Ron Perlman Will Follow Monster Hunter Director Paul W.S. Anderson to the Ends of the Earth – ComicBook.com

The new live-action adaptation of the Monster Hunter video game series promises audiences some truly colossal beasts being featured throughout the adventure, with one of the biggest figures being actor Ron Perlman channeling a character that was lifted straight out of the games. Throughout his career, the actor has become a presence whose persona feels nearly as large as the creatures in the upcoming film, thanks to roles in Fantastic Beasts and Where to Find Them, Blade II, and Sons of Anarchy. His most beloved role, however, arguably is as Hellboy for Guillermo del Toro's two films featuring the comic book character.

In the new film, "Behind our world, there is another: a world of dangerous and powerful monsters that rule their domain with deadly ferocity. When an unexpected sandstorm transports Lt. Artemis (Milla Jovovich) and her unit (TI Harris, Meagan Good, Diego Boneta) to a new world, the soldiers are shocked to discover that this hostile and unknown environment is home to enormous and terrifying monsters immune to their firepower. In their desperate battle for survival, the unit encounters the mysterious Hunter (Tony Jaa), whose unique skills allow him to stay one step ahead of the powerful creatures. As Artemis and Hunter slowly build trust, she discovers that he is part of a team led by the Admiral (Perlman). Facing a danger so great it could threaten to destroy their world, the brave warriors combine their unique abilities to band together for the ultimate showdown."

ComicBook.com caught up with Perlman to discuss his interest in the project, collaborating with the cast and crew, and reflecting on the reception to last year's Hellboy reboot.

ComicBook.com: This film is coming out at an interesting time, as Hanukkah is just ending and Christmas is right around the corner, so seeing some huge monsters on the big screen is an unconventional way to celebrate the season. Do you and your family have any unconventional ways to ring in the holidays?

Ron Perlman: My family is very eclectic. There's a lot of religions, there's a lot of races that are represented in my family and we've always taken our favorite parts of all of the cultures, melded them into our own version of what we want to celebrate and give thanks to. It's been a kick, there's always a tree, there's always a menorah. It's eclectic and it's very festive and sometimes exciting, always joyous.

That's the way it should be, celebrating in the ways that spread the most joy. Your role in Monster Hunter has you appearing early on and returning for the third act, so you have a large presence even without much screen time. What was it about the project that excited you most? The script, the director, the cast?

Well, I think it was the gravitas of the situation. And then when you finally meet the Admiral, you realize that he has a skillset that rises to this mythic sense of needs in this very, very dubious, very tenuous, very dangerous world. The fact that I was asked to play something like that, it's always a thrill, like, "Oh, wow, really? Are you serious? You want me to be that guy? Yeah, let me take a quick look. I'll get back to you in a minute and a half," which is exactly what happened. I was in from the get-go.

And then, of course, what was on the page was phenomenal. It wasn't something I was expecting because when you're doing an adaptation of a comic book or a video game, you're not ... nuance and real diverse dynamics and great character elements are not necessarily going to rule the day. Whereas, when I started reading this thing, that's what [writer/director] Paul [W.S. Anderson] had infused in the script and the storytelling. It was a real page-turner. It was something that I felt was in a world that was very original, very unique, and it was being handled in a way that you always felt the jeopardy. You always felt like, if we get this right in the making of it, that people will be on the edge of their seats. You always felt like you were working on characters that were not one-dimensional or just servicing the plot, but that had their own interesting little quirks and idiosyncrasies, which, for me, that's everything. I was very enthusiastic from the moment I first read it.

Then, of course, I got [interested] even more so when I met PWS Anderson, a phenomenal guy. I would go to the ends of the Earth with this guy. He's very kind, got a beautiful temperament. He's quick to laugh. He loves to have a good time. He doesn't take himself seriously, but you can tell some really major wheels and gears are turning in the making of the film and it's all going to find its way onto the screen. So that was great. And then I had already known Tony from many, many years ago, had been adopted brothers through a whole set of other circumstances, but we hadn't worked together. We'd worked together one time, but never really where we had scenes together. So that was great. And then I met Mila and, okay. Game on.

I know what you mean. I only briefly spoke with her and was also ready to hunt monsters with her.

She is a doll. She's a really beautiful person and very generous to the rest of the cast. Very sweet, very humble, really hard-working, all the things that I admire in a fellow artist and somebody who I now can call a friend for life.

When I previously interviewed Paul about the film, he pointed out two things about your involvement in the film. He first said how disappointed he was that you had given up smoking cigars and that he couldn't smoke one with you. He also said you had some choice words when you picked up your weapon and realized how heavy it was. Do you remember your reaction to your prop?

Not only do I remember it, I don't quite remember what choice of words I used, although if you follow my Twitter feed, my choice of words is rather expansive. Yeah, it was humbling. I mean, it was like, "Wait, you actually ... I get the theatricality of these weapons, but did you actually have to make them be 55 pounds and then expect us to twirl them amidst our fingers and swinging and kill monsters with them?" It asks a lot of me, but you know what? It should have, because this is a very big dude in a very big position, in a very dangerous world. And anything that gets the attention of the actor in that way, where you go, "There are things around me that are bigger than myself, including the weapon that I'm using," that's a good thing. That's going to find its way onto the screen.

Since the film ends with an exclamation point of this big battle, but also with an ellipsis and the tease of more adventures, when you came on board, were you thinking about exploring more of your character in follow-up films or were you mostly just interested in this first installment?

Hopefully I'm not breaking any news here, but there was always this unspoken desire to see this turn into something other than just one film. I hate to use the word "franchise" because it's a hackneyed word, but maybe "trilogy" is more apt, but you don't dare talk in those terms because then you're just setting yourself up for failure.

So everybody put all of their love and attention into this one film, hoping that it resonated in a way where we were invited back to re-explore, and I'll just leave it at that.

People love you as Hellboy and I know you've said you weren't interested in last year's reboot, but when that movie fell short of expectations with audiences, did it give you any sense of relief in how it confirmed what you and Guillermo del Toro did was so special, or had you hoped for it to succeed because any attention towards the character is a good thing?

Well, I'm fond of [star] David Harbour. He's a really good guy and he's a really good actor, so I was hoping for the best for him, but I had my Hellboy epoch, era, was what it was. This has really nothing to do with it. There was no overlap. They were two completely different entities, so I didn't have an opinion about the new Hellboy or a wish for it to succeed or fail, but I did make it clear that if there was a chance to finish the trilogy with Guillermo, as we had done the first two films and in the image of what he had in mind in terms of closing all of the circles, that is something that I would, to this day, consider doing. But since it [didn't happen], then I had moved on and I didn't have an opinion about any of it. And I'm not being effusive or hyperbolic, that's just the truth of it.

*****

Monster Hunter lands in theaters on December 18th.

This interview has been edited for length and clarity. You can contact Patrick Cavanaugh directly on Twitter.

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Ron Perlman Will Follow Monster Hunter Director Paul W.S. Anderson to the Ends of the Earth - ComicBook.com

Guest column: State is shortchanging teachers – The Florida Times-Union

Chris Guerrieri| Florida Times-Union

Gov. Ron DeSantis called this the Year of the Teacher with his plan to raise starting teacher salary. He recently bragged that Florida was now fifth in the nation.

This might make a good sound bite or headline, but the reality is this year has become a nightmare for tens of thousands of teachers statewide and thousands in Jacksonville as they are on the precipice of receiving a pay cut.

The union and the district, both claiming this was the best they could do, have tentatively agreed to a contract which sees first- through nine-year teachers get massive raises (something they deserve), some as much as $6,000, while veteran teachers will receive a $91 pay increase.

You might be thinking that I said teachers will receive a pay cut, and they will. Let me explain how. To fund DeSantis starting salary increase, the state ended two bonus programs, Best and Brightest, and school recognition funds. While flawed these two programs did put money into lots of teachers pockets, money the $91 will not make up, not by a long shot. DeSantis robbed Peter, veteran teachers, to pay Paul, people not even or just barely in the profession.

I hope you can imagine how this blatant disrespect makes teachers feel who have dedicated their lives to the children of Jacksonville.

Now I know what some people are going to say. Times are tough, and people should be grateful just to have a job. The problem is when times were tough with the Great Recession, teachers did sacrifice. Tallahassee dramatically cut education budgets, and veteran teachers saw their salaries rolled back and their contributions to the pension increase. Statewide, teachers lost out on billions.

Then as the economy turned and later boomed, they were left out in the cold; nothing was done for them. Teachers, especially veteran teachers, have already sacrificed for the last decade, and I ask you when is enough? How much are they expected to sacrifice?

I wont be supporting the contract proposal. I believe if we are creative, we could do better; we just must have the will to do so.I would like you to do something too, and thats please dont believe the lies about this being the Year of the Teacher coming out of Tallahassee, and to demand all parties do better, the future of our schools may just depend on it.

Chris Guerrieri is a Jacksonville school teacher.

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Guest column: State is shortchanging teachers - The Florida Times-Union

UGA part of Battelle Savannah River Alliance selected by DOE for $3.8B contract to manage Savannah River National Laboratory – University of Georgia

The University of Georgia is a member of the Battelle Savannah River Alliance (BRSA), a consortium of universities and private firms that has been selected by the Department of Energy to manage one of the countrys premier environmental, energy, and national security research facilitiesthe Savannah River National Laboratory (SRNL).

Employing approximately 1,000 staff, SRNL conducts research and development for diverse federal agencies, providing practical, cost-effective solutions for the nations environmental, nuclear security, energy and manufacturing challenges. As the DOEs Environmental Management Laboratory, SRNL provides strategic scientific and technological support for the nations $6 billion per year waste cleanup program.

UGAs contribution to management of the Savannah River National Lab will draw on the expertise of faculty from across UGAs 17 colleges and schools and will encourage the growth of STEM areas as proposed in the universitys strategic plan.

The University of Georgia has a 60-year history with the Department of Energys Savannah River Site through our embedded Savannah River Ecology Lab, said President Jere W. Morehead. We look forward to new and expanded collaborations with the Department of Energy, Savannah River National Lab and our Battelle Savannah River Alliance partners.

BSRA is led by and wholly owned by Battelle, one of DOEs leading laboratory management contractors. The BSRA team includes five universities from the regionUGA, Clemson University, Georgia Institute of Technology, South Carolina State University and University of South Carolinaas well as small business partners, Longenecker & Associates and TechSource.

Work performed under the new contract will include operations and maintenance of SRNLs nuclear and non-nuclear facilities and DOE mission roles focused in the following areas:

This M&O contract will position SRNL to maximize its potential as a national laboratory to benefit the Department, the American scientific discovery and innovation ecosystem, the local communities near the lab, and the American taxpayer at large, said DOE Undersecretary for Science Paul Dabbar.

This is a unique opportunity for UGA to assist DOE with its quest to expand the mission and impact of SRNL, nationally and regionally, said David Lee, UGA Vice President for Research. This important initiative is in keeping with our land-grant mission and will provide many opportunities for our students.

The contract includes a five-year base with five one-year options. The estimated value of the contract is $3.8 billion over the course of 10 years if all options are exercised.

We are honored by DOEs decision to award the Savannah River National Laboratory management and operations contract to our team, said Battelle President and CEO Lou Von Thaer. We have the lab management experience to make a difference and were committed to ensuring the success of this important national resource.

Were honored and excited to have this opportunity, said Ron Townsend, Battelles executive vice president for global laboratory operations. BSRAs approach will ensure the delivery of high-impact science, technology and engineering solutions into the future through a significant expansion of SRNLs core competencies. Our team offers an exciting, compelling vision for the future of SRNL and provides DOE a leadership team that will deliver with excellence.

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UGA part of Battelle Savannah River Alliance selected by DOE for $3.8B contract to manage Savannah River National Laboratory - University of Georgia

Pay cuts and forced overtime: COVID-19 takes heavy toll on Ethiopia’s garment workers – Thomson Reuters Foundation

By Emeline Wuilbercq

HAWASSA, Ethiopia, Dec 22 (Thomson Reuters Foundation) - Even before COVID-19 struck, the women stitching clothes at Ethiopia's Hawassa industrial park were among the world's worst-paid garment workers - many making less than $30 per month.

Today, pay cuts and forced overtime have become common in short-staffed factories abandoned by hundreds of former employees - some too scared of catching the coronavirus to return, several workers told the Thomson Reuters Foundation.

Tigist, a 20-year-old seamstress, said some of her colleagues had not come back to Hawassa after they were furloughed in the early months of the pandemic, as the global garment industry was hammered by cancelled orders.

In recent months, bosses eager to recover lost business have been forcing the remaining workers to pick up the slack, Tigist - whose name has been changed to protect her identity - and other workers said.

"We had to work (more) to fill in the gap," Tigist said in the tiny, bare room she rents with another worker for 275 birr (about $7) per month each - eating up almost half her monthly salary of 650 birr.

"We fear catching the virus too but we must continue because we don't have any other option," she said, adding that she had to work to avoid being a "burden" to her poor family who live in a southern village.

Since coming back from furlough, she said she has been working an extra six hours per week - work for which she has not been paid, instead being given occasional $0.13 top-up cards for her mobile phone.

At least five other women reported similar experiences since factories reopened.

They said they worked for manufacturers including KGG Garments PLC and Indochine Apparel PLC, which supply big brands such as The Children's Place and Levi Strauss & Co.

A manager at KGG Garments PLC and the head of human resources at Indochine Apparel PLC denied the workers' allegations of unpaid, forced overtime and said their factories had not closed during the pandemic.

Fitsum Ketema, general manager of the Hawassa Industrial Park, said "there are no such practices in our park".

"Our companies are running their business respecting the law of the country," Ketema said in a text message.

The Children's Place and Levi Strauss & Co did not respond to requests for comment.

LOWEST PAID

More than a dozen industrial parks were built in Ethiopia in recent years as part of ambitious plans to turn the poor, mainly agrarian nation into a manufacturing powerhouse, attracting investors with tax breaks, cheap loans and labour costs.

