Mining and Sexual Identity - Is Our Industry Ready for Gay WorkersFernando Penarroyo
Labor rights recognition of LGBTI persons is now becoming the norm as many countries are now adopting anti-discrimination laws based on sexual orientation or gender identity. It is also clear that countries with strong laws and policies promoting equality for LGBTI workers, and companies that implement such laws and policies fare better, which provide a business and economic case for inclusion and diversity. An inclusive, diverse, and non-discriminatory industry would not be hard put to find allies from the LGBTI community especially for a much-maligned and misunderstood sector like mining.
Lloyd Pierre-Louis presented "2015 Ohio Ballot Issues" to the Mid-Ohio Regional Planning Commission on October 27, 2015.
The presentation discussed important issues on the ballot for Ohio voters.
Otogawa-Anschel Design-Build, LLC is a small, award-winning design-build firm devoted to green building and urban living. We are committed to maintaining a high level of workmanship with special attention paid to the aesthetics involved in remodeling and adding to homes.
To learn more about our company, our green build philosophy, and to view photos of our work please explore our website. www.otogawa-anschel.com
Same-sex Marriage Lecture 1: What is Marriage and Why does redefining it make...FamilyMan2
Redefining marriage brings about social change. A small part of this change is positive, but it also brings about a lot of negative social outcomes too. In this first lecture we look at the definition of marriage and why redefining it to suit the needs some 2% of the population will make it ever harder for the 98% of heterosexuals to build successful marriages of their own
Marriage is a sacred institution, not only in the public eye, but also in the courts. It represents a legal union that guarantees specific federal rights and privileges. Learn more about same-sex marriage in Nevada in this presentation.
Mining and Sexual Identity - Is Our Industry Ready for Gay WorkersFernando Penarroyo
Labor rights recognition of LGBTI persons is now becoming the norm as many countries are now adopting anti-discrimination laws based on sexual orientation or gender identity. It is also clear that countries with strong laws and policies promoting equality for LGBTI workers, and companies that implement such laws and policies fare better, which provide a business and economic case for inclusion and diversity. An inclusive, diverse, and non-discriminatory industry would not be hard put to find allies from the LGBTI community especially for a much-maligned and misunderstood sector like mining.
Lloyd Pierre-Louis presented "2015 Ohio Ballot Issues" to the Mid-Ohio Regional Planning Commission on October 27, 2015.
The presentation discussed important issues on the ballot for Ohio voters.
Otogawa-Anschel Design-Build, LLC is a small, award-winning design-build firm devoted to green building and urban living. We are committed to maintaining a high level of workmanship with special attention paid to the aesthetics involved in remodeling and adding to homes.
To learn more about our company, our green build philosophy, and to view photos of our work please explore our website. www.otogawa-anschel.com
Same-sex Marriage Lecture 1: What is Marriage and Why does redefining it make...FamilyMan2
Redefining marriage brings about social change. A small part of this change is positive, but it also brings about a lot of negative social outcomes too. In this first lecture we look at the definition of marriage and why redefining it to suit the needs some 2% of the population will make it ever harder for the 98% of heterosexuals to build successful marriages of their own
Marriage is a sacred institution, not only in the public eye, but also in the courts. It represents a legal union that guarantees specific federal rights and privileges. Learn more about same-sex marriage in Nevada in this presentation.
Ano nga ba ang diborsiyo?
Paano nangyayari ang broken family?
Ano ang same sex marriage?
Diborsiyo
Pagsasawalang-bisa ng isang kasal ng isang korte o ng isang institusyon
House Bill 37
Layong pagtibayin ang pamilya bilang pangunahing institusyon ng bansa sa pamamagitan ng pagpapatibay ng kasagraduhan at katibayan ng kasal.
ATBP.
Sabrina Winston - Same-Sex Marriage Thesis PresentationChavez Schools
Sabrina Winston is a senior graduating from Chavez Capitol Hill High School. She is a member of the Chavez “We the People” debate team that took 1st place in the school-wide competition and 2nd place in the district competition. Sabrina’s has gained work experience with organizations such as Metro Teen aids and the D.C. Department of Public Works. Miss Winston is interested in pursuing an undergraduate degree in political science and will be attending Potomac State College in the fall.
Is your Talent Acquisition process fully compliant with the law? Covering the recruiting and hiring process chronologically, the experts at Newton and EBI address everything from the point of creating and posting a job, to attaining candidate authorization and running background checks. Eligible for SHRM and HRCI credits.
