The document discusses two elderly licensees in Oregon - 84-year-old Edith Overstreet, who has been practicing hair design for 60 years and still holds a valid license, and Dale Smith, a 78-year-old barber whose license expired in 2006 but continued practicing. When Smith's expired license was discovered, it generated media attention highlighting the difference between his situation and Overstreet's compliance. The licensing agency explains their processes around license renewals and requirements for practicing with an expired license.
The document describes the Employers Protection Data Network (EPDN), a web-based database service that allows employers to thoroughly screen job applicants. EPDN retrieves an applicant's entire work history, including any disciplinary charges or notes from past employers. Employers pay an annual membership fee based on company size plus a monthly fee per employee to access the system. EPDN aims to help employers avoid losses by hiring individuals with problematic work histories. The system is designed to be legally compliant according to a legal opinion.
FINAL Employers Guide to Best Practices 2013 (1)Julie Sweeney
The document provides guidance to employers on safely limiting the use of criminal records in hiring. It advises that the Equal Employment Opportunity Commission (EEOC) has issued guidelines for employers related to adverse hiring actions based on criminal history. The EEOC's guidelines reflect disparities in incarceration rates among different racial groups. The employer should consider the nature of any offenses, time passed since conviction, and relevance to the job. Failure to comply with these and other federal laws like the Fair Credit Reporting Act (FCRA) could result in legal liability for employers.
Carey, Danis & Lowe, Attorneys at Law practices a wide area of personal injury law including auto accidents, trucking accidents, motorcycle accidents, defective prescription drugs, product liability and defective medical devices. The firm has devoted itself to exclusively represent plaintiffs in litigation.
Human Resource & Payroll Services And Solutions - Houston, Dallas, Austin - Texas www.hrp.net. According to federal statistics, there are an increasing number of employers being charged with discriminating against disabled employees and job applicants. In fact, the number of cases filed during 2012 was the highest since the EEOC began enforcing the Americans with Disabilities Act in 1992. Here are six recent examples of EEOC actions against employers charged with discriminating against disabled employees or not providing reasonable accommodations.
Antecedent verification”a must” for all the outsourced staff by Dr.Mahboob al...Healthcare consultant
“We consider this as an investment as background checks help in safeguarding organizational assets, promoting safety at workplace, reducing turnover owing to right hiring, safeguarding company reputation, avoiding legal action and inspiring confidence in customers and shareholders,” I strongly say.
This document provides a compliance cheat sheet covering several potential violations employers may face including I-9, E-Verify, overtime pay, workers' compensation, OSHA, FMLA, wrongful termination, gender pay equality, racial discrimination, age discrimination, and sexual harassment violations. For each violation, it lists examples, potential fines and penalties, and relevant Paycor solutions to help employers avoid legal issues and stay compliant.
The EEOC sued Pitre Car Dealership for allowing a male coworker to sexually harass and abuse other male employees over a period of 10 years. The harassment included unwanted touching, grabbing, biting of intimate body parts and solicitation of sex acts. Management was aware of the harassment but did not intervene and instead retaliated against employees who complained. The lawsuit aims to obtain relief for victims, enact anti-discrimination policies, and prevent future harassment.
The document describes the Employers Protection Data Network (EPDN), a web-based database service that allows employers to thoroughly screen job applicants. EPDN retrieves an applicant's entire work history, including any disciplinary charges or notes from past employers. Employers pay an annual membership fee based on company size plus a monthly fee per employee to access the system. EPDN aims to help employers avoid losses by hiring individuals with problematic work histories. The system is designed to be legally compliant according to a legal opinion.
FINAL Employers Guide to Best Practices 2013 (1)Julie Sweeney
The document provides guidance to employers on safely limiting the use of criminal records in hiring. It advises that the Equal Employment Opportunity Commission (EEOC) has issued guidelines for employers related to adverse hiring actions based on criminal history. The EEOC's guidelines reflect disparities in incarceration rates among different racial groups. The employer should consider the nature of any offenses, time passed since conviction, and relevance to the job. Failure to comply with these and other federal laws like the Fair Credit Reporting Act (FCRA) could result in legal liability for employers.
Carey, Danis & Lowe, Attorneys at Law practices a wide area of personal injury law including auto accidents, trucking accidents, motorcycle accidents, defective prescription drugs, product liability and defective medical devices. The firm has devoted itself to exclusively represent plaintiffs in litigation.
Human Resource & Payroll Services And Solutions - Houston, Dallas, Austin - Texas www.hrp.net. According to federal statistics, there are an increasing number of employers being charged with discriminating against disabled employees and job applicants. In fact, the number of cases filed during 2012 was the highest since the EEOC began enforcing the Americans with Disabilities Act in 1992. Here are six recent examples of EEOC actions against employers charged with discriminating against disabled employees or not providing reasonable accommodations.
