Oversight Hearing on the Equal Employment Opportunity Commission: Hearing Before the Subcommittee on Select Education and Civil Rights of the Committee on Education and Labor, House of Representatives, One Hundred Third Congress, Second Session, Hearing Held in Washington, DC, March 23, 1994, Količina 4U.S. Government Printing Office, 1994 - 359 strani |
Druge izdaje - Prikaži vse
Pogosti izrazi in povedi
administrative adverse impact Affirmative Action Officer African-American allegations arbitrator areas assigned Attorney Black Police Association black Special Agents candidates Career Board Chairman OWENS Civil Rights class members Committee complaint conduct counsel Court CPL CPL CPL criteria decision Director disciplinary action discrimination discriminatory disparity District of Columbia Division EEOC effective date employees Equal Employment Opportunity evaluate evidence FBI's FBIAA Federal female Field Office harassment Headquarters hiring goals Hispanic community HULIHAN investigation issues Jersey State Police Latino MATTOS Memorandum Metropolitan Police Department minority Mobile Response Team non-black Officer Espinal panel parties PAYNE percent performance Performance Appraisal plaintiffs police officers positions Principal Relief Supervisor procedures promotion protected class pursuant qualified race-conscious relief racial rank recommendations recruitment request SAMMS Board SCUBA Section selected Sergeant Settlement Agreement South Carolina squad standard statistical Subcommittee Superintendent SWAT Title VII troopers WILLIAMS York State Police
Priljubljeni odlomki
Stran 39 - 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 work...
Stran 39 - ... 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 work performance or creating an intimidating, hostile, or offensive working environment.
Stran 298 - In appraising the sufficiency of the complaint we follow, of course, the accepted rule that a complaint should not be dismissed for failure to state a claim unless it appears beyond doubt that the plaintiff can prove no set of facts in support of his claim which would entitle him to relief.
Stran 120 - Nevertheless, an arbitrator is confined to interpretation and application of the collective bargaining agreement; he does not sit to dispense his own brand of industrial justice. He may of course look for guidance from many sources, yet his award is legitimate only so long as it draws its essence from the collective bargaining agreement. When the arbitrator's words manifest an infidelity to this obligation, courts have no choice but to refuse enforcement of the award.
Stran 104 - HEREOF FAIL NOT, as you will answer your default under the pains and penalties in such cases made and provided. To JN Tierney, US Marshal by Herbert J.
Stran 118 - The arbitrator shall not have the power to add to, subtract from, or modify any of the terms of this Agreement, except by the mutual agreement of the parties.
Stran 5 - I wish to thank the chairman and members of the committee for the courtesies they may extend to my citizens who are up here today to testify.
Stran 122 - He is not a public tribunal imposed upon the parties by superior authority which the parties are obliged to accept. He has no general charter to administer justice for a community which transcends the parties. He is rather a part of a system of self-government created by and confined to the parties. He serves their pleasure only, to administer the rule of law established by their collective agreement.
Stran 245 - Where gross statistical disparities can be shown, they alone may in a proper case constitute prima facie proof of a pattern or practice of discrimination.
Stran 4 - Scott. Mr. SCOTT. Thank you, Mr. Chairman. I am pleased to join you in convening the hearing on HR 3179, "the Anti-Terrorism Intelligence Tools Improvement Act of 2003.