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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Results 1-5 of 36
Page 71
... operations indicate a visible hesitancy to fully integrate women into the work force . Furthermore , the single female discriminated against has little recourse . In order to remedy her situation , a pattern of discrimination must be ...
... operations indicate a visible hesitancy to fully integrate women into the work force . Furthermore , the single female discriminated against has little recourse . In order to remedy her situation , a pattern of discrimination must be ...
Page 79
... operation was 4.6 years . Thirteen of the nineteen respondents were initially funded by CETA ( Titles I and II - B ) . Those thirteen served women exclusively . Eighteen of the programs are currently funded by CETA Title II - B . All of ...
... operation was 4.6 years . Thirteen of the nineteen respondents were initially funded by CETA ( Titles I and II - B ) . Those thirteen served women exclusively . Eighteen of the programs are currently funded by CETA Title II - B . All of ...
Page 80
... operation was 1.8 years and all programs served women exclusively . Only two of the five programs were initially funded through CETA Title II . Presently , four are CETA funded under Title II , and one is funded under Title III . The ...
... operation was 1.8 years and all programs served women exclusively . Only two of the five programs were initially funded through CETA Title II . Presently , four are CETA funded under Title II , and one is funded under Title III . The ...
Page 81
... operation was 4.4 years with six of the nine programs being initially finded through CETA Titles I , II or VI . All nine programs served women exclusively . All but one program is presently CETA funded -- under either Title II - B or VI ...
... operation was 4.4 years with six of the nine programs being initially finded through CETA Titles I , II or VI . All nine programs served women exclusively . All but one program is presently CETA funded -- under either Title II - B or VI ...
Page 82
... operation of all CETA - funded programs was three years compared to eight years for the non - CETA programs . Non - CETA programs were supported by funds from a variety of sources , but most received their funds from colleges , private ...
... operation of all CETA - funded programs was three years compared to eight years for the non - CETA programs . Non - CETA programs were supported by funds from a variety of sources , but most received their funds from colleges , private ...
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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...