Date: Sun, 5 Nov 1995 11:15:24 -0500 From: didom@usa1.com (Claude DiDomenica) Subject: The CAT Chronicle for 11-3-95 ISSN 1084-5585 THE CAT CHRONICLE ----------------- * * * * * * * * * * * * * * * FOR IMMEDIATE RELEASE * * November 3, 1995 * * * * * * * * * * * * * * * Children's Animated Television (CAT) is a 501-C-3 non-profit organization that produces educational videos for children and teens on contemporary social issues such as AIDS, diversity, violence and GLB teen self esteem. CAT also provides as a public service a BBS, a weekly full color newsletter and a Web site for the family of the future: http://www1.usa1.com/~furball/ * Please note a full color version of this newsletter is available on the World Wide Web: http://www1.usa1.com/~furball/newslett/newslett.html/ Quote of the Week: "One who knows all, has learned nothing. Hmmmmm..." ---Quai Chang Furball --------------------------------------------------------------------- CAT Currents... ~~~~~~~~~~~~~~~ CAT is in the process of forming a new partnership with Ed Wondoloski, Professor of Management at Bentley College, Waltham Massachusetts. Ed is in charge of the "Service Learning" department at Bentley. Service Learning sends out students into the community to do volunteer work. The students receive college credit for this work, but more important, they learn the importance of philanthropy and volunteerism. They also gain valuable management and real-world work skills. Ed also is introducing CAT to other faculty at the school for possible collaboration with other departments. A traditional CAT "HAT'S OFF!!!" to Ed... Please thank Ed for helping CAT: Ed Wondoloski Parent's Corner... ~~~~~~~~~~~~~~~~~~ Tip of the Week: Child's immunization schedule Do you know when your children should get shots? Do you just let your doctor let you know when your child needs a shot? Here is the immunization schedule approved by the American Academy of Pediatrics, American Academy of Family Physicians, and the Advisory Committee on Immunization Practices: ---Polio Oral polio vaccine at two and four months, another dose between six and eighteen months, and a fourth dose between the ages of four and six years. ---Measles, Mumps, Rubella (MMR) One dose between twelve and fifteen months of age, another either between four and six years, or between eleven and twelve years. ---H. Influenzae Type B Doses at two, four, and six months, a fourth dose between twelve and fifteen months of age. ----Hepatitis B The first dose between birth and two months of age, the second dose between two and four months, and the third dose between six and eighteen months. ---Diphtheria, Tetanus, Pertussis (DTP) Doses at two, four, and six months, a fourth dose between twelve and eighteen months, a fifth dose between four and six years, a tetanus/ diphtheria shot at eleven to twelve years of age. Contact your pediatrician for any questions about immunizations for your child... Jeff Sam Volunteer Child Safety & Parents Coordinator, Co-Sysop of Dr Furball's BBS and CAT's Co-Webmeister Internet Address: jsam@usa1.com Please visit Jeff's Sam's Child Safety and Parenting Web page: http://www1.usa1.com/~furball/jeffsam/jeffsam.html/ GLB Youth Advisor: ~~~~~~~~~~~~~~~~~~ CAT's current video project is on GLB teen self esteem. Our goal is to help put a stop to the unacceptably high rate of GLB teen depression and suicide. We also believe there is a direct correlation between low self esteem and unsafe sex practices. To this aim, as a public service we present to you the GLB Youth Advisor... A Common Thread --------------- As the scientific community breaks new ground with genetic research, it grows closer to the conclusion the GLB community has known for a long time. This week brought news of X Chromosome research and the possible linkage between sexuality and a certain DNA sequence imbedded within the X chromosome. The chromosomes carry the genetic instructions used in creating human beings. The instructions within the chromosomes may include physical traits such as eye and hair color, or emotional traits including shyness or charisma. These items tend to be random in nature. For instance, a child does not always share the same eye color of the parents. Scientists feel mothers pass on sexuality to the child via the X chromosome. However, since homosexuality would be a dormant trait (occurs infrequently) only a certain percentage of births will produce a homosexual child. Scientists studied these occurrences more closely after learning that identical twins (even those separated from birth and raised by different families) both developed identical sexuality's. Concerned with the old notion that the environment creates gay kids, scientists concentrated on studying twins raised by different parents. This reduced the chances that the twins "became" homosexual because of the style of parenting used. New studies concentrating on brothers (not