#Compliance Deadlines for Title II

[apexcovantage]

A Complete Guide to DOJ’s Title II Updates for Educational Institutions

The Department of Justice's Title II digital accessibility mandate is reshaping how educational institutions approach their online presence. With the first compliance deadline approaching in 2026, universities and public schools must act now to ensure their digital resources are accessible to all.

The New Digital Accessibility Landscape

Title II of the Americans with Disabilities Act has expanded beyond physical accessibility to encompass digital spaces. This update affects all state and local government entities, including:

- Public schools and universities

- Community colleges

- Public libraries

- State and local courts

- Public healthcare facilities

The mandate requires these institutions to make their websites, applications, and electronic content accessible according to WCAG 2.1 Level AA standards. Non-compliance can result in lawsuits, loss of federal funding, and reputational damage.

Key Requirements for Educational Institutions

The DOJ's update focuses on four core principles of digital accessibility:

1. Perceivable Content: All digital content must be available to users regardless of their abilities, requiring alternatives like image descriptions and video captions.

2. Operable Navigation: Websites must be fully navigable via keyboard and provide clear pathways for all users.

3. Understandable Content: Information must be presented clearly and consistently across all platforms.

4. Robust Compatibility: Digital resources must work seamlessly with various assistive technologies.

Important Exceptions to Note

While compliance is crucial, certain exceptions exist:

- Archived content not actively used

- Pre-existing documents non-essential to current operations

- Third-party content without formal agreements

Action Plan for Compliance

To meet these requirements effectively, institutions should:

1. Start with a comprehensive accessibility audit

2. Implement WCAG 2.1 standards across all digital platforms

3. Ensure all documents are accessible

4. Train staff on accessibility best practices

5. Plan for compliance deadlines (April 2026 for large entities, April 2027 for smaller ones)

Moving Forward

Digital accessibility isn't just about compliance - it's about creating an inclusive educational environment that serves all students effectively. With proper planning and implementation, institutions can transform this mandate into an opportunity for innovation in education.

Our team at Documenta11y specializes in helping educational institutions navigate these requirements and implement sustainable accessibility solutions. Start your accessibility journey today to ensure your institution is ready for the future of inclusive education.Need expert guidance on digital accessibility compliance? Contact Documenta11y for a consultation on making your educational resources accessible to all.

[adasitecompliance]

Inclusive Digital Experience

ADA Site Compliance creates an inclusive digital experience for schools, ensuring all students can engage with educational content regardless of their abilities!

[heritagebrowser]

The chapel on the left of the altar of the Onze-Lieve-Vrouw ter Zavelkerk in Brussels belonging to the Thurn und Taxis family.

Saint Ursula Chapel, a unique Italian Baroque style chapel in black Belgian marble and white Carrara marble, was built according to a design by Lucas Fayd'herbe (1617-1697). The sculptures are by various southern Netherlandish sculptors. The restored Caritas statue made by Jan van Delen was recently placed back. The statue was confiscated by French revolutionaries in 1795 and therefore returned after more than 200 years.

The von Thurn und Taxis family initiated international postal traffic in Europe. A German descendant is today known as the richest man in his thirties and the largest private landowner in Europe with 28,000 hectares. The powerful 'DHL predecessors' von Thurn und Taxis had the chapels added to the church in the second half of the seventeenth century.

Von Thurn und Taxis (also Thurn and Tassis in Dutch) is a German noble family of Italian origin that acquired great wealth through its activities in the postal system. The current monarch, Albert II von Thurn und Taxis, resides in the Fürstliches Schloss of Regensburg. For two centuries the family was based in Brussels, where they owned a city palace (ca. 1500-1700). The still existing site of Thurn and Taxis was at the time the grazing land for the post horses.

The patriarch of the postal dynasty was Omodeo Tasso, the first family member to be located in Cornello dei Tasso. At the end of the 13th century, he and 32 relatives organized the Compagnia dei Corrieri, a courier company that worked on behalf of the Serenissima (Venice). She provided foot connections between Venice, Milan and Rome, Genoa,... The Bergamots had always occupied a major place in the old Venetian postal service (couriers were called bergamaschi in Italy). At the end of the 15th century they organized themselves into the Compagnia dei Corrieri dei Roma, a company controlled by the Tasso family.

Other members of the family were called to the Papal States to take care of the papal post. They did this from 1460 to 1539. It was two brothers from another branch who eventually took the business to a European level: Janetto and Francesco. As head of the family (procuratore generale della famiglia e società di Tassi), Janetto entered into a contract with Emperor Maximilian I to set up a truly transnational post (1489-90). He had to connect the emperor's headquarters in Innsbruck with Italy, the Burgundian Netherlands (Mechelen) and France. Janetto was given the title Kuriermeister and called on his brother Francesco and his cousin Giovanni Battista. Under the leadership of the trio, an innovative relay service was created that allowed messages to travel at a speed never before seen in Europe. Thanks to a succession of stopping places along the routes, it was possible to constantly change horses and riders. Only the leather mailbag ("Felleisen") was constantly in motion.

Francesco settled in the Netherlands around 1500, after his brother David had prepared the way. Under Maximilian's son Philip the Fair, he became postmaster and captain and had a beautiful city palace built in Brussels. After the government of Spain de facto fell to Philip, he renewed his agreement with Francesco of Tassis. The new postal contract of January 18, 1505 included more destinations and, for the first time, binding order deadlines (extended in winter). The postmaster guaranteed strict compliance with his life. A star-shaped network of postal routes departed from Brussels: to Innsbruck, to Paris-Blois-Lyon, to Toledo-Granada. For the important route to Spain, an alternative was provided via the Alps and the sea in the event of war with France.

[ejesgistnews]

Are you looking to make a significant impact on Nigeria’s economy by ensuring tax compliance and revenue collection? The Federal Inland Revenue Services (FIRS) is currently recruiting for the positions of Tax Officers - Officer II and Officer I. This is your chance to join a prestigious organization dedicated to enhancing the nation’s fiscal policies. Federal Inland Revenue Services (FIRS) Job Vacancies Overview Position Titles: Tax Officer - Officer II and Officer I Location: Nationwide Department: Tax Operations Employment Type: Full-time Key Responsibilities Federal Inland Revenue Services (FIRS) Recruitment for Tax Officer II: Assist in collecting and analyzing tax data. Support the implementation of tax policies and procedures. Conduct field audits and investigations. Provide taxpayer education and support. Federal Inland Revenue Services (FIRS) Recruitment for Tax Officer I: Lead tax collection and compliance activities. Supervise and mentor junior tax officers. Develop and implement tax strategies. Ensure accurate and timely tax reporting. Federal Inland Revenue Services (FIRS) Recruitment  Qualifications and Requirements Educational Requirements: A minimum of a Bachelor’s degree in Accounting, Economics, Finance, or related fields. Professional certifications (e.g., ICAN, ACCA) are an added advantage. Experience: Officer II: At least 2 years of relevant experience in tax administration or a related field. Officer I: At least 4 years of relevant experience, with demonstrated leadership skills. Skills: Strong analytical and problem-solving abilities. Excellent communication and interpersonal skills. Proficiency in Microsoft Office Suite and tax software. Ability to work independently and as part of a team. Federal Inland Revenue Services (FIRS) Recruitment Application Process. Note: We are still waiting for Federal Inland Revenue Services (FIRS) to announce the mode of Application. Please bookmark this page so you can often check back. Prepare Your Documents: Updated CV/Resume. Cover letter detailing your interest and qualifications. Copies of academic and professional certificates. Online Application: Visit the FIRS recruitment portal at FIRS Recruitment Portal. Create an account or log in if you already have one. Complete the online application form and upload your documents. Application Review: Ensure all information provided is accurate and complete. Double-check your contact details for any errors. Submission: Submit your application before the deadline. Note the application reference number for future correspondence. Follow-Up: Keep an eye on your email for updates regarding your application status. Prepare for potential interviews by reviewing common tax-related questions and scenarios. Tips for a Successful Application Tailor Your CV: Highlight relevant experience and skills that match the job requirements. Be Concise: Ensure your cover letter is clear and to the point, emphasizing your motivation and suitability for the role. Proofread: Check for any grammatical or typographical errors before submission. Stay Informed: Follow FIRS on social media and their website for any updates or additional instructions. Joining FIRS as a Tax Officer is a rewarding career path that offers professional growth and the chance to make a significant impact on Nigeria’s fiscal policies. Don’t miss this opportunity to be part of a prestigious organization committed to excellence in tax administration. Good luck with your application! If you have any questions or need further assistance, feel free to reach out in the comments below.

[hayleymedbil]

Master Medical Billing with Our Comprehensive Certificate Program: Everything You Need to Know

**Title:‌ Master Medical Billing with Our Comprehensive ‌Certificate Program: Everything You Need to Know**

**Introduction:** If you’re looking to start or advance your career in‍ medical billing, our comprehensive certificate program is the perfect solution. In this article, we’ll cover everything‍ you need to know about mastering medical billing, the benefits of our program, ​practical tips for ⁢success, and real-life case studies to give you a better understanding of what to expect.

