Lightnews — Scholar-powered news

Reposted by Blair

Maria Sacchetti - reporter - The Washington Post

@mariasacchetti.bsky.social

UPDATED ICE is referring hundreds of immigrant children to federal shelters from the US interior, not from the border.

Among them are parents separated from their children, an issue raised at a Senate hearing today:

www.washingtonpost.com/immigration/...

Trump’s mass deportations bring a new wave of family separations

As ICE officers ramp up arrests, hundreds of migrant children are being sent to federal shelters. Some parents are given a choice: Deport with their children or face separation.

www.washingtonpost.com

September 17, 2025 at 9:44 PM

Reposted by Blair

San Diego Live Data

@619sdld.bsky.social

Swami’s ordered to pay $650K to settle harassment case that targeted young women

Swami’s Cafe has agreed to pay $650,000 to settle a sexual harassment lawsuit brought by the EEOC, which involved allegations of harassment against female employees and ret…

Swami's ordered to pay $650K to settle harassment case that targeted young women

The allegations against Swami's Cafe in the suit, some dating back to 2019, include sexual harassment by male supervisors and co-workers.

timesofsandiego.com

December 3, 2025 at 1:05 AM

Reposted by Blair

Bryce Covert

@brycecovert.bsky.social

There's new reporting in here: The agency classifies all gender identity claims as "C," the lowest priority; the exception the EEOC carved out for hiring and firing cases is so narrow that it doesn't really exist; gender identity discrimination claims from federal workers can't move forward at all.

December 3, 2025 at 3:44 PM

Blair

@dimplesfordays.bsky.social

My employer attempted to cite FMLA exhaustion as the reason they were allowed to retroactively terminate my health insurance last month.Thank you so much for sharing this information.

Alt CDC (they/them) @altcdc.altgov.info · 22d

Disability law outranks agency policy, and your rights cannot be
limited by internal preferences or norms.
Undue hardship is a very high bar requiring significant difficulty
or expense—not inconvenience or staffing preferences.
Workplace flexibilities cannot replace a reasonable
accommodation when you have a disability-related need.
You only need to share your functional limitations; you are not
required to disclose a diagnosis or medical history.
Agencies cannot require you to use sick leave, annual leave,
FMLA, or LWOP instead of providing an accommodation.
When accommodations are delayed, agencies must provide an
effective interim solution that enables you to perform your
essential duties.
Agencies cannot pressure you to seek treatment, change your
medical regimen, or pursue disability retirement to reduce your
need for accommodation.
If you cannot work safely without accommodation, the agency
must protect you—often through temporary telework or paid
administrative leave.
All accommodation decisions must be provided in writing; verbal
statements are not legally sufficient.
Strong job performance does not eliminate your right to an
accommodation if it reduces harm, effort, or symptom impact.
You cannot be charged AWOL when disability prevents reporting
and no reasonable or interim accommodation has been provided.
Agencies and supervisors are legally accountable for violations,
including denials, delays, mishandling, or discouraging requests.

December 10, 2025 at 1:02 AM

Reposted by Blair

Alt CDC (they/them)

@altcdc.altgov.info

Supervisors may not discourage or
pressure employees against requesting a
particular accommodation. Statements like
“we don’t approve that” or “leadership
won’t like it” improperly interfere with the
employee’s right to an individualized
assessment. Employees must be free to
request what meets their functional needs
without intimidation or steering. Any
attempt to deter or redirect a lawful
accommodation request is discriminatory.
It’s illegal to
discourage
accommodation
requests.
29 C.F.R. § 1630.2(o)(3).
29 C.F.R. § 1614.203(d).
EEOC, Enforcement Guidance on Reasonable Accommodation and Undue Hardship Under the ADA, No. 915.002.

December 8, 2025 at 9:35 PM

Blair

@dimplesfordays.bsky.social

The way everyone involved pressures you to reveal the details anyway…

Alt CDC (they/them) @altcdc.altgov.info · 22d

Employees are only required to provide
information about their functional
limitations—the specific ways a condition
affects their ability to perform job duties—
not the name of their medical condition or
a detailed medical history. Agencies
cannot demand a diagnosis, test results,
treatment records, or any medical
information unrelated to the
accommodation request. The agency is
entitled only to the minimum
documentation necessary.
You do not
need to
disclose your
diagnoses.
29 C.F.R. § 1630.14(c).
29 C.F.R. § 1630.2(k).
EEOC, Enforcement Guidance on Reasonable Accommodation and Undue Hardship Under the ADA, No. 915.002.
EEOC, The Federal Sector Reasonable Accommodation Process, MD-110, Ch. 2.

December 10, 2025 at 12:56 AM

Blair

@dimplesfordays.bsky.social

Me realizing ChatGPT is the only thing dead or alive that actually wants to help me assert (and hopefully) retain at least some of my “rights” in this day and age with “liberty and justice for all” #onlyinAmerica #PhonyFirstWorldCountry #LandoftheEnslaved

Asking ChatGPT how to ask the EEOC to help advocate for your rights to corrupted HR officials in America

Glinda from Wicked in mourning over her friends death realizing that she is alone in this world and she alone is the only One left to make the world a better place for everyone

December 10, 2025 at 12:55 AM

Blair

@dimplesfordays.bsky.social

I stand by this

Blair @dimplesfordays.bsky.social · Dec 19

To this day I do not understand why Rachel got off that plane to PARIS for ROSS
So confusing 😭

December 10, 2025 at 12:47 AM

Blair

@dimplesfordays.bsky.social

Really starting to
Consider talking to a
Reporter about
HR casually violating citizen rights through coercion and misrepresentation of the law. Staying silent is killing us softly…