Looking for information on Genetic Information Nondiscrimination Act (GINA) of 2008? IRMI offers the most exhaustive resource of definitions and other help to insurance professionals found anywhere. Click to go to the #1 insurance dictionary on the web.
May 21, 2008. H.R. 493 (110th). To prohibit discrimination on the basis of genetic information with respect to health insurance and employment. In GovTrack.us, a database of bills in the U.S. Congress.
Benjamin M. Helm, Katherine Langley, Brooke B. Spangler, Samantha A. Schrier Vergano. Abstract: Whole-exome sequencing (WES) has increased our ability to analyze large parts of the human genome, bringing with it a plethora of ethical, legal, and social implications. A topic dominating discussion of WES is identification of "secondary findings" (SFs), defined as the identification of risk in an asymptomatic individual unrelated to the indication for the test. SFs can have considerable psychosocial impact on patients and families, and patients with an SF may have concerns regarding genomic privacy and genetic discrimination. The Genetic Information Nondiscrimination Act of 2008 (GINA) currently excludes protections for members of the military. This may cause concern in military members and families regarding genetic discrimination when considering genetic testing. In this report, we discuss a case involving a patient and family in which a secondary finding was discovered by WES. The family members ...
Congratulations!. On May 11th, 2008 President Bush signed GINA into law. Senator Ted Kennedy called it the first major new civil rights bill of the new century*. The Genetic Information Nondiscrimination Act (GINA) a US law that prohibits the improper use of genetic information in health insurance and employment. It prohibits health insurers from denying coverage to a healthy (or pre-symptomatic) individual or charging that person higher premiums based solely on a genetic predisposition to developing a disease in the future. The legislation also prevents employers from using genetic information when making job-related hiring, firing, placement, or promotion decisions. GINA does not address life insurance decisions. The text of the final verison of the bill can be seen here.. Introduced originally in 1995, GINA passed the Senate 95 - 0 as H.R. 493 on April 24, 2008. The House of Representatives passed GINA 414 - 16 - 1 on May 1st (the lone dissenter was Congressman Ron Paul). This has been a ...
More troublingly still, however imperfect its predictive value, the tsunami of human genetic information now pouring from DNA sequencers all over the planet raises the possibility that our DNA could be used against us. The Genetic Information Nondiscrimination Act of 2008 made it illegal for US medical insurance companies to discriminate on the basis of genetic information (although strikingly not for life insurance or long-term care). However, the health care reform legislation recently passed by the House (the American Health Care Act, known as Trumpcare) allows insurers to charge higher premiums for people with a preexisting condition. It is hard to imagine anything more preexisting than a gene that could or, even worse, will lead to your getting a particular disease; and under such a health system, insurance companies would have every incentive to find out the risks present in your DNA. If this component of the Republican health care reform becomes law, the courts may conclude that a genetic ...
Author: Beth P. Zoller, XpertHR Legal Editor. The federal Genetic Information Nondiscrimination Act (GINA) prohibits employers from discriminating against, retaliating against or harassing employees and applicants based on genetic information. This means that a workers genetic information cannot be used as a basis for hiring or firing and it also may not be used as a basis for segregating or classifying workers in such a way that they would be deprived of employment opportunities. Additionally, employers should avoid requesting medical history and genetic information as part of a job application or interview, post-offer medical exam, return-to-work situations or as part of an employee wellness program. In recent years, the Equal Employment Opportunity Commission (EEOC) has become increasingly willing to pursue employers who use a job applicants or employees genetic history against them in making employment decisions. Under GINA, because employee privacy concerns are implicated, employers have ...
Chair Ishimaru, Vice Chair Griffin, and Commissioners, thank you for the opportunity to speak at this public meeting to provide recommendations on issues to address in regulations implementing the Genetic Information Nondiscrimination Act of 2008 (GINA). I appreciate the opportunity to provide input on these important regulations.. I am Karen Elliott, member of the Society for Human Resource Management (SHRM) and an attorney at Gregory Kaplan PLC where I advise employers and human resource professionals on matters of employment law. Because I am also an employer, I not only advise others on the law, but understand the challenges of implementing it in my own workplace. In addition, I have served as SHRMs Virginia State Legislative Director and regularly advise HR professionals on issues related to discrimination, health care and privacy issues.. Today, I come before you on behalf of SHRM, the worlds largest association devoted to human resource management. Representing more than 250,000 members ...