identical twins) revealed that if one brother is gay, a better chance existed that the other brother is too. Again, since these instructions vary, do not expect that your brothers and sisters are also gay. However, there exists a better than average chance that you are not the only GLB person in the family. How does all of this research help GLB youth? Well, the typical argument launched by the religious right against us refers to 'lifestyle choices' and that homosexuality is 'unnatural'. However, this information continues to reveal these accusations to be totally FALSE. Mike Reddin Volunteer GLB Youth Advisor for Children's Animated Television Internet Address: wxman@pcix.com Mike has an area on our Web site dedicated to GLB youth: http://www1.usa1.com/~furball/glb/glb.html/ "The problems faced by GLB youth are a national disgrace and tragedy" ---Claude DiDomenica What if??? ~~~~~~~~~~ Our President, Claude DiDomenica writes this weekly column to stimulate the minds of our youth and adults who haven't lost their "youthful imaginations..." What if I had writers block??? Hmmmmm... I guess I would share something I had written before, that hadn't been published yet. Below is a message I posted on one of the Listservs in response to the the "Concerned Women of America" blasting the NEA for its wonderful Lesbian/Gay/Bisexual History Month. Please excuse in advance, the anger and sarcasm of my words... (> = quoting who I was responding to...) >Dear Librarians and History Month Folks: > >I desparately need a copy of the letter sent out by the Concerned >Women of America to their members asking that they give money to the >CWA and to oppose the National Education Association. Hi! Just an aside... I spoke to a dood over at the NEA's civil rights division... He told me he was SWAMPED with calls about the GLB history month thing... I presume many negative calls. I told him they were doing the right and courageous thing. I hope they don't back off or change things next year or... "Concerned Women of America???" That makes me want to puke. Since when is it "Concern" to conceive, carry in one's womb, love and raise a child ONLY later to torment and hate them if they are GLB??? Since when is it "concern" to deny a factual education in the PUBLIC schools... Their "religious" values have no place in the PUBLIC schools. "Concerned Women of America" goes good with "family values" (or lack thereof) IMO, this is the civil rights battle of the 90's. Anyone opposed to censorship and bigotry in our schools should do what they can to support the NEA. Back in '92, the NEA was one of the first groups to endorse my work: to produce educational videos for kids on tough social issues. At the moment, as you probably know, we are working on a self-esteem video for GLB teens. One thing that REALLY bothers me is the covert actions, lies and deceit of groups like "Concerned Women of America" and the (anti)Christian Coalition. My organization has no secret agenda... We wish to control no one. IMO, people need to stand tall and speak out against the lunatic radical right. ALL good people of all sexual identities need to put the same passion into their words and actions as does the "right". Since when has the far right cornered the market on morality??? In my book, it is immoral to use GLB teens as pawns in the current battles going on in Merrimack NH, etc. Hmmmmm... This crap comes from the same type of folks who want "creation science" in the PUBLIC schools. Most Americans would agree it is wrong to persecute GLB people. We must unite against Ralph Reed (barf bag please), Pat Robertson, ad nauseum. These people DO NOT represent mainstream America. Take care, ya'll! Claude DiDomenica PS: Please excuse the "Soapbox" routine. My partner, Bessie and I are really worn out by people who only want to hurt, control and raise money for their own self-aggrandizement. PPS: One thing all of us can do is to register to VOTE and encourage youth to get politically active. There are many politicians taking money from (and in bed with) the Christian Coalition, etc. We need to make the voices of reason heard as loudly as the voices of doom. PLEASE remember to VOTE!!! The disABLEd Corner ~~~~~~~~~~~~~~~~~~~ This week I'd like to share with you the highlights of the ADA (Americans With Disabilities Act...) YOUR EMPLOYMENT RIGHTS AS AN INDIVIDUAL WITH A DISABILITY UNDER THE AMERICANS WITH DISABILITIES ACT OF 1990 EEOC-BK-18 Introduction ------------ The Americans with Disabilities Act of 1990 (ADA) makes it unlawful to discriminate in employment against a qualified individual with a disability. The ADA also outlaws discrimination against individuals with disabilities in State and local government services, public accommodations, transportation and telecommunications. This booklet explains the part of the ADA that prohibits job discrimination. This part of the law is enforced by the U.S. Equal Employment