Women are vulnerable in any circumstance, class, clase or whatever. In developing countries as well as developed countries womem are still seen as chattles and goodies to take when they feel peckish. Women and men with a social conscious need to band together to fight this battle that many erroneously think that women have achieved parity with me. There is still a lot of work to do. However, the situation for women of lower socio-economic is a lot worse and need our help in raising awareness of their situation.
http://sunwalked.wordpress.com/2012/09/30/gang-raped-why-are-dalit-people-treated-as-sub-humans-in-india/
Sunday, 30 September 2012
Thursday, 27 September 2012
Wednesday, 26 September 2012
Upcoming Fundraiser for a good Cause
Fundraising Concert
for
Hospitality House
Sunday, Sept 30 - 2:30 p.m.
at
St. Mary’s Road United Church
613 St. Mary’s Road
Cost $15 - $10 for students
The concert/coffeehouse will take place at St. Mary's Road United Church at 613 St. Mary's Road. In support of Hospitality House, the St. Mary’s Road United Church band has also created a wonderful instrumental CD which will also be for sale for $10.
Rayannah Chartier-Kroeker is a talented young jazz vocalist, whose experimentation with the tape loop station is downright magical - by the end of a song she is singing in 6 part harmony with herself, and the effect is astonishing.
Refreshments -coffee, tea, juice and goodies are included in tthe price of your ticket.
Hospitality House is currently supporting 13 refugee newcomers, 8 of whom arrived in the past month. One is a very active and adorable 18-month old toddler girl. Housing, feeding and clothing this many newcomers at one time is an expensive endeavour, so please come to the concert to enjoy some wonderful entertainment as well as supporting and learning more about the inspirational work of Hospitality House.
Tuesday, 25 September 2012
Filipino Women victorious in Discrimination lawsuit
http://newamericamedia.org/2012/09/fil-am-hospital-staff-in-ca-win-historic-discrimination-settlement.php
LOS ANGELES – The Asian Pacific American Legal Center (APALC), a member of the Asian American Center for Advancing Justice, and the U.S. Equal Employment Opportunity Commission (EEOC) announced on September 17 a landmark settlement of $975,000 against Delano Regional Medical Center (DRMC), a hospital in California’s Central Valley.
The case was brought forward, on behalf of almost 70 Filipino-American employees who fell victim to discrimination and harassment when hospital administration singled the ethnic group out for enforcement of its English-only policy.
Roots of harassment
In a statement to the Asian Journal, APALC Staff Attorney Carmina Ocampo explained that in 2006, Fil-Am hospital employees alleged that they were harassed and singled out and treated differently from other workers with different ethnicity.
They claimed that the harassment incidents all began when CEO of the hospital called for a mandatory meeting for only Fil-Am staff. During the meeting, the management of the hospital instructed the said employees to speak only in English, allegedly threatening them with suspension or termination for violating the policy.
Ocampo went on to explain that the CEO even went as far as to “threaten with monitoring using surveillance equipment.” And despite the diversity of the hospital’s workforce (with others speaking other languages like Spanish and Hindi) not other ethnic group was told to join this meeting, nor was the language policy enforced upon any other ethnic group.
EEOC General Counsel P. David Lopez, in a statement, said: “Employees should never be targeted because of their national origin or language. The EEOC stands ready to assist employees nationwide who believe they have suffered workplace discrimination, and to ensure that our work force reflects the rich diversity of our nation.”
In a report from the Associated Press (AP), the medical center defended its English-only policy as essential to patient care. In a written statement, officials said the hospital did nothing wrong, said AP.
An e-mail to the Delano Regional Medical Center from Asian Journal was not returned, as of press time.
A harsh workplace dynamic
The meeting resulted in a changed social dynamic within the hospital wherein Filipinos were mocked, harassed, and taunted. In their lawsuit against the DRMC, the Fil-Am employees claimed that the “discriminatory” enforcement of the policy created a hostile work environment for Filipino workers, who were monitored and reprimanded by their colleagues in the hospital. They were often told to speak in English, were ridiculed for their accents, and were humiliated in front of fellow hospital employees.
Under the language policy, Fil-Am employees of DRMC were required to communicate in English at all times at the workplace, even in break rooms, nurses’ stations, and hallways. Even during times when Filipinos were speaking in English, DRMC staff would still remind them to speak in English, especially if they were with other Filipinos.
