#and not be commiting multiple dress code violations | Explore Tumblr posts and blogs

mariasont · 4 months ago

Text

theory and practice

a teasing conversation ensues when you boldly suggest becoming rossi’s fourth wife.

pairing: dave rossi x reader warnings: fem!reader, flirty reader, flirty rossi, power dynamics perhaps? rossi thinking of moral complexities of a relationship etc etc, probably an age gap? it's not explicitly mentioned but home boy is old as dirt prompt: here wc: 0.6k

Rossi tries to focus on the article in front of him, but he can practically feel your eyes burning holes in his cheek. He almost snorts. You’re not even subtle about it. He wonders idly, if you’ve blinked yet.

“You know, if you stare any harder, you’re going to hurt yourself, bella. What exactly do you need from me?”

You tip your floppy head back slightly, resting your chin on your hand and giving him a blatantly flirtatious once-over. “Tell me honestly. Do I have what it takes to be Mrs. Rossi number four, or should I keep working on it?”

At this point, Rossi doesn’t even blink. You’ve made it somewhat of your personal mission to charm him into an early grave ever since day one at the BAU. Your methods are disarmingly cunning, subtle enough to pass unnoticed by less discerning observers, yet transparent to him in their seductive intent.

There was that memorably orchestrated coffee delivery — leaning forward with an excessive grace, making sure his peripheral vision had an unobstructed view down your blouse. Or the occasion you casually suggested a shared hotel room on a stakeout, ostensibly to save departmental funds.

Honestly, your relentless pursuit of his accelerated cardiovascular decline would almost be flattering — if it weren’t so damn effective.

Rossi gives you a slow, contemplative look, barely masking the amusement tugging at his lips. “Well, I have to warn you it’s a notoriously rigorous screening process. Think multiple rounds of very thorough interviews, background checks, and extensive compatibility testing. You might want to clear your schedule.”

Adjusting your position to sit up straighter, your arms press your chest together, the angle leaving little to his imagination. Rossi’s eyes are thankfully hidden, but he knows you know what he’s looking at.

“I’m fully committed, Rossi. Hit me with your best shot. I promise, I can handle it.”

Rossi snorts softly, folding his newspaper and setting it aside. The sports section can wait — something he rarely admits, but this is far more interesting.

He gives you his undivided attention, leaning back comfortably.

“Alright. First question. Exactly how many FBI dress-code violations do you intend to commit on a daily basis?”

“Well, how many does it take before you feel obligated to reprimand me personally? I’ll aim for one more than that.”

He exhales slowly. “Ambitious, aren’t we?”

“You have no idea. But feel free to find out.” Your grin widens as you trail a fingertip casually along the rim of your sunglasses. “I’m even more ambitious up close.”

He allows himself a momentary consideration of the tantalizing hypothetical you’ve so generously presented. He wonders how you’d truly respond if, just once, he abandoned his better judgment and actually called your bluff.

You’re lucky, really, that he’s a man who still maintains a stubborn adherence to decency. That years spent navigating the ethical complexities of this job have given him ample reason to value his own carefully upheld morals.

Without said deeply embedded moral compass, however, he’s rather certain neither one of you would emerge unscathed.

“As enticing as I find your enthusiasm, perhaps its best to keep your ambitions strictly theoretical. For now.”

Rossi barely has time to appreciate the fluid grace with which you rise from your lounge chair before you lean in close, eyes level with his own. His breath stills subtly as your lips touch his cheek.

“Every great idea begins as just a theory,” you say. “Remember that.”

He watches with reluctant open approval as you walk back toward the house. Settling back into his chair, Rossi resigns himself to the knowledge that his professional and personal resolve will continue to be rigorously tested.

Perhaps retirement would have been a safer choice. Still, he allows himself a moment of indulgent appreciation as you disappear inside. After all, even the strongest moral fortitude deserves a brief lapse into harmless admiration now and again.

join me at the beach for my 1 year/4k event!

day 5 extras

💌 click here to check in → confirm your room (and crush)

maria's spring break getaway masterlist

#mariasspringbreakgetaway #mariaversegetawaytrip #david rossi x reader #dave rossi x reader #rossi x reader #criminal minds x reader #criminal minds fluff #david rossi fluff #dave rossi fluff #rossi fluff #david rossi #rossi #dave rossi

183 notes · View notes

championhr · 1 year ago

Text

Crafting an Effective Employee Handbook in Chatsworth: Key Considerations

An employee handbook is a vital document for any organization, providing clear guidelines and expectations for employees. In Chatsworth, a community known for its vibrant business environment, having a comprehensive and well-structured employee handbook is essential for fostering a positive workplace culture and ensuring compliance with local and state regulations. This article explores the key components and best practices for creating an effective employee handbook in Chatsworth.

Why an Employee Handbook is Important

An employee handbook serves multiple purposes:

Communication of Policies: It outlines the company's policies and procedures, helping employees understand what is expected of them and what they can expect from the company.

Legal Compliance: It ensures that the company complies with federal, state, and local laws, reducing the risk of legal disputes and misunderstandings.

Employee Onboarding: It serves as a valuable resource for new employees, helping them quickly acclimate to the company's culture and expectations.

Consistency: It promotes consistency in how policies are applied and enforced, ensuring fair treatment of all employees.

Key Components of an Employee Handbook

When creating an employee handbook for your Chatsworth-based business, consider including the following sections:

Welcome Message: Start with a welcoming message from the company's leadership, outlining the company's mission, vision, and values. This sets a positive tone and helps new employees understand the company's culture.

Employment Policies:

Equal Employment Opportunity (EEO): Outline your commitment to equal employment opportunities and anti-discrimination policies.

At-Will Employment: Clarify that employment is at-will, meaning either the employer or the employee can terminate the employment relationship at any time, with or without cause or notice.

Compensation and Benefits: Provide details about payroll practices, salary structures, and benefits such as health insurance, retirement plans, and paid time off. Make sure to include information about any specific benefits offered to employees in Chatsworth, such as local wellness programs or transportation subsidies.

Work Hours and Attendance: Define your expectations for work hours, attendance, punctuality, and procedures for reporting absences or requesting time off.

Conduct and Discipline: Outline your code of conduct, including policies on workplace behavior, dress code, and the use of company property. Detail the procedures for addressing disciplinary issues and the potential consequences of policy violations.

Health and Safety: Include your commitment to maintaining a safe work environment and provide information on safety protocols, emergency procedures, and reporting accidents or hazards.

Technology and Social Media: Define policies regarding the use of company technology, internet access, and social media. Make sure to address issues such as data security, privacy, and appropriate online behavior.

Leave Policies: Detail the types of leave available to employees, including vacation, sick leave, family and medical leave, and any other specific leaves mandated by California law or offered by your company.

Best Practices for Creating an Employee Handbook

Legal Compliance: Ensure that your handbook complies with all relevant federal, state, and local laws. In California, this includes adhering to labor laws specific to the state, such as those regarding meal and rest breaks, overtime pay, and leave entitlements.

Clarity and Accessibility: Use clear and straightforward language to make the handbook easy to understand. Ensure that all employees have access to the handbook, whether in print or digital format.

Regular Updates: Regularly review and update the handbook to reflect changes in laws, company policies, and industry best practices. Notify employees of any updates and provide training if necessary.

Acknowledgment Receipt: Require employees to sign an acknowledgment receipt confirming they have received and reviewed the handbook. This can help protect the company in case of disputes regarding policy awareness.

