Nontraditional Occupations for Women of the Hemisphere: The U.S. Experience : Report of a ConferenceWomen's Bureau, Employment Standards Administration, U.S. Department of Labor, 1974 - 59 pages |
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Common terms and phrases
affirmative action agencies apprenticeship areas Better Jobs breakthroughs Bureau U.S. Department career civil rights Commission of Women Committee Community Service countries Department of Labor develop Director discrimination against women economic educational employment opportunities encouraging enter equal pay Executive Executive Order 11246 experience Federal female Ferebee fields graduate hemisphere hired Indian women industry Inter-American Commission Job Corps Jobs for Women Kilberg labor union Labor Washington Law School legislation male Mary Hallaren Mary N Maryland Maurer Maymi Mechanical Contractors ment N.W. Washington National nontraditional jobs nontraditional occupations nontraditional training opportunities for women Organization of American participation percent positions President programs promote Rita Johnston role Secretary seminars sex discrimination Status of Women Street tion tional training and employment University Weyand woman Women in Community women in nontraditional women lawyers Women's Army Corps Women's Bureau U.S. women's colleges women's organizations workers young women YWCA
Popular passages
Page 5 - There shall be no distinction based on sex as regards nationality, in their legislation or in their practice.
Page 4 - The American States proclaim the fundamental rights of the individual without distinction as to race, nationality, creed or sex...
Page 4 - The Fifth International Conference of American States, held in Santiago, Chile, in 1923...
Page 5 - The High Contracting Parties agree that the right to vote and to be elected to national office shall not be denied or abridged by reason of sex.
Page 5 - XXXII of the Ninth International Conference of American States, held in Bogota, in 1948, and that for such purpose they can and should assist each other, mainly through the use of the institutional resources of the Organization of American States...
Page 37 - Revised Order No. 4." and shall cover nonconstruction contractors. Section 60-1.40 of this Chapter, Affirmative Action Compliance Programs, requires that within 120 days from the commencement of a contract each prime contractor or subcontractor with 50 or more employees and a contract of $50,000 or more develop a written affirmative action compliance program for each of its establishments...
Page 37 - Office of Federal Contract Compliance (OFCC) , which enforces the order, has issued "Sex Discrimination Guidelines." The guidelines state, among other things, that contractors may not advertise under male and female classifications, base seniority lists on sex, deny a person a job because of State "protective" labor laws, make distinctions between married and unmarried persons of one sex only, or penalize women in their terms and conditions of employment because they require leave for childbearing....
Page 37 - ... has no leave policy, childbearing must be considered by the employer to be a justification for a leave of absence for a female employee for a reasonable period of time. Following childbirth, and upon signifying her intent to return within a reasonable time, such female employee shall be reinstated to her original job or to a position of like status and pay, without loss of service credits.
Page 37 - This order prohibits employment discrimination based on sex, as well as on race, color, religion, or national origin, by Federal contractors or subcontractors and contractors who perform work under a federally assisted construction contract exceeding $10,000. Coverage includes all facilities of the contractor, regardless of whether they are involved in the performance of the Federal contract. The order does not exempt specific kinds of employment or employees.
Page 37 - Disabilities caused or contributed to by pregnancy, miscarriage, abortion, childbirth, and recovery therefrom are, for all job-related purposes, temporary disabilities and should be treated as such under any health or temporary disability insurance or sick leave plan available in connection with employment.