, reflective writing throws our experience, action, or performance back to us, allowing us to see differently. We view the past from the angle of the present, what was from the angle of what could have been or what might be. Multiplying your angle of vision through reflection often yields new insights and more complicated (complex) understanding of the issue on which you are reflecting.
Professors generally look for four kinds of knowledge in reflective self-evaluation essays: self-knowledge, content knowledge, rhetorical knowledge, and critical knowledge (aka judgment). Following are ideas for each of these types of knowledge, which may be used to generate ideas for your essay. Choose only a few of the questions to respond to, questions that allow you to explain and demonstrate your most important learning for the course.
You may write about your composing process for academic papers or creative genres or a combination of both. Reflect as thoroughly as possible upon your writing process and explain it. Your narrative should include whatever you DO when you write, as well as whatever you DO when you compose. Composing should be understood in the broad sense, i.e. composing goes on in your mind when you are cleaning your refrigerator, mowing your grass, etc. It also occurs when you are researching, taking notes, or procrastinating. In essence you are NEVER NOT composing something. So the key to your reflections is to include everything you do that makes a difference in your writing, from having to use a certain pen, to listening to music or sitting in the library. Both your formal and informal processes impact the way you produce a written work, if you use a formal method of note taking or outlining, if you compose on the computer or with pen and paper explore any and all of these activities that are helpful to you in your process. Explore all possible aspects that apply. This is a useful exercise for now and for you to revisit and revise in the future .
- Confidence intervals for a population mean, standard deviation kno.docxgertrudebellgrove
- Confidence intervals for a population mean, standard deviation known
- Confidence intervals for a population mean, standard deviation unknown
-Confidence intervals for population proportion
- Confidence intervals for a standard deviation
.
) Create a new thread. As indicated above, select two tools describ.docxgertrudebellgrove
) Create a new thread. As indicated above, select two tools described in chapter 7 from different categories, and describe how these tools could be used to develop a policy for optimizing bus and local train schedules to minimize energy use and passenger wait times in a SmartCity environment.
tools
•Visualization
•Argumentation
•eParticipation
•Opinion mining
•Simulation
•Serious games
•Tools specifically designed for policy makers
•Persuasive
•Social network analysis (SNA)
•Big data analytics
•Semantics and linked data
.
(Write 3 to 4 sentences per question) 1. Describe one way y.docxgertrudebellgrove
(Write 3 to 4 sentences per question)
1.
Describe one way you can leverage any strengths you have in research and information literacy to promote your success.
Consider successes, lessons learned, or skills you have gained as a result of your past academic, personal, or professional experiences.
2.
1.
Why do you think it is important to use source materials to support your viewpoints?
Why is it important that the sources you use in your coursework be scholarly sources?
.
( America and Venezuela) this is a ppt. groups assignment. Below is .docxgertrudebellgrove
( America and Venezuela) this is a ppt. groups assignment. Below is my part.
Explain how an American would apply the knowledge of verbal and nonverbal communication to foster effective cross-cultural communication within the selected country.
Lastly, summarize how cultural differences affect cross-cultural communications.
.
++ 2 PAGES++Topic Make a bill to legalize all felon has the rig.docxgertrudebellgrove
++ 2 PAGES++
Topic: Make a bill to legalize all felon has the right to vote with no condition (become a green state) https://www.aclu.org/issues/voting-rights/voter-restoration/felony-disenfranchisement-laws-map
Guideline: **only do part 2 (3-55)** follow guideline on this website: https://leg.wa.gov/CodeReviser/Documents/2019BillDraftingGuide.pdf
additional websites (or you can search more info beside the websites i provide):
https://www.sos.wa.gov/elections/voters/felons-and-voting-rights.aspxhttps://www.sos.wa.gov/elections/voter-eligibility.aspx
.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
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.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
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.
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.
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
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
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.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Chapter 3 - Islamic Banking Products and Services.pptx
MHR 6401, Employment Law 1 Course Learning Outcomes f.docx
1. 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.
2. 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
3. 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
4. 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 accident, but it is
because of protections for these groups that have
eliminated some of the barriers to entering the workforce and
excelling in their careers.
