Job Discrimination: Laws and Rules You Should KnowU.S. Equal Employment Opportunity Commission, 1979 |
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Common terms and phrases
administrative adverse impact affirmative action plan Age Discrimination aggrieved applicants appropriate Attorney authority basis behaviors charge Civil Rights Act Civil Service Commission Commission's complaint compliance construct validity content validity Counsel court decision Department of Labor determination Director Discrimination in Employment District Office EEOC effective date Eleanor Holmes Norton employed Employee Selection Procedures employment agency Employment Opportunity Commission enforcement Equal Employment Opportunity establishment evidence of validity Executive Order Executive Order 11246 exemption Fair Labor Standards FEDERAL REGISTER Government Guidelines on Employee individual interpretation investigation issued job analysis labor organization Labor Standards Amendments meeting ment national origin notice paragraph performance personnel prior purposes pursuant race records regulations request responsibilities Secretary selection process selection rate sion Stat statement Subpart tion Title VII United States Code unlawful employment practice Validity Studies violation
Popular passages
Page 86 - employer" means a person engaged in an industry affecting commerce who has fifteen or more employees for each working day in each of twenty or more calendar weeks in the current or preceding calendar year, and any agent of such a person, but such term does not include...
Page 4 - State to provide a program of education beyond secondary education, (3) provides an educational program for which it awards a bachelor's degree or provides not less than a two-year program which Is acceptable for full credit toward such a degree...
Page 84 - ... (2) to limit, segregate, or classify his employees in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual's race, color, religion, sex, or national origin.
Page iv - It shall be an unlawful employment practice for any employer, labor organization, or joint labor-management committee controlling apprenticeship or other training or retraining, including on-the-job training programs to discriminate against any individual because of his race, color, religion, sex, or national origin in admission to, or employment in. any program established to provide apprenticeship or other training.
Page 11 - ... the act or omission complained of was in good faith, in conformity with, and in reliance on any written interpretation or opinion of the Commission...
Page iii - Notwithstanding any other provision of this title, it shall not be an unlawful employment practice for an employer to apply different standards of compensation, or different terms, conditions, or privileges of employment pursuant to a bona fide seniority or merit system...
Page vii - In any action or proceeding under this title the court, in its discretion, may allow the prevailing party, other than the Commission or the United States, a reasonable attorney's fee as part of the costs, and the Commission and the United States shall be liable for costs the same as a private person.
Page iv - ... employment agency, or joint labor-management committee controlling apprenticeship or other training or retraining, including on-the-job training programs, to discriminate against any individual, or for a labor organization to discriminate against any member...
Page 10 - ... (1) The Board, or its duly authorized agents or agencies, shall at all reasonable times have access to, for the purpose of examination, and the right to copy any evidence of any person being investigated or proceeded against that relates to any matter under investigation or in question.
Page 27 - Commission in the enforcement of title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972...