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Saturday, August 27, 2016

Intel Diversity & Inclusion Reports
Vs. Labor Demographic Trends

Perhaps I am blind; however, I don't see what you can see from the so-called "diversity report", recently published by Intel Corp. as part of their PR campaign. Once you lay off employees by the thousands, the stats for those remaining in the workforce could improve by percentage, even without hiring a single additional person. Once you eliminate people who are at the higher segment of the pay-scale,  you can show a percentage rise of the average salaries, without spending a dime.


Intel Corp. has become the epitome of euphemism and PR machinery and the company that is run like a reality TV show, with more emphasis on public relations than long-term smart planning and delivery. There is no doubt that Intel Corp. is claiming "diversity" because, it has been warned by the Federal Government (EEOC) that its workforce composition does not match the demographic profile of the general population and other companies. In that respect, they are not alone in this position, within the "high tech" sector of the economy. Diversity however, covers more than just gender and minority groups. According to the Federal employment standards enforced by the EEOC, employees who are 40 years of age and older are included in the same "protected group" for employment discrimination as gender and minority groups. While Intel Corp. is boasting the wonderful achievements of inclusion in its workforce, the absence of any stated information regarding older (age 40+) employees in the overall workforce composition, is quite telling. The Government mandated OWBPA reports that were filed by Intel Corp. in conjunction with the 2015 and 2016 employee layoffs, clearly show that the company is doing it best to get rid of workers, included in this class of employees.

After four months of studying the grandiose initiatives that the Chinese Government is mustering followed by the gigantic amount of money poured by foreign investors into the Chinese semiconductor industry, I fully expect Intel's world-wide employment numbers to be trimmed down to 50-60K employees by 2020. This is of course, as long as the current executive management team remains at the top echelon. Further, it is likely that over the next five years, about 50% of the remaining employees or new hires, will consist of contractors (green badge) or outsoucng companies.

If you live in Oregon, better to face reality and forget about future milking opportunities with Mother Intel. Her tits are going to remain dry for a very long time. Future opportunities will come from small to medium scale progressive companies that will move into the PDX area due to the unsustainable cost of living in the Bay area and Seattle. Washington County and the State of Oregon should have learned their lessons from past history of downtrends in the U.S. semiconductor industry.

If you are looking at the world-wide data available about the relationship between productivity and personal income, there is clear evidence that the long-term trend is heading downwards, towards lower rates of labor compensation. Perhaps this is happening because in the developed world we have reached a very high level of productivity, beyond which there is far less incentive for improvement. Another possibility exists though that large employers are actively doing their best to curb employee compensation by all the means available to them, including collusion and conspiracy. This last point was evident in several court papers filed in "Silicon Valley", over the last few years.

The chart below demonstrates this trend for two leading economic powers: the U.S. and Germany.

(click on the diagram to enlarge)


In July 2013, Stanford University published a report regarding the economic effects of the U.S. workforce aging. Though the report does not directly address causality, it is not a new revelation that companies continue to eject employees who are paid at the upper-end of the pay-scale, in order to show more "beautiful" numbers on the quarterly reports, without regard to maintaining functionality or productivity. Cannibalization of the workforce is an easy way for corporate management to retain the stock value in times when their lack of insight and risk aversion seem to rule the day, and their resulting ability to demonstrate growth are close to nil.

The enormous gap between top management compensation and worker compensation entices company executives to focus on their bonuses and "golden parachute" exit plans by putting the business emphasis on short-term financial reports, frequently at the cost of risking the stability and long term future of the business. For some reason, a publicly traded company that demonstrates long-term stability; however has no claims for short-term growth, is considered a failure.

The prediction of flat growth curve in world economy for the next decade and beyond has been discussed in many newspaper articles and books; therefore I will not cover this issue here.

For those of you who are willing to exercise free will and take some risk there is the avenue of self-employment. The charts below (taken from the Stanford Report) demonstrate that the future is leading us into this direction, whether we like it or not.

(click on the diagram to enlarge)


The most striking information that I learned from the last two years of studying the subject, is that it looks like the U.S. and the rest of the developed nations are going to face a shortage of skilled labor force over the next decade or two, due to the massive retirement of the Baby Boomer generation. This irreversible demographic trend will present us with some upheaval, as well as a lot of new opportunities, for those who are willing to pursue them.

