Maleah Nore has a job she is passionate about which is promoting mental health and working on suicide prevention in Indigenous communities. But she would like to do this work closer to the rural southeast Alaskan village where she grew up.

“Part of the reason we’re seeing drainage like this in our villages is because people are being forced to move into these huge hubs,” she said, as is the Portland metro area where she now resides.

A hybrid model allows Nore to sometimes work from her home office, but not hers Homelands of the Tlingit.

“In order to do the work we must do to help our people and get ahead in this world, we must leave our villages,” she said. “It’s just counterproductive.”

Because distance makes it harder to be a good relative and a community member, Nore said.

Jordan Dresser knows what she means. He studied journalism in college and knew his work would take him away from his home on the Wind River Reservation in central Wyoming.

“I’ve worked at various newspapers across the country, in Denver, North Dakota and Salt Lake City,” Dresser said.

Now as Chairman of Business Council of North Arapaho, Dresser sees this as part of a larger problem: the tribe invests heavily in the education of its citizens. But there are only a limited number of clerical jobs in the tribal government or in the reservation’s small frontier towns.

“Unfortunately, we often don’t have the space to hire these people [with higher degrees],” he said. “So they’re going to have to look for employment off the reservation here in Wyoming, or maybe even out of state.”

Dresser sees a role for remote work in curbing churn and helping more people in Arapaho find work in their chosen fields.

“I would love it if someone with a degree in classical literature could work completely outside of those boundaries for a university or elsewhere and still live here,” he said.

research from the Brookings Institution and the Federal Reserve Bank of Minneapolis’ Center for Indian Country Development notes that the remote work revolution could have unique benefits for tribal communities and economies, but that native workers are being left behind.

“No one accesses the remote work environment as little as the Native American/Alaskan population,” he said Matthew Gregga senior economist at the Minneapolis Fed and author of the report.

At the peak of the pandemic, Gregg said, data was from the U.S. Census Bureau shows that 23% of Native workers were teleworking due to COVID-19, compared to 31% of white workers.

“One of the main reasons is that there are employment disparities between whites and Native Americans,” Gregg said.

Indigenous people are over-represented in areas we know to be “essential” such as health, education and service workand underrepresented in office jobs, which are more likely to allow teleworking.

More than two years into the pandemic, Gregg said the telecommuting gap has narrowed, but those job differences no longer explain the gap.

“In fact, there is racial inequality within the professions,” he said.

Gregg and his co-author, Robert Maxima senior research fellow at the Brookings Institution, some ideas about what else might be going on.

“The first is access – or I should say lack of access – to broadband Internet,” Maxim said.

Local households, especially in rural areas, are less likely to have high-speed connectivity. By some estimates, as many as 18% of aborigines living on reservations do not have internet access. Indigenous people are also more likely to live in multi-generational homes and sometimes crowded Housing.

“It means they have less space to physically work from at home,” Maxim said.

Like many challenges in the Indian country, these are the result of decades of underinvestment in tribal infrastructure, despite the federal government’s trust and treaty obligations to these communities. It’s a problem that becomes cyclical when tribes are unable to keep young people, including some of their most educated citizens, close to home.

“Migration makes it harder for individual tribals to maintain ties with their culture and fellow citizens,” Maxim said. “For native nations as a whole, population loss weakens their ability to function as sovereign political entities.”

Maxim said the goal is for Aborigines to be able to work in any field of their choosing while remaining civicly active and culturally invested in their tribal communities. Polimana Joshevama who is hopiShe’s happy to have found that balance after leaving her home in Arizona for college in New Hampshire.

“I was a bit homesick. I missed the mountains and I missed the sunsets and the country here. I just felt the need to come back,” she said.

Graduating at the height of the pandemic, when remote work was still so common, made it much easier to get home. She now works for a Portland-based nonprofit, as does Maleah Nore, but she can do that work from Tucson.

