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 22
Página 3
... personnel and respondents chosen to represent a diverse set of issues and industry sectors . These interviews , conducted in the summer of 1971 , attempted to clarify , expand , correct , and update informa- tion from less direct ...
... personnel and respondents chosen to represent a diverse set of issues and industry sectors . These interviews , conducted in the summer of 1971 , attempted to clarify , expand , correct , and update informa- tion from less direct ...
Página 12
... personnel who attempted to resolve the matter by conciliation.8 / Following this procedure , the Commission found itself , at the end of calendar year 1969 , with a growing backlog of cases and was forced to take steps in January , 1970 ...
... personnel who attempted to resolve the matter by conciliation.8 / Following this procedure , the Commission found itself , at the end of calendar year 1969 , with a growing backlog of cases and was forced to take steps in January , 1970 ...
Página 50
... personnel policies . firm operates within a limited line - staff structure consisting of three supervisory personnel and the store manager , a white woman . Communication within this structure is direct and personal . Management is ...
... personnel policies . firm operates within a limited line - staff structure consisting of three supervisory personnel and the store manager , a white woman . Communication within this structure is direct and personal . Management is ...
Página 53
... personnel , there having been no change since 1968 when the cashier , a white woman and a former employee , was hired to replace an employee who quit . These conditions diminish the likelihood of change in employment benefiting minority ...
... personnel , there having been no change since 1968 when the cashier , a white woman and a former employee , was hired to replace an employee who quit . These conditions diminish the likelihood of change in employment benefiting minority ...
Página 55
... racial character of the respondent's market will probably exert a much stronger influence on local personnel policies than did the conciliation agreement . Manufacturing Women's Apparel Organized in 1936 as a family enterprise 55.
... racial character of the respondent's market will probably exert a much stronger influence on local personnel policies than did the conciliation agreement . Manufacturing Women's Apparel Organized in 1936 as a family enterprise 55.
Otras ediciones - Ver todas
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