Category: Featured

  • 15 Toxic Things Parents Say to their Children (2024)

    15 Toxic Things Parents Say to their Children (2024)

    Parents play a crucial role in shaping their children’s self-esteem and emotional well-being. However, certain words and behaviors can unintentionally cause harm, leading to long-lasting emotional damage.

    Toxic remarks or actions, whether intentional or not, can make children feel unworthy, insecure, or neglected.

    In this article, we’ll explore specific examples of harmful things parents might say or do and how these behaviors can negatively impact a child’s development.

    Toxic Things Parents Say to their Children

    1. Dismissing Accomplishments

    Example: “Oh, you got a B? That’s not impressive, anyone can do that.”

    Explanation: Dismissing a child’s achievements, no matter how small, invalidates their efforts and can make them feel like nothing they do is ever good enough. This constant dismissal leads to a lack of motivation and self-confidence, as the child internalizes that their hard work or success will never be acknowledged or appreciated by those they seek validation from the most.

    2. Playing Favorites

    Example: “Your sister is my favorite because she never gives me trouble like you do.”

    Explanation: Playing favorites creates rivalry and animosity between siblings and fosters resentment in the child who feels less loved. This favoritism can lead to long-lasting emotional scars, causing the unfavored child to constantly seek approval or attention in unhealthy ways. It erodes trust and connection in the parent-child relationship, as the child feels unworthy of their parent’s affection.

    3. Undermining Confidence

    Example: “You’ll never be able to do that. Why even try?”

    Explanation: Telling a child they aren’t capable of something kills their confidence and discourages them from trying new things. This type of remark plants seeds of self-doubt, making the child feel incompetent or inferior. Over time, the child may start to believe that they aren’t capable of success, leading to low self-esteem and a fear of failure.

    4. Public Shaming

    Example: “Why can’t you act right? You’re embarrassing me in front of everyone!”

    Explanation: Publicly shaming a child humiliates them and damages their sense of self-worth. It turns the focus from correcting behavior to making the child feel ashamed of who they are, especially when it happens in front of others. This approach not only harms their self-esteem but also teaches them that mistakes are something to hide, rather than opportunities to learn and grow.

    5. Threatening Abandonment

    Example: “If you don’t behave, I’ll just leave you here.”

    Explanation: Threatening to abandon a child, even in jest, can create deep fears of abandonment and insecurity. It undermines the child’s trust in their parents and can cause long-lasting emotional trauma. Children rely on their parents for safety and security, and threatening to remove that support can lead to anxiety and a fear of being unloved or unwanted.

    6. Silent Treatment

    Example: Ignoring the child for days after they’ve done something wrong.

    Explanation: The silent treatment is a form of emotional manipulation and punishment that isolates the child, leaving them to feel abandoned and confused. Instead of resolving conflict in a healthy way, this behavior teaches the child that love and attention are conditional. It can create anxiety, a fear of confrontation, and a deep sense of insecurity in their relationship with their parents.

    7. Critiquing everyday Actions

    Example: “Why are you always so lazy? Don’t you care about anything?”

    Explanation: This type of question is designed to provoke shame rather than address the behavior. It paints the child as inherently flawed instead of focusing on the specific issue. This can lead to feelings of guilt, frustration, and confusion about their identity, as the child is made to feel their actions are linked to their worth as a person.

    8. Commenting Negatively about Their Appearance

    Example: “You’d be so much prettier if you lost some weight.”

    Explanation: Comments like this damage a child’s self-esteem and body image, making them feel inadequate. Constant criticism of appearance can lead to long-term issues like body dysmorphia, eating disorders, and self-worth problems. Children begin to internalize that their value is tied to their looks, rather than who they are.

    9. Unhealthy Comparisons

    Example: “Why can’t you be more like your brother? He always gets good grades.”

    Explanation: Comparing a child to a sibling or peer can cause resentment, insecurity, and a constant feeling of inadequacy. This type of remark fosters competition rather than support, leaving the child feeling that no matter what they do, they will never measure up. Over time, it can damage self-esteem and create unnecessary tension within the family dynamic.

    10. Overreacting to Mistakes

    Example: “I can’t believe you did that! You’ve ruined everything!”

    Explanation: Overreacting to a child’s mistake makes them feel like their errors define them and are unforgivable. This kind of extreme response can cause the child to fear failure or mistakes, leading them to become overly cautious or anxious. It also discourages them from taking risks or trying new things, as they begin to associate making mistakes with extreme disappointment and anger from their parents.