At Pathway Group we are dedicated to Equality and Diversity both within our organisation and in our practices. If you would like more information about this policy or Pathway Group please feel free to get in touch.
CEDAW for Companies (diversity & inclusion initiative)JessicaBuchleitner
Launched in 2020, CEDAW for Companies was inspired by our previous work on The Cities for CEDAW campaign, a U.S.-based grassroots effort that provides tools and leadership to empower local women’s organizations and municipalities to effectively initiate CEDAW within their city, county, or state. Led by the Women’s Intercultural Network in partnership with The Leadership Conference on Civil and Human Rights/The Leadership Conference Education Fund and the NGO Committee on the Status of Women, New York, Cities for CEDAW proved when institutions and people come together, change is in order.
Bringing CEDAW and other gender equality policies to companies is a way to bridge the international policy sphere with the private sector to ensure we are working partners in gender equality.
Human Resources Planning and Recruitment Before hiring anyLizbethQuinonez813
Human Resources Planning and Recruitment
Before hiring anyone, it is important to know what an organization's skills and needs are. If a
good job analysis has been performed for positions in the organization, that job analysis provides
much of the basis for HR recruitment planning. Once the planning process has been advanced,
recruiting for employees in an organization can take place. As discussed on week 1, human
resource needs in an organization must address the internal needs of the organization and the
external influences of society. Once those needs are determined, an organization can begin
recruiting to fill those needs. The recruitment planning process consists of figuring out how many
employees the organization must hire with particular skills to be successful, and then determine
what specific skills and attributes those employees should have. There are many techniques that
can help with the recruiting effort.
Recruiting
Recruiting is a natural outgrowth of human resources planning. Once the plan identifies what
skills are needed in the organization, it is time to begin recruiting for those skills.
There are two levels of recruiting:
1. The human resources department manages the process, making sure it follows
organizational and legal recruiting guidelines.
2. The managerial level of recruiting personnel provides the content expertise to ensure that
people with appropriate skills to fit specific needs are recruited.
The basic questions that must be answered when recruiting include:
• What skills are needed?
• What techniques should be used for recruiting for those particular skills?
• How long will the recruiting process take (time lapse) before the new recruits are on the
job?
• How many job applicants will be qualified and hired (yield ratios) using the recruiting
techniques that are selected?
• Should the recruiting take place internally or externally?
The human resources planning and the job analyses will already determine the skills needed in
the organization. It is important that the human resources manager keep the managers in the
departments focused on meeting the strategic planning goals. Sometimes the department
managers are more concerned with operational (short-term) needs and overlook strategic needs.
It is also important for the human resources department to make sure that department
managers are educated about the legal and ethical concerns of recruiting. Department managers
are often so focused on hiring people who are like the people who have been successful in their
departments in the past, that they are unaware of the advantages of recruiting people who may
bring new ideas and attitudes into the organization, but who may look and act differently.
There are many ways to ensure that people who have needed skills become aware that your
organization is recruiting for their skills. Generally, the more focused on skills, the less general a
recruitme ...
The Equal Employment Opportunity (EEO) Act – Benefits, Rights and Responsibil...Amelia Figueroa
The Equal Employment Opportunity (EEO) Act, implemented by the Federal government, applies to private employers, labor organizations, employment agencies, and educational institutions under states and Federal governments. In this article, we briefly discuss the benefits, rights and responsibilities under the EEO Act.
Workplace Ethics: How to Tackle the Small Lapses and Avoid a Company CrisisCase IQ
Just because your company has policies, a code of ethics, a code of conduct, a values statement and a culture document doesn’t mean you are immune to ethical lapses, and the consequences. Companies with all the right documentation in place suffer ethics slipups every day, including fraud, sexual harassment, insider trading, conflicts of interest, bullying and other misconduct.
Lapses don’t even have to be outright misconduct to affect the workplace. Many are small incidents that go uncorrected, such as incivility, bogus sick days, gossiping, minor theft or questionable jokes. And whether they involve employees, managers or the C-suite, these small lapses, left unchecked, can build into bigger ones.
Join Janette Levey Frisch, “The EmpLAWyerologist”, as she examines ways to tackle the small ethics lapses in your company, get employees, managers and the C-suite to think and act ethically, and avoid a potential catastrophe.
