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Interesting Stuff ....
TAKE THE DIVERSITY PLEDGE:
Written by the students, parents, and teachers of Columbine High School:
I will pledge to be part of the solution
I will eliminate taunting and harassing from my own behavior
I will encourage others to do the same
I will not let harassing words or actions hurt others
AND, even if others won't become part of the solution - I WILL! "The Five Southern Indiana Community Foundations unite each year to honor the Woman Philanthropist of the Year from each of our six counties. Making a difference where they live and beyond, the 2009 honorees have multiple years of community service, and are truly shining examples of selflessness and initiative. Our Community Foundations recognize that women are in a position to discover their capacity to transform the world through financial charitable giving and volunteerism. We hope you are inspired by the outstanding stories of our honorees and have a better understanding of the impact each of us can have in chaning the world through philanthropic giving. Contratulations to our 2009 honorees."
Cindy Kanning (previous award recipient), Carol Dawson - recipient for Clark County, and Diane Murphy - recipient for Floyd County
Many of Carol's friends attended the celebration:
Top Row: Cindy Kanning, Jim Kanning, Ken Crutchfield, (Carol)
Sitting: Karen Conrad, Norma Robbins, Doug Messmore, Gail Messmore, and Pam Chastain
The Federally Employed Women, Mary Lou Andres, Rhonda Smith, (Carol), Anne Ramsey, Becky Giles
Carol Dawson with Extra Milers who attended the award event: Cindy Kanning (standing), Karen Conrad and Norma Robbins (sitting)
Accepting the WIP Award
Rebecca Anne Christensen, Emerging WIP, Clark County
 Do
something to make a difference in another person’s life!
Once
upon a time there was a wise man that used to go to the ocean
to do his writing. One day he
was
walking along the shore. As he looked down the beach, he saw
a human figure moving like
a
dancer. He smiled to himself to think of someone dancing on
the beach. So he began to walk
faster
to catch up with this person. As he got closer he saw that
it was a young woman and she
wasn’t
dancing, but instead she was reaching down to the shore, picking
up something and very
gently throwing it into the ocean. As he got even closer,
he called out, “Good Morning, what are
you
doing?” The young woman paused, looked up and replied, “Throwing
starfish back into the
ocean.”
He asked, “Why are you throwing starfish into the ocean?”
She replied, “The sun is up
and
the tide is going out. If I don’t throw them back in, they
will die.” The man was intrigued and
stated,
“But, young lady, don’t you realize that there are miles and
miles of beach and starfish are
all
along it. You can’t possibly make a difference!” She listened
politely. Then bent down, picked
up
another starfish and threw it back into the sea, past the
breaking waves and said, “It made a
difference
for that one.” We all have the ability to MAKE A DIFFERENCE
.
Author Unknown
 
New
Leadership S.Indiana Small
Business Development
Board
of Directors
Center Volunteer
____________________________________________________________
March is
Women's History Month, March 8 is International Women's
Day,
and August 26 is
Women's Equality Day. The Equal Rights Amendment is
yet to be passed.
If you wish to get involved in the passage of the ERA,
check out:
http://members.aol.com/ERACampaignWeb/index.html
________________________________________
"Morality
cannot be legislated, but behavior can be regulated."
Dr.
Martin Luther King Jr.
_________________________________________
TAKE
THE DIVERSITY PLEDGE:
Written
by the students, parents, and teachers of Columbine High School:
I
will pledge to be part of the solution
I will eliminate taunting and harassing from my own behavior
I will encourage others to do the same
I will not let harassing words or actions hurt others
AND, even if others won't become part of the solution - I
WILL!
