Best EEO Practices Task Force Report. TABLE OF CONTENTS(Page numbers are retained for reference to the printed copy only)MEMBERS OF THE TASK FORCE 1. Commission Employees Who Assisted the Task Force 2. EXECUTIVE SUMMARY 3. A. Introduction and Procedure 3. B. Statutory, Regulatory, Policy, and Operational Changes 9. Statutory, Regulatory, and Policy Considerations 9. Minimally Invasive WLS. Since 2004, WLS has been mainstreamed into accredited training programs in the United States. This change has helped shorten the learning curve for laparoscopic operations. In recent years, minimally. Traffic Safety Best Practices (1998) Scottsdale, Arizona Traffic Cameras: The Eyes That Don’t Blink. Fremont, California Getting the Community Behind School Traffic Safety, Seat Belt Compliance and Red. John Sullivan and Master Burnett Whether you're a recruiter for a large or a small organization, it's critical to keep up with the latest best practices, approaches and strategies. Through the ER Excellence. Operational Considerations 1. EEOC Education, Technical Assistance, and Outreach Programs 1. Recommendations 1. INTRODUCTION 1. 5A. Focus of the Task Force 1. B. Organization of the Report 2. D. Acknowledgments 2. SECTION I WHAT IS A ? General Barriers that Inhibit Equal Employment Opportunity 2. Perception of Loss by Persons Threatened by Equal Employment Opportunity Practices 2. More Specific Barriers 3. Barriers to Recruitment and Hiring 3. Barriers to Advancement and Promotion 3. Barriers in Terms and Conditions 3. Barriers in Termination and Downsizing 3. Barriers in Alternative Dispute Resolution 3. C. Other Considerations 3. Cupertino High School, colloquially referred to as. Schools that offer “competitive athletics” must annually post data about the gender makeup of their teams and their student participation. Best Practices in Employee Volunteerism: Corporate Volunteer Councils, Volunteer Centers, and Nonprofit Organizations Partner to Strengthen Communities and Improve Performance. To determine evidence-based best practices for elderly hip fracture patients from the time of hospital admission to 6 months postfracture. Title: 5 Best Practices for Building a Diverse Workforce Author: Oracle Subject: Leveraging Differences to Drive Success: 5 Best Practices for Building a Diverse Workforce and an Inclusive Workplace Keywords: HCM, Best. SECTION II TASK FORCE'S REVIEW OF . Limitations on the Task Force's Review 3. B. Comprehensive Programs Presented by Companies 3. THE BUREAU OF NATIONAL AFFAIRS, INC. INTERNATIONAL BUSINESS MACHINES CORPORATION (IBM) 4. PACIFIC TELESIS GROUP 5. PRICE WATERHOUSE LLP 6. ROUSE COMPANY 6. 5WISCONSIN ELECTRIC POWER COMPANY 7. C. LONG DISTANCE WORLDWIDE COMMUNICATIONS 9. TABLE 1. 1. 31. BAUSCH AND LOMB 1. FIRST TENNESSEE BANK 1. NORTHERN STATES POWER COMPANY 1. OWENS- CORNING FIBERGLASS CORPORATION 1. PPG INDUSTRIES, INC. INTEL CORPORATION 1. OSRAM SYLVANIA 1. TABLE 4. Partnership Programs 2. AMERICA WORKS 2. 39. BRIDGES FROM SCHOOL- TO- WORK 2. FOUNDATION FOR EDUCATIONAL INNOVATION 2. MAINE MEDICAL CENTER 2. NATIONAL TRANSITION ALLIANCE 2. TALENT ALLIANCE 2. UNITED ILLUMINATING COMPANY 2. WOMEN EMPLOYED INSTITUTE'S KEYS TO SUCCESS 2. WORK/FAMILY DIRECTIONS, INC. Review of Statutes, Regulations, and Policy Guidance 2. Procedural Guidance 2. Substantive Guidance 2. Commission Decisions 2. Regulations and Guidelines 2. Compliance Manual and Enforcement Guidances 2. Access to Commission Policy 2. Comments from the Commission's External and Internal Stakeholders 2. Operational Considerations 2. Historical Overview of EEOC Education, Technical Assistance, and Outreach Programs 2. Legislative Background 2. White House Conference on Equal Employment Opportunity 2. The Commission's Early Education and Technical Assistance Program History 2. Office of Technical Assistance 