Unit 8: The Environmental Policy Making Process

Late Policy and Course Deadlines No late work is accepted after the end

of Unit 10

UNLESS you have requested and received an incomplete for the semester.

Deadline for requesting an incomplete

An incomplete gives you 10 additional days after the end of Unit 10 to submit all remaining work

FINAL PROJECTFor this project, you will select a current environmental issue to discuss and analyze.

 

Here is your Final Project assignment: Research a major issue facing US environmental policy and administration in the 21st century. For example, you might choose sustainability, global warming and climate change, species extinction, or America’s energy future. You are not limited to this list, but you should choose an issue that is both (1) interesting to you and (2) a focus of current news reports. In a paper of 2–3   pages, discuss the following:

 

•     Thoroughly describe the issue or problem you have chosen, explaining how the issue or problem has come about.

•     Identify the major US laws and policies, if any, that are already in existence to address the problem.

•     Discuss whether you think these current laws and policies are adequately handling the problem. Why or why not?

•     If you do not think the current laws and policies are adequate to handle the problem, what do you see as the primary legislative and policy measures that must be taken in the future to address the problem?

 

The Final Project is due by the end of Unit 9. You will submit your project topic and an outline of your main ideas in Unit 7.

 

•       Length should be 2– 3 pages, excluding cover page and references page

•       Viewpoint and purpose should be clearly established and sustained  

•       Assignment should follow the conventions of Standard American English (correct grammar, punctuation, etc.).  

•       Writing should be well ordered, logical, and unified, as well as original and insightful

•       Your work should display superior content, organization, style, and mechanics

•       Appropriate citation style should be followed  

Unit 8 AssignmentChoose ONE of the following two assignments to complete.  

a.  Create a PowerPoint presentation of 5-6 slides that graphically describes the structure of the EPA regional office system, the 10 regions of EPA, and the states represented in each region.

 If you choose the PowerPoint assignment, save your presentation as a Microsoft PowerPoint presentation (.ppt). Your presentation should be: •         5-6 slides in length; •         Viewpoint and purpose should be clearly established and sustained   •         Assignment should follow the conventions of Standard American English (correct grammar, punctuation, etc.).   •         Writing should be well ordered, logical, and unified, as well as original and insightful •         Your work should display superior content, organization, style, and mechanics •         Appropriate citation style should be followed

 

ORb.  Write a short paper of 1-2 pages. In your paper, briefly describe the National

Environmental Performance Partnership System (NEPPS). How do performance partnerships under NEPPS work to improve environmental protection at the state level? NEPPS was discussed in your textbook reading assignment from “Environmental Law,” but in researching your paper, you may also wish to do some research online. For example, the EPA website has information about the NEPPS program at http://www.epa.gov/ocir/nepps/

 If you choose the paper assignment, save your paper as a Microsoft Word document (.doc).

 •         Length should be 1-2 pages, excluding cover page and references page •         Viewpoint and purpose should be clearly established and sustained   •         Assignment should follow the conventions of Standard American English (correct grammar, punctuation, etc.).   •         Writing should be well ordered, logical, and unified, as well as original and insightful •         Your work should display superior content, organization, style, and mechanics •         Appropriate citation style should be followed

 Save your work and Submit   to the Dropbox by the end of

Unit 8.

Tips for Unit 8 Assignment

Follow instructions!

If you are preparing a Powerpoint, think about what makes a good slide.

If you are writing a paper, what should you cover?

Tips for the Final Project

Discuss environmental law and policy!

Cite appropriately.

Do not plagiarize.

Citations

When to cite in text

References page

Additional guidance:

http://owl.english.purdue.edu/owl/resource/664/01/

What is plagiarism?

Consider this piece of original text from a law review article by Winnie Chau called “Note: Something Old, Something New, Something Borrowed, Something Blue and a Silver Sixpence for Her Shoe: Dukes V. Wal-Mart & Sex Discrimination Class Actions.” It was published in the Cardozo Journal of Law & Gender in Summer 2006.

12 Cardozo J.L. & Gender 969. This excerpt appears on page 969.ORIGINAL

The settlement figures of the recent wave of sex discrimination class actions against some of the country's most well-known companies have garnered much media attention. Lost in the keen focus on the record payoffs is the indication that employment discrimination on the basis of sex or gender continues to be a systemic problem in the country more than forty years after Congress enacted the Equal Pay Act and Title VII to provide women with the opportunity to achieve equal status as similarly-situated men in the workplace. It has also been forty years since Congress amended rule 23 of the Federal Rules of Civil Procedure ("Rule 23"), which facilitated the certifications of class actions for civil rights.

Version 1: Plagiarism or not?

The settlement amounts of a recent wave of sex discrimination class actions against some of the better-known companies in the United States have garnered much media attention. Overlooked in the keen attention paid to the record payoffs is the indication that employment discrimination on the basis of sex or gender continues to be a pervasive problem in the United States more than 40 years after Congress passed the Equal Pay Act and Title VII to provide women with the opportunity to achieve equal status as similarly-situated men in the workplace. It has also been 40 years since Congress modified rule 23 of the Federal Rules of Civil Procedure ("Rule 23"), which covers class action certifications.

What’s different?ORIGINAL Version 1

The settlement figures of the recent wave of sex discrimination class actions against some of the country's most well-known companies have garnered much media attention.

Lost in the keen focus on the record payoffs is the indication that employment discrimination on the basis of sex or gender continues to be a systemic problem in the country more than forty years after Congress enacted the Equal Pay Act and Title VII to provide women with the opportunity to achieve equal status as similarly-situated men in the workplace.

It has also been forty years since Congress amended rule 23 of the Federal Rules of Civil Procedure ("Rule 23"), which facilitated the certifications of class actions for civil rights.

