HRC_Columbus

Month

September 2011

21 posts

How Do States Compare to Each Other?- Southern Poverty Law Center

In most states, the requirements for teaching about the civil rights movement are grossly inadequate to non-existent. The average score across all states and the District of Columbia was 19%, for an average grade of F.

Sixteen states require no instruction at all about the civil rights movement. A majority of states earned Ds or below, with 35 earning Fs.

Only three states, Alabama, Florida and New York, received an A. Only Georgia, Illinois and South Carolina received a B. Six states received a C for a low pass, even when a score of just 30% was required to earn a C and a score of 50% was required for a B. Four states received a D.

In awarding letter grades, we opted to scale grades to recognize the full range of standards quality, so that the states with the most rigorous standards—even if they didn’t cover more than 70% of recommended content—received A’s. In part, this was because these requirements have never been extracted and assessed before. Also, we needed a way to more effectively recognize effort on the part of lower-scoring states. There are significant qualitative differences among the states scoring less than 50% on our rubric: Arizona’s score of 22% represents requirements to learn about movement figures and landmarks such as Martin Luther King Jr., Rosa Parks, the 1964 Civil Rights Act, the 1965 Voting Rights Act, integration of the armed forces, Jim Crow, literacy tests, poll taxes and nonviolence. West Virginia earned its 6% score by requiring students to learn only about King and linking the civil rights movement to other movements.

Table 2 breaks out the scores for each state in terms of the rubric’s major categories: leaders, groups, events, causes, obstacles, tactics and context of coverage. There is considerable variance among the content categories. Scores are highest in the leaders category, with an average score of 21%. The lowest average score, 8%, is in the opposition category. The average content grade is extremely low, only 14%.

Average context scores were higher, with states averaging 25%, or about one in four, of the following categories:

• Did the state’s coverage of the civil rights movement include connections to other social movements? This was true in 23 states.

• Did it link the civil rights movement to current events and concerns? Seven states made this linkage explicit in their standards.

• Was civil rights movement coverage incorporated into civics instruction so that, for example, students were encouraged to apply the lessons of the movement when forming their own ideas about effective citizenship? Five states made this explicit connection.

• Did the state reserve teaching about the civil rights only to high school or did it incorporate it into other grades (not including a mention of King in the frequent unit on national holidays in the early grades)? Fifteen states made connections prior to high school.

Scoring for these context categories was liberal. If the civil right movement was mentioned in a state’s civics curriculum, for example, this was enough to count as inclusion, even though a mention is obviously not the same as thoughtful integration. Since this is the first analysis of this kind, we made an overarching decision to err on the side of states; we were not looking to fail any states.

State Grades at a Glance



Each state has a Report Card showing the scores for each rubric category as well as the overall grade for the state. In addition, the civil rights movement-related content included in each state’s standards and frameworks is reported in detail.*

Reading the Report Card
Grades: Each state earned an A, B, C, D or F based on its percentage score (0-100%). The highest possible score was 100 percent, which would mean that a state requires all of the recommended content needed for a thorough grounding in history of the civil rights movement. Letter grades were assigned on a scale that recognizes the best efforts.

A
The state includes at least 60% of the recommended content. Even though these states can do more to ensure that students have a comprehensive understanding of the civil rights movement, they set higher expectations than other states.

B
The state includes at least 50% of the recommended content. These states should do more to ensure that students have a comprehensive picture of the civil rights movement, but did demonstrate a commitment to educating students about it. Standards were clear but limited.

C
The state includes at least 30% of the recommended content. These states have significant additional work to do to ensure that students have a satisfactory, comprehensive picture of the civil rights movement. In general, these states are missing content in more than one key area—covering the movement in patches rather than systematically. Standards are often jumbled.

D
The state includes at least 20% of the recommended content. These states should significantly revise their standards so that students have a satisfactory and comprehensive picture of the civil rights movement. In general, these states are missing content in several key areas, covering the movement incidentally or haphazardly.

F
The state includes none or less than 20 percent of the recommended content. Sixteen of these states do not require students to learn about the civil rights movement at all. Those that do require movement-related instruction miss essential content in most of the key areas. These states should substantially revise their standards so that students have a satisfactory and comprehensive picture of the civil rights movement.

Categories. Each state received a score for specific content students should learn. We divided this content into six categories: events, leaders, groups, causes (history), opposition and tactics. Content contributed to 85% of a state’s overall score.

