reminder of What most People Do NOT want … Why Black folks Should Be Outraged at Arizona’s Immigration Law ~ remember 5/2010 ?


If you’re black and think that state’s new immigration law has nothing to do with you, think again.
By: Joel Dreyfuss

A law that makes people suspects on the basis of their looks should outrage African Americans, even if they are worried about illegal immigration.

The immigration law passed in Arizona last week is the kind of reckless act that keeps us minorities paranoid in America. The new law compels local law enforcers to verify immigration status based on “reasonable suspicion”–whatever that is–and has created the potential for cops to stop brown people in the streets and demand to see their papers. Even the sheriff of Pima County, Ariz., (which borders Mexico) says the law is “stupid,” “racist,” and would force his officers to racially profile people. The scope of the law was narrowed after its passage in order to assure Hispanics, who make up 30 percent of the state’s population, that they would not be the victims of racial profiling.

But those assurances that people won’t be suspects because of the way they look have little credibility when the experience of black and brown people in America has been so contrary to those promises. Being stopped for Driving While Black (or Brown) is such a common phenomenon that comedians make jokes about it. And a city like New York, which operates a massive stop-and-frisk policy that probably violates a dozen constitutional principles, keeps trying to explain why black and brown citizens make up 80 to 90 percent of those questioned by police. The latest rationale: They fit the description of suspected perps when 98 percent of those stopped and questioned are innocent of any crime.

The reason people of color get worked up about such policies is America’s nasty habit of making everything racial in a panic. We have a long history of lynchings and runaway convictions that were triggered by fears that black people were getting out of hand in some fashion, whether it was interracial sex or talking back to massa. The roundup of Japanese Americans during World War II will forever stain this country’s history.

After 9/11, looking Arab or simply wearing a turban, whether you are Muslim or not, turned out to be a grave danger in some parts of the country and a constant annoyance in others. No Muslim American believes that the frequent “random” checks they endured at airports in the months after the tragedy were really a matter of chance. And last week, the front page of the Boston Herald illustrated a cover story about the crackdown on benefits for illegal immigrants with a photo of black, Hispanic and Asian models, their foreheads stamped with the following: “No Tuition, No Welfare, No Medicaid.” Ironically, the headline at above the newspaper’s logo announced a “workplace diversity job fair.”

Of course, the concept of white or blonde illegal aliens is apparently beyond the capacity of the people passing the laws or the editors at the Herald. But nearly 600,000 of those in the United States illegally were estimated to come from Europe or Canada in 2005; and while I knew many Irish, English and other Europeans who had overstayed their visas when I was growing up in New York, I never heard of a raid of an Irish bar, except when ATF or the FBI were trying to trap Irish Republican Army gun runners during the “troubles.”

Now Arizona, better known for resorts, retirees in golf carts, and college basketball teams whose players never graduate, is suddenly at the center of a debate that could shape U.S. politics for the next 10 years. The only surprise is that it took so long. All the great economies have been struggling with the immigration issue for years. Just last week, France was in tizzy about the burqa, the full-length outfit with only an eye-slit that conservative Muslim women wear. Nicolas Sarkozy’s government has considered banning the burqa on security grounds (you can’t identify the person), but the real reason behind this initiative, Arizona’s or any of the dozen being considered in other states or countries is fear of change.

No doubt, the Great Recession of the last three years has heightened American insecurity. Although the downturn has hit blue-collar workers the hardest, many people who thought they were solidly in the middle class have seen their savings, their safety net, even their homes evaporate in the financial collapse. The next step for many of them would be to step “down” into the blue-collar workforce. Suddenly, the Mexican, Salvadorian and African immigrants they hardly noticed during boom times are now potential competitors.