‘वोटर्स विल मस्ट प्रीवेल’ (मतदाताओं को जीतना होगा) अभियान द्वारा जारी हेल्पलाइन नंबर, 4 जून को सुबह 7 बजे से दोपहर 12 बजे तक मतगणना प्रक्रिया में कहीं भी किसी भी तरह के उल्लंघन की रिपोर्ट करने के लिए खुला रहेगा।
01062024_First India Newspaper Jaipur.pdfFIRST INDIA
Find Latest India News and Breaking News these days from India on Politics, Business, Entertainment, Technology, Sports, Lifestyle and Coronavirus News in India and the world over that you can't miss. For real time update Visit our social media handle. Read First India NewsPaper in your morning replace. Visit First India.
CLICK:- https://firstindia.co.in/
#First_India_NewsPaper
03062024_First India Newspaper Jaipur.pdfFIRST INDIA
Find Latest India News and Breaking News these days from India on Politics, Business, Entertainment, Technology, Sports, Lifestyle and Coronavirus News in India and the world over that you can't miss. For real time update Visit our social media handle. Read First India NewsPaper in your morning replace. Visit First India.
CLICK:- https://firstindia.co.in/
#First_India_NewsPaper
हम आग्रह करते हैं कि जो भी सत्ता में आए, वह संविधान का पालन करे, उसकी रक्षा करे और उसे बनाए रखे।" प्रस्ताव में कुल तीन प्रमुख हस्तक्षेप और उनके तंत्र भी प्रस्तुत किए गए। पहला हस्तक्षेप स्वतंत्र मीडिया को प्रोत्साहित करके, वास्तविकता पर आधारित काउंटर नैरेटिव का निर्माण करके और सत्तारूढ़ सरकार द्वारा नियोजित मनोवैज्ञानिक हेरफेर की रणनीति का मुकाबला करके लोगों द्वारा निर्धारित कथा को बनाए रखना और उस पर कार्यकरना था।
In a May 9, 2024 paper, Juri Opitz from the University of Zurich, along with Shira Wein and Nathan Schneider form Georgetown University, discussed the importance of linguistic expertise in natural language processing (NLP) in an era dominated by large language models (LLMs).
The authors explained that while machine translation (MT) previously relied heavily on linguists, the landscape has shifted. “Linguistics is no longer front and center in the way we build NLP systems,” they said. With the emergence of LLMs, which can generate fluent text without the need for specialized modules to handle grammar or semantic coherence, the need for linguistic expertise in NLP is being questioned.
An astonishing, first-of-its-kind, report by the NYT assessing damage in Ukraine. Even if the war ends tomorrow, in many places there will be nothing to go back to.
31052024_First India Newspaper Jaipur.pdfFIRST INDIA
Find Latest India News and Breaking News these days from India on Politics, Business, Entertainment, Technology, Sports, Lifestyle and Coronavirus News in India and the world over that you can't miss. For real time update Visit our social media handle. Read First India NewsPaper in your morning replace. Visit First India.
CLICK:- https://firstindia.co.in/
#First_India_NewsPaper
3. Survey
• Company size
• Health benefits
– Same-sex partner health benefits?
– Fully-insured / self-insured?
• Non-discrimination policy
– Sexual orientation?
– Gender identity / expression?
– Marital status?
• In a state with same-sex relationship recognition?
6. New York
• Number of Americans living in states with
marriage for same-sex couples more than
doubled: from 16 million to 35 million.
• First legislature to pass marriage outright – not
civil unions or partnerships
• Next three years:
– 21,309 gay and lesbian couples from New York
– another 45,000 from surrounding states
9. Federal Government - Civilian
It is the policy of the Federal Government to treat all of
its employees with dignity and respect and to provide a
workplace that is free from discrimination whether that
discrimination is based on race, color, religion, sex
(including gender identity or pregnancy), national origin,
disability, political affiliation, marital status, membership
in an employee organization, age, sexual orientation, or
other non-merit factors. Agencies should review their
anti-discrimination policies to ensure that they afford a
non-discriminatory working environment to employees
irrespective of their gender identity or perceived gender
non-conformity.
http://www.opm.gov/diversity/Transgender/Guidance.asp
11. At the end of the day…
Your workers define/prioritize their
relationships for themselves and to respect
your employees is to respect their
relationships.
partner/spouse
children
foster children
parents
primary caregiving recipient
12. Impact of Marriage on Employers
• Eligibility for health / other benefits
– Documentation requirements
– Qualifying event for enrollment
– Taxation of employer contributions to coverage
• Workplace climate –
– Tense conversations: marriage bans on the ballot (e.g.,
Prop 8), marriage equality passes - people are going to
talk about it
– Do your workers bring their families to work? (literally
/ figuratively)
13. What Are Relevant Laws
• State
– Constitutional amendments / laws prohibiting
marriage (mini-DOMAs)
– Laws granting relationship recognition
– Regulations on insurance plans
• Federal
– Defense of Marriage Act (DOMA)
– Employment Retiree Income Security Act (ERISA)
14. Benefits
• Enrollment and benefits materials have an inclusive
definition of spouse (explicit or not)
• All of your benefits!