The settlement amounts of a recent wave of sex discrimination class actions against some of the better-known companies in the United States have garnered much media attention.

Overlooked in the keen attention paid to the record payoffs is the indication that employment discrimination on the basis of sex or gender continues to be a pervasive problem in the United States more than 40 years after Congress passed the Equal Pay Act and Title VII to provide women with the opportunity to achieve equal status as similarly-situated men in the workplace.

It has also been 40 years since Congress modified rule 23 of the Federal Rules of Civil Procedure ("Rule 23"), which covers class action certifications.

Version 2: Plagiarism or not?

The settlement amounts of a recent wave of sex discrimination class actions against some of the better-known companies in the United States have generated a lot of media interest. Overlooked in the keen attention paid to the record payoffs is the sad fact that employment discrimination on the basis of sex or gender continues to be a pervasive problem in the United States more than 40 years after Congress passed the Equal Pay Act and Title VII to provide women with the opportunity to achieve equal status as similarly-situated men in the workplace. It has also been 40 years since Congress modified rule 23 of the Federal Rules of Civil Procedure ("Rule 23"), which covers class action certifications. (Chau, 2006).

What’s different?ORIGINAL

Version 2

The settlement figures of the recent wave of sex discrimination class actions against some of the country's most well-known companies have garnered much media attention.

Lost in the keen focus on the record payoffs is the indication that employment discrimination on the basis of sex or gender continues to be a systemic problem in the country more than forty years after Congress enacted the Equal Pay Act and Title VII to provide women with the opportunity to achieve equal status as similarly-situated men in the workplace.

It has also been forty years since Congress amended rule 23 of the Federal Rules of Civil Procedure ("Rule 23"), which facilitated the certifications of class actions for civil rights.

The settlement amounts of a recent wave of sex discrimination class actions against some of the better-known companies in the United States have generated a lot of media interest.

Overlooked in the keen attention paid to the record payoffs is the sad fact that employment discrimination on the basis of sex or gender continues to be a pervasive problem in the United States more than 40 years after Congress passed the Equal Pay Act and Title VII to provide women with the opportunity to achieve equal status as similarly-situated men in the workplace.

It has also been 40 years since Congress modified rule 23 of the Federal Rules of Civil Procedure ("Rule 23"), which covers class action certifications. (Chau, 2006).

Version 3: Plagiarism or not?

The settlement figures of the recent wave of sex discrimination class actions against some of the country's most well-known companies have garnered much media attention. As Winnie Chau points out, “Lost in the keen focus on the record payoffs is the indication that employment discrimination on the basis of sex or gender continues to be a systemic problem in the country. . . .” (Chau, 2006, p. 969). After all, it’s been some 40 years since Congress enacted the Equal Pay Act and Title VII to provide women with the opportunity to achieve equal status as similarly-situated men in the workplace. It has also been 40 years since Congress amended rule 23 of the Federal Rules of Civil Procedure ("Rule 23"), which facilitated the certifications of class actions for civil rights. (Chau, 2006).

What’s different?ORIGINAL Version 3

The settlement figures of the recent wave of sex discrimination class actions against some of the country's most well-known companies have garnered much media attention.

Lost in the keen focus on the record payoffs is the indication that employment discrimination on the basis of sex or gender continues to be a systemic problem in the country more than forty years after Congress enacted the Equal Pay Act and Title VII to provide women with the opportunity to achieve equal status as similarly-situated men in the workplace.

It has also been forty years since Congress amended rule 23 of the Federal Rules of Civil Procedure ("Rule 23"), which facilitated the certifications of class actions for civil rights.

The settlement figures of the recent wave of sex discrimination class actions against some of the country's most well-known companies have garnered much media attention.

As Winnie Chau points out, “Lost in the keen focus on the record payoffs is the indication that employment discrimination on the basis of sex or gender continues to be a systemic problem in the country. . . .” (Chau, 2006, p. 969).

After all, it’s been some 40 years since Congress enacted the Equal Pay Act and Title VII to provide women with the opportunity to achieve equal status as similarly-situated men in the workplace.

It has also been 40 years since Congress amended rule 23 of the Federal Rules of Civil Procedure ("Rule 23"), which facilitated the certifications of class actions for civil rights. (Chau, 2006).

Version 4: Plagiarism or not?Huge settlements of class actions based on gender discrimination at some high-profile companies in the United States have generated a lot of press. (Chau, 2006). While it’s clear that employees who feel discriminated against are taking action against their big-league employers—and at least getting those employers to settle with them—Chau observes that the reporting on the settlement of these big suits sometimes misses an underlying problem: that people are still being discriminated against on the job in droves. (Chau, 2006). Ellen Collins is one of those women who have experienced discrimination at the office, and she’s willing to take action to stop it.

What’s different?ORIGINAL Version 4

The settlement figures of the recent wave of sex discrimination class actions against some of the country's most well-known companies have garnered much media attention.

Lost in the keen focus on the record payoffs is the indication that employment discrimination on the basis of sex or gender continues to be a systemic problem in the country more than forty years after Congress enacted the Equal Pay Act and Title VII to provide women with the opportunity to achieve equal status as similarly-situated men in the workplace.

It has also been forty years since Congress amended rule 23 of the Federal Rules of Civil Procedure ("Rule 23"), which facilitated the certifications of class actions for civil rights.

Huge settlements of class actions based on gender discrimination at some high-profile companies in the United States have generated a lot of press. (Chau, 2006).

While it’s clear that employees who feel discriminated against are taking action against their big-league employers—and at least getting those employers to settle with them—Chau (2006) observes that the reporting on the settlement of these big suits sometimes misses an underlying problem: that people are still being discriminated against on the job in droves.

Ellen Collins is one of those women who have experienced discrimination at the office, and she’s willing to take action to stop it.