Conclusion

An effective employee handbook is an invaluable tool for any business in Chatsworth. By clearly outlining policies, procedures, and expectations, it helps foster a positive workplace culture, ensures legal compliance, and supports consistent management practices. By focusing on clarity, accessibility, and regular updates, businesses can create a handbook that not only guides employees but also strengthens the overall organization.

0 notes

pillars-of-alt · 5 years ago

Note

what osha violations has julia committed🤔

you know. the usual. working in a lab without proper PPE, not following dress code, using multiple power strips on a single outlet, opening a portal in her lab, evading government arrest, leaving cables out in the open that could be tripped over, detonating explosive devices without proper distance, breaking and entering into a highly secure nuclear facility, that kind of thing

#EXCELLENT QUESTION #i'm crying anon this is the FUNNIEST ask i've ever recieved #some of these are technically just straight-up CRIMES but also non-safety compliant by proxy so they still count #os: pe

4 notes · View notes

hsb4uk · 4 years ago

Text

Lesson 15, Task 4: What do I believe in?

Suspensions are a form of discipline that is used in school systems for offences. There are two types of suspensions, an in-school suspension where the student usually sits in the office and does their work rather than being in their classroom. The second type is an at-home suspension where the student is sent home for a certain number of days and is not allowed to be on school property. Though suspensions have been a part of the school system for many years, I do not believe that they are a good disciplinary policy because some students may not see it as a punishment, suspensions remain on the students record and cannot be taken off, and lastly it may discourage students to excel in school as they think there is no coming back from their actions.

Firstly, students that get suspended either receive an in-school suspension or an at-home suspension. Majority of the time they receive an at-home suspension. The student is sent home for a certain number of days. They can serve three days, or they can serve two weeks. The days depend on the seriousness of their offence. Students are already opposed to school because they have to wake up early in the morning, sit through classes, and do homework, assignments, and tests. With that being said, being suspended may not be seen as a punishment to them. The students will see it as a couple days off of school or a small vacation. The student will see that if they do an action similar to the one that got them suspended, they will be suspended from school and have those days off. What the school thinks is a consequence, the student sees as an opportunity to not have to attend school.

Secondly, when a student is suspended, that suspension is then placed on their school records. It is a permanent side note that can be seen by any schools you register or apply to. This is not a good policy because a student can get suspended for something as small as violation of the dress code, chewing gum in class, or being late to class. These students do not deserve to have the suspension shown on their record as it may present them to be someone they are not. If a student does commit a serious offence and has multiple suspensions, they still should not be on their record because they can mature, change, and eventually learn from their mistakes.

Lastly, suspensions can very easily discourage a student especially at a young age as they may think that they are seen as a bad student and there is no way of coming back from what they did. This can lead to dropping out of school, skipping classes, and not having any motivation to excel and reach their goals. Students also may feel like they’ve missed out on some schoolwork during their suspension which is discouraging, and they lose their drive to want to do their work and strive forward. There can also be students that are not the best academically and already do not like school or doing the work required. Once they are suspended, in their mind they think they have hit rock bottom and go from having very little motivation, to none at all.

In conclusion, to sum up my opinion I do not believe that suspensions are a good disciplinary school policy because some students that are already opposed to school may not see a suspension as a punishment as they see it as a couple days off of school. Suspensions remain on the students record and cannot be taken off which can affect the student long term, and lastly being suspended from school can be very discouraging and make students lose motivation to excel in their education. The school system sees suspensions as a great way to make the student realize their mistakes and be scared of being suspended, however what they do not realize is that all students are different and have different perceptions of these so-called consequences.

References

Ferguson, C. J. (2012). School Suspensions: Do They Actually Work?. Time. https://ideas.time.com/2012/12/05/does-suspending-students-work/

‌

0 notes

edivupage · 6 years ago

Text

Simulations Help Districts Build and Sustain an Effective Principal Pipeline

Supporting a ‘grow our own’ approach to leadership improves district culture and student achievement.

By Ken Spero

The Wallace Foundation, in association with the RAND Corporation, recently released its 7-year study called “Principal Pipelines: A Feasible, Affordable, and Effective Way to Improve Schools.” A key finding was that a focus on developing school leadership over the long-term benefits student achievement as well as retention of school leaders.

Using a leadership pipeline as a tool for improving, supporting, and building a strong “bench” of up-and-coming leaders can be a key strategy for building a positive district or school climate. That positive climate is sustained by ensuring that schools have the necessary quantity and quality of leaders who are steeped in the district’s culture and eager to shape and maintain the desired climate. This “grow our own” approach enables finding and recruiting appropriate candidates from within the district who have the education, skills, and experience required for the job. This approach also places the focus directly on development and communication among the sitting and aspiring leaders in a district, rather than enculturating new hires.

In general, the current educator development and certification process does not always prepare aspiring leaders for the power and influence of context in leadership. Although context can relate to tactical elements like the nature of the building, demographics, and the like, it’s really a subset of the district climate. In addition, aspiring leaders are not always prepared for the emotional consequences they experience, which challenge their ability to exercise good judgment and require them to be resilient.

Given these challenges, more and more districts are looking to grow their leaders from existing staff, which enables aspiring leaders to be more familiar with the context of the district. Getting the right people into leadership positions and supporting them with solid professional development is actually fairly straightforward, especially when districts use leadership simulations.

The Power of Simulations

In a simulation, participants take on a leadership role and exercise their judgment as they are presented with a particular school or district administrative situation. They are provided with contextual information regarding the problem they face through other characters in the sim and supplementary materials. Each decision the participants make leads to different consequences and feedback as their path branches to develop critical-thinking.

What makes computer-based sims unique is that they promote both skill development and team-building at the same time. By engaging educators in an exercise that requires collaborative decision-making and provokes organic peer-to-peer discussions in a realistic context, districts reinforce and expand the climate in a consistent and unforced way. When appropriately blended with instructional content focused on the necessary competencies and skills, sims provide a safe space for sitting and aspiring leaders to experience which it might take to be a leader in their schools. By sharing their different perspectives in a facilitated simulation setting, participants gain an appreciation for collaboration as well as a deeper understanding of decision-making in the context of the evolving district climate. The shared experience helps to provide depth and meaning to the importance of consistency in how decisions are made about a range of problems of practice.

An additional benefit of simulations is how easy they are to deploy. Due to the engagement power of underlying stories in simulations, existing school leaders or PD staff can facilitate them. This allows leaders to actively perpetuate the desired climate and bring their experience and expertise to the process of building and maintaining a leadership pipeline.

Developing Leaders

Even the best leaders have room to improve. Part of getting developing leaders on the same page with the rest of the district is simply communicating the district’s values, beliefs, and priorities throughout leadership development. Simulations make this communication process more robust by challenging both the sitting and aspiring leaders to think about the values from their own perspective, then talk them through with their peers in a safe place.

Having educators apply the selected content to the evolving climate has the further benefit of reducing the need for outside experts or enabling participants to practice the application of their content while experts are present to answer questions and provide feedback. These sessions might include working in small groups to complete a performance-based task, reviewing a case study and learning from others, or the use of online simulations.

Focusing on Adaptability

These simulations present a problem or a challenging situation—anything from the mundane like dress code violations to the complex such as cyberbullying incidents—and give the participants the opportunity to experience that challenge and reflect on what decisions they can make and the consequences of specific actions. Rather than emphasizing a right or wrong answer, simulations give our leaders the opportunity to focus on the thought process they follow by engaging them in conversation with their colleagues.