The remaining 15% was allotted to how the state contextualized the movement. Here, we looked at whether instruction spanned several grade levels, whether teachers were required to connect the movement to other social movements and to current events, and whether it was included in civics standards.

Sep 28, 2011
Weight Watchers Sued by EEOC for Refusing to Hire Pregnant Job Applicant

DETROIT – The WW Group, Inc. d/b/a Weight Watchers violated federal law when it refused to hire an applicant as a group leader because she was pregnant, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed today.

The job seeker, a long term client of Weight Watchers who had successfully met and maintained her weight goals, was encouraged to apply for the group leader position by her own Weight Watchers group leader. When Weight Watchers discovered she was pregnant, it told her that it did not hire pregnant women and refused to consider her further for the job, the EEOC alleged.

Refusing to consider a woman for a job because she is pregnant violates Title VII of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act. The EEOC filed suit against Weight Watchers in U.S. District Court, Eastern District of Michigan, (EEOC v. The WW Group, Inc., d/b/a Weight Watchers International, Inc., Case No. 2:11-cv-14220) after first attempting to settle the matter. The EEOC’s suit seeks back pay, compensatory and punitive damages on behalf of the applicant along with injunctive relief intended to prevent further instances of pregnancy discrimination.

“Maintaining a blanket policy against hiring pregnant women is a clear violation of the law,” said EEOC Trial Attorney Nedra Campbell. “The EEOC will vigorously enforce a pregnant woman’s right to be considered for a job.”

The WW Group, Inc. owns and operates Weight Watchers International, Inc. (NYSE: WTW) franchisees. The WW Group, Inc. was founded in 1968 and is based in Farmington Hills, Mich. It operates outlets in Michigan and in Canada.

The EEOC is the federal agency that enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on the agency’s web site at www.eeoc.gov.

Sep 28, 2011
EEOC and Cracker Barrel Sign National Mediation Agreement

WASHINGTON – Cracker Barrel Old Country Store, Inc. and the U.S. Equal Employment Opportunity Commission (EEOC) today announced the signing of a National Universal Agreement to Mediate (NUAM) to streamline the handling of employment discrimination claims.

With the signing of this agreement, Cracker Barrel joins more than 200 national and regional private sector employers, including several Fortune 500 companies, who have made similar arrangements with the EEOC. This agreement provides the framework for both organizations to informally resolve any workplace issues that may arise from time to time through Alternative Dispute Resolution (ADR) rather than through a traditional lengthy, formal EEOC investigation or potential litigation. The NUAM includes all Cracker Barrel locations.

“Nationwide mediation agreements like this are a classic win-win,” said Nicholas Inzeo, Director of the EEOC’s Office of Field Programs. “NUAMs are a non-adversarial and efficient way for companies to handle discrimination charges using the EEOC as a partner and advisor. EEOC mediation encourages a positive work environment, and the company saves time and money. Everyone benefits. We are gratified that a major employer such as Cracker Barrel has joined the growing ranks of companies that are making use of this innovative system.”

Cracker Barrel Vice President and General Counsel Michael J. Zylstra said, “Cracker Barrel is committed to providing a fully inclusive workplace, where diversity is welcomed and everyone is treated with courtesy and respect. This innovative agreement builds upon our existing policies and procedures to effectively and fairly resolve employee concerns and demonstrates our shared goal to create a bias-free workplace. We look forward to developing an even stronger relationship with the EEOC.”

Under the terms of the NUAM, any eligible charges of discrimination filed with the EEOC in which Cracker Barrel is named as an employer/respondent will be referred to the EEOC’s mediation unit. The company will designate a corporate representative to handle all inquiries and other logistical matters related to potential charges in order to facilitate a prompt scheduling of the matter for EEOC mediation.

Expanding mediation is a key component of the EEOC’s efforts to improve operational efficiency and effectiveness. The EEOC has entered into 233 national and regional Universal Agreements to Mediate (UAMs) with private sector employers, including several Fortune 500 companies. Additionally, EEOC district offices have entered into 1,743 mediation agreements with employers at the local levels within their respective jurisdictions. Since the full implementation of the EEOC’s National Mediation Program in April 1999, more than 136,000 charges of employment discrimination have been mediated, with nearly 70 percent being successfully resolved.