“Even being here in the desert has had a huge impact on my overall well-being and mental health,” Joshevama said.

It helps her stay connected to the urban Aboriginal community of her hometown and to her tribal nation, now that she’s only a few hours’ drive away, no overland air travel.

According to the International Labor Organization (ILO), businesses can help protect the environment and create a just transition based on equity and participation of all stakeholders.

ILOs Greening Enterprises: Transformation of processes and workplaces The report, which focuses specifically on companies’ green transition, found that more companies have taken action to reduce their carbon emissions in response to resource scarcity, the frequency of natural disasters and calls from consumers and customers to to act more proactively on climate issues.

Regulations on sustainable transportation and resource use in the workplace, green procurement laws, working time arrangements, remote working and a sustainable business model were the other factors driving corporate greening, the report found.

READ: SMEs in India prioritize ESG for business growth

Workers and employers also expressed a desire for green workplaces, which include sustainable transportation, resource-efficient consumption, waste management, organizational structure and sustainable food.

To promote good corporate environmental practices and achieve a just transition, the report recommended improving policy and regulatory frameworks and providing more clarity to the strategies of companies and other stakeholders. Other suggestions outlined in the report include helping managers and workers prepare for the impact on jobs, skills and wages; and combating gender segregation, including through skills development, so that women can benefit from green job creation.

NEWARK, California, Nov. 10, 2022 /PRNewswire/ — TYAN®, an industry leader in server platform design and a subsidiary of MiTAC Computing Technology Corporation, was announced today AMD EPYC 9004 series processor-based server platforms Highlighting breakthroughs in energy efficiency and performance being developed for next-generation data center server architecture.

“Faced with the post-COVID economy, data centers need to build on greener, more secure and more flexible capabilities to respond to the rise of remote working, video streaming, IoT and 5G,” said Danny Hsu, vice president of MiTAC Computing Technology Corporation Server Infrastructure BU. “TYAN’s new server platforms, powered by 4th Gen AMD EPYC processors, enable data centers efficiently by doing more work with the same number of servers.”

“We designed the 4th Gen AMD EPYC processors to give our customers exactly what they need – high performance, exceptional power efficiency and a low total cost of ownership,” said Ram Peddibhotla, corporate vice president, EPYC product management, AMD . “Featuring the latest “Zen 4” architecture that includes advanced security by design, 4th Gen AMD EPYC processors are an excellent choice for IT professionals looking to optimize their data centers for leading performance while also contributing to it to achieve environmental goals.”

High storage capacity and data cache servers to power the cloud

Benefiting from the innovations of AMD EPYC 9004 series processors, TYAN’s cloud platforms are designed for cloud and data analytics applications that help move data faster. That Hangover CX S8056 is a single-socket server motherboard in a 12″ x 14.1″ form factor that features 24 DDR5 DIMM slots, two PCIe 5.0 riser slots, nine MCIO connectors, two NVMe M.2, and an OCP 3.0 LAN mezzanine slot for rack-optimized servers supports deployment.

That Transport CX GC68A-B8056 is a cost-optimized, single-socket server platform with 24 DDR5 DIMM slots, two PCIe 5.0 x16 expansion slots, one OCP 3.0 LAN mezzanine slot, and two integrated 10GbE Ethernet ports in 1U configuration. The GC68A-B8056 accommodates twelve tool-less 2.5-inch drive bays that support NVMe U.2 devices for applications that require excellent compute cores and high-performance storage I/O.

Hybrid and all-flash storage servers to maximize application performance

TYAN’s storage platforms are designed to provide massive data I/O between memory and storage devices for cloud applications. TYAN’s Transport SX TS70-B8056 and Transport SX TS70A-B8056 are 2U single socket storage servers with support for 24 DDR4 DIMM slots, three PCIe 5.0 and one OCP 3.0 LAN mezzanine slots. The TS70-B8056 accommodates twelve front 3.5″ drive bays with up to four NVMe U.2 support and two rear 2.5″ NVMe U.2 hot-swap drive bays for tool-less deployment from boot drives; The TS70A-B8056 provides 26 tool-less 2.5″ NVMe U.2 hot-swap drive bays for high IOPs requirements in high-performance data streaming applications.