    11. Empty Promises

    Example: “I’ll take you to the park this weekend, I promise,” but it never happens.

    Explanation: When parents repeatedly make promises they don’t keep, it breaks trust and makes the child feel unimportant. This can lead to disillusionment, where the child stops believing in what their parent says. Over time, the child might become less emotionally attached or stop relying on the parent, leading to feelings of betrayal and disappointment.

    12. Refusing to Apologize

    Example: “I’m the parent, I don’t have to say sorry to you.”

    Explanation: When parents refuse to apologize, they teach children that accountability and taking responsibility for mistakes is unnecessary, especially if you’re in a position of power. This can erode trust and respect between the parent and child, as the child may feel that their feelings are invalid. Apologizing models humility and empathy, and without it, children may grow up with a distorted view of conflict resolution and respect.

    13. Making Jokes at the Child’s Expense

    Example: “You’re such a klutz, no wonder you can’t do anything right.”

    Explanation: Joking at a child’s expense under the guise of humor can feel like betrayal, especially if the parent downplays their emotions by saying, “It’s just a joke.” These remarks hurt because they often highlight insecurities or flaws the child is already self-conscious about. Over time, this behavior can cause deep emotional wounds and lead the child to doubt their abilities, even when meant in a lighthearted way.

    14. Selfish Commentary

    Example: “I wish I never had kids. My life would’ve been so much better.”

    Explanation: This statement makes the child feel like an unwanted burden and deeply impacts their emotional security. When a parent expresses regret over having children, it communicates that the child is the root cause of their unhappiness. This can lead to feelings of rejection, unworthiness, and emotional neglect.

    15. Making the Child Feel Like a Burden

    Example: “You’re such a hassle. I can’t do anything because of you.”

    Explanation: Statements like this frame the child as an obstacle to their parent’s happiness or freedom. It fosters guilt and self-blame, making the child feel like they are in the way or a nuisance. Over time, this can erode their sense of belonging and make them believe they are undeserving of love and care.


    Chris

    Dr. Chris Drew is the founder of the Helpful Professor. He holds a PhD in education and has published over 20 articles in scholarly journals. He is the former editor of the Journal of Learning Development in Higher Education. [Image Descriptor: Photo of Chris]

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  • Supreme Court Rejects Biden Administration’s Request for Relief in Title IX Legal Challenges – CUPA-HR

    Supreme Court Rejects Biden Administration’s Request for Relief in Title IX Legal Challenges – CUPA-HR

    by CUPA-HR | August 19, 2024

    On August 16, the U.S. Supreme Court ruled against the Biden administration’s request to partially overturn preliminary injunctions from lower courts that block the Department of Education from enforcing the administration’s April 2024 Title IX final rule. The decision leaves the preliminary injunctions from the lower district courts in place, preventing the new Title IX rule from taking effect in 26 states and hundreds of schools in other states.

    Background

    Shortly after the Biden administration’s Title IX final rule was published, over two dozen states and advocacy groups filed lawsuits challenging the rule. Over the course of the summer, decisions from lower district courts across the country placed preliminary injunctions on the final rule, leading to the blocking of the final rule in 26 states, as well as at hundreds of schools where members of the Young America’s Foundation, Female Athletes United and Moms for Liberty are in attendance.*

    After several preliminary injunctions were issued, the Biden administration appealed to the Supreme Court with an emergency request asking the court to limit the scope of the preliminary injunctions placed by the lower courts. Specifically, the Biden administration asked the Supreme Court to limit the scope of the preliminary injunctions to only block provisions of the Title IX final rule related to gender identity, arguing that the lower courts’ decisions to grant the preliminary injunctions were based on concerns with the expanded protections for transgender students. The Biden administration had hoped that by limiting the scope of the preliminary injunctions, other provisions like the new grievance procedures and training requirements would be able to take effect on August 1.

    Supreme Court’s Decision

    In a 5-4 decision, the Supreme Court rejected the Biden administration’s plea to limit the scope of the preliminary injunctions, leaving in place the lower courts’ rulings. The majority opinion stated that the Biden administration did not provide a strong enough argument to sway the Supreme Court to overturn the lower courts’ decisions, and they argued that the gender identity provisions the Biden administration had hoped to limit the scope of the preliminary injunctions to were “intertwined with and affect other provisions of the rule.”

