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The measures, once signed by Governor Andrew Cuomo, are part of the 2019 Justice for Women Agenda, a program that includes protections for victims of sex trafficking, laws against workplace harassment and funding for single mothers to study in college and get out of poverty.
The allegations focused not only on salary issues, but also on the places where they played and how often, the ways they have been trained, the medical treatments and support received, and even transportation to play the games. Since then, the players have become symbols in favor of equal pay, with “equal pay!” as one of the slogans most chanted by their supporters.
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The Kingdom of the Netherlands, one of the countries with greater economic freedom, is the first largest investor of the European Union in Panama and the seventh largest investor in Panama, worldwide.
The signing of this agreement, between both institutions, was in charge of the director of the City of Knowledge, Mr. Jonathan Diaz, and the executive director of Holland House Panama, Mr. Remco de Bruijn, who said that “The objective of this cooperation agreement is to promote innovative, educational and sustainable investments from Holland, in the excellent digital technology ecosystem of the City of Knowledge in Panama.
Ambassador Smits said: “I believe that the Holland House, for us, is again a way to get closer and also to establish ourselves as an economic power with all our cultural facets that we have. For me, it is important is vital to have a house where you can also meet people, companies, CEOs, other people who have or are working between Panama and the Netherlands and now, we have it”.
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Author: @Jairo Mejía 31 October 2017, 7:55 The mobile home parks or “trailer parks” in the United States are a booming business that uses a growing demand from low-income people, unable to access housing under normal conditions, to fatten the investment portfolio of some of the largest fortunes in the United States. More than 20 million Americans live in so-called mobile homes, prefabricated housing, generally of very low quality, which account for more than 6% of the country’s entire residential inventory and close to 20% in the poorest southern states.
These dwellings, generally located on a mobile home site or prefabricated with the minimum services necessary for living, are subject to draconian legislation for tenants, who also tend to access these dwellings through high-interest loans, since their credit history and low income prevent them from accessing other types of housing or financing.
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Civil rights. Equal opportunity. Labor law. Discrimination in the workplace on grounds of sexual orientation or gender identity. Arbitrary dismissal. Legal protection. Scope and interpretation.
Each of the employees filed suit and argued that he had been discriminated against on the basis of sexual orientation under Title VII of the Civil Rights Act of 1964. The Federal Court of Appeals for the 11th Circuit held that Title VII did not prohibit employers from discharging employees for reasons based on their sexual orientation, and therefore held that plaintiff Bostock’s claim should be dismissed as a matter of law. However, the Federal Courts of Appeals for the Second and Sixth Circuits held that Zarda’s and Stephens’ claims, respectively, were meritorious.
These elements give rise to the following rule: an employer violates Title VII when it intentionally discharges a particular employee in part because of his or her sex. It is not relevant to this rule whether factors other than the employee’s sex contributed to the decision or whether the employer treated women, considered as a group, equally to men as a group. A violation of the standard occurs if the employer’s intent to terminate an employee is based, in part, on that employee’s sex. Discrimination on the basis of being homosexual or transgender requires an employer to intentionally treat certain employees differently because of their sexual status. Therefore, an employer who intentionally penalizes an employee because of his or her homosexual or transgender status also violates Title VII. The role of intent cannot be overlooked: just as sex necessarily constitutes a but-for causation standard when an employer discriminates against workers because they are homosexual or transgender, an employer who discriminates on these grounds inevitably intends to base its decision on the particular employee’s sex status.