For months, according to Ocampo, Filipinos were constant targets of reprimands and ridicule, with DRMC staff giving them reproach even without any violation of the English-only rule. One Filipino nurse even claimed that a co-worker sprayed air freshener on her food because the said co-worker apparently did not like the smell of Filipino food.
Another example of harassment is when Fil-Ams were reminded to speak in English even when they were just greeting their fellow co-workers in Tagalog, using the word “Manang” or “Manong,” terms that connote respect in Filipino culture. The Pinoys were constantly reminded to speak in English, even in the cafeterias when they were just having lunch.
Allegedly, the DRMC did not make adequate measures to prevent the harassment that the Filipinos experienced during this time. Even after over a hundred Filipino employees, including Filipino doctors, made formal a complaint about this discrimination, DRMC management still failed to make a significant response on the matter.
According to Ocampo, DRMC did not target the non-Filipino population of the medical center with their strict enforcement of the language policy. The overly harsh and restrictive measure seemed to apply only to the Filipinos.
“We believe DRMC enforced an overly restrictive English only policy against its Filipino American employees and created a workplace environment that was hostile toward them,” said Laboni Hoq, APALC Director for Litigation.
“This settlement will send a strong message to employers that it is illegal to target workers based on their national origin and will hopefully encourage more Asian American and immigrant workers to speak out when their rights are violated, like our brave clients did,” Hoq added.
A harrowing experience
Wilma Lamug, one of the victims of this discrimination, claimed that she felt even more harassed after the first meeting held with the DRMC management.
“I felt more harassed because we Filipinos received constantly harassing words like ‘Shhh, speak English!,’” Lamug confessed.
Another victim, Elnora Cayme, said that during the time of the harassment, at least once or twice a day, a supervisor or co-worker would call her out even at the hallways and break rooms, and say “English only!” According to Cayme, even the housekeeping supervisors and security guards were in on the harassment bit. When she asked a security guard why they were acting in such a way, the guard simply explained that their respective supervisors instructed them to “watch you guys and make sure that you were all speaking English.”
Like most of the Pinoys in the medical center, Lamug was scared for her source of livelihood, as the job she had with the DRMC was her “bread and butter.” And she felt like they “were in trouble.”
Cayme pointed out that DRMC’s actions created tensions among the employees “that weren’t there before.”
“I felt sad, undervalued, and humiliated,” Cayme added.
A huge victory indeed
According to Ocampo, this is the largest settlement for a workplace language discrimination case in the West Coast, and the largest settlement for a workplace language discrimination case in the health care industry in the US. Also, Ocampo added that it is the largest language rights settlement ever secured by the APALC.
“This landmark settlement is a victory for the Asian American and Filipino American communities,” Ocampo said.
“People don’t normally think of Asian Americans when they think of victims of workplace discrimination and harassment,” Ocampo explained.
She went on to elaborate that there are few reports from Asian Americans of cases of harassment, not because they are not victims of this on a more often basis, but rather because they are afraid of the retaliation and backlash that may ensue after such complaints are made. Ocampo also claims that there is a prevailing stereotype that Asian Americans don’t like to complain about violations against them.
“This landmark settlement won by almost 70 Filipino American workers is a powerful example of Asian Americans standing up for their rights and fighting back against discrimination,” Ocampo added.
Aside from the monetary relief, the settlement mandates upon the DRMC a three-year Consent Decree. Under the decree, hospital management is prohibited from engaging in the kind of alleged discrimination and harassment that gave rise to the lawsuit. It also institutes a new Language Policy that “acknowledges the value of the hospital’s diverse work force and allows employees the dignity to speak the language of their choice in appropriate circumstances.”
Furthermore, the Consent Decree will also require the DRMC to hire a third-party Equal Employment Opportunity monitor to “ensure compliance with its terms,” as well as “train all staff to comply with equal employment laws and the new Language Policy.”
The case was brought forward, on behalf of almost 70 Filipino-American employees who fell victim to discrimination and harassment when hospital administration singled the ethnic group out for enforcement of its English-only policy.
Roots of harassment
In a statement to the Asian Journal, APALC Staff Attorney Carmina Ocampo explained that in 2006, Fil-Am hospital employees alleged that they were harassed and singled out and treated differently from other workers with different ethnicity.
They claimed that the harassment incidents all began when CEO of the hospital called for a mandatory meeting for only Fil-Am staff. During the meeting, the management of the hospital instructed the said employees to speak only in English, allegedly threatening them with suspension or termination for violating the policy.
