Category Archives: job hunting

FREE live webinar on effective networking strategies hosted by LGBTCareerlink.com

Professional networking is the secret of the game both when you are seeking new employment and when you want to achieve high-quality visibility with your current employer. Out & Equal’s unique job search and employment networking website—LGBTCareerlink.com—will host a free live webinar, sponsored by Progressive Insurance on the “12 Rules of Effective Networking.”

The webinar will be held on Tuesday, August 31 12-1pm PDT. Pre-registration is required and available online.

Sandy Jones-Kaminski, former HR recruiting professional,networking expert and author of “I’m at a Networking Event-Now What?” will offer wisdom on the myths and realities of networking-just in time to polish up your networking skills for the 2010 Out & Equal Workplace Summit. Sandy offers a sneak peak of her presentation: “Start asking people you meet,”What are you working on?” instead of the trite ‘What do you do?”

This chock-full webinar will kick off with a ten-minute virtual job fair conducted by Christopher Humlicek, Candidate Development Manager for Progressive Insurance’s 250 claims offices in 35 states. Progressive is a leading diversity employer in the stable insurance industry. “I am looking forward to reaching out to the LGBT and allied workforce for positions I need to fill right now,” says Humlicek.

This is your opportunity to both learn and practice your networking skills without leaving your desk. Register today- It’s free!

Equal Housing and Employment Bill (HB 176) stalls in Ohio Senate

Examiner.com, USA

Equal Housing and Employment Bill (HB 176) stalls in Ohio Senate

June 28, 8:35 AM – Cincinnati Liberal Issues Examiner – Timothy Gabelman

On September 15, 2009, with a vote of 56 to 39, Ohio’s House of Representatives passed the Equal Housing and Employment Bill (HB 176). The historic vote marks the first time in Ohio that a vote on the floor of the Ohio General Assembly has occurred on legislation protecting lesbian, gay, bisexual and transgender (LGBT) people.

This bill would prohibit discriminatory practices on the basis of actual or perceived “sexual orientation” and “gender identity” and empower the Ohio Civil Rights Commission to enforce anti-discrimination measure against the LGBT community in employment and housing.

At present, only twelve states and the District of Columbia protect individuals in their workplaces from discrimination based on sexual orientation and gender identity, while an additional nine states protect individuals on the basis of sexual orientation alone.

At this juncture, only 42% of the states protect their most valuable economic commodity – their workers – from discrimination against a quality that in no way impacts their ability to perform their job.

Yet, as of February 2009, 423 (85%) of the Fortune 500 companies ban discrimination based on orientation and 176 (35%) ban discrimination based on orientation and identity. Some of the leading employers that support fairness in the workplace and have stated support for federal legislation banning discrimination based on sexual orientation and gender identity include: Bank of America Corp., Best Buy Co., Cisco Systems, Clear Channel Communications, Coca-Cola Co., Dell Inc., General Mills Inc., J.P. Morgan Chase and Co., Microsoft Corp.,
MillerCoors Brewing Co., Nationwide (headquartered in Columbus, OH), NCR Corp., and Time Warner, Inc.

It is unfathomable that corporate America would extend greater benefits than the law allows unless it recognized that qualified individuals should not be discriminated against based on characteristics unrelated to their job.

In a 2006 poll, 66% of Ohio registered voters believe that laws should be passed banning discrimination in employment, housing and public accommodations based on both sexual orientation and gender identity or
expression (2006 Glengariff Poll of Ohio voters commissioned by Equality Ohio Education Fund).

The Ohio House of Representatives stood for equality in Ohio’s employment practices and housing accommodations, and fought for the due process of law to ensure that equal protection would be a hallmark
of Ohio’s Civil Rights Commission; Ohio’s governor, Ted Strickland, has promised to sign this legislation into law.

However, when the bill was brought to Ohio’s Senate, it was not assigned to a committee or to a floor vote.

Senate President Bill Harris (R-OH19) has, through an aide, expressed some doubts about the bill and subsequently has refused to allow it to see the light of day from the Ohio Senate or to even allow dialogue in
committee to reconcile the issues that he may have with it.

If you would like Ohio to join with the 21 other states of this nation in protecting the rights of workers, especially in a time of economic uncertainty, you can contact your state senator (a list of which can the found to the right of this article) and urge them to contact the President of the Senate or write Senate Harris directly at:

Senator Bill Harris
President of the Senate
Statehouse
1 Capitol Square, 2nd Floor
Columbus, OH 43215

You can also call his office at (614) 466-8086 or email him at SD19@senate.state.oh.us.

Copyright © 2009 Clarity Digital Group LLC d/b/a Examiner.com. All Rights reserved.

http://www.examiner.com/x-55728-Cincinnati-Liberal-Issues-Examiner~y2010m6d28-Equal-Housing-and-Employment-Bill-HB-176-stalls-in-Ohio-Senate

Job Posting: (Columbus, OH.) Mail Center Clerk I

Applicants can apply online at website at www.opers.org

Job Title: Mail Center Clerk I
Reports To:
Office Services Supervisor
Department:
Office Services
Division:
Finance

Target Salary Range: $10.53-$12.63 ($21,895.62-$26,267.21)
FLSA Status: Non-exempt
Number of Positions: 1
Job Posting Valid: 3/30/10 – 4/6/10
 

Summary: Under direct supervision, performs a variety of Mail Center tasks. Primary duties include processing incoming and outgoing member and employer related documents and inter-office mail. Additional responsibilities and duties will be performed as assigned by the Office Services Supervisor. The hours for this position are 8:00 am to 4:30 pm – this position is not eligible for flextime.