Antecedent verification”a must” for all the outsourced staff by Dr.Mahboob al...Healthcare consultant
“We consider this as an investment as background checks help in safeguarding organizational assets, promoting safety at workplace, reducing turnover owing to right hiring, safeguarding company reputation, avoiding legal action and inspiring confidence in customers and shareholders,” I strongly say.
This document provides a compliance cheat sheet covering several potential violations employers may face including I-9, E-Verify, overtime pay, workers' compensation, OSHA, FMLA, wrongful termination, gender pay equality, racial discrimination, age discrimination, and sexual harassment violations. For each violation, it lists examples, potential fines and penalties, and relevant Paycor solutions to help employers avoid legal issues and stay compliant.
The EEOC sued Pitre Car Dealership for allowing a male coworker to sexually harass and abuse other male employees over a period of 10 years. The harassment included unwanted touching, grabbing, biting of intimate body parts and solicitation of sex acts. Management was aware of the harassment but did not intervene and instead retaliated against employees who complained. The lawsuit aims to obtain relief for victims, enact anti-discrimination policies, and prevent future harassment.
The Equality Act of 2010 harmonized UK discrimination law and extended some protections to new groups. One key aspect was restrictions on pre-employment health questions. Currently, many employers ask health questions or require questionnaires before offering jobs. However, the Equality Act only allows health inquiries before offering a job in limited circumstances, such as when questions are necessary to establish if a candidate can perform intrinsic job functions. Employers must also avoid questions about previous health conditions and may face legal claims if their questions violate the Act. It is generally safest for employers to avoid health questions until after making a job offer, unless specific job requirements clearly warrant such inquiries.
Looking for a car accident lawyer in Chelsea? The Taub Law Firm, P.C., is a top-rated Plaintiff’s personal injury and medical malpractice law firm. Give us a call if you are looking for a car accident attorney in Tribeca & five boroughs of New York City & Midtown West.
Employees Privacy Issues And Legal RightsSaad Mazhar
This document discusses employee privacy issues and legal rights in the workplace. It covers several topics:
- Employers have the right to monitor employee computer and phone use, install surveillance cameras, and conduct drug/alcohol testing, but policies should be clear and employees informed.
- Employees have rights to privacy of personal information and possessions. Employers cannot disclose personal details without permission.
- Laws like the Americans with Disabilities Act and Age Discrimination in Employment Act protect employees from certain types of discrimination. The Fair Labor Standards Act governs work hours and wages.
- The document also outlines health and safety regulations employers must follow to ensure clean, ventilated, hygienic work environments for employees.
This document discusses pre-employment background investigations that employers conduct, including drug/alcohol screening, criminal records checks, and other types of investigations. It notes that drug/alcohol screening is common and can be done through blood, urine, or hair tests, with urine being the most frequent method. Criminal records checks vary in scope from just the state to a full FBI records search, but employers must consider arrests separately from convictions due to bias. Overall, background checks aim to protect employers and customers but also require complying with laws around medical privacy and bias.
Employee Privacy from the point of view of the employer:
-What employers can and cannot monitor, review, and access in regards to their employees
-Workplace searches
-Electronic monitoring
Employee Privacy from the point of view of the employee:
-What employers should be doing to protect the privacy of their employees
-Proper recordkeeping
-Prevention of ID theft in the workplace
After the presentation, Brittany will take questions from webinar attendees during a Q&A session.
This webinar was posted on December 1, 2011 and presented by Brittany Cullison.
Employees have basic rights in the workplace including privacy, fair compensation, and freedom from discrimination. Applicants cannot be discriminated against based on attributes like age, gender, race, or religion. Employers cannot access an individual's credit, medical, or background information without permission. Employees are protected from harassment and have rights to a safe workplace, fair wages, and freedom from retaliation. Privacy rights around personal information, email, internet usage, communications, and medical records are balanced with employers' interests but regulated by laws like HIPAA. Individuals with disabilities are protected from discrimination under acts like the ADA.
One raid of 20 stores in September 2014 revealed that payroll may have been doctored and workers were being underpaid at the majority of 7-Eleven stores. It is said that as many as 60 percent of the stores investigated in the September raid were suspected of violating Fair Work Laws. That raid was just one of three investigations over a period of six years that allegedly identified more than 80 stores that were not paying their staff enough.
Franchisees and all owners and operators of business organizations need to understand what their obligations are under both immigration and fair work laws. Just paying above minimum award rates is not enough to avoid the potential for action, including an investigation by the Fair Work Ombudsman. Owen Hodge Lawyers can provide assistance to employers in following immigration rules, documenting employee hours and benefits, fulfilling payment and record-keeping obligations, and complying with all award rules. Call us on 1800 770 780 to schedule a consultation with one of our experienced lawyers.