Ocampo went on to explain that the CEO even went as far as to “threaten with monitoring using surveillance equipment.” And despite the diversity of the hospital’s workforce (with others speaking other languages like Spanish and Hindi) not other ethnic group was told to join this meeting, nor was the language policy enforced upon any other ethnic group.
EEOC General Counsel P. David Lopez, in a statement, said: “Employees should never be targeted because of their national origin or language. The EEOC stands ready to assist employees nationwide who believe they have suffered workplace discrimination, and to ensure that our work force reflects the rich diversity of our nation.”
In a report from the Associated Press (AP), the medical center defended its English-only policy as essential to patient care. In a written statement, officials said the hospital did nothing wrong, said AP.
An e-mail to the Delano Regional Medical Center from Asian Journal was not returned, as of press time.
A harsh workplace dynamic
The meeting resulted in a changed social dynamic within the hospital wherein Filipinos were mocked, harassed, and taunted. In their lawsuit against the DRMC, the Fil-Am employees claimed that the “discriminatory” enforcement of the policy created a hostile work environment for Filipino workers, who were monitored and reprimanded by their colleagues in the hospital. They were often told to speak in English, were ridiculed for their accents, and were humiliated in front of fellow hospital employees.
Under the language policy, Fil-Am employees of DRMC were required to communicate in English at all times at the workplace, even in break rooms, nurses’ stations, and hallways. Even during times when Filipinos were speaking in English, DRMC staff would still remind them to speak in English, especially if they were with other Filipinos.
For months, according to Ocampo, Filipinos were constant targets of reprimands and ridicule, with DRMC staff giving them reproach even without any violation of the English-only rule. One Filipino nurse even claimed that a co-worker sprayed air freshener on her food because the said co-worker apparently did not like the smell of Filipino food.
Another example of harassment is when Fil-Ams were reminded to speak in English even when they were just greeting their fellow co-workers in Tagalog, using the word “Manang” or “Manong,” terms that connote respect in Filipino culture. The Pinoys were constantly reminded to speak in English, even in the cafeterias when they were just having lunch.
Allegedly, the DRMC did not make adequate measures to prevent the harassment that the Filipinos experienced during this time. Even after over a hundred Filipino employees, including Filipino doctors, made formal a complaint about this discrimination, DRMC management still failed to make a significant response on the matter.
According to Ocampo, DRMC did not target the non-Filipino population of the medical center with their strict enforcement of the language policy. The overly harsh and restrictive measure seemed to apply only to the Filipinos.
“We believe DRMC enforced an overly restrictive English only policy against its Filipino American employees and created a workplace environment that was hostile toward them,” said Laboni Hoq, APALC Director for Litigation.
“This settlement will send a strong message to employers that it is illegal to target workers based on their national origin and will hopefully encourage more Asian American and immigrant workers to speak out when their rights are violated, like our brave clients did,” Hoq added.
A harrowing experience
Wilma Lamug, one of the victims of this discrimination, claimed that she felt even more harassed after the first meeting held with the DRMC management.
“I felt more harassed because we Filipinos received constantly harassing words like ‘Shhh, speak English!,’” Lamug confessed.
Another victim, Elnora Cayme, said that during the time of the harassment, at least once or twice a day, a supervisor or co-worker would call her out even at the hallways and break rooms, and say “English only!” According to Cayme, even the housekeeping supervisors and security guards were in on the harassment bit. When she asked a security guard why they were acting in such a way, the guard simply explained that their respective supervisors instructed them to “watch you guys and make sure that you were all speaking English.”
Like most of the Pinoys in the medical center, Lamug was scared for her source of livelihood, as the job she had with the DRMC was her “bread and butter.” And she felt like they “were in trouble.”
Cayme pointed out that DRMC’s actions created tensions among the employees “that weren’t there before.”
“I felt sad, undervalued, and humiliated,” Cayme added.
A huge victory indeed
According to Ocampo, this is the largest settlement for a workplace language discrimination case in the West Coast, and the largest settlement for a workplace language discrimination case in the health care industry in the US. Also, Ocampo added that it is the largest language rights settlement ever secured by the APALC.
“This landmark settlement is a victory for the Asian American and Filipino American communities,” Ocampo said.