The Hawassa industrial park, which lies some 275 km (170 miles) south of the capital, Addis Ababa, was inaugurated in 2016 and employed about28,000 workers before the outbreak.

Most factories at the park are now running at pre-pandemic capacity again.

Crowds of women - many not wearing facemasks - could be seen walking arm-in-arm out of the park at the end of their shift one day last month.

Some were new recruits, recently hired to replace those who did not come back from furlough - some fearing the virus, others deterred by the harsh working conditions.

Campaigners have denounced slavery-like conditions and low wages in parks where garment workers, mostly women, are the lowest paid in the world, according to a 2019 report by the New York University Stern Center for Business and Human Rights.

"The fact that these workers are being paid such miserable wages ... really enhances their vulnerability to hunger, to other forms of labour abuses," said

Penelope Kyritsis, strategic research director at the U.S.-based Worker Rights Consortium monitoring group.

BASIC NEEDS

Workers who were in Hawassa when the coronavirus crisis began said they have been struggling to meet their basic needs for most of the year - despite government measures aimed at protecting them.

Ethiopia declared a five-month state of emergency in April to fight the coronavirus and mitigate its impact,prohibiting companies including clothing factories from laying off workers despite significant sales and order reductions.

Hundreds of workers employed in Hawassa in January 2020 were furloughed or terminated during the pandemic, according to a phone survey of 3,896 female garment workers which was conducted between April 28 and July 1.

Workers interviewed by the Thomson Reuters Foundation said they were furloughed on reduced pay, forcing some to skip meals or take on loans to buy food. Most live in slums near the park, sharing small rooms often without access to safe water.

Tigist said she received 450 birr ($11.65) per month - two thirds of her normal wage - and struggled to make ends meet so went home to her village until her factory reopened.

Others, like Birtukan, 24, told of having their wages docked since they returned from a 21-day layoff.

She said her employer had deducted a monthly food allowance from pay packets - equivalent to a 20% pay cut. They also decreased the incentive pay that workers earned when they hit the target output.

When she and colleagues complained, managers told them they could leave if they were unsatisfied - a common practice to discourage workers from complaining.

"We were told that we should be patient," Birtukan, whose name has also been changed to protect her identity, said as she breastfed her baby.

Campaigners and unionists said establishing a statutory minimum wage would help protect workers from such abuses, though the government's reluctance and COVID-19 have halted the process.

The pandemic has also made it more urgent to establish trade unions, which are long overdue in Hawassa and other industrial parks, according to campaigners.

"The more workers are organized, the more chances they can get to solve problems that arose because of the pandemic," said Angesom Gebre Yohannes, head of the Industrial Federation of Ethiopian Textile, Leather and Garment Worker Trade Unions.

Yet for some garment workers such as Birtukan, the possibility of quick improvements appear slim for as long as the pandemic drags on.

"I'm not sure when it will be back to normal," she said. "If the pandemic persists and the company doesn't get profit, what do you expect?"

Related stories:

Will Cambodia's garment sector rebound after 'horror year'?

Ethiopia's war risks leaving manufacturing dreams in tatters

'Going hungry'; garment workers cut back on food as pandemic hits wages

($1 = 38.6286 birr)

(Reporting by Emeline Wuilbercq; Editing by Helen Popper. Please credit the Thomson Reuters Foundation, the charitable arm of Thomson Reuters, that covers the lives of people around the world who struggle to live freely or fairly. Visit http://news.trust.org)

Our Standards: The Thomson Reuters Trust Principles.

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Pay cuts and forced overtime: COVID-19 takes heavy toll on Ethiopia's garment workers - Thomson Reuters Foundation

Brazilian woman forced into domestic slavery and marriage freed after 40 years – The Guardian

A Brazilian woman enslaved as a maid from the age of eight for almost four decades and forced into marriage has been rescued in a rare crackdown on domestic slavery.

The 46-year-old was found living in a small room in an apartment in Patos de Minas, in the south eastern state of Minas Gerais. She had worked for the family for most of her life without pay or any time off, according to labour inspectors.

The victim was given up as a child by her destitute parents to a professor at Patos de Minas University, Unipam, and raised by his mother, inspectors said.

They gave her food when she was hungry, but all other rights were taken from her, Humberto Camasmie, the inspector in charge of the rescue, told the Thomson Reuters Foundation.

The womans name has been withheld to protect her identity.

Domestic servitude in Brazil is difficult to identify and tackle because victims rarely see themselves as modern slaves, officials said. Of 3,513 workers found in slavery-like conditions between 2017 and 2019, only 21 were held in domestic servitude.

A lawyer representing the professors family said that they had been presented as guilty before their case was heard in court. A spokesman for Unipam said the professor had been suspended by the university and that all legal measures are being taken.

Labour prosecutors said they were trying to strike a deal with the family to pay compensation to the victim. If charged by criminal prosecutors of employing slave labour and found guilty in court, the professor faces up to eight years in jail.

While labour inspectors can visit workplaces at will to check for slavery, they must obtain permission from a judge to enter a home and said evidence of abuse from victims was a prerequisite.

Neighbours alerted authorities after receiving notes from the 46-year-old asking them to buy food and hygiene products since she had no money, according to labour inspectors.

During her captivity, the woman was forced to marry an elderly relative of the family so that it could continue to receive his pension after he died, authorities said.

Following her rescue at the end of November, the woman was taken to a shelter where she is being assisted by psychologists and social workers. Officials said they were trying to reunite the woman with her biological family.

The woman is now keeping the monthly pension of about R$8,000 ($1,560) which is seven times higher than Brazils minimum wage according to labour inspector Camasmie.

She did not know what a minimum wage was, he said. Now shes learning how to use a credit card. She knows that every month she will be paid a substantial amount (from the pension).

Domestic servitude hit the headlines in Brazil in June when authorities rescued a 61-year-old maid who they judged to have been enslaved by a woman working for beauty company Avon.

Avon fired the executive and said it would support the victim. The ex-Avon employee, who along with her husband and mother was charged with enslaving a worker, denied the charges.

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Brazilian woman forced into domestic slavery and marriage freed after 40 years - The Guardian

Political will needed to end slavery – The News International

LAHORE: There is nearly 6 million labour force in the brick kiln sector alone in the country out of which at least 3 million are in Punjab. They do not get the minimum wage which is Rs 1,295 per 1,000 bricks. Kiln workers are paid Rs 650-700 on average, says Mahr Safdar of the Bonded Labour Liberation Front (BLLF).

One brick kiln engages 35-50 families which produce 50,000 raw bricks daily. If we assume that 40 families work on average at a brick kiln, the owners are paying them Rs 24,000 less every month and there are 30 thousand brick kilns in Punjab alone, he goes on to say. There is no social protection for brick kiln workers, no social security card which means no health cover. In 2013 the Supreme Court in a decision ordered all the chief secretaries to inform how many social security cards were made every month, he recalls.

In 2016, the government for the first time admitted that Bhatta labour and child labour is bonded labour, he said. "Political will is needed to put an end to such exploitation," he said. How does the labour make its ends meet in this scenario, keeps one wondering.

Pakistan ranks 8th on the global slavery index. Earlier this month, the world observed the International Day for the abolition of slavery on December 2.

Hina Jilani, chairperson, Human Rights Commission of Pakistan, who is on the UN Board for Abolition of Slavery, said brick kiln workers are certainly doing forced labour. The way they are held in debt bondage and their movement restricted is all illegal. We have proposed that brick kiln labour must be recognised as industrial labour. In agriculture sector too, families are forced into servitude, she said. She recalled the Arshad Masih case in which the Supreme Court took a suo motu notice. Then there is the issue of forced marriage which is a contemporary form of slavery. These issues are the reason why Pakistan ranks 8th on the global slavery index. Even where legislation is there, implementation of laws is weak, she said.

Then there is the 36 million labour force in the province according to the last Pakistan Labour Survey in 2018, which is suffering in the absence of inspection. They are labour from all sectors including agriculture. Many feel their situation is that of slaves. Labour leaders demand that the government lift the ban on inspection and ensure that the labourers get their due rights.

The Muttahida Labour Federation (MLF) Pakistan has called a labour conference on December 23 in Faisalabad. The MLF Pakistans Senior Vice President Muhammad Akbar views the workers situation as particularly bleak in the absence of labour inspection which the Punjab government banned last September.

There is no way to ensure that the labourers get even minimum wage and humane working conditions in the absence of inspection, said Akbar. He condemned third party contracts in industries which rob the labourers of their rights. You work for someone and they say you dont work for us. We have hired you through a contractor, this must come to an end. This amounts to enslaving labour, Akbar said.

The ban on labour inspection was slammed by the government in 2003, lifted after nine years in 2012 when a factory on the Multan Road, Lahore, caught fire. It was again banned in September 2019.

DG Labour Headquarters Punjab Daud Abdullah said: The government inspection is going on. It hasnt stopped as Pakistan has GSP Plus status which it cannot afford to lose. To the sufferings of workers hired through a third party, he said: For us, all workers are the same.

To a question of what the government is doing for the nearly 6 million bonded labour in brick kilns, he said: There is Bonded Labour Act and a district vigilance committee in every district headed by the DC to see the labour is not exploited. Whenever a case is reported to them, they take action and settle the dispute. On lack of social security and problems in getting EOBI, he said: The government is trying to simplify the process of getting social security and EOBI cards.

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Political will needed to end slavery - The News International

Sen. Merkley Co-Sponsors Bill to Close ‘Slavery Loophole’ in 13th Amendment – tntribune.com

Oregons U.S. Sen. Jeff Merkley and U.S. Rep. William Lacy Clay (D-MO) introduced theAbolition Amendment, which would strike the punishment clause of the 13th Amendment and abolish forced prison labor.

That amendment is known, when we are in high school, as the amendment that ended slavery in America, Merkley said during a press conference Monday. The problem with that story is that slavery continued under the (punishment) clause of the 13th Amendment. That clause specifically says that slavery cant continue except as a punishment for crime whereof the party shall have been duly convicted.

Merkley argued that the 14-word exception has allowed the U.S. to replace legal slavery with coerced labor in the prison system, and allowed the government to essentially outlaw being Black in America by disproportionately arresting citizens of color and renting them out as a workforce.

We think about the impact of slavery on the financial foundation for families, Merkley said during a virtual press conference on Monday.

Obviously a family under slavery built no financial foundation.

Well, when you broke apart a family and arrested the adults and rented them into slavery, there was no financial foundation there. People lost what they had.

In Oregon, inmates are paid far below the minimum wage to do work that often puts them at risk, like performing laundry services for hospitals at the height of the COVID-19 pandemic. In September, 150 prisoners fought wildfires alongside professionals. In Texas, inmates have been drafted to work in morgues overwhelmed by victims of COVID-19.

These laws started to have the state profit directly off slavery because the state governments who rented people back into slavery helped finance their state governments with the money, Merkley said. This whole process led to a theme that Black Americans are criminals. It led to dehumanization, it led to unequal treatment under the law. It was the first wave of mass incarceration, which continues to this day.

This is the first effort of its kind to be made at the federal level, although Merkley pointed out three other states have already passed laws striking such exceptional language from their state constitutions: Colorado, Nebraska and Utah.

Im encouraging the Oregon Legislature to send a constitutional referral out to the people during this coming session, so the people of Oregon can vote to take this out of our Oregon Constitution, Merkley said.

During the press conference, Sen. James Manning (D-Eugene) said the late Sen. Jackie Winters (R-Salem) had introduced such a bill in 2019, but that it was a casualty of the Republican congressional walk-out.

I have redrafted that resolution and plan to bring it back, Manning told Merkley. I am so happy to hear that youre doing this, but I want to make sure I mirror the work that youre doing. Maybe we can tag-team and call it the Merkley-Winters resolution.

Merkley admitted that he was first made aware of this form of legalized slavery, and its continuation of systemic racism, by the 2016 Ava DuVernay documentaryThe 13th, which served as a crash-course of sorts about systems of racial control and ways governments and private prison companies are financially incentivized to create targeted legislation to increase the carceral population, specifically among people of color.

Following the ratification of the 13th Amendment in 1865, southern jurisdictions arrested Black Americans in large numbers for minor crimes, like loitering or vagrancy, codified in new Black Codes which were only applied to Black Americans. The punishment clause was then used by sheriffs to lease out imprisoned individuals to work landowners fields, which in some cases included the very same plantations where they had been enslaved. The practice grew in prevalence and scope to the point that, by 1898, 73% of Alabamas state revenue came from renting out the forced labor of Black Americans.

The Punishment Clauses facilitating and incentivizing of minor crime convictions continued to drive the over-incarceration of Black Americans throughout the Jim Crow era. Ultimately, by creating a financial incentive for mass incarceration, it also continued to fan the flames of the War on Drugs and the proliferation of three-strike laws, severe plea deals, and harsh mandatory minimum policies, which have had a disproportionate impact on communities of color in America for generations.

Those policies have driven an $80 billion detention industry. More than two million prisoners reside in the U.S., comprising 20% of the worlds incarcerated population.

By making it a choice, it means that there could be more accountability for work programs because a lot of them absolutely dodge the health and safety provisions, Merkley said.

Our Abolition Amendment seeks to finish the job that President Lincoln started by ending the punishment clause in the 13th Amendment to eliminate the dehumanizing and discriminatory forced labor of prisoners for profit and that has been used to drive the over-incarceration of African Americans since the end of the Civil War, Rep. Clay said in announcing the resolution.

No American should ever be subject to involuntary servitude, even if they are incarcerated.

We want to thank Sen. Merkley and Rep. Clay for their leadership on this important racial justice issue, and for shining a light on something that is not just about a symbol or a vestige of the past, but something that reverberates and has consequences today, Clint Odom, senior vice president for policy and advocacy at the National Urban League, said.

The Abolition Amendment is supported by The Sentencing Project, Polaris, the Abolish Slavery National Network, the Constitutional Accountability Center, Amnesty International, the Anti-Recidivism Coalition, Human Rights Watch, Color of Change, the Justice Round Table Coalition, Indivisible, Democracy For America, International CURE, Dream Corps, and Alliance of Families for Justice.

