experts in the field of workplace contacts including the cochairs of the special task force of the eeoc upon his extraordinarily valuable 18 month study and report we were lied. the cochairs of the esc tax was recognize our efforts in a recent letter to me regarding our report which is attached to my written testimony stating that from specific recommendations for improving training and reporting systems were broad recommendations developing a culture of workplace ability, the working groups follow report offers an excellent blueprint for moving forward. with regard to our employees about letters they received yesterday from the federal court clerks association, the national conference of bankruptcy clerks, the federal judicial assistance association and the association of bankruptcy judicial assistance expressing their reporsupport for the report. i respectfully request that these letters be included in the hearing record. we are pleased the reactions and support from those employees of the judicial branch were finally did constituencies to the working group's report was directed. >> t

for 18 months the eeoc select task force study that. in june 2016 the cochairs of the task force issued a detailed report. i commend mr. jeff -- mr. duff in the working group for their report. they developed many valuable recommendations for change. i also commend the leadership of ms. santos and the lost clerk that raised alarms . my testimony today will offer ideas to build on and strengthen the recommendations of the working group with a particular focus on the reporting and confronting his conduct process. these are vital to an effective system although much of the recent focus has centered on sexual harassment cost harassment on other bases including race and disability make up the majority of all eeoc charges. now is a critical opportunity for the judiciary to examine broader issues of opportunity beyond sexual harassment as well. the judiciary has a number of organizational risk factors that are powerful predictors of harassment. these include significant power disparities, employees new to the workforce, isolated workplaces and

>> the eeoc task force report and study is instructive. they surveyed corporate offices, government offices across the board. their statistics are alarming. somewhere between 25% and 85% of women -- it's not just women, but people in the work force have been harassed. >> you think it cuts across all aspects of society? >> i think it does. what's most alarming about -- >> let me ask you this. i don't mean to be rude, but i don't want to go too far over time. how prevalent is this in the federal ju decisidiciary? >> our working group's starting point was one episode is one too many. >> i understand that. how prevalent do you think it is? >> it's not as in other workplaces. but it's not -- that's not important. i think senator feinstein -- >> how prevalent do you think it is on a scale of one to ten, ten off the chart, harvey weinstein on another planet. >> it depends the behavior you are talking about. >> all forms of misbehavior, on a scale of one to ten, you studied it, how prevalent do you think it is in the federal judicia judiciary? >>

the eeoc recommended doing a workplace climate survey which i think are effective. the statement that this is not pervasive is just a guess. >> i would agree that the judiciary needs to be proactive and understand the full scope. the systems place the burden almost entirely on the victims to feel comfortable in coming forward. where the judiciary is willing to go out and hire an external review so that individuals can come forward anyway that is more safe and confidential, and i think they will get a more robust understanding. mr. duff, how would you answer that last question? >> i think we are doing everything we can to make it easier to report going forward. mrs. santos is correct it wasn't , the focus of the working group. novel we were organized to do, to conduct past investigations. but rather it was designed from , the outset to be forward-looking. how do we make corrections to the system? i would say that it doesn't -- the numbers of how pervasive is are not, we are try to eliminate it all regardless of what those numbers are. that was a purpose of the workin

finally, the eeoc facility cannot adequately support the staff in major or extended duration incidents. on monday, staff will be presenting several solutions that they think will help fix the situation and prevent anything like this from happening in the future. those are to hire five or six new positions within the emergency operations center to provide additional training for the folks who already work there. they will invest in a new emergency operations center which can cost $20 million. they want to be contesting new emergency alert systems inside the community as quickly as possible. all of this will be presented to the board of supervisors next week. you can count on channel 5 to be there. >>> one of the biggest electric scooter companies may not be welcome back in san francisco anytime soon. the sf nta says spin missed a 5 pm deadline to apply for a city permit. other scooters could be back on the street soon in a more orderly fashion. bird, lime, and five others all got the paperwork in on time. permits will be handed out by b a's fans at the coliseum. you can now buy a beer f

title vii says a charge under this section shall be filed within a certain time period with the eeoc. in the same section, it said a charge shall be in writing and under oath. and the court said in edelman that doesn't provide a definition. neil gorsuch: so -- so what is the definition of a notice to appear? it doesn't have to have a date. it doesn't have to have a time. does it have to have the charges? does it have to have the facts? i mean, when does the emperor have no clothes? at what point? a blank page with the title notice to appear, would that suffice? frederick liu: a blank page -- a blank page would not be a notice to appear. a notice to appear is a charging document. it's like an indictment in a criminal case, a complaint in a civil case. what it needs to do is tell the alien what proceedings he must appear for and why he must appear for them. sonia sotomayor: mr. liu, help me. i'm simple-minded. notice to appear seems to ask me when, where, and why. those are the three material elements of, to my simplistic way of thinking, of the words notice to appear, when am i appeari

