cousin of aol co-founder steve case. new congress, new leaders, watch it all on c-span. now more from the u.s. judicial conference public hearing regarding proposed changes to sexual misconduct policy. in this portion, a group of yale law students testify before the panel. this is an hour and 35 minutes. delighted to have the video, chief judge julie robinson, who was a valuable member of the working group and who has very graciously agreed to talk to us this afternoon. judge robinson, julie, it s wonderful to see you. can you hear me? i can. can you hear me? perfectly. can you hear me? yes. very well. good. please go ahead when you re ready. okay. well, thanks, first of all, for giving me the opportunity to talk to you from kansas. as you said, judge, i was a member of the working group on workplace conduct and we began our work in january and it culminated i shouldn t say culminated, our work will continue and we issued a report june 1 that i know you al
this is about 90 minutes. we are delighted to have the video chief judge julie robinson who was a valuable member of the working group and who has very graciously agreed to talk to us this afternoon. judge robinson, julie, it s wonderful to see you. can you hear me? i can. can you hear me? perfectly. can you hear me? yes. very well. good. please go ahead when you re ready. okay. well, thanks, first of all, for giving me the opportunity to talk to you from kansas. as you said, judge, i was a member of the working group on workplace conduct and we began our work in january and it culminated and i shouldn t say culminated. our work will continue and we issued a report june 1 that i know you all are familiar with. if i can start by giving a synopsis about how we went about our work and focused on what the four key findings are and all of which i think we ve addressed in one way or another with your proposed changes. so we re a small group and from the outset, we v
we are a small group. from the outset we viewed our mission as determining what processes, procedures and rules could fix the problem, so to speak. we did not think that our mission should be to endeavor some sort of long-term study of the extent of the problem. we started with the assumption that we had a problem. we are a workplace of about 30,000 employees. we had no reason to think that we didn t have some problems, whether it was pervasive or not, if there was even a minor number of problems, we felt that it deserved our full attention. we were informed by a number of sources. you have heard from two representatives of the group comprised primarily of former law clerks. they spent time with us, considerable time with us, in fact, met with us three out of our four face-to-face meetings, and we adopted largely or virtually all of the recommendations that they gave us. we were also greatly informed by the longitudinal study the eeoc did in 2017, and the findings that they m
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