Merkley and Clay were joined in the introduction by U.S. Senators Chris Van Hollen (D-MD), Edward J. Markey (D-MA), and Bernard Sanders (I-VT), and by U.S. Representatives Cedric Richmond (D-LA-2), Katherine Clark (D-MA-5), Andr Carson (D-IN-7), Danny K. Davis (D-IL-7), Marc Veasey (D-TX-33), Alcee Hastings (D-FL-20), Ral Grijalva (D-AZ-3), Sylvia Garcia (D-TX-29), Frederica Wilson (D-FL-24), Nanette Diaz Barragn (D-CA-44), David Trone (D-MD-6), Abigail Spanberger (D-VA-7), Deb Haaland (D-NM-1), and Gwen Moore (D-WI-4).

The full text of the legislation is availablehere. A summary can be foundhere

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Sen. Merkley Co-Sponsors Bill to Close 'Slavery Loophole' in 13th Amendment - tntribune.com

Our future as slaves – The Conservative Woman

PICKING up onTCWeditor Kathy Gyngells postyesterdayabout Sky News Australias Rowan Deans sideways look at The Great Reset,Id like to share some more future vision.

Germanwould-beworld-re-shaperKlaus Schwabhas been making waves via his World Economic Forum (usually held at Davos wasnt that the ol feller who created the Daleks?)on the subject of a sweeping, ecologically sound and economically crippling restructuring. This is allegedly an appropriate response to a panoply of global systemic problems.To me it looks more like another example of centralising power-seekers not wasting a crisis.

So, what would Schwabs Utopia look like?

In 2017, Danish MP and WEF attendee Ida Auken sketched a millennarian future of a passive, possessionless citizenry in 2030:

I dont own anything. I dont own a car. I dont own a house. I dont own any appliances or any clothes . . .

When AI and robots took over so much of our work, we suddenly had time to eat well, sleep well and spend time with other people. The concept of rush hour makes no sense any more, since the work that we do can be done at any time. I dont really know if I would call it work any more. It is more like thinking-time, creation-time and development-time.

Question: What exactly will you think about? Or create? Or develop? This velvet-lined dystopia is designed so that you will change nothing of any importance; the first priority of a successful revolution is to ensure that there will not be another one. Aukens tamed human says:

Once in a while I get annoyed about the fact that I have no real privacy. Nowhere I can go and not be registered. I know that, somewhere, everything I do, think and dream of is recorded. I just hope that nobody will use it against me.

So, no dreams: they could get you into trouble maybe Schwabs flying Dalekswill re-educate you as he watches from his life-support mobility scooter.

The rigid social control I can believe; but the effortless wealth? Not so much.

With a certain brutal clarity, US-Mex billionaire Hugo Salinas Price has envisaged a different but parallel scenario: turning the clock back a century or more, to a time when even lowly suburban clerks like Charles Pooterhad domestic servants.

Here is a selection from Prices 2013 essay:

If it were not for US government subsidies to unemployment, in the numerous ways in which they are offered, those in more comfortable circumstances in the US might be relieving poverty by taking on numbers of quasi-slaves into their households to do the cooking, the washing, the cleaning, the gardening, the driving, the taking care of the children . . .

If there werent so many rules that make hiring quasi-slaves for domestic work so expensive, no doubt a large number of unemployed Americans, amenable to accepting the facts of life, would find working in homes more agreeable than eating in food-kitchens . . .

As the century wears on, realities will undoubtedly bring back slavery, at first in the very mild version of the present, but as life becomes harsher, out-and-out slavery will make its reappearance in the world. The imperatives of life will have their way: food, clothing and lodging in return for total obedience and work. This is an aspect of Peak Prosperity that has not been examined so far . . .

The Democracy of Athens at the time of its greatness, when it became the impossible model for our times, consisted of all of 21,000 Athenians who were free citizens. It did not include 400,000 slaves of said democratic Athenians.

The shape of future history is changing. The French Revolution was a welter of blood, a suicidal revolt by middle-class lawyers against an elite that pushed its foreign war-making and demands for money too far; but the Industrial Revolution that made it possible to defeat Napoleon made history look as though it had a progressive direction, one without swords and guillotines, a path towards increasing prosperity, rights and individual freedom for the lower classes.

This accelerated with the century of super-cheap energy in the form of oil; and in the aftermath of two world wars, the massive transfers of wealth from the British Empire to the United States plus the developing markets in ruined Europe and the East made it possible to believe the Fred Flintstonemodel of civic life: a working-class (Americans would say middle-class) man able to support his family on his industrial wage, own a car and a detached house in the suburbs, have evenings and weekends off, join a Rotarian-type club, go bowling and so on.

But then the rich and powerful becoming as controlling and remote from the rest of us as Doctor Whos Time Lords sucked up the increases in wealth by giving away the economy to foreigners, and despite attempts to reverse the flow, much of the re-onshored production that occurs will be performed by robots and Artificial Intelligence white-collar middle class, look out. And the internet Amazon etc is breaking the retail-outlet ladder to self-employment and personal independence.

History is turning back from linear to cyclic: work, feed, breed. Chances are, your descendants will own nothing and be happy; as a servant in a rich mans house, or a wage-slave in a multinational company. Money has allowed the emergence of emperors without lands to defend.

And yet what happened to the rich Mayans? Where are they? The wind blows over the rubble.

Spare us your old mans dreams, Herr Schwab. And the flying Daleks.

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Our future as slaves - The Conservative Woman

A woman was enslaved as a servant for nearly 40 years – Aviation Analysis Wing

Officials say domestic slavery is hard to define and address in Brazil because victims rarely see themselves as modern slaves. Of the 3,513 workers found in slave-like conditions between 2017 and 2019, only 21 were detained for domestic service.

A lawyer representing the Reguera family said that a high-profile news program presented them as comets Gorgeous, Which revealed the rescue operation on Sunday, before their case was heard in court.

The early and irresponsible disclosure by state inspectors and agents before the lawsuit recognizes their guilt and violates the rights and sensitive data of the family and threatens their safety, the lawyer said in a statement.

Madalena Gordiano in a windowless room where she lived while working without pay. credit:Screengrab / Globe / Fantastico

The program aired an interview with the woman, photos of the small windowless room where she lived, as well as Regiras statement to the police, and interviews with experts and human rights activists.

The woman, Madalena Gordiano, told the program that she had come to the eight-year-old family to order bread. The owner of the house decided to receive her and agreed to adopt her. Her mother admitted that she had eight other children to take care of. But the adoption was not formalized.

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The show says her mother gave her to Reguera after repeated quarrels with his father.

A Unipam spokesman said Regera had been suspended from work and that all legal measures are being taken.

Labor prosecutors said they were trying to cut a deal with the Regera family to pay the victim. If criminal prosecutors bring charges of forced labor and are found guilty in court, Reguera faces up to eight years in prison.

While labor inspectors can visit workplaces whenever they want to check slavery in Brazil, they must obtain permission from a judge to enter the home and said evidence of abuse from victims is a prerequisite.

Regueras neighbors alerted authorities after receiving notes from the 46-year-old asking them to buy food and hygiene products because she had no money, according to inspectors.

There is a misspelled note shown by Globos Fantastico that Madalena Giordano, who did not complete her education, was said to a neighbor wrote it. It read in Portuguese: Give me the soap to take a shower. You will pray. Madalenacredit:Screengrab / Globe / Fantastico

Authorities said that while in captivity, the woman was forced to marry an elderly relative of the family so that they could continue receiving his pension after his death.

After being rescued at the end of November, the woman is taken to a shelter where she is receiving help from psychologists and social workers. Officials said they were trying to reunite the woman with her biological family.

According to Camasme, women now maintain a monthly pension of around 8,000 reais (US $ 2,064) more than seven times the minimum wage in Brazil.

She did not know what the minimum wage was, he said. Now she is learning how to use a credit card. She knows hes going to charge a lot every month [from the pension].

Domestic slavery made headlines in Brazil in June when authorities rescued a 61-year-old maid who believed she was enslaved by a woman who worked for an Avon beauty company.

Avon fired the CEO and said he would support the victim. The former Avon employee, who, along with her husband and mother was accused of enslaving a worker, denied the charges.

Thomson Reuters Foundation, Staff Correspondents

Excerpt from:

A woman was enslaved as a servant for nearly 40 years - Aviation Analysis Wing

Opinion: The United States prison system is deeply flawed and demands reform – Los Angeles Times

On January 31, 1865, the Thirteenth Amendment to the United States Constitution was passed, abolishing slavery and involuntary servitude. But there was a loophole.

Slavery and involuntary servitude were abolished, except as a punishment for a crime. Once you are arrested and convicted of a crime, you become a slave to the state. From slavery to the Jim Crow era to mass incarceration, the machine of the oppressor continues.

As reported by the National Research Council, a 2011 study done by the International Centre for Prison Studies found that approximately 10.1 million people are incarcerated worldwide. In 2009, the United States had an incarcerated population of 2.29 million.

The population of Earth is about seven billion people, while the United States only has around 330 million. The United States is around five percent of the worlds population, but it holds a quarter of the worlds total incarcerated population.

Thats a lot.

It puts the United States at the top of the list as the country with the highest incarcerated population, as well as the country with the most prisoners per 100,000 people, according to the NRC.

Inside the prison, inmates work for meager to no pay, suffer through inhumane practices and dont receive proper healthcare. After prison, former inmates are turned away from job opportunities and are poverty-stricken. Our criminal justice system emphasizes crime to gain support for punishment.

The NRC has also reported on the abominable conditions inside prisons. For men, the degrading, violent and predatory culture of prisons creates an environment that harms inmates and makes it more difficult to succeed in a society outside of prison.

Deprived of personal property, dignity and privacy, inmates are mentally and physically abused without repercussions. In addition to the many problems already faced by male inmates, female inmates face threats of sexual assault and under-resourced treatments.

According to the Detroit Metro Times, food provided for inmates has been reported to be infested by maggots. The NRC also reports that prison guards arent trained in empathy and can be overly aggressive. Extreme problems like overcrowding and long-term isolation can cause hallucinations, depression, psychological regression and even cognitive dysfunction.

Along with poor living conditions, many inmates are part of the penal labor system. Thought to be rehabilitative, prison labor is common. It is seen as a way to pay back the costs of incarceration as well as the cost of the crimes committed by the inmates, as reported by The Atlantic.

However, prison laborers arent protected under the Fair Labor Standards Act or the Labor Relations Act, two acts that protect laborers from being exploited and overworked. Prisoners are often paid between nothing to cents an hour, much lower than the minimum wage. Inmates are, under the 13th Amendment, able to be forced into involuntary servitude.

While you may think that those in prison are deserving of these terrible conditions, I would ask you to reconsider.

I am not trying to be lenient on our inmates. People who commit crimes should go to prison for a justified length of time. The victims of crimes deserve justice. Inmates should be punished for their crimes, but a loss of freedom is enough.

The loss of other human rights reduces our prison system from an institution of change to a lawless and corrupt establishment. As explained by Business Insider, our prison system based on punishment and torture has never been proven to work, with one of the highest recidivism rates in the world.

Furthermore, while the punishment heavy prison system of America has been proven to cause mental health problems as well as pathways back into criminality, rehabilitative prison systems like those of Denmark and Norway have some of the lowest recidivism rates in the world, according to the Washington Post.

In these Scandinavian countries, inmates are treated like people. That means no bars on windows, choice in clothing, no barbed wire fences and opportunities to pursue interests. According to the BBC, inmates still have their human rights; they have access to education, good healthcare and even their voting rights.

As reported by Newsweek, in 2013, there were only eight total deaths throughout the Danish prison system, while there were 4,446 deaths in American jails and prisons. If you treat inmates with little respect, you can then expect little respect back. The Scandinavian prison system is not perfect, but it provides an alternative model for punishment heavy systems like ours in America.

The inhumanity of our current prison system is exacerbated by the inequality within the system. There are major funding differences for womens prisons compared to mens prisons, as well as acute racial disparities.

Many of the racial problems faced by the American prison system stem from the dramatic rise of incarceration that started in the 1970s. Started by President Nixon, the war on drugs was purportedly meant to eradicate illicit drug use in the United States, but it instead increased racial divides in prison and created a disconnect between citizens and the police.

Nixon established and increased federal drug control agencies and pushed for policies like mandatory minimum sentencing and no-knock warrants. These policies disproportionately attacked Black and Hispanic communities, racially profiling innocent people of color, according to the American Bar Association.

Policies set by Nixon were the foundation of the drug hysteria of the Reagan era. From 1980 to 1997, people convicted of nonviolent drug offenses increased from 50,000 to 400,000, according to the Drug Policy Alliance. With the introduction of crack cocaine into mainstream media, the war on drugs exploded.

While cocaine was mostly found in rich suburban white areas, crack was associated with urban areas and was used mostly by people of color who couldnt afford cocaine.

According to 13th, a documentary by Ava DuVernay, after Congress passed mandatory sentences for crack that were much harsher than the sentences for powder cocaine, one ounce of crack could get you the same amount of time as one hundred ounces of cocaine. In doing so, they knowingly targeted Black and Hispanic communities while being lax on white communities. For the same drug, Black and Hispanic communities were punished more severely.

Racial divides in prison were exacerbated by the war on drugs. Most crack dealers and people in possession of crack were Black and Hispanic people living in the inner-city. Just like most cocaine dealers and people in possession of powder cocaine were white and lived in more suburban areas.

But because of deliberate messaging, we are trained to believe that only the Black and Hispanic dealers deserve what they get. Yes, drug dealing is criminal, but disproportionately attacking one subsection of drug dealers is not and can never be justified. And when the group that is being attacked is Black and Hispanic dealers, just because they are Black or Hispanic, its racist, pure and simple.

This racism wasnt subconscious or unintentional; Nixon was trying to target Black and Hispanic communities.

A top Nixon aide named John Ehrlichman admitted that they Knew [they] couldnt make it illegal to be either against the [Vietnam] war or black, but by getting the public to associate the hippies with marijuana and blacks with heroin, and then criminalizing both heavily, [they] could disrupt those communities,according to the Drug Policy Alliance.

