the Root
The Supreme Court's decision struck a blow against class actions by rejecting the concept of modern workplace bias.
By: Sherrilyn A. Ifill Posted: June 22, 2011 at 12:26 AM
Yesterday's U.S. Supreme Court decision in Wal-Mart v. Dukes (pdf) -- the largest employment-discrimination suit ever filed in the United States -- reflects precisely the kind of overreach that makes so many of the decisions by the court's five-member conservative majority sweeping and regressive.
It's not as though experts expected that a majority of the justices would allow the case to proceed as a class action of 1.5 million women, challenging what they contend are the retail giant's discriminatory employment practices.
Full Story: http://www.theroot.com/views/wal-mart-case-too-big-discriminate
Wednesday, June 22, 2011
Tuesday, June 21, 2011
Employment Law Landscape Changes With Wal-Mart Ruling
Workforce Management
June 20, 2011
By Rita Pyrillis
The Supreme Court’s dismissal on June 20 of a huge sexual discrimination class-action lawsuit against Wal-Mart Stores Inc. is a major victory for the retail giant and employers across the country, say employment lawyers, and sets guidelines for the way similar lawsuits can be structured and litigated.
“It’s a big win for employers because it sets new ground rules for the way in which class actions are constructed and defended,” said Gerald Maatman, a Chicago-based lawyer with Seyfarth Shaw, an employment and labor law firm. “The bar has been raised and tightened making it harder for plaintiffs to marshal the evidence needed for a class-action suit. In this case, the plaintiffs failed to establish a pattern or practice of unwritten discrimination.”
Full Story: http://www.workforce.com/section/news/article/employment-law-landscape-changes-wal-mart-ruling.php
June 20, 2011
By Rita Pyrillis
The Supreme Court’s dismissal on June 20 of a huge sexual discrimination class-action lawsuit against Wal-Mart Stores Inc. is a major victory for the retail giant and employers across the country, say employment lawyers, and sets guidelines for the way similar lawsuits can be structured and litigated.
“It’s a big win for employers because it sets new ground rules for the way in which class actions are constructed and defended,” said Gerald Maatman, a Chicago-based lawyer with Seyfarth Shaw, an employment and labor law firm. “The bar has been raised and tightened making it harder for plaintiffs to marshal the evidence needed for a class-action suit. In this case, the plaintiffs failed to establish a pattern or practice of unwritten discrimination.”
Full Story: http://www.workforce.com/section/news/article/employment-law-landscape-changes-wal-mart-ruling.php
Supreme Court blocks massive sex-discrimination suit against Wal-Mart
The Washington Post
By Robert Barnes, Published: June 20
The Supreme Court on Monday blocked the nation’s largest-ever sex discrimination case, ruling in favor of Wal-Mart in a decision that raises significant hurdles for other class-action suits brought against big corporations.
As many as 1.5 million current and former female workers could have been included in the class suing Wal-Mart, the world’s largest private employer, and the company faced the possibility of owing billions of dollars in back pay. But the court’s conservatives said the women had not proved they had suffered from a common policy of discrimination.
Full Story: http://www.washingtonpost.com/politics/supreme-court-blocks-massive-sex-discrimination-suit-against-wal-mart/2011/06/20/AGCQ81cH_story.html?wpisrc=nl_cuzheads
By Robert Barnes, Published: June 20
The Supreme Court on Monday blocked the nation’s largest-ever sex discrimination case, ruling in favor of Wal-Mart in a decision that raises significant hurdles for other class-action suits brought against big corporations.
As many as 1.5 million current and former female workers could have been included in the class suing Wal-Mart, the world’s largest private employer, and the company faced the possibility of owing billions of dollars in back pay. But the court’s conservatives said the women had not proved they had suffered from a common policy of discrimination.
Full Story: http://www.washingtonpost.com/politics/supreme-court-blocks-massive-sex-discrimination-suit-against-wal-mart/2011/06/20/AGCQ81cH_story.html?wpisrc=nl_cuzheads
In fight against Wal-Mart, lawyers aren't enough
CNN.com
By Liza Featherstone, Special to CNN
June 20, 2011 5:39 p.m. EDT
(CNN) -- For those of us educated in the wake of Brown vs. Board of Education, it's hard not to endow the Supreme Court with awesome powers to wield on behalf of goodness and light. But Dukes vs. Wal-Mart, the massive sex discrimination suit against the nation's largest private employer, has been a painful lesson in the limitations of the courtroom remedy.
The case was struck down today after 10 years of litigation, as the Court ruled unanimously not to certify Dukes as a class action suit.
Dukes vs. Wal-Mart began in 1996 with the ordeal of Stephanie Odle. A supervisor told Odle, when she was an assistant manager about to become a single mother, that a co-worker made more money because he "supports his wife and his two kids."
Full Story: http://www.cnn.com/2011/OPINION/06/20/featherstone.walmart.lawsuit/index.html
By Liza Featherstone, Special to CNN
June 20, 2011 5:39 p.m. EDT
(CNN) -- For those of us educated in the wake of Brown vs. Board of Education, it's hard not to endow the Supreme Court with awesome powers to wield on behalf of goodness and light. But Dukes vs. Wal-Mart, the massive sex discrimination suit against the nation's largest private employer, has been a painful lesson in the limitations of the courtroom remedy.
The case was struck down today after 10 years of litigation, as the Court ruled unanimously not to certify Dukes as a class action suit.
Dukes vs. Wal-Mart began in 1996 with the ordeal of Stephanie Odle. A supervisor told Odle, when she was an assistant manager about to become a single mother, that a co-worker made more money because he "supports his wife and his two kids."
Full Story: http://www.cnn.com/2011/OPINION/06/20/featherstone.walmart.lawsuit/index.html
Monday, June 20, 2011
Appeals court declines to rehear Texas affirmative action case
Thompson Reuters News & Insight
6/20/2011
NEW YORK, June 20 (Reuters) - A federal appeals court has refused to rehear a case challenging the University of Texas' affirmative action admissions policy. The denial sets the stage for a fight in the U.S. Supreme Court.
The U.S. Court of Appeals for the Fifth Circuit on Friday rejected a motion asking the court to reconsider its decision in January upholding the school's policy that considers race in determining admissions.
The 9-7 en banc ruling means that the next step for plaintiffs will likely be an appeal to the U.S. Supreme Court. Chances the high court will hear the case are good, between 30 percent to 50 percent, said Ilya Somin, a professor at George Mason University School of Law who has blogged about the case on the legal weblog, Volokh Conspiracy.
Full Story: http://newsandinsight.thomsonreuters.com/Legal/News/2011/06_-_June/Appeals_court_declines_to_rehear_Texas_affirmative_action_case/
6/20/2011
NEW YORK, June 20 (Reuters) - A federal appeals court has refused to rehear a case challenging the University of Texas' affirmative action admissions policy. The denial sets the stage for a fight in the U.S. Supreme Court.
The U.S. Court of Appeals for the Fifth Circuit on Friday rejected a motion asking the court to reconsider its decision in January upholding the school's policy that considers race in determining admissions.
The 9-7 en banc ruling means that the next step for plaintiffs will likely be an appeal to the U.S. Supreme Court. Chances the high court will hear the case are good, between 30 percent to 50 percent, said Ilya Somin, a professor at George Mason University School of Law who has blogged about the case on the legal weblog, Volokh Conspiracy.
Full Story: http://newsandinsight.thomsonreuters.com/Legal/News/2011/06_-_June/Appeals_court_declines_to_rehear_Texas_affirmative_action_case/
Sunday, June 19, 2011
Affirmative Action Association Announces Nominees for Civil Rights and Diversity Awards
NEWS
Affirmative Action Association Announces Nominees for Civil Rights and Diversity Awards
American Association for Affirmative Action will also honor women of the Civil Rights Movement at its annual Access, Equity and Diversity Summit, June 30, 2011 in Atlantic City
For Immediate Release: June 13, 2011
Contact: Shirley J. Wilcher
202-349-9855
240-893-9475
Washington, D.C., June 13, 2011 – Rosa Parks, Cesar Chavez, Edward M. Kennedy and Arthur Fletcher are among the civil rights luminaries being remembered by the American Association for Affirmative Action (AAAA) when it awards individuals and organizations whose work has helped to advance the rights of all. On June 30, 2011 the awards ceremony will take place at the Atlantic City Convention Center, 1 Convention Blvd., Atlantic City, New Jersey. This year, AAAA will co-host the program with the New Jersey Affirmative Action Officers’ Council. The theme of this year’s conference is “EEO and Diversity: A Strong and Prosperous Nation Secured through a Fair and Inclusive Workplace.”
Nominees for the prestigious awards include: William H. Brown, III, Esq., attorney and former Chairman of the Equal Employment Opportunity Commission, for the Arthur A. Fletcher Lifetime Achievement Award; Service Members Legal Defense Network, the Ivy Planning Group and Luke Visconti, President and Founder, DiversityInc., for the Champion of Diversity Award; Nadine Vogel, Founder and President of Springboard Consulting, and LGBT Rights Advocate Dan Savage and “The It Gets Better Project,” for the Edward M. Kennedy Community Service Award; Dr. Lisa McBride, Special Assistant to the President for EEO/University Ombudsperson at California University of Pennsylvania , and Wanda E. Sloan, M.S., Diversity and Staff Development Specialist, Blackhawk Technical College, for the Rosa Parks Award; and Jose D. Alcántara, president of the NAACP of Pleasantville, N.J., for the Cesar Estrada Chavez Award. Flonzie Brown Wright has been nominated to receive the Drum Major for Justice Award in honor of her years of service and to acknowledge the “She-roes” of the Civil Rights Movement, including the 50th Anniversary of the Freedom Rides.
Founded in 1974, the American Association for Affirmative Action (AAAA) is a national not-for-profit association of professionals working in the areas of affirmative action, equal opportunity, and diversity. AAAA assists its members to be more successful and productive in their careers. It also promotes understanding and advocacy of affirmative action to enhance access and equality in employment, economic and educational opportunities.
“We are pleased to honor these nominees for their hard work and sustained commitment to equal opportunity and inclusion,” said AAAA President Gregory T. Chambers. “We wish to thank all of the individuals who nominated this impressive group of champions for access, equity and diversity,” added ReNeé S. Dunman, Immediate Past President and Awards Committee Chairperson. At the Awards Luncheon the New Jersey Affirmative Action Officers’ Council will confer the Paul Morris Smith Scholarship, an annual award for a deserving student.
The Awards Ceremony will take place at the Atlantic City Convention Center, 1 Convention Boulevard, Atlantic City, New Jersey, 08401, on June 30, 2011, at noon. The press is invited. For more information about the AAAA Awards, go to: http://www.affirmativeaction.org/awards.html
To register for the Summit or to obtain tickets to the Awards luncheon, go to: http://www.regonline.com/builder/site/default.aspx?EventID=927781
###
http://www.affirmativeaction.org/
American Association for Affirmative Action
888 16th Street, NW
Suite 800
Washington, DC 20006
202.349.9855
Commentary: In Making Campuses Safe for Women, a Travesty of Justice for Men
The Chronicle of Higher Education
June 5, 2011
By Christina Hoff Sommers
American courts take exacting precautions to avoid convicting an innocent person of a crime. It was therefore startling to read the April 4, 2011, directive on sexual violence sent by the U.S. Department of Education's assistant secretary for civil rights, Russlynn H. Ali, to college officials across the country. In an effort to make campuses safe and equitable for women, Ali, with the full support of her department, advocates procedures that are unjust to men.
She begins by describing the "deeply troubling" state of the American campus, where "one in five women are victims of completed or attempted sexual assault." The Title IX equity statute, she says, guarantees students a right to an education free of discrimination on the basis of sex. Sexual assault and harassment violate this right; therefore, colleges that fail to pursue offenders aggressively can be found in violation of Title IX and lose federal government funds. No matter what the local police choose to do, says Ali, colleges are obligated to carry out their own investigation of all complaints.
Full Commentary: http://chronicle.com/article/In-Making-Campuses-Safe-for/127766/?sid=at&utm_source=at&utm_medium=en
June 5, 2011
By Christina Hoff Sommers
American courts take exacting precautions to avoid convicting an innocent person of a crime. It was therefore startling to read the April 4, 2011, directive on sexual violence sent by the U.S. Department of Education's assistant secretary for civil rights, Russlynn H. Ali, to college officials across the country. In an effort to make campuses safe and equitable for women, Ali, with the full support of her department, advocates procedures that are unjust to men.
