David N. Goldman presented on compliance training in turbulent economic times. He discussed how the poor economy increases employment law risks as unemployment rises and EEOC filings increase. Key developments include the Lilly Ledbetter Act, ADA amendments, and potential legislation like ENDA and EFCA. Training is important to establish defenses, mandated in some states, and reduces costs from lawsuits. Training must cover harassment, discrimination, and new laws to fully protect organizations.
Tuesday March 10, 2009 12:00PM Presentation presented by:
Matthew A. Steinberg & Richard Greenberg attorneys with the New York Office of Jackson Lewis LLP.
This document provides an overview of several key federal employment protection laws in the United States, including the Equal Pay Act of 1963, the Pregnancy Discrimination Act of 1978, the Civil Rights Act of 1991, and the Lilly Ledbetter Fair Pay Act of 2009. For each law, the document discusses the background, key components, observations, and provides an example lawsuit. The overall document aims to educate about important laws that protect employees from discrimination and help ensure equal treatment and pay.
Labor laws change with every administration, and as an employer, keeping up to date is a necessary burden. G. Mark Jodon of Littler Mendelson discusses what has happened and what can be expected during President Obama's administration in terms of labor and employment legislative and executive initiatives. He explores the administration's priorities from both a regulatory and a legislative perspective.
The President's Plan for Economic Growth and Deficit ReductionObama White House
The President's plan for economic growth and deficit reduction offers a balanced approach to get our fiscal house in order, based on the values of shared responsibility and shared sacrifice.
MBA 592 Paper - The Analysis of the Federal Minimum WageKenneth Moules
This document analyzes the federal minimum wage in the United States. It begins with an introduction outlining the importance of the minimum wage for low-income workers and an overview of what the federal minimum wage entails. It then discusses the history of the minimum wage, including its origins in the 1938 Fair Labor Standards Act which established the first minimum wage of $0.25 per hour. The document also examines two key Supreme Court cases and changes to the minimum wage over time and by region.
Sandy Aid For Houses of Worship Stalled - The Jewish Weekouadvocacy
The document summarizes efforts to pass legislation authorizing federal financial assistance for houses of worship damaged by Superstorm Sandy, which has been stalled in the Senate. Specifically:
1) The bill passed the House but has been bottled up in the Senate committee by the chairman, Sen. Tom Carper, who believes it is unconstitutional to provide federal funding to religious institutions like synagogues.
2) Supporters argue the Senate bill has been crafted to address constitutional concerns by clarifying that FEMA can provide assistance and explicitly prohibiting funding for religious portions of damaged buildings.
3) Passing the legislation is urgent as many houses of worship damaged by Sandy desperately need repairs but the issue faces constitutional objections in
The Equality Act 2010 brought together various pieces of UK anti-discrimination legislation and introduced some new provisions. It defines various types of unlawful discrimination including direct, indirect, harassment, and victimization. It also identifies protected characteristics such as age, disability, sex, race, and others that cannot be discriminated against. The Act aims to protect individuals from unfair treatment and promote a fairer society.
Tuesday March 10, 2009 12:00PM Presentation presented by:
Matthew A. Steinberg & Richard Greenberg attorneys with the New York Office of Jackson Lewis LLP.
This document provides an overview of several key federal employment protection laws in the United States, including the Equal Pay Act of 1963, the Pregnancy Discrimination Act of 1978, the Civil Rights Act of 1991, and the Lilly Ledbetter Fair Pay Act of 2009. For each law, the document discusses the background, key components, observations, and provides an example lawsuit. The overall document aims to educate about important laws that protect employees from discrimination and help ensure equal treatment and pay.
Labor laws change with every administration, and as an employer, keeping up to date is a necessary burden. G. Mark Jodon of Littler Mendelson discusses what has happened and what can be expected during President Obama's administration in terms of labor and employment legislative and executive initiatives. He explores the administration's priorities from both a regulatory and a legislative perspective.
The President's Plan for Economic Growth and Deficit ReductionObama White House
The President's plan for economic growth and deficit reduction offers a balanced approach to get our fiscal house in order, based on the values of shared responsibility and shared sacrifice.
MBA 592 Paper - The Analysis of the Federal Minimum WageKenneth Moules
This document analyzes the federal minimum wage in the United States. It begins with an introduction outlining the importance of the minimum wage for low-income workers and an overview of what the federal minimum wage entails. It then discusses the history of the minimum wage, including its origins in the 1938 Fair Labor Standards Act which established the first minimum wage of $0.25 per hour. The document also examines two key Supreme Court cases and changes to the minimum wage over time and by region.
Sandy Aid For Houses of Worship Stalled - The Jewish Weekouadvocacy
The document summarizes efforts to pass legislation authorizing federal financial assistance for houses of worship damaged by Superstorm Sandy, which has been stalled in the Senate. Specifically:
1) The bill passed the House but has been bottled up in the Senate committee by the chairman, Sen. Tom Carper, who believes it is unconstitutional to provide federal funding to religious institutions like synagogues.
2) Supporters argue the Senate bill has been crafted to address constitutional concerns by clarifying that FEMA can provide assistance and explicitly prohibiting funding for religious portions of damaged buildings.
