Agency employment – Morrissey Agency http://morrisseyagency.com/ Tue, 27 Sep 2022 09:47:26 +0000 en-US hourly 1 https://wordpress.org/?v=5.9.3 https://morrisseyagency.com/wp-content/uploads/2021/11/icon-120x120.jpg Agency employment – Morrissey Agency http://morrisseyagency.com/ 32 32 SEC v. Will Ripple restrict the federal agency franchise? https://morrisseyagency.com/sec-v-will-ripple-restrict-the-federal-agency-franchise/ Tue, 27 Sep 2022 08:04:18 +0000 https://morrisseyagency.com/sec-v-will-ripple-restrict-the-federal-agency-franchise/ In the Southern District of New York, the Securities and Exchange Commission is trying to mitigate the effects of an order requiring it to produce internal documents relating to a 2018 speech on digital assets. As the judge considers dueling summary judgment motions in the case against Ripple Labs and its founders, it is worth […]]]>

In the Southern District of New York, the Securities and Exchange Commission is trying to mitigate the effects of an order requiring it to produce internal documents relating to a 2018 speech on digital assets. As the judge considers dueling summary judgment motions in the case against Ripple Labs and its founders, it is worth considering what role the court’s decision to release a draft speech by an SEC executive will play.

In asking the court to decide the case without going to trial, the SEC recalled the January court’s decision to release a draft speech by William Hinman, then director of the SEC’s Corporate Finance Division. The agency claimed that this document does not help Ripple.

The final version of Hinman’s speech discussed a concept that is central to Ripple’s founders’ defense theory – if assets that function solely as a medium of exchange in a decentralized network are not a security, even though they might be packaged and sold as a security.

Regardless of the eventual outcome of the case, the decision to require the production of SEC documents advises changes in agency practice going forward.

SEC on offense

In its January ruling, the court partially granted Ripple’s motion to compel the SEC to turn over certain documents, including an email attaching a draft of Hinman’s June 14, 2018 speech.

The SEC argued that the draft was pre-sentence and deliberative because Hinman sought input from other SEC employees on the content of the speech before giving it. The court considered the draft to be a personal statement by Hinman and not an agency document and demanded that the SEC disclose it.

Ripple later argued that its founders took those words to mean that their token, XRP, was not itself an investment contract or a security in the eyes of the SEC, resurrecting the importance of Ripple’s proposed speech. 2018 for Summary Judgment Briefings.

The SEC petition points out that relying on this particular statement did not work for a former SEC defendant, Kik Interactive, and predicts that it will not help Ripple either. It remains to be seen whether the court can credit the Ripple founders’ arguments that their earlier understanding was reasonable.

Other protected documents

Ripple’s decision to ask the judge to conduct a private review of internal SEC documents was a rare challenge to principles of deliberative process and privilege. While the draft speech was delivered to Ripple, many other requested documents were not.

Generally, documents reflecting an agency’s internal deliberative process leading to a decision, whether prepared by an attorney or not, are protected from disclosure both in litigation and in response to Freedom requests. of Information Act. The purpose of this protection is to secure internal agency concessions and preserve the ability of agency personnel to communicate candidly about agency legal and policy decisions.

The SEC documents that the court ultimately protected from disclosure to Ripple included meeting notes reflecting “organized reports and judgments” and internal recommendations on policy options and attorney-client communications.

The SEC executive’s draft, on the other hand, was his personal notes in preparation for a speech that would express personal opinions on deals and sales of a digital asset. He only made the remarks after the standard disclaimer that the speech expressed only his views and not necessarily those of the SEC.

Impact on the agency’s franchise

Although federal litigants are well aware that their investigative brief will be turned over to the defendant, it was shocking enough for those of us who were litigating on behalf of the federal government at the time to imagine that presumably privileged information could be leaked. and potentially harm our agency’s positions. .

But Ripple’s court ruling has created safeguards that at least allay fears of a long-term chill in the agency’s outspoken communications. By continuing to protect many documents requested by Ripple from disclosure, Ripple’s court drew a line between those documents “created by the agency on behalf of the agency” and those that reflected the thoughts or opinions of a sole employee or executive, regardless of their role within the agency.

The court also left wiggle room for an individual employee’s opinions to be protected if they relate to the formulation or exercise of policy-based judgment. Essentially, if the employee’s allegedly deliberative document clearly relates to the consultation process, reflects agency policy, and, if released, would misrepresent or prematurely disclose agency views, it may then be considered a privilege of the deliberative process.

Finally, the court assessed whether the circumstances of Ripple caes merit overcoming qualified privilege in order to yield to more important considerations, including a possible chilling effect on government employees and their work. However, despite the consideration of this possibility, some of the documents did not merit protection.

Overall, Ripple’s court ruling certainly advises changes in the agency’s investigative and litigation practice. Notes taken at meetings, especially those with third parties, should be a critical distillation of the facts, including personal observations and comments, as opposed to near-transcription.

Drafts reflecting the opinions and comments of individual employees should be carefully drafted and discarded to ensure they do not negatively affect the position of the agency. In addition, defendants are likely to be more aggressive in their efforts to obtain disclosure of documents that may not qualify for deliberative process privilege.

This article does not necessarily reflect the views of the Bureau of National Affairs, Inc., publisher of Bloomberg Law and Bloomberg Tax, or its owners.

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Liz Boison is a partner in the Washington, DC office of Hogan Lovells and a former federal cryptocurrency attorney who focuses on financial regulatory advice, investigations, and litigation.


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Democrats call for backing EPA union, testing Biden’s pro-Labour pledge https://morrisseyagency.com/democrats-call-for-backing-epa-union-testing-bidens-pro-labour-pledge/ Mon, 26 Sep 2022 13:10:57 +0000 https://morrisseyagency.com/democrats-call-for-backing-epa-union-testing-bidens-pro-labour-pledge/ Hello and welcome to The Climate 202! Shanah tovah to all watching readers Rosh Hashanah. Below we have an interview with Senator Joe Manchin III (DW.Va.) on his licensing reform bill, courtesy of our colleagues at The Early 202. (Sign up for The Early 202 here.) But first: Exclusive: Biden has vowed to be ‘the […]]]>

Hello and welcome to The Climate 202! Shanah tovah to all watching readers Rosh Hashanah.