She begins by describing the "deeply troubling" state of the American campus, where "one in five women are victims of completed or attempted sexual assault." The Title IX equity statute, she says, guarantees students a right to an education free of discrimination on the basis of sex. Sexual assault and harassment violate this right; therefore, colleges that fail to pursue offenders aggressively can be found in violation of Title IX and lose federal government funds. No matter what the local police choose to do, says Ali, colleges are obligated to carry out their own investigation of all complaints.
Full Commentary: http://chronicle.com/article/In-Making-Campuses-Safe-for/127766/?sid=at&utm_source=at&utm_medium=en
UMass gets $364,000 penalty in bias case
Boston.com
June 17, 2011State House News Service
The University of Massachusetts Dartmouth has been fined $10,000 and ordered to pay one of its English professors $154,000 in lost wages and $200,000 in damages for emotional distress as part of a decision issued by the state’s antidiscrimination agency. According to the Massachusetts Commission Against Discrimination, its June 1 decision in favor of LuLu Sun, associate professor of English, also includes the “unprecedented step’’ of ordering the university to promote Sun to full professor....
Full Story: http://articles.boston.com/2011-06-17/news/29670638_1_promotion-associate-professor-administrators
June 17, 2011State House News Service
The University of Massachusetts Dartmouth has been fined $10,000 and ordered to pay one of its English professors $154,000 in lost wages and $200,000 in damages for emotional distress as part of a decision issued by the state’s antidiscrimination agency. According to the Massachusetts Commission Against Discrimination, its June 1 decision in favor of LuLu Sun, associate professor of English, also includes the “unprecedented step’’ of ordering the university to promote Sun to full professor....
Full Story: http://articles.boston.com/2011-06-17/news/29670638_1_promotion-associate-professor-administrators
Wrong People on Trial?
Inside Higher Ed
June 7, 2011
This month, two national television news shows featured college women who had accused other students of rape -- and whose cases, as the women described them, had been swept under the rug by their universities' judicial processes, which they say were biased against them. They said they were smeared at their hearings, re-victimized in a process essentially contrived to get the alleged perpetrator off the hook.
“The entire tone of the hearing was to blame the victim,” the woman from Indiana University said. “The school allowed it, they condoned it; they didn’t do anything to stop it.” The Wake Forest University student said, “Their defense was, 'She forced me to do this.' That I was a whore and I was promiscuous and that I was someone who would want this to happen. I was very intimidated. This was about them, and when it continued to be about me for the next nine hours, I was angry.” A University of the Pacific student said, "So much of what they focused on was not the actual assault. Tons of questions about how much alcohol I was drinking, and a focus on flirting."
Full Story: http://www.insidehighered.com/news/2011/06/07/women_raise_questions_about_university_judicial_hearings_under_title_ix
June 7, 2011
This month, two national television news shows featured college women who had accused other students of rape -- and whose cases, as the women described them, had been swept under the rug by their universities' judicial processes, which they say were biased against them. They said they were smeared at their hearings, re-victimized in a process essentially contrived to get the alleged perpetrator off the hook.
“The entire tone of the hearing was to blame the victim,” the woman from Indiana University said. “The school allowed it, they condoned it; they didn’t do anything to stop it.” The Wake Forest University student said, “Their defense was, 'She forced me to do this.' That I was a whore and I was promiscuous and that I was someone who would want this to happen. I was very intimidated. This was about them, and when it continued to be about me for the next nine hours, I was angry.” A University of the Pacific student said, "So much of what they focused on was not the actual assault. Tons of questions about how much alcohol I was drinking, and a focus on flirting."
Full Story: http://www.insidehighered.com/news/2011/06/07/women_raise_questions_about_university_judicial_hearings_under_title_ix
Report: Working Women ‘Markedly Less Confident’ About Retirement than Men
Workforce Management
June 17, 2011
Working women not only earn less on average than their male counterparts. They also set aside less money for retirement, raising the prospect of financial difficulties later in life, according to a report released June 14.
“Gender Gap in Financial Literacy,” by El Segundo, California-based Financial Finesse, found that men and women are virtually equal when it comes to participating in company-sponsored 401k and other retirement plans. Ninety-two percent of women participate vs. 91 percent of men. That’s up from 83 percent and 88 percent, respectively, in 2010.
Full Story: http://www.workforce.com/section/news/article/report-working-women-markedly-less-confident-about-retirement.php
June 17, 2011
Working women not only earn less on average than their male counterparts. They also set aside less money for retirement, raising the prospect of financial difficulties later in life, according to a report released June 14.
“Gender Gap in Financial Literacy,” by El Segundo, California-based Financial Finesse, found that men and women are virtually equal when it comes to participating in company-sponsored 401k and other retirement plans. Ninety-two percent of women participate vs. 91 percent of men. That’s up from 83 percent and 88 percent, respectively, in 2010.
Full Story: http://www.workforce.com/section/news/article/report-working-women-markedly-less-confident-about-retirement.php
Protest Group Calls Press Conference on Opening Day of SHRM Confab
Workforce Management
SHRM Members for Transparency plans to air its grievances following the association’s failure to respond to repeated invitations for a summit.
June 10, 2011
Frustration is growing among a handful of past presidents and board chairs of the Society for Human Resource Management who have been calling for a meeting with the industry association’s leaders to discuss recent board decisions and concerns about the future of the organization.
The splinter group, called SHRM Members for Transparency, recently announced a June 26 press conference to air its grievances.
Full Story: http://www.workforce.com/section/news/article/protest-group-calls-press-conference-opening-day-shrm.php
See also: Dissident Group Sounds Off on Perceived SHRM Show Snub, Workforce Management, http://www.workforce.com/section/hr-management/feature/dissident-group-sounds-off-perceived-shrm-show-snub/index.html
SHRM Members for Transparency plans to air its grievances following the association’s failure to respond to repeated invitations for a summit.
June 10, 2011
Frustration is growing among a handful of past presidents and board chairs of the Society for Human Resource Management who have been calling for a meeting with the industry association’s leaders to discuss recent board decisions and concerns about the future of the organization.
The splinter group, called SHRM Members for Transparency, recently announced a June 26 press conference to air its grievances.
Full Story: http://www.workforce.com/section/news/article/protest-group-calls-press-conference-opening-day-shrm.php
See also: Dissident Group Sounds Off on Perceived SHRM Show Snub, Workforce Management, http://www.workforce.com/section/hr-management/feature/dissident-group-sounds-off-perceived-shrm-show-snub/index.html
Sonic Drive-In Settles EEOC Sexual Harassment And Retaliation Suit For $2 Million
U.S. Equal Employment Opportunity Commission
PRESS RELEASE
6-15-11
Manager Harassed Numerous Female Workers, Including Teens, and Retaliated Against Victims Who Complained
ALBUQUERQUE -- Sonic Drive-In of Los Lunas, Ltd. and B&B Consultants, owners of a Sonic restaurant in Los Lunas, N.M., have agreed to settle a sex discrimination and retaliation lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC) for $2 million, the agency announced today.
The EEOC’s lawsuit, EEOC v. Sonic Drive-In of Los Lunas Ltd and B&B Consultants Inc., 09-CV-953 WPJ/ACT, charged that Robert Gomez, then a manager of and limited partner in the Los Lunas Sonic, subjected a class of women, including teenagers, to sexual harassment, including sexual comments and innuendo as well as unwanted touching. The EEOC’s suit also alleged that women who asked Gomez to stop harassing them or complained about their work environment were subjected to retaliation in the terms and conditions of their employment, primarily by reducing their hours. The EEOC’s suit further alleged that employees were also forced to quit their jobs because of the sexual harassment, retaliation, and/or the employer’s failure to provide preventive or remedial relief.
Sex discrimination, including sexual harassment, and retaliation against persons who oppose it violate Title VII of the Civil Rights Act of 1964. The EEOC filed suit in U.S. District Court for the District of New Mexico after first attempting to reach a pre-litigation settlement through its conciliation process.
The case is the largest litigation settlement ever by the EEOC’s Albuquerque Area Office. Over 70 women are expected to receive relief through the decree. In addition to the substantial monetary relief, the decree prohibits Sonic from further discriminating or retaliating against its employees and requires Sonic to have policies and practices that will provide its employees a work environment free of sex discrimination and retaliation. Sonic must also provide its employees in Los Lunas and other area stores anti-discrimination training and notice of the settlement and report other complaints to the EEOC for the duration of the decree.
“Managers must constantly be reminded of their obligation to maintain workplaces where employees are not subjected to illegal harassment or retaliation,” said Regional Attorney Mary Jo O’Neill of the EEOC’s Phoenix District Office. “Where managers fail to satisfy these obligations, it is the employer’s responsibility to correct the violations and prevent other violations from occurring. These women and all women deserve to work without being harassed because of their sex. Also, women who have the courage to complain must not suffer retaliation for their efforts to prevent further harassment.”
Acting EEOC Albuquerque Area Director Elizabeth Cadle added, “We are pleased that this employer is taking appropriate steps to assure that no further harassment occurs in its workplaces. Federal law protects a woman’s right to work without harassment because of their sex. Violations of the law will be met with rigorous enforcement by our agency.”
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/6-15-11a.cfm
PRESS RELEASE
6-15-11
Manager Harassed Numerous Female Workers, Including Teens, and Retaliated Against Victims Who Complained
ALBUQUERQUE -- Sonic Drive-In of Los Lunas, Ltd. and B&B Consultants, owners of a Sonic restaurant in Los Lunas, N.M., have agreed to settle a sex discrimination and retaliation lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC) for $2 million, the agency announced today.
The EEOC’s lawsuit, EEOC v. Sonic Drive-In of Los Lunas Ltd and B&B Consultants Inc., 09-CV-953 WPJ/ACT, charged that Robert Gomez, then a manager of and limited partner in the Los Lunas Sonic, subjected a class of women, including teenagers, to sexual harassment, including sexual comments and innuendo as well as unwanted touching. The EEOC’s suit also alleged that women who asked Gomez to stop harassing them or complained about their work environment were subjected to retaliation in the terms and conditions of their employment, primarily by reducing their hours. The EEOC’s suit further alleged that employees were also forced to quit their jobs because of the sexual harassment, retaliation, and/or the employer’s failure to provide preventive or remedial relief.
Sex discrimination, including sexual harassment, and retaliation against persons who oppose it violate Title VII of the Civil Rights Act of 1964. The EEOC filed suit in U.S. District Court for the District of New Mexico after first attempting to reach a pre-litigation settlement through its conciliation process.
The case is the largest litigation settlement ever by the EEOC’s Albuquerque Area Office. Over 70 women are expected to receive relief through the decree. In addition to the substantial monetary relief, the decree prohibits Sonic from further discriminating or retaliating against its employees and requires Sonic to have policies and practices that will provide its employees a work environment free of sex discrimination and retaliation. Sonic must also provide its employees in Los Lunas and other area stores anti-discrimination training and notice of the settlement and report other complaints to the EEOC for the duration of the decree.
“Managers must constantly be reminded of their obligation to maintain workplaces where employees are not subjected to illegal harassment or retaliation,” said Regional Attorney Mary Jo O’Neill of the EEOC’s Phoenix District Office. “Where managers fail to satisfy these obligations, it is the employer’s responsibility to correct the violations and prevent other violations from occurring. These women and all women deserve to work without being harassed because of their sex. Also, women who have the courage to complain must not suffer retaliation for their efforts to prevent further harassment.”
Acting EEOC Albuquerque Area Director Elizabeth Cadle added, “We are pleased that this employer is taking appropriate steps to assure that no further harassment occurs in its workplaces. Federal law protects a woman’s right to work without harassment because of their sex. Violations of the law will be met with rigorous enforcement by our agency.”
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/6-15-11a.cfm
Commission to Examine Disparate Treatment in Hiring
U.S. Equal Employment Opportunity Commission
PRESS RELEASE
6-16-11
June 22 Meeting to Focus on Barriers to Employment in the 21st Century Workplace
WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) will hold a public meeting at 9:30 a.m. (Eastern Time) Wednesday, June 22, on the role of disparate treatment in hiring and the actions being taken by the EEOC and the private sector to address it.
The meeting will be held at EEOC headquarters, 131 M Street, N.E. In accordance with the Sunshine Act, the meeting is open for public observation of the Commission’s deliberations.