Opportunity Commission and State and local civil rights enforcement agencies that work with the Commission. ---What Employers Are Covered by the ADA? Job discrimination against people with disabilities is illegal if practiced by: * Private employers * State and local governments * Employment agencies * Labor organizations * Labor-management committees The part of the ADA enforced by the EEOC outlaws job discrimination by: * All employers, including State and local government employers, with 25 or more employees after July 26, 1992 * All employers, including State and local government employers, with 15 or more employees after July 26, 1994 Another part of the ADA, enforced by the U.S. Department of Justice, prohibits discrimination in State and local government programs and activities, including discrimination by all State and local governments, regardless of the number of employees, after January 26, 1992. Because the ADA establishes overlapping responsibilities in both EEOC and DOJ for employment by State and local governments, the Federal enforcement effort will be coordinated by EEOC and DOJ to avoid duplication in investigative and enforcement activities. In addition, since some private and governmental employers are already covered by nondiscrimination and affirmative action requirements under the Rehabilitation Act of 1973, EEOC, DOJ, and the Department of Labor will similarly coordinate the enforcement effort under the ADA and the Rehabilitation Act. ---Are You Protected by The ADA? If you have a disability and are qualified to do a job, the ADA protects you from job discrimination on the basis of your disability. Under the ADA, you have a disability if you have a physical or mental impairment that substantially limits a major life activity. The ADA also protects you if you have a history of such a disability, or if an employer believes that you have such a disability, even if you don't. To be protected under the ADA, you must have, have a record of, or be regarded as having a substantial, as opposed to a minor, impairment. A substantial impairment is one that significantly limits or restricts a major life activity such as hearing, seeing, speaking, walking, breathing, performing manual tasks, caring for oneself, learning or working. If you have a disability, you must also be qualified to perform the essential functions or duties of a job, with or without reasonable accommodation, in order to be protected from job discrimination by the ADA. This means two things. First, you must satisfy the employer's requirements for the job, such as education, employment experience, skills or licenses. Second, you must be able to perform the essential functions of the job with or without reasonable accommodation. Essential functions are the fundamental job duties that you must be able to perform on your own or with the help of a reasonable accommodation. An employer cannot refuse to hire you because your disability prevents you from performing duties that are not essential to the job. ---What is Reasonable Accommodation? Reasonable accommodation is any change or adjustment to a job or work environment that permits a qualified applicant or employee with a disability to participate in the job application process, to perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities. For example, reasonable accommodation may include: * Providing or modifying equipment or devices * Job restructuring * Part-time or modified work schedules * Reassignment to a vacant position * Adjusting or modifying examinations, training materials, or policies * Providing readers and interpreters * Making the workplace readily accessible to and usable by people with disabilities An employer is required to provide a reasonable accommodation to a qualified applicant or employee with a disability unless the employer can show that the accommodation would be an undue hardship -- that is, that it would require significant difficulty or expense. ---What Employment Practices are Covered? The ADA makes it unlawful to discriminate in all employment practices such as: * Recruitment * Firing * Hiring * Training * Job assignments * Promotions * Pay * Benefits * Lay off * Leave * All other employment related activities It is also unlawful for an employer to retaliate against you for asserting your rights under the ADA. The Act also protects you if you are a victim of discrimination because of your family, business, social or other relationship or association with an individual with a disability. ---Can an Employer Require Medical Examinations or Ask Questions About a Disability? If you are applying for a job, an employer cannot ask you if you are disabled or ask about the nature or severity of your disability. An employer can ask if you can perform the duties of the job with or without reasonable accommodation. An employer can also ask you to describe or to demonstrate how, with or without