Below we have an interview with Senator Joe Manchin III (DW.Va.) on his licensing reform bill, courtesy of our colleagues at The Early 202. (Sign up for The Early 202 here.) But first:

Exclusive: Biden has vowed to be ‘the most pro-union president’. Congressional Democrats are testing that commitment.

More than 80 congressional Democrats are asking the Biden administration to support the proposals of the Environmental Protection Agency‘s largest union in ongoing contract negotiations, according to details shared exclusively with The Climate 202.

In a letter sent Monday to the EPA Administrator Michael ReganDemocrats have urged the agency’s political leadership to agree to the demands of the Council of the American Federation of Government Employees 238which represents more than 7,500 EPA employees.

“At a time when the EPA is administering historic funding levels, it is imperative that career EPA employees be supported by the political leadership of the agency,” the lawmakers wrote. “Improving rights and protections for EPA employees is essential to recruiting and retaining the talented and diverse workforce needed to fulfill the agency’s mission to fight climate change, improve environmental justice and to protect public health and the environment.”

The letter poses a key test of President Biden’s efforts to position himself as the “the most pro-union president” in American history. The union and its allies are trying to leverage that commitment — along with the administration’s willingness to quickly implement the climate provisions of the Cut Inflation Act — to secure its goals at the table. of negotiation.

The letter was directed by Representative Paul Tonko (New York) and Diana DeGette (Col.). Signatories include Meaning Elizabeth Warren (Mass) and Bernie Sanders (I-Vt.), as well as House Oversight and Reform Committee Chair Carolyn B. Maloney (New York) and House Energy and Commerce Committee Chair Frank Pallone Jr. (NEW JERSEY).

Marie Owens Powell, president of AFGE Council 238, said she was “delighted” to have the support of the legislator. She added that the recent passage of the Inflation Reduction Act injected a “sense of urgency” into contract negotiations.

“We cannot afford to lose any more of our current workforce,” Powell said. “They have the knowledge that we need to pass on to newcomers with this funding increase.”

Invited to Comment, EPA Deputy Principal Deputy Administrator Nancy Grantham said in an email: “We will review the letter. EPA unions are at the heart of a thriving workforce, and the agency is committed to maintaining positive and productive working relationships with our union partners.

In the letter, Democrats expressed concern that some EPA employees are being passed over for promotions. In particular, they wrote that many employees seem to stagnate at the GS-12 level, despite performing the work of a GS-13.

“The practice of keeping employees in a GS-12, with the pay and benefits of a GS-12, will only risk draining the EPA workforce as employees seek better opportunities with room for growth in the private sector,” the letter reads.

Democrats also urged the agency’s political leaders to accept the union’s diversity, equity and inclusion (DEI) proposals, including the use of blind hiring practices, in which Candidates’ personal information is removed from their CVs.

“Using a blind hiring practice will prevent implicit biases from seeping into hiring decisions, while ensuring a diverse workforce in terms of backgrounds and ideas,” wrote the legislators.

The union has requested that an article on DEI and accessibility be included in the next collective agreement. Although the agency agreed to include such an article, “the devil is always in the details,” Powell said.

AFGE and the agency are due to conclude a new contract in June 2024. But Powell said the union wanted to finalize the contract “as soon as possible” to lock in protections ahead of a possible change in administration, should a candidate less favorable to workers win the 2024 presidential election.

Overall, Powell said the Biden administration had been much more accommodating in contract negotiations than the Trump administration, which cracked down on federal unions and limited the use of paid working hours for union business.

The crackdown has been particularly acute at the EPA, where political leaders imposed a contract in 2019 following AFGE protests that curtailed telecommuting, curtailed the grievance process and forced union officials out. agency offices.

“AFGE’s position is that we remind the agency of the president’s clearly pro-Labour leadership,” Powell said. “So we must continually challenge the agency to think outside the box and outside the direction of the previous administration.”

Manchin says he has more than 40 Democrats who support reform

Senator Joe Manchin III (W.Va.) is “very optimistic” that its licensing reform legislation will pass this week as part of an interim funding bill to prevent the government shutdown, the senator said in a statement. interview Sunday evening with our colleagues. Leigh Ann Caldwell and Theodoric Meyer from Beginning 202.

When asked if he had the support of at least 40 Democrats, Manchin replied, “Oh, yes, yes, yes, yes. Yeah. i hope 48 [Democratic votes] but 45 would be a very good number.

The licensing bill, which would speed up the approval process for new energy projects, has met with strong bipartisan opposition in recent weeks, with Republicans hesitant to back Manchin in part because of his possible vote for the Inflation Reduction Act.

Senate Majority Leader Charles E. Schumer (DN.Y.) scheduled a procedural vote on the legislative vehicle for the government funding bill on Tuesday evening. The measure will need 60 votes to move forward, which means it will need 10 or more Republican votes, depending on how many Democrats vote against the proposal.

Manchin said he spent much of the weekend trying to rally GOP support. One of the senators he tried to reach was Senator John Barrasso (Wyo.), his Republican counterpart on the Senate Committee on Energy and Natural Resourceswho said he still doesn’t know how he will vote, but doesn’t quite agree with the authorization bill.

“I have reservations about the Manchin proposal because it’s really good for West Virginia and it’s actually bad for Wyoming,” Barrasso said in an interview Sunday.

EPA unveils office to put environmental justice at heart of agency

The Environmental Protection Agency announced on Saturday the creation of a Office of Environmental Justice and External Civil Rightsone of the Biden administration’s most visible efforts to date to ensure that the well-being of disadvantaged communities is a critical part of federal decision-making, Brady Dennis reports for the Washington Post.

“It will enhance our ability to infuse equity, civil rights, and environmental justice into every action we take,” the EPA Administrator said. Michael Regan said during a Saturday address in Warren County, North Carolina, the site of the 1982 protests that sparked the national movement for environmental justice.