    Looking Ahead

    With the Supreme Court’s decision, the preliminary injunctions from the lower courts are still in place. Further decisions from the district courts on the legality of the final rule are still pending. The Title IX rule could return to the Supreme Court in the future, however, depending on how lower courts rule on the legality of the final rule and whether those decisions are appealed.

    CUPA-HR will keep members apprised of any updates on the legal challenges against the Biden administration’s Title IX rule.


    *The 26 states where the rule is blocked from being enforced by the Department of Education are Alabama, Alaska, Arkansas, Florida, Georgia, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Mississippi, Missouri, Montana, Nebraska, North Dakota, Ohio, Oklahoma, South Carolina, South Dakota, Tennessee, Texas, Utah, Virginia, West Virginia, and Wyoming. The final rule is also blocked from taking effect at hundreds of colleges and universities across the country, including in states that did not challenge the Title IX final rule. A list of those schools can be found here.



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  • 15 Red Flags Early in a Relationship (2024)

    15 Red Flags Early in a Relationship (2024)

    So you go out on a first date, then, a second, then a third. And this person seems perfect – maybe even too perfect. There’s a good chance they’re just perfect for you. But there’s also a chance there’s something you’re missing. So let’s explore some potential red flags for the date that just seems that little bit TOO perfect.

    Red Flags in a Relationship

    15. They’re overly charismatic.

    Example: “Whenever we’re out, they always seem to charm everyone, but I can’t shake the feeling that it’s all just an act.”

    Excessive charm can mask a person’s real intentions. While it’s easy to be captivated by someone who always seems to say the right thing, this charm may be a distraction from deeper issues like dishonesty or manipulation. Charismatic individuals may use their likability to avoid accountability or prevent you from noticing problematic behavior. It’s crucial to assess if the charm is genuine or simply a tool for control.

    14. Lack of depth in conversations.

    Example: “Every time I try to talk about something meaningful, they quickly change the subject to something light and superficial.”

    Surface-level conversations are common when you’re just getting to know someone, but if they consistently avoid deeper topics, it could signal emotional unavailability. If they steer clear of meaningful discussions about emotions, values, or future plans, it may indicate that they’re not interested in building a true connection. This lack of depth may prevent the relationship from growing and leave you feeling emotionally unfulfilled.

    13. Inconsistent stories.

    Example: “Last week they said they grew up in the city, but now they’re talking about how much they loved growing up on a farm.”

    If someone’s stories frequently change or they struggle to remember details about past experiences, it can be a sign that they’re fabricating or embellishing parts of their life. These inconsistencies could point to dishonesty or manipulation, as they may be trying to create an image of themselves that isn’t real. Pay attention to whether their stories align with what they’ve previously said or if there are glaring contradictions.

    12. They’re overly agreeable.

    Example: “No matter what I suggest, they always say ‘yes,’ but I’m starting to wonder if they have any opinions of their own.”

    While it can feel nice when someone agrees with you, constant agreement could indicate that they are trying too hard to gain your approval or avoid conflict. People who always go along with whatever you say might lack their own sense of self or be hiding their true thoughts and feelings. Disagreements are natural in any healthy relationship, and someone with genuine opinions won’t always mirror yours.

    11. They avoid personal questions.

    Example: “Whenever I ask about their family or past, they dodge the question or give vague answers.”

    Deflecting or avoiding personal questions, especially about their past, can be a major red flag. This type of behavior might suggest that they are hiding something significant, such as past mistakes or unresolved issues. Open communication is essential in building trust, and someone who refuses to share basic details about their life may not be ready for a genuine connection.

    10. They’re too quick to commit.

    Example: “After just two weeks of dating, they were already talking about moving in together and planning a future.”

    If someone pushes for a serious relationship too quickly, it can feel flattering at first but often signals deeper issues. Fast-tracking commitment can be a strategy to secure control or trust before you’ve had the chance to truly know each other. Healthy relationships take time to develop; rushing can prevent you from noticing potential red flags or from establishing a solid foundation based on mutual understanding.

    9. Excessive flattery.

    Example: “They constantly tell me how amazing I am, but sometimes it feels like they’re just trying to win me over too quickly.”

    Compliments are nice, but when someone showers you with praise all the time, it can feel insincere or overwhelming. Excessive flattery is sometimes used to lower your defenses and make you more trusting before they reveal less favorable aspects of their personality. Be cautious if the flattery feels more like a manipulation tactic than genuine admiration, especially if it’s aimed at gaining your trust too quickly.

