January 26, 2015
Courtesy of Eve Hill and Mark Kappelhoff, Deputy Assistant Attorneys General for the Civil Rights pision
Note: The sample MOU can be found at here.
President Obama established the White House Task Force to Protect Students from Sexual Assault one year ago. On this anniversary, the task force has released a sample memorandum of understanding (MOU) to assist campuses and law enforcement agencies to work together in their efforts to protect students, address the needs of sexual assault survivors, and ensure a prompt, thorough, and fair response to allegations of sexual misconduct. This is yet another important step in the task forces effort to help colleges and universities, as well as their partners in the community, address the problem of campus sexual violence.
While colleges and universities can do much on their own, communication and collaboration between campus administrators, campus police and local law enforcement is critically important to address the problem of sexual assault on campus.
The sample MOU reflects input from task force members and agencies, outside experts on sexual assault, police associations, state attorneys general, and campus administrators and counsels.
Many colleges and universities already have MOUs in place with local law enforcement authorities covering a variety of areas. Our conversations with campus administrators, campus police, and law enforcement have underscored the need for additional tools and strategies that are specifically tailored to the dynamics of sexual assault on campus, as well as the needs of sexual assault survivors. The task force is providing this sample MOU with that in mind.
We recognize that every campus and community is unique and there is no one-size-fits-all solution. The sample MOU is, therefore, intended to be a starting point for a conversation between campus administrators, campus police and local law enforcement on how to improve collaborations between critical first responders. We fully expect that, in partnering to address the issue of sexual violence on campus, campus administrators and law enforcement will adapt the provisions of the sample MOU to meet their particular needs and circumstances. For example, some campus and law enforcement authorities may wish to incorporate some or all of the provisions into an existing general campus safety MOU, while others may prefer a standalone agreement specifically addressing campus sexual violence. Still others may decide that some different method of collaboration better meets their needs. We hope that this sample MOU will be an important resource in collaborative efforts between campus administrators, campus police and law enforcement to eradicate sexual assault from college communities nationwide.
Civil Rights pision
Office on Violence Against Women
GRAND SALINE TEXAS tspan:3m
GRAND SALINE TEXAS
There are more opportunities than ever for those receiving benefits from Social Security Disability Insurance [Social Security Disability Insurance (SSDI)] and SSI [Supplemental Security Income (SSI)] to learn job skills and find permanent employment in GRAND SALINE TEXAS.
If you are looking for work, or are new to the workforce, familiarize yourself with the Americans with Disabilities Act [Americans with Disabilities Act (ADA)] of 1990 , a federal civil rights law designed to prevent discrimination and enable people with disabilities to participate fully in all aspects of society.
A fundamental principle of the ADA is that people with disabilities who want to work and are qualified to do so should have equal employment opportunities.
This booklet answers questions you may have about your employment rights under the ADA.
How do I know if I am protected by the ADA?
To be protected, you must be a qualified individual with a disability. This means you must have a disability as defined by the ADA. Under the ADA, you have a disability if he has a physical or mental impairment that substantially limits a major life activity such as hearing, seeing, speaking, thinking, walking, breathing, or performing manual tasks. You must also be able to perform the job for which you want to be hired, or for which you have been hired, with or without reasonable accommodation.
What are my rights under the ADA?
The ADA protects you from discrimination in all employment practices, including: job application procedures, hiring, firing, training, pay, promotions, benefits and licenses. You are also right not to be harassed because of your disability and your employer can not fire or discipline you for asserting your rights under the ADA. More importantly, you have the right to request reasonable for the hiring process and employment functional adaptations.
What is a "reasonable accommodation"?
A reasonable accommodation is any modification or adjustment to a job, work environment or how they usually do things that would allow you to apply for a job, work, or enjoy equal access to the benefits available to others in the workplace. There are many things that can help people with disabilities work successfully. Some of the most common types of accommodations are:
physical changes, such as installing a ramp or modifying the workspace or services;
sign language interpreters for the deaf or blind readers;
provide a quiet space or other changes to reduce noise distractions for someone with mental disabilities;
training and written materials in accessible formats such as Braille or audio cassette or computer discs;
TTY for deaf can use the telephone, and computer hardware and software to facilitate computer access for people with visual impairments or who have difficulty using their hands; and
licenses disability who needs treatment.
What should I do if I think I need a reasonable accommodation?
If you think you need a reasonable accommodation for the job application process or at work, you must apply. You may request a reasonable accommodation at any time during the job application, or any time before or after starting work. How do I request a reasonable accommodation? Just let your employer who needs an adjustment or change because of their disability. Needless to complete special forms or use technical language to do so. For example, if you use a wheelchair and it does not fit under your desk, you should talk to your supervisor. This is a request for a reasonable accommodation. A doctor´s note requesting disability leave or saying that you can work with certain restrictions is also a request for reasonable accommodation. What happens after making a request for a reasonable accommodation? Once you have made the request for reasonable accommodation, the employer must discuss the options available to you. If you have a disability that is not obvious, the employer may require documentation that demonstrates and explains why you need a reasonable accommodation. You and your employer must work together to determine an appropriate accommodation.
For more information on labor support, contact the Social Security Administration [Social Security Administration] to:
1-800-325-0778 (TTY) www.ssa.gov/work