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Preview 2015 – Iowa State Cyclones


WATCH OUT FOR … the road trip at Toledo. Unless the Cyclones can beat Iowa, it could be a make-or-break moment going to Toledo to face one of the MAC’s best teams. They can’t be looking ahead to the week off and the Big 12 slate. Best offensive ...

A Confederate flag flies in Toledo-Tama


The Confederate Flag flies on Memorial Day, May 25, 2015, amidst the U.S. Flags forming the Avenue of flags at St. Patrick Cemetery on the Toledo - Tama city line ...
he is not on the roster of Iowa men in the Civil War. On November 4, 1865, Whitty ...

Football: Crystal Lake Central's Romeo McKnight picks Iowa


McKnight now is a college-bound recruit. The 6-foot-5, 235-pound incoming senior wrapped up a whirlwind recruiting process by orally committing to Iowa on Monday. McKnight picked the Hawkeyes over Toledo and Miami (Ohio). He took off his jacket and ...

Peterson: Iowa State reliving recruiting history


Win four from a fivesome of games that includes Northern Iowa, Iowa, Toledo, Kansas and Texas Tech and then jump on Paul Rhoads' ship? Are they watching their mail for other offers, and then if something they deem to be better arrives, tweet it to the ...

Groves CB Cedric Boswell commits to Iowa


Miami (Ohio), Toledo and Western Michigan). He went into the Iowa City camp, worked out at cornerback and found the Power 5 offer he sought. "I talked to (defensive coordinator) coach (Phil) Parker, who is the defensive coordinator, and he said he really ...

Arkansas Football 2015: Five Things to Know about Toledo


The Rockets beat Cincinnati 29-23 in Campbell's first year at Toledo in 2012. In addition to Missouri, they lost to Cincinnati, Iowa State and Northern Illinois last season. By comparison, the Razorbacks beat Northern Illinois 52-14 in Razorback Stadium.

Iowa recruiting solidly back in Illinois


His final three schools were Iowa, Miami (Ohio) and Toledo. McKnight announced his commitment Monday, but has also told HawkeyeReport.com that he possibly will take visits to Illinois, Indiana and Purdue next month. “I’ve got a couple more visits to ...

High school football: Crystal Lake Central's Romeo McKnight commits to Iowa


I have a really good relationship with the coaches at Iowa. It just felt like, at the end of the day, it was the best place for me to develop.” McKnight weighed scholarship offers from nine schools and also had Toledo (the first to offer) and Miami (Ohio ...

Toledo is hardly alone in attempt to scrounge money to fix streets


Public works directors and engineers from Pennsylvania to Iowa lament the same problem ...
Columbus’ allocation for repaving dwarfs Toledo’s but still doesn’t keep up with the deterioration of its 2,066 linear miles of street — which equals ...

High school football: Crystal Lake Central's Romeo McKnight to choose from Iowa, Miami (Ohio) and Toledo


The first time you see something new, it's easy to get excited. Not too long ago, Crystal Lake Central defensive end Romeo McKnight was hoping for any offer, from anywhere, to play college football. Suddenly, he had Power 5 schools interested. He visited ...

BELIMBLA4 said WHAT about US HOMELESS >> Ohio: Neighborhood in Toledo…for Syrian & Afghani Muslims #auspol http://t.co/YM9rw6xcIj via @creepingsharia


WHAT about US HOMELESS >> Ohio: Neighborhood in Toledo...
for Syrian & Afghani Muslims #auspol ln.is/wordpress.com/&hell ip; via @creepingsharia — aussie (@BELIMBLA4) July 04, 2015 http://twitter.com/BE&hel lip;

Tips For Choosing Good Pain Doctors In Toledo Ohio


By April Briggs For you to decide that you want to see a pain specialist, it means that you have been living with the condition for some time now. If so, choosing a good doctor is one of the most i…
Jobs from Indeed




SPECIAL INFORMATION FOR TOLEDO

Responding To and Protecting Students from Sexual Assault in TOLEDO IOWA

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 force’s 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.

Posted in: 

Civil Rights pision

Office on Violence Against Women

[24]

TOLEDO IOWA tspan:3m TOLEDO IOWA




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 TOLEDO IOWA.

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:

    1-800-772-1213 (voice)

    1-800-325-0778 (TTY) www.ssa.gov/work [2]




  • Responding To and Protecting Students from Sexual Assault in TOLEDO IOWA

    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 force’s 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.

    Posted in: 

    Civil Rights pision

    Office on Violence Against Women

    [24]








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