WORKPLACE WELLNESS. In a judgement against the Equal Employment Opportunity Commission (EEOC) , the U.S. District Court for the District of Columbia has ruled that employers cannot force employees to pay financial penalties if they decline to participate in so-called voluntary workplace wellness programs. In practice, these programs have cost employees thousands of dollars when they dont participate and, according to Judge John Bates, this is "the equivalent of several months worth of food for the average family, two months of child care in most states, and roughly two months rent". Other issues inherent in the case revolve around the 1990 Americans with Disabilities Act (ADA) and the 2008 Genetic Information Nondiscrimination Act (GINA), both of which prohibit employers from requesting or obtaining specific health, medical, and genetic information from employees. A representative of the American Association of Retired Persons ( AARP), the organization that filed the lawsuit, stated that ...
January 29, 2013. Today, we cover the four risk assessment factors pertaining to breach notification in the Modifications to the HIPAA Privacy, Security, Enforcement, and Breach Notification Rules under the Health Information Technology for Economic and Clinical Health Act [HITECH Act] and the Genetic Information Nondiscrimination Act; Other Modifications to the HIPAA Rules: Final Rule that was published in the Federal Register on Friday, January 25, 2013. As discussed in yesterdays post, these risk assessment factors are used in assessing the probability of impermissible use or disclosure compromising protected health information, thereby requiring breach notification. This "probability standard" replaces the "harm standard," becomes effective March 26, 2013, and requires compliance on September 23, 2013 by covered entities and business associates.. Risk Assessment Factors. The four risk assessment factors that must be considered are in subsection two of the definition of breach. "As we have ...
Now in my fifties, I feel I have sufficient gravitas to negotiate the inevitable complications, including discrimination. Crucially, two pieces of federal legislation have given me and other gene-positive people support: the Genetic Information Nondiscrimination Act (GINA) of 2008, which bars certain kinds of discrimination, and the 2010 health-care reform law (the Patient Protection and Affordable Care Act), which, in 2014, will prohibit denial of coverage to people with pre-existing conditions ...
This letter responds to your November 7 and November 10, 2011 e-mails to [email protected] , asking whether unpaid or paid interns are protected by federal Equal Employment Opportunity (EEO) laws, and, if not, whether any further employment laws pertain to interns. As an initial matter, please note that we must confine our response to EEOC-enforced laws, including Title VII of the Civil Rights Act of 1964 (Title VII), the Equal Pay Act of 1963 (EPA), the Age Discrimination in Employment Act of 1967 (ADEA), Title I of the Americans with Disabilities Act of 1990 (ADA), and Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA). If you require information about coverage of interns under other employment laws, we suggest that you refer to the relevant agencys web site, such as www.dol.gov to learn about coverage under the Fair Labor Standards Act or Family Medical Leave Act.. For unpaid or volunteer interns, coverage as an employee under EEOC-enforced laws likely will turn on ...
One was a comment posted on our web site from a man whose girlfriend is considering an abortion. Of the 4,692 men who received placebo, 51% had diagnosed prostate cancer of higher malignancy by the end of the study. Sildenafil desowen lotion price otherwise (Viagra®), by a different mechanism, also opens up the blood vessels in the lung and may be a useful treatment for HAPE. The Genetic Information Nondiscrimination Act of 2008 (GINA), PL. Example J: Clinical Trial: Bioavailability Study of 10 mg Lisinopril Oral Solution Vs? Long story short, home ciprofloxacin cost its about increasing oxygen carry to the brain and muscles and also, overall, creating a situation where under stress, your body derives its energy more so from glucose than from burning fat? 33 - 35 Group B streptococcus, gram-negative enteric bacteria, and Chlamydia trachomatis are common middle ear pathogens in infants up to eight weeks of age? Medicinske gelatine har ingen lugt eller smag, lady era osta det forårsager ingen ...