Using background checks is a great way to verify the history and professional details of potential hires. You will get access to crucially important information. All employers want to keep their business and assets safe. So, they must see this slideshow to find the tips for using criminal records in hiring decisions
Minimizing Risk within Your Organization by Auditing Your Employment PoliciesQuarles & Brady
This document discusses how organizations can minimize employment risks by auditing their policies. It recommends auditing policies related to equal employment opportunities, hiring and firing practices, wage and hour compliance, protecting confidential information, workplace safety, and record keeping. Conducting these audits can help identify policy deficiencies, reduce organizational risk, and support strategic objectives. The document provides examples of litigation and enforcement trends to demonstrate employment areas that commonly expose organizations to risks.
Seven Hiring Mistakes that Could Cost You ThousandsPatrick Barnett
This document discusses 7 common hiring mistakes that can cost companies thousands of dollars:
1. Not conducting thorough criminal background checks in all relevant counties and databases. Incomplete checks increase the risk of negligent hiring lawsuits.
2. Failing to use proper consent and disclosure forms required by the Fair Credit Reporting Act (FCRA) when conducting background checks, which can result in large fines.
3. Ignoring FCRA requirements to notify applicants and give them a chance to respond before taking adverse action based on background check results.
4. Not adjusting background check policies to comply with FCRA, state laws, and EEOC guidelines, which can also result in fines or lawsuits.
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against employees or job applicants based on race, color, religion, sex, national origin, age, disability, or genetic information. The EEOC has the authority to investigate discrimination charges against covered employers, make findings, try to settle charges, and file lawsuits if needed. It also provides guidance on anti-discrimination laws and regulations, conducts outreach and education programs, and offers additional assistance through social media and its website.
The National Labor Relations Act protects employees' rights to engage in concerted activities like union organizing and collective bargaining. It prohibits employers from taking adverse action against employees to discourage union membership. However, employees can still be fired for conduct that interferes with customer relations or harms a company's reputation. The General Counsel alleged that terminating an employee for complaining about their supervisor on Facebook violated these protections for concerted activities. The case was settled in February 2011.
R2P Community Impact Guide 2013 8 22 (2)Julie Sweeney
This document summarizes guidance from the Equal Employment Opportunity Commission (EEOC) on how employers can safely limit the use of criminal records in hiring. It discusses how overuse of criminal records disproportionately impacts minority communities and can violate anti-discrimination laws. The EEOC guidance encourages individualized assessments of criminal histories that consider the nature of the offense, time since conviction, and relevance to the job. It recommends against blanket bans and considering arrests without convictions. The document provides best practices for employers, such as not asking about convictions initially, only using conviction records, limiting how far back convictions are considered, and giving applicants a chance to challenge reports. It encourages community members to educate employers on these issues.
Weekly Newsletters - Understanding the New Institutional CrisisCREO_Org
The document summarizes an ongoing institutional crisis in El Salvador regarding attacks on judicial independence. Specifically, a chamber of the Supreme Court recently admitted claims seeking to remove magistrates elected in 2009, including those on the independent Constitutional Chamber, in a move seen as politically rather than judicially motivated. This is part of a pattern of retaliation against the Constitutional Chamber for decisions curbing political overreach, such as nullifying double reelection of officials. The crisis poses grave risks as citizens become accustomed to such attacks and institutions meant to protect rights are undermined for political vengeance. Citizens must choose to defend independent institutions and the rule of law over personal political interests.
The Illinois Workers' Compensation Commission has proposed new rules governing drug and alcohol testing to establish an employee's intoxication as a potential defense against liability. The rules establish detailed procedures for sample collection, testing, chain of custody documentation, and medical review that must be strictly followed. Non-compliance could result in test results being inadmissible. Most employers are advised to contract qualified third parties to conduct testing according to the rules rather than performing tests on-site. Comments on the proposed rules will be accepted until July 30, 2012.
Here are 4 employee rights you must demand after wrongful terminationKaufman Law Firm
This document outlines 4 key employee rights after wrongful termination:
1. The right to reasonable notice of termination, unless an employee is "at-will".
2. The right to pursue legal action if terminated for reasons protected by law such as discrimination or asking to commit an illegal act.
3. Protection against constructive discharge, where an employer forces an employee to quit instead of terminating them directly.
4. The potential right to receive severance pay if promised in an employment contract or if other outgoing employees received it. The document encourages contacting an attorney to know more about wrongful termination rights.
Important legal developments have made it clear that failing to train employees on sexual harassment can result in employer liability and financial risk. Two landmark Supreme Court cases in 1998 established that employers are responsible for manager actions and must take steps to prevent harassment through reporting mechanisms and regular training. While some states mandate sexual harassment training, providing training for all employees and managers is a best practice, as it can help employers establish an affirmative defense if claims arise and reduce liability costs.
The EEOC's Renewed Focus on Criminal Background ChecksArmstrong Teasdale
CLE Presentation: Jovita Foster, Litigation Partner at Armstrong Teasdale
The choice of a lawyer is an important decision and should not be based solely on this presentation. All rights are reserved and content may not be reproduced, disseminated or transferred, in any form or by means, except with the prior written consent of Armstrong Teasdale.