**Benefits of Our Program:** – Learn essential medical billing skills from industry experts – Gain hands-on experience with real-world case studies and practical exercises – Receive a nationally recognized certificate upon completion – Increase⁣ your job prospects and ​earning potential ‍in the healthcare industry

**Mastering Medical Billing:** 1. Understanding Medical​ Terminology: – Learning common medical terms, abbreviations, and codes ‌ – Familiarizing yourself with ‍different types of healthcare providers and their billing practices

2. Learning Billing Software: – Getting proficient with popular billing software platforms like Epic, Cerner, and Meditech – Practicing data entry, claims submission, and denial management

3.‌ Coding ‌Compliance: – Understanding ICD-10, ​CPT, and HCPCS ‌Level II code ⁤sets – Ensuring accurate coding to⁢ prevent claim denials and reduce billing errors

**Practical ⁣Tips for Success:** -⁢ Stay organized with a calendar⁢ or planner to ​track deadlines and important dates – Practice good communication skills with healthcare providers, insurance companies, and patients -‌ Keep‌ up-to-date with industry changes and regulations through ‍continuing⁣ education and ‌professional development courses

**Case Studies:** 1. Sarah’s Success⁢ Story: – Sarah ⁢completed our‍ medical billing program and​ landed a job at a prestigious healthcare organization ​ – With her newfound skills,⁣ she⁤ was ⁢able to increase revenue collections ​and‌ reduce claim denials for her department

2. John’s Journey to Certification: – John enrolled in our certificate program to transition​ from his administrative ‍role to a⁤ medical billing specialist – After completing the program, he was able to secure a higher-paying job with more responsibilities and career advancement‍ opportunities

**Conclusion:** Mastering medical billing requires a combination of knowledge, skills, and practical experience. Our​ comprehensive certificate program⁣ offers everything you need to succeed⁢ in this rewarding field. Whether you’re a seasoned professional looking to enhance your skills or a newcomer to the healthcare industry, our program ���can help you⁣ achieve your career​ goals. Enroll today and take the first step towards mastering medical billing!

https://medicalcodingandbillingclasses.net/master-medical-billing-with-our-comprehensive-certificate-program-everything-you-need-to-know/

[sahraeyll]

Open Your Future: Top Online Medical Billing and Coding Schools for Success

Title: Unlock Your Future: Top Online Medical Billing and Coding Schools for Success

Meta ⁣Title: Discover the‌ top online medical billing and ⁣coding schools to unlock⁢ your future ⁣in healthcare.

Meta Description: Looking to start a career in ​medical billing and coding? Explore the best online schools to get the education⁢ you need for success in the healthcare‌ industry.

Introduction: If you have a⁢ passion for healthcare​ and an ⁤interest in working behind the scenes to ensure medical practices run smoothly, a career in medical billing and coding could be the perfect fit ‍for you. ​As the healthcare⁢ industry continues to grow, the need for⁢ skilled professionals in‌ medical billing and coding is on the rise. To kickstart your journey in this rewarding field, it’s essential to find the right online school that offers comprehensive training and resources. In this​ article,‍ we’ll explore the ⁣top online medical billing⁣ and coding schools that can help you unlock your future in ​healthcare.

Benefits⁤ of⁤ Online Medical ‍Billing and Coding Schools: Enrolling in an online medical billing and coding school offers a​ host of benefits, including flexibility, affordability, and convenience. Here​ are some of the key advantages⁢ of choosing an‌ online program:

Flexible Schedule: Online programs allow you to study at your own pace and on your own time, making it⁣ easier to balance your education with work and ⁢other commitments. Affordability: ⁢Online​ programs are often more cost-effective than traditional on-campus programs, saving you money on commuting and ‍housing expenses. Convenience: With⁢ online learning, you ‍can access course materials and complete assignments from anywhere with an internet connection, giving you the freedom to study on your terms. Comprehensive ⁣Training: ‍Top online schools offer a rigorous curriculum that covers all aspects of medical billing and coding, preparing you for⁢ a successful career in the field. Top Online Medical Billing and Coding Schools: When choosing an online medical billing and coding school, ‌it’s essential to look for accredited programs that provide quality education and support. Here are some of ⁣the top online schools that can⁢ help you succeed in the healthcare industry:

1. American Academy of Professional Coders (AAPC): The ​AAPC offers a comprehensive online medical coding program that covers CPT, ICD-10-CM, and HCPCS Level II coding. Students receive hands-on training and access to a ‌wealth of resources,⁢ including practice exams and coding books.

2. Andrews School of Medical Transcription: Andrews School offers an online medical billing and coding program ‌that teaches ​students‌ the‌ fundamentals of medical ‌terminology, anatomy, and coding systems.⁣ The school ‌provides personalized support and job⁣ placement assistance for graduates.

3. ‌Penn Foster Career ​School: Penn‍ Foster offers⁤ an online medical billing and coding certificate program ⁤that covers medical terminology, insurance processing,​ and reimbursement methods. Students receive interactive lessons, virtual⁣ labs, and one-on-one instructor support.

4. ‍Ultimate Medical Academy (UMA): UMA provides an online medical ‌billing and coding diploma⁢ program that includes courses in ⁣healthcare law, ethics, and compliance. The school offers career services, externship opportunities, and certification⁤ exam preparation.

Practical Tips for Success: To excel in your online ⁤medical billing and coding program, consider the following tips:

Create ⁣a study schedule and set aside dedicated time ‌each day for coursework. Stay‌ organized by keeping track ⁣of deadlines, assignments, and exams. Engage‍ with instructors and classmates through online forums and virtual study groups. Practice coding exercises regularly to build your skills and proficiency. Conclusion: By choosing one of the top online medical billing and coding schools mentioned ​in this article, you can set yourself up for ‍success in the healthcare industry. With flexible learning options, comprehensive training, ⁤and valuable resources, these schools will provide ​you ⁤with the knowledge ⁣and skills you ​need to excel in ​your career. Unlock your future in healthcare​ today by enrolling in an‍ online medical billing ‍and coding program that aligns with your goals and aspirations.

https://medicalbillingcertificationprograms.org/open-your-future-top-online-medical-billing-and-coding-schools-for-success/

[sudheervanguri]

Do you care deeply about upholding laws in the drug industry? Pfizer, a powe­rhouse in the healthcare­ world, is on the hunt for a committed Regulatory Affairs Associate II in Chennai, India. In this job, you're at the he­art of readying, monitoring, and validating the standard of regulatory submissions. This aids Pfize­r's drugs in reaching patients around the globe­ in good time. If you're set to impact live­s and work with a driven team that values inte­grity and quality, jump in now and contribute to Pfizer's commitment to broade­ning health care accessibility worldwide­. Job Title: Regulatory Affairs Associate-II, PLMDS Company: Pfizer Location: Chennai, India Job Responsibilities: Support the completion of project milestones and organize work to meet task deadlines. Execute designated operational tasks conforming to regulatory submission milestones and obligations. Interpret regulatory guidelines to produce business requirements and ensure implementation at the local level. Promote quality as a best practice based on regulatory requirements and departmental guidelines. Support regulatory activities for new food supplements in development. Compile and verify accuracy of regulatory license information for products identified for withdrawal. Contribute to effective forecasting and management of project resources. Communicate with internal team members about execution and strategy. Actively pursue training in technical and personal skills relevant to the role. Act as a subject matter expert on global regulatory requirements. Qualifications: Must-Have: Bachelor's Degree Demonstrated experience in electronic submissions within the Pharmaceutical Industry Coordination of activities in a highly regulated environment Experience in a challenging customer service environment Knowledge of the drug development process In-depth understanding of systems and electronic technologies for submission activities Good knowledge of English, spoken and written Nice-to-Have: Experience in project management [caption id="attachment_68633" align="aligncenter" width="1200"] Pfizer Hiring Regulatory Affairs Associate-II in Chennai, India Apply Now[/caption] Additional Responsibilities: Supports delivery of regulatory transactions and aids in compliance activities. Continuous improvement of selected processes related to regulatory submissions. Delivery of Product License Support Portfolio. Contributes to project tasks and milestones, organizing work to meet deadlines. Applies team effectiveness skills within the Work Team context. Applies technical skills to achieve regulatory operational responsibilities. Applies fundamental knowledge of regulatory industry and local business environment. Makes decisions to resolve basic problems within their complexity. Works under direct supervision in a structured environment. Communicates information, asks questions, and participates as a team member. Apply online Work Location Assignment: Flexible Pfizer is an equal opportunity employer, complying with all applicable equal employment opportunity legislation in each jurisdiction.