Just as selecting leaders with the right core beliefs is more important than the specifics of how they will put those beliefs into practice, this focus on the decision-making process rather than arriving at the “correct” decision is key for school leaders.

It’s a question of adaptability: today’s right answer might be the wrong answer two years from now. In many situations, the right or wrong decision will shift or change completely depending on the context or key details. Just as educators have moved away from expecting students to simply recite facts and figures in favor of teaching them to apply critical thinking and problem-solving skills, so, too, should administrators focus on the process school leaders use to come to their decisions, rather than the decisions themselves.

Defining and Implementing Culture

For leaders to work toward common goals, however, they need the guidance of shared values—otherwise known as district culture. In education, just as in the private sector, culture encompasses the beliefs, values, and commitments an organization collectively holds. Seen from the outside, an organization’s culture is understood through its reputation. What is the organization known for? What are the words and characteristics people associate with your district?

Organizational cultures develop gradually, but over time, they become embedded. Organizations develop reputations and, once they’re established, they inform the way members of the organization think about it, their roles within it and, eventually, how they behave within it.

The literature about organizational culture tells us very clearly that organizations with a strong reputation for performance are those that pay attention to their culture. Perpetuating that culture includes making sure that throughout the onboarding, induction, training, and development of new employees there is a thread of sharing those cultural beliefs and values every step of the way.

The specifics of how they go about implementing those attitudes and beliefs is important, certainly, but there’s room for variety and experimentation there. Indeed, variety and experimentation are important pieces of innovation and improvement, but they must be in service of those broader ideals if they are going to fit within and maintain a district’s culture. By choosing the right candidates from the beginning and using adaptive tools like sims, schools get the best of both worlds.

Ken Spero, the CEO of Ed Leadership SIMS, has been working with simulations for 30 years across multiple industries, and is now focusing in K-12 leadership. He is also an outside program lecturer for the University of Pennsylvania Graduate School of Education.

The post Simulations Help Districts Build and Sustain an Effective Principal Pipeline appeared first on The Edvocate.

Simulations Help Districts Build and Sustain an Effective Principal Pipeline published first on https://sapsnkra.tumblr.com

0 notes

ecotone99 · 6 years ago

Text

Code White

Standing in the doorway, she holds her heavy mattress up against her, for protection. She stares at the door, breathing heavily, watching for any signs of movement on the outside. She can’t remember how long she’d been standing there or how long she’s been propping up her mattress. Dressed in nothing but a nightgown, about as form fitting as a pillowcase, she continues to wait.

After what feels like a century has passed, she hears a rattling noise outside the door, following some hushed voices. She can’t tell if it is men or women, just weird monotone voices. As the door opens, she ducks down hiding her body behind the old and tattered mattress.

“Now, now, number 5696, we have discussed this multiple times. You are prepared, it is your turn,” Someone says, peaking up and over the mattress at her.

“No! Leave me alone!” she screams, wetting herself as she does.

Someone grabs the mattress away from her, removing it swiftly out of her feeble grasp. Someone else leans down and grabs her by the arms, standing her upright. She tries to kick and hit the person holding her, but it’s all for nothing. They are stronger, faster, and bigger than her.

“No..please…” She whispers, not feeling like putting up a fight. She has heard horror stories from the others about what happens if she actually hurts one of Them.

Another one stands beside her, grabbing one of her arms tightly, guiding her out of the door and into a brightly lit room. Someone stands in front of her, blocking her view as she tries to adjust to the light.

“Do you know why you’re here?” Someone asks.

“No,” She responds softly.

“You are here due to the crimes you committed years ago. Do you remember what they are?”

Coughing, she responds, “No.”

“You violated Law #1000001, refusal to inset our thought chip. You violated law #1000002, by hiding underground from law enforcement. You violated Law #1000007 by helping others to hide. You violated Law #1000009 for attacking one of Them in defiance once captured. And lastly, you violated Law #200000 by tampering with the chip to where you are no longer serviceable. What do you have to say for yourself?” One of Them said, calmly and rationally.

“I don’t know…�� She responded, looking down at the ground.

“Since you have violated our most sacred laws, you have already been sentenced.” One of Them stated.

“Sentenced to what?” She yells, her hands trembling, while squeezing her eyes shut.

“Sentenced to Code White.” One of Them stated non-chalantly.

“What is that?” She screams, looking up at them, unable to differentiate between them.

“Since your brain has rejected all attempts of control, you will be put down and your organs will be harvested.”

Before she can even get a noise out or physically respond, she feels a sharp pain in her upper spine, and the world goes to white.

submitted by /u/Frightfanatic [link] [comments] source https://www.reddit.com/r/shortscarystories/comments/bdkqpb/code_white/ via Blogger http://bit.ly/2VNsTkO

#Blogger #Story

0 notes

zipgrowth · 8 years ago

Text

Why the State of Surveillance in Schools Might Lead to the Next Equifax Disaster

Blaine is a student in a suburban town. He wakes up at 7 am and brushes his teeth before wolfing down a bowl of cereal. After putting on his high-top sneakers, he races out the door to the street corner, where he waits for the school bus.

As he steps on the yellow ride, Blaine panics. Did he forget his school-issued RFID badge that he has to tap so that the district can have a record of him getting picked up? Whew, it’s at the bottom of his backpack.

Imagine a breach like the Equifax one we just had, but occurring with students’ browsing history, the search strings of the school counselor or geolocation of all students in the school.

Bill Fitzgerald

While Blaine is a fictional student, the technology that’s tracking him is real, and actually in use in some school systems, part of a growing set of tools that leave data trails about students throughout the day. These days, fingerprint scanners and cameras are regular parts of school life—on the ceilings watching students walk, and on their laptops analyzing their facial expressions. The tools could yield benefits for safety, performance development and security, but they also raise thorny security and privacy issues.

“Imagine a breach like the Equifax one we just had, but occurring with students’ browsing history, the search strings of the school counselor or geolocation of all students in the school,” says privacy blogger Bill Fitzgerald, noting the risks companies are taking while gathering sensitive information on students.

The darker side of today’s Big Data world was exposed a few years ago by Edward Snowden, the former Central Intelligence Agency subcontractor turned leaker and whistleblower, who raised concerns about US government surveillance and shaped the national conversation on privacy and security. In some ways the tools that parents, teachers and administrators have opted for include surveillance capabilities that turn into schools into Snowden’s worst nightmare.

Let’s follow Blaine throughout the rest of the day—and learn how his experiences mirror what happens in real life.

The bus drops Blaine and his classmates off at 8:30 am. But before he can enter the school building, he has to pass through a metal detector.

In 2016 ProPublica reported that 236 schools in New York City required students to go through some sort of scanner to enter schools. In Los Angeles, all public high school students have grown up with metal detectors and random searches when entering school buildings. Scanners consist of metal detectors, X-ray machines and hand wands. The use of these tools have been criticized for disproportionate use in environments with large Hispanic and Black populations.

Blaine's School Day, drawn by Richard Nattoo

Blaine is almost late for class, so he jogs—but not too fast since he knows there are cameras in the hallway, watching him.

According to the National Center for Education Statistics, in 2013-14 school year, an average of 75 percent of public schools reported using security cameras to monitor their buildings.

Here is a little-known-fact, FERPA laws regarding a parent's right to access video footage is unclear. There have been a few court cases where judges ruled that video footage obtained by school officials or other district contractors were not considered education records and were, therefore, not the right of students or parents to access.

Blaine scans his ID and enters the classroom. He is two minutes late. An automated detention slip is printed out for him. The teacher, who has already begun to brief the class on the day’s assignment, doesn’t notice.