3) Passing the legislation is urgent as many houses of worship damaged by Sandy desperately need repairs but the issue faces constitutional objections in
The Equality Act 2010 brought together various pieces of UK anti-discrimination legislation and introduced some new provisions. It defines various types of unlawful discrimination including direct, indirect, harassment, and victimization. It also identifies protected characteristics such as age, disability, sex, race, and others that cannot be discriminated against. The Act aims to protect individuals from unfair treatment and promote a fairer society.
The document summarizes key employment law issues and strategies for organizations under the Obama administration. It discusses the Employee Free Choice Act (EFCA), which would eliminate secret ballot union elections and allow unions to be recognized solely through card checks. It outlines potential EFCA compromises being discussed and increased penalties for labor violations. It also covers new developments like the Lilly Ledbetter Fair Pay Act, possible new legislation, and EEOC guidance on issues like health risk assessments and caregiver discrimination. Employers are advised to review compensation practices, communicate with employees, and train managers to prepare for these changes.
This document discusses the history and future of public sector bargaining and unions in the United States. It traces the rise of unions from the 1930s in response to poor working conditions, through the growth of collective bargaining laws and public sector unions. However, it argues that public sector unions now have fundamental flaws, as they are not subject to the same market forces as private sector unions. It claims that unsustainable pension and benefit costs are being driven higher through political lobbying by powerful unions. The future of public sector bargaining is uncertain as these costs grow rapidly and place major strains on government budgets.
The Equality Act 2010 harmonizes UK discrimination law and strengthens protections against discrimination. It introduces new protected characteristics like gender reassignment and pregnancy/maternity. Public bodies must now consider socio-economic inequalities in strategic decisions. The Act also widens the definitions of direct and indirect discrimination and expands protections outside of work.
The document covers many important topics such as:
1) Unethical workplace behaviors include lying, theft, and discrimination which should be documented and reported.
2) Laws establish minimum wage, family leave, and prohibit discrimination based on characteristics like gender or disability.
3) Sexual harassment can include unwanted advances or hostile environments and should be reported to supervisors or EEOC.
Employment law covers areas related to employees, employers, employment, and workers compensation at both the federal and state levels. It includes employment discrimination, harassment, disability accommodations, restrictive covenants, severance agreements, FMLA compliance, unemployment benefits, wage and hour issues, HR policies, and disciplinary issues. Employees are protected by rights including fair compensation, a safe workplace, and freedom from discrimination and retaliation. Many employment lawyers will work on a contingency basis for employees who cannot afford legal services, while employers are often charged hourly or flat fees depending on the complexity of the case.
Presentation by John X Kelly from JISC Legal given at the "Equality and Diversity: promoting good practice in library work" course on the 17th November 2009.
Discusses, amongst other things, how the public sector should use it's buying power to ensure that it plays it's part in reducing inequality, especially in employment opportunities.
This document summarizes research on the Earned Income Tax Credit (EITC) program in the United States. It discusses how the EITC has grown to be the largest welfare program, providing $78 billion in 2011. While the EITC encourages single mothers to enter the workforce, its effect on hours worked is unclear, with some studies finding no change and others a small decrease. The document reviews literature showing the EITC increases labor force participation but has mixed effects on hours worked. It also discusses how individuals' understanding of the EITC schedule impacts earnings and how more research is needed to fully understand the EITC's effects on pre-tax income.
Introduction to Employment Law for Sussex CIPD - 10 October 2019Pure Employment Law
Our presentation to Sussex CIPD covering the main concepts of UK employment law, including contracts of employment, employment status, disciplinary and grievance issues, unfair dismissal and discrimination.
The Equality Act 2010 is the most significant overhaul of equality legislation in the UK. It aims to simplify and strengthen discrimination law. The Act consolidates and replaces most previous equality legislation with a single Act. It introduces new protected characteristics and definitions of discrimination. Key areas like employment, services and public functions, and education are covered. The implementation of the Act will take place gradually through 2013, with some provisions coming into force in October 2010 and others being rolled out later. Some aspects of the Act have already proved contentious.
The newsletter provides information about an upcoming monthly meeting of the Baldwin County Society for Human Resources Management (BCSHRM) featuring a speaker on hot topics in HR. It also lists future meeting topics and speakers for the remainder of 2011. Additionally, it provides information on sponsorship and membership opportunities for BCSHRM as well as a new member referral program. The newsletter encourages members to volunteer for the 2012 BCSHRM board and shares news items on the EEOC exploring changes to employer use of criminal background checks and new requirements for health plans to cover birth control.
An essential guide to UK employment law for everyone involved in managing people.
It covers contracts of employment, employment rights, pay and hours, holidays, family matters, flexible working, trades unions, equality and discrimination, changing terms and conditions, dismissal, discipline and grievance, redundancy, redundancy payments, consultation, employment tribunals, and collective labour law.
The document summarizes the White House Forum on Health Reform held on March 5, 2009 in Washington D.C. It includes introductory remarks from President Barack Obama where he stresses the need for health care reform to lower costs and expand coverage. The forum brought together various stakeholders to discuss solutions. Breakout sessions addressed confronting issues like costs, quality, and expanding coverage. The goal is to enact comprehensive reform by the end of the year through an open and transparent process.
