Sentences with phrase «which equal employment opportunity»

42 USC 2000e, Equal Employment Opportunities This law covers the areas to which equal employment opportunity is applicable.

Not exact matches

(The average skyscraper has about 50 floors; the U.S. Equal Employment Opportunity Commission fully explains which job titles get the «executive / senior officials and managers» designation in a footnote here.)

One could go on enumerating undemocratic elements in our society — the vast disparity in incomes and living conditions, the myth of equal opportunity for education and employment, the regimentation and militarization of the public mind, the threat to democracy which would ensue if a system of compulsory peacetime military training should be adopted.

Mayor Bloomberg's financial - information firm is trying to turn the tables on the Equal Employment Opportunity Commission, which is suing Bloomberg LP for alleged gender discrimination, by asking how it accommodates working mothers and moms - to - be.

Further ordered that contractors, who are deemed by the County Division of Equal Employment Opportunity to have not made a good faith effort to adhere to the Apprenticeship plan, may be deemed not responsible contractors for purposes of future County capital projects which are subject to Erie County Local Law 2 - 2006.

I am very, very open to going back to the (federal Equal Employment Opportunity Commission) definition,» which includes gender - based conduct.

On Aug. 24, the women, all of whom work in nonacademic positions, filed individual charges with the Pennsylvania Human Relations Commission; the same charges were also filed by the union with the U.S. Equal Employment Opportunity Commission under Title VII of the Civil Rights Act of 1964, which bars job discrimination on...

Rep. Steve Gunderson, R - Wis., the chief architect of the plan, which would merge the Education Department with the Labor Department and the Equal Employment Opportunity Commission, said it is an effort to better structure services provided by federal education and labor programs.

(e) The board shall establish the information needed in an application for the approval of a charter school; provided that the application shall include, but not be limited to, a description of: (i) the mission, purpose, innovation and specialized focus of the proposed charter school; (ii) the innovative methods to be used in the charter school and how they differ from the district or districts from which the charter school is expected to enroll students; (iii) the organization of the school by ages of students or grades to be taught, an estimate of the total enrollment of the school and the district or districts from which the school will enroll students; (iv) the method for admission to the charter school; (v) the educational program, instructional methodology and services to be offered to students, including research on how the proposed program may improve the academic performance of the subgroups listed in the recruitment and retention plan; (vi) the school's capacity to address the particular needs of limited English - proficient students, if applicable, to learn English and learn content matter, including the employment of staff that meets the criteria established by the department; (vii) how the school shall involve parents as partners in the education of their children; (viii) the school governance and bylaws; (ix) a proposed arrangement or contract with an organization that shall manage or operate the school, including any proposed or agreed upon payments to such organization; (x) the financial plan for the operation of the school; (xi) the provision of school facilities and pupil transportation; (xii) the number and qualifications of teachers and administrators to be employed; (xiii) procedures for evaluation and professional development for teachers and administrators; (xiv) a statement of equal educational opportunity which shall state that charter schools shall be open to all students, on a space available basis, and shall not discriminate on the basis of race, color, national origin, creed, sex, gender identity, ethnicity, sexual orientation, mental or physical disability, age, ancestry, athletic performance, special need, proficiency in the English language or academic achievement; (xv) a student recruitment and retention plan, including deliberate, specific strategies the school will use to ensure the provision of equal educational opportunity as stated in clause (xiv) and to attract, enroll and retain a student population that, when compared to students in similar grades in schools from which the charter school is expected to enroll students, contains a comparable academic and demographic profile; and (xvi) plans for disseminating successes and innovations of the charter school to other non-charter public schools.

The U.S. Department of Labor's Office of Disability Employment Policy (ODEP) and the U.S. Department of Defense Office of Diversity Management & Equal Opportunity (ODMEO) manage the program, which continues to be successful with the participation of many other federal agencies and sub-agencies.

Employees and applicants for employment who believe they have been subjected to unlawful discrimination, subjected to retaliation for opposing discrimination in the Agency, or hindered from participating in the employment discrimination complaint process are encouraged to contact an Equal Employment Opportunity Counselor or their Office of Civil Rights within 45 calendar days from the date of the alleged discrimination or retaliation or from the date on which they reasonably became aware of the discrimination or reemployment who believe they have been subjected to unlawful discrimination, subjected to retaliation for opposing discrimination in the Agency, or hindered from participating in the employment discrimination complaint process are encouraged to contact an Equal Employment Opportunity Counselor or their Office of Civil Rights within 45 calendar days from the date of the alleged discrimination or retaliation or from the date on which they reasonably became aware of the discrimination or reemployment discrimination complaint process are encouraged to contact an Equal Employment Opportunity Counselor or their Office of Civil Rights within 45 calendar days from the date of the alleged discrimination or retaliation or from the date on which they reasonably became aware of the discrimination or reEmployment Opportunity Counselor or their Office of Civil Rights within 45 calendar days from the date of the alleged discrimination or retaliation or from the date on which they reasonably became aware of the discrimination or retaliation.