Jul 8, 2016. H.R. 5692 (114th). To restore the effective use of group actions for claims arising under title VII of the Civil Rights Act of 1964, title I of the Americans with Disabilities Act of 1990, title V of the Rehabilitation Act of 1973, section 1977 of the Revised Statutes, and the Genetic Information Nondiscrimination Act of 2008, and for other purposes. In GovTrack.us, a database of bills in the U.S. Congress.
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U.S. Sen. David Vitter is lead author in the Senate of the Prenatal Nondiscrimination Act (S.138) that would prohibit discrimination against the unborn in the form of selective abortion on the basis of sex. The bill was introduced on Jan. 24, 2013, after a similar Senate bill died in the previous session of Congress. But so far the bill has languished in the Senate Judiciary Committee.. Sen. Vitter wants to move the Prenatal Nondiscrimination Act bill along in the Senate, and Louisiana Right to Life supports that effort. We have launched a petition drive for the purpose of urging U.S. Sen. Mary Landrieu to co-sponsor the Prenatal Nondiscrimination Act and ask her to do everything necessary to pass this act in the U.S. Congress. The petition also urges Senate Majority Leader Harry Reid to bring the Prenatal Nondiscrimination Act up for a vote in the U.S. Senate. Our Strength is in Numbers YOU CAN HELP! Get signatures from your friends, neighbors and family. Click here to download the FORMAL ...
Vote Smart provides free, unbiased, in-depth information about current officials, candidates, issues, legislation, and voting. Non-partisan and nonprofit since 1988.
Vote Smart provides free, unbiased, in-depth information about current officials, candidates, issues, legislation, and voting. Non-partisan and nonprofit since 1988.
Apple Chief Executive Tim Cook took to Twitter on Friday to again express his support for the Employee Non-Discrimination Act, a proposed bill that would make it illegal for companies to discriminate in hiring based on gender identity or sexual orientation.
As Anna Higgins eloquently demonstrates in this latest paper, sex-selection abortion is a global problem, including here in the United States," Dr. David Prentice, director of research at Charlotte Lozier Institute, the research arm of the Susan B. Anthony List, said in a statement to The Daily Signal. "Legislators who abhor discrimination should move swiftly to enact laws that prohibit the lethal discrimination that is sex-selection abortion.". Sex-selection abortion refers to a situation where a person chooses to abort an unborn child based solely on that childs sex. According to the Charlotte Lozier Institute, "prenatal discrimination can also be practiced pre-implantation by destroying embryos based on a per-implantation sex determination.". On Thursday, the House Judiciary subcommittee on the Constitution and Civil Justice will hold a hearing to debate the Prenatal Nondiscrimination Act, which would prohibit abortion based on sex. According to the bills counterpart in the Senate, the ...
The University of Alaska is an affirmative action/equal opportunity employer and educational institution. The University of Alaska does not discriminate on the basis of race, religion, color, national origin, citizenship, age, sex, physical or mental disability, status as a protected veteran, marital status, changes in marital status, pregnancy, childbirth or related medical conditions, parenthood, sexual orientation, gender identity, political affiliation or belief, genetic information, or other legally protected status. The Universitys commitment to nondiscrimination, including against sex discrimination, applies to students, employees, and applicants for admission and employment. Contact information, applicable laws, and complaint procedures are included on UAs statement of nondiscrimination available at www.alaska.edu/titleIXcompliance/nondiscrimination. ...
The University of Alaska is an affirmative action/equal opportunity employer and educational institution. The University of Alaska does not discriminate on the basis of race, religion, color, national origin, citizenship, age, sex, physical or mental disability, status as a protected veteran, marital status, changes in marital status, pregnancy, childbirth or related medical conditions, parenthood, sexual orientation, gender identity, political affiliation or belief, genetic information, or other legally protected status. The Universitys commitment to nondiscrimination, including against sex discrimination, applies to students, employees, and applicants for admission and employment. Contact information, applicable laws, and complaint procedures are included on UAs statement of nondiscrimination available at www.alaska.edu/titleIXcompliance/nondiscrimination. ...