With the public easily convinced that every Black or Hispanic man was a drug dealer, the prejudices they faced were written off as justified because they could be dangerous.

The idea that any race of humans can be inherently dangerous is a racist view in it of itself, but because that sentiment was now present throughout society, police officers could easily detain members of these communities using stop-and-frisk laws and traffic stops. This greatly increased the power of police officers, giving them the ability to act on their racial biases.

Mass incarceration has been and still is a large problem in America. The United States still has the highest incarcerated population in the world, as well as one of the highest recidivism rates in the world.

Our prison system hasnt been proven to be better than the rehabilitative prison systems of Scandinavia or other parts of the world; in fact, it has actually been proven to be quite worse.

This isnt a problem that can be easily fixed with a couple of laws and policies; it is deeply embedded in our society.But this is no longer a problem hidden behind curtains; mainstream media has been exposing the prison system for what it is, a legal form of oppression.

The United States of America has never been the land of the free, not when millions of our own people are stripped of their human rights behind bars.

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Opinion: The United States prison system is deeply flawed and demands reform - Los Angeles Times

20 Minutes With: Artsy CMO Everette Taylor – Barron’s

Everette Taylor has been finding creative ways to make money since he was a teenager, starting his first businessEZ Eventswhen he had to drop out of college to ensure that he and his family wouldnt become homeless again, as they were when he was in high school.

Taylor, 31, quickly became a serial entrepreneur, starting six marketing and marketing-adjacent businesses, often in the tech realm, including PopSocial, a social media software company, MilliSense, a marketing firm, and ArtX, a platform to elevate independent artists. He also held chief marketing officer positions at start-ups, including Skurt, a car rental company bought by Fair in 2018.

Just three years after buying his first piece of art through a charity raffle, Taylor is now an avid collector of works by Black artists, owning more than 70 pieces. He was named chief marketing officer at Artsy, the digital arts platform, last December.

Penta recently spoke with Taylor about how his life led to a position in the art world. An edited version of the conversation follows.

PENTA: Tell me about your background. Where did you grow up?

Everette Taylor: I grew up in Southside, Richmond, Va. There are not a lot of people who make it out of Richmond, but especially Southside Richmond. I grew up in a lower socio-economic area, with a single mother, who did everything she could to provide for us. Sometimes that still wasnt enough. To see her struggle, and to see the people around me struggle and go through the things they went through, really motivated me and pushed me to want more for myself.

I didnt have a lot of male influences, because the men in my family, the majority of them were dead, or in jail, or addicted to drugs. I saw that path and saw other friends of mine going down that path and I realized I wanted something different for myself. [But] when I was 14, I started to get involved in the streets and things I shouldn't have been getting involved with, and my mother caught me. She told me: Do you want to end up like your uncles, your cousins, or other people in your life? I had a cousin Ricky who was shot and paralyzed, dealing in the streets.

She forced me to get a real job, and the first I was able to get at 14 was a junior marketing associate role. That completely changed my life. When I went into the interview, they actually thought I was a grown man, and they offered me the job, and asked me if I could start that next week, Monday, at 9 a.m. They assumed I went to the local college because I said I had class. In actuality, I was a freshman in high school. But I had that drive, and I knew that I really wanted to do something positive with my life, and so I would go in before and after school and work weekends to get the job done. Ive always been motivated. Thats always been in my DNA. That opened my eyes to marketing.

You became an entrepreneur at an early age. Why?

No. 1survival. Its as simple as that. I started my first company because my family was struggling. I had to drop out of college, and come home and help my family. I was working a minimum wage job and knew I needed more for myself. I knew that if I didnt act fast, my family would be in trouble, and I did not want to be homeless again. Survival has always been a strong element to this day.

No. 2Im a natural creative. Thats something thats not necessarily embraced in the world of tech. I thrive off of creativity and innovation. I thrive off making changes and doing things that Im passionate about. That has guided me through my career. The roles and jobs Ive taken, and companies Ive started, intrinsically have been things that inspired, motivated me, or [where] I saw an opportunity to grow. I dont take jobs just to take jobs.

For instance, Artsy. I come from an entrepreneurial background [but] the reason I took the job is, one, Im thankful for the opportunity. But two, Im waking up everyday to do something I genuinely love, to work with people who I care about and love working with. We are doing something thats changing a space that needs so much innovation, needs so much change, thats not completely equitable yet. Im thankful to be in a position where I can work on things that Im passionate about, and I have that option to choose. I never take that for granted.

How did you become interested in art?

I loved art and I was a voracious reader when I was younger. I was reading about street art and artists like [ Jean-Michel ] Basquiat and Keith Haring when I was very young. In my seventh grade art class I got a C. Its the first C I ever received in my life. I mostly got As and Bs. [The teacher] had a very Bob Ross approach: Paint the trees like this, draw your faces like that. I was doing street art, very abstract. I didnt want to fit in this box in which my art teacher was trying to teach in. Instead of cultivating my interest in art, for my own self preservation I stopped taking it.

Years laterand I tell my ex-girlfriend thank you for thiswhile in Los Angeles, the first time I went to her apartment, she had original works of art. I wasnt used to seeing people under the age of 30 having original works. She only had a few pieces, but I was blown away. One thing we would do is go to art museums, and talk about art, and different artists. That became my escape and my version of self-care, [going to] The Underground Museum, MOCA Los Angeles, the California African American Museum.

In 2017, I was speaking at this event, and there was an Afro-Latino artist, Jon Hen. They were raffling off one of his pieces (The Red Whisperer). I actually won.

I received that piece and brought it back home. For the first time I realized how blank my walls are, and how much cultural significance [there was in] having something like this in my home and how great that felt. I bought another piece from him. Then I started to want to collect more artists, but I wanted to collect artists who meant something, that I felt something from. A lot of times that is from Black and brown artists. The problem was I didnt know where to go to find these artists. Thats why [Artsys Black-owned galleries] collection is important. So many people out there who want to be able to support under-represented artists, or Black-owned galleries, but they dont have the resources to do so.

Who are the artists you are particularly interested in?

One is Kevin Beasley, represented by Casey Kaplan gallery. Hes from Virginia, like me. Im very much a history buff. Im drawn to things that are tied to history and have cultural and historical significance. Hes an abstract artist. He uses polyurethane foam and resin, and like old Virginia cotton, and T-shirts and things that draw back to slavery, and the heritage that is in Virginia. What Kevin Beasley is doing by creating these sculptural works that are made of house dresses, and du-rags, and cotton T-shirts, and creating these powerful images, but deep down, theres a lot of history to that.

Another is Genesis Tramaine, represented by Richard Beavers Gallery and Almine Rech. Her paintings really look at her relationship with religion, her relationship with God, and her own take with that, and its abstract figurative work. I have a piece called Mama Gave me Change for Offering. It takes me back to the days I was going to church, every Sunday. That was meaningful to me.

You have a dream to create a museum in Richmond. Why is that?

Im not in the art world for commercial reasons. Im in it for the preservation of history, the preservation of culture, especially during a time where there has been the commodification of so many artists, especially Black artists. The dream for me is to bring a museum, using my collection, and potentially having other curated shows as well, to Southside Richmond, or, say, North Side, in Jackson Ward, a historically black neighborhood where Black and brown boys and girls can see art and be introduced to the art world. To introduce them to contemporary Black art, and also [for them] to see that theres actually a career path here.

This museum will serve as a place to introduce people to art and the love of art from a young age to old age. There are a lot of people in Richmond who havent left the city, or who havent left the block, and to give them an opportunity to see art, and to see Black art comes in so many forms and facets. I remember going to my first art fair and this person pointing out, thats a Black artist, thats a Black artist. It opened my eyes. I want to open so many peoples eyes to the beauty and culture and history of art, and specifically Black art in this museum in my hometown.

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20 Minutes With: Artsy CMO Everette Taylor - Barron's

Get informed on the top stories of the day in one quick scan – CBC.ca

Good morning! This is our daily news roundupwith everything you need to know in one concise read. Sign up here to get this delivered to your inbox every morning.

This story is part of The Big Spend, a CBC News investigation examining the unprecedented $240 billion the federal government handed out during the first eight months of the pandemic.

An exclusive Ottawa-area golf course has booked a $1-million surplus due mostly to the help of federal COVID-19 relief. CBC News has obtained the club's audited financial statements, and a recording of its annual general meeting, in which its board told members about the club's "very strong financial position" due to the Canada emergency wage subsidy (CEWS) windfall.Royal Ottawa, which is located in Gatineau, Que., a 12-minute drive from Parliament Hill, was founded in 1891 and has long been a playground for the capital's elite. The club offers what it calls "privileged" status to cabinet ministers, the leader of the Official Opposition, accredited high commissioners and ambassadors to Canada and their respective spouses.But faced with lockdown restrictions that kept its facilities shut from mid-March through mid-May, the club sought and received $1.019 million in federal wage support over the spring and summer, and as a result, ended its fiscal year with an $825,000 surplus in its operating fund 19 times more than the $43,883 operating gain the club reported for 2019. Some healthy investment returns and cost-savings pushed the non-profit organization's surplus to over $1 million.

Members were told that the Royal Ottawa board decided to keep the entire amount in order to "provide a cushion against unanticipated future expenses." Club representatives declined the CBC's requests for an interview about their record surplus and how they plan to use it. But a letter issued in response to a list of detailed questions maintains that the club is under no obligation to refund the money to the federal government.

WATCH | Club treasurer Doug McLarty explains to members the impact of CEWS funding on Royal Ottawa's bottom line:

The government says that CEWS may only be used for employees' wages, and employers who misuse CEWS money may face a penalty equal to 25 per cent of the amount of help they applied for, and can also be required to pay back any money they received.Richard Leblanc, a professor of governance, law and ethics at York University, said all organizations who are receiving government pandemic funds need to be sure they are using them for their intended purpose. "It's not intended to be a windfall, or for ulterior, or any other purpose other than employee wages," Leblanc said. Otherwise the risks of owing the money, plus the penalty and interest, are significant. "Not to mention the reputational hit," he said.

The federal Liberals have more support today than they did one year ago, while the opposition parties are no further ahead, polls suggest. CBC polls analyst ric Grenier reports that if an election were held today, the Liberals almost certainly would win it and perhaps capture a majority of the seats up for grabs, too. According to the CBC's Canada Poll Tracker, an aggregation of all publicly available polling data, the Liberals are up 4.2 percentage points since December 2019. The Conservatives, New Democrats and Bloc Qubcois have hardly budged, while the Greens are down nearly three points. A year ago, the Liberals held a narrow lead over the Conservatives and were solidly in minority territory. But today's numbers would deliver around 167 seats to the Liberals, three seats short of a majority, with about 111 seats going to the Conservatives, 32 to the Bloc, 27 to the NDP and one to the Greens. Read Grenier's full analysis here.

Those who are pregnant or breastfeeding will have to weigh their own risks when deciding whether to be vaccinated against COVID-19 because it hasn't been studied in clinical trials, Canadian doctors say. Without data on the safety of the vaccines during pregnancy and breastfeeding, there's a grey area for people looking for answers to how the risk of COVID-19 compares with that of the immunizations. Dr. Noni MacDonald, a professor of pediatrics at Dalhousie University in Halifax, said there were some women who received coronavirus vaccines during the clinical trials who got pregnant immediately afterward and haven't yet delivered. "We will have pretty soon babies being born to those women and we expect them to be perfectly normal but we don't know that yet," MacDonald said. Meanwhile, research has shown that pregnant women are at higher risk of severe outcomes if they do get COVID-19. Read more about the issue here.

WATCH | Pregnant front-line workers to weigh risks, benefits of COVID-19 vaccine:

Work on the Trans Mountain pipeline expansion project is shutting down temporarily. Trans Mountain said yesterday it is enacting "a voluntary project-wide safety stand down" from today until Jan. 4 due to safety concerns. "Over the past two months, we have seen safety incidents at our worksites that are unacceptable to Trans Mountain. This is inconsistent with Trans Mountain's proud safety culture," said Ian Anderson, president and CEO of Trans Mountain, in a release. The statement didn't specify what those safety incidents were, but the Canada Energy Regulator says a contractor was seriously injured Tuesday at a Trans Mountain construction site in British Columbia. Finance Canada said it supports Trans Mountain's decision to suspend construction and it expects the incident to be thoroughly investigated and addressed. Read more about the pause here.

Five holiday films that feature LGBTQ main characters are being released in 2020, representing a dramatic shift in the film industry. U.S.-based holiday flicks such as Dashing in December, The Christmas House and I Hate New Years all cast gay couples in the lead roles of light-hearted stories. Canadians have been getting in on the action as well: Schitt's Creek star Dan Levy plays a supporting role in Hulu's recent Happiest Season, while Lifetime's first ever LGBTQ holiday film, The Christmas Setup, stars Toronto-born Ben Lewis alongside his real-life husband, Blake Lee. Read more about the trend, and some criticism of its content, here.

WATCH | Why there's a new wave of LGBTQ holiday movies this year:

Now here's some good news to start your Friday: An elementary school in Charlottetown has gotten around the restrictions on singing during the pandemic by teaching the children O Canada and Happy Birthday in American Sign Language. "I think it's wonderful for children to be able to communicate in another language and to be aware that there are children who can't hear and that they now know a little bit of sign," said Sandy Zinck, a music teacher at West Royalty Elementary. Read more about the school's approach here.

WATCH | The students sign O Canada:

As the Pfizer-BioNTech vaccine rolls out across the country, and other vaccines await imminent regulatory approval, many public health experts are focusing on the issue of vaccine hesitancy.

Canada's Chief Public Health Officer Dr. Theresa Tam has spoken out about the "moveable middle" and says it is critical that as many people get vaccinated as possible to protect themselves and others from risk.

But because conversations about vaccines can be hard, today we're bringing in an expert to explain how to have more meaningful and productive discussions with people who have questions or fears. Maria Sundaram is an infectious disease epidemiologist who studies vaccines.

