Toward Fair Employment and the EEOC: A Study of Compliance Procedures Under Title VII of the Civil Rights Act of 1964; Final Report Submitted to Research Division, U.S. Equal Employment Opportunity Commission [by] Avril V. Adams. August 31, 1972U.S. Government Printing Office, 1973 - 133 páginas |
Dentro del libro
Resultados 1-5 de 40
Página 5
... employees , 50 or more employees and a government contract of $ 50,000 or more , and firms voluntarily subscribing to the Plans for Progress program . 6. Testimony before the Subcommittee on Labor of the Committee on Education and Labor ...
... employees , 50 or more employees and a government contract of $ 50,000 or more , and firms voluntarily subscribing to the Plans for Progress program . 6. Testimony before the Subcommittee on Labor of the Committee on Education and Labor ...
Página 6
... employees for each working day in 20 or more calendar weeks of the current or preceding year ; all employment agencies ; and generally all labor organizations which maintain or operate hiring halls or have 25 or more members.4 The Equal ...
... employees for each working day in 20 or more calendar weeks of the current or preceding year ; all employment agencies ; and generally all labor organizations which maintain or operate hiring halls or have 25 or more members.4 The Equal ...
Página 24
... employee was seeking redress through a grievance and arbitration procedure . Further protecting the rights of charging parties against procedural obstacles under Title VII has been use of the Civil Rights Act of 1866 . 21 / the Seventh ...
... employee was seeking redress through a grievance and arbitration procedure . Further protecting the rights of charging parties against procedural obstacles under Title VII has been use of the Civil Rights Act of 1866 . 21 / the Seventh ...
Página 25
... employee had a cause of action under the Civil Rights Act of 1866 even though his Title VII claim was barred by the statute of limitations . It also appears that a charging party may file suit under Title VII 23 / even though the charge ...
... employee had a cause of action under the Civil Rights Act of 1866 even though his Title VII claim was barred by the statute of limitations . It also appears that a charging party may file suit under Title VII 23 / even though the charge ...
Página 27
... employees in plants of the respondent other than that where the alleged grievance occurred can be maintained . This issue of the scope of and 45 / standing to represent a class has not yet been decided , however . In another decision ...
... employees in plants of the respondent other than that where the alleged grievance occurred can be maintained . This issue of the scope of and 45 / standing to represent a class has not yet been decided , however . In another decision ...
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Toward Fair Employment and the EEOC: A Study of the Compliance Procedures ... Arvil V. Adams Vista de fragmentos - 1973 |
Términos y frases comunes
2-Digit SIC 5th Cir affirmative action Anglo index basis of race changes in minority charging party Civil Rights Act Clerical Commission's compliance efforts compliance procedure compliance process conciliation agreement court discriminatory Distribution of Respondent employment agencies Employment by Occupation employment discrimination Employment Opportunity Commission employment practices Equal Employment Opportunity Fabricated Metals filed firms Fiscal Georgia Power hiring home office impact of conciliation Index of Occupational investigation issues job classification labor Manufacturing medical exam metropolitan area Minority and Anglo minority employment status minority groups national origin number of charges Number of Percent OFCC outcome of conciliation over-the-road drivers Peer Groups Percent charges distribution Percent Number Ray Marshall Relative Occupational Position Respondent Employment respondent's Respondents and Peer Sales Share of Total Spanish-surnamed Americans successful conciliation supervisor Supp Table Title VII Total all occupations Total Anglo Black U.S. Equal Employment U.S. median voluntary compliance white employees women workload