The Commission will hear from invited panelists. The meeting agenda includes:
Panel 1: Synopsis of Disparate Treatment in Hiring
Katharine W. Kores, District Director, EEOC Memphis District Office
Bill Lann Lee, Plaintiff Employment Law Expert, Lewis, Feinberg, Lee, Renaker, & Jackson, P.C.
Grace E. Speights, Defense Employment Law Expert, Morgan, Lewis & Bockius LLP
Panel 2: EEOC’s Litigation
Kate Boehringer, Supervisory Trial Attorney, EEOC Baltimore Field Office
Diane Smason, Supervisory Trial Attorney, EEOC Chicago District Office
Panel 3: Overview of Hiring Discrimination Research & Training
Marc Bendick, Employment Discrimination Researcher, Bendick & Eagan Economic Consultants, Inc.
Rae T. Vann, General Counsel, Equal Employment Advisory Council
A brief question-and-answer session with EEOC Commissioners will follow each panel discussion.
Seating is limited and it is suggested that visitors arrive 30 minutes before the meeting in order to be processed through security and escorted to the meeting room. The Commission agenda is subject to revision. Additional information about the hearing, when available, will be posted at http://www.eeoc.gov/eeoc/meetings/index.cfm.
The Commission will hold open the June 22, 2011, Commission meeting record for 15 days, and invites audience members, as well as other members of the public, to submit written comments on any issues or matters discussed at the meetings. Public comments may be mailed to Commission Meeting, EEOC Executive Officer, 131 M Street, N.E., Washington, D.C. 20507, or emailed to Commissionmeetingcomments@eeoc.gov. All comments received will be made available to members of the Commission and to Commission staff working on the matters discussed at the meetings. Comments will also be placed in the EEOC library for public review.
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/6-16-11.cfm
PRESS RELEASE
6-16-11
June 22 Meeting to Focus on Barriers to Employment in the 21st Century Workplace
WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) will hold a public meeting at 9:30 a.m. (Eastern Time) Wednesday, June 22, on the role of disparate treatment in hiring and the actions being taken by the EEOC and the private sector to address it.
The meeting will be held at EEOC headquarters, 131 M Street, N.E. In accordance with the Sunshine Act, the meeting is open for public observation of the Commission’s deliberations.
The Commission will hear from invited panelists. The meeting agenda includes:
Panel 1: Synopsis of Disparate Treatment in Hiring
Katharine W. Kores, District Director, EEOC Memphis District Office
Bill Lann Lee, Plaintiff Employment Law Expert, Lewis, Feinberg, Lee, Renaker, & Jackson, P.C.
Grace E. Speights, Defense Employment Law Expert, Morgan, Lewis & Bockius LLP
Panel 2: EEOC’s Litigation
Kate Boehringer, Supervisory Trial Attorney, EEOC Baltimore Field Office
Diane Smason, Supervisory Trial Attorney, EEOC Chicago District Office
Panel 3: Overview of Hiring Discrimination Research & Training
Marc Bendick, Employment Discrimination Researcher, Bendick & Eagan Economic Consultants, Inc.
Rae T. Vann, General Counsel, Equal Employment Advisory Council
A brief question-and-answer session with EEOC Commissioners will follow each panel discussion.
Seating is limited and it is suggested that visitors arrive 30 minutes before the meeting in order to be processed through security and escorted to the meeting room. The Commission agenda is subject to revision. Additional information about the hearing, when available, will be posted at http://www.eeoc.gov/eeoc/meetings/index.cfm.
The Commission will hold open the June 22, 2011, Commission meeting record for 15 days, and invites audience members, as well as other members of the public, to submit written comments on any issues or matters discussed at the meetings. Public comments may be mailed to Commission Meeting, EEOC Executive Officer, 131 M Street, N.E., Washington, D.C. 20507, or emailed to Commissionmeetingcomments@eeoc.gov. All comments received will be made available to members of the Commission and to Commission staff working on the matters discussed at the meetings. Comments will also be placed in the EEOC library for public review.
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/6-16-11.cfm
May 2011 Disability Employment Statistics Released
In May 2011, the percentage of people with disabilities in the labor force was 21.1. By comparison, the percentage of persons with no disability in the labor force was 69.7.
The unemployment rate for those with disabilities was 15.6 percent, compared with 8.5 percent for persons with no disability, not seasonally adjusted.
Read about the May Disability Employment Statistics
Retrieve Historical Disability Employment Data
Read Commonly Used Terms in BLS Employment Statistics
The unemployment rate for those with disabilities was 15.6 percent, compared with 8.5 percent for persons with no disability, not seasonally adjusted.
Read about the May Disability Employment Statistics
Retrieve Historical Disability Employment Data
Read Commonly Used Terms in BLS Employment Statistics
Adding Value to Small Businesses
U.S. DOL, Office of Disability Employment Policy
Business Sense
Diversity leads to innovation. By fostering a work culture respectful of individual differences, employers benefit from varied perspectives on how to confront challenges and achieve success. In fact, most of today's most successful companies proudly deem diversity a core corporate value.
Although often used in reference to differences in race or ethnicity, diversity actually encompasses a wide range of attributes and experiences, including disability. This intersection is the premise behind Add Us In, a new U.S. Department of Labor Office of Disability Employment Policy (ODEP) initiative that aims to assist small businesses — including the rapidly increasing number of those owned by diverse individuals — to employ people with disabilities.
A major goal of Add Us In is to identify successful, replicable models adopted by small businesses in different industries. Thus, ODEP is encouraging small businesses to share their experiences related to the employment of people with disabilities. As part of this, a National Diversity Forum will be held on August 4, 2011 in Washington, D.C. Businesses interested in participating should e-mail huberman.michael@dol.gov.
Small businesses are the engine of economic growth in the U.S. Through effective disability employment policies and practices, they also have the power to drive innovation through diverse perspectives — strengthening not only the nation's economy, but also its ideals.
For additional news and resources, sign up for ODEP's e-mail updates.
http://www.dol.gov/odep/bsense/bsense0611.htm
Business Sense
Diversity leads to innovation. By fostering a work culture respectful of individual differences, employers benefit from varied perspectives on how to confront challenges and achieve success. In fact, most of today's most successful companies proudly deem diversity a core corporate value.
Although often used in reference to differences in race or ethnicity, diversity actually encompasses a wide range of attributes and experiences, including disability. This intersection is the premise behind Add Us In, a new U.S. Department of Labor Office of Disability Employment Policy (ODEP) initiative that aims to assist small businesses — including the rapidly increasing number of those owned by diverse individuals — to employ people with disabilities.
A major goal of Add Us In is to identify successful, replicable models adopted by small businesses in different industries. Thus, ODEP is encouraging small businesses to share their experiences related to the employment of people with disabilities. As part of this, a National Diversity Forum will be held on August 4, 2011 in Washington, D.C. Businesses interested in participating should e-mail huberman.michael@dol.gov.
Small businesses are the engine of economic growth in the U.S. Through effective disability employment policies and practices, they also have the power to drive innovation through diverse perspectives — strengthening not only the nation's economy, but also its ideals.
For additional news and resources, sign up for ODEP's e-mail updates.
http://www.dol.gov/odep/bsense/bsense0611.htm
Saturday, June 18, 2011
Former Employee Breaks Silence About Landmark Sexual Harassment Case
Fox2now.com (St. Louis)
By Betsey Bruce FOX2now.com
June 11, 2011
Jury Awarded $95 Million In Aaron's Lawsuit
FAIRVIEW HEIGHTS, IL (KTVI-FOX2Now.com)— "In the beginning, all I wanted was help." That's how Ashley Alford explains her decision to go to court over a year of sexual harassment in the workplace... harassment that ended with three lewd sex acts.Saturday she spoke out explaining how others encouraged her to go forward with the legal case. Her victory in court this week gave her vindication and an understanding she can help other victims get help.
Tuesday a federal jury in East St. Louis found Alford's former employer, Aaron's, a lease to own store, and her former boss, Richard Moore liable for sexual harassment. The jury awarded Alford a near record $95 million. Caps on federal cases of this sort mean the most she will receive is $40 million.
Full Story: http://www.fox2now.com/news/ktvi-victim-speaks-aarons-lawsuit-61111,0,322202.story
By Betsey Bruce FOX2now.com
June 11, 2011
Jury Awarded $95 Million In Aaron's Lawsuit
FAIRVIEW HEIGHTS, IL (KTVI-FOX2Now.com)— "In the beginning, all I wanted was help." That's how Ashley Alford explains her decision to go to court over a year of sexual harassment in the workplace... harassment that ended with three lewd sex acts.Saturday she spoke out explaining how others encouraged her to go forward with the legal case. Her victory in court this week gave her vindication and an understanding she can help other victims get help.
Tuesday a federal jury in East St. Louis found Alford's former employer, Aaron's, a lease to own store, and her former boss, Richard Moore liable for sexual harassment. The jury awarded Alford a near record $95 million. Caps on federal cases of this sort mean the most she will receive is $40 million.
Full Story: http://www.fox2now.com/news/ktvi-victim-speaks-aarons-lawsuit-61111,0,322202.story
Cancer Victim Fired For Disclosing Brain Tumor Has Claim For Disability Discrimination
Today's Workplace
June 13th, 2011 Ellen Simon
A U.S. District Court in Texas ruled that a Houston P.F.Chang’s restaurant may have violated the Americans with Disability Act when it fired one of its restaurant managers three days after he disclosed that he had a brain tumor.
On June 8, 2009 Jason Meinelt was diagnosed with a brain tumor. He told his boss, Michael Brown, the same day and also told him that he would probably have surgery in August and could be out for six to eight months. Brown was supervised by Glenn Piner. Bown told Piner immediately about Meinelt’s condition.
Full Story: http://www.todaysworkplace.org/2011/06/13/cancer-victim-fired-for-disclosing-brain-tumor-has-claim-for-disability-discrimination/
June 13th, 2011 Ellen Simon
A U.S. District Court in Texas ruled that a Houston P.F.Chang’s restaurant may have violated the Americans with Disability Act when it fired one of its restaurant managers three days after he disclosed that he had a brain tumor.
On June 8, 2009 Jason Meinelt was diagnosed with a brain tumor. He told his boss, Michael Brown, the same day and also told him that he would probably have surgery in August and could be out for six to eight months. Brown was supervised by Glenn Piner. Bown told Piner immediately about Meinelt’s condition.
Full Story: http://www.todaysworkplace.org/2011/06/13/cancer-victim-fired-for-disclosing-brain-tumor-has-claim-for-disability-discrimination/
NBA's Diversity Report Card Is Best Ever
The Root
By: Jenee Desmond-Harris Posted: June 17, 2011
The NBA has received the highest grade ever issued on racial and gender hiring practices among men's professional leagues. The Institute for Diversity and Ethics in Sport at the University of Central Florida gave it an A-plus for race and an A-minus for gender hiring this year. TIDES has been studying diversity hiring in sports since 1987.
Full Story: http://www.theroot.com/buzz/nbas-diversity-report-card-best-ever
By: Jenee Desmond-Harris Posted: June 17, 2011
The NBA has received the highest grade ever issued on racial and gender hiring practices among men's professional leagues. The Institute for Diversity and Ethics in Sport at the University of Central Florida gave it an A-plus for race and an A-minus for gender hiring this year. TIDES has been studying diversity hiring in sports since 1987.
Full Story: http://www.theroot.com/buzz/nbas-diversity-report-card-best-ever
New Amherst College leader praises push for diversity
Gazettenet.com
By CHAD CAIN
Staff Writer
Friday, June 17, 2011
Amherst College has selected the chancellor of the University of Wisconsin-Madison as its next president, marking the first time that a woman will lead the 190-year-old liberal arts institution.
Carolyn Arthur "Biddy" Martin, 60, one of the nation's top openly gay university leaders, will become Amherst's 19th president in August. She's scheduled to visit campus on Thursday for an all-college meeting.
"In some ways I'm returning to my roots," said Martin in a telephone interview from Madison Tuesday. "I was the beneficiary of a strong, liberal arts education."
Full Story: http://www.gazettenet.com/2011/06/17/new-amherst-college-leader-praises-push-for-diversity
By CHAD CAIN
Staff Writer
Friday, June 17, 2011
Amherst College has selected the chancellor of the University of Wisconsin-Madison as its next president, marking the first time that a woman will lead the 190-year-old liberal arts institution.
Carolyn Arthur "Biddy" Martin, 60, one of the nation's top openly gay university leaders, will become Amherst's 19th president in August. She's scheduled to visit campus on Thursday for an all-college meeting.
