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New York Post
24-05-2025
- Politics
- New York Post
Wisconsin man fired for refusing to use preferred pronouns appeals to Trump administration
Spencer Wimmer, a Wisconsin man, is asking the Trump administration to intervene after he says he was fired for refusing to use preferred pronouns that conflict with a person's biological sex—forcing him, he claims, to choose between his livelihood and his faith. While the Trump administration has moved to roll back DEI and gender ideology workplace requirements, Wimmer, a devout Christian, argues that private citizens are still experiencing workplace discrimination tied to such policies. Advertisement Now, after filing a religious discrimination complaint through the Wisconsin Institute for Law & Liberty (WILL) to the Trump US Equal Employment Opportunity Commission (EEOC), he said he hopes President Donald Trump will do something about it. In an interview with Fox News Digital, Wimmer said that he had worked hard to be a 'model employee' during his five years at Generac and was in good standing with the company, having received several positive performance reviews and promotions. He said he expected to have a long, fruitful career at the power equipment company. That is, until he was suddenly pulled into a meeting with human resources and confronted about his refusal to use someone's preferred pronouns. Advertisement 5 Spencer Wimmer says he was fired from his job at Generac for not following the company pronouns rules despite his religious objections. Wisconsin Institute for Law & Liberty Wimmer says that his refusal to use preferred pronouns is rooted in his deeply held Biblical, religious belief that there are only two genders and that a person cannot switch between one and the other. He explained that he had prior experience working with transgender people and even had a good working relationship with one of his colleagues who was transgender. However, after Wimmer had to clarify with HR that he could not in good conscience use his transgender colleagues' preferred pronouns, he was reprimanded for 'unprofessional' conduct. Advertisement According to WILL, the firm representing Wimmer, Generac HR representatives told him that his request to refrain from using transgender pronouns on religious grounds 'did not make any sense.' Wimmer was issued a written disciplinary action note that stated 'refusal to refer to an employee/subordinate by their preferred name/pronouns is in violation of the company's Code of Business Conduct and No Harassment Policy.' 5 Wimmer was pulled into a meeting with human resources at Generac and confronted about his refusal to use someone's preferred pronouns. Google Maps After an entire month in which he said he felt both targeted and bullied for his religious beliefs, Wimmer was fired from his supervisor role at Generac Power Systems on April 2. According to WILL, he was not allowed to collect his personal belongings and was escorted out of the building. Advertisement Wimmer described the entire episode as 'heartbreaking.' 'I was asked to choose between my livelihood and my love for God and my beliefs,' said Wimmer, adding that it was 'very emotional having everything kind of ripped out from under me.' 5 Wimmer described the entire episode as 'heartbreaking.' LinkedIn In its complaint to the EEOC, WILL argues that Generac violated Title VII of the Civil Rights Act, which prohibits employment discrimination based on race, color, religion, sex, or national origin. WILL asserts that Generac violated Wimmer's rights despite there being no harassment complaints filed against him. Cara Tolliver, an attorney with WILL, told Fox News Digital that she believes his case carries a broader significance that could impact Americans across the country. She said that Wimmer's case puts recent Supreme Court precedent set in a 2023 case called Groff v. DeJoy to the test, challenging the validity of an employer's compelled gender affirmation policy against an employee's sincerely held religious beliefs. 5 Wimmer claims his personal items were damaged by the company when they were eventually returned to him. Wisconsin Institute for Law & Liberty Advertisement 5 Damage was left to one of Wimmer's books after his firing. Wisconsin Institute for Law & Liberty 'Employers, I think, have kind of become seemingly fixated on a lot of identity politics in the workplace, including the topic of gender identity,' she said. 'But it's crucial to keep in mind that even where Title VII may provide some protection to employees against workplace discrimination and harassment on the basis of a gender identity, this does not supersede or eliminate Title VII protections against religious discrimination and the fact that religious discrimination is illegal.' Wimmer told Fox News Digital that he 'never asked Generac to choose between me and then this other individual.' Advertisement 'There was absolutely a way for us to work together and have a compromise where we continue to have a professional environment,' he said. 'Unfortunately, there are individuals and there are organizations and structures in place that won't let you have compromise. The fact that you have these beliefs is unacceptable to them. So, no amount of compromise is possible.' In response to Fox News Digital's request for comment, a spokesperson said: 'We do not comment on employment matters nor comment on pending litigation.'