Front Burner31:38Vaccine hesitancy, the next pandemic hurdle

1865: The 13th amendment to the U.S. Constitution, abolishing slavery, goes into effect.

1950: The 2nd Battalion, Princess Patricia's Canadian Light Infantry, lands in Pusan, South Korea. It is the first Canadian combat unit to reach the peninsula during the Korean War.

1958: The world's first communications satellite is launched by the United States aboard an Atlas rocket.

1969: The British Parliament votes for the permanent abolition of the death penalty.

1979: Pierre Trudeau announces he is postponing his retirement from politics.

2003: Lee Boyd Malvo is found guilty of murder and terrorism charges in connection with sniper attacks in the Washington, D.C., area.

2010: The U.S. Senate agrees to do away with the military's 17-year ban on openly gay troops, overturning the Clinton-era policy of "don't ask, don't tell."

Read more:

Get informed on the top stories of the day in one quick scan - CBC.ca

After 39 Vietnamese trafficking victims died in UK, has anything changed? – The Guardian

The 39 Vietnamese travellers embarked on their journey to the UK full of hope. Many planned to work in Britains nail bars and restaurants; some hoped to get work as bricklayers. They told relatives they were leaving Vietnam so they could provide for a better future for their families.

Their optimism vanished sometime during the crossing from Zeebrugge to the UK on 22 October last year, as the temperature inside the container began to rise and the oxygen levels plummeted.

Some of the migrants tried to smash their way out with a metal post left inside the container. At 6.59pm one of the victims tried to call the emergency services in Vietnam, but there was no signal inside the trailer and the call did not connect.

Recordings found on the 50 phones recovered by police revealed several goodbye messages for relatives. At 7.37pm, Nguyen Tho Tuan recorded an audio file on his phone: Its Tuan. I am sorry. I cannot take care of you. I am sorry. I am sorry. I cannot breathe. I want to come back to my family. Have a good life.

A selfie taken by one passenger hours before she died shows her sweating in the extreme heat; many of the passengers stripped down to their underwear inside the freight container. They were discovered with cuts and bruises on their arms, which relatives were told arose from their desperate attempts to break down the door to the container, locked from the outside.

Forensics experts told the court that after about nine hours, the atmosphere inside the trailer would have become toxic. Temperature gauges within the sealed unit showed the temperature reaching a peak of 38.5C at around 10pm on 22 October 2019, after which it began to fall again, suggesting that that was the moment when the passengers stopped breathing.

When the lorry driver, Maurice Robinson, was instructed by his boss, the Irish haulier Ronan Hughes, to open the back doors of the lorry, shortly after he picked up the load in Purfleet, Essex, at around midnight, the passengers had been inside for more than 14 hours.

Hughes was clearly worried about the length of time they had been inside, and sent Robinson a message telling him: Give them air quickly, but dont let them out. Robinson responded with the thumbs-up emoji. The passengers were already long dead. Robinson was so horrified at what he saw inside that he couldnt bring himself to take a second look when the 999 operator asked for details of the victims. I dont really want to look in, to be honest with you.

But detectives described a calm scene within the trailer. Tran Hai Loc, 35, died lying next to his wife, Nguyen Thi Van, also 35, holding her hands. They died in a horrendous way, but I think they died with dignity and respect for each other, said the officer responsible for the identification process, DCI Martin Pasmore.

Following a lengthy trial, Eamonn Harrison, 23, a lorry driver from Northern Ireland, and Gheorghe Nica, 43, the coordinator of the operation, from Romania, were found guilty of manslaughter. Another Northern Irish lorry driver, Christopher Kennedy, 24, and Valentin Calota, 38, a pick-up driver from Romania, were both convicted of conspiring to smuggle people into the country unlawfully.

The investigation and trial has provided unprecedented insights into a smuggling route taken by thousands of Vietnamese people over the past 20 years.

The journey from Vietnam to London would have cost most of them around 30,000; some had sold their family homes or mortgaged their land to fund the trip. Others had asked their parents to take out enormous loans to pay the people smugglers.

Some of the 39 travelled first to Russia, where they worked for a while, before deciding that they would try to continue onwards to the UK, where they believed they could earn better money in the Vietnamese-run nail bars found in almost every town.

Some flew initially to Germany, Hungary or Romania, their journeys arranged by employment agents who had found them work as fruit pickers or dishwashers in restaurants. Some flew to Poland, legitimately, on student visas, with the intention of travelling on to join friends or relatives in the UK once they had saved up enough money to pay for the final leg of the journey. A trained hairdresser, Nguyen Huy Hung, 15, one of the youngest of 10 teenagers who died in the lorry, was travelling to Britain to join his parents who are already based here; he told his brother in Vietnam that the final crossing to Britain would cost 12,000.

Cao Huy Thanh, 33, paid 6,680 to travel legally to Romania to work in a chicken factory in May 2019. He later met a childhood friend who persuaded him to travel to the UK. He didnt tell his wife what he planned to do there; she told the Guardian that whenever he called home he spoke mostly to his four children, aged between one and eight, and would sing with them over the phone. On 22 October last year he called his wife to tell her he was in his way to the UK. He asked me to burn incense to pray to his deceased father and ancestor so they would bless him for his safe journey, his wife said.

The victims told their families in Vietnam that they were minimising the risks involved by paying extra to people smugglers for a VIP service, whereby the lorry driver was aware that they were in the back of vehicle (rather than the riskier method of breaking into a lorry parked in a car park near the port and stowing themselves away in the back).

DCI Daniel Stoten said that although all 39 had travelled voluntary, it was still likely that most would have been exploited. There is massive organised crime behind this. They are then placed into different bars throughout the UK. Most would have gone on to work in nail bars for less than the minimum wage, getting just a couple of pounds an hour. That is modern-day slavery, even if they were signing up to it, he said.

Relatives in Vietnam told the Guardian that their lives had been shattered by the tragedy. Pictures of Pham Thi Tram My were published around the world when her mother received a text message saying: Im sorry, Mum. My journey abroad hasnt succeeded. Mum, I love you so much! Im dying because I cant breathe.

Her father, Pham Van Thin, a security guard, said the family remained around 18,000 in debt, despite some charitable donations, because they had mortgaged both their house and their nephews land to finance Mys journey. Like many parents, he opposed her decision to make the trip, but she wanted to join cousins who had opened nail salons in Britain.

My wife and I discouraged her from going, saying she should stay home and get married. Yet she insisted and, to be honest, many people have gone without any danger. She told me its going to be the VIP package, the safer route. I thought she would go by car, by plane. I never expected she would go inside a container. If wed thought there was even 1% of danger, we wouldnt have let her go, he said. I havent stopped thinking about her. Its extremely painful.

Mimi Vu, an independent anti-trafficking and slavery expert based in Vietnam, said the smuggling of people from Vietnam to the UK continued in the months after the tragedy. The prices just went up, she said, basing her observations on interviews conducted with Vietnamese migrants in northern France earlier this year. It didnt dampen peoples enthusiasm for leaving. People tended to view this as an anomaly. They saw the people who died as just very unlucky. Smugglers marketing tactics changed and they told people they needed to pay more to guarantee the safest passage.

She had little expectation that the trial would do much to stem the continued smuggling of large numbers of people from Vietnam to the UK. Its like cutting off a fingernail, when to really address the problem we need to cut off the heads, which are sitting in Prague, Berlin, Moscow, and other European cities where the ethnic Vietnamese organised crime groups that direct the smuggling and trafficking trade are based, she said.

You have to go for the leaders at the top, and they will never be the ones to get their hands dirty.

Read more from the original source:

After 39 Vietnamese trafficking victims died in UK, has anything changed? - The Guardian

The Very Best Of The Sprudge Twenty For 2020 – Sprudge

Here we are, nearing the end of a 2020 without comparison, reflecting on the stuff that's mattered to us throughout the year. When the second annual edition of The Sprudge Twenty (presented by Pacific Barista Series) launched in January, the world was a very different place. But through these long months across an endless year, time and again we've returned to these stories, and the people behind them, as an ongoing source of human connection and understanding.

At the onset of this year's class we set out looking for twenty people who were changing the world of coffee; little did we realize the world would be changing right alongside us. This annual leadership initiative, produced in partnership with Pacific Barista Series, is built to honor and amplify leaders in the specialty coffee industry. That's the funny thing about leadership: it calls on you in good times and bad. It doesn't take a week off, much less a summer. Our goal with The Sprudge Twenty is to identify and uplift the voices that matter in the worldwide coffee industry, and to center their stories for the entire industry to learn and grow.

That includes us. We, the humans who publish this website, learned a great deal from our 2020 class, and today we're going to share with you a few of our favorite moments from this summer's interview series. We'll also be sharing these stories again in the coming days, as the year finally comes to a close.

It has been our distinct and recurring privilege to publish these stories for you. Let's take a look back at some of the best of it.

From Bartholomew Jones: The Sprudge Twenty Interview, published July 21st 2020, nominated by Cameron Heath.

What issue in coffee do you think is critically overlooked?

For us, its the issue of Black people and specifically Black businesses and entrepreneurs doing business together across the diaspora. Its interesting to me how people can love single-origin coffee and ignore single-origin people.

A lot of times, third wave coffee shops end up moving into Black and brown neighborhoods and doing business as if theyre in a white neighborhood. They dont look or see their business as a means of participating in the community. They do business in spite of the community instead of with the community. And theyre missing out on income when they do it and participating in the eradication and erasure of a lot of the identity of these neighborhoods. Weve done events at shops before, hip hop eventseverything for us is coffee reimagined from a Black perspectiveand people from the neighborhood will come to the show, which is great, but you can visually see other people who are used to going to this coffee shop being very uneasy with the neighborhood taking part. Its like, Why is this visibly poor Black person around me?

Im not interested in bashing or being mad but its very problematic when you look at the understanding of what theyre participating in. You are participating in a Black discovery when you drink coffee. You have to acknowledge that and understand that youre dealing with Black people along the way. But people seem so surprised. Coffee, like many other things, has been colonized. When things are colonized they lose their identity and losing your identity is dehumanizing. In slavery, people lost their names. You received a new identity given by your colonizer. Thats a big part of the X in our name, CxffeeblackMalcolm X and others in the Nation of Islam wanted to take back their names and use X to represent a link to their identity. Thats what we want to do with coffeelet people interact with coffee from a Black identity.

Its often overlooked. People drink coffee without acknowledging the Black roots and history and the Black future of it, too. And thats important. Its not only a Black history in coffee but also a Black future. We have to realize by participating in the present were part of this journey that has an undeniably Black destination.

From Ever Meister: The Sprudge Twenty Interview, published July 27th 2020, nominated by Jenn Rugolo.

What do you see as coffees role in the ongoing struggle for civil rights and racial equality?

Coffee is and always has been political, whether or not we want to accept it. Its very origins are based in brutal colonialism and relentless imperialist capitalism, and despite the advances that have been made in the industry around the world, the coffee sector at large is still affected by the roots of that history. I think that gives specialty coffee in particular a unique opportunity to be part of the active dismantling of racist, imperialist, ruthlessly capitalistic systems that have encouraged and scaffold its growth. This segment of the marketplace was designed as a responseas a slap in the face!to commercial, commodified, cheap coffee, and we have it within our power to continue to shift the paradigm of how things are done. Specialty coffee has the most brilliant and creative thinkers, has fostered the most out-of-left-field solutions, and has the guts and grit to enact real and lasting change, if we can come together to do it. I believe we canit will take a lot of work and a lot of honest self-reflection, but I believe that specialty coffee can be a more equitable, fair, empowering, positive force in the world. I genuinely do.

From Angie Katherine Molina Ospina: The Sprudge Twenty Interview published July 14th 2020, nominated by Paul Kevin Doyle.

What issue in coffee do you care about most?

The fair remuneration of the entire value chain. Im constantly watching the dynamic of the industry from the producer perspective but also from the business owners perspective and I think that in order to keep healthy relationships with our producers and clients, we have to be transparent and fair in what part of the cake we are getting. Every person involved in the process of producing, selling, and making a cup of coffee deserves to be fairly remunerated for their job, which is not always the case. Through our company weve been trying to make things a little bit different, which has allowed us to find the right partners in order to move forward together.

From Oliver Stormshak of Olympia Coffee Roasting Company: The Sprudge Twenty Interview published May 14th 2020, nominated by Richelle Parker.

Whats your favorite coffee at the moment?

Ethiopia Gola. Ive been working with Desta Gola, a single producer in Wenago Yirgacheffe, for a number of years now, but this is the best harvest yet, and honestly, the only difference is storing the coffee in Grain Pro bags that we provided to help with the longevity. Its a total success story of putting all the dots together and creating solutions that makeup one of the best coffees youll ever drink.

From Jake King: The Sprudge Twenty Interview published May 21st, 2020 nominated by Connan Moody.

What is your idea of coffee happiness?

My idea of coffee happiness would have to be a clean and safe space for everyone to share their favorite cup of coffee with their friends.

If you could have any job in the coffee industry, what would it be and why?

I would love to continue growing GYST into a platform that helps growth for coffee professionals across the supply chain.

From Kendra Sledzinski: The Sprudge Twenty Interview published May 26th 2020 nominated by Kayla Baird

What issue in coffee do you care about most?

Equal access to education, resources, and professional development and opportunities. The industry is incredibly complex with lots of moving parts and many issues more critical than this, but I say it because its within my immediate reach. So many coffee professionals start as baristas. I think back to the days when I subscribed to some elitist coffee thought and language, and I cringe when I think of it.

These days, I want to use my experience as a trainer and educator to empower people with the knowledge they can grow with. This means promoting diversity and giving someone who is only working in coffee because its the job they have just as much attention as someone who wants it as a career. It also means listening. I stayed interested in coffee early on in my career because I was lucky to have managers and leaders who took me and my curiosity seriously and encouraged me to grow and learn. When I was training baristas, I would tell them that regardless of how long they occupy the role, knowing how to make coffee well is a valuable (and employable) life skill. I had the time of my life as a barista made easier by safe, healthy, and supportive work environments. Because of that, its important to me to help others have a positive experience working in coffee, too.