As explained in the readings for this unit, racial discrimination
appears in an infinite variety of contexts. For
the purposes of legal analysis, the courts analyze racial
discrimination in two ways: disparate impact and
disparate treatment (Walsh, 2016). Disparate treatment is
intentionally treating a person less favorably than a
person of a different race because of race. Disparate impact
5. occurs when a practice neutral on its face has an
adverse impact on a racial group. Disparate treatment can occur
when an employer fires a white employee for
theft from the employer but gives an African-American
employee a warning for the same conduct. Title VII
covers whites as well as persons of non-white races. Disparate
impact can result from a policy that requires
all male employees to be clean-shaven. This policy, although
race-neutral on its face, may have an adverse
impact on African-American men because many African-
American men have a skin condition that causes
their skin to be very irritated when they shave. (Note: Keep in
mind that disparate treatment and disparate
impact also apply in other areas of discrimination when any
protected class is affected, and it does not solely
apply to race.)
The U.S. Equal Employment Opportunity Commission (EEOC),
created by the Civil Rights Act to enforce Title
VII, has the authority to investigate charges of discrimination,
and files lawsuits to enforce individual rights.
The EEOC often takes interest in and pursues cases that involve
a policy that could affect a number of
workers. In a recent case, the EEOC sued an insurance company
for refusing to hire an African-American
applicant because she wore dreadlocks (EEOC v. Catastrophe
Mnmt. Sol., 2016). The employer’s grooming
policy required employees to be dressed and groomed in a
professional and business-like manner and stated
that hairstyles should reflect a business professional image and
that “excessive hairstyles or unusual colors”
were not acceptable. When an applicant who was offered the job
if she changed her dreadlocks hairstyle
refused to do so and was not hired, EEOC sued the employer
claiming that the application of the employer’s
grooming policy to dreadlocks discriminated against African-
6. Americans because the hairstyle is an outgrowth
of the natural texture of hair of African-Americans and
therefore racial in nature.
The lower court dismissed the case, and on appeal, the federal
appeals court stated that discrimination based
on black hair texture, such as a natural Afro, would be race
discrimination in violation of Title VII. The appeals
court found, however, that prohibiting a braided hairstyle
relates to a choice and does not violate Title VII.
Nevertheless, employers should realize that seemingly
innocuous policies, such as ones that regulate
appearance, can create problems and should be analyzed
carefully by human resources and legal
President Lyndon Johnson signs into law the Civil Rights Act
on July 2, 1964.
(Stoughton, 1964)
MHR 6401, Employment Law 3
UNIT x STUDY GUIDE
Title
professionals. In practice, such policies can discriminate or
have a disparate impact, which includes negative
aspects that far exceed the intent of the policy to regulate
professional appearance.
7. Another of EEOC’s important functions is to provide guidance
to employers on legal questions related to the
laws it enforces, which include all federal anti-discrimination
laws. EEOC has consistently supported a
broader definition of the term sex under Title VII, interpreting
it to include gender identity and sexual
orientation. Noting that Title VII does not expressly reference
sexual orientation or gender identity, EEOC
relies on case law finding that employment actions motivated by
gender stereotyping are unlawful under Title
VII by taking the position that Title VII prohibits
discrimination against gay and transgender applicants and
employees. Courts, however, have pushed back on EEOC’s
sometimes aggressive stances with respect to
the breadth of the law. As in the dreadlocks case above, an
appeals court in 2016 rejected EEOC’s argument
that Title VII prohibits sexual orientation discrimination. The
court was influenced by Congress’ consistent
failure to amend federal law to protect gay applicants and
workers (Hively v. Ivy Tech Cmty. Coll., 2016).
For now at least, protection for gay and transgender workers
and applicants resides at the local and state
levels. Many municipalities have such protections; some apply
only to public employees, while others cover
both private and public workers. At the state level, 20 states
have statutes that protect against discrimination
based on sexual orientation and gender identity; two states have
laws that protect only gay individuals.
Moreover, even though the law continues to evolve in this area,
for employers who operate in many states, it
is only practical to include these protections in their equal
employment opportunity and anti-harassment
policies and training.
