vania-janet/multiturn-rag-retrieval-data huggingface dataset:
EO-EEO | Cal Guard
CNG Form 690-50, Request and Authorization for Reasonable Accommodation (.pdf)
NGB Form 713-5, NGB Formal Complaint of Discrimination (.pdf)
Federal EEO Training (.pdf)

The Military Equal Opportunity program focuses on the comprehensive effort to eliminate unlawful discrimination, harassment, and provide fair treatment for all Military Service Members of the California National Guard without regard to Color, National Origin, Race, Religion, Reprisal, Sex-Gender, or Sexual Orientation.  Service Members include United States Code Title 32 Active Guard Reserve, Active Duty Operational Support, Traditional Soldiers and Airmen.  Service Members serving in Title 10, Active Duty, should contact their local servicing Equal Opportunity office for assistance due to having different processing procedures. 

CNGBI 9601.01, National Guard Discrimination Complaint Program (.pdf)
CNGBM 9601.01, National Guard Discrimination Complaint Process (.pdf)
CMDI 9600.03, Military Equal Opportunity Policy (.pdf)
CMDM 9600.03, Military Equal Opportunity Discrimination Complaint Process (.pdf)
NGB Form 333, Discrimination Complaint In the Army and Air National Guard (.pdf)
EO Leader’s Course Training Schedule (.pdf)
Military EO Training (.pdf)

The State Equal Employment Opportunity program focuses on California’s civil rights laws, the prevention of unlawful discrimination and harassment, and provide fair treatment for all Service Member of State Active Duty (SAD), State Military Reserve (SMR), and State Civil Service Employees (SCS) without regard to Age (over 40), Ancestry / National Origin, Disability (Mental and Physical), Gender Identity / Gender Expression, Genetic Information, Marital Status, Medical Condition, Military and Veteran Status, Race / Color, Religion / Creed, Sex – Gender (including pregnancy, childbirth, breastfeeding or related medical conditions), and Sexual Orientation.  

California Military Veteran’s Code, Sections 101, 130, 142, and 163
California Department of Fair Employment and Housing
State EEO Upward Mobility Plan (.pdf)
CMD Form 333, State Discrimination Complaint (.pdf)
CMD Form 690-50, Request for Reasonable Accommodation (.pdf)
SAD Discrimination Complaint Statement of Rights (.pdf)
SCS Discrimination Complaint Statement of Rights (.pdf)
EO-EEO | Cal Guard
The U.S. Access Board is the federal agency responsible for enforcing the Architectural Barriers Act (ABA) which requires access to facilities designed, built, altered, or leased with federal funds.  Accessibility standards are located at: Access Board Guidelines and Standards.  For information about filing a complaint regarding ABA issues, contact the EEO Office.

Special Observances are employment related programs and events designed to provide cultural awareness. These observances were established by law, Presidential Executive Orders, bill, or resolution of Congress. The Defense Equal Opportunity Management Institute (DEOMI), appointed by the Department of Defense (DoD), serves to present DoD approved themes and products in support of such notable events.

Dr. Martin Luther King, Jr. (3rd Monday of January)
African American/Black History Month (February)
Women’s History Month (March)
Days of Remembrance & Holocaust Remembrance Day (April – May)
Asian American Pacific Islander Heritage Month (May)
Pride Month (June)
Juneteenth (19 June)
Women’s Equality Day (26 August)
Hispanic Heritage Month (15 September – 15 October)
National Disability Employment Awareness Month (October) 
National American Indian Heritage Month (November) 

See the Defense Equal Opportunity Management Institute to learn more.

TAG policies applicable to all personnel and Service Members of the California National Guard and California Military Department.

Policy Memorandum 2020-07, Equal Opportunity (.pdf)
Policy Memorandum 2020-08, Equal Employment Opportunity (.pdf)
Policy Memorandum 2020-09, Prevention of Sexual Harassment (.pdf)
Policy Memorandum 2020-10, Equal Opportunity Complaint Process (.pdf)
Policy Memorandum 2020-11, Workplace Consideration of Others (.pdf)
Policy Memorandum 2020-12, Diversity (.pdf)
Policy Memorandum 2020-13, Fair Treatment (.pdf)
Policy Memorandum 2020-14, California Military Department Equal Opportunity Training Process (.pdf)

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Every New Yorker has the right to a workplace free from discrimination and harassment.  
We promote equal justice under the law and seek to combat any kind of discrimination in the workplace.
We investigate claims of employment-related discrimination under state, federal, and local laws where there is a “pattern or practice” (including an official or unofficial policy) of discrimination against employees.
Workplace discrimination includes being treated differently because of any of the following “protected classes:”

race
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military status
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sex
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arrest record or conviction record