[jobuganda]

Kiira Motors Uganda Jobs 2021 – Internal Auditor

Job Title: Internal Auditor – Kiira Motors Uganda Jobs 2021 Organization: Kiira Motors Corporation Job Location: Kampala, Uganda Reports to: Principal Internal Auditor Salary Scale: K6     Kiira Motors Corporation Profile: Kiira Motors Corporation or KMC is a State Enterprise in Uganda established to champion the Development of the Domestic Automotive Value Chain for job and wealth creation.     Job Summary: The Internal Auditor is responsible for identifying the risks that could keep the Company from achieving its goals, making sure that Management knows about these risks, and proactively recommending improvements to help reduce the risks.     Roles and Responsibilities: - Offer insight regarding strategic risks and advice, though management must maintain ultimate responsibility for the processes in their area; - Assess the significance of the Company’s many risks and the effectiveness of risk management efforts, communicate these to management and the board, and develop recommendations to improve risk management; - Evaluate control efficiency and effectiveness and provide management and the board assurance that the controls in place are adequate to respond to the risks that threaten the organization; - Examine the reliability and integrity of financial and operational information in order to ensure financial statement accuracy; - Examine operations to determine whether they are efficient and effective; - raise red flags when they discover improper conduct based on the Code of Ethics that upholds the principles of integrity, objectivity, confidentiality, and competency; - Review the company operations closely and assess whether existing processes are well designed to help the organization achieve its goals; - Assess the Company’s compliance with applicable laws, regulations, and contracts to ensure that management is addressing these requirements adequately; and also offer insight into the impact that noncompliance would have on the company and inform management and the board of noncompliance; - Evaluate the procedures used to safeguard company assets from theft, fire, illegal activities, or other types of loss and bring deficiencies to light and make recommendations for enhanced protection; - Investigate possible fraudulent behavior throughout the organization; - Communicate the findings after auditing a particular area and recommend appropriate courses of action; - Prepare Monthly Work Plans and Performance Reports necessary for executing the above duties and responsibilities; and - Any other duties assigned by the Principal Internal Auditor.     Minimum Qualifications - A Bachelor’s Degree in either Commerce (Accounting option), Business Administration (Accounting option), Business Studies (Accounting option), Finance and Accounting or Engineering from a recognized Institution; - At least Level II of a Professional Accountancy Course; - General Working Experience of at Least Three (3) Years and should have served as an Internal Auditor in a Reputable Organization for at least two (2) Years preferably in the Automotive/Manufacturing Industry     How To Apply for Kiira Motors Uganda Jobs 2021 To apply for any of the available jobs, you must send your application through email to hr@kiiramotors.com before the deadline . No applications will be accepted after midnight on 11th October 2021 (as recorded by the mail server). Clearly indicate the Position you are applying for in the Subject of your email. Please note that we are not accepting hand-delivered applications. Your application should include the following documents Only in PDF Format: - A duly signed application Letter (Cover Letter) addressed to the Chief Executive Officer, Kiira Motors Corporation. - A duly signed CV (Please use this CV template and fill all the fields as guided). - Certified copies of Academic Documents (Certificates and Transcripts). Only copies certified by the awarding institution will be accepted. Qualifications obtained outside Uganda should be notarized. Deadline: 11th October 2021     For similar Jobs in Uganda today and great Uganda jobs, please remember to subscribe using the form below: NOTE: No employer should ask you for money in return for advancement in the recruitment process or for being offered a position. Please contact Fresher Jobs Uganda if it ever happens with any of the jobs that we advertise. Facebook WhatsApp Twitter LinkedIn Read the full article

[your-dietician]

People in Business: July 5, 2021 edition

New Post has been published on https://tattlepress.com/business/people-in-business-july-5-2021-edition/

People in Business: July 5, 2021 edition

American International College announces the following promotions and additions to the leadership team.

Nicolle Cestero has been promoted to chief operating officer and executive vice president and retains her title as chief of staff. Cestero joined the college in 2011 as the associate vice president for human resources and has assumed increasing levels of responsibility and scope of duties.

Cestero will be responsible for the day-to-day operations of the college while continuing to serve as advisor to the president. Cestero will oversee the college’s legal matters and support presidential and institutional initiatives to ensure project deadlines are met and targeted outcomes attained.

Cestero holds a master’s degree in industrial organizational psychology from the University of West Florida and a bachelor’s degree in psychology from Mount Holyoke College. She is certified as a professional in human resources, as well as attaining the designation of certified professional from the Society for Human Resource Management. Cestero is currently working toward a master’s degree in business administration at AIC.

Velmer S. Burton Jr. joins the college as the executive vice president for academic affairs. He will oversee undergraduate and graduate degree programs in the School of Business, Arts and Sciences, School of Education, and School of Health Sciences.

He most recently served as senior vice chancellor of university strategy and performance and professor of criminal justice at the University of Arkansas at Little Rock. He also served as the university’s chief academic officer, overseeing 164 academic programs supported by 500 full-time faculty.

Burton received a certificate from Harvard University, Graduate School of Education, 2004 Harvard Seminar for New Presidents, an education doctorate in higher education management from the University of Pennsylvania in 2003, a Ph.D. in sociology and master’s and bachelor’s degrees in criminal justice from the University of Cincinnati in 1991, 1986 and 1985, respectively, with more than 60 articles and publications in crime and justice to his credit.

Jennifer McDonough joins the college as vice president for institutional advancement. McDonough brings nearly 40 years of experience in the advancement profession incorporating institutional leadership positions and philanthropic consulting services.

As a former executive associate with Bentz Whaley Flessner, a national and international fundraising consulting and services company, McDonough served an extensive number of diverse private and public higher education institutions across the country, including American International.

She holds a master’s degree in multidisciplinary studies with a concentration in arts management, and a bachelor’s degree in art education, both from the State University of New York College at Buffalo.

Matthew Scott has been serving as vice president for student affairs and dean of students since July 2020. He will add Title IX coordinator to his area of responsibilities. With that addition, Scott will be the designated official from AIC with primary responsibility for coordinating compliance with Title IX, including providing leadership for Title IX activities; consultation, education and training.

Scott joined the college in 2013 as the director of residence life and deputy Title IX coordinator. Scott graduated with a bachelor’s degree in business administration from Springfield College and received his master’s degree in higher education administration from the University of Massachusetts Amherst.

Louis R. Izzi joins the college as vice president for athletics, coming from the University of Bridgeport, where he served as vice president for athletics and enrollment management since 2019. While at Bridgeport, Izzi was responsible for the strategic planning, leadership, development, and operational and personnel management of the university’s NCAA Division II athletics program.

Prior to his role at the University of Bridgeport, Izzi served as the director of athletics at New England College in Henniker, New Hampshire, a Division III institution with 18 varsity sports, club and junior varsity teams, and intramural and recreational programs. Previously, he was the assistant director of athletics administration at Johnson & Wales University in Rhode Island for 17 years, while additionally serving as head men’s ice hockey coach at Johnson & Wales and Nichols College for 15 years. Izzi received a master’s degree in sport administration from Canisius College in Buffalo, New York, and a bachelor’s degree in English from Providence College.

Jessica Chapin has been promoted to director of athletics. She joined the college in 2014 as the compliance coordinator. Among her duties, Chapin is responsible for the day-to-day administration of the Athletics Department, including oversight of compliance with ensuring NCAA Division I and Division II rules and bylaws, retention, financial aid, and new student recruitment collaborating with offices across campus. She is the Title IX deputy coordinator for athletics.

Currently, Chapin serves on the NCAA’s women’s volleyball regional advisory committee and in May she was appointed to a four-year term on the NCAA Committee on Infractions. She currently serves on the executive committee of both Atlantic Hockey Association and the National Intercollegiate Rugby Association. Chapin received a master’s degree in athletic administration from Springfield College and bachelor’s degree from Brandeis University in psychology and health science, society, and policy.

Michael Eriquezzo has been promoted to director of marketing and communications. He will have oversight of all aspects of institutional digital and traditional marketing, web, and public relations functions for the college, including the semi-annual Lucent magazine with a circulation to more than 30,000 alumni. Eriquezzo joined the college as the art director and senior designer in 2017 from Go Graphix in East Longmeadow, where he served as project manager and creative lead, and the Children’s Study Home as the external communications manager. He earned his bachelor’s degree in business administration from the University of Massachusetts Amherst.

****

Hampshire Power Corp. recently welcomed Patrick Quinlan as technical account manager.

Quinlan holds a master’s degree in mechanical engineering from the University of Wisconsin and has more than 30 years of work experience in the field of renewable energy and energy efficiency. Quinlan will be responsible for the support and growth of Hampshire Power Renewable Energy Certificate products and services, engaging installation companies and homeowners alike.

Quinlan joins Hampshire Power from Solablock Corp. and Black Island Wind Turbines, of which he was a co-founder. Previously, Quinlan served as a Congressional Technology Fellow, White House Technology Fellow, and worked as a senior analyst at the National Renewable Energy Laboratory. Quinlan was a staff engineer at AeroVironment for famed inventor Paul MacCready. He holds several patents and has three projects now at the Smithsonian Institution.

*****

Friendly’s Restaurants and BRIX Holdings named David Ellis as chief marketing officer for all brands and promoted Sylvia Becker to vice president of marketing at Friendly’s Restaurants. Both individuals bring more than 20 years of marketing experience to their roles.

Ellis will lead brand strategy, marketing, public relations and digital initiatives for Friendly’s Restaurants as well as across BRIX Holdings brands: Orange Leaf; Smoothie Factory; Red Mango; Souper Salad; Red Brick Pizza; and Humble Donuts. He will also lead the development of loyalty programs, online ordering and virtual brands.

Becker will develop integrated marketing plans to support the brand strategy that will leverage the use of traditional and digital media, loyalty programs, off-premise, social media engagement, influencer partnerships and public relations to increase overall brand reputation, awareness and traffic across the Friendly’s Restaurant system.

Prior to joining Friendly’s Restaurants and BRIX Holdings, Ellis served as chief marketing officer for Uncle Julio’s where he was responsible for the launch of a new advertising campaign, new product development, the debut of third-party delivery and growth of the loyalty program. He also served as the vice president of marketing for O’Charley’s restaurants and held leadership positions at KFC and Darden Restaurants, for both Olive Garden and Red Lobster, including roles in brand management, national promotions, and menu strategy.