Skill level and ability to put common sense into a complex business situation is typically better handled by older and more experienced workers. If company executives are getting rid of older employees in order to cut on payroll and employee benefit programs today, they may find themselves in trouble tomorrow.

The lack of long-term perspectives and practical experience gathered over the years, gives older employees a business advantage that cannot be easily matched by younger and inexperienced employees. This fact can be easily established when reviewing all recent job listings on the market--employers are looking for "experienced" employees, yet expect them to also be young, cheap, and peppy all at the same time. This "wishful thinking" approach will not stand the test of reality for very long. Employers will get what they pay for.


I contend that what this situation translates to is creation of new opportunities for experienced workers who are adept and highly productive and are wiling to forgo the typical corporate employee benefit plans in favor of high hourly wage and independence from any particular employer. In other words--highly compensated freelance work.


Check out the above TED Talk video on YouTube

For those of you who are interested in reading the full Stanford report, it is available at: THE AGING US WORKFORCE -- A Chartbook of Demographic Shifts

Your comments are welcome.

All the best.

--Dr. Flywheel

Thursday, August 25, 2016

In the News
HP hit with age-discrimination lawsuit
by four ex-employees

In a new law suit filed on 8/18/2016, four ex-employees of Hewlett Packard are suing for age discrimination, claiming they were purged unfairly as part of a major restructuring involving tens of thousands of layoffs.

An article in USA Today published on 8/24/2016 covers the case and includes a PDF file with the court paper, listing the details of the allegations.

You can read the article and look at the court filing by clicking at the link below:

HP hit with age-discrimination lawsuit by four ex-employees

This last action is indicative of a growing trend on the part of older employees to take action against a age discrimination--a practice that has been taking place in the "high tech" industry and ignored in the public for a very long time.

Your comments are welcome.

--Dr. Flywheel

Tuesday, August 23, 2016

Eliminati August 2016 Job Survey


We did a brief survey of our members in August. 41 out of 323 Members took the survey, so only a 12% response rate.

Extrapolating, it seems that only about 15% of us have gotten a new job since the layoff?   There seems to be about an equal number who have started their own businesst.  I heard from a few people asking for that option to be added, so the Other option includes some of those responses..

Job Fairs seem to be somewhat mixed on results, at least from this survey.


41 / 323 Members responded

Survey Results

Class

I am Class of 20151229.3%
I am Class of 20162970.7%
Other00%

Since your ISP/VSP

I am still searching for work2561%
I am officially retired00%
I have found a new permanent job614.6%
I have taken a temporary job, still looking for a permanent job37.3%
I have taken a temporary job, and expect to stay in temporary jobs00%
I have stopped searching for work00%
I have created my own company, and am working for that37.3%
Option 800%
Other49.8%

Did you get any followups from the June 1 Job Fair?

Yes, at least one company responded512.2%
No. No followups came from that1741.5%
Maybe. I was contacted, and that may have come from the Job Fair12.4%
I did not attend the June 1 Job Fair.1843.9%

Are you planning to attend the Aug. 24 Job Fair?

Yes2561%
No1639%

If you have taken a new job...

It is in my field and/or line of work533.3%
I have changed my career path16.7%
I have started my own business746.7%
I had to move for my new job213.3%
Other213.3%

Is there anything else we should have asked, or wish to discuss? (these comments will be visible to the group)

The flood of applicants in the market, in my opinion, has given the whole job and hiring process a bit of a chill.
Relative Pay? I had to take a substantial pay cut with my new job.
How the new job compares to the old one. In my case the pay is much lower and I have no health benefits.
Questions about pay scale for those who have found new jobs.
Success (or lack thereof) working with recruiters.
How would you rate your current or ongoing job search?
I am relocating from Oregon back to Massachusetts
I'm only working part time less than 40hrs per month and traveling in retirement
DateCount
August 12, 201627
August 13, 20164
August 14, 20163
August 15, 20164
August 17, 20163

Monday, August 22, 2016

Revised Article
Fair Employment Practices Agencies (FEPAs)
and Dual Filing

The following article on our web site PDX-TIE.ORG (click below):

Fair Employment Practices Agencies (FEPAs) and Dual Filing


has been revised on 8/22/2016, adding Contact information for Fair Employment Practice Agencies in the USA.