Discrimination also includes harassment, or a continued pattern of unwelcome behavior, from anyone in the workplace based on any of these protected classes.
In New York City, it is also illegal to discriminate against workers based on: 

immigration or citizenship status
sexual and reproductive-health decisions
employment status
credit history
caregiver status

In addition, employers cannot discriminate against workers for engaging in certain activities outside of working hours, away from the employer’s premises, and without using the employer’s equipment or other property. These activities include: 

political activities
legal use of consumable products, including cannabis
legal recreational activities

To address discrimination and harassment in the workplace, the Civil Rights Bureau has recently sued employers in many industries, including restaurants and entertainment, construction, health care, insurance, and many others.
Think you might be the victim of workplace discrimination?
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1 California State Transportation Agency Secretary David Kim's Statement on Racial Equity, Justice and Inclusion in Transportation.

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April 24, 2024 - This report examines disproportionalities and disparities across California’s child welfare system in terms of income and race/ethnicity. The report provides background on the child welfare system, describes child welfare system disproportionalities and disparities, and lays out potential drivers of these inequities. Additionally, the report identifies a number of decision-making and policy areas that can help address disproportionalities and disparities, and provides options for the Legislature to consider.
 

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April 22, 2024 - Presented to: Assembly Budget Subcommittee No. 1 on Health
 

Brief


 
 Trends in Higher Education: Student Outcomes 
 

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April 18, 2024 - This brief is the third of a six-part series covering higher education trends in California. The third brief focuses on student outcomes and how they have changed over the past few decades. The brief also raises key issues for the Legislature to consider as it makes related policy and budget decisions.


 

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Legislative Analyst's Office | The California Legislature's Nonpartisan Fiscal and Policy Advisor
 
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California’s Child Welfare System: Addressing Disproportionalities and Disparities
In 2022, the Legislature approved AB 2665 (Carrillo), which required DSS to establish a three‑year blind removal pilot program in up to five counties. However, the bill was vetoed by the Governor, citing General Fund cost pressures and the need for additional time to consider any potential impacts on ICWA compliance. As described in the box above titled "'Blind' Review and Decision-Making," Los Angeles County recently piloted blind removal practices in two local offices. If the Legislature wishes to consider again a state‑funded pilot program across a few counties, the proposal could incorporate lessons learned from the Los Angeles pilot. 

General Neglect
Improve Data Collection to Better Quantify the Drivers of Neglect. As described in this report, the vast majority of California’s child welfare cases are broadly categorized as neglect, but the state’s child welfare data system does not provide quantifiable data about the underlying harm or risk to the child. To more effectively assess the impact of recent statutory changes and any future efforts to reform policies and practices around neglect, we suggest the Legislature consider directing DSS—with stakeholder input—to improve data collection in this area. For example, new required data fields could be added to social worker reporting forms to collect quantifiable information around the type of neglect and parental risk factors leading to substantial risk of harm to the child. (We note that these new reporting fields would need to be automated, and would therefore require state funding.) Moving forward, having quantifiable and aggregated data could help inform where additional augmentations or focus may be needed for services to address underlying conditions of neglect. 
Consider What Additional Information Would Be Helpful to Shape Further Legislative Policy Direction Around Neglect. Beyond changes to mandated reporter statute and training materials, and efforts to mitigate implicit bias, there may be additional policy and practice changes around neglect that the Legislature could consider to help ensure that legislative intent of AB 2085 and SB 1085 (that is, reducing unsubstantiated general neglect allegations and ensuring that families do not become involved with the child welfare system based on conditions of economic hardship) is met. In exploring what these potential policy and practice changes could entail, some questions for the Legislature to consider include:
Divorcio en California | California Courts | Self Help Guide
Para solicitar el divorcio en California, usted o su cónyuge deben haber vivido en California durante los últimos 6 meses y en su condado actual de California durante los últimos 3 meses. 
Existen otras reglas de residencia para separaciones legales, parejas del mismo sexo y parejas de hecho. Obtenga más información 

Separación legal 
Puede solicitar una separación legal tan pronto como uno de ustedes se mude a California. Si alguno de los dos quiere divorciarse, puede cambiar el caso a un divorcio una vez que uno de ustedes haya vivido en California (y un condado) el tiempo suficiente.
Parejas del mismo sexo 
Si se casó en California, pero ahora vive en un lugar que no permite el divorcio para parejas del mismo sexo, puede solicitar el divorcio en el condado en el que se casó. La corte puede poner fin a su matrimonio, pero es posible que no pueda tomar decisiones sobre los bienes, la manutención o los hijos. Consulte con un abogado para obtener más información. 
Parejas de hecho 
Si su pareja de hecho está registrada en California, no es necesario que cumpla con el requisito de residencia. Sin embargo, si ninguno de los dos cumple con el requisito, la corte podría poner fin a su relación de pareja, pero es posible que no pueda tomar decisiones sobre los bienes, la manutención o los hijos.  
Si no está registrado en California, deberá cumplir con el requisito de residencia. 

