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Equal Employment Opportunity: a Study Of EQUAL EMPLOYMENT OPPORTUNITY: A STUDY OF EEO IN FIVE SELECTED MANUFACTURING COMPANIES by George Norman Bennett A Thesis Submitted to the Faculty of the College of Business and Public Administration in Partial Fulfillment of the Requirements for the Degree of Master of Business Administration Florida Atlantic University Boca Raton, Florida August, 1974 EQUAL EMPLOYMENT OPPORTUNITY: A STUDY OF EEO IN FIVE SELECTED MANUFACTURING COMPANIES by George Norman Bennett This thesis was prepared under the direction of the candidate's thesis advisor, Dr. Jarold G. Abbott, Department of Finance and Assistant Dean. It was submitted to the faculty of the College of Business and Public Administration and was accepted in partial fulfillment of the requirements for the degree of Master of Business Administration. SUPERVISORY COMMITTEE: 0. • ~ . (Director, Executive MBA Programs) . t: ' (Dea~Busines~nd Public Administration) \\ .-r: kii @;an for ~ced Studies) iii ABSTRACT Author: George Norman Bennett Title: Equal Employment Opportunity: A Study of EEO in Five Selected Manufacturing Companies Institution: Florida Atlantic University Degree: Master of Business Administration Year: 1974 This thesis surveys equal employment opportunities in selected manu- facturing firms since the passage of Title VII of the 1964 Civil Rights Act and its amendments. Companies who have government contracts are now required by law to have written affirmative action programs that outline positive steps in providing equal opportunities in employ- ment for minorities and women. Case studies of the five selected firm~ are conducted by the author. These studies involve analyzing and evaluating the affirmative action programs and indic~ting the changes that have taken place in personnel policies and pract:~e~. iv TABLE OF CONTENTS Page INTRODUCTION • • . • • • • • • • • • • • • • • • • • • • • . • • . • 1 Purpose of Study • • • • • • • • . • • • • • • • • • • • • • • 2 Methodology . • . 4 Survey of Literature • • • • • • • • • • • • • • • • • • • 4 Case Study Approach • • • • • • • • • • • • • • • • • • • • 5 Companies Selected • • • • • • • • • • • • • • • • • • • 6 The Interview . 6 Limitations . 7 The Equal Employment Problem • • • • • • • • • • • • • • • • • 8 Equal Employment Opportunity Commission • • • • • • 11 The Office of Federal Contract Compliance • • • • • • • • • • 15 Affirmative Action Programs • • • • • • • • • • • • • •• 17 THE HISTORY OF EQUAL EMPLOYMENT OPPORTUNITY • • • • • • • • • • ,. • 22 History . 22 Legislative Background • • • • • • • • • • • 22 State FEP Laws • . ~ . • . 25 Representation by Unions • • • • • • • • • • • • • • • • • • 26 EEO Legislation Prior to 1964 • • • . • • • • • • • • • . • • 27 The Civil Rights Act of 1964 • • • 32 The Equal Employment Act of 1972 • • • • • • • • • • • • • • 35 A CASE STUDY • • • • • • • • • • • • • • • • • ""..JO Company Characteristics • • • • • • • • • • 38 Equal Employment Policies an~ Aff;,.·m::ttion • • • • • • • • • • 39 Responsibilities for Implementation • • • • • • • • • 39 Dissemination of Policy • • • • • • • • • • • • • • • • 40 Utilization Analysis and Goals • • • • • • • • • • • • . • • 42 Identification of Problem Areas • • • • • 47 Sex Discrimination Guidelines • • • • 48 Action Programs • • • • • • • • • • • • • • 48 Internal Auditing and Reporting . 