In 2013, HeroK12 began offering educators an opportunity to collect and analyze student behavior data. Through its software, every tardy and dress code violation is recorded, stored and analyzed on individual, class and school levels. The violations and consequences are easily tallied with automated responses, and teachers, administrators and students can view the data. HeroK12 is currently used in more than 650 schools around the United States. Other similar technologies include Kickboard and LiveSchool.

And cameras have moved from hallways to classrooms, with technology and security companies actively marketing them to schools. Extreme Networks’ Camera AP 3916i solution, a tech company that actively markets cameras to schools, recently released a survey on video surveillance in classrooms, noting benefits such as preventing theft, vandalism of classroom materials and reducing cheating.

It’s not a question of if a breach will happen, it is sort of like when and how do I respond.

Doug Levin

Blaine’s district provides every student with a computer, so he opens his laptop to start his work.

As soon as a school-provided laptop is opened, there are multiple ways students can be surveilled. In 2000 federal legislation required schools to filter content students accessed online. Since that time, monitoring online behaviors has become even more extensive.

GoGuardian, a web-filtering tool, just announced an upgrade to its technology that relies on artificial intelligence to scan every page a student accesses on school networks or devices. The company promotes this as an opportunity teachers to detect potential cases of pornographic content and language that could indicate possible desire to harm oneself. The product is currently in use by 2,400 school districts serving more than 4 million students.

Other filtering tools include companies such as BASE Education in Colorado with features that capture all student text—even after it is deleted. Impero, another filtering software company, boasts capabilities to detect radicalized children and prevent threats of terrorism by looking for keywords such as ”YODO” (you only die once).

There are few restrictions on the way schools or law enforcement officials can access the camera on a student’s computer. In a recent report by ACLU Rhode Island, the organization noted several incidents of school staff taking photos of students in and out of school without their knowledge through webcams on school-provided laptops. The opening of the report featured an image of a student sleeping in his bed at home, taken through his device by school officials without his knowledge. In the report, ACLU notes that 22 districts in Rhode Island require parents to acknowledge that there is no expectation of privacy when using computers that are part of their one-to-one program.

Other camera functions such as SensorStar’s EngageSense claim the ability to use facial-recognition technologies to track student engagement online; the product is still in the research-and-development phase. Companies have also shown interest in developing eye-tracking technologies to improve online reading habits.

During lunch, Blaine pays for his food using a fingerprint scanner, which recognizes him and deducts the amount from his account.

Apple’s new iPhone might have replaced fingerprint scanners with facial recognition, but that doesn’t mean schools have to follow suit. Companies such as PushCoin offer cafeteria workers speedy lunch delivery and data as the software records everything a student eats when they pay by fingerprint.

At the lunch table, Blaine scrolls through his smartphone, liking and commenting on a few videos and photos posted by his friends.

Back in June, PBS and Education Week released a report about social media monitoring in schools. The profiled school district, Dysart Unified in Arizona, employs school resource officers to monitor social-media activity. One such officer explained to reporter Lisa Stark that she has “busted” everything from marijuana brownies on campus to possible student protest by monitoring social-media accounts. Districts have also been known to monitor student activity online through firms such as Geo Listening, and by closely watching any mention of the school or district online.

Blaine is only halfway through the day and has been monitored in over 10 different ways. The data collected through these services have information on everything from Blaine’s eating habits to how fast he is reading through an assignment online. His story begs the question, can schools surveille students into safety or improved academic performance?

Many educators and software designers—touting adaptable technologies—say, yes. They have put their money on algorithms and artificial intelligence that depend on large amounts of student data to be effective. They hope that technology can offer the classroom insights and data that humans cannot capture.

However, privacy experts fear the cyber-security risks associated with adaptable technology’s rise to the top is akin to the popular meme of a dog sitting with a cup of coffee saying, “This is Fine,” in a room that is on fire.

Doug Levin, an industry expert who has been carefully tracking data breaches in the K-12 school districts, echoes Fitzgerald’s concern, saying, “It is incredibly hard for even the most tech-savvy companies to secure potentially valuable information. It’s not a question of if a breach will happen, it is sort of like when and how do I respond.” Since 2016 he has identified more than 200 cybersecurity related incidents in schools.

Levin also takes issue with the algorithmic method in which technology tracks and responds to student behavior. “I understand why these tracking technologies might be appealing to some administrators. There are ways it can save students. But it is a very slippery slope down to Minority Report,” Levin explains. “You are making predictions like, ‘Johnny has a 95 percent chance that he is going to commit plagiarism. He hasn’t done it yet, but we will go in there and intervene now.’ That’s a great startup idea. We can help kids before they even know they need help.”

For Fitzgerald, the question goes beyond the seemingly dystopian realities to a philosophical debate about the roles of humans and machines.

“For me, the question is, what does it mean for a student to get help, not because someone actually cares about them—but because they fit into an algorithm?”

Why the State of Surveillance in Schools Might Lead to the Next Equifax Disaster published first on http://ift.tt/2x05DG9

0 notes

leonorludwig-blog · 8 years ago

Text

BUS 309 Week 11 Quiz – Strayer

Click on the Link Below to Purchase A+ Graded Course Material

http://budapp.net/BUS-309-Week-11-Quiz-Strayer-309.htm

Quiz 10 Chapter 11

Job Discrimination

MULTIPLE CHOICE

1. Which of the following is true based on documented evidence of discrimination?

African Americans have the third highest standard of living in the world.

Today, men are just as likely as women to be in so-called "pink collar" occupations.

There is little statistical evidence of job discrimination today.

Relatively few women and minorities have made it to the very top of their professions.

2. A historical view indicates which of the following is correct?

Statistical evidence is irrelevant to proving discrimination.

Women and blacks are sometimes victimized by stereotypes.

The idea that women may have difficulties fitting into a "male" work environment is outdated.

On average women earn between 1/3 and 1/2 of what men make for doing the very same work.

3. Which of these statements is true concerning court cases about discrimination?

Brown v. Board of Education upheld the principle of "separate but equal."

The Bakke case outlawed affirmative action across the board.

In the 2004 Holtz case, the Supreme Court ruled that "race-conscious" admissions policies are unconstitutional.

In the recent University of Michigan cases (Gratz and Grutter), the Supreme Court upheld a moderate, flexible affirmative action program and rejected a rigid one.

4. Of these four arguments, which of the following is the most plausible argument FOR affirmative action?

It evens the score with young white men, who have had it good for too long.

It is necessary to break the cycle that keeps minorities and women locked into low-paying, low-prestige jobs.

It ignores the principle of equality.

It is a color-blind policy.

5. Of these four arguments, which of the following is the most plausible argument AGAINST affirmative action?

Compensatory justice forbids affirmative action.

Blacks and whites are already equal in socioeconomic terms.

Affirmative action violates the rights of white men to equal treatment.

Affirmative action is the same thing as fixed numerical quotas.

6. Advocates of "comparable worth"

say that all women do their job just as well as men.

base their doctrine on the free-market determination of wages.

believe it is necessary for getting rid of sexual harassment.

want women to be paid as much as men for jobs involving equivalent skill, effort, and responsibility.

7. Which of the following is an example of sexual harassment?

Unwelcome sexual offers a female employer gives to a male employee.

A female employee hugging a co-worker when he announces his engagement.

A manager enforcing a dress code for a work environment.

An employee pinning up comic strips in an office cubicle.

8. Sexual comments that one woman appreciates might distress another women. Who decides when such behavior is inappropriate?

The person to whom the comments are directed.