"In some ways I'm returning to my roots," said Martin in a telephone interview from Madison Tuesday. "I was the beneficiary of a strong, liberal arts education."
Full Story: http://www.gazettenet.com/2011/06/17/new-amherst-college-leader-praises-push-for-diversity
VEVRAA NPRM COMMENT PERIOD EXTENDED
OFCCP Blog Spot
On April 26, 2011, the Office of Federal Contract Compliance Programs (OFCCP) published in the Federal Register a notice of proposed rulemaking (NPRM). This NPRM (76 FR 23358) proposes revising regulations implementing the affirmative action provisions of the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended.The original comment period is scheduled to end on Monday, June 27, 2011. After receiving several requests for extensions, OFCCP is extending the comment period for this NPRM for 14 days until Monday, July 11, 2011.
Full Blog Post: http://ofccp.blogspot.com/2011/06/vevraa-nprm-comment-period-extended.html
On April 26, 2011, the Office of Federal Contract Compliance Programs (OFCCP) published in the Federal Register a notice of proposed rulemaking (NPRM). This NPRM (76 FR 23358) proposes revising regulations implementing the affirmative action provisions of the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended.The original comment period is scheduled to end on Monday, June 27, 2011. After receiving several requests for extensions, OFCCP is extending the comment period for this NPRM for 14 days until Monday, July 11, 2011.
Full Blog Post: http://ofccp.blogspot.com/2011/06/vevraa-nprm-comment-period-extended.html
ThyssenKrupp to settle sex discrimination case with US Labor Department
mmdnewswire.com
US Labor Department Release Number: 11-0903-ATL
ThyssenKrupp to pay more than $288,000 to rejected female job applicants at Tennessee facility to settle sex discrimination case with US Labor Department
Agreement includes back wages, interest and job offers
MIDDLETON, Tenn. (MMD Newswire) June 17, 2011 -- ThyssenKrupp Elevator Manufacturing Inc. has agreed to pay a total of $288,333 to 248 female job applicants who were systematically rejected for assembler/packer and utility positions at the company's facility in Middleton from January to December 2005, following an investigation by the U.S. Department of Labor's Office of Federal Contract Compliance Programs. In addition to the financial remedy, TKE will extend 23 job offers to affected women as positions become available.
TKE is a subsidiary of ThyssenKrupp AG, a global conglomerate based in Germany and one of the world's leading producers of elevators. TKE currently holds a $15.1 million contract to provide elevator and escalator maintenance to the General Services Administration, the U.S. federal government agency that manages most federal buildings.
During a scheduled compliance review, OFCCP determined that TKE had violated Executive Order 11246, which prohibits federal contractors and subcontractors from discriminating on the basis of sex.
"This agreement sends a powerful message that the U.S. government will not tolerate discrimination," said OFCCP Director Patricia A. Shiu. "A global company like ThyssenKrupp should know better than to underestimate the power of America's working women. When the doors of opportunity are fully open to us, there isn't a job that we can't do."
Under the terms of the agreement, in addition to paying wages and interest to affected female applicants who return timely notifications, ThyssenKrupp agreed to undertake extensive self-monitoring and corrective measures to ensure that all employment practices fully comply with the law, and to immediately correct any discriminatory practices. The company will contact the rejected applicants and make payments directly to them using address information supplied on the job applications.
In addition to Executive Order 11246, OFCCP's legal authority exists under Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans' Readjustment Act of 1974. Those who do business with the federal government, both contractors and subcontractors, are held to the fair and reasonable standard that they do not discriminate in employment on the basis of gender, race, color, religion, national origin, disability or status as a protected veteran. For general information, call OFCCP's toll-free helpline at 800-397-6251 or visit http://www.dol.gov/ofccp/.
US Labor Department Release Number: 11-0903-ATL
ThyssenKrupp to pay more than $288,000 to rejected female job applicants at Tennessee facility to settle sex discrimination case with US Labor Department
Agreement includes back wages, interest and job offers
MIDDLETON, Tenn. (MMD Newswire) June 17, 2011 -- ThyssenKrupp Elevator Manufacturing Inc. has agreed to pay a total of $288,333 to 248 female job applicants who were systematically rejected for assembler/packer and utility positions at the company's facility in Middleton from January to December 2005, following an investigation by the U.S. Department of Labor's Office of Federal Contract Compliance Programs. In addition to the financial remedy, TKE will extend 23 job offers to affected women as positions become available.
TKE is a subsidiary of ThyssenKrupp AG, a global conglomerate based in Germany and one of the world's leading producers of elevators. TKE currently holds a $15.1 million contract to provide elevator and escalator maintenance to the General Services Administration, the U.S. federal government agency that manages most federal buildings.
During a scheduled compliance review, OFCCP determined that TKE had violated Executive Order 11246, which prohibits federal contractors and subcontractors from discriminating on the basis of sex.
"This agreement sends a powerful message that the U.S. government will not tolerate discrimination," said OFCCP Director Patricia A. Shiu. "A global company like ThyssenKrupp should know better than to underestimate the power of America's working women. When the doors of opportunity are fully open to us, there isn't a job that we can't do."
Under the terms of the agreement, in addition to paying wages and interest to affected female applicants who return timely notifications, ThyssenKrupp agreed to undertake extensive self-monitoring and corrective measures to ensure that all employment practices fully comply with the law, and to immediately correct any discriminatory practices. The company will contact the rejected applicants and make payments directly to them using address information supplied on the job applications.
In addition to Executive Order 11246, OFCCP's legal authority exists under Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans' Readjustment Act of 1974. Those who do business with the federal government, both contractors and subcontractors, are held to the fair and reasonable standard that they do not discriminate in employment on the basis of gender, race, color, religion, national origin, disability or status as a protected veteran. For general information, call OFCCP's toll-free helpline at 800-397-6251 or visit http://www.dol.gov/ofccp/.
AAAA Honors Women of the Civil Rights Movement at the Summit
JOIN US AT THE ACCESS, EQUITY AND DIVERSITY SUMMIT AND ANNUAL MEETING
JUNE 28 - 30, 2011
Women of the Civil Rights Movement will be Honored at the Awards Luncheon
It is not too late to register for the Access, Equity and Diversity Summit and Annual Meeting, Atlantic City Convention Center, June 28 - 30, 2011. Joining us as cosponsor is the New Jersey Affirmative Action Officers' Council. At the Summit, you will be able to take fourteen outstanding workshops, including two pre-conference workshops on Faculty Recruitment and Retention and the EEO Boot Camp. Director of OFCCP, Patricia A. Shiu will speak at the Welcome and Opening Session and the Chair of the Equal Employment Opportunity Commission Jacqueline Berrien will speak at the luncheon on June 29th.
Our Diversity Showcase Seminar will feature national, state and local experts including Veronica Villalobos, Director of the Office of Diversity and Inclusion, OPM; Armstrong Williams, Radio and TV commentator; Professor Marie Christine Pauwels of the University of Paris (via Skype) and Steve O. Michael, Arcadia University and NADOHE.
The Summit will also explore the issue of “Equity in Education” at the elementary/secondary level. This plenary session will feature Stephanie James Wilson, Amistad Commission (NJ); Dr. Gilda Rorro Baldassari, NJ Italian and Italian American Heritage Commission; Dr. Paul Winkler, Commission on Holocaust Education; and Dr. Paula C. Rodriguez Rust, Spectrum Diversity. Hope R. Blackburn, Esq. will moderate the panel.
Our Annual Awards Luncheon on June 30th will include Luke Visconti, DiversityInc, who will moderate, and will celebrate the Women of the Civil Rights Movement when Flonzie Brown Wright, Mississippi Freedom 50th, will speak. In addition to the AAAA Awards, the NJAAOC will award scholarships to three deserving school children.
Don't miss this opportunity to meet colleagues, network and enhance your professional skills at the AAAA Access, Equity and Diversity Summit!
Thursday, June 9, 2011
OFCCP Director Patricia Shiu Writes About AstraZeneca Case
The Official Blog of the U.S. Department of Labor
http://social.dol.gov/blog/astrazeneca-what-we-learned/
AstraZeneca: What We Learned
by PATRICIA SHIU AND SARA MANZANO-DIAZ on JUNE 9, 2011
This week, the U.S. Department of Labor announced a settlement in our pay discrimination lawsuit against one of the largest pharmaceutical companies in the world, AstraZeneca. The company is a federal contractor that receives more than $2 billion to supply drugs and medical equipment to VA hospitals and centers across the country.
The Labor Department’s Office of Federal Contract Compliance Programs found in its investigation that the company was discriminating against women by paying some of their female sales associates, on average, $1,700 less per year than men doing the same job. One hundred and twenty four AZ saleswomen will share in the $250,000 settlement.
Many of the women had no idea they were experiencing discrimination. That’s not surprising. How would they know what their male counterparts were making?
The long-term impact of this case is significant for the company: AZ has agreed to re-examine pay practices in offices across 13 states and DC. The company’s management has committed to correcting any problems that are found.
But this case is instructive on a larger scale, because it reminds us that solving the pay gap requires strong enforcement so businesses that do play by the rules and treat workers fairly don’t have to compete against those who do not.
To close the pay gap we need a better way to collect good data from employers so we can identify and root out discrimination. Better regulations regarding pay secrecy would allow women to talk openly about their salaries without fear of retaliation. And we must educate workers about their rights and employers of their obligations.
We’re tackling this problem from, well, A to Z. The OFCCP is aggressively going after employers who discriminate and making enforcement a top priority. The agency is proposing the creation of a new data tool to improve our ability to identify bad actors. We’re also updating our regulations and supporting legislative efforts to strengthen protections for workers.
The Women’s Bureau has been reaching out to researchers, experts, community groups, business leaders and workers to develop educational materials and find common sense solutions.
And we’ve both teamed up with our colleagues at the White House, Equal Employment Opportunity Commission, Department of Justice and Office of Personnel Management to address these issues in other ways as well.
The problem of pay equity is not a new one. Forty-eight years after President Kennedy signed the Equal Pay Act, women in America still earn, on average, 81 cents for every dollar earned by a man. Over a lifetime women stand to lose an average of $380,000 because of the pay gap. We’ve written about it before and will keep writing and blogging and tweeting and talking about it until the gap is closed for good.
The outcome for the AZ workers is an important step forward in our efforts. We are committed to making equal pay a reality for everyone.
Shiu is the Director of OFCCP and Manzano-Díaz is the Director of the Women’s Bureau. Both represent DOL on President Obama’s National Equal Pay Enforcement Task Force.
http://social.dol.gov/blog/astrazeneca-what-we-learned/
AstraZeneca: What We Learned
by PATRICIA SHIU AND SARA MANZANO-DIAZ on JUNE 9, 2011
This week, the U.S. Department of Labor announced a settlement in our pay discrimination lawsuit against one of the largest pharmaceutical companies in the world, AstraZeneca. The company is a federal contractor that receives more than $2 billion to supply drugs and medical equipment to VA hospitals and centers across the country.
The Labor Department’s Office of Federal Contract Compliance Programs found in its investigation that the company was discriminating against women by paying some of their female sales associates, on average, $1,700 less per year than men doing the same job. One hundred and twenty four AZ saleswomen will share in the $250,000 settlement.
Many of the women had no idea they were experiencing discrimination. That’s not surprising. How would they know what their male counterparts were making?
The long-term impact of this case is significant for the company: AZ has agreed to re-examine pay practices in offices across 13 states and DC. The company’s management has committed to correcting any problems that are found.
But this case is instructive on a larger scale, because it reminds us that solving the pay gap requires strong enforcement so businesses that do play by the rules and treat workers fairly don’t have to compete against those who do not.
To close the pay gap we need a better way to collect good data from employers so we can identify and root out discrimination. Better regulations regarding pay secrecy would allow women to talk openly about their salaries without fear of retaliation. And we must educate workers about their rights and employers of their obligations.
We’re tackling this problem from, well, A to Z. The OFCCP is aggressively going after employers who discriminate and making enforcement a top priority. The agency is proposing the creation of a new data tool to improve our ability to identify bad actors. We’re also updating our regulations and supporting legislative efforts to strengthen protections for workers.
The Women’s Bureau has been reaching out to researchers, experts, community groups, business leaders and workers to develop educational materials and find common sense solutions.
