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The Department of Education on Friday proposed new rules for dealing with sexual harassment and assault on college campuses that would bolster the rights of those accused of wrongdoing.The proposed rules, which now face a public comment period of 60 days before they are enshrined, seek to narrow the definition of sexual misconduct on campuses at a time of national reckoning about sexual abuse."Every survivor of sexual violence must be taken seriously, and every student accused of sexual misconduct must know that guilt is not predetermined," Education Secretary Betsy DeVos said in a statement. "We can, and must, condemn sexual violence and punish those who perpetrate it, while ensuring a fair grievance process. Those are not mutually exclusive ideas. They are the very essence of how Americans understand justice to function."The new rules would "adopt a clear definition of sexual harassment actionable under Title IX," which prohibits discrimination based on sex for schools and programs that receive federal funding, including protection from sexual harassment.One stipulation would narrow the definition of sexual harassment to mean "unwelcome conduct on the basis of sex that is so severe, pervasive and objectively offensive that it denies a person access to the school's education program or activity." The new policy would be a departure from the Obama administration's broader definition of sexual harassment as "unwelcome conduct of a sexual nature."The new rules also place an emphasis on "presumption of innocence" and would allow those accused the option of cross-examining their accusers.The department's announcement on Friday was certain to be met with outrage from victim advocacy groups. Sexual abuse has been the subject of tremendous attention in the #MeToo era, and allegations of abuse have led to high-profile resignations in entertainment, media and political circles, and were a central factor in last month's confirmation of Supreme Court Justice Brett Kavanaugh.Last year, DeVos announced the department was rescinding Obama-era guidance that pressed colleges to take accusations of sexual misconduct more seriously and provided guidelines for investigations and hearings. DeVos argued the older guidance denied proper due process to individuals who had been accused."The truth is that the system established by the prior administration has failed too many students. Survivors, victims of a lack of due process and campus administrators have all told me that the current approach does a disservice to everyone involved," DeVos said during a speech in September 2017, when she announced the department would be reviewing the policy.The-CNN-Wire 2687

The Centers for Disease Control has issued new guidance for employers, giving them various situations they may come across and how they should decide to test their employees for COVID-19."There's a lot of different questions coming out from employers about the whole process of testing, doing temperature taking of employees who are returning back to work again," says Amber Clayton, the knowledge center director at the Society for Human Resources Management.Clayton says employers are grappling with increased uncertainty surrounding how and when to implement coronavirus testing at their offices."Employers can have a policy in place. Per the Equal Employment Opportunity Commission they can test during this pandemic so they could require COVID testing. Now, antibody testing can’t be mandated but COVID testing can," says Clayton.The CDC recommends, in most cases, to only test employees who are showing symptoms.But what if a person knows they've been exposed to the virus but isn't showing symptoms, is a test appropriate?"I think it may be on a case by case basis. So, if it is positive, I think it's probably helpful. It tells you the person did in fact become infected," says Dr. Beth Thielen, an infectious disease doctor with the University of Minnesota.Dr. Thielen says employers should be careful, though, as employees who aren't showing symptoms could have a false negative if they test too early, before the virus spreads in the person's system."The CDC guidance still indicates if someone tests positive for COVID before they return back to work, they should be quarantined and out of work for at least 10 days, that they don't have a fever or they've they have gone without a fever for 24 hours or without fever reducing medications," says Clayton.Employers can ask employees who have gotten a positive COVID-19 test to take a second test, showing they're negative before returning to work, but the CDC doesn't recommend it and says in their guidelines, "Employees with COVID-19 who have stayed home can stop home isolation and return to work when they have met one of the sets of criteria.”Some of that criteria includes 10 days passing since the employee last experienced any COVID-19 symptoms.Dr. Thielen says, this recommendation makes sense."We haven’t detected people who have had culturable virus out as far as 14 days after," says Dr. Thielen. She adds, so far, studies have found that most people who still test positive weeks alter won't transmit the virus to others. She believes employers should continue to look to the CDC for guidance."I think these are some of our leading public health thinkers and they’re making decisions based on a long history of experience based on dealing with other respiratory infections but also newly emerging data," says Dr. Thielen.As for Clayton, she says employers will want to ensure the confidentiality of employees who do test positive while at the same time notifying others who may have been exposed. And also, do some research or consult legal counsel before implementing any testing at the office."Or if you have situations where employees refuse to be tested maybe for medical reasons, those things tend to fall under the Americans with Disabilities Act sometimes, so make sure you’re doing your homework before you implement any type of testing program," says Clayton. 3350