The document discusses changes to equal employment rights since the passage of laws protecting employees from workplace discrimination based on attributes such as race, gender and religion. Statistics show discrimination complaints decreased until 2000 but have risen since, and monetary settlements have increased to $72.1 million in 2009, indicating more work is still needed to ensure fair hiring practices. The Equal Employment Act helped minorities facing discrimination obtain jobs and stay out of poverty and crime.
The document summarizes unemployment insurance (UI) benefits. It explains that UI is funded by payroll taxes paid by employers and provides temporary income support to eligible unemployed workers. It also discusses efforts by the National Employment Law Project (NELP) and UnemployedWorkers.org to advocate for extending UI benefits during recessions to help unemployed individuals and stimulate the economy.
The document provides details of a Southwest California Legislative Council meeting agenda and minutes. The agenda lists legislative items to be discussed, including bills related to taxation, healthcare, the environment, and other topics. During the meeting, council members discussed and took positions on the legislative items, with most bills receiving an "oppose" position.
The summary discusses the key topics and events from the 57th Annual Siouxland/Washington Conference held from April 11-14, 2011. It includes meetings with various Congress members to discuss priority issues such as the federal deficit, energy, transportation funding, and tax policy. Presentations were given on transportation reauthorization, regional innovation clusters, and economic development programs. Site visits included a tour of the U.S. Supreme Court and briefings from HUD, SBA, and EDA on collaborative funding opportunities.
A wrap-up of our 2021 legislative session with special guests California state Senator Melissa Melendez and U.S. Chamber Western Region V.P. Jennings Immel
The purpose of the webinar was to better understand the importance of federal budget advocacy.
The slides touch the principles of deficit reduction and our shared messaging strategy. The slides also connect you to resources to frame the conversations that need to happen in our communities and with lawmakers in the coming months.
Unemployment benefits the essentials draft october 11 2010Charles Lenchner
This document provides information about unemployment insurance benefits. It discusses who is eligible for benefits, how benefits are determined and funded, and how the unemployment system changes during recessions. It also outlines the roles of the National Employment Law Project and UnemployedWorkers.org in advocating for extended unemployment benefits during difficult economic times.
El documento repite continuamente la frase "FESTA DE N.SRA.DO DESTERRO OUTEIRO REDONDO" más de 200 veces, lo que indica que se trata de una descripción repetitiva de una fiesta religiosa dedicada a Nuestra Señora del Desterro que tiene lugar en Outeiro Redondo.
The document summarizes key employment law issues and strategies for organizations under the Obama administration. It discusses the Employee Free Choice Act (EFCA), which would eliminate secret ballot union elections and allow unions to be recognized solely through card checks. It outlines potential EFCA compromises being discussed and increased penalties for labor violations. It also covers new developments like the Lilly Ledbetter Fair Pay Act, possible new legislation, and EEOC guidance on issues like health risk assessments and caregiver discrimination. Employers are advised to review compensation practices, communicate with employees, and train managers to prepare for these changes.
This document discusses the history and future of public sector bargaining and unions in the United States. It traces the rise of unions from the 1930s in response to poor working conditions, through the growth of collective bargaining laws and public sector unions. However, it argues that public sector unions now have fundamental flaws, as they are not subject to the same market forces as private sector unions. It claims that unsustainable pension and benefit costs are being driven higher through political lobbying by powerful unions. The future of public sector bargaining is uncertain as these costs grow rapidly and place major strains on government budgets.
The Equality Act 2010 harmonizes UK discrimination law and strengthens protections against discrimination. It introduces new protected characteristics like gender reassignment and pregnancy/maternity. Public bodies must now consider socio-economic inequalities in strategic decisions. The Act also widens the definitions of direct and indirect discrimination and expands protections outside of work.
The document covers many important topics such as:
1) Unethical workplace behaviors include lying, theft, and discrimination which should be documented and reported.
2) Laws establish minimum wage, family leave, and prohibit discrimination based on characteristics like gender or disability.
3) Sexual harassment can include unwanted advances or hostile environments and should be reported to supervisors or EEOC.
Employment law covers areas related to employees, employers, employment, and workers compensation at both the federal and state levels. It includes employment discrimination, harassment, disability accommodations, restrictive covenants, severance agreements, FMLA compliance, unemployment benefits, wage and hour issues, HR policies, and disciplinary issues. Employees are protected by rights including fair compensation, a safe workplace, and freedom from discrimination and retaliation. Many employment lawyers will work on a contingency basis for employees who cannot afford legal services, while employers are often charged hourly or flat fees depending on the complexity of the case.
Presentation by John X Kelly from JISC Legal given at the "Equality and Diversity: promoting good practice in library work" course on the 17th November 2009.
Discusses, amongst other things, how the public sector should use it's buying power to ensure that it plays it's part in reducing inequality, especially in employment opportunities.
This document summarizes research on the Earned Income Tax Credit (EITC) program in the United States. It discusses how the EITC has grown to be the largest welfare program, providing $78 billion in 2011. While the EITC encourages single mothers to enter the workforce, its effect on hours worked is unclear, with some studies finding no change and others a small decrease. The document reviews literature showing the EITC increases labor force participation but has mixed effects on hours worked. It also discusses how individuals' understanding of the EITC schedule impacts earnings and how more research is needed to fully understand the EITC's effects on pre-tax income.