Our lawyers spend a significant amount of time in labor and employment litigation, which includes the defense of employment discrimination and wrongful discharge cases in federal and state courts, arbitration proceedings, the defense of individual employment contract actions, and proceedings before various state and federal administrative agencies, including the National Labor Relations Board, United States, New Jersey, and Pennsylvania Departments of Labor, Equal Employment Opportunity Commission, New Jersey Division on Civil Rights, the Pennsylvania Human Relations Commission,employment litigation, which includes the defense of employment discrimination and wrongful discharge cases in federal and state courts, arbitration proceedings, the defense of individual employment contract actions, and proceedings before various state and federal administrative agencies, including the National Labor Relations Board, United States, New Jersey, and Pennsylvania Departments of Labor, Equal Employment Opportunity Commission, New Jersey Division on Civil Rights, the Pennsylvania Human Relations Commission,employment discrimination and wrongful discharge cases in federal and state courts, arbitration proceedings, the defense of individual employment contract actions, and proceedings before various state and federal administrative agencies, including the National Labor Relations Board, United States, New Jersey, and Pennsylvania Departments of Labor, Equal Employment Opportunity Commission, New Jersey Division on Civil Rights, the Pennsylvania Human Relations Commission,employment contract actions, and proceedings before various state and federal administrative agencies, including the National Labor Relations Board, United States, New Jersey, and Pennsylvania Departments of Labor, Equal Employment Opportunity Commission, New Jersey Division on Civil Rights, the Pennsylvania Human Relations Commission,Employment Opportunity Commission, New Jersey Division on Civil Rights, the Pennsylvania Human Relations Commission, and OSHA.

Prior to joining Cohen Milstein in 1997, Ms. Webber received a Women's Law and Public Policy fellowship which funded the first of her four years at the Washington Lawyers» Committee for Civil Rights and Urban Affairs in their Equal Employment Opportunity Project.

This seems to be just the sort of structure the U.S. Equal Employment Opportunity Commission warned against in its 2003 «Diversity In Law Firms» report which stated, «In large, national law firms, the most pressing issues have probably shifted from hiring and initial access to problems concerning the terms and conditions of employment, especially promotion to partnershEmployment Opportunity Commission warned against in its 2003 «Diversity In Law Firms» report which stated, «In large, national law firms, the most pressing issues have probably shifted from hiring and initial access to problems concerning the terms and conditions of employment, especially promotion to partnershemployment, especially promotion to partnership.»

The Seventh Circuit stands in opposition to four other federal appellate circuits and the Equal Employment Opportunity Commission, which treat leave in the same manner as any other requested medical accommodation.

We are committed to providing equal opportunities in employment and to providing a workplace which is free from discrimination and harassment.

Our friends at the Equal Employment Opportunity Commission have issued a Fact Sheet for young workers on religious discrimination in the workplace, which brought me back to the EEOC's older Q&A and Best Practices on religious discrimination, harassment, and accommodation.

The ADA works with the U.S. Equal Employment Opportunity Commission (EEOC), which since 1965 has been enforcing regulations that aim to create a more just and fair professional climate in the U.S..

The U.S. Equal Employment Opportunity Commission (EEOC) reported receiving 91,503 charges of workplace discrimination in fiscal year 2016, the second consecutive year in which the number of charges filed increased.

The Equal Employment Opportunity Commission (EEOC) and the Federal Trade Commission, which implements the Fair Credit Reporting Act (FCRA), have both been in courts suing employers whose screening programs are deficient in design or implementation.

Recruiters may worry that finding a candidate via a billboard will put them in hot water with the Equal Employment Opportunity Commission, which seeks to ensure that all candidates are given an equal Equal Employment Opportunity Commission, which seeks to ensure that all candidates are given an equal equal shot.

I want to secure a position of equal employment opportunity manager through which I can exercise my managerial and social skill.

The Equal Employment Opportunity Commission (EEOC), which enforces federal laws that make it illegal for employers to discriminate against an applicant based on race, color, religion, sex or national origin, has been quite aggressive (albeit mostly unsuccessful) in recent years suing employers for the use of credit reports in employment screening claiming disparaEmployment Opportunity Commission (EEOC), which enforces federal laws that make it illegal for employers to discriminate against an applicant based on race, color, religion, sex or national origin, has been quite aggressive (albeit mostly unsuccessful) in recent years suing employers for the use of credit reports in employment screening claiming disparaemployment screening claiming disparate impact.