Optimized for the most demanding workloads in HPC, AI and machine learning

Leveraging 4th Gen AMD EPYC processors, TYAN’s HPC platforms enable the high performance demands of today’s AI and machine learning applications. That Tomcat HX-S8050 Server motherboard provides eight DDR5 DIMM slots, five PCIe 5.0 x16 slots, four MCIO ports, two NVMe M.2 slots, two 10GbE and two GbE onboard Ethernet ports in CEB form factor ( 12″ x 10.5″).

That Transport HX FT65T-B8050 is a rack-convertible socket server platform with a single AMD EPYC 9004 series processor, eight DDR5 DIMM slots, eight 3.5″ SATA and two 2.5″ NVMe U.2 hot-swap -Drive bays without tools. The FT65T-B8050 supports up to two double-width professional PCIe 5.0 x16 GPUs and two additional high-speed network adapters for parallel clustered workloads.

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A union of federal employees has sued the Environmental Protection Agency (EPA) to show that the EPA applied its remote work policy unfairly and unevenly.

On October 20, the American Federation of Government Employees Local 704 filed a lawsuit in the U.S. District Court for the District of Columbia alleging that the EPA violated the Federal Freedom of Information Act (FOIA) by disclosing documents related to of the Telework Directive have not published.

On May 6, the union requested information on which executives will be allowed to work from home in 2022.

It also requested a copy of a 2019 telecommuting policy issued by EPA’s Air and Radiation Division that was cited when an employee’s telecommuting request was denied. According to the lawsuit, the EPA released some of the requested documents, but not all.

The EPA “is frustrating [the union’s] Efforts to adequately advocate and educate its members on EPA’s teleworking policies and their potentially unequal application to different employees,” the lawsuit states. EPA declined to comment on the allegations.

FOIA requires federal agencies to respond to public requests for records, including electronic files, to improve public understanding of government operations and provide access to government information.

Consistency is best practice

“When employers do not apply their policies fairly, consistently, or impartially, they often face an increased risk of employee-driven lawsuits and potential liability,” said H. Scott Johnson Jr., attorney at Feldesman Tucker Leifer Fidell in Washington, DC especially for federal labor laws such as Title VII [of the Civil Rights Act of 1964], where issues can arise from policies that have different impacts on the workforce. In addition, employers who implement policies that are viewed as unfair by their employees also tend to dampen morale, increase turnover, and decrease efficiency. While these costs may not be as publicized as employee lawsuits, they still have a negative impact on the bottom line.”

Unionized employers “should be aware of consistently applying all policies, including remote work policies,” said Thomas Payne, an attorney with Barnes & Thornburg in Indianapolis. “If there are disputes under the policy, unionized employers will likely need to work with the union representative, either informally or through a contractual grievance mechanism, to resolve those disputes.”

“A telework or distance working policy would be an employment condition that would normally require negotiation. This means that a unionized employer would have to negotiate before implementing such a policy,” he added. “Unionized employers would also be required to negotiate with their union on changes to the policy and actions taken under the policy.”

The COVID-19 pandemic prompted some employers to quickly implement remote working policies without much planning.

Employers “should understand that any perceived benefit they might have in terms of enforcing remote work policies without union approval is probably not worth the potential legal ramifications and long-term costs of having patently unfair remote work policies or applied unfairly,” Johnson noted.

ADA requirement

In principle, employers are not obliged to allow employees to work remotely. However, the legal requirements are different when an employee has a disability and wants to work from home.