From Felip Sardi: The Sprudge Twenty Interview published July 7th, 2020 nominated by Clementine Labussiere.

If you could have any job in the coffee industry, what would it be and why?

I would love to continue being a coffee producer. As a producer I am constantly in contact with nature, working with and for it, and enjoying every minute of my day.

Who are your coffee heroes?

Small-scale coffee farmers around the world.

From Ellan Kline: The Sprudge Twenty Interview published May 19th, 2020 nominated by RJ Joseph.

What issue in coffee do you care about most?

Ellan Kline: Addressing any specific issue in coffee is a straw man to distract us from the absolute catastrophe that is capitalism. For example, insuring that producers (including migrant labor) are actually paid appropriately for the work and resources put into producing coffee rather than the quality of the final product in a sustainable way means that rentnot rent risesneed to be capped in proportion to a living wage for both commercial and residential property in areas where coffee is consumed. Thats just one example of how everything is interlinked in a way that prohibits simply addressing individual issues.

What cause or element in coffee drives you?

I want to make peoples lives better by supporting their empowerment. As an educator, I strive to create spaces that allow people to feel comfortable with play and failure because thats how we grow.

What issue in coffee do you think is critically overlooked?

I think weve spent too much time as an industry focusing on individual issues rather than looking at the gestalt and addressing root problems. We need to shift our focus from individual representation to dismantling supremacy structures, from focusing on what individuals are paid to global financial equity.

Nominations for the Third Annual Sprudge Twenty will open in January 2021. Check back for updates and sign-up for our newsletter for the latest.

The Sprudge Twenty is presented in partnership with Pacific Barista Series.

Go here to read the rest:

The Very Best Of The Sprudge Twenty For 2020 - Sprudge

Global employment law trends and predictions at the close of an extraordinary year – Lexology

2020 has been an extraordinary year for employers as the pandemic and its effects continue to have a profound impact on labour markets and workplaces the world over. Many businesses were forced to rapidly transition to remote working while dealing with unprecedented economic challenges, as countries shut down and governments introduced schemes and subsidies to avoid devastating global job losses. Employers have taken on a level of responsibility for worker health and safety like never before, implementing measures to protect workers not just from an infectious virus but also the damaging impact of the pandemic on mental wellbeing. With vaccines being rolled out around the world, many employers are now asking if they can or should mandate employee inoculation. All this during a year when the focus on inequality inside and outside our workplaces deepened following worldwide anti-racism protests sparked by the killing of George Floyd, the reverberations of the #MeToo movement continued to be felt, and the climate crisis intensified.

As we look ahead to 2021, many challenges remain. There will be some tough months ahead, but there are also opportunities. 2020 revealed an enormous capacity for rapid business transformation and the willingness and ability of employers and employees to adapt and innovate at pace out of necessity. Many workplaces will change for the better, with workers able to enjoy greater flexibility in how and where they work. Companies that build on the high levels of employee engagement and support that we have seen this year are likely to reap benefits in terms of employee trust, loyalty and productivity. The crisis has also caused many businesses to pause and rethink, to make sure their purpose meets the needs of workers, customers and communities. Our new work paradigm could help bring real and meaningful change.

In this review of 2020 and preview of 2021, we identify the top trends impacting global employers and share our predictions for the coming months. We also have produced country by country reviews of 2020 and previews of 2021 for over 35 countries across EMEA, APAC and the Americas.

Remote working

While the mass global migration to home working started as a necessary temporary lockdown measure, as the pandemic continued to prevent a return to normal, home working became a longer-term reality for millions of employees around the world. Businesses had to move quickly to set up the infrastructure and equipment to enable remote working, deal with employees stranded abroad due to closed borders, and manage the panoply of risks related to a remote workforce (including cybersecurity, wage and hour, health and safety, home office expense reimbursement to name but a few). This raised unprecedented practical challenges as many countries did not have the legal infrastructure in place to address employers and employees obligations and rights in relation to home working on this scale.

Remote working as a longer-term or even permanent option raises additional challenges, from corporate establishment and tax implications for employees working from outside their home country, to potential impacts on organizational culture and employee expectations. Our Global Remote Work Guide addresses the key challenges across 32 countries.

In recent months, we have seen an upsurge in new laws regulating remote work / telework a trend we expect to continue. For instance, Spain approved a new remote work law in September 2020. In France, social partners concluded a new national agreement on telework in November 2020. Russias new rules will come into force on 1 January 2021. New rules on remote work / teleworking are also expected during 2021 in Poland, Colombia, Brazil and remain under discussion in Portugal and Germany. In Hong Kong, while not directly aimed at remote working, recent amendments to discrimination legislation have made it clearer that employers can be liable for the conduct of their employees towards other individuals when working in locations outside the office, such as co-working spaces.

In workplaces where employees can work from home longer-term, we expect many employees will opt for a more flexible and hybrid experience going forward, working partly in and out of the workplace. This will have consequences not only for the amount of workspace required and how it is configured, but also workplace culture, forcing employers to think about how to create a level playing field and shared experiences for all employees, regardless of where they are based. Employers that embrace a hybrid work environment and make it work for everyone, are likely to reap dividends.

Government support schemes / subsidies

An extraordinary number of government funded support measures were introduced around the world this year in an effort to keep businesses afloat and protect jobs. Many consisted of some form of employment support scheme allowing employers to furlough / stand down employees and / or reduce working hours and with government funding to top up wages for hours not worked (e.g. in UK, France, Germany and Denmark). Other countries (e.g. Hong Kong, Ireland, Australia and the US) offered wage subsidy schemes or enhanced unemployment benefits for employees working in businesses that could demonstrate a decline in business.

Most of these schemes came with significant conditions, including restrictions on employers terminating employees, or at least declaring an intention to retain employees, with the risk of clawback if the conditions were not met. There was also the potential for serious brand damage for businesses taking funds that were not seen as strictly necessary for survival.

Some countries went further; Italy for instance imposed a ban on all employers making economic dismissals, whether or not they themselves had benefited from government support. The ban started in March 2020, remains in place at the time of writing, and has been extended to 31 March 2021 (and possibly beyond). Spains termination ban obligates employers who benefitted from state support to retain staff six months after business resumption. In the UK, the press has reported that a number of high profile businesses returned furlough subsidies after backlashes when healthy revenues or senior level salary raises were announced.

While many of these schemes have been or are starting to be phased out, some will continue well into 2021. Employers should check that there are no on-going restrictions in place before taking any significant cost-cutting measures.

Restructuring / cost saving measures

With many workplace closures running into many months, and widespread labour market disruptions continuing, the global subsidies have not been enough to prevent all fallout, and some of the badly hit sectors had no choice but to implement significant and wide ranging cost saving measures.

Restructuring fairly and lawfully is challenging at the best of times and more complex than ever as a result of considerations introduced in response to the pandemic. As discussed above, many employers have been subject to restrictions on termination, whether thats an express ban on all economic terminations, such as in Italy, Spain, Argentina and India, or a ban on dismissals during / after receiving government support, such as in Portugal and Hong Kong. Some countries that offered employer subsidies didnt impose an express ban on dismissals but nonetheless strongly encouraged employers not to implement layoffs e.g. the Netherlands and UK (during the original furlough scheme). In France, while dismissals have not been banned, the administration is likely to be more demanding on social plans and subsidies may need to be repaid if dismissals proceed.

Business justification is an essential element of a restructuring process, and while the pandemic is likely to be a justification for layoffs, its worth remembering that the threshold differs across countries. In some, including the UK, US and Australia, it can be relatively straightforward to justify a redundancy, whereas in others, the threshold is higher, e.g. in France, Spain and Japan, where evidence of losses or a decline in revenue is required over a set period. Where government subsidies remain in place, even if there is not an express ban on dismissals, the justification for dismissals may be challenged at least until any subsidies have been exhausted. Even in those countries typically considered less risky, businesses may need to account for new laws and requirements. In the US, for example, several states enacted significant changes to Worker Adjustment and Retraining Notification (WARN) acts laws that require employers to give advance notice to employees of qualified plant closings and mass layoffs based on statutorily defined thresholds.

Communication, information and consultation, all essential components of a restructuring program, are made all the harder when employees are not in the workplace or on a period of furlough / leave. This year many employers have had to navigate consultation remotely. Some countries suspended some of the formalities required; for instance in France, timeframes for approval of social plans were suspended for a limited period and video conference was recommended for works council consultation. In China, where wet signatures are generally mandatory for employment documents, for a time companies could use e-signatures as a result of the pandemic.

At the same time, this year we have seen many examples of trade unions and works councils working constructively alongside employers in a spirit of collaboration to find ways for businesses to stay viable while protecting as many jobs as possible.

We anticipate that restructuring will continue to be a major focus for many businesses well into 2021.

COVID-19 testing and vaccinations

The pandemic has brought health, safety and medical issues to the fore in the workplace in a way we havent seen before. Employers have had to grapple with infection prevention measures in the workplace, the provision of masks and protective equipment, implementing social distancing, temperature and symptom testing, tracing apps, virus testing, and more recently, questions around the rollout of the COVID-19 vaccine and whether this could or should be made mandatory.

These challenges engage a complex range of legal considerations including health and safety laws, employment and discrimination laws, personal injury risk, human rights as well as significant privacy issues, many of which we considered in our article on the top issues for global employers to address in return to work plans.

Now that COVID-19 vaccines are starting to be rolled out around the world, a question many employers are asking is whether they can or should mandate employee inoculation. Aside from the legal issues of which there are many it is probably too early to say, given that, at the timing of writing, there are so many unanswered questions: When will the vaccines become widely available to working age people; which vaccine/s will be available to a given population; how effective are the vaccines likely to be and for how long; will taking a vaccine remove the need for other infection protection measures including social distancing; what public health approach is likely to be taken in a given country; will some countries require inoculation as a condition of border entry, or for access to certain facilities or services (which could mean that an employee needs to be vaccinated if their job depends on accessing those facilities or services)?

In the absence of more information and public health guidance, it will be challenging for an employer to conduct a comprehensive risk assessment on whether there is a compelling reason to mandate employee vaccination (risk assessments are likely to be required in most countries from an employment and privacy perspective).

Aside from the significant employment and data privacy risks involved in mandating the vaccine, doing so could also give rise to discrimination claims in countries that protect against discrimination on the grounds of religious or philosophical belief (e.g. across the EU) (it is untested whether being an anti-vaxxer is a philosophical belief) or on the grounds of disability (where for instance having a disability impacts on the risks of vaccination for that individual). In the US, the Equal Employment Opportunity Commission released guidance in December answering questions about the applicability of various federal anti-discrimination laws, including those prohibiting discrimination on the basis of disability, religion, genetic information and pregnancy in relation to COVID-19 vaccinations.

Given the numbers of people reported to be ready to refuse a vaccine, this is likely to be a controversial issue for months to come. For employers considering the issue now, it would be sensible to explore a range of options when the vaccines do start to become available on a mass scale, including: rolling out positive information campaigns to provide clear facts and address misinformation, boost confidence and engage employees to take the vaccine; and support and make it easy for employees to get the vaccine when it is available by offering for instance, unpaid time off. As pro- and anti-vaccine positions tend to be strongly held, there is also the scope for conflict around this issue within the workplace, as between colleagues as well as between employees and employers, whatever position is taken. It may well be worth anticipating and preparing to manage that well in advance.

Health and wellbeing

For most companies, protecting the health, safety and mental wellbeing of the workforce has been the number one priority in recent months. Even before the pandemic, employee health and wellbeing was rising up the business agenda but the current crisis has raised the stakes dramatically, as employers have not only had to keep workplaces COVID free, but also support employees mental wellbeing as they experience unprecedented levels of isolation, stress, anxiety and depression.

In response, employers are considering how they can better support employee health and well-being. More employers are offering employee assistance programs or other counselling services, providing access to mindfulness or resilience courses, communicating regularly with the workforce about available resources, and exploring ways to create a more supportive work environment. Others are reviewing the feasibility of providing additional benefits (e.g., expanded leave options, caregiving and childcare resources, tuition reimbursement, financial wellness programs) to help employees meet personal and work challenges. Some larger employers even outside the healthcare sector - are looking to appoint Chief Medical Officers for the first time to steer the companys wellbeing strategy.

While the pressure on employers builds, legislative progress in this area has been slow and inconsistent. In some countries there are no legal obligations; in others, there are specific mental health duties on employers; and elsewhere laws which apply for other purposes have been expanded or moulded to encompass mental health considerations. A legislative theme which is becoming increasingly common is the introduction of rights to disconnect from the work computer, calls and emails during non-working hours. This right is fairly new to the legal landscape, having first been introduced in France in 2017. Since then, other countries, including Italy and Spain, have introduced a similar right and Canada is now pushing ahead with this as part of its governmental response to the mental health aspects of COVID-19. The EU is now paving the way for a proper EU-level right to disconnect; on 1 December, the Employment Committee of the European Parliament ('the Committee') adopted a proposal for a resolution on the right to disconnect. Our Mental Health Matters report looked at rights to disconnect and the wider regulatory framework in 16 countries.

The focus on the health and wellbeing of the workforce is only set to continue and intensify in the coming months.

Equality, gender pay, harassment

Workplace equality issues were already high on the business agenda as we entered 2020, as the reverberations of the #MeToo movement continued to be felt and gender pay legislation was being rolled out in a number of countries. When the pandemic was declared and the world went into lockdown, the focus turned away from diversity to the economy and job retention. However, after George Floyds death in May sparked worldwide protests and social unrest, inequality inside and outside the workplace took centre stage, with employees the world over looking to their organisations to speak up and speak out against racism and to drive real and meaningful change.

We have seen businesses take a variety of steps these past months including: periods of education and reflection at senior levels; revisiting policies and practices; implementing zero tolerance policies; monitoring and addressing employee behaviour; undertaking root and branch reviews; setting more ambitious targets.