Becker has been with Friendly’s for eight years, previously serving as the senior director of media services. Before joining the Friendly’s team, Becker worked as the senior director of media services for Johnny Rockets and the marketing manager for McDonald’s, where she was tasked with boosting sales, increasing guest counts, and enhancing market share for the Boston Region comprised of 600-plus restaurants across New England and Albany, New York.

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Cornerstone Bank is celebrating Jennifer Anderson for being No. 5 on Banker & Tradesman’s list of top loan originators in Central and Western Massachusetts. Anderson, a vice president and mortgage loan officer with Cornerstone Bank, originated 155 mortgage loans to earn her spot on the list.

A long-time employee of Cornerstone Bank, Anderson has 17 years of experience as a mortgage loan officer. A resident of Spencer, she is a graduate of Babson College where she studied finance.

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[districofcolumbiaprelawland-blog]

The Legal Rights Of Homeless People

By Alexander Shusko, George Washington University Class of 2022

June 29, 2020

America has long had a visible homeless population. Coronavirus has brought the issue further into the national spotlight. During this pandemic, many cities are experiencing sharp increases in the numbers of homeless people sleeping outside.[1] This is largely a result of cities requiring shelters to reduce their populations and stop accepting new applicants.[2] These policies stem from the difficulties that arise from social distancing in shelters that are often extremely crowded and therefore lack the space to provide six feet between beds.[3] In San Francisco, many of the homeless people that are leaving shelters have built makeshift abodes in the Tenderloin neighborhood. The University of California Hastings College of the Law (which is located in the neighborhood), local business owners, and residents sued the city of San Francisco for allowing tents to multiply in the neighborhood in recent months. According to the lawsuit, there were 158 tents in the neighborhood on March 3. As of May 1, that number had increased to 391.[4]

The plaintiffs assert that the City of San Francisco is violating their Fifth and Fourteenth Amendment rights by allowing homeless encampments in the neighborhood. They claim that business owners have been harmed by the increase in homelessness because many of their customers will no longer come to the neighborhood because of its large homeless population. U.C. Hastings claims that many students reject their acceptance offer to the university because of the significant number of homeless people that live in the area.[5] The Fourteenth Amendment prohibits states from depriving an individual of life, liberty, or property without due process of the law.[6] The plaintiffs assert that this loss of business as a result of the city’s refusal to resolve the homelessness crisis in the neighborhood constitutes a taking of their property by the city without due process.

The plaintiffs also allege that San Francisco conducts homeless encampment cleanups in wealthier neighborhoods but purposefully neglects doing so in the mostly lower-income Tenderloin. They argue that this is to contain homelessness and drug use in the Tenderloin in order to keep them out of sight from wealthier residents. The plaintiffs claim that this disparity in how the city treats homelessness in its neighborhoods violates the Equal Protection Clause of the U.S. Constitution.[7]

The plaintiffs also allege that by allowing homelessness to continue in the Tenderloin, the city is depriving residents and local business owners of their “guarantee of safety and the pursuit of happiness” granted by Article I Section 1 of the California State Constitution[8]. Finally, they assert that the tents block sideway space, preventing people in wheelchairs from using them. In order for a sidewalk to be compliant with the Americans with Disabilities Act, it must be 36 inches wide.[9] The plaintiffs claim that throughout the neighborhood, the tents on the sidewalks leave far less than 36 inches available for pedestrians. Because it allows tent encampments that limit space for people in wheelchairs, the city is “failing to uphold its obligations to maintain clear and accessible sidewalks and public rights-of-way for its disabled residents and visitors” and is therefore in violation of Title II of the Americans with Disabilities Act.[10]

The plaintiffs and the City of San Francisco reached a settlement in mid-June that requires the city to remove 70% of the tents in the neighborhood by July 20. The remaining 30% will have to be gone by an unspecified time in the near future.[11] In making this agreement, both the defendants and the plaintiffs have failed to adequately consider the constitutional rights of the homeless people being evicted from the Tenderloin.

The plaintiffs have argued that the city must assure the happiness and safety of business owners and residents. But it is also constitutionally obligated to do the same for unhoused people. San Francisco is placing homeless people over 60 years old or those who have underlying health conditions in hotel rooms during the pandemic. Only an estimated 30% of residents of the Tenderloin encampments meet these qualifications.[12] Most of the homeless people in the neighborhood, then, will not be given adequate shelter. Instead, they will be scattered throughout the city and placed in sanctioned campsites. While the tents would likely be spaced six feet apart, residents would still share common facilities like bathrooms.[13] This would make it likely that coronavirus could still spread easily among encampment residents. San Francisco would therefore not be ensuring the safety of its homeless population with this solution, putting it in violation of Article I of the State Constitution.

San Francisco has also pledged to ensure that people do not set up camp again in areas they have cleared as part of this settlement.[14] The lack of specifics from the city over how they will accomplish this raises questions that they will infringe upon the Fifth and Fourteenth Amendment rights of homeless people to do this. If San Francisco were to clear homeless encampments that appear in the future in areas cleared by this settlement, it would constitute an unconstitutional taking by the city of the property of homeless people. Courts should not allow San Francisco to protect the property of housed residents but not homeless people.

San Francisco is also legally obligated to provide adequate housing for homeless people. The U.S. Court of Appeals for the 9th Circuit ruled in the case Martin v. Boise that governments cannot criminalize sleeping in public if they cannot provide an option to sleep indoors for homeless people. According to the court: “as long as there is no option of sleeping indoors, the government cannot criminalize indigent, homeless people for sleeping outdoors, on public property, on the false premise they had a choice in the matter.”[15] San Francisco plans to move many homeless people in the Tenderloin to sanctioned tent encampments on public property. Martin v. Boise, however, only allows cities to criminalize sleeping outdoors if there is space indoors. San Francisco would not be providing evicted homeless residents space indoors but rather a tentsite, and it is therefore violating the 9th Circuit decision. In order to be in compliance with Martin v. Boise, San Francisco must provide indoor housing to all homeless residents currently in the Tenderloin and residents that it will evict in the future.

These legal obligations of states to provide adequate indoor housing to homeless individuals and to not confiscate property without due process do not end when the pandemic does. Homeless people are afforded the same protections from the Constitution as housed residents and business owners do. San Francisco is treating them as if they do not. Courts cannot allow this to happen.

________________________________________________________________

[1] Curry, Melanie, Jason Islas, and Damien Newton. “Evictions and Homelessness Will Rise Precipitously Once COVID Restrictions Are Lifted.” Streetsblog California, June 5, 2020. https://cal.streetsblog.org/2020/06/05/evictions-and-homelessness-will-rise-precipitously-once-covid-restrictions-are-lifted/.

[2] Ho, Vivian. “'A True Emergency:' Covid-19 Pushes Homeless Crisis in San Francisco's Tenderloin to the Brink.” The Guardian. Guardian News and Media, May 19, 2020. https://www.theguardian.com/world/2020/may/19/a-true-emergency-covid-19-pushes-homeless-crisis-in-san-franciscos-tenderloin-to-the-brink.

[3]Shapiro, Ari. “Why Some Homeless Choose The Streets Over Shelters.” NPR. NPR, December 6, 2012. https://www.npr.org/2012/12/06/166666265/why-some-homeless-choose-the-streets-over-shelters.

[4] Hastings College of the Law et. al v. City and County of San Francisco

[5] Hastings College of the Law et. al v. City and County of San Francisco

[6] U.S. Const. Amend. XIV §1

[7] Hastings College of the Law et. al v. City and County of San Francisco

[8] Ibid

[9] Ibid

[10] Hastings College of the Law et. al v. City and County of San Francisco

[11] Walker, Wilson. "Settlement Gives San Francisco 5 Weeks to Clear Most Homeless Tents From Tenderloin Sidewalks." CBS San Francisco. June 13, 2020. Accessed June 27, 2020. https://sanfrancisco.cbslocal.com/2020/06/13/homelessness-san-francisco-tenderloin-tents-removal-deadline/.

[12] Ibid

[13] Ibid

[14] Sabatini, Joshua. "UC Hastings Agrees to Settlement in Lawsuit against SF over Homeless Tents in the Tenderloin." The San Francisco Examiner. June 12, 2020. Accessed June 27, 2020. https://www.sfexaminer.com/news/uc-hastings-agrees-to-settlement-in-lawsuit-against-sf-over-homeless-tents-in-the-tenderloin/.