And we’ve both teamed up with our colleagues at the White House, Equal Employment Opportunity Commission, Department of Justice and Office of Personnel Management to address these issues in other ways as well.
The problem of pay equity is not a new one. Forty-eight years after President Kennedy signed the Equal Pay Act, women in America still earn, on average, 81 cents for every dollar earned by a man. Over a lifetime women stand to lose an average of $380,000 because of the pay gap. We’ve written about it before and will keep writing and blogging and tweeting and talking about it until the gap is closed for good.
The outcome for the AZ workers is an important step forward in our efforts. We are committed to making equal pay a reality for everyone.
Shiu is the Director of OFCCP and Manzano-Díaz is the Director of the Women’s Bureau. Both represent DOL on President Obama’s National Equal Pay Enforcement Task Force.
OFCCP Director Writes Blog Post on Good Faith
The White House Blog
http://www.whitehouse.gov/blog/2011/06/06/good-faith
Good Faith
Posted by Patricia Shiu on June 06, 2011 at 04:41 PM EDT
Last Thursday, I had the opportunity to join the White House’s monthly call with business and community leaders, grassroots advocates, researchers, policy makers, friends, family members and workers from the disability community. During the call, I spoke to nearly 750 participants about the important work we are doing at the U.S. Department of Labor to improve employment for people with disabilities.
As the Director of the Office of Federal Contract Compliance Programs, I have the responsibility of enforcing the civil rights of nearly one quarter of all workers in our country. My agency protects workers, promotes diversity and enforces the laws which require any company that does business with the federal government – contractors and subcontractors – to take affirmative action in employment and prohibit discrimination on the basis of sex, race, color, national origin, religion, disability or status as a protected veteran.
One of the laws we enforce is the Rehabilitation Act of 1973 which requires contractors to make “good faith” efforts to recruit, hire, promote, and fairly compensate people with disabilities, including many of our honored veterans who are returning from battle with service-related disabilities.
Good faith isn’t cutting it.
Even though the Rehab Act has been on the books for 38 years, the percentage of people with disabilities who are unemployed – or not even in the labor force – is incredibly high. According to recent data from the Bureau of Labor Statistics, only 20.6% of people with disabilities were in the labor force in April, compared to almost 70% of people without disabilities.
So, we at OFCCP are going to take some affirmative action of our own. A year ago, we asked the public to give us ideas on how we could strengthen our regulations and update the Rehab Act so that it reflects the realities, the challenges and the opportunities of the modern workforce.
We asked for input on a wide array of issues such as effective employment practices, data that could be used to establish hiring goals and ways to link federal contractors with organizations that seek to employ people with disabilities. Our goal is to provide a clear definition of what good faith means, not only for the benefit of workers, but also for employers who just want clarity on how to comply with the law.
This summer, we will propose new rules shaped by everything we heard from our stakeholders. Because it’s still being finalized, I can’t say much more right now, except that I’m excited about the potential of what we can do through this rulemaking process. At the end of the day, we want the law to fulfill its intended purpose: to open doors of opportunity for people with disabilities so that the reach for good jobs is truly within the grasp of everyone.
For more information about OFCCP, instructions on how to file a discrimination complaint or to be added to the agency’s mailing list, please go to www.dol.gov/ofccp.
Patricia Shiu is the Director of the Office of Federal Contract Compliance Programs at the U.S. Department of Labor.
This item was cross posted on the DOL Blog at: http://social.dol.gov/blog/good-faith/
http://www.whitehouse.gov/blog/2011/06/06/good-faith
Good Faith
Posted by Patricia Shiu on June 06, 2011 at 04:41 PM EDT
Last Thursday, I had the opportunity to join the White House’s monthly call with business and community leaders, grassroots advocates, researchers, policy makers, friends, family members and workers from the disability community. During the call, I spoke to nearly 750 participants about the important work we are doing at the U.S. Department of Labor to improve employment for people with disabilities.
As the Director of the Office of Federal Contract Compliance Programs, I have the responsibility of enforcing the civil rights of nearly one quarter of all workers in our country. My agency protects workers, promotes diversity and enforces the laws which require any company that does business with the federal government – contractors and subcontractors – to take affirmative action in employment and prohibit discrimination on the basis of sex, race, color, national origin, religion, disability or status as a protected veteran.
One of the laws we enforce is the Rehabilitation Act of 1973 which requires contractors to make “good faith” efforts to recruit, hire, promote, and fairly compensate people with disabilities, including many of our honored veterans who are returning from battle with service-related disabilities.
Good faith isn’t cutting it.
Even though the Rehab Act has been on the books for 38 years, the percentage of people with disabilities who are unemployed – or not even in the labor force – is incredibly high. According to recent data from the Bureau of Labor Statistics, only 20.6% of people with disabilities were in the labor force in April, compared to almost 70% of people without disabilities.
So, we at OFCCP are going to take some affirmative action of our own. A year ago, we asked the public to give us ideas on how we could strengthen our regulations and update the Rehab Act so that it reflects the realities, the challenges and the opportunities of the modern workforce.
We asked for input on a wide array of issues such as effective employment practices, data that could be used to establish hiring goals and ways to link federal contractors with organizations that seek to employ people with disabilities. Our goal is to provide a clear definition of what good faith means, not only for the benefit of workers, but also for employers who just want clarity on how to comply with the law.
This summer, we will propose new rules shaped by everything we heard from our stakeholders. Because it’s still being finalized, I can’t say much more right now, except that I’m excited about the potential of what we can do through this rulemaking process. At the end of the day, we want the law to fulfill its intended purpose: to open doors of opportunity for people with disabilities so that the reach for good jobs is truly within the grasp of everyone.
For more information about OFCCP, instructions on how to file a discrimination complaint or to be added to the agency’s mailing list, please go to www.dol.gov/ofccp.
Patricia Shiu is the Director of the Office of Federal Contract Compliance Programs at the U.S. Department of Labor.
This item was cross posted on the DOL Blog at: http://social.dol.gov/blog/good-faith/
Tuesday, June 7, 2011
Columbia Women's Shelter to Pay $103K to Settle Lawsuit
KOMU TV
Posted: Jun 6, 2011 2:07 PM by
James Jobes Updated: Jun 6, 2011 11:01 PM
ST. LOUIS - The U.S. Equal Employment Opportunity Commission (EEOC) said Monday that a Columbia shelter for women has agreed to pay $103,000 to settle a lawsuit for unlawful retaliation. The EEOC had charged that two employees were punished by True North, Inc., for reporting sexual harassment by the shelter's executive director.
According to the EEOC's suit, Nancy Gause was fired and Tracie Lawson was demoted for reporting Executive Director Leigh Voltmer on counts of inappropriate touching. They were co-directors of the shelter at the time. Both women had received positive performance feedback during their tenure before abruptly being punished without warning for poor performance.
Full Story: http://www.komu.com/news/columbia-women-s-shelter-to-pay-103k-to-settle-lawsuit/
Posted: Jun 6, 2011 2:07 PM by
James Jobes Updated: Jun 6, 2011 11:01 PM
ST. LOUIS - The U.S. Equal Employment Opportunity Commission (EEOC) said Monday that a Columbia shelter for women has agreed to pay $103,000 to settle a lawsuit for unlawful retaliation. The EEOC had charged that two employees were punished by True North, Inc., for reporting sexual harassment by the shelter's executive director.
According to the EEOC's suit, Nancy Gause was fired and Tracie Lawson was demoted for reporting Executive Director Leigh Voltmer on counts of inappropriate touching. They were co-directors of the shelter at the time. Both women had received positive performance feedback during their tenure before abruptly being punished without warning for poor performance.
Full Story: http://www.komu.com/news/columbia-women-s-shelter-to-pay-103k-to-settle-lawsuit/
AstraZeneca settles sales rep sex discrimination suit with feds for $250K
MM&MOnline.com
Lauren Folino
June 07, 2011
AstraZeneca agreed to pay $250,000 to settle a sex discrimination lawsuit brought by the US Department of Labor on behalf of 124 women sales reps working out of the firm's Philadelphia Business Center in Wayne, PA. The suit accused AstraZeneca of discriminating against female sales specialists by paying them salaries averaging $1,700 less than their male colleagues.
This was not the first documented case of the company negating to fairly pay its employees, the Department of Labor argued. According to a statement released by the agency in 2002, the organization's Office of Federal Contract Compliance Programs (OFCCP) carried out a scheduled compliance review of the Wayne, PA office. AstraZeneca was found to have failed to meet its obligations as a contractor “to ensure employees were paid fairly without regard to sex, race, color, religion and national origin.” The company holds a contract with the US Department of Veteran Affairs – valued at more than $2 billion – which provides pharma products to hospitals and medical centers nationwide.
Full Story: http://www.mmm-online.com/astrazeneca-settles-sales-rep-sex-discrimination-suit-with-feds-for-250k/article/204736/
Lauren Folino
June 07, 2011
AstraZeneca agreed to pay $250,000 to settle a sex discrimination lawsuit brought by the US Department of Labor on behalf of 124 women sales reps working out of the firm's Philadelphia Business Center in Wayne, PA. The suit accused AstraZeneca of discriminating against female sales specialists by paying them salaries averaging $1,700 less than their male colleagues.
This was not the first documented case of the company negating to fairly pay its employees, the Department of Labor argued. According to a statement released by the agency in 2002, the organization's Office of Federal Contract Compliance Programs (OFCCP) carried out a scheduled compliance review of the Wayne, PA office. AstraZeneca was found to have failed to meet its obligations as a contractor “to ensure employees were paid fairly without regard to sex, race, color, religion and national origin.” The company holds a contract with the US Department of Veteran Affairs – valued at more than $2 billion – which provides pharma products to hospitals and medical centers nationwide.
Full Story: http://www.mmm-online.com/astrazeneca-settles-sales-rep-sex-discrimination-suit-with-feds-for-250k/article/204736/
Plessy and Ferguson: Descendants of a divisive Supreme Court decision unite
Yahoo News
By Robert Barnes The Washington Post – Mon, Jun 6, 2011
When Keith Plessy and Phoebe Ferguson decided to start a new civil rights education organization that would bear their famous names, they sealed the deal in a fitting local spot: Cafe Reconcile.
They represent the opposing principals in one of the Supreme Court’s landmark decisions, Plessy v. Ferguson , which upheld the constitutionality of Jim Crow laws mandating segregation under the “separate but equal” doctrine. It stood from 1896 until the court’s historic Brown v. Board of Education ruling in 1954.
Full Story: http://beta.news.yahoo.com/plessy-ferguson-descendants-divisive-supreme-court-decision-unite-135502152.html
By Robert Barnes The Washington Post – Mon, Jun 6, 2011
When Keith Plessy and Phoebe Ferguson decided to start a new civil rights education organization that would bear their famous names, they sealed the deal in a fitting local spot: Cafe Reconcile.
They represent the opposing principals in one of the Supreme Court’s landmark decisions, Plessy v. Ferguson , which upheld the constitutionality of Jim Crow laws mandating segregation under the “separate but equal” doctrine. It stood from 1896 until the court’s historic Brown v. Board of Education ruling in 1954.
Full Story: http://beta.news.yahoo.com/plessy-ferguson-descendants-divisive-supreme-court-decision-unite-135502152.html
Monday, June 6, 2011
American Federation of Teachers Calls for Eliminating Gender Gap in Faculty Hiring and Pay
Women in Academia Report
Posted on Jun 04, 2011
The American Federation of Teachers has published a new report addressing gender inequity in higher education. The report entitled, Promoting Gender Diversity in the Faculty: What Higher Education Unions Can Do, states that while women are 57 percent of all enrollments in higher education, they make up only 40 percent of the full-time faculty. And the AFT report provides data on the gender gap in pay, in general and for specific academic disciplines.
Full Story: http://www.wiareport.com/2011/06/american-federation-of-teachers-calls-for-eliminating-gender-gap-in-faculty-hiring-and-pay/?utm_source=Women+In+Academia+Report&utm_campaign=a245df5460-Women_in_Academia_Report_4_25_114_25_2011&utm_medium=email
Posted on Jun 04, 2011
The American Federation of Teachers has published a new report addressing gender inequity in higher education. The report entitled, Promoting Gender Diversity in the Faculty: What Higher Education Unions Can Do, states that while women are 57 percent of all enrollments in higher education, they make up only 40 percent of the full-time faculty. And the AFT report provides data on the gender gap in pay, in general and for specific academic disciplines.