Introduction to Employment Law for Sussex CIPD - 10 October 2019Pure Employment Law
Our presentation to Sussex CIPD covering the main concepts of UK employment law, including contracts of employment, employment status, disciplinary and grievance issues, unfair dismissal and discrimination.
The Equality Act 2010 is the most significant overhaul of equality legislation in the UK. It aims to simplify and strengthen discrimination law. The Act consolidates and replaces most previous equality legislation with a single Act. It introduces new protected characteristics and definitions of discrimination. Key areas like employment, services and public functions, and education are covered. The implementation of the Act will take place gradually through 2013, with some provisions coming into force in October 2010 and others being rolled out later. Some aspects of the Act have already proved contentious.
The newsletter provides information about an upcoming monthly meeting of the Baldwin County Society for Human Resources Management (BCSHRM) featuring a speaker on hot topics in HR. It also lists future meeting topics and speakers for the remainder of 2011. Additionally, it provides information on sponsorship and membership opportunities for BCSHRM as well as a new member referral program. The newsletter encourages members to volunteer for the 2012 BCSHRM board and shares news items on the EEOC exploring changes to employer use of criminal background checks and new requirements for health plans to cover birth control.
An essential guide to UK employment law for everyone involved in managing people.
It covers contracts of employment, employment rights, pay and hours, holidays, family matters, flexible working, trades unions, equality and discrimination, changing terms and conditions, dismissal, discipline and grievance, redundancy, redundancy payments, consultation, employment tribunals, and collective labour law.
The document summarizes the White House Forum on Health Reform held on March 5, 2009 in Washington D.C. It includes introductory remarks from President Barack Obama where he stresses the need for health care reform to lower costs and expand coverage. The forum brought together various stakeholders to discuss solutions. Breakout sessions addressed confronting issues like costs, quality, and expanding coverage. The goal is to enact comprehensive reform by the end of the year through an open and transparent process.
The document discusses changes to equal employment rights since the passage of laws protecting employees from workplace discrimination based on attributes such as race, gender and religion. Statistics show discrimination complaints decreased until 2000 but have risen since, and monetary settlements have increased to $72.1 million in 2009, indicating more work is still needed to ensure fair hiring practices. The Equal Employment Act helped minorities facing discrimination obtain jobs and stay out of poverty and crime.
The document summarizes unemployment insurance (UI) benefits. It explains that UI is funded by payroll taxes paid by employers and provides temporary income support to eligible unemployed workers. It also discusses efforts by the National Employment Law Project (NELP) and UnemployedWorkers.org to advocate for extending UI benefits during recessions to help unemployed individuals and stimulate the economy.
The document provides details of a Southwest California Legislative Council meeting agenda and minutes. The agenda lists legislative items to be discussed, including bills related to taxation, healthcare, the environment, and other topics. During the meeting, council members discussed and took positions on the legislative items, with most bills receiving an "oppose" position.
The summary discusses the key topics and events from the 57th Annual Siouxland/Washington Conference held from April 11-14, 2011. It includes meetings with various Congress members to discuss priority issues such as the federal deficit, energy, transportation funding, and tax policy. Presentations were given on transportation reauthorization, regional innovation clusters, and economic development programs. Site visits included a tour of the U.S. Supreme Court and briefings from HUD, SBA, and EDA on collaborative funding opportunities.
A wrap-up of our 2021 legislative session with special guests California state Senator Melissa Melendez and U.S. Chamber Western Region V.P. Jennings Immel
The purpose of the webinar was to better understand the importance of federal budget advocacy.
The slides touch the principles of deficit reduction and our shared messaging strategy. The slides also connect you to resources to frame the conversations that need to happen in our communities and with lawmakers in the coming months.
Unemployment benefits the essentials draft october 11 2010Charles Lenchner
This document provides information about unemployment insurance benefits. It discusses who is eligible for benefits, how benefits are determined and funded, and how the unemployment system changes during recessions. It also outlines the roles of the National Employment Law Project and UnemployedWorkers.org in advocating for extended unemployment benefits during difficult economic times.
El documento repite continuamente la frase "FESTA DE N.SRA.DO DESTERRO OUTEIRO REDONDO" más de 200 veces, lo que indica que se trata de una descripción repetitiva de una fiesta religiosa dedicada a Nuestra Señora del Desterro que tiene lugar en Outeiro Redondo.
This document is a price list for products from Deltron including accessories, Asterisk components, and Blu-ray devices. It contains over 100 products organized by category/code with information on stock levels, prices in US dollars, freight costs, warranty and brand for each item. The prices do not include taxes and the exchange rate shown is 2.610.
The document summarizes Dell's review of opportunities to become an official sponsor of the 2010 Vancouver Winter Olympics. It includes information on branding research, media partners, sustainability efforts, IT requirements, hospitality rights, and an overview of potential product, services and sponsorship contributions Dell could provide. Next steps identified are to assess conflicts with another sponsor, complete valuations, determine additional costs, and socialize the opportunity for a go/no-go decision.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
Sponsorship Report for Athens 2004 Olympic GamesJHA Marketing
This report on sponsorship results from the Athens 2004 Olympic Games was useful when I was managing corporate sponsorships for Dell, and we were considering sponsorship of the Vancouver 2010 Winter Games. In the end, Dell did not sponsor the Vancouver Games.