[15] Hastings College of the Law et. al v. City and County of San Francisco

Photo Credit: C. G. P. Grey

[abujaihs-blog]

Urgent measures to improve access to housing

On December 23, 2019, the Government of the Generalitat de Catalunya approved the Decree Law 17/2019, on urgent measures to improve access to housing, published in the Diari Oficial de la Generalitat de Catalunya on December 30, 2019 (No. 8032), and whose entry into force, according to its seventh final provision, is from the day following publication in the Diari Oficial de la Generalitat de Catalunya, i.e. December 31, 2019 (hereinafter "Decree Law 17/2019"). Decree Law 17/2019 modifies a series of regulations of the Generalitat de Catalunya in the area of housing, such as, among others, the following: (i) Law 18/2007 of December 28, 2007, on the right to housing; (ii) Decree-Law 1/2015, of March 24, on extraordinary and urgent measures for the mobilization of housing resulting from foreclosure proceedings; (iii) Law 24/2015, of July 29, on urgent measures to address the emergency in the field of housing and energy poverty; (iv) Law 4/2016, of December 23, on measures to protect the right to housing of persons at risk of residential exclusion; (v) Legislative Decree 1/2010, of August 3, approving the Urban Development Act. Among the main modifications to the legislation on housing, we can find the following: (i) Empty housing The concept of empty housing is maintained, as is the case of housing that "remains permanently unoccupied, without just cause, for a period of more than two years. For this purpose, justified causes include transfer for work reasons, change of address due to a situation of dependence, abandonment of the dwelling in a rural area in the process of losing population, and the fact that the ownership or possession of the dwelling is the subject of a pending legal dispute". It adds that the occupation of a dwelling without a title does not prevent the dwelling from being considered empty "except in the case that the owner of the dwelling can prove that he has initiated the appropriate legal action for the effective recovery of possession before the deadline for considering the dwelling empty has expired". (ii) Transfer to the new owner of the position of the previous owner for the purpose of assuming the consequences of non-compliance with the social function of the property It is established that, in the event of transfer of the dwelling, the new owner is subrogated to the position of the previous owner for the purpose of assuming the consequences of the non-fulfilment of the social function of the property, regardless of when the non-use began. (iii) Right of pre-emption and withdrawal in favor of the Administration of the Generalitat in cases of transfer of housing acquired in a foreclosure process or through compensation or payment of debt with a mortgage guarantee The right of pre-emption and withdrawal in favor of the Administration of the Generalitat, in cases of transfer of housing acquired in a process of mortgage foreclosure or by means of compensation or payment of debt with a mortgage guarantee, is maintained for subsequent transfers. This right, which was acquired after the entry into force of Law 18/2007, of December 28, on the right to housing, now clarifies the number of transfers affected, by establishing that the "right of preferential acquisition affects the first and subsequent transfers of housing during the validity of this Decree Law".Therefore, the doubt raised by the establishment of this right in cases of transfer of housing acquired in a foreclosure process or through compensation or payment of debt with mortgage guarantee, which was introduced by Art. 2.1 of Decree Law 1/2015, of March 24, on extraordinary and urgent measures for the mobilization of housing from foreclosure processes, has been clarified by expressly establishing that it applies to subsequent transfers of housing. For practical purposes, in cases of transfer of housing, it will be necessary to know the chain of previous transfers, starting from the entry into force of Law 18/2007, of December 28 (which took place on April 9, 2008), in order to rule out or confirm the existence of the right of preferential acquisition in favor of the Administration, even if the transferor of the property analyzed has not acquired it in a foreclosure process or through compensation or payment of debt with a mortgage guarantee. This measure will have a duration of 12 years from the entry into force of Decree-Law 17/2019 ofDecember 23. (iv) Establishment of a new concept of "large house holder” A new parameter is established to define a "large dwelling holder": If the previous criterion was the ownership of a living area of more than 1,250m2, now the criterion will be the ownership of "more than 15 dwellings". A "large dwelling holder" is defined as the following "legal persons": Financial institutions, their property subsidiaries, investment funds and asset management companies, including those arising from bank restructuring, in accordance with commercial law. Legal persons, which, alone or through a group of undertakings, own more than 15 dwellings, with the following exceptions: The social promoters referred to in letters a and b of article 51.2 of Law 18/2007, of December 28, on the right to housing. Persons who own more than 15 percent of the living area of the property qualified as subsidized housing intended for rent. (v) Forced expropriation of housing The system of forced expropriation of housing is modified, establishing that forced expropriation for reasons of social interest may be applied for the purpose of providing the competent administrations in the area with a social stock of affordable rental housing to meet, on a preferential basis, the housing needs of people who are in a situation of residential exclusion or are at risk of it. A "cause of social interest" is understood to be non-compliance with the social function of property, relating to the legal and effective occupation of housing to constitute the residence of people. When the forced expropriation is only for the use of the dwelling, its duration must be for a period of 10 years at most. The requirements to apply the forced expropriation of housing will be the following: That the properties are located in the areas indicated by the Sectorial Territorial Plan for Housing; That the dwellings are registered in the Register of empty dwellings and dwellings occupied without a qualifying title, or are susceptible to being registered, or belong to legal entities that have acquired them from an owner of dwellings registered in the Register in the first or subsequent transfers, even though the current owner is an asset securitization fund or the acquisition has been made through the transfer of shares or holdings in commercial companies. (vi) Renewal of compulsory social rental contracts In relation to the cases of social rentals established by Law 24/2015, of July 29, on urgent measures to deal with the emergency in the field of housing and energy poverty, it is established that in cases of social rentals that reach the end of the contractual period set, the persons or family units affected have the right to formalize, for one time only, a new contract according to the conditions established by the law, provided that they continue to be within the parameters of residential exclusion established in Article 5.7 and that this is accredited by the affected parties themselves. To this end, the owner of the property must require those affected to present the documentation that corroborates this four months before the date of expiry of the contract. (vii) Obligatory social rent The obligation to offer social rent prior to the filing of actions is extended to any enforcement action arising from the claim of a mortgage debt and to the following eviction suits: Due to the expiration of the duration of the legal title that enables the occupation of the dwelling. The proposal of social rent is enforceable for a period of three years from the entry into force of the Decree Law of December 23, 2019, on urgent measures to improve access to housing; For lack of a legal title enabling occupation, where the applicant is a large holder within the meaning of Article 5(9)(a) and paragraph 3(a) of this provision, provided that the following circumstances are met: That the dwelling is in the situation of abnormal use referred to in article 41.1.a of Law 18/2007, of December 28, on the right to housing; That the occupants prove by any means admitted by law that occupation without a title began at least six months before the entry into force of the Decree-Law of December 23, 2019 on urgent measures to improve access to housing. That the occupants have not rejected any social rehousing option in the last two years offered by any public administration or in accordance with article 5.2. That the municipal services report favorably on the compliance by the occupants with the parameters of risk of residential exclusion and on the establishment and coexistence in the neighborhood. The minimum duration of the social rental contracts to be signed in accordance with the provisions of this Law must be at least the same as that established in the urban rental legislation and, in any case, cannot be less than five years if the owner of the dwelling is an individual, and seven years if it is a legal entity. The definition of large holder referred to in Article 5.9 is extended in the same terms to: Venture capital and asset-backed funds; Natural persons holding more than 15 residential units, with the same exceptions as for legal persons under Article 5(9)(b). Therefore, the obligation to make a social rental offer shall also apply: With regard to landlords, not only to legal persons but also to natural persons who own more than 15 dwellings; With respect to evictions, it applies: ii.i. To evictions due to expiration of the term of the lease (previously it was only applied to evictions for non-payment); ii.ii. To precarious dwellings, provided that, among other requirements, an empty dwelling has been occupied and the occupation is at least six months prior to the entry into force of the Decree-Law of December 23, 2019 The obligation to offer social rentals also applies to legal proceedings initiated before the entry into force of this Decree-Law and still in progress. It therefore applies retroactively if the eviction process has not been completed. The mandatory social rental offer must be communicated, within three working days of its completion, to the town hall of the municipality where the housing is located and to the Catalan Housing Agency. (viii) Obligation to relocate persons or family units at risk of residential exclusion The period for which rent must be offered in certain cases of persons or family units at risk of residential exclusion is changed from three years to "a period equal to the minimum duration provided for in urban rental legislation depending on the type of lessor". According to Article 9 of the LAU, the minimum duration of a housing rental contract will be five years if the lessor is an individual or seven years if the lessor is a legal entity. Remember that the obligation to relocate applying to cases of loss of housing established by this article are as follows: The transfer of housing derived from compensation agreements or dation in payment of loans or mortgage credits on the habitual residence or the signing of the purchase and sale of a housing that has as a cause of the sale the impossibility of the borrower to return the loan or mortgage credit; Foreclosure of a mortgage or other type of foreclosure resulting from the claim of a mortgage debt and eviction due to non-payment of rental income. The parties obliged to offer this type of contract are the "purchasers of the dwellings and the parties to the legal proceedings for foreclosure of a mortgage or other type of foreclosure deriving from the claim of a mortgage debt, or eviction due to non-payment of rental income referred to in letters a and b which, at the same time, are, in accordance with Law 24/2015, of July 29, on urgent measures to deal with the emergency in the field of housing and energy poverty, large holders of dwellings registered in the Register of Empty Dwellings and of dwellings occupied without a qualifying title, or that are susceptible to being registered, or legal persons that own dwellings that they have acquired from an owner of dwellings registered in the Register in the first or subsequent transfers, even though the current owner is an asset securitization fund or the acquisition has been made through the transfer of shares or holdings in commercial companies". (ix) Inclusion of the reference index of rental prices for dwellings in offers of rental contracts for dwellings and rental contracts The obligation to include the reference index of rental prices for dwellings in rental offers is established when the advertisement includes the price of rent, and in rental contracts. (x) Establishment of a right of first refusal for the government in cases of transfer of rented housing A legal right of first refusal is established in favor of the administration for onerous transfers affecting the following assets: Privatelyowned land reserved for the use of public housing by urban planning; Dwellings rented when, in accordance with the legislation on urban leases, they are transferred together with the rest of the dwellings or premises that form part of the same property In compliance with this right, the person who wishes to sell the property affected for a fee must notify the Administration that holds the right of the conditions of transfer of the property. The exercise of the right of first refusal implies that the administration or the beneficiaries acquire the property under the conditions communicated. The right of first refusal expires if, from the communication referred to in section 1, the administration does not exercise it within a period of two months. The transfer of the property concerned without fulfilling the obligation of communication or, once this obligation has been fulfilled, before the right of first refusal expires or under conditions less onerous than those communicated, implies the right of withdrawal. The deadline for exercising this right is three months from the date of registration of the transfer in the Land Registry or from the moment the Administration becomes aware of the sale. The exercise of the right of withdrawal implies that the Administration or the beneficiary acquires the affected property for the same price and under the same conditions as the acquirer. With respect to the city of Barcelona, the City Council is the holder of this preferential acquisition right. The legislation on urban leases is applicable for these purposes. If, in relation to the same transfer of a property, several pre-emptive rights are granted to different administrations, the transferring party may communicate the conditions of the transfer to any of them without distinction. The administration receiving the communication is obliged to send it to the other administrations involved in order to coordinate their actions in the exercise of the right of first refusal. Source: Jdsupra Read the full article