The Federal Americans with Disabilities Act (ADA) “requires employers to make reasonable accommodations for disabled workers,” said Scott Unger, an attorney with Stark & ​​Stark in Princeton, NJ. “As a result of the pandemic, employers have implemented remote work policies to continue business operations. Therefore, it is probably more sensible for employers to offer remote work to disabled employees who need this accommodation. The keyword is appropriate. If the job requires someone to be on-site to do their job, then working from home wouldn’t be appropriate.”

The US Commission on Equal Employment Opportunity published a guide on telework as a disability provision.

More lawsuits expected

Recently, there has been more litigation over remote work policies, “probably because more employees have been working remotely in the last three years than before,” Payne noted. These are “often disability discrimination cases involving working remotely as housing. For unionized employers, complaints related to remote work policies have also likely increased, although this information is more difficult to track as it often doesn’t end up in public courts.”

“I think we’re still in the infancy of these lawsuits, and over the next two or three years we’re going to see employees filing these cases with increasing regularity in state and federal courts across the United States,” Johnson said. “The sudden and ubiquitous manner in which the concept of remote work has become a mainstay in the workplace has deprived employers of the ability to intentionally and judiciously implement remote work policies in a systematic manner. … From a practical point of view, this is a fertile environment for unlawful acts and employee dissatisfaction.”

ARNOLD AIR FORCE BASE, Tennessee —

The well-being and preparedness of Soldiers is a top priority for the Department of Defense, and in September Secretary of Defense Lloyd J. Austin III announced an action plan that provides additional support for them and their families.

One of these includes assisting military spouses in finding employment.

According to the Defense Secretary’s memo, the Department of Defense is committed to improving military employment for spouses and facilitating the portability of spousal military work permits when moving permanently from state to state.

The department has assisted supported professions in drafting “interstate contracts” for the licensed professions in which the majority of the military’s spouses work. Contracts generally allow spouses in the military to move PCS from state to state without having to re-license or file paperwork in their chosen occupations, pay application fees, or test.

The pacts, which include tuition, social work, dentistry/dental hygiene, massage therapy, and cosmetics or hairdressing, are nearing completion for states to consider in 2023. Groups representing the professions are also drafting pacts on dietary nutrition and school psychology to be ready for the 2024 state legislature.

There are currently nine licensing agreements in place, and the DOD is working with groups representing the affected professions to obtain licenses from additional states for the following: nurses, physicians, physical therapists, occupational therapists, audiologists/speech-language pathologists, paramedics, psychologists, and licensed careers counselors.

There are also plans to continue using the direct hiring agencies where appropriate and expand telecommuting and remote work opportunities for spouses.

Non-competitive hiring and direct hiring agencies allow DOD components to target their recruiting efforts to eligible military spouses for DOD employment opportunities. These hiring avenues will also allow DOD employers to quickly hire qualified military spouses.

Telecommuting and remote work programs offer military spouses the opportunity to retain their current employment within the Department of Defense and advance their careers in a way that is compatible with the future of work and the mobile workforce. The Minister’s Taking Care of Our People initiatives encourage the expansion and use of telecommuting and remote work policies to help military spouses maintain productive and continuous employment as they move throughout their spouse’s military career. This also reduces financial stress on military families by potentially avoiding income disruption.

The DOD, in cooperation with the State Department, has already begun to encourage more widespread use of telecommuting/remote work for spouses abroad. USAJOBS.com and DODCiviliancareers.com Offer spouses a filtered view of military spouse jobs.

Another option for military spouses is a paid scholarship. Participation in a scholarship program provides career-ready military spouses with building job-related skills, enhancing their professional network, and introducing them to employers with future employment opportunities.

Beginning in December of this year, the DOD Military Spouse Corporate Fellows Program is accepting applications from candidates to serve on paid fellowships with employers across the industry seeking full-time employment in early 2023. The scholarships last between 6 and 12 weeks depending on the needs of the employer.

While follow-up employment is not a guarantee, the goal of the pilot program is to place spouses in the military with employers seeking full-time positions.