    8. They’re too smooth or polished.

    Example: “Everything they say and do seems rehearsed, like they’re performing rather than being real with me.”

    Someone who always appears perfect or seems too polished in their behavior may be putting on a facade. While it’s natural to want to make a good first impression, perpetual perfection is unsustainable and often hides flaws or insecurities. Authentic people are willing to show their vulnerable side, make mistakes, and be real, whereas overly smooth individuals may be masking their true selves.

    7. Lack of close long-term relationships.

    Example: “When I asked about their friends, they mentioned a lot of acquaintances, but no one they’ve known for more than a year.”

    If someone doesn’t have any close, long-standing friendships, it may indicate that they struggle with maintaining meaningful relationships. People with a pattern of brief or superficial connections might have trouble being vulnerable, resolving conflicts, or showing empathy. Healthy relationships, both romantic and platonic, are built on trust, respect, and longevity—lack of such relationships could be a red flag.

    6. They’re secretive about their life.

    Example: “They never tell me where they’ve been or what they’re doing, and their phone is always off limits.”

    Secrecy is often a sign of deception or withholding information. If they are vague about their daily activities, background, or who they spend time with, it could mean they’re hiding important aspects of their life from you. Open and transparent communication builds trust, and someone who keeps too much of their life hidden may be protecting a side of themselves they don’t want you to know about.

    5. They’re always the victim.

    Example: “Every story they tell about past relationships ends with how they were wronged, and never what they might have done wrong.”

    When someone consistently portrays themselves as the victim in past relationships or other life situations, it might suggest they have trouble taking responsibility for their actions. While it’s natural to encounter hardships, if they blame everyone else for their problems without acknowledging their own role, it could indicate a pattern of deflection and lack of accountability. Look for balance in their stories, where they own up to their mistakes.

    4. They tell unrealistic life stories.

    Example: “They claim to have met celebrities and traveled the world, but a lot of the details just don’t add up.”

    Stories that seem exaggerated or too good to be true can be a red flag. People who feel the need to embellish their experiences may be insecure about their real selves or trying to craft a more appealing persona. Overly dramatic or fantastical accounts may suggest that they are not being truthful, and it’s important to gauge if their life stories match up with reality.

    3. They have had a lot of sudden life changes.

    Example: “They’ve switched jobs three times this year and recently moved cities without much explanation.”

    While change is a natural part of life, frequent and abrupt shifts—such as changing jobs, moving homes, or cycling through friend groups—can indicate instability. Consistency in personal and professional life often reflects a level of responsibility and commitment. Sudden, unexplained changes could signal that they are running away from unresolved issues or struggling to maintain stability.

    2. They’re reluctant to introduce you to others.

    Example: “Despite dating for months, they still haven’t introduced me to any of their friends or family.”

    If someone is hesitant to introduce you to their family, friends, or colleagues, it could indicate they are hiding you from parts of their life or that they’re not serious about the relationship. Being part of each other’s social circles is a natural progression in a healthy relationship, and reluctance to do so may suggest they have something to hide or aren’t fully committed.

    1. They have perfectionist tendencies.

    Example: “They expect everything to be flawless, from how the apartment is arranged to how I dress, and it’s starting to feel exhausting.”

    Perfectionism can indicate underlying control issues or deep insecurities. If they hold themselves—and you—to impossibly high standards, it can lead to stress, frustration, and disappointment. No one is perfect, and striving for flawlessness can prevent authentic connection. Healthy relationships embrace imperfections and allow both partners to be human without fear of judgment.

    What about Green Flags?

    Okay, so those are our red flags. But what are the green flags showing you’ve found the one? Well, I show you the green flags to look out for in this article.


    Chris

    Dr. Chris Drew is the founder of the Helpful Professor. He holds a PhD in education and has published over 20 articles in scholarly journals. He is the former editor of the Journal of Learning Development in Higher Education. [Image Descriptor: Photo of Chris]

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  • 15 Inspiring & Fun Teacher Desk Setup Ideas (2024)

    15 Inspiring & Fun Teacher Desk Setup Ideas (2024)

    Looking to refresh your workspace with a fun and inspiring teacher desk setup? Whether you’re in a classroom or teaching from home, your desk can be a creative hub that fuels productivity and positivity. From colorful organizers to cozy lighting, the right setup can transform your space into one that sparks joy.

