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 24
Página 3
... less direct sources : the purpose was to throw light on a complex set of forces related to changes in minority employment . They provided detailed information about the firm -- its market characteristics ; its relations with the ...
... less direct sources : the purpose was to throw light on a complex set of forces related to changes in minority employment . They provided detailed information about the firm -- its market characteristics ; its relations with the ...
Página 10
... less advantageous terms of employment , and lower job classifi- cation . Discrimination by employers on the basis of religion is usually effectuated through hiring and discharge practices . Racial discrimination by unions takes varied ...
... less advantageous terms of employment , and lower job classifi- cation . Discrimination by employers on the basis of religion is usually effectuated through hiring and discharge practices . Racial discrimination by unions takes varied ...
Página 23
... less than successful in securing voluntary compliance among respondents , it was quite successful in having the positions it argued for as amicus curiae adopted by the courts . a result , there has developed a substantial repository of ...
... less than successful in securing voluntary compliance among respondents , it was quite successful in having the positions it argued for as amicus curiae adopted by the courts . a result , there has developed a substantial repository of ...
Página 28
... less qualifications than a black employee for a job transfer . Statistics may also be used as evidence of discrimination . 50 / In Parham v . Southwestern Bell Telephone Company the Eighth Circuit Court of Appeals stated " We hold as a ...
... less qualifications than a black employee for a job transfer . Statistics may also be used as evidence of discrimination . 50 / In Parham v . Southwestern Bell Telephone Company the Eighth Circuit Court of Appeals stated " We hold as a ...
Página 41
... less than in each of the other regions . On the other hand , the average money value of Spanish - surnamed Americans ' occupational distribution relative to Anglo's was , with the exception of women in the North , higher in the South ...
... less than in each of the other regions . On the other hand , the average money value of Spanish - surnamed Americans ' occupational distribution relative to Anglo's was , with the exception of women in the North , higher in the South ...
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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