2. Research and Employment Data Analyses and Support 2. Office of Voluntary Programs 2. A Renewed Emphasis on Education and Technical Assistance 2. The Voluntary Assistance Program 2. I. Expanded Presence in the Field 2. The Americans With Disabilities Act 2. The Current Education, Technical Assistance, and Outreach Programs 2. National and Local Enforcement Plans 2. The Revolving Fund 2. EEOC Participation in Conferences, Meetings, and Seminars 2. The Agency's Commitment to Education, Technical Assistance, and Outreach Programs Through the Year 2. The Agency's Strategic Plan 2. The Fund or Fee- Paid Program and Strategy 2. Agency Reorganization 2. Comments from the Commission's External and Internal Stakeholders 2. Comments About Agency Enforcement and Best Practices 2. Comments About General Operational Matters 2. Assistance in Implementing Best Practices 2. Settlement Agreements and/or Consent Decrees 2. SECTION V INDEX OF COMPANIES 2. A. Index of Submitting Companies 2. B. Other Participating Companies 3. APPENDICESAPPENDIX AFACTS ABOUT RACE/COLOR DISCRIMINATION 3. Race- Related Characteristics and Conditions 3. Harassment 3. 05. Segregation and Classification of Employees 3. Pre- Employment Inquiries 3. FACTS ABOUT NATIONAL ORIGIN DISCRIMINATION 3. Speak- English- Only Rule 3. Harassment 3. 07. Immigration- Related Practices which may be Discriminatory 3. FACTS ABOUT RELIGIOUS DISCRIMINATION 3. WAGE DISCRIMINATION UNDER THE EQUAL PAY ACT AND TITLE VII 3. A. Wage Discrimination under Title VII 3. FACTS ABOUT PREGNANCY DISCRIMINATION 3. Hiring 3. 13. Pregnancy and Maternity Leave 3. Health Insurance 3. Fringe Benefits 3. FACTS ABOUT SEXUAL HARASSMENT 3. FACTS ABOUT THE AMERICANS WITH DISABILITIES ACT 3. Medical Examinations and Inquiries 3. Drug and Alcohol Abuse 3. EEOC Enforcement of the ADA 3. FACTS ABOUT AGE DISCRIMINATION 3. Apprenticeship Programs 3. Job Notices and Advertisements 3. Pre- Employment Inquiries 3. Benefits 3. 20. Waivers of ADEA Rights 3. APPENDIX BGLASS CEILING REPORT ON STEREOTYPES 3. APPENDIX CHIRING 3. PROMOTION AND ADVANCEMENT 3. TERMINATIONS AND DOWNSIZING 3. MEMBERS OF THE TASK FORCECommissioner Reginald E. Jones, Chairman. Wallace Lew and Harriett Jenkins - - Office of Commissioner Jones. Irene Hill - - Office of Chairman Casellas. Mark Wong - - Office of Vice Chairman Igasaki. Andy Imparato and Paul Richard - - Office of Commissioner Miller. Gwendolyn Reams - - Office of General Counsel. Stephanie Garner and Teresa Guerrant - - Office of Legal Counsel. Harriet Hartman and Donna Swanson - - Office of Communications and Legislative Affairs. Edward Gomez - - Office of Field Programs. Edison Elkins - - Office of Federal Operations. Joan Blethen - - Oakland, CA, Local Office. Commission Employees Who Assisted the Task Force. The Task Force wishes to express its appreciation for the many Commission employees who provided invaluable assistance. Without their help, this report would not have been possible. John Allmaier. Toni Barnes. Bernice Berry. Joan Bickers. Maria Borrero. Paula R. Burris. Avelina Caballero. Phyllis Castle. Walter D. Champe. Daniel Chang. Paula J. Choate. Stephanie Christie. Michael P. Conley. Esterine Cosby. Sean Cunningham. Sharon Duell. Ron Edwards. Harriet Joan Ehrlich. Denise Esterley. Wanda Flowers. Pat Foley. Jay Friedman. Patricia J. Grabon. Mary Grady. Valerie Greer. David Grinberg. Adam Guasch- Melendez. Joe Harris. Frances M. Hendrickson. Evelyn Idelson. Nicholas Inzeo. Frank L. Iske. Clementine Jackson. Linda M. Jenkins. Shirley Johnson. Dianna Johnston. Christopher Kuczynski. Gerald Letwin. Naomi Levin. Stephen Llewellyn. Philip Lyons. Peggy Mastroianni. Mike Mc. Carthy. Sherman Mc. Daniel, Jr. Susan L. Mc. Duffie. Cassandra Menoken. Carol Miaskoff. P. Sharon Miller Mauney. J. Morse. Deanna Moynihan. Joachim Neckere. Pam