According to the Hindu Business Line,  Corporate India is a great place for women today.  Diversity and disability are main priorities for Indian companies and they are highly focused on conforming to top notch laws and regulations.  ”Companies said their efforts in 2012 would mainly focus on two initiatives — developing women for leadership roles and attracting more diverse talent to their organisations, especially with the fast changing demography.”  They want to attract and retain women so that money is not wasted on recruitment and training.  Incentives used; “transfers in the same location as husband, extended maternity leave and the option to work from home, office location close to home for nursing mothers, extended sabbatical for child and elderly care etc.” This article is an uplifting one, and gives the world hope for equality and opportunity to support oneself or family.

Matthew Daneman explains the current situation with Kodak.  The U.S. trustee for Kodak’s Chapter 11 bankruptcy case  filed an objection this week in bankruptcy court against the company’s employee continuity plan.  Kodak filed a motion on April 4, seeking court approval to pay a total of $8.5 million in retention bonuses to 119 mid-level and upper-level executives and an additional $5 million to other employees as needed.   U.S. Trustee Tracy Hope Davis, argued that there aren’t enough guarantees that bonus money won’t go to insiders, in her objection.  The hearing for the retention bonus plan will appear in court on Monday, April 30, 2012.

These bonuses are designed to provide continuity when there is potential uncertainty about an employee’s continued employment at the company. The bonus lets employees know their employer wants them to complete the project or, in the case of a merger, to stay until a specified date so that critical activities can continue without disruption. Retention bonuses are usually about 10 to 15 percent of salary.  This being said, Kodak is giving their employees as much as they can while the bankruptcy is going on.

     This article deals with the Brush School District and there upcoming school year decisions.  The department of employees was asked to evaluate their needs and what they see taking place in their building next year.  They were also asked to contribute to the “wish list” for the school, considering the budget for spending.  They had to think about the funds and consider the increase in insurances.  The staffing part comes in here.  What the school came up with was to bring in more language arts teachers, an assistant principle, another math, reading, boy’s physical education, and special education teachers’.  Also, now only have the band teacher half of the time.  The school was having trouble making the school as abundant as it could be without all of these new teachers.  Unfortunately, the budget was a deciding factor in how many new staff members they could employee.  This plan will be the best way for the school to succeed and the school is going to continue to have their employees evaluate their wants and needs to decide which new staff members will be most beneficial to the future of the school.

In the article “Legal Matters: Equal Employment Training Opportunity,”  John Murphy discusses the primary point of Equal Employment Opportunity(EEO).  He states that  firefighters, fire officers, fire chiefs, and staff must be informed about workplace discrimination.  This avoids harassment, discriminates, or hostility.  Over all this will eliminate many set backs in the work place.  EEO transitions away from claims against a company.

The supervisors’ of the firefighters should be trained on a supervisor level.  These laws will prevent any or all violations of EEO.  EEO is a fire department’s greatest liability.  Fire officers should be trained and know who constitutes protected groups under state and federal law.  They also need to be aware of inappropriate behavior that can violate laws and policies.  Reports of violations should be filed, and employees need training in that area as well.  The major issue here is that violations of the EEO policies are an expense for the fire department.  These violations and expenses can be avoided with the initiative to have proper training.

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