Full Story: http://www.wiareport.com/2011/06/american-federation-of-teachers-calls-for-eliminating-gender-gap-in-faculty-hiring-and-pay/?utm_source=Women+In+Academia+Report&utm_campaign=a245df5460-Women_in_Academia_Report_4_25_114_25_2011&utm_medium=email
The Gender Gap in Tenure Rates Has Narrowed But Remains Wide
Women in Academia Report
Posted on Jun 04, 2011
According to data from the U.S. Department of Education, in the 1993-94 academic year, 56.2 percent of all full-time faculty at degree-granting educational institutions held tenure. By the 2009-10 academic year, this figure had dropped to 48.7 percent.
The gender gap in tenure rates has narrowed but still remains large.
Full Story: http://www.wiareport.com/2011/06/the-gender-gap-in-tenure-rates-has-narrowed-but-remains-wide/?utm_source=Women+In+Academia+Report&utm_campaign=a245df5460-Women_in_Academia_Report_4_25_114_25_2011&utm_medium=email
Posted on Jun 04, 2011
According to data from the U.S. Department of Education, in the 1993-94 academic year, 56.2 percent of all full-time faculty at degree-granting educational institutions held tenure. By the 2009-10 academic year, this figure had dropped to 48.7 percent.
The gender gap in tenure rates has narrowed but still remains large.
Full Story: http://www.wiareport.com/2011/06/the-gender-gap-in-tenure-rates-has-narrowed-but-remains-wide/?utm_source=Women+In+Academia+Report&utm_campaign=a245df5460-Women_in_Academia_Report_4_25_114_25_2011&utm_medium=email
Affirmative Action Is About Helping All of Us
The Chronicle of Higher Education
William Brown for The Chronicle
By Elizabeth Anderson
It's no secret that race-based affirmative action in higher education faces a crisis of legitimacy. It has been banned in California, Florida, Michigan, Washington, Arizona, and Nebraska. Even as the U.S. Supreme Court upheld the constitutionality of affirmative action in 2003 in Grutter v. Bollinger, the justices expressed an expectation that the policy would soon no longer be needed, practically inviting relitigation. Although the U.S. Court of Appeals for the Fifth Circuit recently upheld affirmative action at the University of Texas—in Abigail Fisher v. State of Texas—the forthcoming appeal may give the conservative Roberts court an opportunity to end it once and for all. One might expect colleges to rise to the challenge of forcefully articulating a clear case for their policies. Instead we find the same tired arguments on the left, and critiques of affirmative action on the right that reflect ignorance of the realities of race in America.
We need new arguments for affirmative action. We can find them by resurrecting the ideal of integration from the grave of the civil-rights movement.
Full Story: (Subscription Required) http://chronicle.com/article/Affirmative-Action-Is-About/127632/
William Brown for The Chronicle
By Elizabeth Anderson
It's no secret that race-based affirmative action in higher education faces a crisis of legitimacy. It has been banned in California, Florida, Michigan, Washington, Arizona, and Nebraska. Even as the U.S. Supreme Court upheld the constitutionality of affirmative action in 2003 in Grutter v. Bollinger, the justices expressed an expectation that the policy would soon no longer be needed, practically inviting relitigation. Although the U.S. Court of Appeals for the Fifth Circuit recently upheld affirmative action at the University of Texas—in Abigail Fisher v. State of Texas—the forthcoming appeal may give the conservative Roberts court an opportunity to end it once and for all. One might expect colleges to rise to the challenge of forcefully articulating a clear case for their policies. Instead we find the same tired arguments on the left, and critiques of affirmative action on the right that reflect ignorance of the realities of race in America.
We need new arguments for affirmative action. We can find them by resurrecting the ideal of integration from the grave of the civil-rights movement.
Full Story: (Subscription Required) http://chronicle.com/article/Affirmative-Action-Is-About/127632/
Redefining bias in light of poverty
Press-Telegram
By Esther Cepeda
Posted: 06/05/2011 08:15:55 PM PDT
Updated: 06/05/2011 08:18:40 PM PDT
Scholars from the Harvard Business School and Tufts University's department of psychology recently confirmed the obvious in contemporary American race relations. The title of their report, "Whites See Racism as a Zero-Sum Game That They Are Now Losing," pretty much says it all.
Published late last month in the journal Perspectives on Psychological Science, the report by Michael Norton and Samuel Sommers says whites believe that as bias against blacks decreased in the last six decades, intentional discrimination against whites has increased. Whites now see anti-white bias as a bigger societal problem than anti-black bias.
Claims of reverse-racism are as old as the first anti-discrimination laws.
Full Story: http://www.presstelegram.com/opinions/ci_18213153
By Esther Cepeda
Posted: 06/05/2011 08:15:55 PM PDT
Updated: 06/05/2011 08:18:40 PM PDT
Scholars from the Harvard Business School and Tufts University's department of psychology recently confirmed the obvious in contemporary American race relations. The title of their report, "Whites See Racism as a Zero-Sum Game That They Are Now Losing," pretty much says it all.
Published late last month in the journal Perspectives on Psychological Science, the report by Michael Norton and Samuel Sommers says whites believe that as bias against blacks decreased in the last six decades, intentional discrimination against whites has increased. Whites now see anti-white bias as a bigger societal problem than anti-black bias.
Claims of reverse-racism are as old as the first anti-discrimination laws.
Full Story: http://www.presstelegram.com/opinions/ci_18213153
EEOC proposes records rule on Genetic Information Nondiscrimination Act
Business Insurance
Posted On: Jun. 03, 2011 2:19 PM CENTRAL
Judy Greenwald
WASHINGTON—The Equal Employment Opportunity Commission has issued a proposed rule under which employers would be required to maintain all relevant employment and personnel records until any charge filed under the Genetic Information Nondiscrimination Act is resolved.
The 2008 law prohibits employment discrimination based on genetic information.
The EEOC said that employers already have this record-keeping requirement with respect to Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act.
Full Story: http://www.businessinsurance.com/apps/pbcs.dll/article?AID=/20110603/NEWS/110609965
Posted On: Jun. 03, 2011 2:19 PM CENTRAL
Judy Greenwald
WASHINGTON—The Equal Employment Opportunity Commission has issued a proposed rule under which employers would be required to maintain all relevant employment and personnel records until any charge filed under the Genetic Information Nondiscrimination Act is resolved.
The 2008 law prohibits employment discrimination based on genetic information.
The EEOC said that employers already have this record-keeping requirement with respect to Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act.
Full Story: http://www.businessinsurance.com/apps/pbcs.dll/article?AID=/20110603/NEWS/110609965
Creating the Next Generation of Black Physicists
The Chronicle of Higher Education
May 30, 2011, 2:34 pm
By Marybeth Gasman
According to the National Science Foundation (NSF), African-Americans earn only 1 percent of Ph.D.’s in physics. Given the changing and future demographics of our country and our nation’s need to be innovative and creative, this is a problem. We have an intellectual resource that we are ignoring.
This past week, I had the pleasure of attending an NSF workshop focused on collaboration in the sciences with the express purpose of increasing the participation of under represented minorities in the STEM fields. The workshop showcased some successful examples of collaboration and partnerships that currently exist with the hope of generating more partnerships among those invited to participate in the day’s events.
Full Story: http://chronicle.com/blogs/innovations/creating-the-next-generation-of-black-physicists/29545?sid=at&utm_source=at&utm_medium=en
Dr. Marybeth Gasman teaches a Pre-Conference Workshop on Faculty Recuitment and Retention at the AAAA Access, Equity and Diversity Summit and Annual Meeting, June 28, 2011 in Atlantic City. For registration information, go to: http://www.affirmativeaction.org/conference.html
May 30, 2011, 2:34 pm
By Marybeth Gasman
According to the National Science Foundation (NSF), African-Americans earn only 1 percent of Ph.D.’s in physics. Given the changing and future demographics of our country and our nation’s need to be innovative and creative, this is a problem. We have an intellectual resource that we are ignoring.
This past week, I had the pleasure of attending an NSF workshop focused on collaboration in the sciences with the express purpose of increasing the participation of under represented minorities in the STEM fields. The workshop showcased some successful examples of collaboration and partnerships that currently exist with the hope of generating more partnerships among those invited to participate in the day’s events.
Full Story: http://chronicle.com/blogs/innovations/creating-the-next-generation-of-black-physicists/29545?sid=at&utm_source=at&utm_medium=en
Dr. Marybeth Gasman teaches a Pre-Conference Workshop on Faculty Recuitment and Retention at the AAAA Access, Equity and Diversity Summit and Annual Meeting, June 28, 2011 in Atlantic City. For registration information, go to: http://www.affirmativeaction.org/conference.html
All’s Fair in Love and LinkedIn
The Chronicle of Higher Education
June 2, 2011, 1:39 pm
By Allison M. Vaillancourt
Last spring I gave a presentation on social media and employment to about 100 people with hiring responsibilities. Wanting to get to know my audience, I asked a few questions. “How many of you use Facebook?” “Who has a LinkedIn profile?” “Anyone use Twitter?” I then moved on to the most important question, “How many of you use social-media accounts to screen candidates for employment?” With the exception of a guy from a background checking company, no one raised a hand. “Yeah, like I believe that,” I said to the group.
Full Story: http://chronicle.com/blogs/onhiring/alls-fair-in-love-and-linkedin/28937?sid=at&utm_source=at&utm_medium=en
June 2, 2011, 1:39 pm
By Allison M. Vaillancourt
Last spring I gave a presentation on social media and employment to about 100 people with hiring responsibilities. Wanting to get to know my audience, I asked a few questions. “How many of you use Facebook?” “Who has a LinkedIn profile?” “Anyone use Twitter?” I then moved on to the most important question, “How many of you use social-media accounts to screen candidates for employment?” With the exception of a guy from a background checking company, no one raised a hand. “Yeah, like I believe that,” I said to the group.
Full Story: http://chronicle.com/blogs/onhiring/alls-fair-in-love-and-linkedin/28937?sid=at&utm_source=at&utm_medium=en
I-9 immigration compliance update: social security “no-match” letters and new USCIS "I-9 central” website
Lexology.com
Lane Powell PC
USA
May 25 2011
Best Practices for Employers in Responding to Social Security No-Match Letters
The Social Security Administration (“SSA”) has resumed issuing letters notifying employers of mismatches between an employee’s name and Social Security number (“SSN”), known as “No- Match” letters. A No-Match letter informs the employer that discrepancies exist between an employee’s name and Social Security number contained in SSA’s database against those on the employee’s W-2 form. The purpose is to enable the SSA to allocate Social Security funds correctly. Employers who receive No-Match letters should have a policy of checking records and following up with employees so they can avoid charges of hiring unauthorized workers.
SSA had stopped sending No-Match letters in 2007 and 2008 (tax years 2006 and 2007) in response to litigation surrounding a proposed Department of Homeland Security (“DHS”) regulation, “Safe Harbor Procedures for Employers Who Receive a No-Match Letter.” DHS later rescinded the proposed regulation. SSA recently decided to resume sending No-Match letters in April 2011 for tax year 2010.
Full Story: http://www.lexology.com/library/detail.aspx?g=51261ae1-0497-43b9-bac9-71e2b7841c1d&utm_source=Lexology+Daily+Newsfeed&utm_medium=HTML+email+-+Other+top+stories&utm_campaign=Lexology+subscriber+daily+feed&utm_content=Lexology+Daily+Newsfeed+2011-06-03&utm_term=
Lane Powell PC
USA
May 25 2011
Best Practices for Employers in Responding to Social Security No-Match Letters
The Social Security Administration (“SSA”) has resumed issuing letters notifying employers of mismatches between an employee’s name and Social Security number (“SSN”), known as “No- Match” letters. A No-Match letter informs the employer that discrepancies exist between an employee’s name and Social Security number contained in SSA’s database against those on the employee’s W-2 form. The purpose is to enable the SSA to allocate Social Security funds correctly. Employers who receive No-Match letters should have a policy of checking records and following up with employees so they can avoid charges of hiring unauthorized workers.
SSA had stopped sending No-Match letters in 2007 and 2008 (tax years 2006 and 2007) in response to litigation surrounding a proposed Department of Homeland Security (“DHS”) regulation, “Safe Harbor Procedures for Employers Who Receive a No-Match Letter.” DHS later rescinded the proposed regulation. SSA recently decided to resume sending No-Match letters in April 2011 for tax year 2010.