O'Leary. Cynthia G. Pierre. Dorothy Porter. Jerome C. Rose. Vicki Rovira- Gonzalez. John Rowe. Jim Sacher. Jocelyn Samuels. Leo Sanchez. Jerome Scanlan. Thomas J. Schlageter. John Schmelzer. Carol Sellman. Shirley Smith. Maria Soto. Susan L. P. Starr. Gregory Stewart. Marie M. Tames. William Tamayo. Susan Taylor. Emma Thornton. Marie M. Trujillo. Ellen Vargyas. Helen Walsh. C. Larry Watson. Reginald Welch. William J. White. Michael Widomski. Bernadette Wilson. EXECUTIVE SUMMARYA. Introduction and Procedure. Commissioner Reginald E. Jones was appointed by Chairman Gilbert F. Casellas to head the Task Force to study . While the Equal Employment Opportunity Commission (Commission or EEOC) is the enforcement agency responsible for compliance with its statutory mandates, the Commission has an important role in facilitating voluntary compliance through education, training, outreach, and policy guidance. Indeed, the primary goal of the Task Force is to facilitate voluntary compliance in its examination of business policies, programs, and practices that will be useful to employers in structuring systems and policies that are consistent with their business priorities as well as with their equal employment opportunity (EEO) obligations and diversity objectives. The Task Force also has presented employers with the opportunity to showcase those policies, programs, and practices of which they are particularly proud. Accordingly, the Task Force set out to look at noteworthy business practices by which employers are complying with their EEO obligations and diversity objectives, especially practices thought of as creative or innovative. The Task Force also set out to catalogue its findings in such a way that they will be useful to employers, especially smaller and medium- sized employers that are less likely to employ professional personnel and legal staffs. Additionally, ideas were solicited about how the Commission could better assist entities in developing best policies, programs, and practices. The Task Force thus examined what statutory, regulatory, policy or operational changes by the Commission may better facilitate the development of best policies, programs, and practices. The Task Force divided its study of policies, programs, and practices into six major groupings: (1) recruitment and hiring; (2) promotion and career advancement; (3) terms and conditions; (4) termination and downsizing; (5) alternative dispute resolution; and (6) other. Such programs as mentoring, education and training for purposes of promotion, and career enhancement initiatives were considered in this group. The focus of the section on . In terms of accountability, the Task Force looked at tools such as performance appraisals, compensation incentives, and other evaluation measures to reflect a manager's ability to set high standards and demonstrate progress. The Task Force also decided to discuss a group of companies that have EEO programs that are particularly noteworthy from a comprehensive perspective. These companies addressed most, if not all, of the elements delineated above and deserve comprehensive recognition for their programs. The Task Force, in addition, recognized various partnerships, involving companies and the facilitation of employment opportunities with other organizations and/or individuals. The Task Force developed criteria setting forth what a . The best practices selected were generally viewed in terms of those criteria. The Task Force also focused on those submissions that were more detailed in terms of the description of the practice and how it worked, and that persuasively explained why the practice was of a noteworthy nature. Furthermore, the Task Force favored those practices that were presented with supporting data as to their effectiveness.
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