    Check out these inspiring desk ideas to give your teaching environment a fresh new vibe!

    Teacher Desk Setup Inspiration

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    Chris

    Dr. Chris Drew is the founder of the Helpful Professor. He holds a PhD in education and has published over 20 articles in scholarly journals. He is the former editor of the Journal of Learning Development in Higher Education. [Image Descriptor: Photo of Chris]

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  • Hire Academic Writer [MBA, 10Yrs Exp]

    Hire Academic Writer [MBA, 10Yrs Exp]

    You can download project topics and share that with us to prepare your synopsis format and final year project report.

    Our Team have 10 year+ extensive and in-depth professional background with strong research skills in academic writing, content writing, articles, research papers, mba project making, clinical training related dissertation, nursing or Healthcare Industry projects. 

    We also offer free revision until you are satisfied with our writing service and offer personalized support with project mentor to guide you for your academic success till your university approve the report from anywhere in the world.

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  • HR and the Courts — August 2024 – CUPA-HR

    HR and the Courts — August 2024 – CUPA-HR

    by CUPA-HR | August 14, 2024

    Each month, CUPA-HR General Counsel Ira Shepard provides an overview of several labor and employment law cases and regulatory actions with implications for the higher ed workplace. Here’s the latest from Ira.

    Student-Athletes and NCAA Propose a $2.8 Billion Settlement in Antitrust and Name, Image and Likeness Case

    Attorneys representing student-athletes have filed for court approval of a $2.8 billion settlement reached with the NCAA and the Power Five conferences. Bloomberg reports that the student-athletes were pursuing a $4.5 billion claim.

    Under the proposed settlement, a men’s football or basketball player would receive roughly $135,000 and a female basketball player would receive roughly $35,000. Athletes in other Division I sports, including football and basketball players in non-Power Five conferences, would also recover under the proposed settlement, although the terms of that recovery are not yet clear.

    Also under the proposed settlement, Division I schools will be able to provide student-athletes with direct payment up to a cap of 22% of the Power Five schools’ average athletic revenue per year. The payment pool will be more than $20 million per school in the 2025-26 academic year and will grow from there. The Power Five includes the Big Ten, Big 12, Atlantic Coast Conference, Southeastern Conference and Pac-12. (The Pac-12 lost its autonomy status for 2024-25 after 10 of 12 of its members departed for other conferences.) The proposed settlement was filed in the U.S. District Court for the Northern District of California (In Re College Athlete NIL Litigation (N.D. Cal., 4:20-cv-03919, 7/26/24)).

    It is reported that the multibillion-dollar settlement would be paid out over 10 years. A preliminary approval hearing will take place in September to be followed by a comment period from class members. If approval is reached it will spare the NCAA and the Power Five from a trial scheduled to take place in January, 2025.

    Employee Status of Student-Athletes Under the FLSA Still Undecided as Court Rejects NCAA’s Appeal

    The 3rd U.S. Circuit Court of Appeals (covering Delaware, New Jersey, Pennsylvania and the Virgin Islands) rejected the appeal of the NCAA contesting the trial court decision that college athletes are entitled to a trial to decide whether they are employees under the FLSA.

    The appeals court remanded the case back to the trial judge for more analysis on the applicable standard to be used in determining whether a student-athlete is an employee. The decision allows the college athletes to continue to pursue their claims, which allege that the NCAA and colleges are joint employers (Johnson V. NCAA (3rd Cir. No. 22-01223, 7/11/24)).

    The decision contrasts with the former holdings of the 7th U.S. Circuit Court of Appeals and the 9th Circuit, which rejected claims that student-athletes were employees. In remanding the case back for further analysis, the 3rd Circuit left room for the court to hold that some college athletes maintain their amateur, non-employee status while others are employees subject to the minimum wage requirements of the FLSA.

    The decision also rejected the term “student-athlete,” commenting that the term is an “NCAA marketing invention” designed to “conjure up the nobility of amateurism,” assert “the precedence of scholarship over athletics,” and “obfuscate the nature of the legal relationship at the heart of a growing commercial enterprise.” The decision stated that college athletes “cannot be barred as a matter of law from asserting FLSA claims simply by virtue of the revered tradition of amateurism.” Finally, the court remanded the case to the trial judge to use common-law factors, such as level of control and presence of payments, to determine the employee status of college athletes.