The new office, which will have hundreds of staff and a Senate-confirmed director, will combine three existing offices at the EPA, ultimately increasing its budget to $100 million and raising the question on the agency’s organizational chart.

The past recently Inflation Reduction Act authorizes billions in grants targeting environmental justice, including funds to clean up ports and rail yards and increase air quality monitoring near schools and vulnerable populations – all of which will be overseen by the new EPA office.

Ian turns into a hurricane as it heads towards Florida

The National Hurricane Center turned Ian into a hurricane early Monday as the storm intensifies and heads for the Florida coast, where it could make landfall later this week, The Post’s Dan Diamond reports.

But first, Ian is set to slam western Cuba Monday night, bringing “significant wind and storm surge impacts,” according to the center’s latest advisory.

Saturday, Florida Governor Ron DeSantis (R) placed the entire state under a state of emergency and warned that residents of the hardest hit areas should prepare for fuel cuts, power outages and even evacuation orders.

Ian is the sixth named storm to form in September after no storm was named in August. Although scientists have not found a link between the number of major storms and human-induced climate change, warming waters have been shown to make the storms that form wetter, stronger and more prone to rapid escalation.

In addition to the drama over Manchin’s license reform legislation, here’s what we have on tap this week:

Wednesday: The Senate Environment and Public Works Committee will hold previously deferred votes on several candidates, including Joseph Goffman lead the Environmental Protection Agencyit is Air and Radiation Office and six candidates for the positions of members of the board of directors of the Tennessee Valley Authority. Immediately thereafter, the committee will hold a hearing on the reauthorization of the Environmental Protection AgencyBrownfields program.

Thursday: The House Select Committee on the Climate Crisis will hold a hearing on the benefits of climate investments in the Inflation Reduction Act.

  • The Senate Environment and Public Works Committee will also hold a hearing on the bipartisan legislation of Meaning Martin Heinrich (DN.M.) and James E. Risch (R-Idaho) to clean up abandoned hard rock mines.
  • The House Committee on Natural Resources will pass legislation to reauthorize US fishing laws, which have not been updated in 15 years and do not mention climate change. The measure is co-sponsored by Representative Jared Huffman (D-California) and newly elected Rep. Mary Peltola (D-Alaska).

Friday: The House Natural Resources Committee will hold a watchdog hearing on Puerto Rico’s beleaguered power grid. The hearing comes after Hurricane Fiona cut off the electricity all over the island.

An oldie but a goodie from Michael Scott: 😂


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Indonesians await farming jobs in UK after paying deposits of up to £2,500 | Immigration and asylum https://morrisseyagency.com/indonesians-await-farming-jobs-in-uk-after-paying-deposits-of-up-to-2500-immigration-and-asylum/ Sun, 25 Sep 2022 19:18:00 +0000 https://morrisseyagency.com/indonesians-await-farming-jobs-in-uk-after-paying-deposits-of-up-to-2500-immigration-and-asylum/ Indonesians dreaming of working in Britain have reportedly paid down payments of up to £2,500 to an agency in Jakarta to ‘secure’ jobs on British farms that have yet to materialise. Labor experts say a down payment is considered a job search fee, which is illegal in the UK and Indonesia. A worker told the […]]]>

Indonesians dreaming of working in Britain have reportedly paid down payments of up to £2,500 to an agency in Jakarta to ‘secure’ jobs on British farms that have yet to materialise.

Labor experts say a down payment is considered a job search fee, which is illegal in the UK and Indonesia.

A worker told the Guardian he made a £1,000 deposit in July to an agency in Jakarta to secure a farming job with a British recruiter, but didn’t even have an interview. ‘hiring.

He said he was one of many people left unemployed and out of pocket hoping for a farming job in the UK.

“We stopped working so that we could seriously go through the recruitment process for a new and better job. Now we are unemployed and our fate is increasingly unclear,” he said.

Official Indonesian government documents from late August suggest around 170 workers were stranded in Indonesia after being posted to jobs at 19 farms across the UK.

A Chardonnay harvest in Hampshire. A worker has paid a deposit of £1,000. Photograph: Luke MacGregor/Alamy

Most have been out of work for several months, waiting for jobs they thought were imminent, and almost all have received visas to come to the UK.

It is understood there are plans to bring some of these workers to Britain, despite the harvest season being so far away.

It follows revelations in the Guardian that Indonesian workers harvesting berries at a farm that supplies Marks & Spencer, Waitrose, Sainsbury’s and Tesco had reported facing thousands of pounds in charges from untrusted brokers. licensed in Bali to work for a single season in the UK. Brexit and the war in Ukraine have driven desperate recruiters and farms to seek labor thousands of miles away.

A presidential task force in Indonesia is investigating the circumstances of the recruitment of fruit pickers after experts said alleged high fees could put workers at risk of debt bondage.

The Gangmasters and Labor Abuse Authority is investigating whether any UK laws have been broken.

Andy Hall, an independent migrant rights expert who investigates issues of forced labor in supply chains in Asia, said: “There is no legal basis in Indonesian or UK law for charging for money to workers as recruitment fees, whether called a deposit or not. When a deposit is taken from a candidate, it is an illegal recruitment fee.

He said the risks of debt bondage leading to forced labor and the involuntary departure of a worker abroad against their will would increase significantly if deposits were taken from workers rather than potential employers or customers.

Indonesian workers already in Britain were supplied by AG Recruitment, one of four UK agencies authorized to recruit using seasonal worker visas. AG denied any wrongdoing and said he knew nothing about Indonesian brokers charging fees or deposits.

AG had no previous experience in Indonesia and sought help from Jakarta-based Al Zubara Manpower, who in turn approached brokers in other islands who charged exorbitant fees to people they presented, according to an Al Zubara agent.

So far more than 1,200 Indonesians have been placed on UK farms this year by AG working alongside Al Zubara, the Guardian has learned.

Among them, 207 were from Bali, where Al Zubara has no office and relies on brokers to provide candidates. Another 102 come from Lombok, where reliance on brokers is believed to be similar.