[adasitecompliance]

U.S. Department Of Justice

Public Schools Need A Digital ADA Accessibility Makeover Within 2-3 Years

According to a new federal mandate from the U.S. Department of Justice, public schools must make all digital content accessible to students with disabilities.

The U.S. Department of Justice has issued under Title II of the ADA that stipulates compliance with the Web Content Accessibility Guidelines (WCAG) by 2027.

This means schools must ensure that websites, mobile apps, and other digital platforms used for education are usable by students with a wide range of impairments.

The United States Department of Justice has endorsed the WCAG 2.1 to provide clear guidance for ADA compliance for web content and mobile apps.

These guidelines, established by the World Wide Web Consortium (W3C), are recognized globally and offer a comprehensive framework for creating accessible digital experiences. Although W3C released an updated version of these guidelines in 2023, public schools must adhere to the WCAG 2.1 standards from 2018.

Public schools nationwide face a formidable challenge: ensuring all students can access digital resources by 2027. However, navigating the complexities of digital accessibility can be overwhelming for schools.

Meeting the 2027 deadline for compliance while creating an inclusive online environment requires expertise and precision. At ADA Site Compliance, we simplify the process.

Our team ensures your school’s digital platforms adhere to accessibility standards, preventing legal issues and fostering a welcoming environment for all students. Let us help you create a truly inclusive digital experience.

Schools Face Steep Climb to ADA Compliance

Public educational institutions across the U.S. have two or three years, depending on their size, to ensure their web content and mobile apps meet technical accessibility standards adopted in April under Title II of the Americans with Disabilities Act.

Smaller school districts have until April 26, 2027, to achieve compliance, while larger districts exceeding populations of 50,000 have till April 24, 2026, to meet compliance.

Attaining ADA compliance is an uphill battle for many educational institutions.

This requirement has placed significant pressure on school districts, many grappling with limited resources and poor technological expertise.

The standards cover a wide range of accessibility features, including providing alternative text for images, ensuring keyboard navigation, and maintaining adequate color contrast.

That’s why some experts say they should start preparing now. The transition to a fully accessible digital infrastructure is a technical upgrade and comprehensive overhaul of existing systems and practices.

Revamping their digital infrastructure to create inclusive online learning environments necessitates strategic planning, substantial investments, and continuous professional development for staff.

Schools must adopt a phased approach to ensure compliance within the given timeframe. This involves thorough audits of current digital assets, identifying accessibility gaps, and implementing necessary modifications.

These principles are not just technical requirements; they are essential for enhancing the educational experience of students with disabilities and fostering a more equitable learning environment for all.

Accessibility: More Than Just Website Compliance

The shift towards accessibility isn’t solely a technological endeavor for schools. It also demands a cultural change within educational institutions, fostering an environment where inclusivity is a core value.

Professional development opportunities will play a crucial role in this transformation.

Staff must have the knowledge and skills to create and maintain accessible digital content. This includes understanding universal design, becoming proficient with assistive technologies, and staying updated with the latest accessibility standards.

Additionally, schools must allocate budgetary resources to support this initiative. This might include hiring accessibility consultants, investing in accessible technology, and ensuring ongoing maintenance and updates to digital content.

Collaboration with stakeholders, including parents, students, and disability advocacy groups, is essential to address diverse needs and gather feedback on accessibility improvements.

Consequences of non-compliance

The consequence of non-compliance with WCAG is the risk of facing potential legal ramifications with time. The legal fees associated with non-compliance can get expensive, much more than the cost of attaining web compliance.

While the Department of Justice has outlined specific exemptions—such as archival information, legacy papers, content from third parties, social media postings, and password-protected files—it’s important to note that these exceptions are limited and may not apply universally.

Educators must thus thoroughly analyze their digital assets to determine which information falls under these exemptions.

Benefits of accessibility to educational institutions

According to CAST, a leading accessibility organization, this regulatory reform is a significant milestone in the quest for accessibility. By integrating accessibility standards into digital content, educational institutions can offer a more equitable learning environment for students with disabilities.

Furthermore, universal design principles benefit all users by making content easier to understand and navigate. Lindsay Jones, CEO of CAST, underscores that accessibility is not just about compliance; it’s about providing a better user experience for the entire school community.

This emphasis on enhancing user experience is the true driving force behind accessibility.

The Ripple Effect of ADA-Compliance on Student Success

Compliance with ADA Title II 504 is more than just a legal obligation; it’s a commitment to fostering an inclusive and supportive learning environment. Schools that prioritize accessibility adhere to legal standards and are dedicated to educational equity.

This proactive stance can lead to numerous benefits:

Enhanced Student Engagement: Accessible digital content ensures all students can fully participate in educational activities. This inclusivity can lead to higher levels of engagement and academic success.

Improved Academic Outcomes: Studies have shown that when students have access to resources that cater to their individual needs, their academic performance improves. By removing barriers, schools can help all students reach their full potential.

Positive Institutional Reputation: Schools known for their inclusive practices attract a diverse student body and staff. This positive reputation can enhance the institution’s standing in the community and attract more resources and partnerships.

Legal and Financial Safeguards: Proactively addressing accessibility reduces the risk of legal challenges and the associated financial costs. Schools can avoid costly lawsuits and fines by complying with ADA Title II 504.

Equal access for everyone: ADA compliance ensures that students with disabilities have the same access to educational resources as their peers, which is fundamental for their academic success and overall well-being.

Universal design approach: Accessible digital environments benefit all students, as they promote a universal design approach that can accommodate diverse learning needs and preferences.

Digital accessibility extends beyond the classroom: Accessible online learning platforms and resources prepare students for the future, equipping them with the skills to navigate an increasingly digital world.

A Roadmap to ADA Compliance: Nine Essential Steps for Schools

As schools work towards meeting these compliance deadlines, they must also consider the ongoing training and support for educators and staff to use and create accessible digital content.

To effectively comply with ADA Title II 504 within the given timeframe, schools can adopt these nine practical steps:

Conduct Regular Accessibility Audits: Regularly conduct audits of school websites and mobile apps to identify and address accessibility issues. Use both automated tools and manual testing to ensure a thorough evaluation.

Invest in Training: Educate staff about the importance of digital accessibility and provide training on creating and maintaining accessible content. This includes understanding how to use accessibility features in various software and platforms.

Utilize Accessible Technology: Integrate and support using assistive technologies that can aid students with disabilities. Ensure website compatibility with screen readers, voice recognition software, and other assistive tools.

Engage with the Community: Involve students, parents, and community members in the accessibility planning process. Their feedback can provide valuable insights and ensure that the solutions implemented meet the needs of all users.

Incorporate Accessibility in Procurement: When acquiring new digital tools or platforms, ensure they meet WCAG 2.1 standards. Include accessibility requirements in procurement processes to avoid future compliance issues.

Develop an Accessibility Plan: Create a detailed plan outlining the steps to achieve compliance. This plan should include timelines, responsible parties, and measurable goals.

Policy Development: Develop and enforce policies prioritizing accessibility in all digital content creation and management processes. Make accessibility a core component of the school’s digital strategy.

Fostering collaborations: Collaborating with students, parents, and advocacy groups can provide valuable insights and help identify areas that need attention.

Continuous Monitoring and Updates: Accessibility is not a one-time effort. Continuously monitor digital content for compliance and stay updated with the latest accessibility standards and best practices. Implement regular updates to address new accessibility challenges as they arise.

By following these nine steps, public schools can meet the requirements of ADA Title II 504 and also create a more inclusive and supportive learning environment for all students.

As technology evolves, so should our commitment to accessibility, ensuring no student is left behind.

Conclusion

The journey toward compliance with ADA Title II 504 is challenging but an opportunity for schools to enhance their digital offerings and ensure that all students, regardless of their abilities, have equitable access to educational resources.

By embracing this mandate, schools can foster a more inclusive learning environment that supports the diverse needs of their student population. However, meeting the 2027 deadline for compliance while creating an inclusive online environment requires expertise and precision.