The DOD is also seeking to increase the number of employer partners in the Military Spouse Employment Partnership (MSEP).

The MSEP is made up of more than 540 employer partners committed to recruiting, hiring, promoting and retaining spouses in the military. The goal is to increase the number of MSEP partners by 10% to nearly 600 employers by the end of 2022 to create even more spousal employment opportunities in the military across multiple industries. Currently, MSEP Employer Partners have hired more than 220,000 military spouses across all industries.

The US Department of Agriculture announced it would award $25 million Hayneville Telephone Company via the Rural Utilities Services ReConnect program on Oct 27

Hayneville Telephone will use grant funds to build 279 miles of fiber optic cable over approximately 216 square miles and expand broadband service of up to 1GB over a fiber-to-the-premises network to 4,646 residents throughout most of Lowndes County.

“Fiber to the Home is like the Cadillac version of Internet services,” said Evelyn Causey, President of Hayneville Telephone. “We have connections to the internet that are hardened and fast and as weatherproof as possible. This program was created to help citizens in rural areas use fiber optic internet services.”

According to Causey, the possibilities of fiber optics are limitless and can meet all the needs of homes and businesses. Users can simultaneously stream video, upload data and images, work from home or go to school remotely, she added.

Michelle Peel’s family were among the first to purchase Digital Subscriber Line (DSL) Internet service through Hayneville Telephone in the 1990s. And Peel, who worked intermittently from home during office closures related to the COVID-19 pandemic, said teleworking is nearly impossible with DSL.

“It’s difficult to video conference on our Internet,” Peel explained. “We have to wait for the call to buffer, and it’s almost impossible to be in two meetings at the same time. Fiber will allow us to easily work from home when needed.”

The utility will invest the grant funds directly over a period of 5 years. Construction is scheduled to begin later in 2023.

Once built, fiber optic Internet plans start at about $59 per month, and eligible households can apply to receive a rebate of up to $30 per month through the Federal Communications Commission’s Affordable Connectivity Program.

“We have already completed six ADECA (Alabama Department of Economic and Community Affairs) projects in our area,” Causey said. This will be another addition to the things we have done for [nearly] 80 years to bring services to rural areas.”

Hayneville is a private, family-run utility that began operations in 1946 when Howard and Jessie Powell bought the Sutherland family home after a fire destroyed their own home.

The telephone company, consisting of a living room switchboard and 50 customers, came home and still operates in the same structure today.

“So we’ve been around for 76 years,” Causey muses. “My grandfather tried to sell the AT&T company in the late 1940’s and then offered to give it to them. But AT&T didn’t want to serve rural Alabama, so they kept saying no.”

Since then, Causey’s family has run the telephone company. Her grandmother’s house still houses the business office and all operations.

“My grandfather, who ran a successful dairy farm, didn’t want to hear about it,” Causey recalls. “But my grandmother loved the house, so she went and bought it. When he came home from work, she said, ‘I found us an apartment, but you have to run this phone company.’ And that’s how they started.”

For more than 40 years, Médecins du Monde, a medical organization committed to international solidarity, has been caring for the most vulnerable populations at home and abroad. It has continued to identify barriers to accessing healthcare and has ensured sustained improvements in healthcare for all.

The staff of this independent organization not only provide care and treatment, but also condemn violations of human dignity and rights and fight to improve the situation of population groups living in vulnerable situations.

MdM is currently working in 30 countries on all continents, where it focuses on 5 priority areas: Emergencies and Crises, Sexual and Reproductive Health, Harm Reduction, Migrants and Displaced Persons (Health Rights), Health and Environment.

MdM France has been working in Ethiopia since 1986 on projects related to basic access to primary health care, the quality of childbirth care, the promotion of sexual and reproductive health and rights, including protection against gender-based violence, the provision of mental health and psychosocial support and reducing malnutrition. The Mission recently expanded its programs in Semera (Afar) and Chinaksen (Oromia). In 2023, MdM is to start new activities in Tigray for the first time since the beginning of the war.