The document provides information about unlicensed activity (ULA) in Florida, including guidelines for reporting ULA and examples of ULA investigations and actions taken. It discusses the Florida Department of Health's efforts to protect residents from unlicensed medical practitioners through enforcement of licensure regulations and investigating ULA complaints.
This document summarizes the history and role of the Equal Employment Opportunity Commission (EEOC) and provides an overview of key US employment discrimination laws. It discusses the EEOC's establishment in 1965 to enforce antidiscrimination laws and its responsibilities to coordinate regulations, interpret laws, and support local agencies. The document also outlines various discriminatory practices prohibited by laws covering race, color, religion, sex, national origin, age, disability status and more. Finally, it provides helpful hints for employers to promote diversity and inclusion in the workplace.
The Equality Act of 2010 harmonized UK discrimination law and extended some protections to new groups. One key aspect was restrictions on pre-employment health questions. Currently, many employers ask health questions or require questionnaires before offering jobs. However, the Equality Act only allows health inquiries before offering a job in limited circumstances, such as when questions are necessary to establish if a candidate can perform intrinsic job functions. Employers must also avoid questions about previous health conditions and may face legal claims if their questions violate the Act. It is generally safest for employers to avoid health questions until after making a job offer, unless specific job requirements clearly warrant such inquiries.
Looking for a car accident lawyer in Chelsea? The Taub Law Firm, P.C., is a top-rated Plaintiff’s personal injury and medical malpractice law firm. Give us a call if you are looking for a car accident attorney in Tribeca & five boroughs of New York City & Midtown West.
Employees Privacy Issues And Legal RightsSaad Mazhar
This document discusses employee privacy issues and legal rights in the workplace. It covers several topics:
- Employers have the right to monitor employee computer and phone use, install surveillance cameras, and conduct drug/alcohol testing, but policies should be clear and employees informed.
- Employees have rights to privacy of personal information and possessions. Employers cannot disclose personal details without permission.
- Laws like the Americans with Disabilities Act and Age Discrimination in Employment Act protect employees from certain types of discrimination. The Fair Labor Standards Act governs work hours and wages.
- The document also outlines health and safety regulations employers must follow to ensure clean, ventilated, hygienic work environments for employees.
This document discusses pre-employment background investigations that employers conduct, including drug/alcohol screening, criminal records checks, and other types of investigations. It notes that drug/alcohol screening is common and can be done through blood, urine, or hair tests, with urine being the most frequent method. Criminal records checks vary in scope from just the state to a full FBI records search, but employers must consider arrests separately from convictions due to bias. Overall, background checks aim to protect employers and customers but also require complying with laws around medical privacy and bias.
Employee Privacy from the point of view of the employer:
-What employers can and cannot monitor, review, and access in regards to their employees
-Workplace searches
-Electronic monitoring
Employee Privacy from the point of view of the employee:
-What employers should be doing to protect the privacy of their employees
-Proper recordkeeping
-Prevention of ID theft in the workplace
After the presentation, Brittany will take questions from webinar attendees during a Q&A session.
This webinar was posted on December 1, 2011 and presented by Brittany Cullison.
Employees have basic rights in the workplace including privacy, fair compensation, and freedom from discrimination. Applicants cannot be discriminated against based on attributes like age, gender, race, or religion. Employers cannot access an individual's credit, medical, or background information without permission. Employees are protected from harassment and have rights to a safe workplace, fair wages, and freedom from retaliation. Privacy rights around personal information, email, internet usage, communications, and medical records are balanced with employers' interests but regulated by laws like HIPAA. Individuals with disabilities are protected from discrimination under acts like the ADA.
One raid of 20 stores in September 2014 revealed that payroll may have been doctored and workers were being underpaid at the majority of 7-Eleven stores. It is said that as many as 60 percent of the stores investigated in the September raid were suspected of violating Fair Work Laws. That raid was just one of three investigations over a period of six years that allegedly identified more than 80 stores that were not paying their staff enough.
Franchisees and all owners and operators of business organizations need to understand what their obligations are under both immigration and fair work laws. Just paying above minimum award rates is not enough to avoid the potential for action, including an investigation by the Fair Work Ombudsman. Owen Hodge Lawyers can provide assistance to employers in following immigration rules, documenting employee hours and benefits, fulfilling payment and record-keeping obligations, and complying with all award rules. Call us on 1800 770 780 to schedule a consultation with one of our experienced lawyers.
Using background checks is a great way to verify the history and professional details of potential hires. You will get access to crucially important information. All employers want to keep their business and assets safe. So, they must see this slideshow to find the tips for using criminal records in hiring decisions
Minimizing Risk within Your Organization by Auditing Your Employment PoliciesQuarles & Brady
This document discusses how organizations can minimize employment risks by auditing their policies. It recommends auditing policies related to equal employment opportunities, hiring and firing practices, wage and hour compliance, protecting confidential information, workplace safety, and record keeping. Conducting these audits can help identify policy deficiencies, reduce organizational risk, and support strategic objectives. The document provides examples of litigation and enforcement trends to demonstrate employment areas that commonly expose organizations to risks.
