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This initiative prohibits bias-based profiling by officers, which includes using certain personal factors such as race, color, ethnicity, national origin, immigration or citizenship status, socioeconomic status, or other defined characteristics as a basis of suspicion for unlawful activities. The initiative explains the prohibited practice by juxtaposing it with the permitted use of information about the circumstance, relevant to the locality and time frame, that links a person of a certain race, color, ethnicity, etc., to illegal activity. The initiative also authorizes citizens and organizations to file claims of disparate impact or intentional discrimination or against a variety of individuals and agencies.
Climate change grant programs can provide multiple benefits, including improved air quality, lower electricity costs, improved health outcomes, and green job opportunities. However, these benefits often fail to reach low-income communities of color—even though these communities tend to live in the most polluted neighborhoods and stand to greatly benefit from the improved environmental and economic conditions that clean energy resources can provide. Climate change grant programs represent one way to level the playing field and make clean energy benefits reach all communities, but they must be designed intentionally with equity. Grant programs must clearly define their social equity goals and develop evaluation criteria to track success. The analysis should indicate the strengths and areas for improvement in meeting equity goals and should be used to inform the direction of the program moving forward. Programs must plan proactively to collect the data needed to evaluate their success or shortcomings in meeting social equity goals.
The State funding in the Ohio Civil Rights Commission's budget fell by a great amount. Such budget cuts make employee numbers fall, foring the agency to introduce low efficient online reporting systme. The agency is getting more efficient year by year but fewer staff may prolong the average time resolve probelms.
This ordinance: prohibits any city management employee from unlawfully detaining or permit an unlawful detention or profiling based on certain lists classes; prohibits any city management employee from officially assisting or voluntarily cooperating with investigations, interrogations, or arrests that are in violation of an individual's civil rights; requires a city management employee to promptly notify the city manager when said employee is contacted and asked by another law enforcement agency in the investigation, interrogation, or arrest under the provisions of the US Patriot Act, Homeland Security Act, or related executive order; and requires the city to provide legal defense for any city management employee that is criminally charged for actions taken in compliance with this ordinance.
This ordinance prohibits any county contractors from discrimination between employees with spouses and employees with domestic partners in the provision of employee benefits. This ordinance vests in the County Executive the responsibility to create rules for its implementation, including penalties on contractors who practice discrimination between employees with spouses and those with domestic partners.
The ordinance prohibits an individual or an entity from refusing sale, lease, and/or transfer, or to attempt eviction, of property to individual on the basis of race, national origin, sex and/or gender, including gender identity, religion, age and/or sexual orientation. The ordinance requires the City Council to appoint a member of the City Council as a complaint intake officer and establishes formatting and processing requirements for complaints. The ordinance requires a hearing if a violation is likely to have occurred and establishes hearing procedures. The ordinance establishes civil penalties for violations.
This fact sheet describes the functions and use of pretrial assessment tools and makes recommendations for their use in the courtroom.
The ordinance, in order to achieve the 'fair and just principle' embedded within the countywide strategic plan, requires that equity and justice be applied to every county action. The ordinance establishes an inter-branch team to facilitate accountability of and coordination by all branches, departments, agencies, and offices of county government regarding implementation of the fair and just principle. The ordinance requires that an annual report be designed and published for elected leadership, employees, and the public on the status and trends in equity in the county and implementation accountability measures.
In addition to disenfranchising people through law and policy, felony disenfranchisement laws create additional barriers to voting. The complexity of these laws and a lack of awareness about them have caused confusion and misinformation among formerly incarcerated communities as well as probation officers and the general public. Many who are actually eligible to vote do not know they are eligible and therefore refrain from voting. This report unpacks the issue of felony disenfranchisement in California by studying the issue from the community’s perspective, asking questions about the importance of voting among the formerly incarcerated, their current knowledge and awareness of who can vote, what their primary barriers are to voting and what suggestions they have for how to improve both access to voting and access to information about who can vote.
This issue brief analyzes the inclusion of people of color in the workforce, contracting networks, and supply chains from 2014-2016 of eight federal government offices: Consumer Financial Protection Bureau, Federal Reserve Board of Governors, Federal Deposit Insurance Corporation, Federal Housing Finance Agency, National Credit Union Administration, Office of the Comptroller of the Currency, US Securities and Exchange Commission, and the US Department of the Treasury Departmental Offices.