1-60.67

1-60.68

1-60.69

1-60.70

1-60.71

1-60.72

1-40.75

1-60.74

1-60.75

Minorities. All persons classified as black (not of Hispanic.
origin), Hispanic, Asian, or Pacific Islander, American
Indian or Alaskan native.

New hire. A worker added to an establishment's payroll for the first time.

Noncompliance. Failure to follow the conditions set out in a
contractor's equal opportunity or affirmative action clauses,
and the regulations applicable through those clauses (1.e.,
41 CFR Chapter 60).

Organizational unit. A group of closely related jobs or functions (for example, a department, division, branch, or section) functioning as a single unit.

Physical and mental job qualification requirements. Physical and mental health standards established by contractors for determining an applicant's or employee's ability to perform a jab.

Placement. Assignment of a person to a job.

Preemployment medical examination. An evaluation by the employer of the health status of applicants cr employees made through written questionnaires or examinations by companydesignated physicians as part of the hiring process.

Problem job groups. A job group for which a compliance
question must be resolved (for example, missed goals).

Progression line charts. Lists of job titles in a broad job family, generally starting with the less difficult, lower paying jobs and progressing to the more difficult, higher paying jobs.

1-12

1-60.76

1-50.77

1-60.78

1-60.79

1.60.80

1-60.81

1-60.82

1-60.33

1-60.84

1-60.85

1-60.86

1-60.87

1-60.38

Progression sequences. A hierarchy of job titles through
which an employee may progress in following a career path or
ladder. Such sequences generally begin with lower paying
job titles and ascend, through intermediate job titles, to
higher paying job titles.

Promotable minorities and women. Minorities and women
eligible for proaction on the basis of selection criteria
which are valid under 41 CFR Part 60-3.

Promotion. Any personnel action resulting in movement to a position affording higher pay, or greater rank, and/or provides for greater skill or responsibility, or the opportunity to attain mich.

Qualified disabled veteran. A disabled veteran as defined in section 1-60.51 who is capable of performing a particular job with reasonable accommodation to his or her disability.

Qualified handicapped individual. A handicapped individual
as defined in 41 CFR 60-741.2 who is capable of performing a
particular job with reasonable accommodation to his or her
handicap.

Reasonable accommodation (402/503)- Alterations, adjust-
ments or changes in the job, the workplace and/or term or
condition of employment which will enable an otherwise
qualified handicapred individual or disabled veteran to
perform a particular job successfully, as determined on
a case by case basis depending on the individual cir-

cumstances.

Reasonable accommodation (60-50). Refer to 3-130.1b and
130.2c.

Recall. Returning workers to active employment from layoff.

Recruiting and training agency. Any agency, firm, or person that refers workers to a contractor, or which provides or supervises apprenticeship or training for a contractor.

Referral. The process of sending job seekers to employers by community organizations, employment agencies, labor organizations or other sources.

Regarded as handicapped. An individual who has no physical a mental impairment, or whose impairment does not substantially limit major life activities, but who is treated by a contractor as having such a limitation.

Rehire. To return a worker to the payroll after a complete break in service.

Relevant labor market area. Geographic area used to determine availability (Refer to section 2-160.5).

1-13

1-60.89

1-60.90

1-60.91

1-60.92

1-60.93

1-60.94

1-60.95

1-60.96

1-60.97

1-60.98

1-60.99

Requisite skills. Those skills that make a personeligible for consideration for employment in a job. The term should not be confused with the total representation of minorities

or women in job titles of the contractor under review or with

the population of such persons in the relevant labor area.) Richtful place. The job that an affected-class member would now hold had there been no discrimination.

Skills inventory. A list of persons and their skills, kept by a contractor to encourage maximum utilization of the skills of applicants or employees.

Standard Industrial Classification Code (SIC). A numerical coding system developed under the sponsorship of the Office of Management and Budget that classifies establishments by principal activity or service.

Substantially limits. Where a handicap affects an individual's employability to such a degree that he/she is likely to have difficulty in securing, retaining or advancing in employment.

Support data. Statistical data, documentation, and other materials regarding employment practices; generally used in development, support and/or justification of an affirmati ve action program.

Systemic discrimination. Employment policies or practices
which, though often neutral on their face, serve to differen-
tiate or to perpetuate a differentiation in terms of condi-
tions of employment of applicants or employees because of
their race, color, religion, sex, national origin, handicap
or veteran's status. Systemic discrimination normally relates
to a recurring practice rather than to an isolated act of
discrimination, and may include failure to remedy the
continuing effects of past discrimination. Intent to dis-
criminate may or may not be involved.

Termination.

Separation of an employee from the active and

inactive payroll.

Terms and conditions of employment. The entirety of the environment in which an employee works. The term encompasses all aspects of an employee's relationship with his or her employer and fellow employees, including: compensation, fringe benefits, physical environment, work-related rules, work assignments, training and education, and opportunities to serve on committees and decision-making bodies.

Training:

1-14

1-60.99a

1-60.99b

1-60.100

1-60.101

1-60.102

1-60.103

1-60.104

1-60.105

1-60106

1-60107

Formal. A structured program, often in a classroom setting, to develop an individual's skills and abilities. Some or all aspects of on-the-job training may fall into this category.

Informal. Experience-oriented training to increase an individual's skills and abilities. Typically, most aspects of on-the-job training fall into this category.

On-the-job training. The process of learning a job by
actually performing it under close supervision or with
assistance.

Vestibule training. Informal orientation provided by the
contractor for the benefit of new employees.

Transfer. Movement from one position or function to another.
Underutilization. Employment of members of a race, ethnic,
a sex group in a job or job group at a rate below their
availabiity. The concept of underutilization includes any
numerical disparity, and is not limited by the 80% rule
applicable to concepts such as adverse impact. Underutiliza-
tion for contractors subject to 41 CFR Part 60-2 is determined
by conducting a job group analysis according to 41 CFR
60-2.11 (b).

Validation in accordance with OFCCP regulations entitled Uniform Testing and Selection Guidelines. The process that a contractor carries out under 41 CFR Part 60-3 to establish that an employee selection device such as a test or an education requirement is an unbiased predictor of performance on the job.

Veteran of the Vietnam era. A person who served on active
duty for a period of more than 180 days, any part of which
occurred between August 5, 1964 and May 7, 1975, and was
discharged or released therefrom with other than a dishonor-
able discharge; or who was discharged or released from active
duty for a service-connected disability if any part of such
active duty was performed between August 5, 1964 and May 7,
1975; and who was so discharged or released within 48 months
preceding an alleged violation of the Vietnam Era Veterans'
Readjustment Assistance Act of 1974, the affirmative action
clause, or the regulations issued pursuant to the Act.
White, not of Hispanic origin. A person with origins in any
of the original peoples of Europe, North Africa, or the
Middle East who is not of Hispanic origin.

Willful violation. An act committed by a contractor who could be expected to know its consequences, or failure to act where a reasonable person would be expected to understand the result of such failure (for example, perpetuation of the

1-15

1-60.108

1-70

effects of past discrimination by failure to change a senior-.— ity system).

Work force sector. Ather the blue- or white-collar divi si on of a contractor's total work force.

Glossary of General Abbreviations.

AAP Affirmative Action Program

1-70.1

1-70.2