The person accused of harassment.

The hypothetical "reasonable person."

The common law as modified by legislation.

9. The 1984 Supreme Court decision in Memphis Firefighters v. Stotts

treated sexual harassment as a form of discrimination.

upheld seniority over affirmative action.

upheld the legality of hiring quotas.

upheld the legality of mandatory drug testing.

10. In 1987, the Supreme Court affirmed, in the case of Johnson v. Transportation Agency, that

affirmative action is unconstitutional.

quotas based on considerations of race are unconstitutional.

considerations of sex are permissible as one factor in deciding whom to promote.

racially segregated schooling is unconstitutional.

11. Which of the following statements is accurate?

Men cannot be victims of sexual harassment.

The Supreme Court has established a hard and fast line between permissible and impermissible affirmative action plans.

The law treats sexual harassment as a form of sexual discrimination.

Differences in levels and types of education explain why, on the average, men earn more than women.

sexual discrimination against young African-American men.

racial discrimination against young African-American men.

sexual discrimination against young white men.

racial discrimination against young white men.

13. What quality is more important in predicting who gets fired than job-performance ratings or even prior disciplinary history?

race

sexual orientation

age

gender

14. Male managers frequently assume that women

will not place family demands above work considerations.

possess the necessary drive to succeed in business.

take negative feedback professionally rather than personally.

are too emotional to be good managers.

15. What do affirmative action programs involve?

Firms should prepare an oral equal-employment policy and an affirmative action commitment.

Firms should appoint an administrative assistant to direct and implement their program and to publicize their policy and affirmative action commitment.

Firms are expected to survey current

female and minority employment by department and job classification.

Whenever underrepresentation of females or minorities is evident, firms are to try a little harder.

16. Fill in the blank. Today most large corporations not only accept the necessity of affirmative action but also find that _______________ benefits when they make themselves more diverse?

the morale of the company

the law department

the bottom line

the managers

17. Many Americans oppose what issue because they fear it will lead to illegal quotas, preferential treatment of African Americans and women, and even reverse discrimination against white men?

affirmative action

sexual harassment

sexual diversity

age discrimination

18. Over the last two decades, how many sexual-harassment claims have emerged?

over 12,000 annually.

over 25,000 annually.

over 15,000 annually.

over 50,000 annually.

19. There are two legal types of sexual harassment:

male to female, female to male.

male to male, female to female.

boss to worker, worker to boss.

“quid pro quo’’ and “hostile work environment.’’

20. To answer the question of who determines what is objectionable or offensive in sexual harassment, the courts use what kind of hypothetical person?

reasonable person

hysterical person

sensual person

management person

21. One message that sexual harassment conveys is that managers view women as

assets.

equals.

high potentials.

playthings.

22. What should a female employee do if she encounters sexual harassment?

She must decide if she likes the attention.

She should try to document it by keeping a record of what has occurred, who was involved, and when it happened.

Keep it to herself and never tell a soul.

Go on a talk show and tell her story.

23. According to Shaw and Barry, companies clearly have what kind of obligation to provide a work environment in which employees are free from sexual harassment?

legal

moral

environmental

personal

24. Opponents of comparable worth insist which one of these ideas support their position?

Most women want a rigid schedule.

Most women want the most challenging job.

Most women have chosen the higher paying occupations.

Most women have freely chosen the lower paying occupations.

25. Affirmative action, comparable worth, and sexual harassment are connected to

job performance.

job discrimination.

job analysis.

job description.

TRUE/FALSE

1. The Civil Rights Act of 1964 prohibits discrimination based on race, color, sex, religion, or national origin.

2. Experts distinguish two types of sexual harassment. "Hostile work environment" is one of them.

3. The Supreme Court has ruled that sexual favoritism is a form of sexual harassment and is therefore illegal.

4. To discriminate in employment is to make an adverse decision against an employee or job applicant based solely on his or her membership in a certain class.

5. The Supreme Court, in its 1978 ruling in the case of Bakke v. Regents of the University of California, upheld the University's right to reserve entrance places in its medical school for minorities.

6. The terms "affirmative action" and "reverse discrimination" are synonymous.

7. Kantians would repudiate sexual or racial job discrimination as disrespectful to our humanity.

8. Title VII of the Civil Rights Act of 1964 allowed sexual and racial discrimination at work until overturned by the Supreme Court.

9. "Affirmative action" refers to programs taking the race and sex of employees and job candidates into account as part of an effort to correct imbalances in employment that exist as a result of past discrimination, either in the company itself or in the larger society.

10. The issue of comparable worth pits against each other two cherished American values: the ethic of nondiscrimination verses the free enterprise system.

11. The only true form of job discrimination is intentional and individual.

12. Catherine A. MacKinnon describes sexual harassment as sexual attention imposed on someone who is not in a position to refuse it.

13. An isolated or occasional remark or innuendo inevitably constitutes sexual harassment.

14. According to the Supreme Court, men cannot be the victims of sexual harassment.

15. The courts view sexual harassment as a kind of sexual discrimination.

16. The 1995 case Adarand Constructors v. Pena shows that, after years of disagreement, the Supreme Court is now unanimous on the issue of affirmative action.

17. Job discrimination involves prejudice, inaccurate stereotypes, or the assumption that a certain group is inferior and deserves unequal treatment.

18. Some companies view diversity in the workplace as a competitive advantage.

19. The Civil Rights Act of 1964 applies to all employers, both public and private, with twenty five or more employees.

20. Executive Order 10925 decreed that federal contractors should “make rigid quotas to ensure that applicants are employed without regard to their race, creed, color, or national origin.’’

21. Women entering male turf, or minority workers of either sex going into a predominantly white work environment, can find themselves uncomfortably being measured by a white male value system.

22. Statistics by themselves do not prove discrimination.

23. A survey shows that three out of four whites believe that African Americans and Hispanics are more likely than whites to prefer living on welfare, and a majority of whites also believe that African Americans and Hispanics are more likely to be lazy, unpatriotic, and prone to violence.

24. Anti-discrimination laws do not address the present-day effects of past discrimination.

25. The Civil Rights Act of 1964 (later amended by the Equal Employment Opportunity Act of 1972) prohibits all forms of discrimination based on race, color, sex, religion, or national origin.

SHORT ANSWER

1. Job discrimination occurs if three conditions are met. What are they?

2. Job discrimination can be individual or intentional. What are two other forms that job discrimination can take?

3. What is some of the statistical evidence of job discrimination?

4. What is some of the attitudinal evidence of job discrimination?

5. What did the Supreme Court decide in 1954 in the case of Brown v. Board of Education?

6. What does Title VII of the 1964 Civil Rights Act say?

7. EEOC lists steps to affirmative action. Name two of them.

8. Explain the importance of the 1978 case, Bakke v. Regents of the University of California.

9. What is the Supreme Court's current view of affirmative action (as evidenced by the Michigan cases Gratz and Grutter)?

10. Affirmative action should be distinguished from reverse discrimination. What is the difference?

11. What is the doctrine of comparable worth? On what grounds do opponents of comparable worth criticize it?

12. What evidence do we have that sexual harassment is harmful to people?

13. What is an example of strong evidence that racial or sexual discrimination exists?

14. What steps should a male or female employee take when encountering sexual harassment?

ESSAY

1. Explain in your own words the pros and cons of the against affirmative action that “affirmative action injures white men and violates their rights.”

2. Explain why sexual harassment is unethical considering two moral theories.

3. Explain why job discrimination is unethical considering two moral theories.

4. Is it unrealistic to imagine that there will be no sexual interaction between men and women in the workplace? Produce the reasoning on both sides of the argument.