Cracker Barrel Old Country Store, Inc. (Nasdaq: CBRL) was established in 1969 in Lebanon, Tenn., and operates 604 company-owned locations in 42 states. For more information, visit www.crackerbarrel.com.

The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC and its mediation program is available on its web site at www.eeoc.gov.

Sep 27, 2011
Pharmaceutical Management Company Fired HR Manager for Doing Her Job, Federal Agency Charges → www1.eeoc.gov

“According to the EEOC’s suit, Crowe’s terminated Elizabeth Lane from her position because she did her job – she investigated a complaint of employment discrimination and determined that the company had in fact engaged in discrimination.”…. click the link for the full article

Sep 26, 2011
“A man does what he must - in spite of personal consequences, in spite of obstacles and dangers and pressures - and that is the basis of all human morality.” —Winston Churchill
Sep 26, 2011
THIS DAY IN HISTORY: Lincoln issues Emancipation Proclamation - Sep 22, 1862

http://www.history.com/this-day-in-history - Check it Out

On this day in 1862, President Abraham Lincoln issues a preliminary Emancipation Proclamation, which sets a date for the freedom of more than 3 million black slaves in the United States and recasts the Civil War as a fight against slavery.

When the Civil War broke out in 1861, shortly after Lincoln’s inauguration as America’s 16th president, he maintained that the war was about restoring the Union and not about slavery. He avoided issuing an anti-slavery proclamation immediately, despite the urgings of abolitionists and radical Republicans, as well as his personal belief that slavery was morally repugnant. Instead, Lincoln chose to move cautiously until he could gain wide support from the public for such a measure.

In July 1862, Lincoln informed his cabinet that he would issue an emancipation proclamation but that it would exempt the so-called border states, which had slaveholders but remained loyal to the Union. His cabinet persuaded him not to make the announcement until after a Union victory. Lincoln’s opportunity came following the Union win at the Battle of Antietam in September 1862. On September 22, the president announced that slaves in areas still in rebellion within 100 days would be free.

On January 1, 1863, Lincoln issued the final Emancipation Proclamation, which declared “that all persons held as slaves” within the rebel states “are, and henceforward shall be free.” The proclamation also called for the recruitment and establishment of black military units among the Union forces. An estimated 180,000 African Americans went on to serve in the army, while another 18,000 served in the navy.

After the Emancipation Proclamation, backing the Confederacy was seen as favoring slavery. It became impossible for anti-slavery nations such as Great Britain and France, who had been friendly to the Confederacy, to get involved on behalf of the South. The proclamation also unified and strengthened Lincoln’s party, the Republicans, helping them stay in power for the next two decades.

The proclamation was a presidential order and not a law passed by Congress, so Lincoln then pushed for an antislavery amendment to the U.S. Constitution to ensure its permanence. With the passage of the 13th Amendment in 1865, slavery was eliminated throughout America (although blacks would face another century of struggle before they truly began to gain equal rights).

Lincoln’s handwritten draft of the final Emancipation Proclamation was destroyed in the Chicago Fire of 1871. Today, the original official version of the document is housed in the National Archives in Washington, D.C.

Sep 22, 2011
Sep 20, 1973: Billie Jean King triumphs in Battle of Sexes → history.com

Sep 20, 2011
“Character cannot be developed in ease and quiet. Only through experience of trial and suffering can the soul be strengthened, ambition inspired, and success achieved.” —Helen Keller (1880 - 1968)
Sep 19, 2011
“Great minds discuss ideas; Average minds discuss events; Small minds discuss people.” —Eleanor Roosevelt (1884 – 1962)
Sep 14, 2011
Do YOU Know Your Stuff?

This quiz was created by Social Security’s Ticket to Work Program, the full quiz can be taken on: http://www.facebook.com/choosework?sk=app_166013376782265

