Smlr_net April 2006

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[IWS] WORKERS' MEMORIAL DAY ACTIVITIES 28 APRIL 2006 [World-wide]]
by Eugene McElroy 25 Apr '06

25 Apr '06

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IWS] CRS: HEALTH INSURANCE COVERAGE For RETIREES [Updated 28 March 2006]]
by Eugene McElroy 25 Apr '06

25 Apr '06

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Unions' Advice Is Failing Teachers
by sagauro＠rci.rutgers.edu 25 Apr '06

25 Apr '06

This story was sent to you by: eugene mcelroy -------------------- Unions' Advice Is Failing Teachers -------------------- Labor groups have joined forces with investment firms to steer members into savings plans that often have high expenses and poor returns. By Kathy M. Kristof Times Staff Writer April 25 2006 Second-grade teacher Crystal Mendez was in the staff lunchroom at 42nd Street Elementary in the Crenshaw district when an investment broker introduced herself and started talking up a retirement plan. The complete article can be viewed at: http://www.latimes.com/news/printedition/la-fi-retire25apr25,1,6090530.story Visit latimes.com at http://www.latimes.com

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Wal-Mart Employment Advisory Panel Is Set Up
by sagauro＠rci.rutgers.edu 25 Apr '06

25 Apr '06

This story was sent to you by: eugene mcelroy -------------------- Wal-Mart Employment Advisory Panel Is Set Up -------------------- >From Reuters April 25 2006 Wal-Mart Stores Inc., which faces several discrimination lawsuits, said it established an advisory panel to develop equal employment opportunity and diversity initiatives. The complete article can be viewed at: http://www.latimes.com/business/la-fi-briefs25.6apr25,1,3742408.story Visit latimes.com at http://www.latimes.com

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NYTimes.com: A Boycott for Immigrants' Rights Picks Up Support on Long Island
by sagauro＠rci.rutgers.edu 25 Apr '06

25 Apr '06

This page was sent to you by: sagauro(a)rci.rutgers.edu. NEW YORK REGION | April 25, 2006 A Boycott for Immigrants' Rights Picks Up Support on Long Island By PAUL VITELLO In Hempstead, where a third of the population is Hispanic, business owners vowed to close their doors on Monday as part of a nationwide boycott. http://www.nytimes.com/2006/04/25/nyregion/25boycott.html?ex=1146628800&en=… ----------------- Advertisement -------------------------- /--------- E-mail Sponsored by Fox Searchlight Pictures ------------\ WATER In theatres April 28th See the controversial film Time Magazine proclaims "A Triumph." Set in 1938 Colonial India, against Mahatma Gandhi's rise to power, Water begins when 8-year-old Chuyia is widowed and sent to a home where Hindu widows must live in penitence. Chuyia's feisty presence deeply affects the lives of the other residents, including a young widow, who falls for a Gandhian idealist. http://clk.atdmt.com/ORG/go/nwyrkfxs0040000009org/direct;at.orgfxs00000892/… ----------------- Advertisement -------------------------- 0 ---------------------------------------------------------- ABOUT THIS E-MAIL This e-mail was sent to you by a friend through NYTimes.com's E-mail This Article service. For general information about NYTimes.com, write to help(a)nytimes.com. NYTimes.com 500 Seventh Avenue New York, NY 10018 Copyright 2006 The New York Times Company

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NYTimes.com: After Quitting A.F.L.-C.I.O., Group Suggests Reunion of Sorts
by sagauro＠rci.rutgers.edu 25 Apr '06

25 Apr '06

This page was sent to you by: sagauro(a)rci.rutgers.edu. NATIONAL | April 25, 2006 After Quitting A.F.L.-C.I.O., Group Suggests Reunion of Sorts By STEVEN GREENHOUSE A coalition of breakaway unions wants to create a third union federation that would concentrate on political and legislative efforts. http://www.nytimes.com/2006/04/25/us/25labor.html?ex=1146628800&en=766e8006… ----------------- Advertisement -------------------------- /--------- E-mail Sponsored by Fox Searchlight Pictures ------------\ WATER In theatres April 28th See the controversial film Time Magazine proclaims "A Triumph." Set in 1938 Colonial India, against Mahatma Gandhi's rise to power, Water begins when 8-year-old Chuyia is widowed and sent to a home where Hindu widows must live in penitence. Chuyia's feisty presence deeply affects the lives of the other residents, including a young widow, who falls for a Gandhian idealist. http://clk.atdmt.com/ORG/go/nwyrkfxs0040000009org/direct;at.orgfxs00000892/… ----------------- Advertisement -------------------------- 0 ---------------------------------------------------------- ABOUT THIS E-MAIL This e-mail was sent to you by a friend through NYTimes.com's E-mail This Article service. For general information about NYTimes.com, write to help(a)nytimes.com. NYTimes.com 500 Seventh Avenue New York, NY 10018 Copyright 2006 The New York Times Company