I believe the information to be correct and cover all relevant U.S. States. If anyone on this list finds errors in this information, please contact me with the details and I will fix it ASAP.

Thank you for your support.

Saturday, August 20, 2016

Software Developers
Prepare for Your next Job Opportunities

I am amazed at how the greater public perception of software functionality is still focused on web applications. While web application developers are probably filling the bulk of IT-related job market at this time, this job market segment has become saturated and is gradually trending down in terms of both demand and job compensation expectations.

Throughout my many years as a computer technology consultant I learned that the best income is derived from opportunities that are present in niche markets. The main challenge is to study the market and identify such niche opportunities, because many times even your customers do not know what to ask for. Great advantages are waiting for those who prepare for the future and are ready to serve niche requirements before others discover them and before they become main-stream and later on, turn into commodity.

During my years of service at Intel Corp. as a Systems Software Architect, I saw numerous opportunities for company operations to directly benefit from Machine Learning applications. While serving on the staff of the Electrical Validation department, I actually initiated two company wide, strategic projects that could have directly saved the company 30-40 million dollars in labor hours each year and in addition, cut critical response time to chip manufacturing issues, from weeks, to days or even hours. The latter capability in particular, was critical in my mind, to retain the company in a competitive position, while expanding the customer base that it serves, into smaller OEMs. Unfortunately, corporate Intel initiated the mindless layoffs of 2015, which caught me in their net and consequently, Intel Corp. will never see the cost savings and efficiency improvements out of my two projects that, due to my absence, met a silent death.

Operations Research (OR)  and Machine Learning (ML) go hand in hand nowadays. Operations Research has roots in in the first half of the 20th century (WW-II war planning) and a long history of applications. Although Arthur Samuel was credited with development of the first computer learning program, playing checkers against a human opponent (in 1956), Machine Learning remained mostly on the books and only began evolving in a serious way over the last two decades of our time.

Arthur Samuel and the IBM 701 playing checkers in 1956

Machine learning is a technology that its time has arrived. Though you can run machine learning code on any average computer, most automatic learning algorithms benefit from execution on large scale hardware once you begin dealing with very large data-sets. Nowadays, you do not need to actually own expensive hardware, because highly scale-able and affordable computing apparatus is accessible à la carte (pay per use) from companies like Google, Amazon, and other operators. Anyone willing to apply machine learning to solve practical problems can get access to advanced computing capabilities, without much up-front capital investment.

To quote Wikipedia, modern Machine Learning classifies three broad categories of applications:
  • Supervised learning: The computer is presented with example inputs and their desired outputs, given by a "teacher", and the goal is to learn a general rule that maps inputs to outputs.
  • Unsupervised learning: No labels are given to the learning algorithm, leaving it on its own to find structure in its input. Unsupervised learning can be a goal in itself (discovering hidden patterns in data) or a means towards an end (feature learning).
  • Reinforcement learning: A computer program interacts with a dynamic environment in which it must perform a certain goal (such as driving a vehicle), without a teacher explicitly telling it whether it has come close to its goal. Another example is learning to play a game by playing against an opponent.
For those who are not afraid to learn and apply their learning, I highly recommend looking at sharpening your skills in the art of machine learning programming.

The Journal of Machine Learning Research (JMLR) provides a large collection of research papers, articles, and software, covering the gamut of ML algorithms, frameworks, and applications. Click on the link below to navigate into the main software page of this site:
     JMLR Software Page

Good summary of the ML field can be found in this article:

Tensors Flowing
Another article on the same web site includes some examples of code written to take advantage of the Google sponsored TensorFlow  machine learning framework to apply ML solutions for data analysis.

To read this article click here: Tensorflow -- 3 Ways

Note that Google actually developed a specialized and power efficient ML hardware architecture (called the TesnsorFlow Machine), utilizing a large array of Tensor Processing Units (TPU). This architecture provides several orders of magnitude improvement in power/performance ratio for ML applications.


Read the full article about the TensorFlow Machine by clicking on this link:
Google's Tensor Processing Unit explained: this is what the future of computing looks like

TensorFlow tutorials are available here: Tutorials

This is another machine learning framework that is available in Open Source form, through the Apache organization. PredictionIO website:
https://predictionio.incubator.apache.org/index.html contains a lot of introductory information, including demos and tutorials.