1.     What Does the ADA Stand for?

2.     The ADA defines a person with a mental or physical impairment that substantially limits

A.  [1 or more major life activities]

B.  [2 or more major life activities]

C.  [3 or more major life activities]

D.  [4 or more major life activities]

3.     How many people with disabilities are there in the U.S.

A.  [5 million]

B.  [50 million]

C.  [500 million]

D.  [Less than 1 Million]

 4.    As of 2011, what percentage of people with disabilities is currently in the labor force?

A.  [Less than 1%]

B.  [12.2%]

C.  [21.2%]

D.  [62.3%]

5.     The ADA addresses disability issues as it relates to:

A.  [Employment]

B.  [Public service, including transportation]

C.  [Communications/telecommunications]

D.  [All of the Above]

6.     When does the ADA expire?

A.  [Must be renewed every 5 years]

B.  [Must be renewed every 10 years]

C.  [Must be renewed every 15 years]

D.  [No expiration date]

Answers: 1. Americans  with Disability Act  2. A  3.B 4. C 5. D 6. D

Sep 14, 2011
Book Review: The Dressmaker Of Khair Khana

THE DRESSMAKER OF KHAIR KHANA tells the story of a real-life heroine, a young entrepreneur whose business created jobs and hope for women in her neighborhood during the Taliban years.  The story behind the book grew out of a trip to Afghanistan in December 2005 when Tzemach Lemmon was assigned to write a story for The Financial Times and a case for Harvard Business School on Afghan women entrepreneurs.  There she met Kamila Sidiqi, an unlikely breadwinner who had become an entrepreneur under the Taliban. Desperate to support her five brothers and sisters at home and banished from Kabul’s streets by the Taliban, she started a dressmaking business in her living room which offered work to 100 women in her neighborhood. Together these unsung heroines made the difference between survival and starvation for their families despite—and sometimes because of—the Taliban. THE DRESSMAKER OF KHAIR KHANA tells their story for the first time.

 

Review By: Gayle Tzemach Lemmon from her blog

Sep 14, 2011
CHRC Events

1. Human Rights Commission Meeting: September 28th at 4:30pm in the Common Council Room

2. CAMEO (Columbus Area Multi-Ethic Organization) Full Membership Meeting, Center for Learning, Summerville Room, Sept. 14, 6:00pm

3. Ethnic Expo: October 7th and 8th , The Expo will be set along 1st Street and Washington Street

4. CAMEO Film Festival: October 10th at Yes Cinema at 6:00pm. The African American Association is featuring the film “Pressure Cooker”

5. Diversity Roundtable of Central Indiana, 13th Annual Diversity Conference, Indianapolis, Sept. 16. To register, http://www.drtci.org/page/Conference_event

6. The Power of Diversity, Equal Employment and Fair Housing Workshops, Friday, September 23, 2011, 1:00pm- 4:00pm (Free) and Defending Summary Judgment in Employment Discrimination Cases, Friday, September 23, 2011, 10:00 am-12:00 pm 2.0 CLE Credits. Costs $50, register at http://www.in.gov/icrc , Bloomington City Hall, Council Chambers. 401 North Morton Street, 47404

7. The Repercussions of Bullying on Girls’ Futures, 1st Bullying Prevention Task Force Mtg., Sept. 23 7:30a.m. at BCSC Admin Bldg.

Sep 14, 2011
“We need men who can dream of things that never were.” —John F. Kennedy (1917 - 1963)
Sep 13, 2011
Allsup’s Fired Managerial Employee After Learning of His Cooperation with the EEOC on Co-Worker’s Claim of Discrimination, Federal Agency Charged → www1.eeoc.gov

“Mr. Pape, a dedicated ten-year employee, was asked by Allsup’s to speak with an EEOC Investigator about his co-worker’s allegations of discrimination, and was dealt the ultimate punishment for simply following those instructions,” said EEOC Trial Attorney Meaghan Shepard. “No employee should fear that cooperating with the EEOC will result in the end of their employment.”

Sep 13, 2011
“Though force can protect in emergency, only justice, fairness, consideration and co-operation can finally lead men to the dawn of eternal peace.” —Dwight D. Eisenhower
Sep 12, 2011
Texas Staffing Company Failed to Provide Applicant with Reasonable Accommodation and Denied Him Employment Because of His Disability, Federal Agency Charges → www1.eeoc.gov

“Once an applicant has made such a request, he cannot just be ignored. The EEOC will vigorously prosecute cases where the employer refuses to provide a reasonable accommodation that would enable a person to be hired.”

Sep 12, 2011
Outside the Box: Welcoming Community Tip

“Diversity is the one true thing we all have in common. Celebrate it every day.”  Anonymous

The beauty of children is that they don’t need to be reminded about diversity or inclusion, they just get it. Sally and Julio are more concerned with having fun and playing games than being worried about the differences between themselves. But, in reality, one day Sally and Julio will notice the differences; from their sexes, races and heritages, they are different. But everybody is different from someone else. Being comfortable with diversity comes about when we are not afraid to discover our connections and similarities.