Vancouver Olympic co-promotions examplesJHA Marketing
The document provides details on several co-promotion programs between Olympic partners and other brands during various Olympic Games. The promotions included sweepstakes to win prizes by purchasing promoted products from partners like GE, Home Depot, Kodak, Anheuser-Busch, Chevrolet, Panasonic, and Roots. Other promotions included a limited edition Lenovo/Coke co-branded laptop in China and a Bank of China credit card co-branded with Visa and Air China for the Beijing 2008 Games.
This document provides an analysis of Formula 1 teams' use of social media in February 2014. It finds that while higher budget teams do not necessarily use the most social media channels, all teams utilize Facebook, Twitter, YouTube and LinkedIn. Ferrari leads most metrics due to including its production car business, but Red Bull, McLaren and Mercedes also rank highly. The analysis shows variations between teams in their adoption and use of different social media platforms to engage fans.
Outstanding research from a few years ago on Formula 1 - level of interest globally, in comparison to other sports, image, and positioning of the sadly departed BMW Sauber F1 team. If you like motorsport, sponsorship or the business of sport, you'll likely find this very interesting!
SQL Server Reporting Services (SSRS) is a platform for developing, managing, and viewing reports. It includes tools for report development, a report server for management and viewing, and integrates with SharePoint. SSRS uses a multi-tier architecture with data, application, and server tiers. The server tier includes processor components that handle report execution and delivery. SSRS supports the full reporting lifecycle from development through management to user access.
This document provides an overview of SQL programming. It covers the history of SQL and SQL Server, SQL fundamentals including database design principles like normalization, and key SQL statements like SELECT, JOIN, UNION and stored procedures. It also discusses database objects, transactions, and SQL Server architecture concepts like connections. The document is intended as a training guide, walking through concepts and providing examples to explain SQL programming techniques.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
Este documento presenta los resultados de las votaciones para candidatos a regidores en varios distritos municipales de República Dominicana para el Partido Revolucionario Dominicano. Proporciona el nombre de cada candidato, el número de votos válidos recibidos y su porcentaje del total de votos en cada categoría de género (general, mujeres y juventud).
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 Equality Act 2010 consolidates and streamlines various pieces of anti-discrimination legislation into a single act. It aims to protect individuals from discrimination on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. The Act prohibits discrimination in employment, education, access to goods and services, housing, and transport. However, discrimination still exists in practice due to factors like stereotypes in media and education as well as difficulties enforcing the law.
Federal and state laws govern employment discrimination and protect various groups. In 2011, over 99,000 discrimination charges were filed with the EEOC, primarily for race, sex, disability and age discrimination. The costs of settling class action discrimination lawsuits has increased dramatically, with the top 10 settlements in 2010 totaling over $346 million. Both the ADA Amendments Act and the Genetic Information Non-Discrimination Act were passed to broaden protections, with the latter prohibiting the use of genetic information in employment decisions. Individual states also have their own discrimination laws that may provide additional protected classes or differ in procedures and interpretations compared to federal law.
The document provides an overview of state legislative activities in 2009 related to issues that affect the construction industry. Some key points:
- State budgets faced large deficits as revenues declined, which will dominate 2010 legislative sessions.
- 38 states considered legislation related to the proposed Employee Free Choice Act. Five states and two chambers passed measures opposing it.
- Only three states passed bills on hiring undocumented workers, with most states less active on immigration in 2009.
- 36 states debated independent contractor classification issues due to concerns about misclassification and ensuring worker protections.
- Organized labor pushed to expand prevailing wage laws but were defeated in Iowa and Colorado. New Mexico tied rates to union contracts.
- 16 states debated project labor agreement
The document provides an overview of state legislative activities in 2009 related to issues that affect the construction industry. Some key points:
- State budgets faced large deficits as revenues declined, which will dominate 2010 legislative sessions.
- 38 states considered legislation related to the proposed Employee Free Choice Act. Five states and two chambers passed measures opposing it.
- Only three states passed bills on hiring undocumented workers, with most states less active on immigration in 2009.
- 36 states examined independent contractor classifications and their tax implications. Several tightened requirements.
- Organized labor pushed to expand prevailing wage laws but were blocked in Iowa and Colorado. New Mexico tied rates to union contracts.
- 16 states debated project labor agreement issues, with
The document discusses several key policy issues that may be addressed by the new Congress and Obama administration, including the economy, wars, health care reform, and labor issues. It outlines President Obama's priorities of passing an economic stimulus package and addressing the wars in Iraq and Afghanistan. It also summarizes proposed legislation on equal pay, labor relations, workplace flexibility, immigration, and health care reform.
Ada social security impacts with disability(spring lyecum fair 2009) (2)NWCLS-CONSULTANTS
The American Disability Act protects people with disabilities from discrimination. It prohibits discrimination in employment, public services, transportation, and public accommodations. The original ADA signed in 1990 contained five titles addressing these areas. It has since been amended to expand protections after some Supreme Court rulings narrowed the definition of disability. The amendment clarified that disabilities should be interpreted broadly and that people cannot be fired if they become disabled on the job. Over 48 million Americans receive Social Security benefits or Supplemental Security Income (SSI) due to disabilities or as dependents of disabled individuals. The disability determination and appeals process can take 1.5-3 years to complete as an individual must prove the extent of their disabilities.
