HUMAN RESOURCE MANAGEMENT CERTIFICATE PROGRAM
MANAGEMENT & LEADERSHIP CERTIFICATE PROGRAM
UNION GRADUATE COLLEGE
NEWSLETTER
FOR CERTIFICATE PROGRAMS
October
2, 2009
UGC CERTIFICATE STUDENTS TO HOST PROF. KEN MOORE
Prof. Ken Moore will join an informal
get-together with students in UGC's Certificate Programs to discuss his current
work in human resource management.
All are invited to attend:
Monday,
October 5, 2009
Starbucks
in Niskayuna
5:15
Recent presentations/publications by Prof.
Moore include:
Keynote speaker:
- SHRM-HR
Leadership Association of Eastern Connecticut (Subject: Human
Resources and Financial Intelligence) August 4, 2009
- Human
Resources Association of Central Connecticut (Subject: Human
Resources and Financial Intelligence)
October 13, 2009
Publications:
Upcoming
program
The Performance Scorecard
Workshop (1.5 days)
Fulton Montgomery
Community College
October 26, 8:00 am – 4:00
am, and
October 27, 8:00 an –
12:00 noon
UNION GRADUATE COLLEGE
CERTIFICATE PROGRAM
GET-TOGETHERS ANNOUNCED FOR FALL, 2009
All get-togethers are held at Starbucks in
Niskayuna, beginning at 5:15 PM. Contact Michele Paludi for additional information.
October: 5,
21
November: 3, 19
December: 2
CRHRA ANNOUNCES 2009
DIVERSITY AWARD RECIPIENTS
The Capital Region HR Association recently
announced the recipients of the Spectrum Awards: A Celebration of
Workplace Diversity. The following employers have been honored for their
innovative and creative strategies that promote diversity management:
Capital
District Transit Authority
In Our
Own Voices
Parsons
Child and Family Center
Time
Warner Cable-Albany
Pitney
Bowes Business Insight
The
Diversity Committee & The Board of Directors of Capital Region Human
Resource Association
Invite
you
To join
them as they recognize the recipients of
The
“Top Five” Spectrum Award: A Celebration of Workplace Diversity
Thursday, October 15, 2009
At The Desmond Hotel
Albany-Shaker Road
Albany, New York
Reception 6:00pm
Dinner 7:00pm
Master of Ceremony: Jim
Kambrich Co-Anchor WNYT-13
Entertainment: Flame
Guest
Speakers: Norm Massry and Col. Ken Curley, New York State for Veterans
$55 per
person (non members)
$50 per
person (members)
$35 per person (students)
Please R.S.V.P by Friday,
October 2, 2009
www.crhra.org
NEW YORK LABOR LAW: IMPORTANT AMENDMENT
Take note: The revision of the New
York State Labor Law is important for all employers and human resource
professionals to implement:
All employees hired on or after October 26, 2009 must be
provided written notice at the time of their hire of their pay rate, overtime
rate (if employees are non-exempt) and regular pay date. Employers must
obtain written acknowledgment from these employees that they in fact received
this required information.
MANAGEMENT MEETINGS
AND CONFERENCES
October 3 New
York State Leadership Conference
Albany
Marriott, Wolf Road, Colonie, NY
8:30
AM-4PM
Contact:
memclean@rehab.org
October
6 Saratoga's Job Fair
City Center, Broadway, Saratoga
10AM - 5 PM
Contact: cdurfey@saratogapublishing.com
October
8 Mid-Hudson Human Resource
Association
"Dealing
with Difficult People in the Workplace"
Presenters:
Judith Rosner and Donna Bell
5:15-8
Terrace
Restaurant, SUNY New Paltz
Reservations:
reservations@midhudsonhr.org
October 15 Bond,
Schoeneck and King
"Compensation
Fundamentals/COBRA Continuation '
Coverage"
Desmond
Hotel
Contact:
Ms. Moyo: tmoyo@bsk.com
October 16 Hudson-Mohawk
Chapter of the American Society of Training and Development
"Rapid e-Learning
Development for Anyone"
Presenter: Gabe
Anderson, Articulate
8 AM-11AM
Marriott Hotel, Wolf Rd.,
Colonie, NY
October 19-21 "Diversity Conference
and Exposition
Society
for Human Resource Management
Sheraton, San Diego, CA
Contact: www.shrm.org
October 30 Adirondack
Region HR Association
John
Bagyi, Esq.: "Facilitating the Effective Use of Social Media while
Limiting Legal Liability"
For
Reservations, Location, etc: celiew@libertyarc.org
November 19 Bond, Schoeneck
and King
"Workplace
Investigations/Labor Relations
Desmond
Hotel
Contact:
Ms. Moyo: tmoyo@bsk.com
NEW BOOKS AVAILABLE
FROM THE
SOCIETY FOR HUMAN RESOURCE MANAGEMENT
For additional information, contact: www.shrm.org/Publications/Books/Pages/
Discusses
how organizations recruit employees that fit into their organizations.
- Investing in What Matters
Deals
with using metrics to connect employee data to performance outcomes.
- Benchmarking International Assignment Programs
Discusses international assignment policies and procedures.
- The Essential Guide to Federal Employment Laws
Latest
edition provides information about 20 of the most important federal laws
related to employment.
NATIONAL ORIGIN DISCRIMINATION ON THE RISE
In March,
2009 the EEOC published its charge statistics for the previous year. In
the fiscal year 2008, EEOC received 10,601 charges of national
origin discrimination. They reported that 8,498 charges were resolved.
In addition, monetary benefits for charging parties, excluding those
obtained through litigation, totaled $25.4 million. Examples of
complaints of national origin discrimination include the following:
In August,
2009, the United States Equal Employment Opportunity Commission filed
an employment discrimination case against the Sahara Hotel in Las Vegas,
Nevada. The EEOC claimed that both supervisors and employees at the hotel
created a hostile work environment for a kitchen worker who is Egyptian.