A strawberry crop grows inside a polytunnel
Photography: Bloomberg/Getty Images

AG Recruitment managing director Douglas Amesz said AG only went to Al Zubara to get help with the publicity and to draw up the letter of formal notice, which gives formal permission to recruit workers.

But advertisements seen by the Guardian give Al Zubara email addresses for job applications, and under local laws only an Indonesian-licensed labor agency can recruit. Local official documents suggest that Al Zubara undertook the recruitment, although Amesz strongly denies this.

Now an Indonesian government source says workers are reporting that Al Zubara is encouraging them to post bail of up to 50 million rupees (£2,500) to secure employment in the UK. We understand that many are waiting to speak to AG.

A worker who had not yet been interviewed by AG or signed a contract said he had been encouraged by Al Zubara to pay a deposit of around £1,000 to show interest and secure employment in Britain.

He said he knew others who had done the same, and the Guardian saw receipts for two of those payments. “We know that many candidates are crying every day, waiting for news from AG,” he said.

Amesz said: “Making any form of payment, whether qualified as a deposit or otherwise, to Al Zubara (AZ), or any party, in the form of a job search fee is illegal both in the UK and Indonesia and is not tolerated by AG in any way.Our contracts with AZ make it clear that none of these practices would be tolerated and that AZ must comply with local and English law. I did the recruitment in Indonesia, we also made it clear to every worker that they should never pay for a job in the UK and report any such approach.”

Al Zubara charges £2,500 for agricultural jobs in the UK, according to documents seen by the Guardian. Fees include flights and visas. Several laborers said they faced thousands of pounds in extra fees from Indonesian brokers who brought them to Al Zubara and promised substantial earnings. Al Zubara has been contacted several times for comment.

Ad on al Zubara's website, which has since been removed.
Ad on al Zubara’s website, which has since been removed. Photography: Instagram

David Camp, president of the Labor Suppliers Association, of which AG is a member, said: “The responsibility of the GLAA is to thoroughly investigate and determine whether or not Al Zubara was supplying workers to AG. Al Zubara does not have a GLAA license and it is a criminal offense to operate as an unlicensed gangmaster or enter into agreements to supply workers with an unlicensed gangmaster.

AG has strongly denied any suggestion that AZ has been hired to recruit for AG. Amesz said he did the recruiting directly in Indonesia, and that “AZ was contracted by AG to perform services in Indonesia to help us establish the application letter (for the job path) and then to provide local advertising via job boards Contracts with AZ specifically stated that they were not to sub-contract work to third parties, nor apply charges to workers.”

AG blamed the Indonesian bureaucracy for delaying the allocation of work permits. Al Zubara had his UK recruitment license temporarily suspended within a week of the Guardian publishing his first story.

AG intended to hire in Ukraine before the war broke out and had to scramble for a large number of workers in a new short-term market.

Amesz said AG was aware that workers in Indonesia were waiting to come to the UK and that he had interviewed “all remaining workers to establish their individual circumstances”. He said he had asked applicants still in Indonesia about “what payments, if any, the workers made and to whom.”

Andrew Opie, Food and Sustainability Director at the British Retail Consortium, said: “Our members are aware of these allegations and remain extremely concerned. They are urgently investigating possible breaches of the system with suppliers.

“Clearly recruiting seasonal workers has become more difficult, especially with the loss of Ukrainian workers, and retailers will work this fall in partnership with farmers, program operators, law enforcement and government. to ensure that all labor rights continue to be protected.”

A Tesco spokesman said the supermarket welcomed investigations in both countries and said it was “essential that all illegal charges are fully reimbursed”.


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CIA unveils model of al-Qaeda leader Al-Zawahri’s hideout https://morrisseyagency.com/cia-unveils-model-of-al-qaeda-leader-al-zawahris-hideout/ Sat, 24 Sep 2022 22:34:00 +0000 https://morrisseyagency.com/cia-unveils-model-of-al-qaeda-leader-al-zawahris-hideout/ By NOMAAN MERCHANT, Associated Press McLEAN, Va. (AP) — The CIA has revealed a model of Ayman al-Zawahri’s safe house, used to brief President Joe Biden on the whereabouts of the al-Qaeda leader before the agency kill him in a drone strike in Afghanistan. Shortly after al-Zawahri’s death, White House officials released a photo showing […]]]>

By NOMAAN MERCHANT, Associated Press

McLEAN, Va. (AP) — The CIA has revealed a model of Ayman al-Zawahri’s safe house, used to brief President Joe Biden on the whereabouts of the al-Qaeda leader before the agency kill him in a drone strike in Afghanistan.

Shortly after al-Zawahri’s death, White House officials released a photo showing Biden talking to CIA Director William Burns with a closed wooden box on the table in front of them. Now the contents of the box – a model of a white-walled house with at least five stories and three partially darkened balconies – are on display at the CIA Museum inside the agency’s headquarters in Virginia.

The museum is closed to the public and access is generally limited to agency employees and guests. The CIA allowed journalists to tour the newly renovated museum in time for the agency’s 75th anniversary, as part of a larger effort to showcase its history and accomplishments.

Most exhibits took years or decades to be declassified. The al-Zawahri model house is the rare artifact that had been used by intelligence agents a few weeks earlier.

political cartoons

Al-Zawahri was killed in late July, nearly a year after the US withdrew from Afghanistan, ending a two-decade war in which the CIA had a central role. The agency sent in the first US forces two weeks after the September 11, 2001 terrorist attacks. Two decades later, it withdrew its intelligence assets and assisted in the chaotic evacuation of thousands of US and Afghan allies.

The Biden administration said the strike shows it retains what it calls an “over the horizon” counterterrorism capability in Afghanistan. Opponents of the administration and some analysts question whether al-Zawahri’s presence in a Kabul neighborhood suggests that extremist groups like al-Qaeda or the Islamic State are gaining strength under the Taliban, who now rule the country.

The strike was particularly significant for the CIA, which lost seven employees trying to track down al-Zawahri, a key plotter of the 9/11 attacks who was then al-Qaeda’s second-in-command.