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NYTimes.com: A Grand March to a Jail Cell, and Maybe History
by sagauro＠rci.rutgers.edu 25 Apr '06

25 Apr '06

This page was sent to you by: sagauro(a)rci.rutgers.edu. NEW YORK REGION | April 25, 2006 NYC: A Grand March to a Jail Cell, and Maybe History By CLYDE HABERMAN Time behind bars has enhanced the reputation of many a union leader, and Roger Toussaint may reap similar benefits. http://select.nytimes.com/2006/04/25/nyregion/25nyc.html?emc=eta1 ----------------- Advertisement -------------------------- /--------- E-mail Sponsored by Fox Searchlight Pictures ------------\ WATER In theatres April 28th See the controversial film Time Magazine proclaims "A Triumph." Set in 1938 Colonial India, against Mahatma Gandhi's rise to power, Water begins when 8-year-old Chuyia is widowed and sent to a home where Hindu widows must live in penitence. Chuyia's feisty presence deeply affects the lives of the other residents, including a young widow, who falls for a Gandhian idealist. http://clk.atdmt.com/ORG/go/nwyrkfxs0040000009org/direct;at.orgfxs00000892/… ----------------- Advertisement -------------------------- 0 ---------------------------------------------------------- ABOUT THIS E-MAIL This e-mail was sent to you by a friend through NYTimes.com's E-mail This Article service. For general information about NYTimes.com, write to help(a)nytimes.com. NYTimes.com 500 Seventh Avenue New York, NY 10018 Copyright 2006 The New York Times Company

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NYTimes.com: For Latinos in the Midwest, a Time to Be Heard
by sagauro＠rci.rutgers.edu 25 Apr '06

25 Apr '06

This page was sent to you by: sagauro(a)rci.rutgers.edu. NATIONAL | April 25, 2006 For Latinos in the Midwest, a Time to Be Heard By RANDAL C. ARCHIBOLD In rural areas, the Latino population has soared but opposition to illegal immigration is deeply ingrained. http://www.nytimes.com/2006/04/25/us/25kansas.html?ex=1146628800&en=3704071… ----------------- Advertisement -------------------------- /--------- E-mail Sponsored by Fox Searchlight Pictures ------------\ WATER In theatres April 28th See the controversial film Time Magazine proclaims "A Triumph." Set in 1938 Colonial India, against Mahatma Gandhi's rise to power, Water begins when 8-year-old Chuyia is widowed and sent to a home where Hindu widows must live in penitence. Chuyia's feisty presence deeply affects the lives of the other residents, including a young widow, who falls for a Gandhian idealist. http://clk.atdmt.com/ORG/go/nwyrkfxs0040000009org/direct;at.orgfxs00000892/… ----------------- Advertisement -------------------------- 0 ---------------------------------------------------------- ABOUT THIS E-MAIL This e-mail was sent to you by a friend through NYTimes.com's E-mail This Article service. For general information about NYTimes.com, write to help(a)nytimes.com. NYTimes.com 500 Seventh Avenue New York, NY 10018 Copyright 2006 The New York Times Company

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[IWS] EEOC: New! RACE & COLOR DISCRIMINATION COMPLIANCE [19 April 2006]]
by Eugene McElroy 25 Apr '06