reasonable accommodation, you will perform the duties of the job. An employer cannot require you to take a medical examination before you are offered a job. Following a job offer, an employer can condition the offer on your passing a required medical examination, but only if all entering employees for that job category have to take the examination. However, an employer cannot reject you because of information about your disability revealed by the medical examination, unless the reasons for rejection are job-related and necessary for the conduct of the employer's business. The employer cannot refuse to hire you because of your disability if you can perform the essential functions of the job with an accommodation. Once you have been hired and started work, your employer cannot require that you take a medical examination or ask questions about your disability unless they are related to your job and necessary for the conduct of your employer's business. Your employer may conduct voluntary medical examinations that are part of an employee health program, and may provide medical information required by State workers' compensation laws to the agencies that administer such laws. The results of all medical examinations must be kept confidential, and maintained in separate medical files. ---Do Individuals Who Use Drugs Illegally Have Rights Under the ADA? Anyone who is currently using drugs illegally is not protected by the ADA and may be denied employment or fired on the basis of such use. The ADA does not prevent employers from testing applicants or employees for current illegal drug use. ---What Do I Do If I Think That I'm Being Discriminated Against? If you think you have been discriminated against in employment on the basis of disability after July 26, 1992, you should contact the U.S. Equal Employment Opportunity Commission. A charge of discrimination generally must be filed within 180 days of the alleged discrimination. You may have up to 300 days to file a charge if there is a State or local law that provides relief for discrimination on the basis of disability. However, to protect your rights, it is best to contact EEOC promptly if discrimination is suspected. You may file a charge of discrimination on the basis of disability by contacting any EEOC field office, located in cities throughout the United States. If you have been discriminated against, you are entitled to a remedy that will place you in the position you would have been in if the discrimination had never occurred. You may be entitled to hiring, promotion, reinstatement, back pay, or reasonable accommodation, including reassignment. You may also be entitled to attorneys fees. While the EEOC can only process ADA charges based on actions occurring on or after July 26, 1992, you may already be protected by State or local laws or by other current federal laws. EEOC field offices can refer you to the agencies that enforce those laws. To contact the EEOC, look in your telephone directory under "U.S. Government." For information and instructions on reaching your local office, call: 202-663-4900 (voice) or 1-800-800-3302 (TDD) In the Washington, D.C. 202 Area Code: 202-296-6312 (voice) or 202-663-4494 (TDD) ---Can I Get Additional ADA Information and Assistance? The EEOC will conduct an active technical assistance program to promote voluntary compliance with the ADA. This program will be designed to help people with disabilities understand their rights and to help employers understand their responsibilities under the law. In January 1992, EEOC will publish a Technical Assistance Manual, providing practical application of legal requirements to specific employment activities, with a directory of resources to aid compliance. EEOC will publish other educational materials, provide training on the law for people with disabilities and for employers, and participate in meetings and training programs of other organizations. EEOC staff also will respond to individual requests for information and assistance. The Commission's technical assistance program will be separate and distinct from its enforcement responsibilities. Employers who seek information or assistance from the Commission will not be subject to any enforcement action because of such inquiries. The Commission also recognizes that differences and disputes about ADA requirements may arise between employers and people with disabilities as a result of misunderstandings. Such disputes frequently can be resolved more effectively through informal negotiation or mediation procedures, rather than through the formal enforcement process of the ADA. Accordingly, EEOC will encourage efforts of employers and individuals with disabilities to settle such differences through alternative methods of dispute resolution, providing that such efforts do not deprive any individual of legal rights provided by the statute. More Questions and Answers About the ADA ---------------------------------------- Q. Is an employer required to provide reasonable accommodation when I apply for a job? A. Yes. Applicants, as well as employees, are entitled to reasonable accommodation. For example, an employer may be required to provide a sign language interpreter during a job interview for an applicant who is deaf or hearing impaired, unless to do so would impose an undue hardship. Q. Should I tell my employer that I have a disability? A. If you think you will need a reasonable accommodation in order to participate in the application process or to perform essential job functions, you should inform the employer that an accommodation will be needed. Employers are required to provide reasonable accommodation only for the physical or mental limitations of a qualified individual with a disability of which they are aware. Generally, it is the responsibility of the employee to inform the employer that an accommodation is needed. Q. Do I have to pay for a needed reasonable accommodation? A. No. The ADA requires that the employer provide the accommodation unless to do so would impose an undue hardship on the operation of the employer's business. If the cost of providing the needed accommodation would be an undue hardship, the employee must be given the choice of providing the accommodation or paying for the portion of the accommodation that causes the undue hardship. Q. Can an employer lower my salary or pay me less than other employees doing the same job because I need a reasonable accommodation? A. No. An employer cannot make up the cost of providing a reasonable accommodation by lowering your salary or paying you less than other employees in similar positions. Q. Does an employer have to make non-work areas used by employees, such as cafeterias, lounges, or employer-provided transportation accessible to people with disabilities? A. Yes. The requirement to provide reasonable accommodation covers all services, programs, and non-work facilities provided by the employer. If making an existing facility accessible would be an undue hardship, the employer must provide a comparable facility that will enable a person with a disability to enjoy benefits and privileges of employment similar to those enjoyed by other employees, unless to do so would be an undue hardship. Q. If an employer has several qualified applicants for a job, is the employer required to select a qualified applicant with a disability over other applicants without a disability? A. No. The ADA does not require that an employer hire an applicant with a disability over other applicants because the person has a disability. The ADA only prohibits discrimination on the basis of disability. It makes it unlawful to refuse to hire a qualified applicant with a disability because he is disabled or because a reasonable accommodation is required to make it possible for this person to perform essential job functions. Q. Can an employer refuse to hire me because he believes that it would be unsafe, because of my disability, for me to work with certain machinery required to perform the essential functions of the job? A. The ADA permits an employer to refuse to hire an individual if she poses a direct threat to the health or safety of herself or others. A direct threat means a significant risk of substantial harm. The determination that there is a direct threat must be based on objective, factual evidence regarding an individual's present ability to perform essential functions of a job. An employer cannot refuse to hire you because of a slightly increased risk or because of fears that there might be a significant risk sometime in the future. The employer must also consider whether a risk can be eliminated or reduced to an acceptable level with a reasonable accommodation. Q. Can an employer offer a health insurance policy that excludes coverage for pre-existing conditions? A. Yes. The ADA does not affect pre-existing condition clauses contained in health insurance policies even though such clauses may adversely affect employees with disabilities more than other employees. Q. If the health insurance offered by my employer does not cover all of the medical expenses related to my disability, does the company have to obtain additional coverage for me? A. No. The ADA only requires that an employer provide employees with disabilities equal access to whatever health insurance coverage is offered to other employees. Q. I think I was discriminated against because my wife is disabled. Can I file a charge with the EEOC? A. Yes. The ADA makes it unlawful to discriminate against an individual, whether disabled or not, because of a relationship or association with an individual with a known disability. Q. Are people with AIDS covered by the ADA? A. Yes. The legislative history indicates that Congress intended the ADA to protect persons with AIDS and HIV disease from