Essential Duties and Responsibilities include the following. Other duties may be assigned.
1. Ability to learn multiple internal applications to research member information and employer codes.
2. Open and time/date stamp and perform research on all incoming mail using the appropriate internal applications to prepare the documents for delivery to the Just in Time scanning department.
3. Identify and sort documents according to business rules.
4. Perform exception processing according to procedures.
5. Pick up and deliver inter-office mail to departments and pick up outgoing mail for processing.
6. Operate various office equipment including, but not limited to, postage machine, PC, package tracking system, microfiche reader and image scanner.
7. Perform regular postage machine maintenance.
8. Provide customer service, information and problem resolution via the telephone or verbally to internal and external staff, vendors, employers and members.
9. Check and verify information for accuracy and completeness alerting the Supervisor when necessary.
10. Perform related Mail Center duties as needed.
11. Perform fulfillment duties as needed.
12. Time/date stamp and deliver invoices for the administrative staff.
13. Sort and distribute incoming mail for the Investment staff.
14. Maintain a customer service-oriented work approach towards internal and external customers.

Competencies: To perform the job successfully, an individual needs to demonstrate the following competencies:
• Job Knowledge/Technical Skills: Possesses and applies current job knowledge and technical skills to perform specific duties within defined job responsibilities.
• Customer Service: Demonstrates commitment to OPERS Vision “…delivering responsive high quality service every time, all the time” through exhibiting an attitude of excellent service, ability to identify customer needs, use of thoughtful communication and willingness to resolve conflict. Attentive to the needs of both internal and external customers and OPERS Internal Customer Service Standards (ICSS).
• Productivity: Generates required level of work output while demonstrating department quality standards.
• Adaptability: Ability to embrace change as a necessary and desirable opportunity. Flexible in dealing with different viewpoints and people with diverse backgrounds.
• Problem Solving: Solves problems and makes business decisions to carry out job duties.
• Communication: Ability to express thoughts and ideas to others, both orally and in writing. Demonstrates commitment to OPERS Internal Customer Service Standards (ICSS).
• Dependability: Demonstrates reliability and instills confidence in the ability to carry out job duties.
• Teamwork/Interpersonal Skills: Builds and maintains working relationships with OPERS employees and customers. Cooperates with OPERS employees to achieve common goals while demonstrating core values.

Qualifications:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education/Experience:
High School Diploma or G.E.D. required. One year of customer service or related Mail Center experience required. Ability to multitask and strong attention to detail required.

Language Ability:
Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals in English.

Math Ability:
Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals.

Reasoning Ability:
Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form. Have an ability to react quickly in stressful situations.

Computer Skills:
To perform this job successfully, an individual should be PC proficient, basic knowledge of MS Outlook, Word and Excel preferred. Basic keyboarding skills.

Certificates and Licenses:
None.

Supervisory Responsibilities:
This job has no supervisory responsibilities.

Work Environment:
The noise level in the work environment is usually moderate but can be loud at times.

Physical Demands:
While fulfilling the responsibilities of this position, the employee is regularly required to sit, use hands to finger, handle, or feel, reach with hands and arms, talk or hear. The employee is also required to stand, walk and stoop, kneel, crouch, or crawl. The employee may occasionally lift and /or move up to 100 pounds. Specific vision abilities required by this job include close vision, peripheral vision and ability to adjust focus.

Overtime Requirement:
On occasion, it may be necessary for the Mail Center staff to work overtime in order to perform certain job tasks and/ or responsibilities that cannot be performed during normal business hours. Every attempt will be made by the Office Services Supervisor to provide advance notice to the staff when overtime will be necessary. However, there may be emergency situations or extenuating circumstances that warrant immediate and mandatory response for all of the Mail Center staff to work overtime as deemed necessary by the Office Services Supervisor. 
 

Applicants can apply online at website at www.opers.org

TLDEF Files Employment Discrimination Complaint with Florida Commission on Human Relations Against McDonald’s for Refusing to Hire Transgender Woman

December 7, 2009 – TLDEF today filed a Complaint with the Florida Commission on Human Relations against an Orlando McDonald’s restaurant for refusing to hire 17-year-old Zikerria Bellamy because she is transgender.

On July 10, 2009, Zikerria applied online for a position as a Shift Manager or Crew Leader at McDonald’s.  On July 28, after managers at McDonald’s learned that Zikerria is transgender, she received the following voicemail message from one of the managers:

Zikerria never received the job interview she sought.  McDonald’s refused to hire her.

Zikerria’s story is all too common.  Transgender people face tremendous discrimination in the workplace.  According to a recent survey by the National Gay and Lesbian Task Force and the National Center for Transgender Equality, 47% of transgender people report being fired, or denied a job or promotion, just because of who they are.