    Unionization Petitions Filed With NLRB Increase by 30% in 2024 — Decertification Petitions Increase by 12%

    Petitions filed with the National Labor Relations Board (NLRB) to both certify and decertify union representation are up dramatically so far this year.

    The increase in certification petitions is partially attributed to the NLRB’s decision in the Cemex decision. That decision requires employers, in response to a certification petition, to either voluntarily recognize the union or file an RM, which is used by employers to dispute that the union has majority status. The increase in activity also comes after the NLRB altered its administrative procedures to shorten the time between petition filing and the election.

    The NLRB also reports that its regional offices have conducted more representation elections so far in 2024 than in the entire 2023 fiscal year. Finally, the NLRB reports that unions have won 79% of union-filed petitions and 70% of employer-filed petitions.

    EEOC Signals Second Attempt to Require Employers to Report Pay Data by Race, Sex and Job Category

    The Equal Employment Opportunity Commission has indicated in its July regulatory playbook that it intends to make another attempt to require that employers annually report pay data by race, sex and job category. Its first attempt to do so was canceled by court intervention in 2016 during the Obama administration.

    The EEOC indicated it will use the Administrative Procedure Act (APA) as opposed to the Paperwork Reduction Act (PRA) to issue the new regulations. Under the APA, advance notice, including a comment period, is required. Also under the APA, an individual or organization has the private right of action to block the regulation.

    The recent Supreme Court decision in the Chevron case may make such APA challenges easier to manage for employers and employer organizations seeking to challenge the new attempt to collect pay data. In the Chevron case, the Supreme Court abandoned the rule of the presumption of legitimacy of federal agency decisions.

    Court Concludes NLRB Failed to Explain Why It Rejected Employer Objections in Union Election  

    The U.S. Court of Appeals for the District of Columbia Circuit concluded that the NLRB failed to coherently explain its rejection of employer election objections when the NLRB certified a union in a one-vote victory in a mail ballot election.

    The D.C. Circuit court concluded that the NLRB used different legal tests without explanation when it rejected an employer’s objections to the mail ballot election (GHG Mgmt LLC V. NLRB (DC Cir. No, 22-01312, 7/9/24)).

    The court ruled in a unanimous, three-judge decision that the NLRB failed to adequately explain its rejection of employer objections and remanded the case back to the NLRB for determination over which test it used to reject the employer’s objections. The court stated it can only rule on whether the NLRB’s decision was correct if it knows which test the NLRB used in coming to its decision. This case is another criticism of the NLRB’s handling of mail-in ballot elections used during and after the COVID-19 pandemic.

    Federal Judge Temporarily Rejects Texas AG’s Attempt to Block EEOC Guidance on LGBTQ+ Employees

    A federal district trial judge has temporarily rejected the Texas attorney general’s attempt to block current EEOC guidance that covers LGBTQ+ employees. The guidance protects employees’ right to choose pronouns and bathrooms consistent with their gender identity.

    The federal judge dismissed the case, holding that the Texas attorney general must file a new case and not rely on the past decision in which the federal judge vacated similar EEOC regulations protecting LGBTQ+ employees (State of Texas V. EEOC (N.D. Tex. No. 2-21-cv-00194, 7/17/24)).

    The judge ruled that his prior decision in favor of the Texas attorney general vacating prior EEOC LGBTQ+ regulations can be used as a predicate for a new case. Nonetheless, the Texas attorney general must file a new case seeking new injunctive relief. The federal judge explained that his prior decision addressed the EEOC’s 2021 guidance alone and a new case must be filed to adjudicate the issues involved in the new EEOC guidance.



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  • How many colleges are there anyway? Version 2022

    How many colleges are there anyway? Version 2022

    I’ve always been fascinated by the idea of “colleges.”  We think we know what we mean when we say it, but do we really?

    When some people say “college” they might mean any four-year college that enrolls undergraduates.  Others might mean everything except for-profit colleges.  Do you include community colleges in your group?  Some people do, and others don’t.

    And of course, I’d be remiss if I didn’t point out that when some major news outlets talk about “college” they are really talking about the 15 or  50 institutions their readers or listeners fascinate over.

    Well, now you can see the answer.  Sort of.  I started with IPEDS data, which includes all post-secondary institutions that receive Title IV aid.  There are many institutions in the US that don’t and although they can report to IPEDS, they are not required to, and many don’t.