Yahoo
23-05-2025
- Politics
- Yahoo
Wisconsin man fired for refusing to use preferred pronouns appeals to Trump administration
EXCLUSIVE: Spencer Wimmer, a Wisconsin man, is asking the Trump administration to intervene after he says he was fired for refusing to use preferred pronouns that conflict with a person's biological sex—forcing him, he claims, to choose between his livelihood and his faith. While the Trump administration has moved to roll back DEI and gender ideology workplace requirements, Wimmer, a devout Christian, argues that private citizens are still experiencing workplace discrimination tied to such policies. Now, after filing a religious discrimination complaint through the Wisconsin Institute for Law & Liberty (WILL) to the Trump U.S. Equal Employment Opportunity Commission (EEOC), he said he hopes President Donald Trump will do something about it. In an interview with Fox News Digital, Wimmer said that he had worked hard to be a "model employee" during his five years at Generac and was in good standing with the company, having received several positive performance reviews and promotions. He said he expected to have a long, fruitful career at the power equipment company. That is, until he was suddenly pulled into a meeting with human resources and confronted about his refusal to use someone's preferred pronouns. 'Unlawful Dei-motivated' Workplace Discrimination To Be Rooted Out By Trump's New Acting Eeoc Chair Wimmer says that his refusal to use preferred pronouns is rooted in his deeply held Biblical, religious belief that there are only two genders and that a person cannot switch between one and the other. Read On The Fox News App He explained that he had prior experience working with transgender people and even had a good working relationship with one of his colleagues who was transgender. However, after Wimmer had to clarify with HR that he could not in good conscience use his transgender colleagues' preferred pronouns, he was reprimanded for "unprofessional" conduct. According to WILL, the firm representing Wimmer, Generac HR representatives told him that his request to refrain from using transgender pronouns on religious grounds "did not make any sense." Wimmer was issued a written disciplinary action note that stated "refusal to refer to an employee/subordinate by their preferred name/pronouns is in violation of the company's Code of Business Conduct and No Harassment Policy." After an entire month in which he said he felt both targeted and bullied for his religious beliefs, Wimmer was fired from his supervisor role at Generac Power Systems on April 2. According to WILL, he was not allowed to collect his personal belongings and was escorted out of the building. Wimmer described the entire episode as "heartbreaking." The Supreme Court Appears To Side With Parents In Religious Liberty Dispute Over Storybooks "I was asked to choose between my livelihood and my love for God and my beliefs," said Wimmer, adding that it was "very emotional having everything kind of ripped out from under me." In its complaint to the EEOC, WILL argues that Generac violated Title VII of the Civil Rights Act, which prohibits employment discrimination based on race, color, religion, sex, or national origin. WILL asserts that Generac violated Wimmer's rights despite there being no harassment complaints filed against him. Cara Tolliver, an attorney with WILL, told Fox News Digital that she believes his case carries a broader significance that could impact Americans across the country. She said that Wimmer's case puts recent Supreme Court precedent set in a 2023 case called Groff v. DeJoy to the test, challenging the validity of an employer's compelled gender affirmation policy against an employee's sincerely held religious beliefs. "Employers, I think, have kind of become seemingly fixated on a lot of identity politics in the workplace, including the topic of gender identity," she said. "But it's crucial to keep in mind that even where Title VII may provide some protection to employees against workplace discrimination and harassment on the basis of a gender identity, this does not supersede or eliminate Title VII protections against religious discrimination and the fact that religious discrimination is illegal." Supreme Court Allows Terminations Of Independent Agency Board Members For Now Wimmer told Fox News Digital that he "never asked Generac to choose between me and then this other individual." "There was absolutely a way for us to work together and have a compromise where we continue to have a professional environment," he said. "Unfortunately, there are individuals and there are organizations and structures in place that won't let you have compromise. The fact that you have these beliefs is unacceptable to them. So, no amount of compromise is possible." In response to Fox News Digital's request for comment, a spokesperson said: "We do not comment on employment matters nor comment on pending litigation."Original article source: Wisconsin man fired for refusing to use preferred pronouns appeals to Trump administration
Yahoo
23-05-2025
- Business
- Yahoo
Manulife Shares Responsible AI Principles at Reuters Momentum AI Summit