Seven Hiring Mistakes that Could Cost You ThousandsPatrick Barnett
This document discusses 7 common hiring mistakes that can cost companies thousands of dollars:
1. Not conducting thorough criminal background checks in all relevant counties and databases. Incomplete checks increase the risk of negligent hiring lawsuits.
2. Failing to use proper consent and disclosure forms required by the Fair Credit Reporting Act (FCRA) when conducting background checks, which can result in large fines.
3. Ignoring FCRA requirements to notify applicants and give them a chance to respond before taking adverse action based on background check results.
4. Not adjusting background check policies to comply with FCRA, state laws, and EEOC guidelines, which can also result in fines or lawsuits.
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against employees or job applicants based on race, color, religion, sex, national origin, age, disability, or genetic information. The EEOC has the authority to investigate discrimination charges against covered employers, make findings, try to settle charges, and file lawsuits if needed. It also provides guidance on anti-discrimination laws and regulations, conducts outreach and education programs, and offers additional assistance through social media and its website.
The National Labor Relations Act protects employees' rights to engage in concerted activities like union organizing and collective bargaining. It prohibits employers from taking adverse action against employees to discourage union membership. However, employees can still be fired for conduct that interferes with customer relations or harms a company's reputation. The General Counsel alleged that terminating an employee for complaining about their supervisor on Facebook violated these protections for concerted activities. The case was settled in February 2011.
R2P Community Impact Guide 2013 8 22 (2)Julie Sweeney
This document summarizes guidance from the Equal Employment Opportunity Commission (EEOC) on how employers can safely limit the use of criminal records in hiring. It discusses how overuse of criminal records disproportionately impacts minority communities and can violate anti-discrimination laws. The EEOC guidance encourages individualized assessments of criminal histories that consider the nature of the offense, time since conviction, and relevance to the job. It recommends against blanket bans and considering arrests without convictions. The document provides best practices for employers, such as not asking about convictions initially, only using conviction records, limiting how far back convictions are considered, and giving applicants a chance to challenge reports. It encourages community members to educate employers on these issues.
Weekly Newsletters - Understanding the New Institutional CrisisCREO_Org
The document summarizes an ongoing institutional crisis in El Salvador regarding attacks on judicial independence. Specifically, a chamber of the Supreme Court recently admitted claims seeking to remove magistrates elected in 2009, including those on the independent Constitutional Chamber, in a move seen as politically rather than judicially motivated. This is part of a pattern of retaliation against the Constitutional Chamber for decisions curbing political overreach, such as nullifying double reelection of officials. The crisis poses grave risks as citizens become accustomed to such attacks and institutions meant to protect rights are undermined for political vengeance. Citizens must choose to defend independent institutions and the rule of law over personal political interests.
The Illinois Workers' Compensation Commission has proposed new rules governing drug and alcohol testing to establish an employee's intoxication as a potential defense against liability. The rules establish detailed procedures for sample collection, testing, chain of custody documentation, and medical review that must be strictly followed. Non-compliance could result in test results being inadmissible. Most employers are advised to contract qualified third parties to conduct testing according to the rules rather than performing tests on-site. Comments on the proposed rules will be accepted until July 30, 2012.
Here are 4 employee rights you must demand after wrongful terminationKaufman Law Firm
This document outlines 4 key employee rights after wrongful termination:
1. The right to reasonable notice of termination, unless an employee is "at-will".
2. The right to pursue legal action if terminated for reasons protected by law such as discrimination or asking to commit an illegal act.
3. Protection against constructive discharge, where an employer forces an employee to quit instead of terminating them directly.
4. The potential right to receive severance pay if promised in an employment contract or if other outgoing employees received it. The document encourages contacting an attorney to know more about wrongful termination rights.
Important legal developments have made it clear that failing to train employees on sexual harassment can result in employer liability and financial risk. Two landmark Supreme Court cases in 1998 established that employers are responsible for manager actions and must take steps to prevent harassment through reporting mechanisms and regular training. While some states mandate sexual harassment training, providing training for all employees and managers is a best practice, as it can help employers establish an affirmative defense if claims arise and reduce liability costs.
The EEOC's Renewed Focus on Criminal Background ChecksArmstrong Teasdale
CLE Presentation: Jovita Foster, Litigation Partner at Armstrong Teasdale
The choice of a lawyer is an important decision and should not be based solely on this presentation. All rights are reserved and content may not be reproduced, disseminated or transferred, in any form or by means, except with the prior written consent of Armstrong Teasdale.
The document provides information about unlicensed activity (ULA) in Florida, including guidelines for reporting ULA and examples of ULA investigations and actions taken. It discusses the Florida Department of Health's efforts to protect residents from unlicensed medical practitioners through enforcement of licensure regulations and investigating ULA complaints.