For those of you who are versed in Python I recommend looking at:

scikit-learn


Scikit-learn is built on top of the very common NumPy, SciPy, and matplotlib libraries. Scikit-learn provides an easy to use python-based interface to a large variety of ML algorithms and functions and allows pythons data analysis programs to process and display the resulting data in a python native way.



The Machine Learning chapter of GitHub provides a directory of ML open source projects. Some of these have been mentioned in this article, while the rest are left for you to explore on your own.

The above mentioned ML frameworks are only selective examples of the growing number of ML tools in existence today. I suggest to choose one of them to start with, to get your feet wet. Once you get proficient in understanding of what ML can do for your application, you can move on to another framework and compare their capabilities.

Your comments are welcome. Please click on the commenting link below the article and submit your input.

--Dr. Flywheel


Wednesday, August 17, 2016

PDX--On The Hidden Cutting Edge

On the light side. It may not necessarily represent job opportunity for any one of us; however I was surprised to learn that the greater Portland, Oregon area is blessed with some of the most well known names in custom product making. I always knew that entrepreneurial outfits serve as a green house for proliferation of new business. I fully expect that out of the ashes of Intel Corp. there will be new companies born that will kindle new and innovative businesses in the near future.

For a compelling history of a successful family tree of unusual businesses that been silently growing inside the PDX rain-forest, read the full article at the link below:

   The Cutting Edge

All the best.

--Dr. Flywheel


8 Questions to Ask Interviewers

Glassdoor has an article (https://www.glassdoor.com/blog/questions-ask-an-interviewer) with some good sample questions to ask during an interview.

Tuesday, August 16, 2016

Important Article Revised

Useful diagrams for explaining Intel Corp selection of employees for termination in 2015 and 2016


This article was revised with new content, including new charts and diagrams.
Click on the link below to see the revised content:

          Revised Article

--Dr. Flywheel

Sunday, August 14, 2016

August Job Fair; Unemployment Claims; Job Survey

JOB FAIR

The combined Hillsboro + Workforce Job Fair continues to grow.  We are hoping to have 25-30 hiring companies, and a few staffing firms as well.

Great Kudos have to go to Nathan Brown and Michelle Holley for contacting different employers in the area.  They took on a really large task with humor and good cheer.  Thank you both for helping out so to make the Job Fair a success!


UNEMPLOYMENT CLAIM

It's Sunday, so the new week of filling out the form can begin.

Remember, even if you did not search, you should do the weekly claim.  For instance, I was doing lots of volunteer work this past week and did not directly contact any employers, so I will still file a claim but have to say that I was not actively looking for work.  Hmmm, even though for a lot of it I was helping creating a Job Fair?

And this week, I will be on a Boy Scout trip until Thursday.  So, obviously not looking by their rules.  (Because obviously in these days of tele-presence, you have to be in the same city as the employer. Can't contact remotely.  ;-)    It means I won't get the unemployment pay for those two weeks, but that is okay with me.  I just don't want to wait on the phone again for an hour to restart my Claim processes.

JOB SURVEY

Members, please keep filling in the survey!   Very good comments and data coming in.  It is nice to see that more than we had hoped have found new jobs, although seems like a common theme is that the pay or benefits are less. 

Also, how few followups came from the June 1 Job Fair. 

The survey link is available only to group members, and we will post the final results here on August 22.


Friday, August 12, 2016

Fun Stuff for Under-employed Minds

It has been a while since the ultimate recycling project, known as Floppotron, demonstrated its capabilities. If you are like me, you will be excited to know that Floppotron 2.0 has just been completed and wow, this is a major upgrade from the original version. To witness the ultimate performance of this marvelous and innovative machine, a product of great ideas and lots of unemployment time, click on the link below.
Enjoy.

--Dr. Flywheel

Thursday, August 11, 2016

Fair Employment Practices Agencies (FEPAs)
and Dual Filing

Note: this article has been revised on 8/22/2016, adding Contact information for Fair Employment Practice Agencies in the USA

The information below was retrieved form the EEOC web site. It is intended to explain the relationship between the Federal Agency (EEOC) and the State Agency (BOLI, DFEH, etc.) of each state in regards to filing discrimination complaints against an employer.