Equal Opportunity and Nondiscrimination at Princeton University: Princeton University believes that commitment to principles of fairness and respect for all is favorable to the free and open exchange of ideas, and the University seeks to reach out as widely as possible in order to attract the ablest individuals as students, faculty, and staff. In applying this policy, the University is committed to nondiscrimination on the basis of personal beliefs or characteristics such as political views, religion, national or ethnic origin, race, color, sex, sexual orientation, gender identity or expression, pregnancy, age, marital or domestic partnership status, veteran status, disability, genetic information and/or other characteristics protected by applicable law in any phase of its education or employment programs or activities. See Princetons full Equal Opportunity Policy and Nondiscrimination Statement ...
The Mouse Genetics Group was established in 2007 to provide a forum for researchers to share ideas, experimental approaches, and resources, while providing opportunities for labs wishing to develop transgenic mouse models to connect with the broader community. The Mouse Group is led by Raj Awatramani, PhD, Scientific Director, Transgenic and Targeted Mutagenesis Laboratory (TTML), Center for Genetic Medicine, and Assistant Professor of Neurology, Feinberg School of Medicine; and Tom Bozza, PhD, Assistant Professor of Neurobiology, Weinberg College of Arts and Sciences, and is supported by the Center for Genetic Medicine.. If you are interested in becoming a member of the Mouse Genetics Group, please contact Raj Awatramani or Tom Bozza. ...
The Annals of Molecular and Genetic Medicine is an international academic journal publishing rigorously peer-reviewed research. The major aim of the Annals is to increase understanding of the biology of molecular and genetic medicine, both in health and in disease.
The Fluvanna County School Board is committed to nondiscrimination with regard to sex, gender, race, color, national origin, disability, religion, ancestry, age, marital status, genetic information, or any other characteristic protected by law. This commitment will prevail in all of its policies and practices concerning staff, students, educational programs and services, and individuals and entities with whom the Board does business. The Assistant Superintendent is designated as the responsible person (Compliance Officer) regarding assurances of nondiscrimination. Any complaint alleging discrimination based on a disability shall be directed to the Director of Special Education (the Section 504 Coordinator). Both may be reached at the following address: 14455 James Madison Highway, Palmyra, VA 22963; telephone (434) 589-8208. The Fluvanna County School Board is an Equal Opportunity Employer ...
The Fluvanna County School Board is committed to nondiscrimination with regard to sex, gender, race, color, national origin, disability, religion, ancestry, age, marital status, genetic information, or any other characteristic protected by law. This commitment will prevail in all of its policies and practices concerning staff, students, educational programs and services, and individuals and entities with whom the Board does business. The Assistant Superintendent is designated as the responsible person (Compliance Officer) regarding assurances of nondiscrimination. Any complaint alleging discrimination based on a disability shall be directed to the Director of Special Education (the Section 504 Coordinator). Both may be reached at the following address: 14455 James Madison Highway, Palmyra, VA 22963; telephone (434) 589-8208. The Fluvanna County School Board is an Equal Opportunity Employer ...
Title II of the ADA applies to state and local government entities, while Title III applies to "public accommodations."[228] Title III states that "private entities are considered public accommodations for purposes of this title, if the operations of such entities affect commerce" in 12 listed categories, one of which is a "professional office of a health care provider, hospital, or other service establishment."[229] Title II and Title III place somewhat different accessibility obligations on the entities that fall within their respective provisions, particularly in the area of removing architectural barriers in existing facilities.[230] While no single entity can, by definition, fall within both Title II and III, as it will either be a Government entity or privately owned, private entities can be contractually bound to follow nondiscrimination laws that are applicable to state and local government entities. Similarly, a private entity can be obligated to follow Section 504s nondiscrimination ...