They were killed when a Jordanian doctor who claimed to have information on al-Zawahri carried out a suicide bombing in 2009 at a base in Khost, Afghanistan. The doctor worked for al-Qaeda.

Near the model of al-Zawahri’s house are displayed seven stars honoring CIA employees killed in Khost. The stars were previously part of a memorial in Afghanistan that was taken down when the United States withdrew.

Other recently revealed artifacts include concept art for the fake movie created as part of a 1980 operation to rescue American diplomats from Iran, the subject of the 2012 film “Argo” starring Ben Affleck. There are also crew uniforms and other items from the Glomar Explorer, the ship built by Howard Hughes that served as cover for a 1970s mission to bring a sunken Soviet submarine carrying nuclear ballistic missiles. (The Los Angeles Times front-page story exposing the operation is reproduced on a nearby museum wall.)

The museum also includes information on the agency’s darkest times, including its role in the ultimately false claims that Iraq possessed weapons of mass destruction prior to the 2003 US invasion, as well as the exposure and the execution of several key spies the United States had in the Soviet Union.

Janelle Neises, the museum’s deputy director, says a running agency joke about the collection is that for most people it’s “the greatest museum you’ll ever see”.

The CIA wants to use its story to engage more with the public, albeit on the narrow terms one would expect of an intelligence service. The number of annual visitors to the museum, for example, is classified. Among the known guests are U.S. lawmakers, officers from other law enforcement and intelligence agencies, and foreign officials.

But CIA employees post about the museum’s roughly 600 exhibits on social media. The agency also recently launched a podcast with Burns, the director of the CIA, as its first guest.

One of the museum’s main goals is to reinforce lessons learned from the agency’s successes and failures for today’s workforce, Neises said. Some CIA veterans who served in the missions depicted in the museum have donated artifacts to the collection. But the agency is now hiring officers in their twenties who are too young to remember the September 11, 2001 attacks.

“The idea here is that you go to lunch or you go to a meeting, leave 10 minutes early, leave 20 minutes early and just take the time to watch a section and really learn about your story,” says Neises.

Copyright 2022 The Associated Press. All rights reserved. This material may not be published, broadcast, rewritten or redistributed.


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Ople orders staffing agencies to no longer require PPE for OFW departures https://morrisseyagency.com/ople-orders-staffing-agencies-to-no-longer-require-ppe-for-ofw-departures/ Sat, 24 Sep 2022 04:01:39 +0000 https://morrisseyagency.com/ople-orders-staffing-agencies-to-no-longer-require-ppe-for-ofw-departures/ Migrant worker secretary Toots Ople says requiring departing OFWs to wear sets of PPE is ‘outdated, wrong and oppressive’ MANILA, Philippines — Migrant Workers Secretary Susan “Toots” Ople has ordered recruitment agencies to stop requiring Overseas Filipino Workers (OFWs) to wear personal protective equipment (PPE) while on the job. leave the country. The order came […]]]>

Migrant worker secretary Toots Ople says requiring departing OFWs to wear sets of PPE is ‘outdated, wrong and oppressive’

MANILA, Philippines — Migrant Workers Secretary Susan “Toots” Ople has ordered recruitment agencies to stop requiring Overseas Filipino Workers (OFWs) to wear personal protective equipment (PPE) while on the job. leave the country.

The order came after Senator Pia Cayetano noticed a group of departing OFWs wearing full PPE — including face shields, gloves and feet — at Ninoy Aquino International Airport.

“It’s like the height of ridiculousness that you have to wear these shoes because they walk around the whole airport where thousands of people walk in, walk around every day. So there is nothing hygienic about being on your feet, as opposed to being in your usual rubber shoes or walking shoes,” Cayetano said in a press release on Thursday, September 22.

“Hopefully we can help our OFWs so they don’t have to pay extra to travel for work, and they don’t have to travel in that kind of discomfort,” he said. -she adds.

In a Saturday, September 24 statement, Ople said it agreed with Cayetano and that the PPE requirement for OFWs is “outdated, misguided and oppressive”.

“I regret that I did not issue this order much sooner to spare our OFWs the discomfort of going to the airport in full PPE gear,” Ople said.

The Philippine Overseas Employment Administration, which still operates under the Department of Migrant Workers while the department is still in transition, issued Notice Series No. 62 of 2022 stating that the POEA did not mandate the use of PPE sets for OFWs.

POEA Officer in Charge, Bernard Olalia, said in the notice that with the relaxation of domestic and international travel regulations, as well as the relaxation of COVID-19 protocols in the Philippines, “POEA reiterates that OFW deployment and travel requirements should also be relaxed.

“All approved agencies are therefore reminded of the aforementioned POEA guidelines on the use of PPE, in accordance with the minimum public health and safety guidelines currently being implemented in the Philippines and destination countries,” Olalia added. .

According to the DMW, some PPE requirements come from employers, not agencies, and which agencies simply follow.

DMW said an employment agency told Ople that one of their Japanese managers is still requiring the wearing of PPE sets and masks for Filipino crew bound for Japan, as tens of thousands new cases of COVID-19 are still being reported in the country.

The department was also aware of a Chinese transport vessel that requires its local employment agency to provide PPE to boarding crew to prevent infection during the voyage, with the cost of PPE sets factored in. paid by the employer.

Still, the agency working with Japanese directors said it would abide by the POEA’s advice.

“The DMW strongly believes that having vaccines, boosters and wearing face masks provides sufficient protection for our overseas workers. Until otherwise recommended by our health officials, the POEA’s advisory against the mandatory wearing of PPE for our OFWs by their respective recruiting and staffing agencies will remain in effect,” Ople said.