Now, let me share a story that most people can relate to if they have siblings: From my birth, I was different, and not just because I was born into a class of a minority. Unlike my brother, I came out the womb, kicking and screaming, and crying, making a heap of noise. It is family legend that my brother, who was only two years old, took me out of my crib (somehow, some way), and was dragging me down the hall before being discovered by our parents.. When my mother grabbed my brother, she asked, ―What are you doing to your sister‖. My brother’s response was, ―She won’t stop crying, can we take her back, please?‖. My brother was a notorious non-crier. From birth, I was different from my brother and it continues to this day. He’s shy, I’m talkative, he’s neat, while I, not so much. His favorite ice cream is mint chocolate chip, while the thought of it makes my stomach turn. My mother always celebrated our differences and loved us differently according to our needs. She would always remind us that she loved us both equally; but if it seemed that she treated us differently, she had to, BASED on our differences and different developmental needs and not because she loved us differently.

Now, even though my brother and I are different as night and day, we have one thing in common, besides our parents, and that is our

love for sports. While my brother is more knowledgeable than me about sports in general, on any given day, we can talk about football, basketball, baseball, hockey, golf, and on a really good day you might hear us mention NASCAR or soccer. I think one of our favorite sports experiences was watching the Capitals and the Penguins hash it out on the ice. Neither of us had been to a professional hockey game so we were experiencing it for the first time, but we were experiencing it TOGETHER.

So despite our differences, we share something in common. But that can also be the reality of diversity in the workplace, or in your community. While we will have real differences from others, whether its race, color, religion, disability, sex, or sexual orientation, there are things that connect us all together. Instead of focusing on what makes us different, because in reality we are naturally different, we should explore things that can connect us such as, cooking, music, movies, books, gardening, etc. Invite someone you perceive as different to do something with you that you love, the experience might surprise you.

-Frances L Jordan, Editor-In-Chief-

Sep 9, 2011
Indelible Mark → braininjurydocumentary.com

This is a short documentary about families in crisis after a brain injury. Brain injuries are an all-too often overlooked topic. “Indelible Mark” is the perfect classroom tool for Disability Studies in Social Work, Family Education, Tolerance Programs, Special Education, Psychology and more. It is an open-ended film that will absolutely engage your students with issues around the emotional, familial, and life-altering effects of brain injuries.

Sep 9, 2011
Check Out the Second Editon of our Newsletter!!! → columbus.in.gov
Sep 6, 2011
A Thought for Columbus

 Facing Reality: Bullying is happening and it could be happening to your children

 

It takes a Village….

Studies are showing that bullying in our schools is increasing. On average, 10% of our children are currently being bullied. Therefore, out of every 1,000 children, 100 of our children are being bullied. Can each of us, particularly Parents, do about this? Bullying happens over a period of time to a child who is unable to defend him or herself; it might happen physically or verbally, directly or indirectly; either way, it affects the child’s formative years. Some educators and parents think that bullying is a way of life, and that it’s just as natural as believing in the tooth fairy, unless it develops into something more serious like assault or theft. Well, guess what, those thoughts are wrong. A victim of bullying once said, “When people watch you being bullied and do nothing, that makes you believe that you deserve it”.

The psychological damage that can be caused to a child who believes they deserved to be bullied can stay with a child until they become an adult and totally wreck their self-esteem for the rest of their lives. The reality is, we will never be able to rid the world of bullying, but if we watch for the signs we can reduce the number of children that are being bullied in our schools, churches, community centers, parks, sport teams, etc. As parents or care-givers, talk to your children. You may realize that: A) they are being bullied; B) they are doing the bullying, or C) witnessing a fellow classmate being bullied.

You never know until you ask. Once you have asked, take action, and help end this vicious cycle of bullying amongst our children. Don’t forget bullying is a form of discrimination and harassment. If we want to create a community that protects its citizens from claims of discrimination, let’s not forget our children. Let’s face reality, and do something about it! For more information, check out BCSC’s Bullying Prevention Brochure http://www.bcsc.k12.in.us/cms/lib/IN01000842/Centricity/ModuleInstance/5294/Bully_Free_Schools_Brochure_Bullying_Prevention_Task_Force_for_release_October_2009_v3_Final.pdf

Sep 6, 2011
Grants to support Children with Disabilities → info.cvscaremark.com

Sep 6, 2011
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