Take a look:  http://pubs.acs.org/stoken/presspac/presspac/full/10.1021/pr900607v

111th CONGRESS 1st Session H. R. 3991

To ensure that American workers are able to follow, without financial harm, the recommendations of their employer and public health authorities to stay home when they have symptoms of a contagious disease that may put co-workers, customers, or the public at risk.

IN THE HOUSE OF REPRESENTATIVES

November 3, 2009

Mr. GEORGE MILLER of California (for himself, Mr. KILDEE, Ms. WOOLSEY, Ms. HIRONO, Mr. HARE, Ms. CLARKE, Mr. PIERLUISI, and Mr. SABLAN) introduced the following bill; which was referred to the Committee on Education and Labor

To ensure that American workers are able to follow, without financial harm, the recommendations of their employer and public health authorities to stay home when they have symptoms of a contagious disease that may put co-workers, customers, or the public at risk.

Be it enacted by the Senate and House of Representatives of the United States of America in Congress assembled,

SECTION 1. SHORT TITLE.

This Act may be cited as the `Emergency Influenza Containment Act’.

SEC. 2. PURPOSE.

The purpose of this Act is to ensure that American workers are able to follow, without financial harm, the recommendations of their employer and public health authorities to stay home when they have symptoms of a contagious disease that may put co-workers, customers, or the public at risk.

SEC. 3. PAID SICK LEAVE REQUIREMENT.

(a) In General- An employer who directs an employee to leave work or not to come in to work because the employer believes the employee has symptoms of a contagious illness, or has been in close contact with an individual who has symptoms of a contagious illness, shall provide paid sick leave to the employee for each workday (or portion thereof) the employee complies with such direction, up to a maximum of 5 workdays per 12-month period.

(b) Employee Compliance With Employer Direction- An employee shall be considered to be in compliance with an employer’s direction to leave work or not come in to work if the employee leaves work or does not come in to work when the employer instructs or advises the employee to do so because the employer believes that the employee–

• (1) has symptoms of a contagious illness; or

• (2) has been in close contact with an individual who has symptoms of a contagious illness.

(c) Duration of Leave-

• (1) IN GENERAL- An employee shall be provided paid sick leave (as calculated in accordance with paragraph (2)) by the employer of the employee for each workday (or portion thereof) the employee complies with the employer’s direction to leave work or not come in to work, up to a maximum of 5 days per 12-month period.

• (2) CALCULATION OF PAID SICK LEAVE-

• • (A) CALCULATION- The amount of paid sick leave shall be calculated based on the employee’s regular rate of pay and the number of hours the employee would otherwise be normally scheduled to work.

• • (B) GUIDELINES- The Secretary of Labor shall issue guidelines to assist employers in calculating the amount of paid sick leave under subparagraph (A).

• (3) REASONABLE NOTICE- After the first workday (or portion thereof) an employee receives paid sick leave under this Act, an employer may require the employee to follow reasonable notice procedures in order to continue receiving such paid sick leave.

• (4) Employer’S TERMINATION OF PAID SICK LEAVE- Paid sick leave provided to an employee under this Act shall cease beginning with the employee’s next scheduled workshift immediately following notification by the employer to the employee that the employer believes the employee no longer has symptoms of a contagious illness or poses a threat of contagion to other employees of the employer or to the public.

SEC. 4. NOTICE.

Each employer shall post and keep posted, in conspicuous places on the premises of the employer where notices to employees are customarily posted, a notice, to be prepared or approved by the Secretary of Labor of the requirements described in this Act.

SEC. 5. PROHIBITED ACTS.

It shall be unlawful for any employer to discharge, discipline, or in any other manner discriminate against any employee who–

• (1) complies, in accordance with this Act, with an employer’s direction to leave work or not come in to work; or

• (2) has filed any complaint or instituted or caused to be instituted any proceeding under or related to this Act (including a proceeding that seeks enforcement of this Act), or has testified or is about to testify in any such proceeding.

SEC. 6. ENFORCEMENT.

(a) Unpaid Sick Leave- An employer who fails to pay sick leave in violation of this Act shall–

• (1) be considered to have failed to pay minimum wages in violation of section 6 of the Fair Labor Standards Act of 1938 (29 U.S.C. 206); and

• (2) be subject to the penalties described in section 16 of such Act (29 U.S.C. 216) with respect to such violation.

(b) Unlawful Termination- An employer who willfully violates section 5(2) shall–

• (1) be considered to be in violation of section 15(a)(3) of the Fair Labor Standards Act of 1938 (29 U.S.C. 215(a)(3)); and

• (2) be subject to the penalty described in section 16(a) of such Act (29 U.S.C. 216(a)) with respect to such violation.

SEC. 7. RULE OF CONSTRUCTION.

Nothing in this Act shall be construed to in any way diminish the rights or benefits that an employee is entitled to under any–

• (1) other Federal, State, or local law;

• (2) collective bargaining agreement; or

• (3) existing employer policy.

SEC. 8. EFFECTIVE DATE.

This Act, and the requirements under this Act, shall be effective not later than 15 days after the date of enactment of this Act.

SEC. 9. SUNSET.

This Act, and the requirements under this Act, shall expire 2 years after the effective date of this Act.