Jodie Wallis, Global Chief Analytics Officer, Outlines How Manulife is Using AI Responsibly C$ unless otherwise stated TSX/NYSE/PSE: MFC SEHK: 945 TORONTO, May 23, 2025 /PRNewswire/ -- Manulife's Responsible AI Principles were shared during the Reuters Momentum AI Summit in New York last month. These principles guide the design, development, and deployment of Manulife's Artificial Intelligence (AI) solutions, which includes over 43 GenAI use cases in production, as of Q1 2025, an equivalent amount slated to be deployed across the organization by year end and over 450 ideas in evaluation1. Manulife's Responsible AI Principles empower the firm to deliver value from AI for its customers, colleagues and society. With the fast pace of change in AI, Manulife will evolve its Principles as it learns and grows, as the industry matures, and as new or updated regulations emerge. Manulife's Responsible AI Principles are: To use data and AI in ways that are aligned to the company's Code of Business Conduct and Ethics and Impact Agenda. To prioritize the safety of customers, colleagues and organization through sound delivery and governance processes. To endeavor to align AI efforts with a commitment to a sustainable future, by designing energy-efficient AI solutions and partnering with companies who share Manulife's values. To implement practices intended to make AI solutions and their use of data free from bias, explainable, and reliable, while maintaining the appropriate accountability for decision making. To prioritize human agency and empower our colleagues to use AI tools to enhance their skills and experience, knowing these are crucial for the future. To continually learn from and work with industry partners and AI experts to foster innovation and evolve our commitment to Responsible AI. "As organizations increasingly rely on AI, being committed to responsible AI use is paramount and Manulife is proud to be a responsible AI steward," says Karen Leggett, Global Chief Marketing Officer for Manulife. "GenAI is enabling us to better serve our customers, find innovative ways of working, and accelerate our ambition of becoming the most digital customer-centric company in our industry. At the same time, Manulife is taking great care to embed ethical AI principles in every application and workflow." ______________________________ 1 Manulife's AI team has 450 employee-submitted ideas in queue for review. Manulife is leading by example as Jodie Wallis, Global Chief Analytics Officer for Manulife, spoke at Reuters Momentum AI Summit in New York, where she, alongside industry leaders, discussed the future of artificial intelligence and its impact on global business. In her remarks, Wallis outlined how Manulife is using AI ethically and responsibly, providing benefits to customers while safeguarding their data and privacy. "We are committed to harnessing AI responsibly, ensuring it aligns to our core values and supports our mission to make decisions easier and lives better," says Wallis. "Our AI Principles highlight the importance of ethical adoption, and we are dedicated to cultivating a collaborative environment that tackles the complexities of AI while ensuring it remains safe, trustworthy, and beneficial for all." Manulife has been actively investing in and scaling AI capabilities since 2016. In the past three years, the firm has significantly increased the valuei enabled through advanced analytics and AI by expanding its AI solutions portfolio and increasing efficiency through data and AI platform investmentsii, all driven by the company's responsible AI framework. As of Q1 2025, Manulife has: Over 43 GenAI use cases in production and over 450 ideas in evaluation Approximately 200 data scientists and machine learning engineers Global access to GenAI tools for all colleagues A GenAI skills-building program for users, leaders and practitioners The summit also provided a platform for Wallis to discuss the importance of educating and training colleagues on AI technologies. "Empowering our workforce with the knowledge and skills to harness AI responsibly is crucial to our success and aligns with our commitment to a productive and ethical use of technology," says Wallis. Manulife expects its digital investments and capabilities, including AI-enabled enhancements, to generate a threefold return on investment over five years through 2027, with over $600 million of benefits2 realized in 2024 from our digital customer leadership initiatives globally. To learn more about Manulife's AI progress, visit: _____________________________________ 2 The benefits from our global digital, customer leadership initiatives include expense saves, growth absorption, revenue benefits (margin businesses) and new business CSM growth (insurance). Caution regarding forward-looking statements This document contains forward-looking statements within the meaning of the "safe harbour" provisions of Canadian provincial securities laws and the U.S. Private Securities Litigation Reform Act of 1995 with respect to Manulife's use of its digital capabilities, including AI and AI-enabled tools, and the expected benefits it expects to realize. Although we believe that the expectations reflected in such forward-looking statements are reasonable, such statements involve risks and uncertainties, and undue reliance should not be placed on such statements. Certain