Response one PADM-05 Mortgage interest rates are expected to ri.docxronak56
Response one PADM-05
Mortgage interest rates are expected to rise considerably in 2018. If the economy grows too fast, The Federal Reserve will have to raise interest rates faster than expected. That could make borrowing money more expensive. If that happens, the likelihood of a recession increases. Not only would this drive up interest rates, but reduce private sector investments and diminish the country's creditworthiness. When inflation is too low, it can hurt the economy. Businesses get queasy about investing in people and equipment. If prices don't rise, wages don't either. But out-of-control inflation can also be harmful. As I see it, the current fiscal path is unsustainable. The Republican tax cuts could not come at a worse time, and I think it will hasten inflation and prematurely bring a recession.
The effectiveness of mortgage interest rates rising is in my opinion, is nonexistent. It is like a dog chasing its own tail. With the passage of the tax reform bill, which essentially lowered the income tax rate, the Federal Reserve raised or is raising mortgage interest rates. So, this essentially takes the money that was saved by paying lower income tax and essentially puts it toward paying the cost associated with a higher mortgage. True, not everyone owns a home. But if you plan to buy one, this will make it considerably more expensive. The efficiency of raising mortgage interest rates is has both equal value and detriment. Keeping mortgage rates low allows more people to afford housing, stimulating the economy. By raising interest rates, the cost of owning a home is more and less people purchase homes, which is a key sign of inflation. Either way, I believe the policy on raising or lowering mortgage interest rates is ethical - the entire point is to maintain a healthy, balanced economy. The equity, or measure of fairness, depends largely on who stands to gain the most. In the case of our current economy, it's without question that that the restructuring of our tax code largely benefits the ultra wealthy. Had the entire country benefited equally from the tax reforms, then it would have been more equitable. The 2018 tax reform brought little political feasibility, as both political parties were at opposite ends of the restructure. Nonetheless, a compromise was reached. There was little social acceptability or public acceptance from this policy change, and many will end up paying considerably more tax because of it. I believe the administrative feasibility caught citizens off guard. I knew little to nothing of the tax reform until it actually happened. Whatever the case, the government reluctantly came together and enacted the policy. I do not know how technical feasibility plays into all of this, but I could only assume that the Federal Reserve had considerable reservations about the policy due to the fact that inflation will likely rise and mortgage interest rates will go up just because of it.
Links: https://www.express.co.uk/ ...
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.
The document provides steps for writing an essay for college through an online service called HelpWriting.net. It outlines 5 steps: 1) Create an account and provide contact details; 2) Complete an order form with instructions, sources, and deadline; 3) Review bids from writers and select one; 4) Review the completed paper and authorize payment; 5) Request revisions to ensure satisfaction and get a refund if plagiarized. The service aims to provide original, high-quality content to meet student needs.
Is your Employer’s Reorganization a Latent Form of “Age” Discrimination?Ethan Burger
The Federal and most state governments prohibit employers from discriminating against individuals above age 40 in the hiring, promotion and retirement process. Many employers and employees do not understand the law in this area. Frequently, reductions in force and reorganizations have the effect of violating laws prohibiting age discrimination.
COMPLIMENTARY WEBCAST: SUPREME COURT RULING ON DOMARubin Torrez
PLEASE JOIN THE WILLIS HUMAN CAPITAL PRACTICE FOR THIS COMPLIMENTARY WEBCAST AS OUR NATIONAL LEGAL & RESEARCH GROUP REVIEWS CRITICAL ISSUES AND ACTION...
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.
This document discusses equal pay rights for women under federal law. It notes that when women are not paid fairly, their families also suffer financially. It provides an overview of key laws like the Equal Pay Act, Title VII of the Civil Rights Act, and Executive Order 11246, which prohibit pay discrimination based on sex and require equal pay for equal work. The document advises women on actions they can take if they believe they are experiencing compensation discrimination, such as keeping records, filing complaints with enforcement agencies, and obtaining legal assistance if needed.
The document discusses the history and development of labor unions in the United States from the colonial period through modern times. It covers key events and legislation that impacted unions such as the Great Depression, World War II, the Taft-Hartley Act. The document also examines topics related to employment, wages, gender pay differences, and minimum wage.
Similar to Training In Turbulent Times July 2009 (17)
1. LITTLER MENDELSON, P.C.
Compliance Training in
Turbulent Times:
How to Protect Your Organization
on a Shrinking Budget
2. presented by:
David N. Goldman, Esq.
Shareholder
Littler Learning Group (LLG)
Littler Mendelson, P.C.
San Francisco Office
3. Today’s Agenda
1. How Our Turbulent Economy
Shapes Employment Law
Risk
2. Critical Employment Law
Developments
3. Protecting the Bottom Line
With Compliance Training
5. Risk Exposure in a Down Economy
The economy will shape
your risk profile in 2009.
Every 1.5% increase in
unemployment drives
a ~21% increase in
employment lawsuit
filings.
Source: The Changing Nature of Employment
Discrimination Litigation, 43 Stan. Law. Rev.
983 (1991).
6. The Unemployment Rate Soars
More than 1 year of straight
job losses.