SEC. 10. DEFINITIONS.

For purposes of the Act:

• (1) CONTAGIOUS ILLNESS- The term `contagious illness’ includes influenza-like-illnesses such as the novel H1N1 virus.

• (2) EMPLOY; EMPLOYEE- The terms `employ’ and `employee’ have the same meanings given such terms in subsections (e) and (g) of section 3 of the Fair Labor Standards Act of 1938 (29 U.S.C. 203 (e) and (g)).

• (3) EMPLOYER- The term `employer’ has the meaning given such term in section 3(d) of the Fair Labor Standards Act of 1938 (29 U.S.C. 203(d)), except that the term does not include an employer who–

• • (A) employs fewer than 15 employees; or

• • (B) with respect to an employee being directed to leave work or not come in to work, provides such employee with at least 5 days of paid sick leave per 12-month period that may be used at such employee’s discretion.

Information

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Karen Quackenbush

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The application is currently open online at http://www.fastlane.nsf.gov/grfp/ and deadlines are November 2-12, depending on field of study. For more information concerning benefits, eligibility, and tips on applying, applicants are encouraged to visit www.nsfgrfp.org and www.nsf.gov/grfp/ . Faculty with significant research experience and interaction with graduate students are encouraged to register as panel reviewers for the NSF GRFP at http://panelists.asee.org. If selected, panelists will be invited for a three-day review session that takes place in the Washington, DC, area in early February. The NSF-GRFP Operations Center info@nsfgrfp.org or 1-866-NSF-GRFP) is administered by the American Society for Engineering Education (http://www.asee.org/fellowships). ]]> http://blogs.njit.edu/murraygraduatewomen/2009/11/06/national-science-foundation-graduate-research-fellowship/feed/ http://blogs.njit.edu/murraygraduatewomen/2009/11/04/closing-the-achievement-gap-eighth-annual-conference/ http://blogs.njit.edu/murraygraduatewomen/2009/11/04/closing-the-achievement-gap-eighth-annual-conference/#comments Wed, 04 Nov 2009 16:09:50 +0000 Elizabeth Chalk http://blogs.njit.edu/murraygraduatewomen/2009/11/04/closing-the-achievement-gap-eighth-annual-conference/ January 24-26, 2010

Keynote Speakers

Camille Zubrinsky Charles, Ph.D.
Edmund J. and Louise W. Kahn Term Professor in the Social Sciences and a professor of sociology and education at the University of Pennsylvania

Walter M. Kimbrough, Ph.D
President of Philander Smith College in Little Rock, Ark.

Belle S. Wheelan, Ph.D.
President of the Southern Association of Colleges and Schools Commission on Colleges

Preconference Workshop

Daryl G. Smith, Ph.D.
“How To Develop a Comprehensive Institutional Diversity Plan and Assess the Impact of Your Institution’s Diversity Efforts”

Here’s how previous conference participants described this conference:

“Outstanding! The information and speakers were top notch!”

“The conference helped me realize how much further we need to go!”

“This conference was much needed and beneficial. I hope that it will be continued annually because these issues are real, and they impact the world. Please keep the light burning.”

Bold Ideas. New Solutions.

New strategies are needed to help college and university officials recruit, retain and graduate black students.

Attend the Eighth National Conference on Best Practices in Black Student Achievement to learn what has worked at other schools.  This conference features presentations on programs with a proven record of success and keynote addresses from national leaders.

Launched in 2003 as part of Clemson’s commemoration of the 40th anniversary of its desegregation, this conference consistently attracts many of the country’s top leaders and advocates for black students. This year promises to be the same.

Who Should Attend:

• Academic Affairs Administrators
• College and university presidents and provosts
• Admissions officers
• Student affairs directors
• Chief diversity officers
• Multicultural affairs officers
• Financial aid and scholarship officers
• Anyone who works with black students (from K-12 to graduate school) and wants them to be successful

Register Today

On-line Registration Form available here. Space and accommodations are limited. If you have questions, contact Nina Norris.

Conference Hotel

Conference headquarters will be the Conference Center and Inn at Clemson University, a lakefront continuing education complex featuring the James F. Martin Inn, the Walker Golf Course and other amenities. Contact the Martin Inn at 1-888-654-9020 or see the online reservation form.

Clemson University

Ranked 22nd  among the nation’s top public research universities by U.S.News & World Report, Clemson offers all the advantages of a national research university in an environment that is more typical of a private college. Nearly half of all classes have fewer than 20 students, and the faculty/student ratio is 14:1. Research is important at Clemson, and not just with the faculty and graduate students.  At Clemson, every undergraduate has the opportunity to participate in a creative inquiry or other research project.

Best Practices Conference Resources

http://www.forbes.com/2009/10/20/workplace-sexism-gender-stereotyping-forbes-woman-net-worth-leadership.html

Work and how you are viewed there is personal.  Work is about who you know and your access to mentoring and other intangible resources (where the copier is, don’t eat in the cafeteria things) as well as who can hook you up with the tangible stuff.

Also I do think that women are viewed as “different” in an us vs. them way.  When young men visit the Murray Center for WOMEN in Technology, there are often comments about are males welcome and is there a Men’s Center.   It isn’t women vs. men,