TASKS AND RESPONSIBILITIES:

Under the supervision of the Desk Manager, you will be responsible for overseeing and coordinating all of the Mission’s activities. In addition, you ensure the implementation of the MdM strategy and the overall management of the MdM team in Ethiopia.

Your main tasks are as follows:

• Planning and monitoring the implementation of the programs
• Ensuring the security of MdM personnel and assets for the entire mission, supervising and organizing the implementation of security rules
• Establishing the general organization of the Mission and staff, leading and supervising the Coordination Team
• Ensure that the administrative and legal framework of the country and the rules and regulations of the mission are followed
• Overseeing budget preparation and ensuring the quality of budget tracking and the security and transparency of the use of funds
• Ensure the quality of activity reports sent to headquarters
• Ensure that contractual obligations to donors are met and coordinate fundraising activities
• Manage partnerships with local partners, international NGOs, local NGOs and health authorities
• Represent MdM to local authorities, donors, other NGOs and in the media

EMPLOYMENT CONDITIONS:

• Condition: employee
• Contract : Temporary contract
• Duration : 12 months
• Entry date: as soon as possible
• Position in Addis Ababa with regular field visits
• Gross monthly salary: 3,525 euros
• Bonus equal to one month’s salary paid in two installments – minimum 6 month tenure required
• Foreign bonus (10% gross salary per month)
• Transport costs, vaccines and visas covered
• housing benefit
• 22.5 RTT (days off) per year
• 5 weeks paid vacation per year
• Rest and recovery every 3 months
• Health insurance (60% paid by MdM and 40% paid by the employee)
• Insurance (return transport…)
• Telework Agreement for Eligible Telecommuters: 110 days/year (average 2.5 days telecommuting per week) with at least 1 day per week on site
• Given the current circumstances of the Covid-19 pandemic, we are taking special measures to apply health protocols and hygiene measures to ensure the safety of our employees
• Médecins du Monde encourages training and internal mobility
• line item

REQUIRED SKILLS AND EXPERIENCE:

• Master in Human Rights, Humanitarian Project
• management or related fields
• A background in healthcare or medicine is an advantage
• At least 5 years in an international NGO, in a similar position and in emergency situations
• Strong team and project management skills
• Experience in security management
• Experience with PHC, SRH, SGBV, sex work or harm reduction programs is an advantage
• Languages: English (written and spoken) is compulsory. French is an advantage.
• They adopt the core values ​​and support the proactive philosophy of Médecins du Monde.

PHONE APPLICATIONS WILL NOT BE ACCEPTED. Médecins du Monde reserves the right to fill the position before the application deadline. MdM is committed to the integration of people with disabilities and fights against discrimination.

How to apply

To apply, click on the link below: http://www.jobs.net/j/JOIZQALn?idpartenaire=128

For many Americans, COVID-19 has transformed working life. Almost two years after the start of the pandemic, approx 6 out of 10 workers in the U.S. who reported that their work could be done primarily from home worked remotely most or all of the time, according to a February 2022 Pew Research Center survey. What hasn’t changed, however, is the importance of knowing your rights as a teleworker – which includes understanding how workers’ compensation for telework may apply.

To this end, Just business compiled tips dealing with compensation of workers for remote work, based on information from the Occupational Safety and Health Administration and other online resources.

workers compensation is a program mandated by most state governmentss, which provides benefits to workers who have become ill or injured on the job. Essentially, it is an occupational disability insurance for employees. Benefits vary by state and policy, but may include coverage for medical expenses, rehabilitation expenses, compensation for lost wages, or a combination of the three for employees who suffer work-related injuries or illnesses.

Read on for answers to some common questions about employee compensation in a remote work environment, such as: B. What type of coverage remote workers might have, what typically counts as a work-related injury in that environment, and how employers can help prevent home office injuries.