material factors or assumptions are applied in making forward-looking statements, and actual results may differ materially from those expressed or implied in such statements. Important factors that could cause actual results to differ materially from expectations include but are not limited to general business and economic conditions; changes in laws and regulations with respect to the use of AI-enabled tools; our ability to execute our digital plans and to deploy future digital use cases; our ability to adapt products and services to the changing market; our ability to attract and retain key employees; and our ability to protect our intellectual property and exposure to claims of infringement from others. Additional information about material risk factors that could cause actual results to differ materially from expectations may be found in our most recent annual and interim reports and elsewhere in our filings with Canadian and U.S. securities regulators. The forward-looking statements in this document are, unless otherwise indicated, stated as of the date hereof. We do not undertake to update any forward-looking statements, except as required by law. About Manulife Manulife Financial Corporation is a leading international financial services provider, helping our customers make their decisions easier and lives better. With our global headquarters in Toronto, Canada, we operate as Manulife across Canada, Asia, and Europe, and primarily as John Hancock in the United States, providing financial advice and insurance for individuals, groups and businesses. Through Manulife Wealth & Asset Management, we offer global investment, financial advice, and retirement plan services to individuals, institutions, and retirement plan members worldwide. At the end of 2024, we had more than 37,000 employees, over 109,000 agents, and thousands of distribution partners, serving over 36 million customers. We trade as 'MFC' on the Toronto, New York, and the Philippine stock exchanges, and under '945' in Hong Kong. Not all offerings are available in all jurisdictions. For additional information, please visit Media ContactGina Simonis 617-840-4794GSimonis@ View original content: SOURCE Manulife Financial Corporation Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Cision Canada
22-05-2025
- Business
- Cision Canada
Manulife Shares Responsible AI Principles at Reuters Momentum AI Summit Français
, Global Chief Analytics Officer, Outlines How Manulife is Using AI Responsibly C$ unless otherwise stated TSX/NYSE/PSE: MFC SEHK: 945 TORONTO, May 22, 2025 /CNW/ - Manulife's Responsible AI Principles were shared during the Reuters Momentum AI Summit in New York last month. These principles guide the design, development, and deployment of Manulife's Artificial Intelligence (AI) solutions, which includes over 43 GenAI use cases in production, as of Q1 2025, an equivalent amount slated to be deployed across the organization by year end and over 450 ideas in evaluation 1. Manulife's Responsible AI Principles empower the firm to deliver value from AI for its customers, colleagues and society. With the fast pace of change in AI, Manulife will evolve its Principles as it learns and grows, as the industry matures, and as new or updated regulations emerge. Manulife's Responsible AI Principles are: To use data and AI in ways that are aligned to the company's Code of Business Conduct and Ethics and Impact Agenda. To prioritize the safety of customers, colleagues and organization through sound delivery and governance processes. To endeavor to align AI efforts with a commitment to a sustainable future, by designing energy-efficient AI solutions and partnering with companies who share Manulife's values. To implement practices intended to make AI solutions and their use of data free from bias, explainable, and reliable, while maintaining the appropriate accountability for decision making. To prioritize human agency and empower our colleagues to use AI tools to enhance their skills and experience, knowing these are crucial for the future. To continually learn from and work with industry partners and AI experts to foster innovation and evolve our commitment to Responsible AI. "As organizations increasingly rely on AI, being committed to responsible AI use is paramount and Manulife is proud to be a responsible AI steward," says Karen Leggett, Global Chief Marketing Officer for Manulife. "GenAI is enabling us to better serve our customers, find innovative ways of working, and accelerate our ambition of becoming the most digital customer-centric company in our industry. At the same time, Manulife is taking great care to embed ethical AI principles in every application and workflow." ______________________________ 1 Manulife's AI team has 450 employee-submitted ideas in queue for review. Manulife is leading by example as Jodie Wallis, Global Chief Analytics Officer for Manulife, spoke at Reuters Momentum AI Summit in New York, where she, alongside industry leaders, discussed the future of artificial intelligence and its impact on global business. In her remarks, Wallis outlined how Manulife is using AI ethically and responsibly, providing benefits to customers while safeguarding their data and privacy. "We are committed to harnessing AI responsibly, ensuring