5. Should the sexual orientation of gays and lesbians be protected against discrimination? Justify your answer.

#BUS 309 Week 11 Quiz – Strayer

0 notes

antonioebangelista · 8 years ago

Text

This is a question that is quickly answered by the O.W.E. (One With EVM) church loyalists with a resounding “NO!!!” as if it was a matter of fact. This is also a question that is also quickly answered by the long-time church detractors with an even louder answer, “YES!!!!!”, as if it was written in stone…

But for the “Old Guards” of the pristine Church of Christ, like myself and the few who have been the “Caretakers” of the previous Church Administration’s legacy, we answer it with a deafening silence… And today is the day that I, with a broken heart, shall break my silence to serve a far greater Truth.

Anybody who swore an Oath of Loyalty in the holy Ministry knows this by heart. It is a sacred open secret to all of us who are Ministers and those who have been entrusted to protect the church at all cost. Even during the early times when the Church of Christ in the Philippines was still young in years, only but a few decades old, “Sinomang mang-agrabyado sa sinomang kapatid ay tiyak na maglalaho na parang bula”, (Anyone who victimizes any brethren in the Church will definitely disappear like a bubble) is a byline known to every member of the Church. It is both a sense of pride and security for every member of the Church of Christ knowing that if he is ever persecuted, oppressed or violated by anyone because of his faith or conviction, he only needs to go to the nearest Locale or find the nearest brethren and ask for help, then the wheels of a different justice will automatically turn and strike against those who deserve it. I remember the time during the violent years in Tondo, Manila when the criminality was at an all-time high. People were being robbed, mugged or attacked even in broad daylight by crooks that ran the streets of Tondo. BUT EVEN THEN, THIS IS A WELL-KNOWN FACT TO EVERY CRIMINAL DURING THOSE DAYS, “NEVER TOUCH A KAPATID” (Brethren in the Church). It was a silent code among criminals and a peace pact between them and the church because if anyone were to cross that line and break that pact, bloodshed will follow.

Many of you who were already alive during those years were all too familiar with the common stories told amongst brethren, one of them is when a newcomer came to Tondo and while he was riding a jeepney, he got robbed. The robbers took his watch and his wallet, not knowing that he was an INC member. The brother went to the nearest chapel in Tondo. He was met by the Resident Minister and was offered food and water because that’s how brethren were during those days. Even if you don’t know each other personally but you know that you are members of the same Church, then you would treat each other more than your own flesh and blood. So, after learning about what happened to this Brother, the Resident Minister called for the Head Deacon of the Locale. The Head Deacon immediately went and saw the Minister. He was introduced to the disgruntled Brother who was still trembling with fear from his traumatic experience. The Head Deacon just asked two questions, “What is the brand of the watch and what are the contents of his wallet”. He then left the church compound, gathered some other male brethren and went to the side streets of Tondo where even the police were afraid to go. There was a galvanized iron fence that restricted the entry of anybody into those streets. The Head Deacon slammed on the fence three times, an opening appeared, the Head Deacon peered thru and talked to the watchman of the fence. The Head Deacon told the watchmen, “Meron kaming kapatid na nanakawan ng relo at wallet kani-kanina lamang habang nasa Jeep sya. Kapag hindi ninyo sinauli iyon sa loob ng bente minutos, papasok na kami!” (We have a Brother who was robbed of his watch and wallet while in a jeepney. If you do not return them in 20 minutes, we will come in after you!) Half an hour later, the Head Deacon returned to the Chapel and handed a watch and a wallet to the Brother who was so amazed and pleased to see his belongings once more. This is just one of the many stories you hear from the elderly Brethren who witnessed the respect that the public, even the criminals, have for the Church and its members. If a Sister was raped, the attacker was sure to end up dead in a ditch somewhere. If a Minister was disgraced in public, the perpetrators’ houses would suddenly be ablaze due to some mysterious faulty wiring or leaky gas tank. If a member was murdered, as sure as the sun rises in the morning, the murderers and their families would suddenly be involved in some freaky accident killing their entire household. These are open secrets that solidified one’s resolve, NEVER TO CROSS THE INC.

So if you ask any old Ministers if these were true, anyone who says that these are false, are simply LYING to protect the image of the Church. If you ask any young Ministers today, especially the Instant Ministers known as the STF Ministers (Special Task Force to EVM), they would probably deny all of these things simply due to their IGNORANCE and NAIVETÉ.

So how can anybody be capable of killing another person for the Church?

Simple. They believe they are doing it for the sake of the Church and the Brotherhood, and they are ONLY doing it to THOSE who persecute and violate the church and its members, therefore, doing it as a service to God. Always remember that every Minister swore an oath to protect the Church and the Flock at all cost. Everyone is indoctrinated with the same faith that we are all willing to die for the church, and that same faith could easily twist someone’s thoughts so that it would be justifiable to be willing to kill for the church. Some even consider it the ultimate test of their faith. That is why the “HINIRANG” Group (Chosen Ones) is very real. These men and women who belonged to this secret group, swore an oath of loyalty and silence until death, that they will serve and protect the Church at all cost. Take note though that the Hinirang Group during the time of the previous Administration is different from the Social Media war-freaks Hinirang of today.

Now the lingering question in all of you is this, did the previous Executive Ministers organize and sanction these groups and the extrajudicial activities they committed?

The answer is NO. The formation of the HINIRANG Groups and INC Vigilantes laid in the hands of the District Ministers who established these groups in their respective Districts to ensure that the members of the Church in their Districts will not fall victims to crimes and abuses. The previous Executive Ministers before Eduardo V. Manalo did not condone these groups and their acts of avenging victimized brethren, rather, they were EXPELLED by the Executive Minister then, for putting the law into their own hands. Once these groups were discovered, they were disbanded, expelled from the Church and were made to answer for their crimes because the ends did not justify their means of carrying out justice. And the decision of Bro. Eraño G. Manalo to eradicate these groups and the elitist vigilante mentality that they adhere to, was divine intervention because what started out as groups who protected the church and its members later on degenerated into criminal syndicates and hired killers that only gained much prominence during the Administration of Eduardo V. Manalo.

Here lies the glaring difference between Bro. Eraño G. Manalo with his, spiritually inspired leadership, and Eduardo V. Manalo and his ego-centered, power and greed-driven administration. The lurking evil that his father banished, EVM embraced and allowed to flourish during his controversy-stricken regime. Not only does Eduardo V. Manalo have full knowledge of the extrajudicial activities that his Administration commit, HE CONDONES THEM, gives worldly rewards to those who can stomach the atrocities, and condemns those who are even remotely troubled by their conscience. That is why at present, it is no longer even shocking to hear news of INC members (and or Ministers) for being members of crime syndicates, drug syndicates, racketeering syndicates, smugglers, sex offenders, murderers, and plunderers. And because EVM destroyed the pristine “check and balance” system that was put in place by his predecessors to prevent the adulteration of the Church, EVM ushered in a NEW BREED OF CRIMINALS that found safe haven into the Church of Christ.

These are the same wolves dressed in sheep’s clothing who slaughtered and murdered the innocent men whose only “crime” was to love their neighbor, as commanded by Christ, yet these Good Samaritans crossed the angry stare of the self-proclaimed “Most Important Man in the World”. The same man who used the holy pulpit during worship services to preach about destroying us, the “enemies of the church”, thereby establishing a biblical prelude of what’s to come to those who will stand up for the Truth, they “They shall be as Nothing!!!”