?
? – 4.4 million jobs lost since 2007.
8.5% is highest rate in 25 yrs.
– Up 3.8% in the past 15
8.5% months.
8.1%
– Rates often higher for
5.8% minorities.
5.8%
www.BLS.gov
National rate could hit 9.4%+
or higher and remain high
through 2011.
9. Average
Wage & Hour Settlements
$8.6 Million
$19 Million
$29 Million
$24.4 Million
$24 Million
10. Impact on Your Business
Every additional claim hits your budget hard:
– Average defense costs for single plaintiff
discrimination lawsuit can cost $250K+ through
trial.
Source: Littler Mendelson
Average Discrimination Jury Verdicts:
– Age: $250,500
– Sex-based: $200,000
– Disability: $217,000
– Race: $172,500
– Retaliation: $200,000
Employment Practice Liability:
Jury Awards Trends & Statistics, 2008 Ed.
12. Ending “Wage Theft”
• President Obama is committed
to pay equity and fairness.
• Key component of the economic stimulus
plan: fight “wage theft.”
• Obama increases DOL budget by $600M
for 2010; Wage and Hour enforcement
a key focus.
• Combined with key appointments
to lead the charge of defending
American workers.
• Hilda Solis: Head of the Department
of Labor.
13. Lilly Ledbetter Fair Pay Act – 1/09
“It’s fitting that with the very
first bill I sign — the Lilly
Ledbetter Fair Pay Act —
we are upholding
one of the nation’s first
principles: that we are all
created equal and each
deserve a chance to
pursue our own version
of happiness.”
Jan 2009: Obama Comments at Signing Ceremony
14. Advancing Equal Pay
• Reverses 2007
U.S. Supreme Court
Decision.
• Reinstates the
“paycheck rule,”
resetting the statute
of limitations for
filing a wage claim
each time the
aggrieved employee
gets a paycheck.
15. Major Legislative Action
Already Here:
– (ADAAA) Americans with
Disabilities Amendments Act
– (GINA) Genetic Information
Non-Disclosure Act
– (FMLA) Family Medical Leave
Act Regulations
Expected Soon:
– (ENDA) Employment Non-
Discrimination Act
– (EFCA) Employee Free Choice
Act – or something similar
16. The ADA:
Sweeping Changes
• The ADA Amendments Act of 2008:
– Effective Jan. 1, 2009.
• Most significant changes:
– Disability to be interpreted broadly.
– Most mitigating measures cannot be considered.
– Expansion of who is perceived/regarded
as disabled.
– Major Life Activities expanded.
• “EEOC Getting More Aggressive in Pursuing
Disability Claims” National Law Journal
6.30.09
• Trend Watch:
– Increased litigation – with cases tougher to
defend.
– Age/Disability cases.
17. Genetic Information
Nondiscrimination Act (GINA)
Title II of GINA (effective Nov.
2009) is most relevant for
employers:
– Cannot discriminate against someone
on basis of genetic information.
– Cannot intentionally acquire genetic
information except under specific
circumstances.
– Imposes very strict confidentiality
protections for genetic information,
which can be revealed only when
permitted by statute.
– Prohibits retaliation.
18. The New FMLA Regulations
The regulations are too extensive
to discuss today, but include:
• Changes to both general
and specific employer notice
obligations.
• Changes to employee notice
obligations.
• New guidance/rights relating
to managing intermittent leave.
• Clarification on denying leave.
• New forms.
19. Employment
Non-Discrimination Act
Most recently passed by
House of Representatives
in November 2007.
– This version applied
only to sexual orientation.
– Gender identity was removed.
Expect to see it re-
introduced in 2009.
21. National Protection
Could Be on Its Way
Employment Non-Discrimination Act
of 2009 (H.R. 2981), a bill that would create
comprehensive employment anti-discrimination
protections for individuals based on their
sexual orientation or gender identity was
introduced in the House on June 28, 2009
22. EEO Investigations
Under the Spotlight
An employee accused of harassment was fired by the employer after
an investigation.
According to the alleged harasser, his employer made minimal, if any,
efforts to verify the accusations against him.
His supervisor stated: "I really don't have any choice. Michelle [the
alleged victim of harassment] knows a lot of attorneys; I'm afraid she'll
sue me. And besides you probably did what she said you did because
you're male and nobody would believe you anyway."
The alleged harasser sued under Title VII, arguing that his supervisor's
statement was evidence that impermissible "sex stereotyping" (i.e. that
men have a propensity to engage in sexual harassment) played a role
in the decision to terminate his employment.
And the court allowed the claim to go forward!
Sassaman v. Gamache (2ND Cir 2009)
23. EEO Claims Continue to Evolve
Expanded definition of retaliation
(USSC - Jan 2009).
Sexual favoritism.
Religion & National Origin:
– Patriotism.
– Terrorism.
– Immigration.
Pregnancy Discrimination, Family
Responsibility Discrimination (FRD).
Bullying.
24. The Employee Free Choice Act
In its original form:
– Eliminates secret-ballot elections.
Unions can use “card check” process –
50%+1.
– Arbitrators have power to impose
contract terms (1st contracts) if employer
and union unable to agree.
03/09: EFCA reintroduced.
