Applications are open to volunteer on our paratransit appeals panel! The Met Council facilitates an appeal process for individuals who have either been denied eligibility for Metro Mobility or those whose Metro Mobility service has been suspended due to conduct or “no-show” violations. We are seeking individuals who have a professional background in working with people with disabilities to volunteer to serve on a three-person panel for these appeals. Applying to be in the database does not commit you to serving on a panel. When a hearing is needed, we will reach out to individuals in the database who may be a good fit for that panel based on the disability of the particular appellant. Apply here: https://lnkd.in/gkpw5aqm For our initial review period, please apply by October 1. However, applications are reviewed and accepted on a rolling basis throughout the year.
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The right of employees to be free from discrimination in their compensation is protected under several federal laws. For example, the Equal Pay Act requires that men and women be given equal pay for equal work in the same establishment. Compliance is crucial - download a checklist for complying with this act: ➡️https://ow.ly/sG2s50QZZzZ Keep in mind that states also have state-specific laws. ASE members can access the CCH or Zywave libraries to compare laws by state and ensure compliance in the states they do work. Access the libraries in the ASE Member Dashboard: https://ow.ly/LwLg50QZZA3
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Fighting For Federal Employees In The Workplace | Managing Partner At The Law Office of Justin Schnitzer | Helped Recover Millions For Our Clients
I find it suspicious that the Postal Service makes its employees file complaints by mail. Especially considering they’re the only federal agency to do so – Most agencies allow you to submit via email. My most generous explanation would be that they’re just trying to stay relevant, 😅 But I do also wonder if it could be considered fraud, waste, or abuse? What do you think? Should the process for submitting complaints be standardized across all federal agencies? ⚖️ As a federal employment lawyer, I fight for federal employees when they’re discriminated against in the workplace for their protected rights, such as race, gender, or disability. #FedeLaw #equalopprtunity #hr #federalgovernment #governmentemployee #workplacediscrimination
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🔔New Client Alert: "New FOIA Requests for EEO-1 Data Mean the Clock is Ticking for Federal Contractors to Object," written by Kelley Stoppels and Brett Swearingen. On October 29, the federal Office of Federal Contract Compliance Programs (OFCCP) issued a public notice that it has received two FOIA requests for certain demographic information concerning the workforces of some federal contractors. In particular, the FOIA requests are for EEO-1 Type 2 reports filed by contractors for the 2021 reporting year, which are reports that show the overall breakdown of multi-establishment organizations by race and sex. Read the full article 👉 https://ow.ly/76mf50TWpcF #MJEmploymentLaw #MJLaborLaw #WomenofMJ
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Day one of the NIB/NAEPB Public Policy Forum is officially a wrap! Our Advocates spent today gearing up to be powerful voices for championing employment growth for Wednesday's meetings on Capitol Hill. Stay tuned for more #ChampionEmploymentGrowth updates! #NIBadvocacy #NIBworkforce #EmpowerEmployment #DisabilityAdvocacy
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Equity-focused marketer II Builder of agencies, brands, and thought leaders II Men's mental health advocate
This video isn’t for Harris voters. This video isn’t for Trump voters. This video isn’t for the undecideds either. This video is for the “I just don’t do politics” among us. For the “I just want to go back to not caring.” The “It doesn’t affect me either way.” I understand the impetus. The desire to turn out the noise. The frustration with a system that has appeared ineffective and inept in the face of some of our greatest national challenges. The feeling that our two-party system is really a one-party system, that politics serves parties and not people. So forget about the candidates, forget about the parties, and instead think about your co-workers. Those few other boxes on the Zoom call, the faces in the break room. Consider the colleague who may not show up to work on January 21 because he was deported, his visa blindly revoked, caught up in policies of indiscriminate deportation we hear bandied about. Consider the co-worker whose funeral you might have to attend because she couldn’t get the reproductive healthcare she needed. Consider the former co-worker who quit to stay at home, unable to get medical support for their child with a pre-existing condition who needs round-the-clock care. What will you say to them? Ask what you can do? What you could have done? How you can help? The answer is that you can help them today. You can show up to the ballot box, to your polling place. Don’t wait to provide sympathy, start today by providing protection. Go vote. Go vote. Go #vote. #UnitedforHarrizWalz #ReproductiveFreedom #ElectionDay