8. In addition to the breadth of coverage of Title VII,
developments in technology are forcing EEOC and
employers to rethink how the law applies to recruitment and
hiring. In its Strategic Enforcement Plan: Fiscal
Years 2017-2021, EEOC (n.d.) places emphasis on breaking
down barriers in recruiting employees. The
strategic plan makes clear that EEOC will target class-based
practices that have a disparate impact on racial,
ethnic, and religious groups, as well as on female, older, and
disabled workers. Interestingly, EEOC holds that
the increasing use of data-driven selection devices is an area of
significant concern (EEOC, n.d.). In a panel
discussion to flesh out its initiatives, panelists discussed how
algorithms and mining of Internet data for
applicants who match a profile of a successful employee and/or
a match with the employer’s culture could be
unlawful discrimination (Mintzer, 2016). An EEOC panelist
discussed a hypothetical technology company
populated mainly with young white and Asian-American male
workers. The company wants its new workers to
fit into the company culture. Using technology to locate
candidates who bike to work and seek benefits such
as games and happy hours over childcare and health insurance
benefits, could, in the EEOC’s view, illegally
screen out women and older workers.
The EEOC is not naïve. It recognizes that new technological
tools in hiring and recruiting are inevitable and
have advantages for employers in efficiency and improved
selection. EEOC Chairwoman Jenny Yang (as
cited in Mintzer, 2016) recognized as much by saying that this
information has the potential to fuel technology
that can help employers and recruiters to decrease partiality in
their human resources functions. However,
employers, in their rush to make big data part of their human
resources professionals’ toolkits, must take care
9. to ensure that those tools are not used carelessly and that they
are free of adverse impact on
protected groups.
While Title VII had its 50th anniversary in 2014, there are still
important questions left unanswered through
EEOC interpretation and judicial decision. In addition, as the
nation and its workers become more diverse and
attitudes evolve, the law will continually be required to evolve
as well. Stay tuned!
References
EEOC v. Catastrophe Mnmt. Sol., No. 14-13482 (11th Cir. Sept.
15, 2016).
Hively v. Ivy Tech Cmty. Coll., No. 15-1720 (7th Cir. July 28,
2016).
Lytle, T. (2014, May 21). Title VII changed the face of the
American workplace. HR Magazine. Retrieved from
https://www.shrm.org/hr-today/news/hr-magazine/pages/title-
vii-changed-the-face-of-the-american-
workplace.aspx
MHR 6401, Employment Law 4
10. UNIT x STUDY GUIDE
Title
Mintzer, R. (2016, October 17). EEOC takes on emerging issues
in new strategic enforcement plan.
Corporate Counsel. Retrieved from
http://www.corpcounsel.com/id=1202770111946/EEOC-Takes-
on-Emerging-Issues-in-New-Strategic-Enforcement-
Plan?slreturn=20161007141257
National History Day, National Archives and Records
Administration, & USA Freedom Corps. (n.d.). Executive
Order 8802: Prohibition of discrimination in the defense
industry (1941). Retrieved from
https://ourdocuments.gov/doc.php?flash=true&doc=72
Stoughton, C. (1964). Lyndon Johnson signing Civil Rights Act,
July 2, 1964 [Photograph]. Retrieved from
https://commons.wikimedia.org/wiki/File:Lyndon_Johnson_sign
ing_Civil_Rights_Act,_July_2,_1964.jp
g
U.S. Equal Employment Opportunity Commission. (n.d.).
Strategic enforcement plan: Fiscal years 2017-–
2021. Retrieved from
https://www.eeoc.gov/eeoc/plan/upload/sep-2017.pdf
Walsh, D. J. (2016). Employment law for human resource
11. practice (5th ed.). Boston, MA: Cengage Learning.
Suggested Reading
The following PowerPoint presentations are supplements to the
textbook chapter readings and are provided
for further knowledge and review of the unit materials.
Chapter 3:
Click here to access the PowerPoint presentation.
Click here to access a PDF file of the PowerPoint presentation.
Chapter 7:
Click here to access the PowerPoint presentation.
Click here to access a PDF file of the PowerPoint presentation.
Learning Activities (Nongraded)
Nongraded Learning Activities are provided to aid students in
their course of study. You do not have to submit
them. If you have questions, contact your instructor for further
guidance and information.
At the end of each chapter of your textbook, scenario-driven
questions provide legal issues and realistic
situations that relate to employment law. Exploring these
questions allows you the opportunity to further your
understanding of the concepts in each chapter and prepares you
for similar situations you may encounter in
your workplace.
12. eview the Chapter 3 questions in your textbook on pages
106–108.
257–260.
https://online.columbiasouthern.edu/bbcswebdav/xid-
70588571_1
https://online.columbiasouthern.edu/bbcswebdav/xid-
70588559_1
https://online.columbiasouthern.edu/bbcswebdav/xid-
70588572_1
https://online.columbiasouthern.edu/bbcswebdav/xid-
70588560_1