African Americans, who lost more than their fair share of blue-collar jobs in the downturn, have long been ambiguous about illegal immigration. As Cord Jefferson noted here a few months ago, a growing number of experts believe that blacks and Hispanic immigrants battle for unskilled jobs at the bottom of the labor pool. Black Americans have not turned out in large numbers at immigration rallies, despite the fact that many African-American politicians talk of the need for coalitions with Hispanics.

But a law that puts you in jeopardy for being has special resonance with black Americans. We already know the peril of living in a state where you are presumed guilty by the color of your skin. A law that makes a suspect of anyone who might look illegal should make us vigorously resist this encroachment.

Joel Dreyfuss is managing editor of The Root. Follow him on Twitter

first posted in 5/2010 …

2020 ~~~~ New Rules


 

See the source image

The New HR Rules: Employment law updates for 2020

by Anniken Davenport

A new year means new HR rules. A comprehensive legal and HR compliance update is absolutely essential for keeping up with ever-changing laws and regulations. Start 2020 confident you can field questions from supervisors, employees, and corporate leadership. Here’s what you need to know about employment law changes to stay ahead of the curve.
Family policies
The push for so-called work-life balance isn’t going away. The economy continues to grow and the labor market remains tight. Having family-friendly policies can help let an employer stand out as a desirable place to work. Meanwhile, new laws and novel interpretations of old ones require constant handbook and policy updates. Many employers are struggling to comply with multiple, sometimes inconsistent, rules. Here’s what you should review to make sure you’re compliant:

  • Mother’s rooms: The Fair Labor Standards Act (FLSA) provides unlimited breaks to express milk during the first year of an infant’s life. Hourly employees are entitled to as many unpaid breaks as are necessary. The break room must be private and cannot be a bathroom. The rule applies to all employers with 50 or more workers. It also covers employers with at least one employee unless the employer can show complying means undue hardship.
  • Paid leave: More states and cities have added paid leave laws. These may cover sick, family or other time off. Eleven states and the District of Columbia mandate it, along with 30 cities and counties in states that don’t. Check the rules in every location where you employ workers, including those who telecommute.
  • Pregnancy and childbirth leave: Childbirth, or maternity and paternity leave, is distinct from paid leave, but can also overlap. For example, the FMLA provides up to 12 weeks of unpaid childbirth and bonding leave. Paid leave laws cover childbirth recovery, but not necessarily bonding time. Check the latest laws on childbirth leave, too. Currently, only the District of Columbia and California, New Jersey, Rhode Island, New York, and Washington – have paid childbirth leave laws. Your new HR rules should coordinate unpaid FMLA, paid leave and childbirth leave into one comprehensive policy. Finally, make sure your childbirth and bonding leave doesn’t leave the father out. More men are suing for equal rights and winning.

Pay equity
Perhaps the biggest HR compliance development in 2019 was the push for so-called pay equity. Several states have passed new HR Rules that prohibit employers from asking about current or past salary when hiring. The idea is to force employers to make salary offers based on experience, education, and talent.

If HR doesn’t know what salary a candidate currently receives, the offer has to be based on merit. The applicant won’t get an offer that’s less than her credentials suggest just because her old employer discriminated. You can find an interactive map here

Mindful behavior / New Year Resolution … stop smoking


ciggtaxes_state_icon

Every once in a while i come across info that i have to pass along.   i for one believe that great information definitely makes us think…hopefully, it also starts up a conversation that is not only positive but initiates reaction and action that causes change …  as an ex-smoker having stopped (cold turkey) years ago.  So,

The information below is old,  but you have to wonder just what the numbers are now!

Orzechowski and Walker, economic consulting firm says …                

   $1,712 is the average amt a pack-a-day smoker in the US spends annually

What can $1,712 buy?

  • 170 mosquito nets from nothingbutnets.net and prevent malaria transmission to African families.
  • Provide 11,900 meals for the nation’s hungry through feedingamerica.org
  • Donate to local programs to give 10 kids fun and creative after-school options every day for a month. aferschoolalliance.org for tips on finding an organization near you.

resource: internet

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