Executive Order 11246 and Its Implementing Regulations, as Administered by the Office of Federal Contract Compliance Programs (OFCCP): Hearing Before the Subcommittee on Employer-Employee Relations of the Committee on Economic and Educational Opportunities, House of Representatives, One Hundred Fourth Congress, First Session, Hearing Held in Washington, DC, June 21, 1995, Volume 4

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Page 63 - ... to take such affirmative action including reinstatement of employees with or without back pay, as will effectuate the policies of this Act...
Page 62 - ... (1) The contractor will not discriminate against any employee or applicant for employment because of race, creed, color 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, creed, color or national origin.
Page 18 - Goals may not be rigid and inflexible quotas which must be met, but must be targets reasonably attainable by means of applying every good faith effort to make all aspects of the entire affirmative action program work.
Page 80 - ... herein meaning one or a group of jobs having similar content, wage rates and opportunities). "Underutilization...
Page 99 - US Bureau of the Census, Current Population Reports, "Money Income of Households, Families, and Persons in the United States: 1992." Series P-60, No. 184, Table 31. 12. US Dept. of Commerce, supra note 4, at 407. 13. Curan and Carson, American Bar Foundation, "The Lawyer Statistical Report
Page 20 - In seeking to achieve its goals, an employer is never required to hire a person who does not have the qualifications needed to perform the job successfully; hire an unqualified person in preference to another applicant who is qualified; or hire a less qualified person in preference to a more qualified one. Thus, unlike quotas, numerical goals allow persons to be judged on individual ability, and are, therefore, entirely consistent with the principles of merit.
Page 88 - While much has changed in recent years, women are still second class citizens in many ways. For example: * According to the March 1995 report of the Glass Ceiling Commission, 95 to 97% of the senior managers of Fortune 1000 industrial and Fortune 500 companies are male. In the Fortune 2000 industrial and service companies, only 5...
Page 15 - Executive Order 11246, Section 503 of the Rehabilitation Act of 1973 and the affirmative action provisions of the Vietnam Era Veterans' Readjustment Assistance Act of 1974.
Page 92 - ... clause be included in government contracts (over the specified size thresholds) in which the contractors assure that they will not discriminate against any employee on the basis of race, color, religion, sex, or national origin. The Executive Order further requires that businesses and institutions that choose to contract with the Federal Government take positive measures to ensure equal opportunity for minorities and women. It is this requirement that is known as affirmative action, and it requires...
Page 100 - Poverty in the United Slates: 1991, "Series P-60, No. 181, table 11 (of the 34,025,000 people aged 25 or older who completed college, 16,578,000, or 48%, were white males). 21. FGCC, supra note 1, at iii-iv. See also. EEOC, supra note 8 (showing that women managers are severely underrepresented in, among many other industries, the mining, construction, banking, hospital, and women's clothing industries). 22. US Dept. of Commerce, supra note 4 at 429. 23. Id. (computed from Bureau of Labor Statistics,...

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