The EEOC alleged that this employee was repeatedly told to “go back to
Egypt.” In EEOC v. Prudential Insurance Company, the EEOC alleged
that Prudential discriminated against Haitian employees because of
their national origin. According to the complaint, Prudential imposed
a language policy prohibiting employees from speaking Creole in
the workplace. No employees who spoke French, Russian, Italian, Greek,
Lebanese or Spanish were reprimanded.
In 2003,
nine Mexican illegal immigrants who served as janitors at Wal-Marts in New
Jersey sued this company for failing to pay them overtime, withholding
taxes and making workers’ compensation contributions. In addition, these
individuals alleged that Wal-Mart paid them lower wages and provided them
with fewer benefits than other employees as a consequence of their
national origin. They alleged that they worked seven days a week for at
least 56 hours per week and were not paid for overtime.
Since the
September 11, 2001 terrorist attacks on the United States, discrimination and
harassment of Muslims has increased. For example, the Oak
Room in the Plaza Hotel in New York City had complaints from Muslim employees
against their supervisors alleging they were referred to as “terrorists” and
“dumb Muslims.” They claimed that they were physically assaulted and blamed for
the September 11 attacks. In addition, the employees alleged their work hours
were shortened.
National
Origin was included in Title VII’s list of protected classes in order to ensure
that employers did not base their employment decisions (e.g., hiring, firing,
promotions, bonuses) on preconceived ideas about applicants for jobs or
employees based on their country of origin. According to the EEOC: National
origin discrimination means treating someone less favorably because she or
he comes from a particular place, because of his or her ethnicity or
accent, or because it is believed that he or she has a particular ethnic background.
National origin discrimination also means treating someone less favorably
at work because of marriage or other association with someone of
a particular nationality.
For additional information about national origin
discrimination, see the EEOC website: www.eeoc.gov.
This and other aspects of Title VII are discussed in MBA
675, Foundations of Human Resource Management. Contact Michele Paludi for
additional information on national origin discrimination, legal, management and
social science perspectives. For additional reading:
Bruce, T. (2006). Racial and ethnic harassment in the
workplace In M. Karsten (Ed.), Gender, race and ethnicity in the workplace.
Vol. 2:
Legal, psychological and power issues affecting women and minorities
in business (pp. 26-49). Westport, CT: Praeger.
Deaux, K. (2006). To be an immigrant. New York,
NY: Russell Sage.
Fiske, S., & Lee, T. (2008). Stereotypes and prejudice
create workplace
discrimination. In Diversity at work (pp.
13-52). New York: Cambridge University Press.
STATE
PROTECTED CATEGORIES
In addition to federal laws prohibiting workplace
discrimination, some states have additional anti discrimination laws. Some
state laws offer greater protection to employees and thus these laws are
controlling. Otherwise, federal law is controlling. For a complete discussion
of legislation passed and pending, refer to each state’s
non-discrimination law, e.g., D.C. Non-Discrimination Law
(http://www.hrc.org/issues/workplace/837.htm).
State or Territory Additional
Protected Categories
Alaska Parenthood
Status
Marital
Status
California Sexual Orientation
Gender
Identity
Marital
Status
Medical
Condition
Colorado Sexual Orientation
Gender
Identity
Any
Lawful Activity
Connecticut Sexual Orientation
Gender
Identity
Marital
Status
Delaware Sexual Orientation
Marital
Status
District of
Columbia Sexual Orientation
Gender
Identity or Expression
Marital
Status (including domestic
partnership)
Political
Affiliation
Matriculation
Personal
Appearance
Family
Responsibilities
Florida Marital Status
Hawaii Sexual
Orientation
Marital
Status
Illinois Sexual Orientation
Gender
Identity
Marital
Status
Unfavorable
Discharge from
Military
Service
Indiana Use of Tobacco
Iowa Sexual Orientation
Gender
Identity
Kentucky Smoker/Nonsmoker Status
Louisiana Sickle Cell Trait
Maine Sexual Orientation
Gender
Identity
Maryland Sexual Orientation
Marital
Status
Massachusetts Sexual Orientation
Gender
Identity
Michigan Marital Status
Height
Weight
Minnesota Sexual Orientation
Gender
Identity
Marital
Status
Public
Assistance Status
Montana Marital Status
Nebraska Marital Status
Nevada Sexual Orientation
Use
of Lawful Product
New Hampshire Sexual Orientation
Marital
Status
New Jersey Sexual Orientation
Gender
Identity or Expression
Marital
Status, Civil Union Status
and
Domestic Partnership Status
Atypical
Hereditary Cellular or
Blood
Trait
Familial
Status
New Mexico Sexual Orientation
Gender
Identity
Spousal
Affiliation
Serious
Medical Condition
New York Sexual Orientation
Gender
Identity
Marital
Status
Political
Activities
Use
of Lawful Product
North
Carolina Sickle Cell or Hemoglobin C Trait
Use
of Lawful Product
North Dakota Marital Status
Family
Status
Lawful
Activity
Oregon Sexual Orientation
Gender
Identity
Marital
Status
Use
of Tobacco
Rhode Island Sexual Orientation
Gender
Identity or Expression
Texas Participation in Emergency
Evacuation
Order
Vermont Sexual Orientation
Gender
Identity
Place
of Birth
Washington Sexual Orientation
Gender
Identity
Marital
Status
Hepatitis
C
Wisconsin Sexual Orientation
Marital
Status
Political
Activity
Unlawful
Activity
Puerto Rico Political Affiliation or Ideology
Please submit material for
this newsletter to Michele Paludi.