– 03/09: Obama tells AFL-CIO it will pass,
and he supports it.
Passage in current form is not assured.
Original support is wavering.
03/25/09: New compromise versions
being floated, including the “Third Way”
proposal.
26. The Law of Training – EEO Rules
There are many types of
compliance training – all of
which can add value to your
organization …
BUT
EEO / anti-discrimination
training is the only true
mandatory training subject that
impacts all employers, across
all industries, and is most
critical during a downturn.
27. The Law of Training
Training may be legally mandated.
Training may be necessary to
establish affirmative defenses.
Training makes good business
sense:
– Reduces mistakes and errors.
– The best policies are useless if
employees don’t understand them.
– Training gives your employees the tools
they need to become compliance allies.
28. California Mandatory Training –
AB 1825
Requires employers who do business in
California, and who have more than 50
employees, to provide 2 hours of high quality,
“interactive” harassment training to all
supervisors.
Every 2 years; 2009 is a “re-train” year.
Not just sexual harassment.
No cap on penalties.
Benchmark training law. AB 1825’s detailed
and rigorous regulations are influencing
compliance training across
the country.
a
29. U.S. Supreme Court
Mandatory Training Guidelines
Faragher and Ellerth (1998); Kolstad (1999)
• Train all employees on harassment
prevention periodically.
• Train all managers on discrimination
prevention, periodically.
• Distributing policies is not training.
• Evidence of training may provide:
• Defense to liability.
• Defense to punitive damages.
30. And More Federal Guidelines…
1999 EEOC Guidelines specifically direct that employers
train employees and managers on harassment prevention.
EEOC consent decrees routinely mandate periodic
anti-discrimination training.
31. The Impact of a
“Mandatory Guideline”
“[L]eaving managers in ignorance of
the basic features of [employment]
laws is an ‘extraordinary mistake’
for a company to make, and a jury
can find that such an extraordinary
mistake amounts to reckless
indifference.”
Mathis v. Phillips Chevrolet, Inc.,
7th Cir. 10/15/01
32. Harassment Training is Not Enough
Harassment training DOES NOT protect
you if you’re sued for a different form of
discrimination – like race.
You must train on both harassment and
discrimination.
You must cover all protected classes:
– Race/Color.
– Gender/Sex.
– Religion.
– Disability.
– Etc.
You must cover new legal developments –
e.g. retaliation.
33. Policies are Not Training
U.S. Ct. denied review on
10/08/08.
Employee claimed he had
been denied a reasonable
accommodation.
Alleged that managers did not
handle his request properly.
Jury agreed and awarded
the plaintiff:
– $8,000 in compensatory damages.
– $100,000 in punitive damages.
34. Bad (Uneducated) Managers
Drive Litigation
Good/fair managers are less likely to
be sued. And if sued, less likely to
be subject to punitive damages.
Survey of unemployed people who
had been terminated found that:
– Only 4% of those who thought
termination was fair sued.
– While 90% who felt mistreated either
sued or considered it.
Source: Dr. Joni Johnston, Why Jurors Fire
Back During Wrongful Termination
Lawsuits, Nov. 24, 2003
35. Training Pays Off
Preventing even one claim a year
pays for your training.
– Independent ROI study conducted by
Littler client: Basic EEO / HR training
tied to annual hard cost savings of
$2.2 million.
Training decreases the settlement
value of tough cases.
Training can help an organization
avoid/reduce a punitive damage
award.
36. The Power of Training
8th Circuit Court of Appeals held
that punitive damage award was
not appropriate because the
employer demonstrated good
faith, which included requiring
supervisors to go through
harassment training.
Dominic v. DeVilbiss Air Power Co.,
8th Cir. No. 06-3236 (July 20, 2007)
37. EEO Investigations
Under the Spotlight
“Whoever conducts the investigation
should be well trained in the skills that
are required for interviewing witnesses
and evaluating credibility.”
(Equal Employment Opportunity Commission,
Enforcement Guidance: Vicarious Employer
Liability for Unlawful Harassment by
Supervisors (6/18/99).
38. Choosing Not to Train
is Expensive
Bains v. ARCO Prods. Co., 405 F.3d 764
(9th Cir., 2005). Plaintiffs were originally
awarded $1 in compensatory damages and
$5 million in punitive damages for failing to
train on harassment.
Swinton v. Potomac Corporation., 270 F.3d
794 (9th Cir., 2001). Lack of manager training
justified a punitive damage award of $1 million
in a single plaintiff case. Having a policy alone
is not sufficient.
Godinet v. Management and Training Corp.,
2003 C10 16 (USCA10, 2003). Punitive
damage awarded based in large part on failure
to train.
39. Wage Training
Can Save You Millions
DOL: 70% + of employers are out
of compliance with Wage and Hour
Law.
Virtually every organization has a
target on its back.
The only way to limit exposure is:
– Get it right from the start.
– Build a good faith defense that
can limit liquidated (double) damages and
3rd year back wages for willful violations.
– Wage and hour training helps you
do both.
42. Thank You
David N. Goldman, Esq.
Shareholder
Littler Learning Group (LLG)
Littler Mendelson, P.C.
San Francisco Office
DGoldman@littler.com
415.439.6280
COPYRIGHT 2009, LITTLER MENDELSON, P.C.