Full Story: http://www.lexology.com/library/detail.aspx?g=51261ae1-0497-43b9-bac9-71e2b7841c1d&utm_source=Lexology+Daily+Newsfeed&utm_medium=HTML+email+-+Other+top+stories&utm_campaign=Lexology+subscriber+daily+feed&utm_content=Lexology+Daily+Newsfeed+2011-06-03&utm_term=
OFCCP's proposed rule increases affirmative action obligations for veterans
Lexology.com
Hunton & Williams LLP
USA
May 27 2011
The Office of Federal Contract Compliance Programs (“OFCCP”) has issued a proposed rule to strengthen the current regulations that require federal contractors and subcontractors to engage in affirmative action efforts for veterans. The proposed rule was published in the Federal Register on April 26, 2011. Fed. Reg. 23,358 (Apr. 26, 2011). Public comments regarding the rule are due by June 27, 2011.
The OFCCP’s proposed rule would revise the regulations that implement the Vietnam Era Veterans’ Readjustment Assistant Act (“VEVRAA”), 41 CFR Parts 60-250 and 60-300, which have generally remained unchanged since 1976. VEVRAA, its amendments and regulations prohibit contractors from discriminating against protected veterans and additionally require contractors to take affirmative action to recruit, employ, and advance the employment of protected veterans. VEVRAA also requires certain contractors to maintain a written Affirmative Action Plan.
Full Story: http://www.lexology.com/library/detail.aspx?g=fa5b260b-3b51-4069-a8c7-83539d3c4c42&utm_source=Lexology+Daily+Newsfeed&utm_medium=HTML+email+-+Other+top+stories&utm_campaign=Lexology+subscriber+daily+feed&utm_content=Lexology+Daily+Newsfeed+2011-06-06&utm_term=
Hunton & Williams LLP
USA
May 27 2011
The Office of Federal Contract Compliance Programs (“OFCCP”) has issued a proposed rule to strengthen the current regulations that require federal contractors and subcontractors to engage in affirmative action efforts for veterans. The proposed rule was published in the Federal Register on April 26, 2011. Fed. Reg. 23,358 (Apr. 26, 2011). Public comments regarding the rule are due by June 27, 2011.
The OFCCP’s proposed rule would revise the regulations that implement the Vietnam Era Veterans’ Readjustment Assistant Act (“VEVRAA”), 41 CFR Parts 60-250 and 60-300, which have generally remained unchanged since 1976. VEVRAA, its amendments and regulations prohibit contractors from discriminating against protected veterans and additionally require contractors to take affirmative action to recruit, employ, and advance the employment of protected veterans. VEVRAA also requires certain contractors to maintain a written Affirmative Action Plan.
Full Story: http://www.lexology.com/library/detail.aspx?g=fa5b260b-3b51-4069-a8c7-83539d3c4c42&utm_source=Lexology+Daily+Newsfeed&utm_medium=HTML+email+-+Other+top+stories&utm_campaign=Lexology+subscriber+daily+feed&utm_content=Lexology+Daily+Newsfeed+2011-06-06&utm_term=
May 2011 Disability Employment Statistics Released
U.S. Department of Labor
Office of Disability Employment Policy
In May 2011, the percentage of people with disabilities in the labor force was 21.1. By comparison, the percentage of persons with no disability in the labor force was 69.7.
The unemployment rate for those with disabilities was 15.6 percent, compared with 8.5 percent for persons with no disability, not seasonally adjusted.
Read about the May Disability Employment Statistics
Retrieve Historical Disability Employment Data
Read Commonly Used Terms in BLS Employment Statistics
http://www.dol.gov/odep/
Office of Disability Employment Policy
In May 2011, the percentage of people with disabilities in the labor force was 21.1. By comparison, the percentage of persons with no disability in the labor force was 69.7.
The unemployment rate for those with disabilities was 15.6 percent, compared with 8.5 percent for persons with no disability, not seasonally adjusted.
Read about the May Disability Employment Statistics
Retrieve Historical Disability Employment Data
Read Commonly Used Terms in BLS Employment Statistics
http://www.dol.gov/odep/
Dunkin' Donuts Franchise to Pay $290,000 to Settle EEOC Sexual Harassment Lawsuit
U.S. Equal Employment Opportunity Commission
Press Release 5-31-11
Teens Among Victims of Wynantskill Store Supervisor’s Abuse, Federal Agency Charged
ALBANY, N.Y. – College View Donuts, LLC, doing business as Dunkin' Donuts, will pay $290,000 to settle a sexual harassment lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today. In its suit, filed in U.S. District Court for the Northern District of New York (Civil Action No. 1:09-01320 TJM/RFT), the EEOC charged that the manager of a Dunkin’ Donuts store in Wynantskill, N.Y., sexually harassed female employees, some of whom were only 16 and 17 years old.
According to the EEOC, the manager engaged in unwanted touching and hugging and made lewd sexual comments to the female employees. The EEOC argued that College View Donuts allowed the manager's illegal conduct to continue even after two employees had complained about it a year before. The manager was finally fired after the employees reported his conduct to the police and he was arrested. The EEOC filed suit after first attempting to reach a pre-litigation settlement through its conciliation process.
In addition to paying $290,000 to the former employees, the company will be bound by a six-year consent decree enjoining it from engaging in further discrimination or retaliation. The decree calls for the appointment of an equal employment opportunity coordinator and training for all employees and managers on sexual harassment prevention. The company will issue a letter of apology to the women; revise its anti-discrimination policies and complaint procedures; post a notice to employees about the resolution of the lawsuit; and never re-hire the manager responsible for the harassment.
“Sexual harassment is never acceptable, but it is especially troubling when the victims are teenagers,” said EEOC Trial Attorney Adela Santos.
EEOC New York District Office Regional Attorney Elizabeth Grossman added, “Companies must understand and fulfill their obligation to protect employees from sexual harassment in the workplace. We are very glad that this employer is taking steps to train its work force and remedy the problems that allowed this situation to happen.”
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/5-31-11.cfm
Press Release 5-31-11
Teens Among Victims of Wynantskill Store Supervisor’s Abuse, Federal Agency Charged
ALBANY, N.Y. – College View Donuts, LLC, doing business as Dunkin' Donuts, will pay $290,000 to settle a sexual harassment lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today. In its suit, filed in U.S. District Court for the Northern District of New York (Civil Action No. 1:09-01320 TJM/RFT), the EEOC charged that the manager of a Dunkin’ Donuts store in Wynantskill, N.Y., sexually harassed female employees, some of whom were only 16 and 17 years old.
According to the EEOC, the manager engaged in unwanted touching and hugging and made lewd sexual comments to the female employees. The EEOC argued that College View Donuts allowed the manager's illegal conduct to continue even after two employees had complained about it a year before. The manager was finally fired after the employees reported his conduct to the police and he was arrested. The EEOC filed suit after first attempting to reach a pre-litigation settlement through its conciliation process.
In addition to paying $290,000 to the former employees, the company will be bound by a six-year consent decree enjoining it from engaging in further discrimination or retaliation. The decree calls for the appointment of an equal employment opportunity coordinator and training for all employees and managers on sexual harassment prevention. The company will issue a letter of apology to the women; revise its anti-discrimination policies and complaint procedures; post a notice to employees about the resolution of the lawsuit; and never re-hire the manager responsible for the harassment.
“Sexual harassment is never acceptable, but it is especially troubling when the victims are teenagers,” said EEOC Trial Attorney Adela Santos.
EEOC New York District Office Regional Attorney Elizabeth Grossman added, “Companies must understand and fulfill their obligation to protect employees from sexual harassment in the workplace. We are very glad that this employer is taking steps to train its work force and remedy the problems that allowed this situation to happen.”
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/5-31-11.cfm
EEOC to Examine Use of Leave As Reasonable Accommodation
U.S. Equal Employment Opportunity Commission
PRESS RELEASE
6-3-11
Will Hold Public Meeting June 8 at Agency Headquarters
WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) will hold a public meeting on Wednesday, June 8, at 9:30 a.m. (Eastern Time), at agency headquarters, 131 M Street, N.E., to examine the use of leave as a reasonable accommodation. In accordance with the Sunshine Act, the meeting is open for public observation of the Commission’s deliberations.
The Commission will hear from invited panelists on the appropriate use of disability leave as a reasonable accommodation and on complying with relevant regulations. The meeting agenda includes:
Panel 1: EEOC’s Current Position and Policy Statements
Christopher Kuczynski, Assistant Legal Council, EEOC
John Hendrickson, Regional Attorney, EEOC
Panel 2: How to Comply with the Law and Appropriately Permit Leave to Employees
Brian East, Senior Attorney, Texas Disability Rights
Claudia Center, Director, Disability Rights Program, Legal Aid Society -- Employment Law Center
Ellen McLaughlin, Partner, Seyfarth Shaw LLP
Edward Isler, Partner, Isler Dare Ray Radcliffe & Connolly, P.C.
A brief question-and-answer session with EEOC Commissioners will follow each panel discussion.
Seating is limited and it is suggested that visitors arrive 30 minutes before the meeting in order to be processed through security and escorted to the meeting room. The Commission agenda is subject to revision. Additional information about the hearing, when available, will be posted at http://www.eeoc.gov/eeoc/meetings/index.cfm.
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/6-3-11.cfm
PRESS RELEASE
6-3-11
Will Hold Public Meeting June 8 at Agency Headquarters
WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) will hold a public meeting on Wednesday, June 8, at 9:30 a.m. (Eastern Time), at agency headquarters, 131 M Street, N.E., to examine the use of leave as a reasonable accommodation. In accordance with the Sunshine Act, the meeting is open for public observation of the Commission’s deliberations.
The Commission will hear from invited panelists on the appropriate use of disability leave as a reasonable accommodation and on complying with relevant regulations. The meeting agenda includes:
Panel 1: EEOC’s Current Position and Policy Statements
Christopher Kuczynski, Assistant Legal Council, EEOC
John Hendrickson, Regional Attorney, EEOC
Panel 2: How to Comply with the Law and Appropriately Permit Leave to Employees
Brian East, Senior Attorney, Texas Disability Rights
Claudia Center, Director, Disability Rights Program, Legal Aid Society -- Employment Law Center
Ellen McLaughlin, Partner, Seyfarth Shaw LLP
Edward Isler, Partner, Isler Dare Ray Radcliffe & Connolly, P.C.
A brief question-and-answer session with EEOC Commissioners will follow each panel discussion.
Seating is limited and it is suggested that visitors arrive 30 minutes before the meeting in order to be processed through security and escorted to the meeting room. The Commission agenda is subject to revision. Additional information about the hearing, when available, will be posted at http://www.eeoc.gov/eeoc/meetings/index.cfm.
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.
http://www.eeoc.gov/eeoc/newsroom/release/6-3-11.cfm
Dots To Pay Nearly A Quarter Million To Settle EEOC Race Discrimination Suit
U.S. Equal Employment Opportunity Commission
PRESS RELEASE
6-3-11
Merrillville, Ind., Store Denied Jobs to White Applicants on a Systemic Basis, Federal Agency Charged
INDIANAPOLIS – Dots, Inc., a national women’s off-priced clothing retailer, will pay $246,500 and furnish other relief to settle a class race discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today.
According to the EEOC’s lawsuit, Dots’ Merrillville, Ind., clothing store denied jobs on a systemic basis to white applicants since at least April 1, 2007. During that time, the EEOC contended, Dots regularly hired black entry-level applicants for sales positions, but excluded white applicants who were equally or better qualified.
Race discrimination violates Title VII of the Civil Rights Act of 1964. The EEOC filed suit after first attempting to reach a pre-litigation settlement through its conciliation process.
The consent decree settling the suit provides that the settlement proceeds will be distributed to 32 class members. The decree also requires Dots to notify class members of open sales positions for a period of 18 months and to offer them interviews if they are still interested in employment with the company. Dots agreed to cease any further discrimination against white applicants and not to retaliate against applicants or employees who exercise their rights to complain about discrimination or assist in an investigation or discrimination-related proceeding. Dots will post a notice of non-discrimination at each of its facilities in Indiana and Illinois under its District 11 and train its managers and employees involved in the hiring process. Dots will also report on all hiring at its Merrillville location for a three-year period and will submit reports to EEOC detailing its compliance with the decree.
“We hope that this is a wake-up call for Dots and other employers who believe that they are in compliance with the law if they hire minority applicants while excluding white applicants,” said EEOC Indianapolis Regional Attorney Laurie A. Young.