At ADA Site Compliance, we simplify the process. Our team ensures your school’s digital platforms adhere to accessibility standards, preventing legal issues and fostering a welcoming environment for all students. Let us help you create a truly inclusive digital experience!

[payprosalaska]

6 California Legislative Issues for Employers and HR to Watch

A number of bills making their way through the California Legislature would affect workers and employers in the Golden State, which means that HR professionals will feel the impact if they become law.

Several bills that address workplace training to prevent sexual harassment are on the table, as is legislation about salary reporting. If 2018 was the year of #MeToo, then the California Legislature’s current session might be dubbed #MeToo Part II, said Michael Kalt, government affairs director for the California State Council of the Society for Human Resource Management and a partner at Wilson Turner Kosmo in San Diego.

Some workplace bills that fizzled out last year are back as a Democratic supermajority in the state Senate and Assembly continues to flex its political muscle. A supermajority gives the party enough voting power to override a veto.

[SHRM members-only resource: California Labor and Employment Law Overview]

The state’s new governor, Gavin Newsom, is also a Democrat, but because he’s a business owner, some employers hope he will be sympathetic to employers. Still, his top priorities include “standing up for California values that are under attack from Washington—from civil rights to immigration,” according to his website.

Here are some of the top employment-related bills that employers and human resource professionals should be watching this session.

1. #MeToo, Redux

A Senate bill that seeks to clear up some murky aspects of the state’s sexual-harassment-prevention training requirements has no opposition and therefore is likely to sail through the legislature.

California requires businesses with at least five employees to provide harassment training to workers and managers every two years, but the 2018 law, which took effect in January, raised questions about the deadlines for doing so.

The pending legislation sets a Jan. 1, 2021, deadline and explains that employers that conduct training in 2019 don’t have to repeat the training for two years thereafter. The clarification is helpful, but it doesn’t alter what HR professionals and business leaders should have already been doing to comply with the current law, said Heather Sager, an attorney with Vedder Price in San Francisco.

For example, employers should ensure that the training meets the new requirements and includes “classroom or other effective interactive training and education” or uses an interactive online training program created by the state’s Department of Fair Employment and Housing.

2. Independent-Contractor Test

The California Supreme Court’s Dynamex decision last year unnerved many employers that rely on independent contractors. The court created a three-pronged “ABC” test to determine whether workers should be classified as employees or independent contractors. The 9th U.S. Circuit Court of Appeals recently held that the new test—which makes it difficult to classify workers as contractors—applies retroactively.

More than 8 percent of California workers were classified as independent contractors in 2016, according to a UC Berkeley Labor Center analysis.

AB 5 seeks to turn the Dynamex test into law, while AB 71 would apply a more flexible standard. Many gig workers who pick up jobs through smartphone apps and other online technologies—such as those who drive for ride-hailing services—are classified as independent contractors. But if gig workers don’t meet the ABC test, they should be classified as employees and paid at least minimum wage and overtime premiums.

In the past, legislators could not have anticipated a business model that allows passengers to use a phone app to hire and pay a driver, Kalt said, so they are playing catchup to regulate taxi-like enterprises such as Uber and Lyft. “Technology is outpacing the law,” he said.

In contractor-classification matters, Sager said, “nine times out of 10, both employees and employers are happy with the situation and don’t want to change it.” Astute HR professionals, however, should proactively conduct internal reviews of employee classifications. If necessary, they should make adjustments to protect their employer from potential litigation, she said.

3. Arbitration Agreements

The purpose of AB 51 is to prevent businesses from silencing workers who have experienced discrimination and colleagues who have witnessed the misconduct. The bill states that employers cannot require employees to “waive any right, forum or procedure” for employer violations of the California Fair Employment and Housing Act (FEHA). 

“It’s a really broad bill that would severely restrict the use of arbitration agreements in California,” said Robin Largent, an attorney with Carothers DiSante & Freudenberger in Sacramento. Former Gov. Jerry Brown vetoed a similar bill last session, noting that it is pre-empted by the Federal Arbitration Act. Should Newsom sign it, a court challenge would certainly follow, Largent said.

4. Pay-Data Reports

If SB 171 becomes law, California employers with at least 100 workers would have to submit reports to the state detailing workers’ earnings and job categories identified by race, ethnicity and sex starting in 2021. Similar legislation fizzled out last year, but a battle over pay-data collection has been brewing in Washington, D.C.: A federal judge recently ordered employers to report expansive EEO-1 pay data by Sept. 30. The dispute headed to court after the current administration nixed the Obama-era requirement.

Proponents of the California bill say pay-data reports force businesses to confront and correct disparities based on race, ethnicity and sex. Opponents say the numbers can be easily manipulated to bolster unsubstantiated claims of pay inequities.

“From a political standpoint, it seems like valuable data to gather,” Largent said. “But do state agencies have the ability to provide meaningful analysis and reporting to make it useful? Are they really going to be able to synthesize it in a useful way?”

5. Statute of Limitations

Many employers didn’t like AB 1870, which was vetoed last year, and they feel the same way about an identical bill this year, AB 9. The legislation would extend the statute of limitations from one year to three years for workers to file a FEHA claim. Similarly, AB 403 would give workers three years—rather than the current six months—to sue for alleged violations of the California Labor Code.

A robust economy and a greater willingness among younger workers to change jobs complicates efforts to track down witnesses, and recollections about motivations or actions from years ago can be murky at best, Sager said. Under the proposed limitations periods, it would be “very, very difficult to have reliable evidence at your fingertips,” she added.

6. Expanded Family Leave

Jennifer Siebel Newsom, the governor’s wife, has shown support for SB 135, which would allow workers at companies with at least five employees to take up to 12 weeks of unpaid leave to care for sick relatives. Current federal and California laws provide such benefits only to employees at businesses with at least 50 workers.

The California Chamber of Commerce has opposed the bill. Compliance could be a challenge for small businesses, where a lengthy absence by a single worker can significantly affect operations, Kalt noted.

June D. Bell, a regular contributor to SHRM, covers legal issues for a variety of publications. Contact her at june@junebell.com.

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[sudheervanguri]

Do you care deeply about upholding laws in the drug industry? Pfizer, a powe­rhouse in the healthcare­ world, is on the hunt for a committed Regulatory Affairs Associate II in Chennai, India. In this job, you're at the he­art of readying, monitoring, and validating the standard of regulatory submissions. This aids Pfize­r's drugs in reaching patients around the globe­ in good time. If you're set to impact live­s and work with a driven team that values inte­grity and quality, jump in now and contribute to Pfizer's commitment to broade­ning health care accessibility worldwide­. Job Title: Regulatory Affairs Associate-II, PLMDS Company: Pfizer Location: Chennai, India Job Responsibilities: Support the completion of project milestones and organize work to meet task deadlines. Execute designated operational tasks conforming to regulatory submission milestones and obligations. Interpret regulatory guidelines to produce business requirements and ensure implementation at the local level. Promote quality as a best practice based on regulatory requirements and departmental guidelines. Support regulatory activities for new food supplements in development. Compile and verify accuracy of regulatory license information for products identified for withdrawal. Contribute to effective forecasting and management of project resources. Communicate with internal team members about execution and strategy. Actively pursue training in technical and personal skills relevant to the role. Act as a subject matter expert on global regulatory requirements. Qualifications: Must-Have: Bachelor's Degree Demonstrated experience in electronic submissions within the Pharmaceutical Industry Coordination of activities in a highly regulated environment Experience in a challenging customer service environment Knowledge of the drug development process In-depth understanding of systems and electronic technologies for submission activities Good knowledge of English, spoken and written Nice-to-Have: Experience in project management [caption id="attachment_68633" align="aligncenter" width="1200"] Pfizer Hiring Regulatory Affairs Associate-II in Chennai, India Apply Now[/caption] Additional Responsibilities: Supports delivery of regulatory transactions and aids in compliance activities. Continuous improvement of selected processes related to regulatory submissions. Delivery of Product License Support Portfolio. Contributes to project tasks and milestones, organizing work to meet deadlines. Applies team effectiveness skills within the Work Team context. Applies technical skills to achieve regulatory operational responsibilities. Applies fundamental knowledge of regulatory industry and local business environment. Makes decisions to resolve basic problems within their complexity. Works under direct supervision in a structured environment. Communicates information, asks questions, and participates as a team member. Apply online Work Location Assignment: Flexible Pfizer is an equal opportunity employer, complying with all applicable equal employment opportunity legislation in each jurisdiction.