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Getting it wrong when you are hiring can cost millions! The EEOC recently obtained settlements of over $3 million against a laundry facility and its staffing agency based on allegations of discriminatory hiring practices. Employers beware, using a staffing agency does not shield you from responsibility of ensuring your hiring practices are lawful. Gardena-based laundry facility Radiant Services Corporation and staffing agency BaronHR were charged by the EEOC with failure to recruit and hire workers for low-skill positions based on their race and national origin. Radiant was also charged with the allegation of segregating jobs based on sex. The list of injunctive relief remedies is quite long, in addition to monetary monies to compensate individuals who were denied equal employment opportunities. See more info at https://ow.ly/P2n950TprFO Need help? Call us at 415-890-6057 or email us at info@fairgrievelaw.com
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#awarenessmadeeasy When values are weighed by their market price, democracy and its agents begin to suffer. The rule of paywalls in the media has commodified democratic ideals and restricted public access to them. Any sane person critiques the commercialisation of democratic values, suggesting that when ideals like justice, equality, and freedom are assessed based on their profitability, the core principles of democracy are compromised. The rise of paywalls in media serves as a poignant example, where information, which should be freely accessible to all for the sake of an informed citizenry, is locked behind barriers. This not only deepens inequality but also undermines the very foundation of democracy by preventing the public from fully engaging with critical ideas and debates essential for a functioning democracy. The commodification of knowledge and values is a dangerous trend that distances citizens from the ideals meant to empower them.
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Can you identify what is wrong with this sign? In bold, black, capitalised letters, the sign has text which reads “polling station”, with a small piece of paper sellotaped underneath it reading “disabled access”, also in bold, black, capitalised letters. Capitalised text is considered inaccessible to people with visual impairments as they are used to reading words in lower case and can therefore better identify them. The signs also lack any form of tactile interpretation and the arrow implies a separate entrance specifically for disabled people, which would prolong a voter’s journey and is a form of segregation. On the day of the UK General Election, members of our team weigh in on their struggles exercising their vote due to disability on our blog. 👇 https://lnkd.in/ekSWASVB #DisabilityVote #YourVoteMatters #UKGeneralElection #YourVoice #DisabilityPower #DisabilitySupport #DirectAccess
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One of the guiding legal principles of the Fair Employment and Housing Act (FEHA) is to prohibit California employers from discriminating against an individual based on race or ethnicity. FEHA requires employers that have at least five employees to comply with the California civil rights law. The five-employee minimum is a more restrictive requirement than what is established by the Civil rights Act of 1964, which sets the minimum number of employees at 15. FEHA does much more than prohibit discrimination against employees. The California civil rights law also bans discrimination against the following groups: Applicants, Contractors, Unpaid Volunteers An employee who has experienced race discrimination at work may file a lawsuit against the employer for money damages. https://lnkd.in/eQtbru_i #racediscriminationatwork #racediscriminationlawyer #RemedyLawGroupLLP
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Upcoming CLE in Santa Monica! Autumn always brings a flurry of new bills and requirements for California employers. Governor Newsom has been busy, signing numerous bills on issues ranging from AI in the workplace, local enforcement of employment discrimination claims, intersectional discrimination, expanded protection for victims of crime or abuse, protections for freelancers, “captive audience” prohibitions, paid family leave, voluntary social compliance audits, and more. During the program, we will look at these new employment laws, when they go into effect, and what is required for compliance. We will also discuss steps you can take now to ensure you are ready for 2025. Speakers: Ethan Chernin and Michele Ballard Miller Sponsored by Cozen O'Connor RSVP https://lnkd.in/gTEnxiGa #acc #accfamily #accsouthernca #accsocalevents #inhouselawyer #inhousecounsel #corporatecounsel #employmentlaw #california
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