Sex Discrimination in the Workplace, 1981: Hearings Before the Committee on Labor and Human Resources, United States Senate, Ninety-seventh Congress, First Session, on Examination on Issues Affecting Women in Our Nation's Labor Force, January 28 and April 21, 1981 |
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Page
... Enforcement , an assessment of Federal Government agency performance " OFCCP and EEOC , " from Women Employed , October 1980 Page 423 127 15 370 363 363 362 425 .85 122 240 " Summary Report of the National Survey of Working Women ...
... Enforcement , an assessment of Federal Government agency performance " OFCCP and EEOC , " from Women Employed , October 1980 Page 423 127 15 370 363 363 362 425 .85 122 240 " Summary Report of the National Survey of Working Women ...
Page 2
... enforcement efforts . More women are working now than ever before . In 1950 , only 34 percent of American women worked ; today , 51 percent are employed ; 25 million more women are working today than in 1950 ; the number of working ...
... enforcement efforts . More women are working now than ever before . In 1950 , only 34 percent of American women worked ; today , 51 percent are employed ; 25 million more women are working today than in 1950 ; the number of working ...
Page 4
... enforced . We must not abandon enforcement of our equal employ- ment opportunity laws just as they are beginning to bring a meas- ure of fairness and equity to millions of blacks , women , and His- panics . I am hopeful that we can all ...
... enforced . We must not abandon enforcement of our equal employ- ment opportunity laws just as they are beginning to bring a meas- ure of fairness and equity to millions of blacks , women , and His- panics . I am hopeful that we can all ...
Page 10
... enforcement authority , the general reorganization of 1978 , which expanded the enforcement duties of the EEOC , the Pregnancy Dis- ability Act , and the displaced homemaker provisions now attached to CETA , were among the tangible ...
... enforcement authority , the general reorganization of 1978 , which expanded the enforcement duties of the EEOC , the Pregnancy Dis- ability Act , and the displaced homemaker provisions now attached to CETA , were among the tangible ...
Page 30
... enforcement . We just have to look at the banking industry , in which there was little enforcement until recently . The full - time clericals and tellers earn so little they are eligible for food stamps . As taxpayers , we subsi- dize ...
... enforcement . We just have to look at the banking industry , in which there was little enforcement until recently . The full - time clericals and tellers earn so little they are eligible for food stamps . As taxpayers , we subsi- dize ...
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Common terms and phrases
administrative affirmative action AFL-CIO agencies assistant Asst CETA CHAIRMAN charges Civil Rights clerical Commission committee complaints concerns Congress contractors Department of Labor developed Director displaced homemakers economic EEOC efforts Eleanor Holmes Norton employed women employers employment and training enforcement Equal Employment Opportunity equal pay Equal Pay Act equal rights amendment Executive Order Executive Order 11246 Federal female funding GOODIN guidelines hearing hiring issue job categories Karen Nussbaum labor force legislative major male ment million National NCWW nontraditional number of women OFCCP Office Opportunities for Women organizations paid PEPCO percent placement prime sponsors problems professional responsibility role Secretary sector Senator HAWKINS Senator KENNEDY sex discrimination sex segregation sexual harassment skilled Staff statistics Title VII training programs U.S. Department unions wage discrimination Wider Opportunities woman women and minorities Women Employed women workers women's employment workplace
Popular passages
Page 618 - Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when ( 1 ) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's...
Page 573 - It shall be an unlawful employment practice for an employer (1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin...
Page 507 - Commission will look at the record as a whole and at the totality of the circumstances, such as the nature of the sexual advances and the context in which the alleged incidents occurred.
Page 296 - Federal regulations define sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature...
Page 507 - Prevention is the best tool for the elimination of sexual harassment. An employer should take all steps necessary to prevent sexual harassment from occurring, such as affirmatively raising the subject, expressing strong disapproval, developing appropriate sanctions, informing employees of their right to raise and how to raise the issue of harassment under Title VII, and developing methods to sensitize all concerned.
Page 298 - With respect to conduct between fellow employees, an employer is responsible for acts of sexual harassment in the workplace where the employer (or its agents or supervisory employees) knows or should have known of the conduct, unless it can show that it took immediate and appropriate corrective action.
Page 559 - The Project on the Status and Education of Women of the Association of American Colleges...
Page 337 - ... in violation of title VII of the Civil Rights Act of 1964, as amended, the Age Discrimination in Employment Act of 1967, and the Rehabilitation Act of 1973.
Page 616 - ... regardless of whether the specific acts complained of were authorized or even forbidden by the employer and regardless of whether the employer knew or should have known of their occurrence. The...
Page 589 - It shall not be an unlawful employment practice under this title for any employer to differentiate upon the basis of sex in determining the amount of the wages or compensation paid or to be paid to employees of such employer if such differentiation is authorized by the provisions of section 6(d) of the Fair Labor Standards Act of 1938 as amended (29 USC 206(d...