• Enrollment forms use “Spouse 1” “Spouse 2” language
• Track dependent status of employee’s spouse for
income tax reporting – will vary between state and
federal taxes
http://dbm.maryland.gov/benefits/Documents/HBForms/AffidavitSpousa
EligibilityTaxStatus.pdf
• Equal documentation and burden of proof
• Date the state begins recognizing marriage is a
qualifying event for already-married same-sex spouses
17. Marriage Prohibition State
• Offer partner benefits
• Allow workers to enroll same-sex spouse with
no additional burden of proof than the valid
marriage license
• Track dependent status of employee’s same-
sex spouse/partner
http://www.hrc.org/issues/domestic_partner_tax_dependent
.htm
18. Insurance Options
small employers large employers
Employer
is the
Fully- Self- consumer
& insurer
Insured Insured
(ERISA-regulated,
(primarily state-
exempt from state
Employer regulated)
regulations)
is the
consumer
“commercial” health insurance employer self-funds, insurance co. may act
purchased on the market from an as third party administrator (TPA) or 18
insurance provider administrative services only (ASO)
20. Study: Nearly half of college-educated gay
Americans are in the closet at work
By Liz Goodwin Tue Jun 21, 9:08 am ET
A new study by the Center for Work-Life Policy think tank
has found that 48 percent of college-educated lesbian and
gay Americans hide their sexual orientation at work. About
a third of them are leading "double lives," the report says--
staying in the closet at the office while being "out" in their
personal lives.
http://news.yahoo.com/s/yblog_thelookout/20110621/us_yblog_thelooko
25. “It's not just the policies, but also how well
they're communicated. What we found is that
people aren't always sure that they have these
policies or what it means, both gay and
straight.”
—Karen Sumberg, Center for Work-Life Policy
28. How LGBT Employees Deal with Anti-
LGBT Comments
http://hrc.org/degreesofequality
29. Transgender Workers Report…
• Double the rate of unemployment
• 47% experienced adverse job action – being
fired, not hired, or denied promotion
• 26% lost a job and 50% were harassed
http://transequality.org/PDFs/NTDS_Exec_Summary.pdf
32. Total Workplace Equality
Policies & • diversity/compliance training on sexual
Benefits orientation & gender identity or expression
• ongoing for supervisors
Internal • employee group
Practices • feedback on internal/ external programs
• education & • self-identification programs
training • engagement surveys
• employee group
• employee records
• retention
• retention programs
• professional development/leadership
External • mentoring
Practices
33. Total Workplace Equality
Policies & • marketing to the LGBT community
Benefits • LGBT-related content
• LGBT media outlets
Internal • sponsoring LGBT organizations, professional
Practices associations and events
• recruiting / marketing opportunities to targeted
External audience
Practices • legislative support
• marketing/ • Employment Non-Discrimination Act
philanthropy • Domestic Partner Tax Equity Act
• recruiting
• Uniting American Families Act
• legislative
• support marriage equality (e.g., No On Prop 8
business coalition)
35. Grossing Up
• Google • Kimpton Hotels
• Facebook • JetBlue
• Apple • Morrison & Foerster
• Cisco • McDermott, Will & Emery
• Barclays • Bingham McCutcheon
• Credit Suisse • Skadden, Arps, Slate,
• Discovery Channel Meagher & Flom
• Bain & Co. • Gates Foundation
• Boston Consulting Group • UUA
• McKinsey • Teach for America
• City of Cambridge
36. Resources
• Human Rights Campaign Foundation’s Workplace
Project
www.hrc.org/workplace
• Out & Equal Workplace Advocates
www.outandequal.org
• Center for Work Life Policy
www.worklifepolicy.org
• Tanenbaum Center for Interreligious
Understanding
www.tanenbaum.org/religion-at-work
37. SHRM 2011 Tuesday Presentations
• 10:45 – 12: Employee Benefits for Domestic
Partners and Same-Sex Married Couples: Best
Practices for Employers – Todd Solomon
LVCC Room N220-222
• 4 – 5:15: Transgender 101: What You Need to
Know About Gender Identity in the Workplace
– Allyson Robinson
LVCC Room N228-230