This document summarizes the history and role of the Equal Employment Opportunity Commission (EEOC) and provides an overview of key US employment discrimination laws. It discusses the EEOC's establishment in 1965 to enforce antidiscrimination laws and its responsibilities to coordinate regulations, interpret laws, and support local agencies. The document also outlines various discriminatory practices prohibited by laws covering race, color, religion, sex, national origin, age, disability status and more. Finally, it provides helpful hints for employers to promote diversity and inclusion in the workplace.
2010 continued a three-year trend of record breaking EEOC charges, with 2010 charges the highest in the Commission’s 45-year history. Our challenging economy, increasingly diverse workforce, new EEO laws and recent court decisions are fueling this steady growth. Keeping up on the trends is critical to protecting your workplace, and sustaining a culture of respect and inclusion
What does this mean for employers? Enhanced anti-discrimination efforts are mission critical. Effective cultural change, behavioral change, and risk management require innovative and integrated anti-discrimination programs. Now, more than ever, reviewing and refining your organization’s EEO compliance programs is essential.
The document discusses an agenda for a webinar about employment law that includes a quiz show, discussion of recent lawsuits and verdicts, and what's new in employment law enforcement. It notes the passage of the Lilly Ledbetter Fair Pay Restoration Act, which extends the statute of limitations for filing unfair pay claims.
OSHA is an industry watchdog; it ensures that American workers were provided with a health and safe workplace through the implementation of a wide variety of standards and by providing valuable research and training in occupational safety and health.
The document provides a summary of resources available to Oregon lawyers, including:
1) The Oregon State Bar's Lawyer-to-Lawyer program which connects attorneys in unfamiliar practice areas with experienced attorneys for informal advice.
2) The Oregon State Bar General Counsel's office which provides free, confidential ethics advice by phone, letter, or email.
3) The Oregon State Bar/Oregon Society of Certified Public Accountants referral service which connects lawyers with CPAs for tax or accounting questions.
4) The Professional Liability Fund's collection of over 100 forms, checklists, and sample letters in 10 practice areas available free to Oregon lawyers.
5) The Professional Liability Fund
Ethical Considerations In Representing Social Security Disability ClaimantsLaw Firm
This document summarizes ethical considerations for representatives of Social Security disability claimants. It outlines the differences and similarities between the Social Security Disability Insurance (SSDI) and Supplemental Security Income (SSI) programs. It also discusses the Social Security Administration's rules of conduct for representatives, including their affirmative duties to claimants as well as prohibited actions.
Watch the Webinar Here: https://compliatric.com/are-you-ready-for-an-osha-inspection/
Join us for this informative presentation which will provide attendees with practical information to prepare for, and respond to, an OSHA Notice of Alleged Violation, or an on-site OSHA inspection.
COMMISSIONER CHARGE Request - National Employment Law ProjectVogelDenise
The document is a request to the U.S. Equal Employment Opportunity Commission to issue a Commissioner's Charge against Bank of America, Manpower, and a One-Stop Career Center for violating Title VII of the Civil Rights Act. It argues that an absolute bar on hiring individuals with any criminal history has an unjustified disparate impact on minorities. The request seeks an investigation and relief including stopping the illegal screening practices and monetary relief for lost job opportunities.
- 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 ...
- 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 .
Hiring & Onboarding Legal Skills You Must KnowBeau Howard
This slide deck covers various employment law topics for 2018 related to structuring application and interview questions, credit and background checks, Form I-9 and immigration compliance methods, and the use of E-verify.
Corporate Counsel Say Election Will Impact Employment Lawlegal3
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This document provides an agenda for a regional CLE workshop on trends and hot topics in health law litigation presented by the ABA Section of Litigation Health Law Litigation Committee. The full-day workshop includes four panels on due diligence and assessing litigation risk in health care acquisitions, complexities of parallel proceedings under the False Claims Act, current trends in pharmaceutical and medical device litigation, and hot topics forecasting issues under Medicare programs. It also includes a keynote lunch speaker and networking reception. The event provides CLE credits for attorneys in many states.
The document discusses disability equal employment opportunity laws in the United States, including the Americans with Disabilities Act and amendments. It provides definitions of disability, accommodation, and other key terms. It also summarizes several important court cases related to disability discrimination in employment. Overall, the document outlines the legal framework and history around disability rights in the workplace in the US.
This document summarizes the annual crime report from the University of Toledo Police Department. It provides crime statistics for the UT main campus from 2010 to 2012, including numbers of murders, sex offenses, robberies, burglaries, drug and alcohol violations, and other crimes. It also describes a lawsuit filed by the former executive director of the UT faculty union against the union, alleging sexual harassment, hacking, and wrongful termination. Additionally, it announces the appointment of David Morlock as the new Vice President of Finance and Administration at UT.