Employers also must be concerned about Equal Employment Opportunity Commission regulations, which provide that obtaining criminal records inconsistently, whether based on the race, color, religion, national origin or sex of the applicant, is unlawful under Title VII of the Civil Rights Act of 1964.

However, when employers follow policies like this they increase the chances that they will attract the attention of the Equal Employment Opportunity Commission (EEOC), which sees blanket exclusion policies as potentially discriminatory.

But not all countries and their labour codes look upon them equally — for example, while in Australia it wouldn't be a problem to score an interview or bag a job with a video resume, according to the U.S. Equal Employment Opportunity Commission, in case of resumes ``... viewing a video may trigger unconscious bias...», a statement which is not totally untrue.

The 736 page book, which will be published in October 2012, includes new chapters on the April 2012 Equal Employment Opportunity Commission (EEOC) Guidance on criminal records and social media background checks.

These central principles inspire us to reach out to those in need and to help heal the whole person - mind, body and spirit.Queen of the Valley Medical Center combines the region's most qualified physicians and staff with the most advanced technology available.Because we have such high standards of care, our programs have been recognized regionally and nationally for their demonstrated success of outcome and care which is par with university hospitals.Queen of the Valley Medical Center provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics.In addition to federal law requirements, Queen of the Valley Medical Center complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities.This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.Positions specified as «on call / per diem» refers to employment consisting of shifts scheduled on as «as needed basis» to fill in for staff vacancies.

Director of Human Resources / HR Consultant — Professional Duties & Responsibilities Oversee the planning, direction, and management of all HR - related activities including staff recruiting, candidate tracking, personnel screening and testing, and hiring processes in accordance with Affirmative Action and Equal Opportunity Employment regulations Support senior management to develop and maintain personnel policy and ensure compliance with all standards, authoring and implementing new policies and procedures as needed along with creating HR procedure manual Serve as lead analyst for compensation reviews, performance and pay - scale benchmarking, market studies, and salary structure decisions, also creating organizational / staff planning charts for all departments and all positions Create and deliver firm - wide staff new - hire orientation, training and development programs, and performance evaluations utilizing a competency - based appraisal system which leads to focused training and development programs based on common and individual areas of performance deficiency Manage all aspects of workers compensation and unemployment claims on behalf of employer, attending hearings and participating actively in all related meetings Hold responsibility for all benefit negotiations, administration, and plan reviews, promoting compliance with and effective execution of IRS / DOL regulations, ERISA, HIPPA, and all audit - related processes Implement and sustain safety programs while performing regular safety - policy trend analyses to identify critical issues, developing corrective action plans to ensure compliance with applicable safety, health, and environmental regulations including OSHA and other applicable laws Consult with management regarding employee - and labor - related issues to resolve conflicts in a professional manner, conducting grievance hearings and negotiation agreements with worker representatives within the provisions of any applicable contract Provide relevant guidance and administration to the development of human resources site on firm intranet, housing online - employment forms, manager resources, job postings, and HR - related forms and documents Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers aEmployment regulations Support senior management to develop and maintain personnel policy and ensure compliance with all standards, authoring and implementing new policies and procedures as needed along with creating HR procedure manual Serve as lead analyst for compensation reviews, performance and pay - scale benchmarking, market studies, and salary structure decisions, also creating organizational / staff planning charts for all departments and all positions Create and deliver firm - wide staff new - hire orientation, training and development programs, and performance evaluations utilizing a competency - based appraisal system which leads to focused training and development programs based on common and individual areas of performance deficiency Manage all aspects of workers compensation and unemployment claims on behalf of employer, attending hearings and participating actively in all related meetings Hold responsibility for all benefit negotiations, administration, and plan reviews, promoting compliance with and effective execution of IRS / DOL regulations, ERISA, HIPPA, and all audit - related processes Implement and sustain safety programs while performing regular safety - policy trend analyses to identify critical issues, developing corrective action plans to ensure compliance with applicable safety, health, and environmental regulations including OSHA and other applicable laws Consult with management regarding employee - and labor - related issues to resolve conflicts in a professional manner, conducting grievance hearings and negotiation agreements with worker representatives within the provisions of any applicable contract Provide relevant guidance and administration to the development of human resources site on firm intranet, housing online - employment forms, manager resources, job postings, and HR - related forms and documents Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers aemployment forms, manager resources, job postings, and HR - related forms and documents Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers and vendors

CBL & Associates Management, Inc. is an equal opportunity employment and affirmation action employer which recruits, hires, trains, and promotes personnel for all job titles without regard to race, color, religion, sex, national origin, disability, genetic information, veteran status, or any other status protected under local, state, or federal laws.