25 Apr '06

IWS Documented News Service _______________________________ Institute for Workplace Studies Professor Samuel B. Bacharach School of Industrial & Labor Relations Director, Institute for Workplace Studies Cornell University 16 East 34th Street, 4th floor Stuart Basefsky New York, NY 10016 Director, IWS News Bureau ________________________________________________________________________ Press Release EEOC ISSUES POLICY GUIDANCE SPECIFIC TO RACE AND COLOR DISCRIMINATION [19 April 2006] New Compliance Manual Section and Question & Answer Fact Sheet Address Wide Range of Contemporary Workplace Issues http://www.eeoc.gov/press/4-19-06.html WASHINGTON The U.S. Equal Employment Opportunity Commission (EEOC) today issued a new Compliance Manual section updating guidance on how Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment on the bases of race and color. The EEOC also issued a companion question-and-answer fact sheet. These resources, available on the Commissions Web page www.eeoc.gov under <http://www.eeoc.gov/types/race.html> Race/Color Discrimination are designed to assist in identifying and responding to instances of discrimination, and to help prevent discrimination in the first place. This comprehensive guidance will assist employers, employees and EEOC staff in understanding how Title VII applies to a wide range of contemporary discrimination issues, said EEOC Chair Cari M. Dominguez. AND MORE.... Full Report: EEOC COMPLIANCE MANUAL SECTION 15: RACE & COLOR DISCRIMINATION http://www.eeoc.gov/policy/docs/race-color.html or http://www.eeoc.gov/policy/docs/race-color.pdf [full-text, 57 pages] PURPOSE: This transmittal covers the issuance of Section 15 of the new Compliance Manual, on Race and Color Discrimination. The Manual Section provides guidance on analyzing charges of race and color discrimination under Title VII of the Civil Rights Act of 1964. ORIGINATOR: Office of Legal Counsel, Title VII/ADEA/EPA Division EFFECTIVE DATE: Upon receipt DISTRIBUTION: EEOC Compliance Manual holders SECTION 15: RACE and COLOR DISCRIMINATION TABLE OF CONTENTS 15-I OVERVIEW . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 15-II WHAT IS RACE DISCRIMINATION? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 15-III WHAT IS COLOR DISCRIMINATION? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 15-IV RELATED PROTECTED BASES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 A. NATIONAL ORIGIN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 B. RELIGION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 C. INTERSECTIONAL DISCRIMINATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 15-V EVALUATING EMPLOYMENT DECISIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 A. RACIAL DISPARATE TREATMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 1. Recognizing Racial Motive . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 2. Conducting a Thorough Investigation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 Potential Evidence of Racial Disparate Treatment Employer Credibility 3. Recognizing Pattern or Practice Race Discrimination . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 B. RACIAL DISPARATE IMPACT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 15-VI EQUAL ACCESS TO JOBS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 A. RECRUITING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 1. Job Advertisements and Employment Agencies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 2. Word-of-Mouth Referrals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 3. Homogeneous Recruitment Sources . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 4. Discriminatory Screening of Recruits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 B. HIRING AND PROMOTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 1. Uniform and Consistently Applied Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 2. Job-Related Standards, Consistent with Business Necessity . . . . . . . . . . . . . . . . . . . . . . . . . 27 Education Requirements Employment Testing Conviction and Arrest Records C. DIVERSITY AND AFFIRMATIVE ACTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 15-VII EQUAL OPPORTUNITY FOR JOB SUCCESS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35 A. RACIAL HARASSMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35 1. Unwelcome Conduct . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36 2. Severe or Pervasive . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36 3. Employer Liability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41 Conduct of Supervisors Conduct of Owner, President, Partners, or Officers Conduct of Co-workers and Non-employees B. RACIAL BIAS IN OTHER EMPLOYMENT TERMS AND CONDITIONS . . . . . . . . . . . . . . . . . . . 44 1. Work Assignments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44 2. Performance Evaluations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45 3. Training and Constructive Feedback . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46 4. Workplace Networks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47 5. Appearance and Grooming Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47 6. Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49 7. Discipline and Discharge . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50 C. RETALIATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51 15-VIII REMEDIES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 52 15-IX LPROACTIVE PREVENTION7 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 53 -- Eugene McElroy Rutgers University School of Management and Labor Relations Library 50 Labor Center Way New Brunswick, New Jersey 08901 tel: 732-932-9513 ******** Desconfiem e se afastem dos individuos que adulam os poderosos e pisoteiam os desprotegidos. São de ruim caráter, falsos e mesquinhos, faltos de grandeza. Jorge Amado

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eugene is suggesting this article from Arab News
by eugene 24 Apr '06