U.S. Equal Employment Opportunity Commission



Fair Employment Practices Agencies (FEPAs) and Dual Filing

Many states, counties, cities, and towns have their own laws prohibiting discrimination, as well as agencies responsible for enforcing those laws. We call these state and local agencies "Fair Employment Practices Agencies" (FEPAs). Usually the laws enforced by these agencies are similar to those enforced by EEOC. In some cases, these agencies enforce laws that offer greater protection to workers, such as protection from discrimination because you are married or unmarried, have children or because of your sexual orientation. There also may be different deadlines for filing a charge, different standards for determining whether you are protected by these laws, and different types of relief available to victims of discrimination.

Who to File a Charge With

You can file your charge with either the EEOC or with a Fair Employment Practices Agency.  When an individual initially files with a FEPA that has a worksharing agreement with the EEOC, and the allegation is covered by a law enforced by the EEOC, the FEPA will dual file the charge with EEOC (meaning EEOC will receive a copy of the charge), but will usually retain the charge for processing.  If the charge is initially filed with EEOC and the charge is also covered by state or local law, EEOC dual files the charge with the state or local FEPA (meaning the FEPA will receive a copy of the charge), but ordinarily retains the charge for processing.
To determine if there is a FEPA in your area, please see the information for your nearest EEOC field office, which lists the FEPAs in its jurisdictional area.

Reviewing FEPA Decisions

If a FEPA has a contract with EEOC, a Charging Party may request that the EEOC review the determination of the FEPA. EEOC does not review decisions by non-contract FEPAs. The EEOC will conduct a review only if the request is submitted in writing within fifteen (15) days of receipt of the FEPA’s determination. If we receive your request for a review after the 15 day time frame, it will be considered untimely and the EEOC may not conduct a review. The request should also include the reason why the Charging Party is requesting the review (e.g. relevant witnesses not contacted, evidence not considered, or presence of new evidence).

The following information was retrieved from public sources:
Contact information for Fair Employment Practice Agencies in the USA

ALABAMA FEPA

Alabama Department of Human Resources
Office of Equal Employment & Civil Rights
334-242-1550
www.dhr.state.al.us/eeo

ALASKA FEPA

Alaska State Commission on Human Rights
800A Suite 204
Anchorage, AK 99501-3669
907-276-4692
www.gov.state.ak.us/aschr/aschr.htm

ARIZONA FEPA

Arizona State Attorney General
Civil Rights Division
402 W Congress South Bldg. #215
Tucson, AZ 85701
520-628-6500
www.attorney-general.state.az.us/civil_rights/

ARKANSAS FEPA

No FEPA state agency listed

CALIFORNIA FEPA

Department of Justice, Civil Rights Enforcement Section
Public Inquiry Unit
P.O. Box 944255
Sacramento, CA 94244-2550
(916) 322-3360
caag.state.ca.us/civilrights/

California Dept. of Fair Employment and Housing
2014 T St. Suite 210
Sacramento, CA 95814
916-227-2878
www.dfeh.ca.gov/

COLORADO FEPA

Colorado Civil Rights Division
1560 Broadway Suite 1050
Denver, CO 80202
303-894-2997
800-262-4845 in state
www.dora.state.co.us/civil-rights

CONNECTICUT FEPA

Connecticut Commission on Human Rights and Opportunities
21 Grand St.
Hartford, CT 06106
860-541-3400
800-477-5737
www.state.ct.us/chro

DELAWARE FEPA

Delaware Human Relations Division
820 French St. 4th Floor
Wilmington, DE 19801
302-577-5050
www.state.de.us/sos/human.htm

DISTRICT OF COLUMBIA FEPA

District of Columbia, Office of Human Rights
441 4th St. NW Suite 970N
Washington, DC 20001
phone:202-727-3900
fax: 202-724-3786
ohr.dc.gov/

FLORIDA FEPA

Florida Commission on Human Relations
Building F Suite 240
325 John Knox Rd.
Tallahassee, FL 32399-4149
850-488-7082
800-342-8170
fchr.state.fl.us/