¿Necesita copias de los papeles de divorcio?
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The California National Guard Joint Diversity Executive Council (JDEC) is a body designated to serve as a working advisory group to The Adjutant General and other leaders in the California Military Department (CMD), which include offices and agencies that contribute to the diversity management policies/principles of our organization.  The Council’s mission is to “make a difference” by fostering an environment of inclusion.

Diversity and Inclusion Strategic Plan (.pdf)
JDEC Signed Charter (.pdf)

TAG policies applicable to all personnel and Service Members of the California National Guard and California Military Department.

Policy Memorandum 2020-07, Equal Opportunity
Policy Memorandum 2020-08, Equal Employment Opportunity
Policy Memorandum 2020-09, Prevention of Sexual Harassment
Policy Memorandum 2020-10, Equal Opportunity Complaint Process
Policy Memorandum 2020-11, Workplace Consideration of Others
Policy Memorandum 2020-12, Diversity
Policy Memorandum 2020-13, Fair Treatment
Policy Memorandum 2020-14, California Military Department Equal Opportunity Training Process

Special Observances are employment related programs and events designed to provide cultural awareness.  These observances were established by law (and/or local state law), bill, or resolution of Congress.
Accessibility | California State Senate
Within 15 days after discussing the matter with the complainant, the ADA coordinator will respond to the complainant in writing or, where appropriate, in a format accessible to the complainant. The response will explain the position of the California State Senate with respect to the complaint and offer options for substantive resolution of the complaint.Appeal to the Secretary of the SenateIf the response does not satisfactorily resolve the issue, the complainant may appeal the decision to the Secretary of the Senate.  Appeals should be submitted within 15 days after receipt of the ADA coordinator’s response. Within 30 days after receiving the appeal, the Secretary of the Senate, or his or her designee, will review the complaint and the determination of the ADA coordinator and respond in writing or, where appropriate, in a format accessible to the complainant with a final resolution of the complaint.Document RetentionAll written complaints received by the ADA coordinator, appeals to the Secretary of the Senate, and responses from the ADA coordinator and the Secretary of the Senate will be retained by the Senate Committee on Rules for at least three years from the date of the final resolution of the complaint. Footer Site Map Privacy and Conditions of Use Accessibility Back to Top Feedback Careers Reporting Inappropriate Workplace Conduct Copyright © 2024 State of California WAS User Menu
Accessibility | California Air Resources Board
CARB prohibits discrimination on the basis of disability in its hiring or employment practices.CARB will, to the best of our ability:Ensure that all meetings, conferences, training courses, and hearings sponsored by CARB are accessible, free from architectural and communication barriers.Upon request, provide auxiliary aides and services for persons with disabilities as needed to ensure program access, unless such accommodation would result in undue burden.Engage in interactive, courteous dialogue with the individual making a request for an accommodation.Provide publications in alternative formats such as in Braille, large print, computer disk / CD / DVD, or tape cassette. There will be no cost to the requester.For those who will be attending a meeting, CARB may provide sign language interpreters, assistive hearing devices or other types of accommodations upon request. There is no charge for this service. Requests must be provided as soon as possible or no later than 10 (ten) business days before the event / meeting / hearing.For questions, concerns, or requests regarding a disability-related accommodation, please contact:Voice Telephone: (916) 323-4916TTY / TDD / Speech-to-Speech: 7-1-1California Relay Service (CRS): (800) 735-2922 (Voice)Equal Employment Opportunity Program, ADA CoordinatorAccessibilityCARB Website Accessibility CertificationCARB is committed to making its websites equally accessible for all visitors. The websites are designed, developed, and maintained to comply with California Government Code Sections 7405 and 11135 and the Web Content Accessibility Guidelines (WCAG).CARB continuously works on website accessibility improvements to meet the standards specified in WCAG 2.1 Level AA.We strive to maintain all information at acceptable accessibility levels, but some of the older and historical documents, which provide value to our website visitors, may not meet the defined standards. If you are unable to view or access one of these documents, please contact us for assistance.Difficulty Accessing MaterialContact us if there is any difficulty accessing material so the problem can be corrected and/or the information can be provided in an alternative format.
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Jury Service | Superior Court of California | County of Alameda
If the information you provide to these three sources is not identical, you may be summoned more often than others.

Can I send my spouse in my place?

No, you may not substitute someone else in your place for jury duty. The selection process is done randomly and must stay that way.

How does a juror make an ADA accommodation request?

You may contact the court to request an ADA accommodation at ADA_Request@alameda.courts.ca.gov, (510) 891-6211 or (510) 891-6213. For the ADA accommodation form please click here.

 

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