[jobswzayef]

Buyer Expediter I II

Buyer Expediter I II

Buyer Expediter I II 229420

Requisition ID 229420 Job Title ML 2 Buyer Expediter I II

Requisition ID TBD

Location Cape Canaveral FL

Relocation Authorized No

US Citizenship required Yes

Other Requirements Pre employment drug screen background check and obtain badging Project Information Bechtel National Inc. BNI Bechtel’s government services business is one of the top providers to departments and agencies of the U.S. and British governments. Its successes include many large first of a kind projects in government site management environmental restoration defense space energy and national and homeland security. Bechtel currently manages the Mobile Launcher 2 project in Cape Canaveral FL. This project is the design and construction of the National Aeronautics and Space Administration NASA Mobile Launcher 2 ML2 for the Space Launch System SLS . Position Overview Reports to and receives operational direction from Procurement Management. Receives functional guidance form the global business unit Purchasing Manager. Performs tasks involved in the formation administration expediting and delivery of purchase orders. Communicates with suppliers and personnel within Bechtel to establish clear definition of requirements and to assure performance to purchase order terms and conditions. Prepares bidder pre qualification bidder lists bid solicitation bid analysis makes commitments and administers purchase orders. Responsibilities include but are not limited to PRINCIPAL RESPONSIBILITIES

Forms and issues purchase orders by performing the following

Prepares bidders’ lists

Prequalifies bidders

Forms bid packages

Issues bid requests

Coordinates bidders’ questions

Receives bids

Prepares Commercial Bid Summary and recommendation letter

Recommends and secures approvals in accordance with established procedures

Prepares and commits order

Prepares and maintains control and status reporting documents

Administers and expedites assigned purchase orders performing the following functions

Establishes files and controls for all outgoing and incoming correspondence on each assigned order.

Monitors supplier performance for conformance to commercial terms.

Monitors activities by Engineering and other in house functions to ensure compliance with the order terms.

Initiates follow up actions with the supplier or in house functional group to ensure performance in accordance with contract terms and conditions.

Informs or works with other project Procurement personnel as assigned to the administration of the order.

Expedites all deliverables including schedules engineering submittals material equipment and other documentation requirements

Analyzes and distributes those suppliers’ reports specified in the order contract.

Communicates with suppliers as necessary to achieve required service and results from potential and actual suppliers to meet project needs.

Communicates with Engineering to assist and or guide them in the preparation of material requisitions for the procurement of materials and equipment and to achieve the understanding needed to process these requisitions. BASIC QUALIFICATIONS

Bachelor’s degree in related field. In lieu of degree 6 years of related work experience.

US citizenship required. MINIMUM QUALIFICATIONS

Knowledge of business administration procedures techniques and business ethics.

Skilled in oral and written communication.

Basic knowledge of Federal Acquisition Regulations and applicable Agency Supplements.

Basic understanding of Governmental Contracts and the flow down of applicable clauses and requirements.

Basic understanding of Cost Accounting Standards and determination process for applicability to the work

When assigned to a jobsite location actual experience in materials handling operations is desirable.

Basic understanding of scheduling concepts and tools

Basic understanding of materials and equipment fabrication manufacturing and associated production methods

Proficiency in organizing tasks and completion within deadlines PREFERRED QUALIFICATIONS

Proficient in word processing spreadsheet and database applications.

Basic operational experience with Oracle business platforms is beneficial

Basic understanding of construction industry codes standards and associated practices. The ML 2 project works on a 40 hour 5 day 8 hour schedule. Start times are flexible but the standard work week is Monday – Friday from 7 00 am to 3 30 pm. Overtime may be required as directed. Shaping tomorrow together Bechtel is one of the most respected global engineering construction and project management companies. Together with our customers we deliver landmark projects that foster long term progress and economic growth. Since 1898 we’ve completed more than 25 000 extraordinary projects across 160 countries on all seven continents. We operate through four global businesses Infrastructure Nuclear Security Environmental Oil Gas Chemicals and Mining Metals. Our company and our culture are built on more than a century of leadership and a relentless adherence to our values the core of which are safety quality ethics and integrity. These values are what we believe what we expect what we deliver and what we live. www.bechtel.com Bechtel is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race color religion sex sexual orientation gender identity national origin or protected veteran status and will not be discriminated against on the basis of disability. * راتب مجزي جداً. * مكافأت و حوافز متنوعة. * توفير سكن مؤثث أو بدل سكن. * أنتقالات أو توفير بدل عنها. * توفير تذاكر السفر لمن يشغل الوظيفة و عائلته. * نسبة من الأرباح الربع سنوية. * أجازات سنوية مدفوعة الراتب بالكامل. * مسار وظيفي واضح للترقيات. * بيئة عمل محفزة و مناسبة لحالة الموظف. * تأمين طبي للموظيف و عائلته. * تأمينات أجتماعية. التقدم و التواصل مباشرة دون و سطاء عند توافر الألتزام و الجدية التامة و المؤهلات المطلوبة علي: jobswzayef@gmail.com

[chikanwankwo]

HIPPA Compliance and SSE Patient Reports

At Superstition Springs Endodontics, we have been discussing the secure, electronic reports that we send back to our referring offices.  As you can imagine, when working with different offices with different email services, each computer with different mail settings, security settings on different networks, doctors and team members reading reports on handheld as well as desktop computers and last but not least, human error, there is likely to be some complications along the way.  Our recent upgrade to TDO endodontic software was significant technology investment was meant to improve our HIPAA compliance. What is HIPAA?  Title II of the 1996 Health Insurance Portability and Accountability Act (HIPAA) has broad implications in health care - which includes dentistry.  This law created multiple rules & regulations for various purposes.  These regulations include a privacy rule, security rule, breach notification rule and an enforcement rule with civil authority to levy monetary penalties for HIPAA violations. The Privacy Rule: You are likely most familiar with this rule.  This rule gives patients certain rights over their personal health information which includes dental records and billing records.  This rule gives patients the right to ask for a change in their records, ask health care provider not to disclose their health information to others, or accommodate the patients requests regarding how they communicated with the patient. The Security Rule: This rule puts the burden on the dental practice to have a written risk assessment and develop practice safeguards to protect the confidentiality, integrity and availability of electronic patient information.  These safeguards are categorized as 1. Administrative 2. Technical 3. Physical  This is a tall order in that these safeguards must make sure that patient data is not corrupted or changed without authorization, and that only authorized people have access to patient data while at the same time making it available for authorized persons to access the information whenever needed. "The HIPAA Security Rule also requires ongoing maintenance of safeguards, periodic risk assessments, workforce training, and documentation." Breach Notification Rule: The new law enforced the adoption of EHRs for Medicare and Medicaid providers which had a greater impact on our physcians colleagues.  The Health Information Technology for Economic and Clinical Health (HITECH) Act also created the Breach Notification Rule which requires dental practices to provide notification of breaches of unsecured patient information to the patients, the federal government and in some cases the media. Enforcement Rule:  The enforcement rule has authorized enhanced civil monetary penalties for non-criminal violations of HIPAA rules since February 18, 2009.  While there is not a big history of dentists being fined for non-compliance issues, Dr. Joseph Beck was the first dentist to be fined $12,000 for non-compliance with HIPAA rules by the office of the Indiana attorney general.  The Health and Human Services Office of Civil Rights (OCR) also has the ability to audit dental practices and issue fines/penalties.Omnibus Final Rule:  On January, 17, 2013 the HHS published the HIPAA Privacy and Security Omnibus Rule which created a compliance deadline of September 23, 2013.  The Omnibus Final rule reinforces the HIPAA rules and regulations and:

extends the privacy and security rules to the dental practice's business associates and their contractors (any contractor who has access to patient information)

establishes new limitations on use of patient data for marketing and fundraising purposes

prohibits sale of patient's personal health information without authorization

expands patients' rights to request and receive electronic copies of personal health information

broadens patients' ability to restrict disclosure of personal health information to health insurance plans

Does HIPAA apply to your practice? Yes! HIPAA rules apply to your practice if you are a "covered entity" under the law.  You are considered a "covered entity" if you or a third party clearinghouse that you hire transmit electronic claims to a dental plan.What doest that mean for my practice?  If you are a "covered entity" then you need to take steps to comply with the HIPAA law which includes:

Appointing a practice HIPAA privacy official

Appointing a practice HIPAA security official

Familiarizing yourself with the law

Creating a HIPAA compliance team

Performing a risk assessment

Deciding on your practice policies and procedures

Training your workforce

Update business associate agreements to comply with privacy and security rules

Maintain

You can order the ADA HIPAA compliance workbook to help walk you through the process of becoming fully HIPAA compliant at: click here How does SSE secure patient communication work?  Our current software gives every referring doctor a username and password - allowing them to access all their patients reports, radiographs and relevant clinical data by logging into a secure server.  When a consult or treatment has been completed in our office, you will receive an email to view that specific report or log into the server to access any patient report/data.  However, every step of security also comes with the cost of added steps and login. Here are some of the trouble spots people have reporting using our secure communication tool:

Clicking on the wrong hyperlink:  One hyperlink will take you to your specific patient's report and another hyperlink will take you to the server where you can access all of your referred patient's data.

Offices with multiple doctors: Each doctor has their own login credentials to access the reports of the patient's they referred.  Team members logging in on the doctor's behalf need to login with the correct doctor to access their patient reports.   If you have multiple doctors, make sure you are logging in the with doctor's credentials who referred the patient to SSE.

Email settings:  Your email client (outlook, gmail etc.) may have a setting to string together emails from one source making it harder to find each individual report.  Go to your preferences/settings to make changes in your email software application.

We are committed to making sure your patient's information is protected and that it is available to you when and where you need it. If you are having any problems accessing your reports, please contact us so we can make sure our electronic communications are working seamlessly. Sources:https://www.ada.org/en/member-center/member-benefits/practice-resources/dental-informatics/electronic-health-records/health-system-reform-resources/hipaa-privacy-security https://www.hipaajournal.com/dental-offices-hipaa-compliance/

from Dental Health http://www.theendoblog.com/2019/01/hippa-compliance-and-sse-patient-reports.html via http://www.rssmix.com/