moses leroy, fighting for equal opportunity and in 1965 he has the tool eeoc and can use that to breakopen employment at the southern pack. a few years later he is the named plaintiff on a case that creates single member voting district tuesday the city of houston. so day achieved this decades long goal of winning independent political power. it's the same peel. over seasonal e several decades doing this work and at is turns out, what they learned was that coalition building was their secret weapon, the secret weapon of the civil rights activist, black, brown and white labor activists, the way to extend their power into new arenas ared accomplish as much as they did. the democratic coalition is such, it come as i part in '65 and '66 for a wide variety of reasons, one being theirs own success. the succeeded the changing the political dynamic sufficiently that new opportunities were opening up, new politicians, new configurations new people on the scene, and ultimately this liberal coalition is challenged on theft by more radical coalition of chicano power and black power activists even.

i did not include eeoc or owcp time in my estimates. employees agencies you might ask why don't they hold people accountable for this? if you are a supervisor and you have a union steward, are you going to risk the ulp's and grievances if you try to hold their feet to the fire? in addition, if somebody's representing someone on an eeo complaint and management holds their feet to the fire on reporting time, what they will get is a reprisal complaint. that's a fact. official time however defined and other free services have never been accurately reported. all of the costs, office space, furniture, computers, internet space, all of these costs are covered by the -- by labor agreements in the government. nobody knows what they cost. federal unions pay nothing inside an agency to represent employees, not a single penny. when they walk in the door, their official time, their offices, their space in many cases their travel, their training of the representatives is all paid for by the taxpayer. in closing, no one in 1978, not even the unions th

whether it's the wage and hour division at the department of labor or eeoc or osha, you get agencies that inside to protectd american workers which had been the function of t unions. the unions look to government for relevance and to sustain their membership and end up supporting things that really don't make sense like a $15 minimum wage that research repeatedly shows in the cities even the richest cities like san francisco and seattle that implement it it's really hard working class americans. in fact, working class americans, union members understand this. theyan understand their leadersp is out of touch and the best example of that is this last election where 42% of union households voted for president trump also because his immigration and trade policies were consistent with what should be the goals of union. thee unions supported hillary clinton with over $100 million in donations. that 42% number includes government unions, and government unions want bigger government. they want more money into government becausebi that so government junior employees elevate their salvation li

first the eeoc lacked solid situational awareness information and process because of the speed and dynamic nature of the fires. previous disasters have not prepared the county for this incident and also although many had been drained or participated in exercises, the scope of the disaster required the use of additional untrained staff. the facility cannot adequately support the staff in major incidents. especially in what cal fire calls the new normal. they might have to rebuild one and that would come at the tune of $20 million. it's easy to point a finger at pg&e but have spoke to some contacts and they say there is something to look at when it comes to the power lines and that has to do with the trees. pg&s in the rule governing how they trim trees are cut them down is different for every single one of them. pg&e we have been haungtis. blame could potentially be placthem as opposed to on pg&e. all of this will be coming out. emily turner, kpix 5 . >>> we have some shocking video of a dump and run in oakland. a truck with concrete rubble dumped right in the middle of 17th avenue. a home

remains a persistent problem, particularly sex-based harassment, despite requirements for training and eeoc policies, the vast majority, as much as 70% of individuals who experience workplace harassment, never discussed it with a supervisor. and even fewer file a formal complaint. and almost all of us in this room today maybe have had our own experiences with harassment in the workplace, whether it's happening to us directly or we've seen it happen to a friend or someone that we know or a co-worker. it's something that touches too many in our city and in our society. under our current city policy, only managers, commissioners, and employees in supervisor roles are required to complete training on a biannual basis. while the training is comprehensive, it's covering just 1/3 of our city's work force. all of our employees, whether they are bus drivers, administrative staff, social workers, elected officials or department heads, need to be trained in how to recognize, address, and prevent harassment in the workplace. the legislation i'm introducing today will require all city employees -- not j