it aligns to our core values and supports our mission to make decisions easier and lives better," says Wallis. "Our AI Principles highlight the importance of ethical adoption, and we are dedicated to cultivating a collaborative environment that tackles the complexities of AI while ensuring it remains safe, trustworthy, and beneficial for all." Manulife has been actively investing in and scaling AI capabilities since 2016. In the past three years, the firm has significantly increased the value i enabled through advanced analytics and AI by expanding its AI solutions portfolio and increasing efficiency through data and AI platform investments ii, all driven by the company's responsible AI framework. As of Q1 2025, Manulife has: Over 43 GenAI use cases in production and over 450 ideas in evaluation Approximately 200 data scientists and machine learning engineers Global access to GenAI tools for all colleagues A GenAI skills-building program for users, leaders and practitioners The summit also provided a platform for Wallis to discuss the importance of educating and training colleagues on AI technologies. "Empowering our workforce with the knowledge and skills to harness AI responsibly is crucial to our success and aligns with our commitment to a productive and ethical use of technology," says Wallis. Manulife expects its digital investments and capabilities, including AI-enabled enhancements, to generate a threefold return on investment over five years through 2027, with over $600 million of benefits 2 realized in 2024 from our digital customer leadership initiatives globally. To learn more about Manulife's AI progress, visit: Caution regarding forward-looking statements This document contains forward-looking statements within the meaning of the "safe harbour" provisions of Canadian provincial securities laws and the U.S. Private Securities Litigation Reform Act of 1995 with respect to Manulife's use of its digital capabilities, including AI and AI-enabled tools, and the expected benefits it expects to realize. Although we believe that the expectations reflected in such forward-looking statements are reasonable, such statements involve risks and uncertainties, and undue reliance should not be placed on such statements. Certain material factors or assumptions are applied in making forward-looking statements, and actual results may differ materially from those expressed or implied in such statements. Important factors that could cause actual results to differ materially from expectations include but are not limited to general business and economic conditions; changes in laws and regulations with respect to the use of AI-enabled tools; our ability to execute our digital plans and to deploy future digital use cases; our ability to adapt products and services to the changing market; our ability to attract and retain key employees; and our ability to protect our intellectual property and exposure to claims of infringement from others. Additional information about material risk factors that could cause actual results to differ materially from expectations may be found in our most recent annual and interim reports and elsewhere in our filings with Canadian and U.S. securities regulators. The forward-looking statements in this document are, unless otherwise indicated, stated as of the date hereof. We do not undertake to update any forward-looking statements, except as required by law. About Manulife Manulife Financial Corporation is a leading international financial services provider, helping our customers make their decisions easier and lives better. With our global headquarters in Toronto, Canada, we operate as Manulife across Canada, Asia, and Europe, and primarily as John Hancock in the United States, providing financial advice and insurance for individuals, groups and businesses. Through Manulife Wealth & Asset Management, we offer global investment, financial advice, and retirement plan services to individuals, institutions, and retirement plan members worldwide. At the end of 2024, we had more than 37,000 employees, over 109,000 agents, and thousands of distribution partners, serving over 36 million customers. We trade as 'MFC' on the Toronto, New York, and the Philippine stock exchanges, and under '945' in Hong Kong. Not all offerings are available in all jurisdictions. For additional information, please visit
Business Standard
17-05-2025
- Business
- Business Standard
Dynacons Systems & Solutions Ltd
Dynacons Systems & Solutions Ltdhas informed BSE that the meeting of the Board of Directors of the Company is scheduled on 24/05/2025 inter alia to consider and approve 1. Audited Standalone and Consolidated Financial Results of the Company for the quarter and year ended on March 312025.2. Any other matter with the permission of the in continuation of our letter dated March 26 2025 and in terms of the Dynacons Systems & Solutions Limited Code of Business Conduct and Code to Regulate Monitor and Report Trading by Designated Person the trading window for insiders which is already closed with effect from April 01 2025 shall continue to remain closed till 48 (Forty Eight) hours after the dissemination of the Audited Financial Results of the Company (both days inclusive) for the quarter and year ended on March 31 2025.