According to company information, Glenwillow, Ohio-based Dots has more than 400 stores in 28 states.
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on the agency’s web site at www.eeoc.gov .
The EEOC’s Indianapolis Office is located at 101 W. Ohio Street, Suite 1900, Indianapolis, IN 46204. The EEOC’s Louisville Office is located at 600 Dr. Martin Luther King Jr. Place, Suite 268, Louisville, KY 40202. The EEOC’s Cincinnati Office is located at 550 Main Street, Suite 10019, Cincinnati, OH 45202, and the EEOC’s Detroit Office is located at 477 Michigan Avenue, Room 865, Detroit, MI 48226. The EEOC’s toll-free telephone number is (800) 669-4000, TTY: (317) 226-5162.
http://www.eeoc.gov/eeoc/newsroom/release/6-3-11a.cfm
PRESS RELEASE
6-3-11
Merrillville, Ind., Store Denied Jobs to White Applicants on a Systemic Basis, Federal Agency Charged
INDIANAPOLIS – Dots, Inc., a national women’s off-priced clothing retailer, will pay $246,500 and furnish other relief to settle a class race discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today.
According to the EEOC’s lawsuit, Dots’ Merrillville, Ind., clothing store denied jobs on a systemic basis to white applicants since at least April 1, 2007. During that time, the EEOC contended, Dots regularly hired black entry-level applicants for sales positions, but excluded white applicants who were equally or better qualified.
Race discrimination violates Title VII of the Civil Rights Act of 1964. The EEOC filed suit after first attempting to reach a pre-litigation settlement through its conciliation process.
The consent decree settling the suit provides that the settlement proceeds will be distributed to 32 class members. The decree also requires Dots to notify class members of open sales positions for a period of 18 months and to offer them interviews if they are still interested in employment with the company. Dots agreed to cease any further discrimination against white applicants and not to retaliate against applicants or employees who exercise their rights to complain about discrimination or assist in an investigation or discrimination-related proceeding. Dots will post a notice of non-discrimination at each of its facilities in Indiana and Illinois under its District 11 and train its managers and employees involved in the hiring process. Dots will also report on all hiring at its Merrillville location for a three-year period and will submit reports to EEOC detailing its compliance with the decree.
“We hope that this is a wake-up call for Dots and other employers who believe that they are in compliance with the law if they hire minority applicants while excluding white applicants,” said EEOC Indianapolis Regional Attorney Laurie A. Young.
According to company information, Glenwillow, Ohio-based Dots has more than 400 stores in 28 states.
The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on the agency’s web site at www.eeoc.gov .
The EEOC’s Indianapolis Office is located at 101 W. Ohio Street, Suite 1900, Indianapolis, IN 46204. The EEOC’s Louisville Office is located at 600 Dr. Martin Luther King Jr. Place, Suite 268, Louisville, KY 40202. The EEOC’s Cincinnati Office is located at 550 Main Street, Suite 10019, Cincinnati, OH 45202, and the EEOC’s Detroit Office is located at 477 Michigan Avenue, Room 865, Detroit, MI 48226. The EEOC’s toll-free telephone number is (800) 669-4000, TTY: (317) 226-5162.
http://www.eeoc.gov/eeoc/newsroom/release/6-3-11a.cfm
Thursday, June 2, 2011
AAAA Announces Speakers at 2011 Summit in Atlantic City
American Association for Affirmative Action Announces
Access, Equity and Diversity Summit and Annual Meeting 2011
June 28 - 30, 2011 - Atlantic City, N.J.
U. S. Equal Employment Opportunity Commission Chair Jacqueline Berrien * U.S. Department of Labor OFCCP Director Patricia A. Shiu * TV and Radio Host Armstrong Williams * Atlantic City Mayor Lorenzo Langford * Mississippi Freedom 50th Chair Hank Thomas * Dr. Paul Winkler, Commission on Holocaust Education
and other National, State and Local officials will participate
"EEO and Diversity: A Strong and Prosperous Nation Secured Through a Fair and Inclusive Workplace"
Washington, DC, June 2, 2011- The American Association for Affirmative Action (AAAA), an organization of equal opportunity, diversity and affirmative action professionals, announced its Access, Equity and Diversity Summit and Annual Meeting themed "EEO and Diversity: A Strong and Prosperous Nation Secured Through a Fair and Inclusive Workplace." The Summit is being held at the Atlantic City Convention Center, One Convention Blvd, Atlantic City, N.J. 08401, on June 28 - 30, 2011. The Summit theme is derived from the vision statement of the Equal Employment Opportunity Commission (EEOC). This year's summit will be co-hosted by the New Jersey Affirmative Action Officers' Council.
Featured speakers include Atlantic City Mayor Lorenzo Langford; Jacqueline Berrien, Chair of the Equal Employment Opportunity Commission (EEOC); Patricia A. Shiu, Director of the Office of Federal Contract Compliance Programs, U.S. Department of Labor; and Hank Thomas, Chair of the Mississippi Freedom 50th. Ernest Hicks of Xerox Corp. will introduce Chair Berrien and Luke Visconti, founder and publisher of DiversityInc, will introduce Mr. Thomas and preside at the AAAA Awards Luncheon on June 30th.
The Summit will also feature a Diversity Showcase Seminar on June 29th and panelists will include: Armstrong Williams, TV and Radio show host; Steve O. Michael, Arcadia University and the National Association of Diversity Officers in Higher Education (NADOHE); Robin Parker, Beyond Diversity Resource Center; Anjali Thakur-Mittal, Leadership Conference on Civil Rights; Veronica Villalobos, Director of the Office of Diversity and Inclusion, U.S. Office of Personnel Management; and from France (via Skype), Professor Marie-Christine Pauwels-Borel, University of Paris Ouest, Nanterre la Défense. Ms. Jeannine LaRue will moderate the panel. Panelists will explore the relationship between affirmative action and diversity.
The Summit will also explore the issue of "Equity in Education" at the elementary/secondary level. This plenary session will feature Stephanie James Wilson, Amistad Commission (NJ); Dr. Gilda Rorro Baldassari, NJ Italian and Italian American Heritage Commission; Dr. Paul Winkler, Commission on Holocaust Education; and Dr. Paula C. Rodriguez Rust, Spectrum Diversity. Hope R. Blackburn, Esq. will moderate the panel.
The Summit will offer two pre-conference workshops, one on Faculty Recruitment and Retention, and a Boot Camp for EEO practitioners titled "All You Need to Know as an EEO/AA/Diversity Professional." In addition, there will be twelve workshops. Workshop topics include: "Workplace Bullying: Practical and Legal Issues," EEOC's Systemic Program and Equal Pay Efforts," "Supporting Disability in the Workforce: Not Just a Strategic Advantage, a Business Imperative," and "Designing Harassment E-Learning in Higher Education: Challenges and Opportunities." Another workshop will present the results of a survey on "Academic Institutions as Federal Contractors: Exploring Challenges in Compliance."
"We are excited about the training and educational sessions available," said AAAA President Gregory T. Chambers. The conferees will also discuss strategies to promote affirmative action and diversity in the face of economic headwinds and legal challenges to end it. "This conference is filled with opportunities to galvanize and design a proactive plan to advance an agenda of more inclusion and opportunity," said President Chambers.
The AAAA Summit is open to the press. For more information, go to www.affirmativeaction.org
Access, Equity and Diversity Summit and Annual Meeting 2011
June 28 - 30, 2011 - Atlantic City, N.J.
U. S. Equal Employment Opportunity Commission Chair Jacqueline Berrien * U.S. Department of Labor OFCCP Director Patricia A. Shiu * TV and Radio Host Armstrong Williams * Atlantic City Mayor Lorenzo Langford * Mississippi Freedom 50th Chair Hank Thomas * Dr. Paul Winkler, Commission on Holocaust Education
and other National, State and Local officials will participate
"EEO and Diversity: A Strong and Prosperous Nation Secured Through a Fair and Inclusive Workplace"
Washington, DC, June 2, 2011- The American Association for Affirmative Action (AAAA), an organization of equal opportunity, diversity and affirmative action professionals, announced its Access, Equity and Diversity Summit and Annual Meeting themed "EEO and Diversity: A Strong and Prosperous Nation Secured Through a Fair and Inclusive Workplace." The Summit is being held at the Atlantic City Convention Center, One Convention Blvd, Atlantic City, N.J. 08401, on June 28 - 30, 2011. The Summit theme is derived from the vision statement of the Equal Employment Opportunity Commission (EEOC). This year's summit will be co-hosted by the New Jersey Affirmative Action Officers' Council.
Featured speakers include Atlantic City Mayor Lorenzo Langford; Jacqueline Berrien, Chair of the Equal Employment Opportunity Commission (EEOC); Patricia A. Shiu, Director of the Office of Federal Contract Compliance Programs, U.S. Department of Labor; and Hank Thomas, Chair of the Mississippi Freedom 50th. Ernest Hicks of Xerox Corp. will introduce Chair Berrien and Luke Visconti, founder and publisher of DiversityInc, will introduce Mr. Thomas and preside at the AAAA Awards Luncheon on June 30th.
The Summit will also feature a Diversity Showcase Seminar on June 29th and panelists will include: Armstrong Williams, TV and Radio show host; Steve O. Michael, Arcadia University and the National Association of Diversity Officers in Higher Education (NADOHE); Robin Parker, Beyond Diversity Resource Center; Anjali Thakur-Mittal, Leadership Conference on Civil Rights; Veronica Villalobos, Director of the Office of Diversity and Inclusion, U.S. Office of Personnel Management; and from France (via Skype), Professor Marie-Christine Pauwels-Borel, University of Paris Ouest, Nanterre la Défense. Ms. Jeannine LaRue will moderate the panel. Panelists will explore the relationship between affirmative action and diversity.
The Summit will also explore the issue of "Equity in Education" at the elementary/secondary level. This plenary session will feature Stephanie James Wilson, Amistad Commission (NJ); Dr. Gilda Rorro Baldassari, NJ Italian and Italian American Heritage Commission; Dr. Paul Winkler, Commission on Holocaust Education; and Dr. Paula C. Rodriguez Rust, Spectrum Diversity. Hope R. Blackburn, Esq. will moderate the panel.
The Summit will offer two pre-conference workshops, one on Faculty Recruitment and Retention, and a Boot Camp for EEO practitioners titled "All You Need to Know as an EEO/AA/Diversity Professional." In addition, there will be twelve workshops. Workshop topics include: "Workplace Bullying: Practical and Legal Issues," EEOC's Systemic Program and Equal Pay Efforts," "Supporting Disability in the Workforce: Not Just a Strategic Advantage, a Business Imperative," and "Designing Harassment E-Learning in Higher Education: Challenges and Opportunities." Another workshop will present the results of a survey on "Academic Institutions as Federal Contractors: Exploring Challenges in Compliance."
"We are excited about the training and educational sessions available," said AAAA President Gregory T. Chambers. The conferees will also discuss strategies to promote affirmative action and diversity in the face of economic headwinds and legal challenges to end it. "This conference is filled with opportunities to galvanize and design a proactive plan to advance an agenda of more inclusion and opportunity," said President Chambers.
The AAAA Summit is open to the press. For more information, go to www.affirmativeaction.org
###
888 16th Street, NW, Suite 800 * Washington, D.C. 20006 *202-349-9855 ex 1857 *
800-252-8952 * Fax: 202-355-1399 *
Join "Friends of Affirmative Action"
http://www.affirmativeaction.org/support.html
888 16th Street, NW, Suite 800 * Washington, D.C. 20006 *202-349-9855 ex 1857 *
800-252-8952 * Fax: 202-355-1399 *
Join "Friends of Affirmative Action"
http://www.affirmativeaction.org/support.html
About American Association for Affirmative Action
Founded in 1974, the American Association for Affirmative Action (AAAA) is a national not-for-profit association of professionals working in the areas of affirmative action, equal opportunity, and diversity. AAAA assists its members to be more successful and productive in their careers. It also promotes understanding and advocacy of affirmative action to enhance access and equality in employment, economic and educational opportunities.
About the New Jersey Affirmative Action Officers' Council
The New Jersey Affirmative Action Officers' Council (NJAAOC) is a member-driven organization composed of equal employment opportunity and affirmative action (EEO/AA), diversity, and human resources professionals. The NJAAOC was created through the efforts of EEO/AA practitioners in state government and officials from the New Jersey Civil Service Commission, Division of EEO/AA in 1983.
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