This document is a presentation about human rights in the workplace given by Jessica Michael, a staff lawyer at The Community Advocacy & Legal Centre. It provides an overview of Ontario's Human Rights Code, including definitions of discrimination and harassment. It discusses protections from discrimination based on characteristics like race, gender, religion, age, disability status and more. It also outlines employees' rights and processes for addressing human rights violations.
The document provides the results of a background check for Taylor Rochelle Meholick (DOB 04-02-1997) conducted by Castle Branch on 07/16/2015. The background check found no criminal records for Ms. Meholick in Pennsylvania or nationwide. It also provides instructions for how to access and verify the background check results online through CertifiedBackground.com using the provided password.
RoHS+and+WEEE+-+An+Alphabet+of+Restriction+and+Opportunities+-+Your+Voice+Mag...Christen Jackson
The document discusses several topics:
1) The Missouri On-Site Safety and Health Consultation Program received notification that it continues to exceed performance standards set by OSHA. The program works with small Missouri employers to help identify and remove workplace hazards.
2) New EU regulations called RoHS and WEEE took effect in July 2006, limiting the use of certain hazardous substances in products and requiring producers to have waste disposal plans. These regulations affect electronics manufacturers and their suppliers globally.
3) Missouri Enterprise now offers consulting services to help companies understand and comply with RoHS and WEEE regulations to avoid losing business in European markets. Services include assessing obligations and developing compliance roadmaps.
This document provides information about body piercing and tattoo safety in Oregon. It discusses that body piercing technicians and tattoo artists must be licensed and work in licensed facilities. They must follow stringent safety and infection control standards to prevent health risks like infection, bleeding, and nerve damage. Minors under 18 need parental consent for piercings, and genital/nipple piercings and tattoos are prohibited for those under 18. The Oregon Health Licensing Agency regulates the industry and investigates complaints.
1. February 2011- Oregon
Oregon Health Licensing Agency
700 Summer Street NE, Suite 320 • Salem, OR 97301-1287
Licensing Office (503) 378-8667 • Enforcement Unit (503) 378-4294
www.oregon.gov/OHLA
Taking License | by Kraig Bohot
A Tale of Two Licensees
I received an e-mail from Nin Dickinson of Perfect Image Plus Salon &
Dayspring Beauty Supply about Edith Overstreet, who had just marked 60
years practicing hair design in St. Helens.
"I come to you with a little information that I feel is positive and uplifting
concerning a member of my profession," Dickinson wrote. "I am hopeful
someone at the state board level will recognize a truly wonderful stylist.
"Her salon in St. Helens has been in operation in two different locations since
1950. Edith actually still has in her possession her hand written (in pencil by
the way) practitioner's certificate from the State of Oregon and original utility
bills. The most amazing thing is Edith has yet to retire. She is still servicing
clients several days a week in the Salon at 84 years of age. I am in awe of this
woman!!"
While I agreed with Dickinson that
Overstreet's story was a "feel good" one, I
paused to consider how I could turn it into
something with broader licensing and
regulatory significance for readers of the
NW Stylist.
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Oregon Board News - February 2011 http://www.nwstylist.com/board_news/2011/0211/0211_or_boa...
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2. Besides styling hair, Edith Overstreet
is also a painter. Many of her
paintings are on display at her salon
in St. Helens.
The angle that I determined could justify a
column, as well as a trip to St. Helens, was
to focus on the fact that Overstreet, in all
her years of practice, had never been
found in violation of any law or rule of the
Board of Cosmetology.
That fact dovetailed nicely into a column
idea I had previously considered to give
credit to all the practitioners who have
never been cited for a violation, the flip side to a list we have published off and
on in the past showing facility license and practitioner certificate holders who
owe past-due civil penalties.
As a licensing, regulatory and consumer protection agency, the role of the
Oregon Health Licensing Agency (OHLA) isn't to actively promote the
professions we regulate. However, that doesn't mean we always need to use
a stick when a carrot will do just fine.
A week and a half after I visited with Overstreet in St. Helens, I received an
e-mail from a fellow OHLA staff member indicating someone had called in and
said he had "…heard on the radio we shut down a barber for being expired."
In seemingly an instant, the feel-good story of Edith Overstreet in St. Helens
had turned into a media buzz saw.
As you might have heard, Sherwood barber Dale Smith's certification expired
in 2006, but he continued to practice until an OHLA inspector discovered the
lapse in mid-January. After friend and fellow barber Sam Hays aired his
concerns about Smith's situation on the Lars Larson radio show, the news
sparked much media attention and online comments from the public.
The similarities between the two (both octogenarians who are actively
practicing, both long-time, well-regarded fixtures of small town communities)
became abruptly juxtaposed by the intense media glare and public scrutiny
generated by a simple yet key difference: Edith's certification was current,
Dale's wasn't.
Unfortunately, Dale Smith's long record without any violations prior to his
practicing for more than four years in expired status (two two-year renewal
periods), couldn't be applied to make an exception to the requirements.