GEORGIA FEPA

Georgia Human Relations Commission
225 Peachtree St. NE Suite 207
Atlanta, GA 30303
404-656-6046
www.ganet.org/ghrc

HAWAII FEPA

Hawaii Civil Rights Commission
830 Punchbowl St. Room 411
Honolulu, HI 96813
808-586-8636
www.state.hi.us/hcrc

IDAHO FEPA

Idaho Human Rights Commission
1109 Main St. 4th Floor
P.O. Box 83720
Boise, ID 83720
208-334-2873
www.state.id.us/ihrc

ILLINOIS FEPA

Illinois Dept. of Human Rights
100 W Randolph St. Suite 10-100
Chicago, IL 60601
312-814-6200
800-662-3942
www.state.il.us/dhr

INDIANA FEPA

Indiana Civil Rights Commission
100 N Senate Ave. Room N103
Indianapolis, IN 46204
317-232-2600
800-628-2909
www.state.in.us/icrc

IOWA FEPA

Iowa Civil Rights Commission
211 E Maple St.
Grimes State Office Bldg.
Des Moines, IA 50309-1858
515-281-4121
800-457-4416
www.state.ia.us/government/crc

KANSAS FEPA

Kansas Human Rights Commission
900 SW Jackson St. Suite 851-S
Topeka, KS 66612-1258
785-296-3206
www.ink.org/public/khrc

KENTUCKY FEPA

Office of Equal Employment Opportunity and Contract Compliance
Capitol Annex, Room 370
Frankfort, KY 40601
Telephone: (502) 564-2874
Facsimile: (502) 564-1055
www.state.ky.us/agencies/finance/descript/eeoc.htm

LOUISIANA FEPA

Louisiana Commission on Human Rights
1001 N. 23rd St., Suite 262
Baton Rouge, Louisiana 70802
Phone: (225) 342-6969
Fax: (225) 342-2063
TDD: 1-888-248-0859
www.gov.state.la.us/depts/lchr.htm

MAINE FEPA

Maine Human Rights Commission
51 State House Station
Augusta, ME 04333-0051
207-624-6050
www.state.me.us/mhrc/

MARYLAND FEPA

Maryland Human Rights Commission
6 St. Paul St. 9th Floor
Baltimore, MD 21202-1631
410-767-8600
800-637-6247 in state
www.mchr.state.md.us

MASSACHUSETTS FEPA

Massachusetts Commission Against Discrimination
1 Ashburton Pl., Room 601
Boston, MA 02108-1518
617-727-3990
www.state.ma.us/mcad/

MICHIGAN FEPA

Michigan Department of Civil Rights
Victor Bldg. Suite 700
201 N Washington Square
517-335-3165
www.mdcr.state.mi.us/mdcr/

MISSISSIPPI FEPA

No FEPA state agency listed

MISSOURI FEPA

Missouri Commission Human Rights
Department of Labor and Industrial Relations
P.O. Box 1129
3315 W Truman Blvd.
Jefferson City, MO 65102-3325
573-751-3325
www.dolir.state.mo.us/hr

MONTANA FEPA

Dept. of Labor and Industry, Human Rights Commission
P.O. Box 1728
Helena, MT 59620
406/444-4344
800-542-0807 in state
dli.state.mt.us/decisions/hrcdec.htm

NEBRASKA FEPA

Nebraska Equal Opportunity Commission
301 Centennial Mall South
P.O. Box 94934
Lincoln, NE 68509
402-471-2024
800-642-6112
www.nol.org/home/NEOC/

NEVADA FEPA

Dept. of Employment Training and Rehabilitation
Nevada Equal Rights Commission
1515 E. Tropicana Ave. Suite 590
Las Vegas, NV 89119-6522
702-486-7161
detr.state.nv.us

NEW HAMPSHIRE FEPA

New Hampshire Human Rights Commission
2 Chenell Dr.
Concord, NH 03301
603-271-2767
www.state.nh.us/hrc

NEW JERSEY FEPA

New Jersey Dept. of Law and Public Safety
Division on Civil Rights
140 E Front St.
P.O. Box 090
Trenton, NJ 08625-0090
609-292-4605
www.state.nj.us/lps/dcr

