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LONGING FOR THE NATIVE LAND. In an article dealing with the subject of the Ukrainian Museum, Mrs. Christine Navrocky, UNWLA vice-president, ex plains the purpose of the founding of this institution and our obligations as a na tion with reference to it. The writer appeals to the concious- ness of her readers and asks if in the pro cess of dispersement from our native land did our people take the spirit of our nation along. Yes, she claims, they did, and part of that spirit is the insistence on the preservation of our cultural heritage, our traditions. The Ukrainian Museum is the cumulative effort of those in whom the spirit is unwavering, states Mrs. Nav rocky. This institution is seen by Mrs. Nav rocky as a solid foundation upon which young people can build their national identity, their pride and sense of be longing. The Museum, shesays,is a resis tance to assimilation (here the writer quotes Valentyn Moroz, who defines assimilation as the destruction of the structure of tradition). And what is tradi tion, she goes on to say, but our reli gious observances, our songs, our na tive culture — the cement which holds a nation together. Mrs. Navrocky appeals to our read ers to realize the magnitude of this un dertaking by UNWLA, to appreciate its necessity and to offer moral and finan cial support. "JUST BETWEEN US AND THE TELEPHONE" Our monthly commentator on mores and morals, Lubow Kalynowych, pre sents us this time with a very interesting ’’quirck”, perhaps it is even a habit by now,which is very prevelent among our people. It seems that whatever tradition we brought from our part of Ukraine, that and only that is a Ukrainian tradition; everything else is discounted. Ukraine, by European standards, is a large country. We are a people rich in culture — a statement which means that our culture is varied, has many facets and colors. Our little comer is just as Uk rainian as that of our neighbor who came from across the river or from the other end of our native land. There should not be an "ours” and "yours” — we are va ried, true, in many aspects of our tradi tions, but it is important to remember at all times that we are all Ukrainians — and unity is our goal. and childbirth is six weeks or less. The voluntary leave a wo man may wish to take before or after the birth of a child is not included under the category of a pregnancy-related disability, but only the time that she is disabled from working. Time lost for a normal childbirth and recovery period, a miscarriage, a caesarian section, a terminated pregnancy or an ectopic preg nancy would be covered. While pushing federal legislation to counteract the G ilb e r t decision, the CEDPW will also work to make sure that there is no backsliding among states which have already held, as a matter of state law, that it is ellegal to deny workers disability payments for pregnancy-related leaves. Thirteen states have laws covering pregnancy-related disabilities and Fair Employment Practices Agencies in 26 states follow EEOC guidelines relating to pregnancy and childbirth. The G/'/berf de cision is not binding upon state courts or agencies in inter preting their own state human rights laws. The New York Supreme Court dramatically proved this point less than two weeks after the G ilb e r t decision was handed down. The justices ruled that the failure to pay New York wo men with pregnancy-related disabilities the same benefits given workers for other reasons violated the state’s Human Rights Law. Even though the statute's provisions are "substantially identical” to these of Title VII, the New York court refused to follow the Supreme Court’s reasoning. Instead, the judges po litely noted that the ruling was "instructive but not binding.” Se veral state agencies have also announced that they will not follow the Supreme Court’s lead. For example, the executive director of the Pennsylvania Human Relations Commission stated that: "Nothing in the U. S. Supreme Court’s opinion per suades us that our interpretation of the state law is incorrect or bad policy.” The bill supported by the Campaign to End Discrimination against Pregnant Workers incorporates the theory behind EEOC guidelines. The bill has already been prepared for intro duction in the U.S. House of Representatives. If the bill is passed by Congress, discrimination against women because of pregnancy-related matters by all employers, whether public or private, will be illegal. + In a recent United States Navy public relations brochure, a photograph was published showing a Navy woman saluting the captain as she requested permission to board the destroyer USS Sierra "for a visit.” The caption below the photograph failed to state that the yeoman seaman could do little more than visit the ship simply because she was female. Under a statute passed in 1948 all Navy women: "may not... be assigned toduty on vessels of the Navy other than hospital ships and trans ports.” The Navy no longer maintains either hospital ships or transports. The statute, known in the Navy simply as ”6015,” does more than deny all women in the Navy the right to serve aboard Navy ships. With the aid of the Judge Advocate General (JAG) the Navy has applied the rule to restrict opportunities for wo men as completely and thoroughly as possible. The law stands as a road-block to chances for education, on the job ex perience and advancement. For example, Yona Owens has problems typical of those confronting Navy women daily. She was trained by the Navy as an interior communications electrician, a job speciality tradi tionally reserved for men. At present, she has little opportunity to pursue the career for which the Navy supposedly prepared her. Her job is to maintain and to service complex electrical equipment; this equipment, like the gyrocompass, is found al most exclusively on ships. Owens, who is forbidden under 6015 to board a ship understandably finds job assignments hard to come by. Her career so far has involved a long battle to find 20 НАШЕ ЖИТТЯ, КВІТЕНЬ 1977 Видання C оюзу Українок A мерики - перевидано в електронному форматі в 2012 році . A рхів C У A - Ню Йорк , Н . Й . C Ш A.
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