Equal Employment Opportunity: A Managerial FunctionDepartment of the Treasury, U.S. Customs Service, 1987 - 64 páginas |
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Página 6
... specific , observable action to discriminate against a person or class of persons because of protected status ( e.g. , national origin . ) This treatment also is referred to as " conventional " or , sometimes , " intentional ...
... specific , observable action to discriminate against a person or class of persons because of protected status ( e.g. , national origin . ) This treatment also is referred to as " conventional " or , sometimes , " intentional ...
Página 10
... Specific Conduct Supervisors and managers often express concern about avoiding EEO problems in two areas : interviewing and administering discipline . The following are guidelines for handling those situations . Guidelines on Unlawful ...
... Specific Conduct Supervisors and managers often express concern about avoiding EEO problems in two areas : interviewing and administering discipline . The following are guidelines for handling those situations . Guidelines on Unlawful ...
Página 19
... specific examples and decided to pursue the matter through the discrimination com- plaint process . Every employee and applicant for Customs employment has the right to use the discrimination complaint process . Coverage Requirements ...
... specific examples and decided to pursue the matter through the discrimination com- plaint process . Every employee and applicant for Customs employment has the right to use the discrimination complaint process . Coverage Requirements ...
Página 21
... specific , detailed reasons for rejection or modification of the complaints examiner's recom- mended decision . • The complainant has a right to appeal to the EEOC Appeal Review Board within 20 calendar days of receipt of the agency's ...
... specific , detailed reasons for rejection or modification of the complaints examiner's recom- mended decision . • The complainant has a right to appeal to the EEOC Appeal Review Board within 20 calendar days of receipt of the agency's ...
Página 26
... specific harm that identifies the loss of opportunity or benefit that the person has suffered and the type of discrimination that caused the loss . • A statement of discrimination providing the pertinent facts which led the person to ...
... specific harm that identifies the loss of opportunity or benefit that the person has suffered and the type of discrimination that caused the loss . • A statement of discrimination providing the pertinent facts which led the person to ...
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Términos y frases comunes
achieve affirmative ac affirmative action goals affirmative action plan Age Discrimination Alleged Discriminating Official behavior Business necessity calendar days civil action complaint of discrimination copy Customs employees disciplinary action discriminatory EEO Counseling Report EEO counselor EEO programs EEOC effect employees and applicants employer can prove Enforcement equal employment opportunities Equal Opportunity Officer Executive Order 11478 Federal Women's Program female file a civil file a formal formal complaint gender groups handicapping condition Harassment This conduct hearing hiring his/her Hispanic Employment Program identify informal resolution management official Managers and supervisors ment minorities and women national origin notice of final Pacific Islanders performance personnel management Phone plaint portunity prohibits promotion proposed disposition protected class protected groups protected status quotas race religion representative responsible sex discrimination sexual harassment testimony tion Title VII U.S. Customs Service U.S. District Court underrepresented unlawful Vietnam Era Veterans workforce