    But if we start with all the IPEDS institutions that enrolled at least one student in 2022, you get 5,978.  And that’s where the fun begins.  

    There are two quick views here.

    The first view (using the tabs across the top) shows several common ways of breaking colleges into groups: By region, Carnegie type, and control, for instance.  It’s not interactive, but you can see how your concept of colleges might be too small.

    The second tab makes up in interactivity what the first tab missed.  Use any of the filters to filter to the number based on your definition: Some of the filters are discrete, some are numeric ranges.  Any combination is fine, and the pink bar will update automatically with the new count.  Be sure to read the instructions at the bottom about how to use the discrete filters.

    Anything jump out at you here? Leave a comment below.

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  • JOB SATISFACTION QUESTIONNAIRE FOR MBA PROJECT

    JOB SATISFACTION QUESTIONNAIRE FOR MBA PROJECT

    Job Satisfaction Questionnaire for mba project

    Here is the Job Satisfaction Questionnaire for mba project  to give you an idea how to frame your project questionnaire for data analysis and help you to get top grade in your project. You must remember that the questions you are choosing should be unique and should fulfil the objective of the project. The goal should be to find the solution of the problem you are trying to solve.

    Questionnaire

    Please share the following details:

    NAME: ………………………………………….

    DESIGNATION: ……………………………….

    COMPANY: …………………………………….

    1. I am often stressed out at work.
    2. I you’ve been passed over for promotions multiple times in last two years.
    3. I spend parts of my daydreaming about a superior job.
    4. I find much of my job repetitive and boring.
    5. I am Mentally and emotionally exhausted  at the end of a day at work.
    6. I feel that my job has little impact on the achievement of the company.
    7. I have an increasingly awful attitude toward my job, supervisor, and managers .
    8. I am no longer given the working environments I need to successfully do my job.
    9. I am not being used to my full potential of my skills.
    10. I have received no better than unbiased evaluation and impartial evaluations recently.
    11. I feel as though my boss and colleagues have let me down at office time.
    12. I often feel sense of anxiety at workplace.
    13. I live for weekends away from the job.
    14. I find myself negatively comparing my situation to my peers.
    15. I feel my bad days at work outweigh the good ones.
    16. I often experience a sensation of time standing still when I am at work.
    17. I have been told that I am becoming a more cynical person.
    18. I feel as though my company have broken trust and commitment about my future with the workplace.
    19. I have lost my career goals.
    20. I no longer feel appreciated for my work.

    Tick the Answer

    • Strongly Agree
    • Agree
    • Neither Agree nor Disagree
    • Disagree
    • Strongly Disagree

    Conclusion

    Here in this content I have tried to solve all the Job Satisfaction Questionnaire For Mba Project related query which student need to prepare for mba project in hr. These are all close end questionnaire which you can prepare the data analysis using statistical tool and find the outcome of the report based on the report. If you need more in-depth Questionnaire feel free to get in touch with our academic writing team to help you prepare your Job Satisfaction Questionnaire as per university guidelines.

    Frequently asked questions

    Questionnaire to measure job pleasure,  work atmosphere, remuneration, and personal fulfillment.

    Respect , Job Security, Recognition, Engagement, Pay and benefits

    Today’s Genz looks for Respect, Job Security, Recognition, Engagement, Pay and benefits in companies

    It’s a  Smart Tool that finds employees opinions and experiences in workplace and happiness index.

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  • From no qualifications to a first-class degree in nursing – Joannne’s inspirational story – ALL @ Liverpool Blog

    From no qualifications to a first-class degree in nursing – Joannne’s inspirational story – ALL @ Liverpool Blog

    My name is Joanne Henry and started Go Higher in 2018 as a mature student. I left school with no formal qualifications and since then had always worked in the retail sector. I always looked back and wished I had done better at school, but truth be told, whilst suffering the bereavement of my mother whilst still young at age 13 so unexpectedly, I had experienced some mental health difficulties and had lost all interest in doing well on my exams.

    Later in life, I become dissatisfied with how my life/career was progressing and applied for college to complete my level 2 in English and Maths. However, before being accepted, I had to sit an exam and was advised after this that unfortunately, it was believed I was not capable of sitting my level 2 in both subjects and that they could not accept me at the time. I found this extremely upsetting but accepted it and went back to my everyday employment within retail.