Unaccountable power at any layer of online life can stifle innovation elsewhere. Dominant search engines rightly worry that carriers will use their control of
Complaint forms are available at http://www.hhs.gov/ocr/office/file/index.html. LANGUAGE ASSISTANCE SERVICES are available to you at Arizona Digestive Health free of charge. To obtain services, call 602-264-9100.. Español (Spanish): ATENCIÓN: si habla español, tiene a su disposición servicios gratuitos de asistencia lingüística. Llame al 602-264-9100.. 繁體中文 (Chinese): 注意:如果您使用繁體中文,您可以免費獲得語言援助服務。請致電 602-264-9100.. Tiếng Việt (Vietnamese): CHÚ Ý: Nếu bạn nói Tiếng Việt, có các dịch vụ hỗ trợ ngôn ngữ miễn phí dành cho bạn. Gọi số 602-264-9100.. العربية (Arabic): ملحوظة: إذا كنت تتحدث اذكر اللغة، فإن خدمات المساعدة اللغوية تتوافر لك بالمجان. اتصل برقم 602-264-9100.. Tagalog (Tagalog - Filipino): PAUNAWA: Kung nagsasalita ka ng Tagalog, maaari kang gumamit ng mga serbisyo ng tulong sa wika nang walang bayad. ...
Corvallis, OR Gastroenterologist, Mid-Valley Gastroenterology. Treating stomach pain, intestinal problems, acid reflux, constipation and other gastrointestinal problems.
Doylestown, PA Gastroenterologist, Debbie Welker. Treating stomach pain, intestinal problems, acid reflux, constipation and other gastrointestinal problems.
Travelers with respiratory difficulties who use commercial airlines need to be aware of a new labeling requirement for ventilators, respirators, positive airway pressure devices (i.e., CPAP, BiPAP) and personal oxygen concentrators. Trying to travel without following the new regulations can result in being denied a seat, or being required to turn off the respiratory equipment during the flight.... ...
Complaint forms are available at http://www.hhs.gov/ocr/office/file/index.html.. ATENCIÓN: si habla español, tiene a su disposición servicios gratuitos de asistencia lingüística. Llame al 1-616-774-9930 (TTY: 1-616-774-0335).. ملØ-وظة: إذا كنت تتØ-دث اذكر اللغة، ٠إن خدمات المساعدة اللغویة تتوا٠ر لك بالمجان. اتصل برقم 1-9930-774-616) رقم .(616-774-9930-1 :والبكم الصم Ú¾. æ³¨æ„ ï¼šå¦‚æžœæ‚¨ä½¿ç"¨ç¹ é«"ä¸-æ-‡ï¼Œæ‚¨å ¯ä»¥å… è²»ç ²å¾-èªžè¨€æ ´åŠ©æœ å‹™ã€‚è«‹è‡´é›» 1-616-774-9930 (TTY:1-616 774-0335)。. ملØ-وظة: إذا كنت تتØ-دث اذكر ...
The latest issue of the American Journal of Bioethics is devoted to the interlocking worlds of social networking and personal genomics, headed by an editorial written by the founders and employees of personal genomics company 23andMe.
Although many people cite fear of genetic discrimination as the reason they do not pursue genetic testing, documented cases of genetic discrimination are rare.
Announced in 2005, the Personal Genome Project is a large, long-term study looking to sequence and analyse the genomes of over 100,000 people across the world. In contrast to other studies of a similar size, the Personal Genome Project publishes all of its data online for all to see. With this approach they hope to dramatically speed up research into personal genomics and go some way to fulfilling the curiosity many of us have about our genomes.. All the volunteers have to provide a cheek swab, which they take themselves, and a blood or skin sample, which is taken at a clinic. Their DNA is isolated from these samples. They also have to provide information about their phenotype including medical records and various different measurements such as height and weight. This allows the research to examine the relationship between phenotype, our genes and our environment.. Non-anonymous participation. After sequencing and analysis, each of the volunteers genetic results are sent back to them and, a ...
Designed in collaboration with 23andMe and Pathway Genomics, the Impact of Personal Genomics (PGen) Study serves as a model for academic-industry partnership and provides a longitudinal dataset for studying psychosocial, behavioral, and health outcomes related to direct-to-consumer personal genomic testing (PGT). Web-based surveys administered at three time points, and linked to individual-level PGT results, provide data on 1,464 PGT customers, of which 71% completed each follow-up survey and 64% completed all three surveys. The cohort includes 15.7% individuals of non-white ethnicity, and encompasses a range of income, education, and health levels. Over 90% of participants agreed to re-contact for future research.
Personal genomics and genetic testing companies like 23&Me get a lot of publicity, but that doesnt mean its worth the money. Heres why.