Few protections exist for transgender people who experience employment discrimination.  In 38 states, there is no law protecting transgender people from being fired because of who they are.  Federal law similarly offers no job protection for transgender people.

In Florida, while no law explicitly addresses discrimination based on gender identity, administrative agencies in Florida have ruled that transgender people are protected by the Florida Human Rights Act’s prohibitions on sex and disability discrimination.  The Competitive Workforce Bill, which would add gender identity and sexual orientation to the Florida Civil Rights Act, was introduced in the Florida legislature on November 20.

At the federal level, the Employment Non-Discrimination Act (ENDA) (S.1584) would address discrimination in the workplace by making it illegal to fire, refuse to hire, or refuse to promote an employee based on the person’s gender identity or sexual orientation at companies with fifteen or more employees.  The legislation was introduced in the United States Senate on August 5, 2009.  On November 5, the Senate Health, Education, Labor, and Pensions Committee held the Senate’s first hearing on the latest version of ENDA.  A version of ENDA was also introduced in the United States House of Representatives on June 24, 2009.  The House Education and Labor Committee held a hearing on the measure on September 23.  Little has happened since.

According to a 2007 survey, 72 percent of Americans agree that “fairness is a basic American value and employment decisions should be based solely on qualifications and job performance, including for transgender people.”  In a 2002 poll, 61 percent of those polled said that we need laws to protect transgender people from discrimination.  President Obama supports the Employment Non-Discrimination Act and has stated his belief that anti-discrimination employment laws should be expanded to include sexual orientation and gender identity.

What You Can Do

SPREAD THE WORD

As you’ve done in the past, please help us spread the word about what happened to Zikerria.  Let’s do our best to make sure it never happens again.  Post the voicemail on Facebook, tweet about it, write about it in your blogs and embed the voicemail there, too.  The louder we raise our voices, the more people will listen!

CONTACT CONGRESS AND DEMAND THAT IT TAKE ACTION ON ENDA

We’ve joined with our friends and partners at organizations around the nation to demand that Congress take swift action to pass the Employment Non Discrimination Act (ENDA).  In light of continuing delays in the House of Representatives, we must state clearly and unequivocally:  Passing basic job protections for lesbian, gay, bisexual and transgender people must happen now.

Call the Capitol Switchboard at 202.224.3121 and ask to speak to your Representative (have your zip code handy and they’ll help identify your member of Congress).

When you are connected with your Representative’s office, give your name and your city and then let them know:

I am calling in support of the Employment Non-Discrimination Act (H. R. 3017/S. 1584), which will protect lesbian, gay, bisexual and transgender people from job discrimination. No one deserves to be fired from their job because of who they are. No more delays–it is time to pass ENDA.

You can also tell them that you’ve heard about Zikerria Bellamy’s case.  If you get voicemail instead of a person, leave a message – they count just as much as if you reach a staff member. You can call 24 hours a day, 7 days a week.  If you’ve called in the past, no problem.  Call again.

SUPPORT EQUAL RIGHTS

McDonald’s is one of the largest corporations in the world.  To say that its resources dwarf ours is an epic understatement.  We can’t win this alone.  We need your help to do it.  Please donate now to help us win this fight for equal rights.  Your support continues to inspire us.  Thank you!

Article online at http://www.transgenderlegal.org/headline_show.php?id=198

Job Posting: Legal Director ACLU of Ohio Foundation

Job Posting: Legal Director ACLU of Ohio Foundation

This position is based in Cleveland at the Max Wohl Civil Liberties Center, 4506 Chester Ave, Cleveland, OH 44103

ACLU of Ohio Foundation, an affiliate of national ACLU, seeks a full-time permanent Legal Director based in Cleveland, Ohio, capable of and committed to being part of our legal, educational and legislative team working with staff and lay leaders around Ohio.

Qualifications
• JD and strong preference for Ohio license or admission by motion

• Commitment to civil liberties and human rights principles demonstrated by activism, scholarship, teaching or volunteer work

• At least five years litigation experience

• Skilled leader

• Supervisory experience Salary range commensurate with experience. Generous benefit package available.

Apply
• Via email only, in Word only, to legal@acluohio.org with a cover letter, resume and names and contact information of three professional references.

Please indicate in your cover letter how you heard about the position.

Process
• Resumes will be accepted until the position is filled. Interviews will be held between now and January 2010.

The successful candidate should be prepared to start work early spring 2010.

EEO/AA Statement
The American Civil Liberties Union of Ohio is committed to nondiscrimination, equal opportunity and affirmative action in its employment, in its delivery of legal and educational services, and in its relationships with vendors and contractors. The organization will not tolerate discrimination with regard to race, color, national origin, gender, religion, age, disability, sexual orientation, gender identity, gender expression, or marital or family status. The ACLU of Ohio acts affirmatively to meet both the spirit and the letter of applicable polices and laws and to value and respect the diverse population it serves in Ohio.

For a detailed job description go to http://www.acluohio.org/TakeAction/LegalDirectorJobDescription.asp