The starting point for many organisations and something that many businesses are looking to do at the moment - is to undertake an analysis of the makeup of the workforce. From a legal perspective this is not as simple as it may sound, as global privacy laws limit the personal data that can be collected and processed about employees. Generally speaking, data about personal characteristics (race, ethnicity, religion, gender, sexual orientation, etc.) can only be collected where there is a prescribed reason to do so under the relevant privacy laws e.g.: because its essential for performance of the contract (this is pretty limited), the employer has a legitimate business aim; theres public interest; or a legal requirement (also limited e.g. in South Africa employers have to monitor race to comply with employment equity laws, but this is not common elsewhere, particularly for race / gender / sexual orientation monitoring).

In some countries, for instance in the UK, equality monitoring is generally encouraged by equality bodies, but it is not necessarily common or encouraged elsewhere and privacy considerations will often trump the diversity objective (see e.g. Ireland, France, Italy and Spain). There are ways to navigate this (e.g. by using consent or anonymising data) although the alternative options come with significant limitations. The best starting point when considering any equality monitoring is to think carefully about why the data is required, what the business will do with it and whether there are other ways of achieving the diversity objective by other means. If the business does go ahead, it is imperative that safeguards are put in place to protect the data when it is being collected and stored.

Many businesses who have identified inequalities have been keen to take swift action this year to redress the inequality, to demonstrate their commitment to diversity objectives. However, the extent to which action is permitted by the law is a vexed area. Most countries permit positive or affirmative action to address inequality (e.g. the UK, the US, South Africa, Japan), but such measures tend to be limited in scope and prohibit unconditional preferential treatment. For instance, diverse interview slates have become a popular mechanism to ensure that there is at least one person from the relevant underrepresented group in the running for every interview. In the UK, while affirmative action is permitted, the rules around recruitment are very limited and - while there is little law or guidance on this - arguably a diverse slate would not be allowed where candidates are specifically sought on the basis of protected characteristics. While employers can take steps to increase the pool from which candidates are drawn as long as there is sufficient evidence of disadvantage to the underrepresented group and the steps to increase representation are proportionate that is not a quick fix. This can be very frustrating for businesses, when the law does not allow them to move as quickly as they would like.

While the focus on gender pay has diminished this year, with some countries relaxing reporting requirements, we expect that pay equity and wider equality issues - will return to the agenda during 2021. New rules in Spain come into force in April requiring all companies to maintain a pay register, and employers with 50 or more employees must develop an equality plan and pay audit to address gender equality. Irelands gender pay bill was halted due to the pandemic and Brexit, but is likely to progress during 2021. The UAE introduced equal pay legislation this year, and further gender equality laws are expected there during 2021 as the UAE continues to advance its status on the global gender equality index. In March 2020, the EU released its Gender Equality Strategy and has committed to tabling binding measures on pay transparency across the EU by the end of 2020 and improve gender balance on corporate boards. In the US, states and localities continued to enact laws to address equal pay issues, including banning salary history inquiries, prohibiting retaliation against an employee for discussing wages or compensation with another employee and requiring certain posting and/or compensation disclosures. Employers could see changes targeting the gender pay gap at the federal level under the incoming Biden administration. Also in the US, on December 1, 2020, Nasdaq filed a proposal with the SEC seeking approval of new listing rules that would require most Nasdaq-listed companies to 1) publicly annual disclose annually, to the extent permitted by law, diversity statistics regarding their boards of directors and 2) have, or explain why they do not have, at least two Diverse directors, including one who self-identifies as Female and one who self-identifies as either an Underrepresented Minority or LGBTQ+.

Going into 2020, sexual harassment, and the use of non-disclosure agreements was one of the most significant employment law issues across the globe. While legislative developments slowed this year, there are changes coming up. In January 2021, the new Chinese Civil Code comes into effect requiring all employers in China to implement measures to prevent and address sexual harassment in the workplace, which is likely to require at the very least - new or updated policies and procedures for handling complaints. Denmark has seen a real focus on sexual harassment following a number of high profile cases during 2020 and this is likely to continue into 2021. In the US, new state laws addressing workplace discrimination and harassment took effect in 2020 (or are scheduled to take effect in 2021), including laws that mandate sexual harassment training; expand the coverage of existing laws to include smaller companies, independent contractors, apprentices and/or interns; limit or prohibit non-disclosure, non-disparagement and no-rehire provisions for settlements and/or employment agreements; and require reporting of adverse judgments and administrative rulings.

Diversity is likely to be one of the biggest issues on all global businesses agendas going into 2021.

Environmental, Social and Governance (ESG)

In August 2019, over 180 CEOs of the Business Roundtable overturned a 22-year-old policy statement that defined a corporations principal purpose as maximizing shareholder return and embraced a more stakeholder-driven approach to governance. The new Statement on the Purpose of a Corporation declares that companies should serve not only their shareholders, but also deliver value to their customers, invest in employees, deal fairly with suppliers and support the communities in which they operate. A cornerstone of this new stakeholder capitalism model is Environmental, Social and Governance (ESG) investing, which has become a standard for top-tier institutional and public institutions, private lenders and other stakeholders.

With all the signs pointing toward the continued growth of ESG and reporting and disclosure requirements, ESG considerations are likely to be at the top of many businesses agendas as we enter into 2021.

Many of the issues that we have already discussed here will be relevant to a companys ESG strategy: diversity, gender pay and wellbeing are likely to be the main focus of most ESG initiatives, making it increasingly important for companies to make real and impactful change here. ESG will also place a sharper focus on human rights issues including legislation on slavery in supply chains which already exists, or is in the pipeline in a number of countries (including the UK, California, France, Australia, Canada, and the Netherlands). We also expect to see employees as well as stakeholders, customers and others deploy ESG standards to exert pressure on businesses to take action on environmental / climate issues, as well as a stand on social justice issues.

Going into 2021, we expect the focus on ESG to increase. While this will undoubtedly add to the significant pressure that businesses are already under, there is likely to be a workforce dividend in taking ESG seriously; businesses with higher ESG ratings are likely to gain a competitive advantage, making it easier to retain staff and attract talent.

Disputes and whistleblowing

Employment litigation slowed in 2020 as courts the world over temporarily shut down due to the pandemic, trials and hearings were suspended, and employees went remote. We expect this trend to reverse in 2021, as layoffs and therefore terminations - increase and more COVID-19 related claims emerge, related to leave, discrimination, and unlawful termination, as well as (in the US) class action claims for wage and hour law violations. Employers - and insurers are also braced for a wave of health and safety litigation related to exposure to COVID-19 in the workplace.

Whistleblowing is also likely to be in focus this year. EU countries have until 17 December 2021 to implement the EU Whistleblowing Directive (extended to December 2023 for small entities with 50 to 250 employees), which aims to establish channels for reporting concerns about breaches of EU law within workplaces (as well as to public authorities). Companies operating in the EU with 50 or more employees will have to set up secure reporting channels and provide protection for whistleblowers against dismissal, demotion and other forms of retaliation. This may require new or updated policies and systems to meet the Directive requirements, although the detail of what is required will depend on how each country implements the Directive. For some countries, where currently there is little or no comprehensive whistleblowing protection (e.g. Germany, Belgium), this represents a significant change.

Working time

The regulation of working hours was a big issue for employers operating in the EU in 2019 after the European Court of Justice made a decision (CCOO v Deutsche Bank) that required EU Member States to ensure that employers operate systems to set up objective, reliable and accessible systems to measure the duration of daily working time. Some countries acted quickly to update their laws to reflect the ECJ decision (Spain introduced its new law in May 2019), and elsewhere, including in Germany, legislation was prepared to implement the ruling. While legislative progress has been slow since then with few legal changes, we have seen that - while the ECJ decision does not impose a direct requirement on businesses - many are using the decision as a catalyst for reviewing working time recording practices anyway. The widescale move to remote working coupled with the focus on supporting worker mental health - has only strengthened the focus on time recording this year and this is a trend that is set to continue into 2021. For more information on the legal position across the EU, read our Recording Working Hours report.

In other local working hours developments, this year in Japan, we saw important new restrictions on overtime become effective for small and medium sized companies (they became effective for large companies in 2019) and South Korea reduced the maximum working hours per week and introduced new obligations in relation to flexible working schedules and rest periods. As mentioned under our Health and Wellbeing section above, we also expect to see more laws coming in during 2021 relating to the right to disconnect, with new rules currently under discussion in various countries including Luxembourg, India and the US.

More widely, the pandemic may ultimately change the way that businesses and lawmakers think about working time and working arrangements, as many of the current national models on working time arrangements make little sense when employees are working predominantly from their homes and not commuting into workplaces for fixed hours. We expect to see many working hours developments in the coming year.

Worker mobility

While most global mobility came to a swift halt in 2020, there have been important legal developments this year which will have an important impact when work travel returns at scale. While the way in which we travel is unlikely to return to pre-pandemic levels (research suggests corporate travel is unlikely to rebound until late 2023 or 2024), travel will remain essential for many workers.

During 2020, many EU countries implemented the revised EU Posted Workers Directive which governs the treatment of workers posted from one EU state to another. The revised rules, among other things, increase rights of posted workers to receive all core elements of remuneration in the host country, and confer additional rights on workers posted longer-term (longer than 12 or 18 months). The new rules apply in addition to the existing rules, including notification and other administrative requirements (e.g. to register the posting in advance with the relevant authorities, appointing a liaison person for the authorities, carrying an A1 social security form, etc.). These rules apply whenever a worker is working in another EU country, regardless of the length of the posting, so even a trip of a couple of weeks could trigger the rights if work is carried out during that time (vs attendance at business meetings / pitches / conferences, which is generally excluded).

The other major development in relation to mobility (among other things) going into 2021 is, of course, Brexit. At the time of writing the UK is still negotiating a trade deal with the EU and the final arrangements following the transition period, which ends on 31 December 2020, are currently unknown. However, what is known is that freedom of movement for UK nationals into the EU and vice versa, is about to end. For immigration into the UK, the deadline for EU citizens to make an application under the Settled Status Scheme (which opened in 2019) is 30 June 2021. The UK government has also published details of the new skills-based immigration rules which came into force on 1 December 2020 and will be used for new EU national recruits from 1 January 2021. Organisations wishing to hire workers without pre-settled/settled status will need a sponsor licence. UK nationals going to the EU for business or personal reasons will be subject to a 90 day cap in an 180 day rolling period, so businesses will need to monitor employee time spent abroad to ensure that the limitations are not exceeded.

Digital transformation and privacy

Even before the pandemic, employers and employees were experiencing the impacts of new technologies in workplace, from privacy and data security risks to skills gaps and talent shortages. Evidence suggests that the pandemic has accelerated companies use of digital and automation. A study by Deloitte found that 68% of business leaders globally used automation to respond to impacts from COVID-19, with three in four organizations worldwide now using automation technologies such as robotics, machine learning and natural language processing.

Many jobs that have been the worst affected by the pandemic are at the highest risk of automation. Technology adoption undoubtedly will lead to shifts in the size, composition and location of workforce. According to a recent World Economic Forum report, by 2025, 85 million jobs may be eliminated due to automation. Whether automation can create a greater number of new jobs at pace remains to be seen. It is certain, however, that emerging technologies will continue to transform the workplace, requiring employers to retool their processes, account for new risks, and reassess workforce needs, including reskilling and upskilling.

While the pressure on employers is greater than ever and 2021 will be incredibly challenging for many sectors and businesses, this extraordinary year has revealed opportunities for businesses and workplaces - to transform in ways that were previously unimaginable. Those that use this time to leverage the appetite for change and reconsider the future of their workplaces, are likely to come out on top.

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Global employment law trends and predictions at the close of an extraordinary year - Lexology

How H.R. 1 allows Democrats to threaten democracy – Washington Times

ANALYSIS/OPINION:

Joe Biden will become president on Jan. 20, and his administration is taking shape. But it will be a shared presidency.

To win the support of Democratic activists the foot soldiers in both the mass protests that raged across the country and the Bernie Sanders presidential campaign Mr. Biden agreed to adopt much of the lefts socialist agenda.

Indeed, the administration may be his in name only. Mr. Biden will be under pressure from Democratic congressional leaders, most importantly House Speaker Nancy Pelosi, the extreme liberal from San Francisco, to back their radical agenda. Beyond his prime when taking office, Mr. Biden is not expected to run for reelection and will be a lame duck from day one. In fact, many observers believe Vice President-elect Kamala Harris, another far-left liberal from California, will effectively control the administration which will push its agenda further left.

At the top on the Democrats priority list is not raising the minimum wage, gutting the military or forced health care for all. Nope. Their first priority is rigging elections. So, if you thought the 2020 election season was a nightmare, then you are really not going to approve of the Democratic plan to turn that debacle into a never-ending reality.

The title of H.R. 1, dubbed For the People Act (the Senate companion measure is S. 949.) reminds one of the Orwellian double speak, War is Peace, Freedom is Slavery. It ought to be called, For the Democrats Act.

H.R. 1 a monster initially coming in at 622 pages when first introduced would remake the American political system to ensure progressive victories for years to come.

Its designation as number 1 demonstrated its importance to the Democratic leadership. Of course, with Donald Trump as president it was doomed to fail. However, come January the political situation will be very different.

House Speaker Nancy Pelosi, California Democrat, was quoted by The Wall Street Journal as saying she wants to start the year by again passing voting-rights legislation called H.R. 1. After becoming the presumptive Democratic nominee, supposed moderate Joe Biden pledged his support for the lefts radical agenda, including H.R. 1.

Explained Mr. Biden: A first priority of a Biden Administration will be to lead on a comprehensive set of reforms like those reflected in the For the People Act (H.R. 1) to end special interest control of Washington and protect the voice and vote of every American.

Again, more liberal double-speak: the complex legislation would impose progressive control in Washington and override the interests of all Americans. Many provisions would harm the public and our democracy. Among the four worst ideas:

1. Force Americans to support opposing candidates by creating a system of government financing for campaigns.

H.R. 1 includes public funding, long a favorite of the left. The federal government would provide a six-to-one match for smaller private contributions to candidates. A congressional candidate could get up to $5 million in public money. Forcing Americans to underwrite views they oppose is an unfair and inappropriate use of their tax dollars. Candidates unable to find private support should not be able to conscript other peoples money for their campaigns.