24 Apr '06

<http://www.arabnews.com/> The Middle East's Leading English Language Daily <http://www.arabnews.com/images/home.jpg> 24/04/2006 <http://www.arabnews.com/images/pixel.gif> <http://www.arabnews.com/images/pixel.gif> Hello, eugene is suggesting the following article from http://www.arabnews.com: Expatriates Welcome New Labor Law Javid Hassan & Naif Al-Shehri, Arab News RIYADH, 24 April 2006 — The new Saudi labor law, which went into effect yesterday, has been welcomed by expatriates as it protects their rights and obliges the employer to bear all the expenses from the time of recruitment to his tenure under the sponsorship of the employer, such as payment of iqama and work permit fees and their renewal. Speaking from Jeddah, legal adviser Muhammad Jaber Nader said there have been several changes to the terms of a non-Saudi’s contract in the new labor law. He quoted Article 39 which stipulates that “a contract with a non-Saudi must be written and have a specified period. If a contract does not mention its period, the period of his work permit shall be considered the period of the contract.” What it means in practical terms is that it entitles a non-Saudi to receive the full end-of-service benefit (ESB). One of the major problems facing expatriate employees is that of contract substitution whereby the new recruit has to sign a new contract whose terms and conditions are different from those that he had signed originally in his home country. Nader said: “This is a case of cheating.” He clarified that the new law does not address this issue, since the expatriate is not supposed to sign a fresh contract when he has already signed it once. A distinctive feature of the new law is its provision for a second labor court. Such a move could make a dent into the backlog of cases, some of which have been dragging on for three years or more with no end in sight. The upgrading of judicial committees to judicial commissions is expected to address some of these concerns. However, a welcome aspect of the labor law is that it makes the employer responsible for the payment of fees in the case of a change of sponsorship and also fees for changing the profession, exit/re-entry visa fee, etc. He is also required to provide a plane ticket to his employee at the end of his contract period. Also, in event of death, the employer has to bear the charges for transporting the worker’s body to the place from where he was hired. This is a significant provision in the law, since expatriates had been complaining for a long time about the lack of a legal provision requiring payment of airfare by the employer in the event of his employee’s death. Previously, such expenses were either borne by the expatriates or by the embassy of the country to which the dead person belonged. The new regulations require an expatriate to pay for his journey home in case his contract is terminated on the ground that he is unfit to work. According to Ibrahim Yusoph, a Filipino translator who has been helping his compatriots in legal cases for over 20 years, in one labor case Filipino contract workers had not been paid transportation allowances amounting to SR600 per month for several years. Ibrahim said that when they filed their case in the primary court, it issued its verdict in their favor obliging the employer to pay around SR80,000 toward their transportation allowances. However, the employer appealed against the judgment and the case has now gone to the Supreme Court. Such lengthy litigations cause severe hardships to employees, he observed. The new labor law does not contain any provisions to prevent the abuse of housemaids. The National Society for Human Rights (NSHR) has said that the organization has investigated 5,000 cases of child abuse and domestic violence since its inception in 2004. As for the age limit fixed at 60 years for male employees and 55 for women, Labor Minister Dr. Ghazi Al-Gosaibi has clarified that professionals, such as doctors, university professors, consultants and engineers have been exempted from the new law which otherwise bans the recruitment of expatriate workers aged 60 and above. Deploying a worker on assignments other than his profession for a period of not more than 30 days is also permitted. Annual leave will be increased to 30 days from 21 after the worker has completed five years of service. He will also be eligible for 120 days of medical leave or leave without pay instead of the present 90 days. The law also specifies that a worker will be entitled to a single Haj during his service, although he is entitled to a 10-day Eid Al-Adha vacation. He will not be eligible for Eid holidays and medical leave during the probation period, which may be extended if both the parties agree. Women would be allowed to work in all fields that are considered suitable for them. They will be entitled to maternity leave of four weeks before and six weeks after childbirth. According to the new law, an employer providing jobs to 50 women or more must arrange for childcare to take care of their children aged less than six. Such a move could help provide more job opportunities to women in providing baby-sitting facilities. The law instructs the Labor Ministry to establish employment offices to provide free service to Saudi job-seekers and employers. These offices will register the names of Saudis of working age. Employers have been instructed to inform the offices of job vacancies, types of jobs, conditions and salaries. The target rate of Saudization of jobs in private companies will be raised to 75 percent with the implementation of the new law. According to Abdul Majeed Al-Naseer, a senior official at the Labor Office in the Eastern Province, the new law, which has 245 articles, insists that employers train at least six percent of their Saudi workers annually in line with the government’s policy to promote Saudization of the work force. <http://www.arabnews.com/images/pixel.gif> Copyright:Arab News © 2003 All rights reserved. Site designed by: arabix <http://www.arabix.com/> and powered by Eima IT <http://www.eimaits.co.uk/>

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Smlr_net April 2006