What do you think about "clemency" being aplied to criminals in MORRIS MINNESOTA?
Based on its commitment to address issues of injustice in judgment, President Obama awarded 22 commutations today people serving time in a federal prison. If they had been condemned by the current laws and policies, many of these people would have already served his time and paid his debt to society.Because many were convicted under a regime of obsolete sentence served years - in some cases more than a decade - more than individuals convicted today for the same offense.
In total, 22 commutations granted today underscore the President´s commitment to use all the tools at their disposal to achieve greater justice and fairness in our justice system. We further demonstrate how the exercise of this important Instituition can remedy imbalances and correct errors in judgment. Added to its previous 21 commutations, the President has granted 43 switches in total. To put the actions of President Obama in context, President George W. Bush commuted 11 convictions in his eight years in office.
To further this progress, the President has established a leniency to encourage people who were convicted under laws and policies obsolete switch request initiative. In his address, major reforms have followed, including the enactment of new criteria for potential candidates switching to satisfy even those who pose no danger to public safety, have a clean record in prison, and have been convicted in out of date laws. The Department of Justice has raised awareness about applying switching to ensure that each federal prisoner who believe are worthy of this second invaluable opportunity have the opportunity to ask for it.
Emphasizing the responsibility that brings a switchover, the President wrote a letter to each of the 22 people who received clemency today, recognizing its potential to overcome the mistakes they made and encourage them to make good decisions moving forward.
While today´s announcement represents a major advance, there is more work to delante.La Administration will continue to work to thoroughly review all requests for clemencia.Y while switching is an important tool for those seeking justice and equity in our criminal justice system, it is almost always an option of last resort, which comes after a long trial and years behind bars. That is why President Obama is committed to working with Democrats and Republicans in sensible to our criminal justice system aimed give judges greater discretion over mandatory minimum sentencing reforms. As the Department of Justice has pointed out, sometimes mandatory minimum sentences have resulted in more severe penalties for nonviolent drug offenders that many violent offenders and are not necessary for processing at this level.
Now, a major reform became law. In 2010, the President signed the Fair Sentencing Act, which reduced the disparity in the amounts of powder cocaine and crack need for the imposition of mandatory minimum sentences. The President is encouraged by the bipartisan support for improving our criminal justice system, including the promise of legislation to implement front-end changes in sentencing.It also supports bipartisan efforts to provide back-end support through education and work better training for those currently incarcerated and reforming our juvenile justice system to build on the significant reductions in the number Youth held in secure facilities.
Ensuring fairness in our criminal justice system will require ongoing efforts to invest in the types of programs that help prevent individuals turning to crime, such as education and employment, as well as changes in our sentencing laws to ensure that the punishment really fit the crime. As we work to make those improvements, the President will continue to use its authority leniency in certain cases where justice, fairness and proportionality so require, and give eligible and worthy people who have paid their debt to society the opportunity contribute in the sense ways.
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Victms of discrimination in MORRIS MINNESOTA
The EEOC enforces the prohibitions against employment discrimination in Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, the Age Discrimination in Employment Act of 1967, Sections 501 and 505 of the Rehabilitation Act of
1973, Titles I and V of the Americans with Disabilities Act of 1990 (ADA), Title II of the Genetic Information Non-discrimination Act (GINA), and the Civil Rights Act of 1991. These laws prohibit discrimination based on race, color, sex, religion,
national origin, age, disability, and genetic information, as well as reprisal for protected activity. The Commission´s interpretations of these statutes apply to its adjudication and enforcement in federal sector as well as private sector and state
and local government employment.
The EEOC has held that discrimination against an inpidual because that person is transgender (also known as gender identity discrimination) is discrimination because of sex and therefore is covered under Title VII of the Civil Rights Act of
1964. See Macy v. Department of Justice, EEOC Appeal No. 0120120821 (April 20, 2012), http://www.eeoc.gov/decisions/0120120821%20Macy%20v%20DOJ%20ATF.txt. The Commission has also found that claims by lesbian, gay, and bisexual inpiduals alleging sex-stereotyping
state a sex discrimination claim under Title VII. See Veretto v. U.S. Postal Service, EEOC Appeal No. 0120110873 (July 1, 2011), http://www.eeoc.gov/decisions/0120110873.txt; Castello v. U.S. Postal Service, EEOC Request No. 0520110649 (Dec. 20, 2011), http://www.eeoc.gov/decisions/0520110649.txt.
While discrimination based on an inpidual´s status as a parent (prohibited under Executive Order 13152) is not a covered basis under the laws enforced by the EEOC, there are circumstances where discrimination against caregivers may give rise to
sex discrimination under Title VII or disability discrimination under the ADA. See Enforcement Guidance: Unlawful Disparate Treatment of Workers with Caregiving Responsibilities, www.eeoc.gov/policy/docs/caregiving.html.
Federal government employees may file claims of discrimination under the Part 1614 EEO process on any of the bases covered under the laws EEOC enforces, and/or may also utilize additional complaint procedures described below.
Civil Service Reform Act
The Civil Service Reform Act of 1978 (CSRA), as amended, also protects federal government applicants and employees from discrimination in personnel actions (see "Prohibited Personnel Practices" http://www.opm.gov/ovrsight/proidx.asp) based on race, color, sex, religion, national origin, age, disability, marital status, political affiliation, or on
conduct which does not adversely affect the performance of the applicant or employee -- which can include sexual orientation or transgender (gender identity) status. The Office of Special Counsel (OSC), www.osc.gov, and the Merit Systems Protection Board (MSPB), www.mspb.gov, enforce the prohibitions against federal employment discrimination codified in the CSRA.
For more information, see OPM´s Addressing Sexual Orientation Discrimination in Federal Civilian Employment at www.opm.gov/er/address2/guide01.htm, OPM´s Guidance Regarding the Employment of Transgender Inpiduals in the Federal Workplace at www.opm.gov/persity/Transgender/Guidance.asp, and OSC´s Prohibited Personnel Practices and How to File a Complaint
Additionally, federal agencies retain procedures for making complaints of discrimination on any bases prohibited by Executive Orders reviewed below. For example, some lesbian, gay, and bisexual employees may file complaints under both the
agency´s Executive Order complaint process (for sexual orientation discrimination) and 1614 process (for sex discrimination), as these are separate processes.
Executive Order 11478, section 1 (as amended by Executive Orders
13087 and 13152) provides:
It is the policy of the government of the United States to provide equal opportunity in federal employment for all persons, to prohibit discrimination in employment because of race, color, religion, sex, national origin, handicap, age,
sexual orientation or status as a parent, and to promote the full realization of equal employment opportunity through a continuing affirmative program in each executive department and agency. This policy of equal opportunity applies to and must be
an integral part of every aspect of personnel policy and practice in the employment, development, advancement, and treatment of civilian employees of the federal government, to the extent permitted by law.
Executive Order 13152 states that "status as a parent" refers to the status of an inpidual who, with respect to an inpidual who is under the age of 18 or who is 18 or older but is incapable of self-care because of a physical or mental
disability, is: a biological parent, an adoptive parent, a foster parent, a stepparent, a custodian of a legal ward, in loco parentis over such inpidual, or actively seeking legal custody or adoption of such an inpidual. The Executive Order
authorized OPM to develop guidance on the provisions of the Order.
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