The Migrant Workers Department noted that Taiwan and the United States have relaxed their protocols for incoming foreign workers. In the United States, airlines only require the presentation of vaccination certificates. – Rappler.com


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How to be an IRS commissioner, according to those who had the job https://morrisseyagency.com/how-to-be-an-irs-commissioner-according-to-those-who-had-the-job/ Fri, 23 Sep 2022 08:53:21 +0000 https://morrisseyagency.com/how-to-be-an-irs-commissioner-according-to-those-who-had-the-job/ On November 12, 2022, IRS Commissioner Charles P. Rettig’s term is due to expire. And now we collectively wonder, as King George mused about ‘Hamilton,’ the musical – ‘What comes next?’ There is no official successor named in the pipeline yet to replace Rettig. But here’s what the next candidate should know about the job. […]]]>

On November 12, 2022, IRS Commissioner Charles P. Rettig’s term is due to expire. And now we collectively wonder, as King George mused about ‘Hamilton,’ the musical – ‘What comes next?’

There is no official successor named in the pipeline yet to replace Rettig. But here’s what the next candidate should know about the job.

What does the IRS Commissioner do?

Rettig’s successor will have a big job ahead of him. Commissioners preside over the country’s tax system, not to create tax legislation, but to establish and interpret tax administration policy, which includes law enforcement and taxpayer services.

The IRS is also responsible for managing a large workforce. In 2021, the agency had nearly 80,000 employees. Although this is a decrease from a decade ago, with new funding this number is expected to increase.

So how do you become an IRS commissioner? And what does it take to be a good one? I figured no one knew better than someone who’s held the job before, so I asked former IRS commissioners.

Photo illustration: Jonathan Hurtarte/Bloomberg Law

Shortlists and Verification

Lawrence Gibbs, currently senior counsel at Miller & Chevalier and IRS commissioner from 1986 to 1989, said he found out he was on a shortlist for commissioner when then-Treasury Secretary , Jim Baker, called him to ask him to come to Washington.

Even then, confirmation could be political. Despite then-President Ronald Reagan’s nomination, a Republican senator immediately suspended any votes to confirm Gibbs unless he agreed to revoke an IRS tax ruling declaring abortion expenses deductible . Gibbs initially refused, but eventually agreed to reconsider. The senator lifted the hold and Gibbs was confirmed. Subsequently, he wrote to the senator to explain that because of Roe v. Wade, he couldn’t revoke the tax ruling.

Charles O. Rossotti, who served from 1997 to 2002, was unaware of any shortlist. He got a call asking if he wanted to talk to then-Treasury Secretary Robert Rubin about the job. The IRS was, as now, under much criticism and attack from the press. Rubin wanted a business executive to run the agency, so he contacted Rossotti, who was initially uninterested. Eventually Rossotti said yes because he thought it was an opportunity to do something meaningful as a public service.

John Koskinen was commissioner from 2013 to 2017 and had a similar vision. He noted that he wasn’t sure there was a shortlist at the time Jack Lew, then Treasury Secretary, contacted him. At the time, the IRS was under attack in Congress over delays in processing tax exemption claims. He was called, accepted on the spot, and two days later began the verification process.

On television, it seems that the verification process is quite simple: answer questions in front of Congress. But Rossotti said it can be complex and expensive. You have to reveal a lot of information, including your financial assets. If you’ve been in business for a while, like he had, that can be a lot to analyze.

Koskinen agreed that the verification process can be complicated, primarily due to the need to review your tax returns in detail. Despite previous government clearances, he says, the process took two months to complete all background reviews.

Strengths and achievements

Nothing can prepare you to take on the role of commissioner, but Rossotti said the experience of running a business has helped him a lot. It’s a lot of responsibility, he says.

Koskinen thinks the listening was valuable. If you want to know what’s going on in an organization, he says, talk to the people who do the work. He held public meetings with frontline IRS employees and listened to what they thought the agency should do. He said it also helped morale, as for most it was the first time they had seen and spoken directly with the commissioner.

Gibbs stressed that acting in a bipartisan manner is a must for any IRS commissioner. He also felt it was essential to manage expectations. He chose to adopt a limited program of objectives, which included implementing the Tax Reform Act of 1986, preventing a recurrence of the problems of the 1985 filing season, and restoring the confidence of the public in the agency. Sticking to those goals and managing the day-to-day demands were the toughest challenges of the position. But achieving those goals tops the list of what Gibbs has been most proud of since his time as commissioner.

Rossotti also cited restoring public trust in the agency as one of his greatest accomplishments at the IRS. He said he helped run the agency in a reasonable way, even though he lacked one crucial thing: funding.

Koskinen considers supporting the morale of IRS employees under constant attack as one of his most significant accomplishments. He also cited the reduction in the number of taxpayers who become victims of identity theft and reimbursement fraud through a public/private partnership called the “Security Summit” as a critical success. He said that according to the IRS’ strategic plan, that number is now down 81%.

Advice for the next commissioner

Obviously, there is no “how to be an IRS commissioner” playbook. So how would our former commissioners advise their successor who has not yet been appointed?

Koskinen would encourage the new commissioner to use available resources, namely employees. The IRS has a great workforce, he said, and the next leader should take the time to listen to what employees have to say. He would also encourage the new commissioner never to make decisions on his own, but to meet regularly with senior executives and involve them in discussions on how to deal with the inevitable challenges and tough questions.

Rossotti echoed the importance of building a team and setting priorities. He also said it’s important to communicate honestly with the public about what you plan to do. If you don’t set your own expectations, he says, someone will.

And with additional funding on the way, Gibbs said the new commissioner should focus on how best to allocate and use the money to improve relations with the public, other IRS stakeholders and non-compliant taxpayers.

This funding is vital.

Rossotti noted that the current administration has bet heavily on securing additional funds to improve the IRS. It’s a great opportunity to improve the agency, but if the administration doesn’t get the right nomination, it could risk a massive setback. Without a leader, he says, it just won’t work.

With all these challenges, why bite?

This is not an entry-level position, and those who step into the position have already established successful careers and reputations. Why give up that for a job in the public eye that subjects you to criticism? Words like ‘service’, ‘restore trust’ and ‘public good’ have peppered conversations about why the work is worth it. After all, the IRS directly affects more people in the country than any other organization, Rossotti notes, making this an opportunity to do something important.

This is a regular column from Kelly Phillips Erb, the Taxgirl. Erb offers commentary on the latest tax news, tax law and tax policy. Look for Erb’s column each week in Bloomberg Tax and follow her on Twitter at @taxgirl.



