Other Interesting Stuff ....

"The Five Southern Indiana Community Foundations unite each year to honor the Woman Philanthropist of the Year from each of our six counties.  Making a difference where they live and beyond, the 2009 honorees have multiple years of community service, and are truly shining examples of selflessness and initiative.  Our Community Foundations recognize that women are in a position to discover their capacity to transform the world through financial charitable giving and volunteerism.  We hope you are inspired by the outstanding stories of our honorees and have a better understanding of the impact each of us can have in chaning the world through philanthropic giving.  Contratulations to our 2009 honorees." 

Cindy Kanning (previous award recipient), Carol Dawson - recipient for Clark County, and Diane Murphy - recipient for Floyd County

Many of Carol's friends attended the celebration: 

Top Row:  Cindy Kanning, Jim Kanning, Ken Crutchfield, (Carol)

Sitting:  Karen Conrad, Norma Robbins, Doug Messmore, Gail Messmore, and Pam Chastain

The Federally Employed Women, Mary Lou Andres, Rhonda Smith, (Carol), Anne Ramsey, Becky Giles

Carol Dawson with Extra Milers who attended the award event:  Cindy Kanning (standing), Karen Conrad and Norma Robbins (sitting)

Accepting the WIP Award

Rebecca Anne Christensen, Emerging WIP, Clark County

Do something to make a difference in another person’s life!

Once upon a time there was a wise man that used to go to the ocean to do his writing. One day he

was walking along the shore. As he looked down the beach, he saw a human figure moving like

a dancer. He smiled to himself to think of someone dancing on the beach. So he began to walk

faster to catch up with this person. As he got closer he saw that it was a young woman and she

wasn’t dancing, but instead she was reaching down to the shore, picking up something and very

gently throwing it into the ocean. As he got even closer, he called out, “Good Morning, what are

you doing?” The young woman paused, looked up and replied, “Throwing starfish back into the

ocean.” He asked, “Why are you throwing starfish into the ocean?” She replied, “The sun is up

and the tide is going out. If I don’t throw them back in, they will die.” The man was intrigued and

stated, “But, young lady, don’t you realize that there are miles and miles of beach and starfish are

all along it. You can’t possibly make a difference!” She listened politely. Then bent down, picked

up another starfish and threw it back into the sea, past the breaking waves and said, “It made a

difference for that one.” We all have the ability to MAKE A DIFFERENCE

.      Author Unknown

New Leadership S.Indiana   Small Business Development

Board of Directors               Center Volunteer

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March is Women's History Month, March 8 is International Women's Day,

and August 26 is Women's Equality Day.  The Equal Rights Amendment is

yet to be passed.  If you wish to get involved in the passage of the ERA,

check out:  http://members.aol.com/ERACampaignWeb/index.html

                            ________________________________________

"Morality cannot be legislated, but behavior can be regulated."

Dr. Martin Luther King Jr.

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TAKE THE DIVERSITY PLEDGE: 

Written by the students, parents, and teachers of Columbine High School:  

         I will pledge to be part of the solution

         I will eliminate taunting and harassing from my own behavior

         I will encourage others to do the same

         I will not let harassing words or actions hurt others

         AND, even if others won't become part of the solution - I WILL!

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VETS-100 REPORTING REQUIREMENT:

This report is to be completed by all nonexempt contractors and subcontractors with contracts (or subcontracts) for the furnishing of supplies and services or the use of real or persona1 property (including construction) for $25,000 or more. Reports must be completed for each hiring location in any State, as defined in 41 CFR 61-250.2(b). All multi-establishment employers, i.e., those doing business at more than one hiring location, must file: (1) a report covering the principal or headquarters office; (2) a separate report for each hiring location employing 50 or more persons; and (3) either (i) a separate report for each hiring location employing fewer than 50 persons, or (ii) consolidated reports, by State, covering the hiringlocations within the State that have fewer than 50 employees. Each consolidated report must also list the names and addresses of all hiring locations covered by the report.

You can find an electronic version of the VETS-100 form, frequently asked questions, etc. at the following US Department of Labor website (you will need to cut/paste):

http://vets100.cudenver.edu/

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The EEOC has released the annual report for Federal Agencies.  You can view it through the following link:

http://www.eeoc.gov/federal/fsp2002/index.html

The EEOC proposed a number of changes to the EEO-1 Report.
Comments are due by August 11, 2003. To download the form and read the text of the proposal, go to: http://www.eeoc.gov/eeo1.
The primary changes are:

1. Ethnicity versus race: Employers would first ask employees to identify their ethnicity (in other words, identify whether they are Hispanic/Latino or not). If a person identifies "Hispanic/Latino," then note the person's gender and stop there. If a person claims they are Non-Hispanic/Latino, then ask for the person's race as well as gender. "Race" means White, Black or African American, Asian, Native Hawaiian or Other Pacific Islander, American Indian or Alaska Native.

2. Multi-racial employees: If a Non-Hispanic/Latino self-identifies as two or more races; list them under a "two or more races" column on the EEO-1. The explanation is a little unclear; however, it appears that you would NOT list the individual races that the person selected if hey selected two or more. This means that you won't double-count anyone if following the system.

3. Job Categories: The officials and managers category would be split into three levels: Executive/Senior, Mid-Level, and Lower-Level. The office and clerical category would become administrative support workers. The order of the categories would also be changed (service workers would jump up to #6, and craft (skilled) workers would drop to
#7, operatives (semi-skilled) would drop to #8 and laborers (unskilled) would drop to #9. The descriptions of the jobs in each category would also be brought up to date with current terminology._______________________________________

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OFCCP’s Racial/Sexual Harassment Honor Roll Initiative
Carol A. Dawson, EEO Guidance, Inc.®

The Region IV (Southeast Region) has an initiative or certification process for federal contractors/subcontractors to be acknowledged for exemplary performance to halt racial or sexual harassment.  This certification is called the Racial/Sexual Harassment Honor Roll Initiative.  I recently learned from Ms. Marva James, Region IV Senior Compliance Assistance Advisor, that the initiative is designed to accomplish the following:

Ø      Provide prevention techniques and tools

Ø      Recognize companies with aggressive prevention programs

Ø      Utilize effective investigative methodologies

Ø      Identify and resolve harassment effectively 

Suggestions for the effective prevention of a hostile work environment include:

Ø      Develop a zero tolerance policy statement

Ø      Disseminate the policy

Ø      Provide regular training to all managers and supervisors

Ø      Train all employees on prohibited activities

Ø      Develop internal complaint procedure

Ø      Schedule regular workplace inspections

Ø      Establish procedures for immediately remedying harassment including:

v     Ensuring the harassment ceases, including a follow-up monitoring system

v     Make the victim whole (financially, other)

v     Take disciplinary action

v     Conduct training and reiterate policy

v     Expunge derogatory records of victims

OFCCP Region IV recommends companies for the Racial/Sexual Harassment Honor Roll if they have an aggressive and comprehensive prevention program for the Honor Roll and have been audited by OFCCP. 

If your Company or Agency is to create an environment free of harassment, these are excellent tools to assist in creating such an atmosphere.  Contact us for more information or to assist you in becoming an Harassment Honor Roll caliber facility.