discrimination. --==---==---==---==---==--==---==---==---==---==---==---==---==-- For more specific information about ADA requirements affecting employment contact: Equal Employment Opportunity Commission 1801 L Street, NW Washington, DC 20507 (202) 663-4900 (Voice), 800-800-3302 (TDD) (202) 296-6312 (Voice - for 202 Area Code) (202) 663-4494 (TDD - for 202 Area Code) For more specific information about ADA requirements affecting public accommodations and State and local government services contact: Department of Justice Office on the Americans with Disabilities Act Civil Rights Division P.O. Box 66118 Washington, DC 20035-6118 (202) 514-0301 (Voice) (202) 514-0381 (TDD) (202) 514-0383 (TDD) For more specific information about requirements for accessible design in new construction and alterations contact: Architectural and Transportation Barriers Compliance Board 1111 18th Street, NW Suite 501 Washington, DC 20036 800-USA-ABLE 800-USA-ABLE (TDD) For more specific information about ADA requirements affecting transportation contact: Department of Transportation 400 Seventh Street, SW Washington, DC 20590 (202) 366-9305 (202) 755-7687 (TDD) For more specific information about ADA requirements for telecommunications contact: Federal Communications Commission 1919 M Street, NW Washington, DC 20554 (202) 634-1837 (202) 632-1836 (TDD) This information is available in Braille, large print, audiotape and electronic file on computer disk. To obtain accessible formats call EEOC's Office of Equal Employment Opportunity: (202) 663-4395 (voice), (202) 663-4399 (TDD) or write: 1801 L Street, N.W., Washington, D.C. 20507 ---------------------------------------------------------------------- Rev. Jim E-Mail: IRISH38@aol.com Web site: http://pages.prodigy.com/OH/zrjj15a/revjim.html The CAT Credo... ~~~~~~~~~~~~~~~~ Children's Animated Television (CAT) believes in a positive future for all children... CAT's philosophy is to help solve today's complex social problems through honest and open dialogue, education, information and compromise... CAT will produce video programs for pre-teens and teens to stimulate their minds, harness their creativity and imaginations to cultivate long-lasting answers to problems in their world... As a public service, CAT will also provide educational information using all available technology including a computer bulletin board, World Wide Web site and other electronic media. CAT will supply this knowledge for children, parents and educators to enable our society to develop ideas and solutions for a better tomorrow... Claude DiDomenica & Bessie Hadley Founders of Children's Animated Television July 15, 1995 --------------------------------------------------------------------- NOTE: The opinions expressed in this newsletter are not necessarily those of Children's Animated Television. Use any advice or information at your own risk. To subscribe to "The CAT Chronicle" via E-Mail: E-Mail to didom@usa1.com Subject: Subscribe CAT Chronicle CAT is a 501-C-3 non-profit organization and all donations are tax-deductible as allowed by law. Contact Information: Bessie Hadley Executive Director Children's Animated Television, Inc. 1492 Highland Ave, Suite 3 Needham, MA 02192 USA Voice: 617-449-9699 FAX: 617-449-2238 Dr Furball's BBS: 617-455-8415 node 1 617-433-0026 node 2 Internet: hadley@usa1.com Claude DiDomenica President of CAT and Sysop of Dr Furball's BBS Internet: didom@usa1.com CAT's WEB Home Page!!! http://www1.usa1.com/~furball/ * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * Get CAT's latest info releases from Software Creations BBS * * "Home of the Authors" * * <<*-*-*-*->> * * Internet Access: Telnet BBS.SWCBBS.COM * * <<*-*-*-*->> * * WEB Access: http://www.swcbbs.com * * <<*-*-*-*->> * * 2400/9600/14.4 USR HST/Dual Standard Public Access (508) 368-7036 * * 2400/9600/14.4/28.8 USR V.Everything Public Access (508) 368-6604 * * 2400/9600/14.4 USR HST/Dual Standard Member Access (508) 368-7139 * * 9600/14.4/16.8/28.8 USR V.Everything Member Access (508) 368-3424 * * <<*-*-*-*->> * * At Main Menu, type: J 178 * * for "Dr Furball's Educational & Philanthropical Conference" * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * --------------------------------------------------------------------- Copyright 1995 Children's Animated Television, Inc. All Rights Reserved This newsletter may be freely distributed as long as it remains intact and this notice is not removed. Please do not post on USENET, FIDONET, WILDNET etc. without permission of the conference moderator. # # # -- ==================================================================== Children's Animated Television CAT a 501-C-3 non-profit organization Claude DiDomenica * didom@usa1.com * President of CAT Web Homepage http://www1.usa1.com/~furball/ Top 5% of ALL Web Sites! Providing hope and information for "The Family of the Future" ====================================================================