Remember the warning of our Lord Jesus. When we were expelled from the church for standing up for goodness, righteousness, and truth, the killing of our souls by expulsion wasn’t the end of it all. Our Lord forewarned of an even greater threat to our very lives here on earth.

“They will expel you from the synagogue. The time is coming when those who will kill you will think that they are doing a service to God. They will do these things because they don’t know the Father or me. But I have said these things to you so that when their time comes, you will remember that I told you about them.” ~ John 16:2-4 (CEB)

The result? Multiple counts of abductions, illegal detentions, grave threats, acts of violence and MURDERS. And they are now even boldly doing these PUBLICLY, even in broad daylight, simply because they know that they have the FULL BACKING of the EVM Church Administration coupled with its powerful clout over government agencies, law enforcement, judicial systems and even the media. Who else, then, will stand up against these Spiritual Terrorists? Who would have the courage and the firm resolve to do what is right, when those who do right, are being persecuted, oppressed, jailed and killed? Only the Chosen few, the Remnant few, those who did not allow themselves to be silent and be used as instruments of evil and agents of persecution. These are the few good men and women, the real-life GOOD SAMARITANS.

“7 Your country is desolate, Your cities are burned with fire; Strangers devour your land in your presence; And it is desolate, as overthrown by strangers. 8 So the daughter of Zion is left as a booth in a vineyard, As a hut in a garden of cucumbers, As a besieged city. 9 Unless the Lord of hosts Had left to us a very small remnant, We would have become like Sodom, We would have been made like Gomorrah.” ~ Isaiah 1:7-9 NKJV

Who are some of these modern-day Good Samaritans?

A Good Samaritan has the characteristic of being selfless, which is one of the most important traits any Christian can have. We can find the story of the Good Samaritan In Luke 10 where our Lord Jesus Christ stated that to attain eternal life we must love God above all else and love our neighbor as ourselves (Mark 12:31; Galatians 5:14). In our time today, and in the greatest fight and test of our faith we are in, many can be considered selfless. They go beyond helping someone in need, caring for the sick, giving alms to the poor, loving and taking care of parents, widows, and orphans.

When we speak of Good Samaritans, Bro. Felix Villocino surely comes to mind along with others who risked a multitude of things from losing their very own livelihood, missing time for themselves and for their families, and sadly, even sacrificing their very lives. Bro. Felix went missing for several months before we received leads that confirmed his brutal murder. He is the third confirmed murder to date. If the evidence serves us correctly, he was tortured after he went missing on April 18, 2017, just a week after the disappearance of Bro. Danilo Patungan who disappeared on April 11, 2017.

You can read more about his disappearance on this article. [READ: https://incsilentnomore.com/2017/04/22/iglesia-ni-cristo-leaders-linked-to-two-more-kidnapping-cases/

And who could forget the gruesome murder of Bro. Lito Fruto after midnight on May 24, 2017, followed by another horrendous murder in broad daylight which was that of Bro. Peter Ledesma on June 10, 2017. We reiterate that these 4 victims have one common denominator and that is “helping the family of Bro. Eraño G. Manalo when they were severely oppressed in their own home in 36 Tandang Sora where they were trapped by evil and corrupt men and women of power in the Church within three-story walls without electricity, food, water, and other daily necessities. These four were also the primary and close helpers of bro. Angel Manalo when he was unjustly imprisoned.

Details of the discovery of his remains here [READ: https://incsilentnomore.com/2017/05/26/official-press-release-the-murder-of-jose-norilito-de-luna-fruto/

https://incsilentnomore.com/2017/06/12/inc-hitmen-strikes-again/]

It is a very difficult thing not to think of revenge. A tooth for a tooth, or an eye for an eye. It must be most difficult especially for the helpless families of these victims and for us who share their sorrow to lay aside hurt feelings, aggrieved and wounded hearts, but these killings are only but one part of the test. The other part of the test is for us to become like these honorable victims, men who are truly selfless. As much as we want to hate the perpetrators of these crimes and repay evil for evil, we, the true Christians are expected not to put the law into our own hands. We are especially taught and reminded to love the unlovable. Our Lord Jesus expects us to extend this love and selflessness far beyond normal expectations as he commands us to love our enemies and even pray for our persecutors (Matthew 5:44).

For our fallen brothers who came out of the Church’s state of ruin, rubble and carnage as Good Samaritans and heroes, we are confident that their sacrifices will not be in vain. Do not emulate the merciless and the murderers for they are unGodly and have already accepted their fate of everlasting wrath and punishment. Our examples instead are the Good Samaritans who will inspire a multitude more to rise for righteousness, goodness, and truth, and to provide unmeasured comfort to the oppressed and persecuted to the point of sacrificing their lives.

“So he went to him and bandaged his wounds, pouring on oil and wine; and he set him on his own animal, brought him to an inn, and took care of him. On the next day, when he departed, he took out two denarii, gave them to the innkeeper, and said to him, ‘Take care of him; and whatever more you spend, when I come again, I will repay you.’” “So which of these three,” Jesus asked, “do you think was a neighbor to him who fell among the thieves?” And the man who had first asked the question responded: “He who showed mercy on him.” Then Jesus said to him, “Go and do likewise” (Luke 10:30-37).

Beloved Brethren, let us all go forth and do the same.

~ Antonio Ramirez Ebangelista

“They tried to bury us…they didn’t know we were seeds.”

“Unlike you, I don’t have power or money, but what I do have is a very particular set of skills, skills I have acquired over a very long career. Skills that make me a nightmare for people like you. If you tell the truth now, that’ll be the end of it. I will not look for you, I will not pursue you. But if you don’t, I will look for you, I will find you, and I will expose you.” – A.E.

Philippine Daily Inquirer Article: “Antonio Ebangelista writes Philippine Daily Inquirer, Warns Iglesia Elders”

Question adn Answer: Q & A with Antonio Ebangelista

The CHOICE is always UP TO YOU : “The Red Pill. The Blue Pill”

Contact Information:

Official Email: [email protected]

Official Blog: http://www.incsilentnomore.com

Official Facebook Page: https://www.facebook.com/WeAreTheSeedsSilentNoMore/

Official Facebook Account:https://www.facebook.com/antonio.ebangelista.77

Official Instagram: @antonioramirezebangelista

Official Twitter: @AEbangelista01

#iglesianicristo #inc102 #inccentennial #centennial #inc4life #incootd #incfashion #icmedianews #inctv #net25 #incmedia #increview #fymfoundation #mycountrymenmybrethren #kabayankokapatidko #incselfiechallenge #incwikileaks #sanggunian #radelcortez #gerrypurification #junsantos #gliceriosantosjr #rolandoesguerra #benefridosantiago #rodelcabrera #biensantiago #erdzcodera #ernestosuratos #mattpareja #antonioebangelista #silentnomore #iglesianicristosilentnomore #onewithevm #accessthetruth #iglesianicristoblogspot #mandirigma #spiritualwarriors #arneltumanan #babylynmanalo #jojodeguzman #TJOrosa #GPSantos #SergieSantos #AnnieSantos #incradio #angelomanalo #churchofchrist #Johncollado #orthodoxpriest #angelmanalo #lottiehemedez #36tandangsora #sirkular #circular #proudtobeINC #sherlock #thetakingofroviccanono #PhilippineRedCross #RichardGordon #andrewE #philippinearena #christmasdaygames #pba #oilfracking #southdakota #standingrock #violieedrosalan #roviccanono #bairanfamily #australiasilentnomore #mandirigmanomore #maribelmetano #spiritualbusinessmen #rommelsanpedro #regaladodelosreyes #isaiassamsonjr #aidtohumanity #inc #lingappamamahayag #lingapsamamamayan #incinafrica #stampedeinafrica #venerationforevm #evmministers #felixvillocino #dannypatungan #farleydecastro #rodrigoduterte #jameswhite #joeventilacion #incfakepriest #incfakenun #nonoponce #newsanjosebuilders #joseacuzar #nureauofcustoms #teddyraval #dollytoledo #mandirigmanomore #episode2 #thepawnnameddolly #justiceforlitofruto #litofruto #incwhistleblowersreport #diplomaticpassport #dfa #gemmamanalo #stf #evmsalaysay #angelomanalo #newbreedofdefenders #felixvillocino #danilopatungan #jonathanledesma #sterlingcañete #inchinirang #incmurderers #inccriminals

Is the Eduardo V. Manalo Church Administration Really Capable of Murder? This is a question that is quickly answered by the O.W.E. (One With EVM) church loyalists with a resounding "NO!!!" as if it was a matter of fact.