NEW MEXICO FEPA

New Mexico Human Rights Division
Dept. of Labor
1596 Pacheco St.
Santa Fe, NM 87502
505-827-6838
800-566-9471
www3.state.nm.us/dol

NEW YORK FEPA

New York State Division of Human Rights
55 W 125th St.
New York, NY 10027
212-961-8400
www.nysdhr.com

NORTH CAROLINA FEPA

North Carolina Human Relations Commission
217 W Jones St. 4th Floor
Raleigh, NC 27603
919-733-7996
www.doa.state.nc.us/hrc/homepage.htm

NORTH DAKOTA FEPA

North Dakota Dept. of Labor, Division of Human Rights
State Capital
600 East Blvd.
Bismarck, ND 58505
701-328-2660
800-582-8032
www.state.nd.us/labor/Division of Human Rights.htm

OHIO FEPA

Ohio Civil Rights Commission
111 E Broad St. Suite 301
Columbus, OH 43205
614-466-5928
www.state.oh.us/crc

OKLAHOMA FEPA

Oklahoma Civil Rights Commission
2101 N Lincoln Blvd.
Oklahoma City, OK 73105
405-521-2360
www.onenet.net/~ohrc2

OREGON FEPA

Oregon Civil Rights Division
Bureau of Labor and Industry
800 NE Oregon St. #32 Suite 1070
Portland, OR 97232
503-731-4075
www.boli.state.or.us/civil

PENNSYLVANIA FEPA

Pennsylvania Human Relations Commission
301 Chestnut Street, Suite 300
Harrisburg, PA 17101
Voice: (717) 787-4410
Telephone: (717) 783-9308 or (717) 787-4087
www.phrc.state.pa.us/

RHODE ISLAND FEPA

Rhode Island Commission for Human Rights
10 Abbott Park Pl.
Providence, RI 02903-3768
401-222-2661
www.state.ri.us/manual/data/queres/stdept_.idc?id=16

SOUTH CAROLINA FEPA

South Carolina Human Affairs Commission
P.O. Box 4490
2611 Forest Dr. Suite 200
Columbia, SC 29240
803-737-7800
www.state.sc.us/schac/

SOUTH DAKOTA FEPA

South Dakota Dept. of Commerce and Regulation
Division of Human Rights
118 W Capital Ave.
Pierre, SD 57501
605-773-4493
www.state.sd.us/dcr/hr

TENNESSEE FEPA

Tennessee Human Rights Commission
530 Church Street, Suite 400
Cornerstone Square Building
Nashville, TN 37243-0745
Phone: 615-741-5825
www.state.tn.us/humanrights/

TEXAS FEPA

Texas Commission on Human Rights
P.O. Box 13493
6830 Highway 290 East, Suite 250
Austin, TX 78711
512-437-3450
www.state.tx.us/agency/344.html

UTAH FEPA

Utah Anti-Discrimination Division
P.O. Box 146640
Salt Lake City, UT 84114-6640
801-530-6801
laborcommission.utah.gov/

VERMONT FEPA

Vermont Human Rights Commission
135 State St. Drawer 33
Montpelier, VT 05633-6301
802-828-2480
www.hrc.state.vt.us/

VIRGINIA FEPA

Council on Human Rights
Suite 1202 Washington Bldg.
1100 Bank St.
Richmond, VA 23219
804-225-2292
800-633-5510
www.chr.state.va.us

WASHINGTON FEPA

Washington State Human Rights Commission
P.O. Box 42490
711 S Capital Way #402
Olympia, WA 98504-2490
360-753-6770
800-233-3247
www.wa.gov/hrc

WEST VIRGINIA FEPA

West Virginia Human Rights Commission
1321 Plaza East Room 108A
Charleston, WV 25301
304-558-2616
888-676-5546
www.state.wv.us/wvhrc

WISCONSIN FEPA

Wisconsin Equal Rights Division
Dept. of Workforce Development
P.O. Box 8928
201 E Washington Ave. Room 407
Madison, WI 53708-8928
608-266-6860
www.dwd.state.wi.us/er

WYOMING FEPA

Wyoming Department of Employment Labor Standards
Fair Employment Program
1510 E. Pershing, West Wing, Suite 2015
Cheyenne, WY 82002
http://wydoe.state.wy.us/doe.asp?ID=247