The Board of Cosmetology determined under Oregon law, Mr. Smith must
re-take and pass the practical examination and the Oregon Laws and Rules
written exam due to his certification being in expired status since 2006.
However, the Board did vote on January 24 to accept Smith's passage of the
barbering examination in 1957, tacknowledging he had been practicing for
years in good standing.
Everyone on the Board and at OHLA wish Mr. Smith well, and are confident
that he is receiving the guidance and assistance he needs to come back into
Oregon Board News - February 2011 http://www.nwstylist.com/board_news/2011/0211/0211_or_boa...
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3. compliance with the law so he can once again provide services to his loyal
customers in Sherwood.
I won't belabor the point about how it's the responsibility of each individual
with an authorization to practice to keep it current. Nor will I argue the merits
of requiring refresher examinations after three years in expired status.
Those requirements were established through a combination of decision-
making by industry peers in the cosmetology field who sit on the Board of
Cosmetology (along with the key public member position), OHLA, and
ultimately the Oregon State Legislature.
Is there a moral to this story? I don't know. But I do know that I applaud Edith
Overstreet, Dale Smith and the hundreds of other practitioners who continue
to practice in the four fields of cosmetology beyond the usual retirement age.
As Nin Dickinson stated in her e-mail, "The young stylists just starting out in
our industry sometimes forget the women and men who truly helped to
pioneer the craft."
Kraig Bohot is Public Information Officer at the Oregon Health Licensing Agency (OHLA), a
state consumer protection agency providing centralized regulatory oversight of multiple health
and related professions. He can be reached at (503) 373-1939 or at kraig.bohot@state.or.us.
Media Accuracy Watch:
Barber Not "Shut Down"
The Oregon Health Licensing Agency (OHLA) and Board of Cosmetology did
not "shut down" Sherwood barber Dale Smith due to his practitioner certificate
being found in expired status for more than three years, as some media
reports indicated last month.
"What we communicate during inspections is that until practitioners have met
the requirements of recertification, they are in violation of operating with an
expired practitioner's certification," says OHLA Regulatory Operations Division
Manager David Sparks. "We rarely would require a facility to close its doors,
and only if there was an immediate risk to public health and safety."
In fact, OHLA has closed only one facility since 1999, and that was not due to
any health or safety violation related to the practice of cosmetology, but
because the structure in which the facility was located was found structurally
unsafe by local building officials.
OHLA inspectors generally allow practitioners a reasonable amount of time to
resolve such licensing issues prior to citing them under Oregon Administrative
Rule (OAR) 817-090-0035(1), operating with an expired practitioner certificate.
The penalty for a first offense is $200, and for a second offense, $500.
For certificate holders who are sole practitioners in a facility, meeting the
recertification requirement would in effect force them to close during the time it
takes to take and pass both practical and written examinations.
Oregon Board News - February 2011 http://www.nwstylist.com/board_news/2011/0211/0211_or_boa...
3 of 5 1/15/16 12:12 AM
4. However, conceivably such sole practitioners could open on days when their
facilities are usually closed to make up for the time during a regular Monday
through Friday work week when they could take and pass both practical and
written examinations.
"We could have done a better job of communicating the inspection and
compliance process," says OHLA Public Information Officer Kraig Bohot.
"While we made clear the requirements for recertification, we didn't explicitly
refute the initial radio report."
Renewal Notices Sent as Courtesy
News reports also focused on whether or not a renewal notice was mailed.
Under OAR 331-030-0010(4), the agency may mail notice of expiration to the
authorization holder, sending the notice to the last known address on file.
However, the authorization holder is responsible for submitting a timely
application for renewal whether or not a renewal form was mailed by the
agency.
Did You Know...
As of January 21, 2011, there were 751 individuals certified to practice
barbering over the age of 65 in Oregon, out of a total of 4,651 certified in this
field of practice. Out of those 751, 34 are ages 80-84 and 15 are ages 85-89.
Shear Numbers
How many practitioners and facilities are active in Oregon? (Numbers in
parentheses +/- change from previous month.) According to Oregon Health
Licensing Agency (OHLA) records as of January 31, 2011:
Practitioners — 30,717 (+89)
Facilities — 4,767 (-6)
Independent contractors — 8,417 (+10)
Certificate of ID — 498 (+15)
Barbering — 4,657 (-17)
Esthetics — 13,224 (+62)
Hair Design — 21,301 (+74)
Nail Technology — 13,639 (-17)
Looking for past Board News? Visit the archives page.
Oregon Health Licensing Agency
700 Summer Street NE, Suite 320 • Salem, OR 97301-1287
Licensing Office (503) 378-8667 • Enforcement Unit (503) 378-4294
www.oregon.gov/OHLA
OHLA Agency Staff:
Randy Everitt, Director
David Sparks, Regulatory Division Manager
Board of Cosmetology:
Debora Masten, Salem - Chair
Oregon Board News - February 2011 http://www.nwstylist.com/board_news/2011/0211/0211_or_boa...
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