US Commission Civil Rights- Examining Workplace Discrimination Against LGBT Americans, April 8 2015, EO 11246 in-effect, on new or modified gov contracts

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    Mar 20, 2015 4:15 PM GMT
    7.5 hours, its quite long, take breaks..

    Department of Labor intro started @ 28:00

    Religious exemption starts @ 1:06



    Streamed live on Mar 16, 2015


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    Mar 20, 2015 4:49 PM GMT
    ELNathB said7.5 hours, its quite long, take breaks..

    Department of Labor intro started @ 28:00

    Religious exemption starts @ 1:06

    Streamed live on Mar 16, 2015




    Does anyone know if the USCRC uses the Fed. Rules of Evidence, or some other, relaxed standard, in its probes? I recall watching Mary Frances Berry leading one of these investigations following the - eventually shown to be unfounded - allegations of voter disqualification in FL after the 2000 election, and it looked like a practicum on the art of asking leading questions.
  • Svnw688

    Posts: 3350

    Mar 20, 2015 5:20 PM GMT
    @MGINSD

    From my understanding this Commission is a legislative function, and does not implicate the judiciary at all. It's not an adjudication or any sort, but a hearing--for lack of a better term--and they can be hostile or friendly.

    My understanding is that, sometimes people start to emulate courtroom rules of evidence and procedure, but usually only in adverse hearings, and usually only to the extent that those procedures are deemed as "fair" and a point both sides can agree upon. Technically, I don't think there are any rules whatsoever.

    Here's a poorly written article that captures the problem, but provides no answer. However, it lets us know that everyone seems a bit up in the air about this issue. http://articles.latimes.com/1991-10-12/news/mn-166_1_trial-procedure
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    Mar 21, 2015 1:02 AM GMT
    @6:47 the opposition, you can tell the USCCR panel was annoyed by him icon_rolleyes.gif

    http://www.heritage.org/about/staff/a/ryan-anderson


    Weird.. conservative beard, no beard icon_confused.gif

    height.182.no_border.width.320.jpg
    6a00d8341c503453ef01a73dc94c73970d-pi



    Who are his gay "friends", Dolce and Gabbana? icon_rolleyes.gif


    Ryan Anderson Claims His Gay Friends Oppose Marriage Equality
    http://www.ontopmag.com/article.aspx?id=17951&MediaType=1&Category=26

    Madonna weighs in to Dolce & Gabbana ''synthetic' babies debate
    http://www.telegraph.co.uk/culture/11486897/Madonna-weighs-in-to-Dolce-and-Gabbana-synthetic-babies-debate.html
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    Mar 23, 2015 7:57 AM GMT

    About two weeks left, to go live in-effect, on new or modified contracts. The Department Of Defense has chosen not to include, the words sexual orientation or gender identity in its controlling document FAR 52.222.26. Subpart 22.8. It appears they have opted to reference the Office of Federal Contract Compliance Program document-final rule 41 CFR-60 instead, http://www.dol.gov/dol/cfr/Title_41/Chapter_60.htm. This is a bit concerning because future LGBT federal contractors might not know what 41 CFR-60 is (will be seen in contracts or purchase orders) and how it pertains to them and their employment protections. (that wont be specifically listed). I do not have an answer as to why the DoD has decided to skip out on the specific wording in their FAR. Maybe out of fear? Maybe they think LGBT people wont notice if the wording is not in their face thus avoiding complaints? icon_rolleyes.gif, at least any associated contractors unions will use the full wording in their separate union contracts.



    Office of Federal Contract Compliance Programs
    http://www.dol.gov/ofccp/regs/statutes/eo11246.htm


    Executive Order 11246, As Amended

    Subpart B - Contractors' Agreements
    SEC. 202. Except in contracts exempted in accordance with Section 204 of this Order, all Government contracting agencies shall include in every Government contract hereafter entered into the following provisions:
    During the performance of this contract, the contractor agrees as follows:

    The contractor will not discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity, or national origin. The contractor will take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, color, religion, sex, sexual orientation, gender identity, or national origin. Such action shall include, but not be limited to the following: employment, upgrading, demotion, or transfer; recruitment or recruitment advertising; layoff or termination; rates of pay or other forms of compensation; and selection for training, including apprenticeship. The contractor agrees to post in conspicuous places, available to employees and applicants for employment, notices to be provided by the contracting officer setting forth the provisions of this nondiscrimination clause.

    The contractor will, in all solicitations or advancements for employees placed by or on behalf of the contractor, state that all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, or national origin.

    The contractor will send to each labor union or representative of workers with which he has a collective bargaining agreement or other contract or understanding, a notice, to be provided by the agency contracting officer, advising the labor union or workers' representative of the contractor's commitments under Section 202 of Executive Order No. 11246 of September 24, 1965, and shall post copies of the notice in conspicuous places available to employees and applicants for employment.

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    Apr 09, 2015 4:00 AM GMT
    Charting the Wave of New LGBT Protections at Work
    http://www.huffingtonpost.com/marcy-karin/charting-the-wave-of-new-lgbt-protections-at-work_b_7022040.html

    Starting April 8, 2015, employers who do business with the federal government may not discriminate against applicants and employees on the basis of sexual orientation or gender identity. This new requirement, found in recent regulations by the Office of Federal Contract Compliance Programs (OFCCP), and implementing Executive Order 13672, applies to contractors hired by the federal government, who collectively employ one-fifth of the country's workforce.


    Office of Federal Contract Compliance Programs (OFCCP)
    Executive Order 11246, As Amended

    http://www.dol.gov/ofccp/regs/statutes/eo11246.htm

    SAMPLING OF EMPLOYMENT LAWS RELEVANT FOR THE LESBIAN GAY BISEXUAL TRANSGENDER QUEER COMMUNITY
    [url]https://www.law.asu.edu/Portals/22/LGBTQ%20Workplace%20Laws%20Chart%20Final.pdf[/url]

    41 CFR--PART 60-1, published December 9, 2014, in 79 FR 72993 Effective Dates: April 8, 2015
    http://www.ecfr.gov/cgi-bin/text-idx?SID=a38ad6d8fec36f43665d674e8a348898&node=20141209y1.9