2. Override state election authority by mandating a plethora of procedures that would increase opportunities for vote fraud.

H.R. 1 would enact the lefts wish list to reduce election security: mandate automatic, online, and same-day registration; halt the purge of registration lists to improve accuracy; require universal absentee and universal voting. States would be helpless to stop electoral abuse.

3. Register 16-year olds and convicted felons to vote.

H.R. 1 also imposes a potpourri of other partisan favorites, such as registering 16-year-olds and forcing states to allow convicted felons to vote. Whatever the merits of such ideas, they should be left up to states. The federal governments constitutional power to set standards is not absolute. It is one thing for Washington to impose a few fundamental principles for voting nationwide. It is quite another to micromanage the process and impose what amount to special interest favors.

4. Making Election Day a holiday for federal employees, while encouraging private companies to do the same.

For more than two centuries the American people have done their civic duty without public reward. Taxpayers should not be expected to pay for a days work so a federal worker can vote. Nor should private employers be forced to foot the bill for their employees. If a state finds that some people have trouble finding the time to vote, it could keep the polls open longer.

The underlying principle of election reform is one all Americans should embrace. It is the specifics that are in dispute. Which is why Senate Majority Leader Mitch McConnell rejected the omnibus bill but said that he would consider individual provisions. He specifically suggested a ban on ballot harvesting. Other potentially bipartisan ideas include toughening restrictions on foreign financing and slowing the famed revolving door. However, Democrats have shown no interest in abandoning the provisions drafted for their benefit. Their objective is to forever win, not clean up elections.

Moreover, victory on H.R 1 would be merely the start. The left also is campaigning to kill the Senate filibuster. Then a bare congressional majority could create new states, adding reliable Democratic House and Senate votes, pack the U.s. Supreme Court with judicial activists ready to remake the U.S. Constitution, and engage in social engineering on a massive scale, with no legal or political constraint. Relaxing election security would reinforce this process.

H.R. 1 is the ultimate legislative Trojan Horse, presented in the name of the democratic process while designed to subvert the underlying democratic republic. Following nearly a year of changing election rules, and a grassroots Stop the Steal campaign, it is more important than ever to protect the integrity of elections.

For this reason conservatives and moderate Democrats fooled and bullied into supporting measures such as Defund the Police, should unite in opposition to H.R. 1. Passing this awful measure will lead to more cynicism, civil unrest and an uncertain future for our republic.

Matt Waters is president of the Turn the Tide Committee. He can be reached at mailto:matt@stopHR1.org matt@stopHR1.org.

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How H.R. 1 allows Democrats to threaten democracy - Washington Times

The real People of the Year workers & oppressed people of the world! – Workers World

NEW YORK, NY APRIL 17 2020: Public health workers, doctors and nurses protest over lack of sick pay and personal protective equipment (PPE) outside a hospital in the borough of the Bronx on April 17, 2020 in New York, NY.

In what can only be described as a big middle finger to healthcare workers, essential workers and all workers and oppressed persons who are rising up against police terror and fascism, the bourgeois weekly Time has named President-elect Joe Biden and Vice President-elect Kamala Harris as its Persons of the Year.

By mid-September, the death toll of health care workers in the U.S. from COVID-19 had topped 1,700 and climbing. (National Nurses United) By Dec. 15, the death toll overall in the U.S. from the virus had climbed to almost 304,000, with more than 16.7 million cases reported.

Yes, in the middle of this catastrophe, Time magazine found it appropriate to shine yet another spotlight on the bourgeois ruling class, ignoring health care workers entirely and disrespecting the historic revolutionary uprisings and mass marches that followed the murders of Ahmaud Arbery, George Floyd and Breonna Taylor.

Battling the capitalist media

It is easy to dismiss Time, Forbes or any sort of capitalist-funded media as against the people because they are! There is no doubt that the mainstream magazines, papers and television news channels are corporate-sponsored and capitalist-funded, right down to local news stations.

It is appropriate to say that the ruling class has a total monopoly on major press. It is also appropriate to say that one task of the working class is to wage a struggle against that monopoly and that bourgeois press, to forward the fight for socialism and anti-imperialism.

One example of this in action was the 2018 appearance of Workers World Party founding member Deirdre Griswold on the television talk show of right-wing reactionary Tucker Carlson. Griswold schooled him on the Democratic Peoples Republic of Korea but most importantly, she spoke directly to millions of viewers, giving them the real story of why socialism matters. In that capitalist forum, Griswold defended a revolutionary socialist nation fighting U.S. imperialism defended the DPRK unequivocally, as Workers World Party has always done.

In the midst of bourgeois media propaganda that champions the capitalist ruling class and spreads the lies of U.S. empire, it is a critical task of workers and oppressed persons of the world to struggle to fight for our own autonomy and self-determination in the media.

Time magazine ignores victims of U.S. capitalism

Who were the real People of the Year in 2020? Time could have shone a much-needed spotlight on healthcare workers across the country, from nurses to technicians to cleaning people, who have saved lives in underfunded hospitals with no beds and little or no PPE. Many have had to wear trash bags over their clothes! They are working grueling hours with few or no breaks, many for poverty wages. Many have died from the virus itself.

Instead, Time published a massive article on how Joe Biden and Kamala Harris saved the U.S. from President Trump. What that coverage glossed over is Joe Bidens long record of building up the death-dealing military and prison-industrial complex, and Kamala Harris habitual mistreatment of sex workers and transgender people when she was prosecutor and top cop of California.

Time humanized two staunch supporters and creators of the U.S. capitalist-imperialist empire while ignoring and dehumanizing the countless workers and oppressed people who have died alone and often penniless due to capitalist ruling class negligence and outright hostility to workers and oppressed people during the pandemic.

Overdue awakening

In June 2020, Times cover was a photo of a Black Lives Matter uprising with the headline, The Overdue Awakening. The article briefly outlined the uprisings, at that point only about a month old, along with police attacks on protesters in D.C., the mass arrests, the rise of U.S. citizens beginning to understand police terror as a very real problem and, of course, how Trump and his administration were adding fuel to the fire.

The article gave an even briefer look at the U.S. history of anti-Black terror, from chattel slavery to the underlying anti-Blackness of Social Security and other federal programs, to the current prison-industrial enslavement system. After acknowledging the murder of George Floyd, the Time article ended with an ironic statement: Awakening can be painful. But in America, a reckoning is overdue.

Time called for a supposed awakening. But after a Black-led uprising brought millions and millions of workers and oppressed people multi-gender, multinational and multi-generational into the streets, what did this capitalist propagandist do?

The bourgeois magazine glorified as People of the Year two people who ran on a platform directly, explicitly opposing the uprisings. Two people who have unequivocally supported the police and condemned the protesters.

So what sort of awakening is really needed? What about more mass protests and actions to build solidarity with those who are saving lives in the middle of the pandemic and those who are challenging death-dealing institutions of racism and incarceration, of woman-hating and queer-phobia, of ableism and ageism.

What about an awakening to the need to defeat capitalism and imperialism and build socialism?

We as Marxist-Leninists know who the real People of the Year are the workers and oppressed people of the world, united, who are waking up the planet!

Devin Cole is a transgender Marxist writer and organizer. They are the president of Strive (Socialist Trans Initiative), a transgender advocacy organization, and a member of Workers World Party, Central Gulf Coast (occupied Muscogee Creek land northwest Florida).

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The real People of the Year workers & oppressed people of the world! - Workers World

Live from the International Space Station Toggle header content – YourErie

Live from the International Space Station

Millcreek School District honored students by reminding them that the community is stronger together

Doctors are seeing a decrease in flu numbers possibly due to COVID restrictions

White House warns of new coronavirus strain

Man suspected in a 2019 Crawford County arson has now been charged with a new set of Erie County crimes

COVID vaccination programs are expanding in the region as more doses become available

Housing Authority of the City of Erie distributes payment in lieu of taxes to the City of Erie, Erie County and the Erie School District

Representative Mike Kelly continues to push the U.S. Supreme Court to overturn the Pennsylvania practice of mail-in voting

State police investigate fatality at the State Gamelands shooting range

ECGRA awards $505,216 to nine local organizations; marks one decade of investing in Lead Asset organizations

Johnny Heubel returns home for the first time since being hospitalized

Financial advisors give tips for how to budget the stimulus check

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Live from the International Space Station Toggle header content - YourErie

Dedicated commercial human in-space operations are coming sooner than you may realize – TechCrunch

If youve ever heard someone refer to the idea of working in space, youd be forgiven for thinking they were describing a science-fiction plot. But the number of humans actively working beyond Earths atmosphere and living significant chunks of their lives there, too is about to start growing at a potentially exponential rate. Given how small that population is now, the growth might look slow at first but its happening soon, and plans are in place to help it start ramping up quickly.

The main company leading those plans in the near-term is Axiom Space, a private space station service provider, and eventual operator. Axiom is founded and led by people with International Space Station experience and expertise, and the company already operates R&D missions on behalf of private clients on the ISS with the help of NASA astronauts. Its planning to begin shuttling entire flights of private astronauts to the station starting in 2021, and its also building a new, commercial space station to ultimately replace the ISS on orbit once that one is decommissioned.

Axiom Spaces Chief Business Office Amir Blachman joined us at TC Sessions: Space last week on a panel that included NASA Chief of Exploration and Mission Planning Nujoud Merancy, Sierra Nevada Corporation senior vice president and former astronaut Janet Kavandi, as well as Space Exploration Architecture (SEArch+) co-founder Melodie Yashar. The panel was focused on how public and private entities are preparing for a (relatively near) future in which humans spend more time off Earth and further away from it, too.

Its now, its been now for a couple years already, Blachman said, in response to a question about how far off humans beyond NASA astronauts living in space actually is. Axiom, sends crews to the International Space Station today on our own missions, while were building the new commercial space station that will succeed ISS when its decommissioned. Our first mission with a crew of four astronauts launches 12 months from now, and the four crew members have already gone through medical, theyve done their suit fittings, weve already integrated our medical operations and training team with our launch provider. Well launch that crew in 2021, another crew in 2022, two crews and 2023, four in 2024 and it grows from there.

Both Blachman and Merancy talked about the importance of automation and robotic systems on both Axioms future commercial space stations and on NASAs future habitats on the lunar surface, and on the lunar Gateway that will remain in orbit around the moon and act as a staging ground for lunar missions.

ISS was meant to be tended all the time, Merancy said. Its not meant to be an uncrewed station. And while the flight controllers on the ground do a lot of the actual operation of it, its meant to have people there to perform maintenance. We dont have that luxury, when you start talking about the lunar architecture, the Gateway will be tended only when the crew arrives, and the stuff on the surface will be tended only for, you know, a week at first and then longer over time. But you still want to have all of those things be capable of doing useful science or useful exploration even without the crew. So the ability to do tele robotics, maintain things via ground command and things like that so that when the crew arrives, they can just throw the hatch open and get to work would be the ideal state.

Weve been working under the assumption that these habitats and critical infrastructure on Mars, and now more recently on the moon should be constructed, and should be thought of as being constructed, as autonomously as possible, Yashar added. So we typically design for precursor missions, which would happen even before a crew arrives, hoping that almost all of the systems through construction, materials, excavation, materials handling and all of the other systems that weve been looking at would more or less happen as autonomously as possible.

Kavandi, too, echoed the sentiments of the others with regards to the degree to which modern human space systems will incorporate automation. I asked whether that would introduce complexity, but she said that rather, it should accomplish the opposite. Somewhat ironically, the path forward for human activity in space actually involves a lot less human activity at least when it comes to the business of operating and maintaining in-space infrastructure.

Advanced technology things can sometimes add simplicity, Kavandi said. As weve increased our capabilities over the years, with computers, for instance, theyve become easier to use, not harder to use. The objective is to try to minimize crew time and crew maintenance so that you can concentrate your time, your time for doing research, or whatever it is that youre supposed to do up there, whatever your mission happens to be. So the more we can simplify the interfaces, the more that we can have automation, where the crew only has to intervene when something is going wrong, but generally things go smoothly, and they dont have to do anything, that is an ideal situation. And in that case, you have a lot more free time available to then actually do the work that youre up there for.

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Dedicated commercial human in-space operations are coming sooner than you may realize - TechCrunch

New 8×8 CEO expected to improve business operations – TechTarget

Former RingCentral COO Dave Sipes will become the new 8x8 CEO, a move that brings a leader with proven strengths in effectively managing business operations to the video conferencing and call center company, analysts said.

It was announced last week that Sipes will replace outgoing CEO Vik Verma. Sipes oversaw RingCentral's business operations as revenue grew from $10 million to $1 billion in 12 years.

"It was the smart choice," said Zeus Kerravala, founder and analyst at ZK Research. "They need an execution person, and Sipes led [RingCentral] through its biggest years of growth."

Verma did well with product development, but he was weak in sales and marketing, analysts said. Sipes will likely energize the latter.

"They were doing really well on the product side," said 451 Research analyst Raul Castanon of 8x8. "Now they really need to balance that out."

During Verma's tenure, 8x8 updated its communications platform by acquiring video conferencing company Jitsi in 2018 and communications-platform-as-a-service provider Wavecell a year later.In 2017, the company bought Sameroom for its messaging tool that was interoperable with apps from different vendors.

Sipes's experience with several RingCentral partnerships could prove useful in bolstering sales operations as the new 8x8 CEO, Castanon said. RingCentral partnered with Avaya last year and Atos and Alcatel-Lucent this year to bring its UCaaS offering to companies still using its partners' legacy on-premises UC products.

"What gets my attention the most is the trajectory in the last two or three years in terms of what RingCentral did with partners on the business side," Castanon said. "[Sipes] was not the only one involved in that, but he was probably very influential in that strategy."

Sipes' initial challenges as 8x8 CEO include reversing the company's slowing revenue growth during the COVID-19 pandemic. Many of the small and medium-size businesses upon which 8x8 relies were hit hard economically.

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New 8x8 CEO expected to improve business operations - TechTarget