    It was a year after this that a friend had recommended Go Higher to me, at first, I didn’t quite believe that with no formal qualifications I could attend any university never mind one as prestigious as the University of Liverpool. My friend encouraged me to apply like she had, so I did. Shortly after, I received a letter inviting me for an interview and a test, I was filled with sheer dread after my last experience! On the day I contemplated not attending and ringing with some excuse due to my fear of being rejected, but I decided to go along and see what happened…

    That was when I met with a tutor from Go Higher for my interview who was warm, friendly and welcoming. My immediate dread subsided, and I was put at ease. I explained the reasoning for leaving school with no formal qualifications and I was given a big hug. I was then asked to sit the test. I did what I could and thought, well, it is what it is, if it is meant to be it will be.

    To my sheer astonishment, I received an acceptance letter. I was so proud of myself. I started the course which is and was life changing, the tutors, the course content, the lovely cohort I was with, it was all thoroughly enjoyable. The year went so quickly and after completing Go Higher, I started to believe in my own ability and my confidence had increased drastically. I then applied for a degree in mental health nursing, something which I felt passionate about, helping others who experience mental illness. I was surprised when I received the acceptance letter and commenced my 3-year journey to become a registered mental health nurse. I finished with a first-class honours degree and began my career in the NHS helping others.

    Go Higher provided me with the self-belief and confidence which I believe I would never have gained if I wasn’t for the lovely people who took a chance on me that day. I owe so much to Go Higher, and I hand on heart, encourage anyone who is considering starting higher education as a mature student not to hesitate, apply it’s never too late!

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  • NLRB Issues Memo Outlining Higher Ed Institutions’ Disclosure Obligations under NLRA and FERPA – CUPA-HR

    NLRB Issues Memo Outlining Higher Ed Institutions’ Disclosure Obligations under NLRA and FERPA – CUPA-HR

    by CUPA-HR | August 7, 2024

    On August 6, National Labor Relations Board (NLRB) General Counsel Jennifer Abruzzo issued a memo, “Clarifying Universities’ and Colleges’ Disclosure Obligations under the National Labor Relations Act and the Family Educational Rights and Privacy Act.” The memo was issued to all NLRB regional offices and is meant to provide guidance to institutions of higher education clarifying their obligations “in cases involving the duty to furnish information where both statutes may be implicated.”

    The memorandum outlines how institutions can comply with requests by unions representing their student workers for information that may be covered under FERPA, the federal law that protects students’ privacy in relation to their education records and applies to institutions that receive federal education funds. Under the NLRA, employers are required to provide certain information to unions that may be relevant to their representational and collective bargaining obligations, but this requirement can come into conflict with institutions’ obligations under FERPA.

    In situations where the employer believes certain records requested by the union may be confidential and covered under FERPA, the memo outlines the steps institutions must take to comply with their disclosure obligations.

    1. “The institution must determine whether the request seeks education records or personally identifiable information contained therein.”

    Institutions must be prepared to “explain why and substantiate with documentary evidence, if available, that the student-employee is employed as a result of their status as a student to the union,” as opposed to a traditional employee whose records are not protected by FERPA. The memo specifies that, if the union’s request includes some documents not covered by FERPA, the employer must provide those documents to the union “without delay, even if FERPA applies to other parts of the request.”

    1. “If a request seeks information protected by FERPA, the institution must offer a reasonable accommodation in a timely manner and bargain in good faith with the union toward a resolution of the matter.”

    The memo puts the burden to offer an alternative on the employer. The employer cannot “simply refuse to furnish the requested information,” but it must offer a “reasonable accommodation and bargain in good faith toward an agreement that addresses both parties’ interests.”

    1. “If the parties reach an agreement over an accommodation, the institution must abide by that agreement and furnish the records.”

    If an agreement is not reached, the memo specifies that the union can file an unfair labor practice charge against the institution. The memo then gives the NLRB the authority to find an appropriate accommodation “in light of the parties’ bargaining proposals.”

    Abruzzo also provided a “FERPA consent template” that she advocates institutions provide to student-employees during the onboarding process. The template, if signed by the student employee, “would permit an institution covered by FERPA to disclose to a union, consistent with FERPA, any employment-related records of a student that are relevant and reasonably necessary for each stage of the representation process.” Abruzzo argues the template would help “reduce delay and obviate the need to seek students’ consent at the time a union seeks to represent employees or submits an information request to carry out its representative functions.”

    CUPA-HR will keep members apprised of updates following this guidance and other updates from the NLRB.



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