__________________________________________
VETS-100
REPORTING REQUIREMENT:
This report is to be completed by all nonexempt contractors
and subcontractors with contracts (or subcontracts) for the
furnishing of supplies and services or the use of real or
persona1 property (including construction) for $25,000 or
more. Reports must be completed for each hiring location in
any State, as defined in 41 CFR 61-250.2(b). All multi-establishment
employers, i.e., those doing business at more than one hiring
location, must file: (1) a report covering the principal or
headquarters office; (2) a separate report for each hiring
location employing 50 or more persons; and (3) either (i)
a separate report for each hiring location employing fewer
than 50 persons, or (ii) consolidated reports, by State, covering
the hiringlocations within the State that have fewer than
50 employees. Each consolidated report must also list the
names and addresses of all hiring locations covered by the
report.
You
can find an electronic version of the VETS-100 form, frequently
asked questions, etc. at the following US Department of Labor
website (you will need to cut/paste):
http://vets100.cudenver.edu/
_________________________________________
The EEOC has released
the annual report for Federal Agencies. You can view
it through the following link:
http://www.eeoc.gov/federal/fsp2002/index.html
The EEOC proposed
a number of changes to the EEO-1 Report.
Comments are due by August 11, 2003. To download the form
and read the text of the proposal, go to: http://www.eeoc.gov/eeo1.
The primary changes are:
1. Ethnicity versus
race: Employers would first ask employees to identify their
ethnicity (in other words, identify whether they are Hispanic/Latino
or not). If a person identifies "Hispanic/Latino,"
then note the person's gender and stop there. If a person
claims they are Non-Hispanic/Latino, then ask for the person's
race as well as gender. "Race" means White, Black
or African American, Asian, Native Hawaiian or Other Pacific
Islander, American Indian or Alaska Native.
2. Multi-racial employees: If a Non-Hispanic/Latino self-identifies
as two or more races; list them under a "two or more
races" column on the EEO-1. The explanation is a little
unclear; however, it appears that you would NOT list the individual
races that the person selected if hey selected two or more.
This means that you won't double-count anyone if following
the system.
3. Job Categories: The officials and
managers category would be split into three levels: Executive/Senior,
Mid-Level, and Lower-Level. The office and clerical category
would become administrative support workers. The order of
the categories would also be changed (service workers would
jump up to #6, and craft (skilled) workers would drop to
#7, operatives (semi-skilled) would drop to #8 and laborers
(unskilled) would drop to #9. The descriptions of the jobs
in each category would also be brought up to date with current
terminology._______________________________________
______________________________________________
OFCCP’s
Racial/Sexual Harassment Honor Roll Initiative
Carol A. Dawson, EEO Guidance, Inc.®
The
Region IV (Southeast Region) has an initiative or certification
process for federal contractors/subcontractors to be acknowledged
for exemplary performance to halt racial or sexual harassment.
This certification is called the Racial/Sexual Harassment
Honor Roll Initiative. I recently learned from Ms.
Marva James, Region IV
Senior Compliance Assistance Advisor, that the initiative
is designed to accomplish the following:
Ø
Provide prevention techniques
and tools
Ø
Recognize companies with
aggressive prevention programs
Ø
Utilize effective investigative
methodologies
Ø
Identify and resolve harassment
effectively
Suggestions
for the effective prevention of a hostile work environment
include:
Ø
Develop a zero tolerance
policy statement
Ø
Disseminate the policy
Ø
Provide regular training
to all managers and supervisors
Ø
Train all employees on
prohibited activities
Ø
Develop internal complaint
procedure
Ø
Schedule regular workplace
inspections
Ø
Establish procedures for
immediately remedying harassment including:
v
Ensuring the harassment ceases, including a
follow-up monitoring system
v
Make the victim whole (financially, other)
v
Take disciplinary action
v
Conduct training and reiterate policy
v
Expunge derogatory records of victims
OFCCP
Region IV recommends companies for the Racial/Sexual Harassment
Honor Roll if they have an aggressive and comprehensive prevention
program for the Honor Roll and have been audited by OFCCP.
If
your Company or Agency is to create an environment free of
harassment, these are excellent tools to assist in creating
such an atmosphere.
Contact us for more information or to assist you in
becoming an Harassment Honor Roll caliber facility.
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