You have done testing to determine whether you have a genetic predisposition to certain medical conditions. The results come back: You do. This is important information for you and your doctor to make more informed decisions about your health care. But now that you know, are there circumstances in which you should be required to disclose the results to others?. The heart of the debate about ones privacy in genetic testing concerns whether an individual may suffer discrimination where it is or may be determined that he or she is genetically predisposed to a particular disease. This is the heart of Bill S-201, an act to prohibit and prevent genetic discrimination.. Those in favour of robust protections caution that required disclosure of genetic results may have a chilling effect on undergoing testing. The argument goes that, for many, the risk of discrimination (namely in the employment and insurance contexts) could outweigh the benefits of information that could lead to more personalized and ...
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The information on this site is intended to increase your awareness and understanding of specific health issues and services at McLeod Health. It should not be used for diagnosis or as a substitute for health care by your physician. To report technical issues, please contact us.. ©2019 McLeod Health. Download Vendor Code of Conduct , HIPAA Notice of Privacy Practices , Patient Bill of Rights , Nondiscrimination & Accessibility Notice , Medicare ACO Public Reporting ...
The information on this site is intended to increase your awareness and understanding of specific health issues and services at McLeod Health. It should not be used for diagnosis or as a substitute for health care by your physician. To report technical issues, please contact us.. ©2019 McLeod Health. Download Vendor Code of Conduct , HIPAA Notice of Privacy Practices , Patient Bill of Rights , Nondiscrimination & Accessibility Notice , Medicare ACO Public Reporting ...
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Under Florida law, e-mail addresses are public records. If you do not want your e-mail address released in response to a public records request, do not send electronic mail regarding official business to the District or any of its employees. Instead, contact the District or individual employee by phone or in writing. -The district prohibits discrimination in the terms and conditions of employment, and in access to educational programs and activities, and prohibits harassment of any individual or group on the basis of race, color, national origin, religion, sex, age, disability, marital status, sexual orientation or genetic information (and other protected classes included in the districts nondiscrimination policies). ...
Under Florida law, e-mail addresses are public records. If you do not want your e-mail address released in response to a public records request, do not send electronic mail regarding official business to the District or any of its employees. Instead, contact the District or individual employee by phone or in writing. -The district prohibits discrimination in the terms and conditions of employment, and in access to educational programs and activities, and prohibits harassment of any individual or group on the basis of race, color, national origin, religion, sex, age, disability, marital status, sexual orientation or genetic information (and other protected classes included in the districts nondiscrimination policies). ...
This digest contains a report prepared under TCRP Project J-5, Legal Aspects of Transit and Intermodal Transportation Programs, for which the Transportation Research Board is the agency coordinating the research. The report, which has the same title as this digest and is authored by Barbara A. Adams and Clifford L. Weaver, provides an up-to- date reference and guide on the essentials of contracting for service agreements and should be useful to attorneys and contract administrators. The report is organized as follows: Introduction and Overview; (I) Basic Provisions; (II) Definitions; (III) Services to Be Purchased; (IV) Vehicles and Equipment for Transportation Services and Other Services; (V) Real Property and Facilities; (VI) Employees; (VII) Nondiscrimination, Equal Employment, and Business Opportunity; (VIII) Reports, Records, and Inspections; (IX) Purchasing; (X) Insurance, Risk Management, and Bonds; (XI) Indemnification; (XII) Payment; (XIII) Term, Termination, and Remedies; (XIV) ...
NVCC offers associate in art and associate in science degrees in more than 50 disciplines, including: accounting, aviation, business, computer information systems, computer science and technology, engineering and technology, fine arts, dance, music, theater and digital arts, health careers, hospitality management, and human services as well as general studies, humanities, and liberal arts and sciences. In addition, credit and non-credit certificate programs focusing on developing occupational skills are offered. Admission to the college is open to high school graduates upon submission of a completed college admissions application accompanied by official high school diploma or equivalency or college transcripts or diploma, payment of the application fee and proof of immunization. Courses are generally open to anyone with an interest in a subject area. Some programs of study have additional admissions requirements. The following individual has been designated to handle nondiscrimination policies ...