“People don’t normally think of Asian Americans when they think of victims of workplace discrimination and harassment,” Ocampo explained.
She went on to elaborate that there are few reports from Asian Americans of cases of harassment, not because they are not victims of this on a more often basis, but rather because they are afraid of the retaliation and backlash that may ensue after such complaints are made. Ocampo also claims that there is a prevailing stereotype that Asian Americans don’t like to complain about violations against them.
“This landmark settlement won by almost 70 Filipino American workers is a powerful example of Asian Americans standing up for their rights and fighting back against discrimination,” Ocampo added.
Aside from the monetary relief, the settlement mandates upon the DRMC a three-year Consent Decree. Under the decree, hospital management is prohibited from engaging in the kind of alleged discrimination and harassment that gave rise to the lawsuit. It also institutes a new Language Policy that “acknowledges the value of the hospital’s diverse work force and allows employees the dignity to speak the language of their choice in appropriate circumstances.”
Furthermore, the Consent Decree will also require the DRMC to hire a third-party Equal Employment Opportunity monitor to “ensure compliance with its terms,” as well as “train all staff to comply with equal employment laws and the new Language Policy.”
Monday, 24 September 2012
JOb Opportunity
FGCC is seeking an Administrative Coordinator to provide reception and support services, maintain efficient office systems, and coordinate facility use, recreation and sports programming. This is a permanent part-time position with the potential to expand to full-time.
The successful candidate will have:
Related education or a minimum of 3 years administrative support experience
Sound interpersonal skills; professional, friendly and calm reception manner
Strong written and oral communication skills
Exceptional time management and organizational skills in a demanding environment
The ability to work independently and as part of a team
Excellent computer skills in Windows XP/7 and MS Office 2007/2010
Emergency First Aid with CPR Level C (adult, child - 1 & 2 rescuers, infant) with AED
Salary range starts at $16K to $20K per year based on qualifications and experience.
Selected applicants may be required to complete a computer skills assessment as the first step of our hiring process.
A draft job description can be viewed at www.fortgarrycc.ca.
Please submit a cover letter and resume by 5:00pm, Monday, October 1, 2012 to:
Email: fortgarrycommunityclub.president@yahoo.ca
Or by mail: Fort Garry Community Centre
Attention: Selection Committee
Box 23100-RPO McGillivray
Winnipeg, MB R3T 5S3
FGCC thanks all those who apply. Only selected applicants will be contacted.
www.fortgarrycc.ca
Upcoming events - Immigrants targetted
Mosaic Family Programs – All Mosaic family programs are specially designed to meet the needs of newcomer participants. We offer language and cultural support, and quality child care. All of our programs are Free.
Fall 2012
Tuesdays 9:15-11:15 Oct. 2-Nov 27
Victor Mager School
81 Beliveau Road-St Vital Nobody’s Perfect Parenting Program
for Newcomer Parents
Parents Sharing & Learning
Rhymes and songs in English and your language
and a time to talk about being a parent in Canada
Joan Durrant’s Positive Discipline Parenting Program
for Newcomer Parents For parents of children birth—18 years Oct 11-Dec 6
Sister MacNamara School
460 Sargent Avenue-Downtown
Tuesdays 9:15-11:15
Oct. 2-Nov 27
Victor Mager School
81 Beliveau Road-St Vital
Thursdays 1:15-3:15 Oct 11-Dec 6
John M King
525 Agnes Street-
Downtown “Positive Discipline” describes a non-violent
approach to teaching our children, while
being respectful of the child as a learner and
individual human being
Tues1:15-3:15 Oct 9-Nov 27
John M King School
525 Agnes Street-
Downtown Wiggle, Giggle & Munch
Fun & Physical
Spend time with your child playing games, having fun
A physical activity & nutrition program for
pre -school aged children and their parents.
Tuesdays 1:15-3:15 Oct 16-Dec 4
Hugh John MacDonald School
567 Bannatyne
-Downtown Playback Theatre Training
Creative & Fun
Share your stories with friends and
neighbours and experience your
stories being “played back” to you.
| Tuesdays |
4:30-6:30 Oct 9-Dec 11
IRCOM Community Room
95 Ellen Street-
Downtown FLAG/ IRCOM
Families Learning & Growing Together
Family fun and games and an opportunity to
make a family book
For Information or to register contact Jean Tinling (204)774 -7311
jtinling@mosaicnet.ca visit our website www.mosaicnet.ca
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