During the Clinton-Gore administration, President Clinton and Donna Shalala, then Secretary of Health and Human Services, committed the nation to the ambitious yet reachable goal of eliminating racial and ethnic disparities by in six areas of health status while continuing the progress that has been made in improving the overall health of the American people. The six focus areas of the initiative are: When President Clinton announced this initiative inSurgeon General David Satcher assumed a lead role in coordinating efforts within the federal government and among stakeholders outside the federal government.
Identification and analysis of problem areas; corrective action Goals and timetables Affirmative action plan periods; continuation of Preparation of the annual status report on equal employment opportunity and affirmative action in state government PART 5.
Failure to submit an affirmative action plan on time Failure to make significant progress; pattern of noncompliance PART 7.
Appointment and duties of civil rights and affirmative action personnel Qualifications of civil rights and affirmative action personnel Training requirements for affirmative action personnel [Authority: Purpose The purposes of the rules in this Part are to assure equal employment opportunity [ The rules in this Part apply to all persons in the state service unless the context clearly indicates otherwise.
Discrimination and other prohibited acts a No person in the state service, whether subject to the provisions of the Merit System or in unclassified service, shall be appointed to or demoted or dismissed from any position in the state service, or in any way favored or discriminated against with respect to employment in the state service because of political or religious opinions or affiliations, race, creed, gender, color, [age] [ Letters of inquiry, recommendation and reference for public employees by public officials shall not be considered official authority or influence unless such letter contains a threat, intimidation, or irrelevant, derogatory or false information [ Sexual harassment a Sexual harassment is discrimination on the basis of gender sex under No officer or employee of any agency shall permit or engage in sexual harassment.
Purpose Section 2. The rules in this Part establish training requirements for persons who investigate complaints of employment discrimination in executive branch agencies. The rules in this Part are not intended to require Appointing Authorities to train an agency employee as a discrimination complaint investigator; but rather, are intended to ensure that complaints of discrimination are investigated by persons who meet the training requirements of the Administrator, unless otherwise provided by state or federal law, regardless of whether the investigation is conducted by persons internal or external to the agency.
Training requirements for discrimination complaints investigators a Unless otherwise provided by state or federal law, all persons who are designated to investigate complaints of employment discrimination in executive branch agencies shall be subject to the following initial training and initial certification provisions: EEOC Training Institute shall not be subject to the initial training requirements of a 1 of this section.
The senior EEO investigator shall advise and support the investigator in developing competency in investigating complaints of discrimination; and 4 a person who has completed the initial training requirements established in a 1 of this Section and who is conducting an investigation under the guidance of a senior EEO investigator required in a 2 of this Section shall be considered as conditionally meeting the training requirements of the Administrator and shall be considered to be in compliance of this Part for that investigation.
A determines the person has completed the initial training requirements established in a 1 of this Section, and B receives recommendation from the senior EEO investigator under whose guidance one or more investigations have been conducted as required in a 2 of this Section that the person seeking certification has demonstrated competency in conducting investigations; or the Administrator waives the recommendation requirement.
Investigators who complete annual training shall submit proof of completion that is acceptable to the Administrator no later than December 31st of each year.
A Oklahoma and federal equal employment opportunity laws and rules; including the Americans with Disabilities Act of42 U. H investigating discrimination complaints; I personnel practices and procedures; J alternative dispute resolution; or K diversity and multi-culturalism.
Discrimination complaints investigator training verification Before any person investigates a complaint of employment discrimination in the executive branch of state government, the Appointing Authority shall verify that the investigator has either met the training requirements of the Administrator or is not subject to the requirements.
Discrimination complaint investigation training program or course approval a The Administrator may approve training that is not conducted by the Office of Personnel Management as meeting the four days of initial discrimination complaints investigator training required in If the person is a state employee, the Administrator shall also send the notice to the Appointing Authority.
Purpose The purposes of the rules in this Part are to [i]mplement state affirmative action policies, and assure equal employment opportunity [ The Administrator intends for these rules to provide a set of specific and results-oriented programs to which an Appointing Authority commits himself or herself to apply every good faith effort to achieve prompt and full utilization of women and minorities at all levels and in all segments of the work force where deficiencies exist [ Adoption of affirmative action plans Each agency in all branches of state government, except institutions within The Oklahoma State System of Higher Education, shall develop and adopt a written affirmative action plan [In light of the Michigan cases any such targeted plan should be carefully tied to any affirmative action plan, mission statement or particular educational need that is the basis for its existence, and such connections should be clearly established in writing.
Affirmative Action: A good definition of affirmative action is included in the regulations implementing E.O. They define an affirmative action plan as “a set of specific and result-oriented procedures to which a contractor commits itself to apply every good faith effort. The Act and the general regulations permit federally assisted programs or activities, and recipients of Federal funds, to continue to use age distinctions and factors other than age which meet the requirements of the Act and its implementing regulations.
Admissions Criteria – Undergraduate International undergraduate applicants must have graduated from a secondary/high school with a “C” average or better. Transfer students must have a “C” average or better from any post-secondary schools attended.
the future of educational affirmative action. State law bans, such as those enacted in California. 2. and Michigan, 3.
although they might have more bite, will likewise not succeed in completely eliminating the use of racial affirmative action.
Racial identity will continue to be a . Affirmative Action Plans/Affirmative Employment Plan: Written plans for programs required by Executive Order and other laws and regulations. AAP's may contain studies which show how the work force at the activity has been used, and may include goals and timetables for increasing the representation of protected class members in those areas.