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Changes to the Fair Employment Act take effect October 1 » CBIA https://morrisseyagency.com/changes-to-the-fair-employment-act-take-effect-october-1-cbia/ Thu, 22 Sep 2022 14:47:25 +0000 https://morrisseyagency.com/changes-to-the-fair-employment-act-take-effect-october-1-cbia/ The following article was provided by Berchem Moses PC. It is published here with permission. The 2022 legislative session resulted in several significant changes to Connecticut’s anti-discrimination law that will impact employers and take effect October 1, 2022. As a reminder, the Connecticut Fair Employment Practices Act prohibits discrimination and harassment in employment because of […]]]>

The following article was provided by Berchem Moses PC. It is published here with permission.


The 2022 legislative session resulted in several significant changes to Connecticut’s anti-discrimination law that will impact employers and take effect October 1, 2022.

As a reminder, the Connecticut Fair Employment Practices Act prohibits discrimination and harassment in employment because of “race, color, religious beliefs, age, sex, gender identity or expression, marital status, national origin, ancestry, present or past history of mental disorders”. disability, intellectual disability, learning disability, physical disability, including but not limited to blindness or veteran status,” and prohibits retaliation against an employee for engaging in protected activities as defined by law.

Domestic violence

The CFEPA was amended under Public Law 22-82 to add the status of victim of domestic violence as a protected class, also prohibiting discrimination against such persons.

The law amends the CFEPA to prohibit employers from denying an employee “reasonable leave” as an accommodation to seek care for injuries caused by domestic violence or to obtain domestic violence-related services, so long as the employee absence does not cause undue hardship. difficulties for the employer.

However, the law allows employers to ask employees for specific supporting documents to demonstrate the need for the leave.

The law allows employers to ask employees for specific supporting documents to demonstrate the need for the leave.

Further away, “[t]o To the extent permitted by law, employers must maintain the confidentiality of any information regarding an employee’s status as a victim of domestic violence.

The law does not specify how this provision will interact with Connecticut General Statute § 31-51ss, which provides 12 days of leave for reasons related to domestic violence.

The law also requires that each state agency (but not private/municipal employers) “provide at least one hour of training and education related to domestic violence and resources available to victims of domestic violence,” to employees. hired before January 1, 2023, no later than July 1, 2023, and to employees hired on or after January 1, 2023, within six months of their start date.

The law identifies training and education requirements, which can be accomplished using materials to be developed by the Connecticut Commission on Human Rights and Opportunity.

Coverage of very small employers

In addition, the law expands CFEPA coverage by changing the definition of employer to now include all employers with one or more employees.

Previously, to be a covered employer under the CFEPA, an employer had to have three or more employees.

People with a household employee, such as a nanny, might be surprised to learn that they will now be subject to many CFEPA requirements.

Coverage of elected and appointed officials

Finally, the act amends the definition of employee under the CFPOA to now include “any elected or appointed representative of a municipality, board, commission, lawyer or other government agency “.

These individuals will now be required to complete mandatory training under the law and may be entitled to time off or other reasonable accommodations not generally required for non-employees.

Employers should be aware of these changes and update their policies accordingly.

Additionally, state agencies should have a plan in place to prepare for domestic violence training requirements.


About the Author: Paul Teste is a Senior Counsel in Berchem Moses PC’s Labor and Employment Practice Group. He has been practicing labor and employment law in Connecticut since 2007. Berchem Moses PC labor and employment attorneys can help employers update their policies to comply with CFEPA changes.


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DOL Emerging Technology Chief Says Engage Staff, Identify Key Process Automation Pain Points https://morrisseyagency.com/dol-emerging-technology-chief-says-engage-staff-identify-key-process-automation-pain-points/ Wed, 21 Sep 2022 20:18:59 +0000 https://morrisseyagency.com/dol-emerging-technology-chief-says-engage-staff-identify-key-process-automation-pain-points/ Written by John Hewitt Jones September 21, 2022 | FEDSCOOP According to the Department of Labor’s emerging technology chief, engaging federal agency staff and gaining a deep understanding of their day-to-day challenges is key to responsible process automation. Speaking to FedScoop on Tuesday, Krista Kinnard said early conversations are crucial to ensuring new attended automation […]]]>

Written by John Hewitt Jones

According to the Department of Labor’s emerging technology chief, engaging federal agency staff and gaining a deep understanding of their day-to-day challenges is key to responsible process automation.

Speaking to FedScoop on Tuesday, Krista Kinnard said early conversations are crucial to ensuring new attended automation systems are relevant.

“It starts with accountability — engaging with people and understanding what their challenge is before bringing technology to the table and making sure the technology actually solves the problem,” she said.

Kinnard spoke to FedScoop after receiving the Emerging Leaders Medal at the Samuel J. Heyman Service to America Awards for her work automating repetitive administrative processes at the Department of Labor.

She won the accolade for overseeing the use of robotic process automation to reduce the time needed to format and organize staff performance reviews from 40 hours to less than three minutes.

“[The work] Started by talking to Ministry of Labor staff: what part of your job do you hate the most. What is the most tedious, repetitive and mundane thing? ,” Kinnard explained.

“How can we automate this so you can focus on the job you were trained to do? It requires that intelligence, that training, and that compassion that you have as a human being.

Under his leadership, the Department of Labor went from using robots to deploying more than 30 to allow federal personnel to focus on higher-value work.

Kinnard added that mentoring the implementation of new technologies is also essential, to ensure that agency employees are included in the development process, and stressed the importance of strong governance for the new technology.

“We certainly don’t want to build bots that replace people or hurt people or introduce any kind of bias.”