0 notes

loudphilosophertimemachine-blog · 8 years ago

Text

BUS 309 Week 11 Quiz – Strayer

Click on the Link Below to Purchase A+ Graded Course Material

http://budapp.net/BUS-309-Week-11-Quiz-Strayer-309.htm

Quiz 10 Chapter 11

Job Discrimination

MULTIPLE CHOICE

1. Which of the following is true based on documented evidence of discrimination? a. African Americans have the third highest standard of living in the world. b. Today, men are just as likely as women to be in so-called "pink collar" occupations. c. There is little statistical evidence of job discrimination today. d. Relatively few women and minorities have made it to the very top of their professions.

2. A historical view indicates which of the following is correct? a. Statistical evidence is irrelevant to proving discrimination. b. Women and blacks are sometimes victimized by stereotypes. c. The idea that women may have difficulties fitting into a "male" work environment is outdated. d. On average women earn between 1/3 and 1/2 of what men make for doing the very same work.

3. Which of these statements is true concerning court cases about discrimination? a. Brown v. Board of Education upheld the principle of "separate but equal." b. The Bakke case outlawed affirmative action across the board. c. In the 2004 Holtz case, the Supreme Court ruled that "race-conscious" admissions policies are unconstitutional. d. In the recent University of Michigan cases (Gratz and Grutter), the Supreme Court upheld a moderate, flexible affirmative action program and rejected a rigid one.

4. Of these four arguments, which of the following is the most plausible argument FOR affirmative action? a. It evens the score with young white men, who have had it good for too long. b. It is necessary to break the cycle that keeps minorities and women locked into low-paying, low-prestige jobs. c. It ignores the principle of equality. d. It is a color-blind policy.

5. Of these four arguments, which of the following is the most plausible argument AGAINST affirmative action? a. Compensatory justice forbids affirmative action. b. Blacks and whites are already equal in socioeconomic terms. c. Affirmative action violates the rights of white men to equal treatment. d. Affirmative action is the same thing as fixed numerical quotas.

6. Advocates of "comparable worth" a. say that all women do their job just as well as men. b. base their doctrine on the free-market determination of wages. c. believe it is necessary for getting rid of sexual harassment. d. want women to be paid as much as men for jobs involving equivalent skill, effort, and responsibility.

7. Which of the following is an example of sexual harassment? a. Unwelcome sexual offers a female employer gives to a male employee. b. A female employee hugging a co-worker when he announces his engagement. c. A manager enforcing a dress code for a work environment. d. An employee pinning up comic strips in an office cubicle.

8. Sexual comments that one woman appreciates might distress another women. Who decides when such behavior is inappropriate? a. The person to whom the comments are directed. b. The person accused of harassment. c. The hypothetical "reasonable person." d. The common law as modified by legislation.

9. The 1984 Supreme Court decision in Memphis Firefighters v. Stotts a. treated sexual harassment as a form of discrimination. b. upheld seniority over affirmative action. c. upheld the legality of hiring quotas. d. upheld the legality of mandatory drug testing.

10. In 1987, the Supreme Court affirmed, in the case of Johnson v. Transportation Agency, that a. affirmative action is unconstitutional. b. quotas based on considerations of race are unconstitutional. c. considerations of sex are permissible as one factor in deciding whom to promote. d. racially segregated schooling is unconstitutional.

11. Which of the following statements is accurate? a. Men cannot be victims of sexual harassment. b. The Supreme Court has established a hard and fast line between permissible and impermissible affirmative action plans. c. The law treats sexual harassment as a form of sexual discrimination. d. Differences in levels and types of education explain why, on the average, men earn more than women.

12. When investigators sent equally qualified young white and black men—all of them articulate and conventionally dressed—to apply for entry-level jobs in Chicago and Washington, D.C., the results clearly showed a. sexual discrimination against young African-American men. b. racial discrimination against young African-American men. c. sexual discrimination against young white men. d. racial discrimination against young white men.

13. What quality is more important in predicting who gets fired than job-performance ratings or even prior disciplinary history? a. race b. sexual orientation c. age d. gender

14. Male managers frequently assume that women a. will not place family demands above work considerations. b. possess the necessary drive to succeed in business. c. take negative feedback professionally rather than personally. d. are too emotional to be good managers.

15. What do affirmative action programs involve? a. Firms should prepare an oral equal-employment policy and an affirmative action commitment. b. Firms should appoint an administrative assistant to direct and implement their program and to publicize their policy and affirmative action commitment. c. Firms are expected to survey current female and minority employment by department and job classification. d. Whenever underrepresentation of females or minorities is evident, firms are to try a little harder.

16. Fill in the blank. Today most large corporations not only accept the necessity of affirmative action but also find that _______________ benefits when they make themselves more diverse? a. the morale of the company c. the law department b. the bottom line d. the managers

17. Many Americans oppose what issue because they fear it will lead to illegal quotas, preferential treatment of African Americans and women, and even reverse discrimination against white men? a. affirmative action c. sexual harassment b. sexual diversity d. age discrimination

18. Over the last two decades, how many sexual-harassment claims have emerged? a. over 12,000 annually. c. over 25,000 annually. b. over 15,000 annually. d. over 50,000 annually.

19. There are two legal types of sexual harassment: a. male to female, female to male. b. male to male, female to female. c. boss to worker, worker to boss. d. “quid pro quo’’ and “hostile work environment.’’

20. To answer the question of who determines what is objectionable or offensive in sexual harassment, the courts use what kind of hypothetical person? a. reasonable person c. hysterical person b. sensual person d. management person

21. One message that sexual harassment conveys is that managers view women as a. assets. b. equals. c. high potentials. d. playthings.

22. What should a female employee do if she encounters sexual harassment? a. She must decide if she likes the attention. b. She should try to document it by keeping a record of what has occurred, who was involved, and when it happened. c. Keep it to herself and never tell a soul. d. Go on a talk show and tell her story.

23. According to Shaw and Barry, companies clearly have what kind of obligation to provide a work environment in which employees are free from sexual harassment? a. legal b. moral c. environmental d. personal

24. Opponents of comparable worth insist which one of these ideas support their position? a. Most women want a rigid schedule. b. Most women want the most challenging job. c. Most women have chosen the higher paying occupations. d. Most women have freely chosen the lower paying occupations.

25. Affirmative action, comparable worth, and sexual harassment are connected to a. job performance. b. job discrimination. c. job analysis. d. job description.