eeoc also specifies the activities war rantings offici time. there are hundreds of thousands of eeo claims a year. no one know what is this costs. i did not include eagencies you don't they hold agencies accountable for this. if you're a union supervisor and you have a union steward, are you going to hold employees feet to the fire. and if someone's issuing an eeo complaint and management issues orders limiting their time, they're going to get complaints, that's a fact. official time and other free services have never been accurately reported. all of the costs, office space, fuiture, computers, internet space, all of these costs are covered by the labor agreements in the government, nobody knows what they cost. federal unions pay nothing inside an agency to represent employees. not a single penny. when they walk in the door, their official time, their offices, their space, in many cases their travel, their training of the representatives is all paid for by the taxpayer. in closing, no one in 1978, not even the unions themselves would have belie

also helped in the creation of federal agencies, so the commission on civil rights in as aand the eeoc mandated 1964 act. next, i don't think there is anyway you can talk about the advancement of women in any profession and employment without understanding the importance of science and technology in making the pill possible, and we kind of have the completion of the circle that is begun by margaret sanger and was made possible in some through the work of the scientist don raab, and you will see that i have included a quote from one of the trailblazers who said, "the pill made possible the career i have loved." scientist don the rock. the list is so long. helping in leadership, creating a climate of questioning and demand in, a whole new the work ofhrough simone de beauvoir, the publication of "our bodies, challenges togal birth control cases early on, executive orders such as jobs pertaining to federal contracts, the creation of public interest law organizations, so the women's rights project in new york, the two organizations that were started down here a little , the increased.c. in

in 1965 he finally has the tool of the eeoc and he's able to use that to break open employment. a few years later, he becomes the main plaintiff on a case that creates single-member voting districts. they achieve this decade-long goal of winning independence through power and it's the same people for several decades doing this work and as it turns out, what they learned through coalition buildingwas their secret weapon. the secret weapon of civil rights activists, black brown and white labor . that's the way they were able to extend that power and to accomplish what they did. by the mid-1970s, the democratic coalition takes part in 65 and 66, there's a wide variety of reasons. one of which is they succeeded in changing the dynamic that new opportunities were opening up, new politicians,new configurations of people on the scene . ultimately this liberal coalition is challenged on the left by a radical coalition of white-collar and black power activists. the power shifts through the suburbs and over time, the establishment democrats govern from that side so there's a flip in the 9

fighting for equal opportunities at work since 1930's at least, in 1965 he finally has the tools of the eeoc and he's able to use that to break open employment at the southern pacific. a few years later, he becomes the main plaintiff, the named plaintiff on a case that creates single member voting districts in the city of houston. so they achieve this, again, decades' long goal of winning independent political power. and it's the same people. over several decades doing this work. and as it turns out what they learned was that coalition building was their secret weapon. it was the secret weapon of the civil rights activist, black, brown and white labor activists. that's the way they were able to extend their power into new arenas and to accomplish as much as they did. by the mid 1970's, well, the coalition, the democratic coalition is such -- as such comes apart in 1965 and 1966 for a wide variety of reasons. one of them being their own success. they had succeeded in changing the political dynamic sufficiently that new opportunities were opening up, new politicians, new configurations, new pe

e-mails and anything close to what strzok and page were saying and others occurred, and we were in an eeoc or some other kind of complaint, we'd be held clearly for this to have met the reement for any action whatsoever that was less than favorable for an employee, a termination, and so on. we would be held as having a bias. matter of fact, every member up here had to go through 90 minutes of training in which they gave us examples that -- for a fraction of what page and strzok had done if there were any adverse action whatsoever, weeding held as biased. how is it you can say you found no evidence of bias? what makes the standard different for the department of justice? >> let me be clear. we did not say that their words and texts and these messages were not indicative of bias. in fact, we were very concerned with them because that kind of bias and those kind of -- >> so you found bias, but the actions -- >> that's the question. >> the famous insurance policy, the likelihood that they were in, quote, andy's office and were plotting, conspiring to figure out a way to either keep the preside

definition for most of us for a bias if reviewing text or e-mails or anything close occurred and we were at eeoc or complaint we would be held clearly for this to meet the requirement for any action whatsoever that was less than favorable for an employee such as a termination. we would be held as having a bias in fact every member here had to go through 90 minutes of training to give us examples for a fraction of what peter had done with any adverse action whatsoever so how is it you can say you found no evidence of bias how was the standard different for the department of justice? >> let me be clear we did not say that with these text and messages were not indicative of bias. the likelihood in the office that evidence of the conspiracy of action. isn't that separate from what you might do? into blowup the federal building you don't have to succeed for there to be a crime. >> you don't actually have to carry it out at all. i agree that concern. >> then they have the conspiracy to do something. but we do think wyatt is reflected in august translated directly for us translated into september. >> i