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Digiday+ Research: Half of agency professionals are back in the office full-time https://morrisseyagency.com/digiday-research-half-of-agency-professionals-are-back-in-the-office-full-time/ Wed, 21 Sep 2022 04:02:32 +0000 https://morrisseyagency.com/digiday-research-half-of-agency-professionals-are-back-in-the-office-full-time/ As we go through the year, it’s becoming increasingly clear that the advertising industry is leaning a little more towards the pre-pandemic lifestyle: people are heading to more events this fall, and many are even finally returning to the office, according to data from Digiday+ Research. Last week, we provided an update on the progress […]]]>

As we go through the year, it’s becoming increasingly clear that the advertising industry is leaning a little more towards the pre-pandemic lifestyle: people are heading to more events this fall, and many are even finally returning to the office, according to data from Digiday+ Research.

Last week, we provided an update on the progress of the work on the publisher side. This week, we look at the results of several surveys of agency professionals that took place between the second quarter of 2021 and the third quarter of this year – and find a very different RTO picture.

Digiday’s surveys found that the state of work for agencies is in the office: nearly half of agency professionals this summer said they had gone to the office for full-time work in the past month, down from a measly 7% a year and one six months ago, while 42% said they are now ready to go into the office full-time next month, down from 12% in the second quarter of 2021. Meanwhile, the percentage of respondents who said they had not been to the office full-time in the past year was just over half this summer (51%), compared to 76% in Q2 last year .

Digiday’s survey also found that agency professionals’ desire to be back in the office full-time is consistent: the percentage of respondents who said they don’t want to go to the office full-time next year remained fairly stable for a year and a half.

While the percentage of agencies that have returned to full-time office work hovers around half, Digiday surveys found that those working at least a hybrid schedule have skyrocketed over the past year and half. Even in the second quarter of last year, nearly a third of agency professionals said they had been to the office at least once in the past month. This summer, that percentage has risen to almost 90%.

This makes sense given the collaborative nature of agency work, which was also reflected in the (very low) percentage of respondents who said they did not want to go to the office even once in the following year: second quarter of 2021, only 3% of agency professionals said so, and only 4% said so in the third quarter of this year.

At the same time, the percentage of agency professionals who said they had not been to the office once in the past year fell from 38% a year and a half ago to just 7% this summer. And the percentage of those who said they would be willing to go to the office at least once in the next month has never dipped below 50% (the lowest in the second quarter of last year), but has increased to 82% this quarter.

Based on these findings, it’s no surprise that Digiday’s surveys also found that agency professionals’ appetite for in-person business meetings hasn’t waned over the past year and a half. : The percentage of respondents who said they would not want to attend an in-person meeting next year has fluctuated very slightly between only 1% and 2% since the second quarter of 2021. Meanwhile, the percentage of those who are ready to attend an in-person meeting the following month was up 84% in the third quarter of 2022, up from 41% in the second quarter of last year.

And agencies are following through on their willingness to attend in-person meetings: a year and a half ago, only 12% of respondents said they’d gone to an in-person meeting in the past month, while 59% said they had not been there. to one over the past year. This summer, 69% of agency professionals said they had attended an in-person meeting in the past month, while the percentage who said they had not done so in the past year fell to only 11%.

Digiday+ Research: Half of agency pros are back in the office full-time


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Recruitment agency launched during Covid celebrates anniversary with reward https://morrisseyagency.com/recruitment-agency-launched-during-covid-celebrates-anniversary-with-reward/ Tue, 20 Sep 2022 05:00:00 +0000 https://morrisseyagency.com/recruitment-agency-launched-during-covid-celebrates-anniversary-with-reward/ Rob Griffiths Blue Orchid Recruitment, based in Shrewsbury but with a national clientele, was started by Rob Griffiths after he was made redundant by another recruitment firm which closed due to pandemic pressures. Two years on, Blue Orchid Recruitment has gone from strength to strength and celebrates winning the Best Emerging Recruitment Agency category at […]]]>
Rob Griffiths

Blue Orchid Recruitment, based in Shrewsbury but with a national clientele, was started by Rob Griffiths after he was made redundant by another recruitment firm which closed due to pandemic pressures.

Two years on, Blue Orchid Recruitment has gone from strength to strength and celebrates winning the Best Emerging Recruitment Agency category at the Midlands Enterprise Awards 2022, organized by SME News magazine and aiming to showcase the best of business in the Midlands .

Mr Griffiths said: “We are delighted to have won and have to admit we are pleasantly surprised as we are a small fish in a huge pond – but it shows how far we have come in a short time.

“Blue Orchid Recruitment is a professional family business with a personal touch.

“We knew it would be a challenge to launch the business during Covid, but with lots of hard work and dedication, we are proud of how the business has grown. It allowed us to demonstrate that when you go through tough times, you can build a successful business. As a recruiter, you need to be resilient, so this mindset has proven to be very helpful.

“We specialize in office and business opportunities, but also provide career coaching and have a particular interest in helping disadvantaged people who may often be overlooked by other recruiters or who have general difficulties and need support. that extra support and confidence.

“Our goal is to help both employer and candidate in the best possible way – helping all parties come together in a work environment where everyone has the opportunity to thrive. We work with a wide range of people. companies, from SMEs and charities to large corporations, spanning all sectors, so we have clients that are one person groups all the way up to multinational companies, including one that manufactures parts for the aerospace industry .

Blue Orchid Recruitment works primarily in Shropshire, Mid Wales and the West Midlands, but also has a number of national clients. Mr Griffiths said the plan is to grow the business organically rather than force it, ensuring it adapts effectively to market changes and customer needs.

“We are committed to providing excellent service to the employers and candidates we represent,” he added. “Excellent customer service is key to the success of Blue Orchid Recruitment, as proven by the number of repeat customers and the fact that 95% of our business is referral based.

“There are plenty of job opportunities right now, but there are also challenges in some areas, such as the hospitality industry, which is undoubtedly still feeling the effects of Brexit. The pandemic has also seen an increase in the number of people who want to continue working from home or take advantage of the flexibility of hybrid working.

“There are a lot of candidates for jobs in many sectors and it’s all about companies making themselves attractive, so we’re working hard to put them in the best possible position to attract those candidates.

“We are committed to providing the right candidate for the right employer and the beauty of being a small recruitment company is that we provide a personalized service from start to finish, meeting the needs of all parties, whatever those needs may be. .”


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