Oversight of the Activities of the Office of Federal Contract Compliance Programs of the Department of Labor: Hearings Before the Committee on Labor and Human Resources, United States Senate, Ninety-seventh Congress, First-[second] Session, Teil 2U.S. Government Printing Office, 1982 |
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Häufige Begriffe und Wortgruppen
achieve administration affirmative action plans affirmative action programs agency Albemarle Paper Co amended American American Jewish Committee availability back pay believe blacks BUNZEL CHAIRMAN Committee complaints compliance reviews CONGRESS THE LIBRARY contract compliance program contractors Davis-Bacon Act Department of Labor economic EEOC effect efforts eliminate employers employment discrimination enforcement equal employment opportunity equal opportunity Executive Order 11246 Executive Order program Federal Contract Compliance Federal Government goals and timetables Guidelines Harris Bank hearings hiring Hispanics individual industry issue job group laws LIBRARY OF CONGRESS Marva Collins ment minorities and women OFCCP Office of Federal percent practices private sector problems procedures promotion proposed protected group qualified quotas race racial racial quotas RAUH regulations remedies requirements result School Senator HAWKINS skills standards statement testimony tests tion Title VII training programs underutilization valid voluntary women and minorities
Beliebte Passagen
Seite 18 - The Act proscribes not only overt discrimination but also practices that are fair in form, but discriminatory in operation. The touchstone is business necessity. If an employment practice which operates to exclude Negroes cannot be shown to be related to job performance, the practice is prohibited.
Seite 198 - Congress did not intend by Title VII, however, to guarantee a job to every person regardless of qualifications. In short, the Act does not command that any person be hired simply because he was formerly the subject of discrimination, or because he is a member of a minority group. Discriminatory preference for any group, minority or majority, is precisely and only what Congress has proscribed.
Seite 198 - Congress has not commanded that the less qualified be preferred over the better qualified simply because of minority origins. Far from disparaging job qualifications as such, Congress has made such qualifications the controlling factor, so that race, religion, nationality, and sex become irrelevant.
Seite 225 - 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...
Seite 196 - Nothing contained in this title shall be interpreted to require any employer ... to grant preferential treatment to any individual or to any group because of the race, color, religion, sex, or national origin of such individual or group on account of an imbalance which may exist with respect to the total number or percentage of persons of any race, color, religion, sex, or national origin employed by any employer...
Seite 40 - The contractor will not discriminate against any employee or applicant for employment because of race, color, religion, sex, or national origin. The contractor will take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, color, religion, sex, or national origin. Such action shall include, but not be limited to the following: employment, upgrading, demotion, or transfer; recruitment or recruitment advertising;...
Seite 62 - You do not take a person who for years has been hobbled by chains and liberate him, bring him up to the starting line of a race and then say, "you are free to compete with all the others," and still justly believe that you have been completely fair.
Seite 208 - It is clear beyond cavil that the obligation imposed by Title VII is to provide an equal opportunity for each applicant regardless of race, without regard to whether members of the applicant's race are already proportionately represented in the work force.
Seite 200 - We caution only that statistics are not irrefutable; they come in infinite variety and, like any other kind of evidence, they may be rebutted. In short, their usefulness depends on all of the surrounding facts and circumstances.
Seite 209 - It would be ironic indeed if a law triggered by a Nation's concern over centuries of racial injustice and intended to improve the lot of those who had "been excluded from the American dream for so long,".