The burned remains of a Michigan woman have been identified by authorities as Susie Zhao, 33. Zhao played poker on the national competitive circuit. Zhao's body was discovered near a park in a Detroit suburb on July 13 around 8 a.m."The female subject was badly burned," according to a press release from White Lake Township Police."Surprised, confused, and saddened," said her former roommate Yuval Bronshtein. "It's hard to picture her having enemies."Bronshtein said Zhao bounced between cities including Los Angeles and Vegas and recently moved back to Michigan to be with family to be with her parents and to confront challenges in her personal life.She was an avid poker player and a national talent on the competitive circuit."She really was a excellent player," said Bart Hanson, a friend and poker rival. "One of the best in L.A. at the level we played at the Commerce Casino and it's the biggest poker room in the world."Authorities said a motive is unclear. The FBI is also assisting in the investigation."I never would have thought anyone would of wanted to do anything to her," Hanson said.This story originally reported by Rudy Harper on wxyz.com. 1170

The City of Columbus took down a Christopher Columbus statue from in front of City of Hall on Wednesday, removing what Mayor Andrew Ginther called a symbol of “patriarchy, oppression and divisiveness.”Ginther announced the decision to remove the statue on June 18."That does not represent our great city, and we will no longer live in the shadow of our ugly past,” Ginther said. “Now is the right time to replace this statue with artwork that demonstrates our enduring fight to end racism and celebrate the themes of diversity and inclusion.”The statue, which was a gift from the people of Genoa, Italy, in 1955, will be placed in safekeeping at a secure city facility. The city asked the Columbus Art Commission to launch a community-driven process that embraces diversity. This process would determine how to best replace the statue while evaluating other monuments and art installations on their diversity and inclusiveness.The Arts Commission will also help determine the final disposition for the statue, working with the community to determine, in the proper context, if it should be displayed elsewhere to help future generations understand the ongoing conversations about racism and why leaders ultimately decided on its removal.“By replacing the statue, we are removing one more barrier to meaningful and lasting change to end systemic racism,” said Ginther. “Its removal will allow us to remain focused on critical police reforms and increasing equity in housing, health outcomes, education and employment.”This story originally reported by Kaylyn Hlavaty on news5cleveland.com. 1597

The Environmental Protection Agency confirmed Monday the content of internal EPA emails that appear to contradict EPA Administrator Scott Pruitt's claim he didn't know about or authorize big pay raises for two close aides.However, an EPA spokeswoman said there was no evidence in the emails that Pruitt knew about the pay raises.The Atlantic reported last Monday that Pruitt requested pay raises for "two of his closest aides," in March, a request the White House declined, according to a source with knowledge of the discussion. EPA then used an obscure provision to give the staffers, Sarah Greenwalt and Millan Hupp, the raises.On Wednesday, Pruitt told Fox News, "I did not know that they got the pay raises until (Tuesday)."The EPA spokeswoman confirmed to CNN an email exchange, also first reported by The Atlantic, between Greenwalt and the human resources department at the EPA. She previously worked with Pruitt in the Oklahoma attorney general's office.In one of the emails, EPA's human resources department tells Greenwalt that it processed her title change. When Greenwalt asks what her salary increase was, the department told her there was no increase in her salary. Greenwalt responded that the administrator indicated she should have one, referring to a salary increase."There's no way to prove what she said is true; a lot of people say the administrator said this or that," said the EPA spokeswoman, who reached out to CNN to explain the emails.The spokeswoman confirmed she saw the emails and confirmed the content of the emails. No specific dollar amount for the raise was mentioned in the email exchange, according to the spokeswoman."While she may claim that the administrator knows about her raise, there is no email proof that I've seen, or communications or documents from Scott Pruitt to HR or to (Greenwalt) about that particular raise," the spokeswoman said.On Monday, EPA chief of staff Ryan Jackson said in a statement to The Atlantic that he is taking responsibility for the raises and that Pruitt "had zero knowledge of the amount of the raises, nor the process by which they transpired."The EPA spokeswoman confirmed the existence of a second email from the liaison between the White House and EPA to the agency's human resources department expressing concerns from the White House about such significant raises, but noting that the administrator had indicated to move forward with it.In an effort to explain that email, the spokeswoman said despite the content of the second email, what that person really meant was "the administrator's office," not the administrator himself, decided to go ahead with the raises.Pruitt has come under increasing fire in recent weeks as reports steadily uncover extensive spending on travel and other potentially major ethical lapses, including an agreement to rent a room in Washington for only a night from a lobbyist couple whose firm lobbies the EPA.President Donald Trump said last Thursday he still had confidence in Pruitt.  3015

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