51 Support Action Programs • • • • . • • • • • • . • 54 TABT.F. OF CONTENTS (rnnt-innPrl'l'-----------, Page SOL~HERN CO}~ANY B: A CASE STUDY ••••••••••••••••• 55 Company Characteristics • • • • • • • • • • • • • . • . • • • 55 Equal Employment Policy • • • • • • • • • • • • • • , • • • • 55 Analysis of Job Categories • • • • • • • • • • • • • . • • • 57 Employment Data ••••••••••••••••••••••. 60 Internal Employee Relations . • • • • • • • • • • • • • • • • 62 Analysis of Underutilization • • • • • • • • • • • • • • • • 63 Act ions and Goals . ~ . • . e • • • • II • • • I c G I • a • • 65 SOUTHERN COMPANY C: A CASE STUDY ••••.•••• , ••••••• 67 Company Characteristics . • • • . • • • • • . • • • • • • • • 6 7 Equal Employment Policy and Reaffirmation • • 68 Dissemination of Policy • • • • • • • • • • • 69 Identification of Problem Areas • • • • • . 70 Goals and Timetables • • • • • • • • • • • • • • • • • • • • 74 Action Oriented Programs • • • • • • • • • • • • • • • • , • 77 Auditing and Reporting Svstem • • • • • • • • • • • • • • • • 78 NORTHERN COMPANY A: A CASE STUDY • • • • • • • • . • • . • • • • • 79 Company Characteristics • • • • • • • • • . • • • • • 79 EEO Policy and Dissemination • • . • • • • • • • • • • • • • 79 Responsibility for Implementation • • • • • • • • • • • • • • 81 Utilization Analysis • • • • • • • • • • • • • • • 82 Goals and Timetables • • • • • • • • • • • • • • • • • • • • 84 Development and Execution of Program • • • • • • • • • • • • 87 Support Action Programs • • • • • • • 89 Internal Audit and Reporting System • • • • • • • . • • • • • 89 NORTHERN COMPANY B: A CASE STUDY ••••••••••••••••• 91 Company Characteristics • • • • • • • • • • • • • • • • 91 Equal Employment Policy and Reaffirmation • • • 91 Dissemination of Policy • • • • • • • 92 Responsibility for Implementation • • • • • • • , ••. 93 Identification of Problem Areas • • • • • • • • 94 Goals and Timetables • • • . • • • • • • • • • • . • . • . 95 --~ "'-----·~-- _.c T\------ 1"\(\ "'----1-----.a..1./CVt:.l..V}JW'=llL dllU LJ\.t:\:.U&..J.VU U.L CLU~Li1U1 • • • • • • • • • • • • :1":1 Active Support of Program • • • • • . • • . • • • . • . • 100 vi TABl.F. OF CONTENTS (,-----------, rnnt' i n11Prf\ Page GENERALIZATIONS, EXCEPTIONS AND FUTURE IMPLICATIONS .••..•. 102 Utilization Analysis • • • . • • • • • • • • • • • • • . • . 104 Employment Practices • . • • ~. • • . • • • • . • • • • . 107 Recruitment and Selection • • . • • • • . • • . • . 107 Placement and Induction • • • • • • • • • . , • • . • . 108 Training, Promotions and Transfers •••••••.•.•• 108 Employee Facilities • • • • • • 109 Future Implications • • • • . • • . • • . • . • • • • . • 110 APPENDIX • • . • • . • • • • • • . • • • • • • • • • • . • • . 113 BIBLIOGRAPHY . • • • • • • • • • • • • • • • • • • • . • . • • • • 117 vii LIST OF TABLES Page 1. Equal Employment Opportunity Utilization Analysis, Goals and Timetables . 44 2. Equal Employment Opportunity Utilization Analysis, Goals and Timetables . 45 3. Equal Employment Opportunity Utilization Analysis, Goals and Timetables • • • • . • • • • • . • • • 46 4. Employment and Personnel Pract:f.ces Analysis Equal Employment Affirmative Action Program • • • • • • • • . • • • • • • • 52 5. SCB's Form EE0-1 1973 •••• 60 6. Population for Local County • 62 7. SCB 1 s Manpower for Five Years • 64 8. Minority and Female Goals for 1974 • • • • • • • 66 9. Minorities and Females in Work Force •• 71 10. Job Categories for Minority and Female Employees • • • 71 11. Establishment of Goals and Timetables • • • • • • • • • • • • • 76 12. Civilian Labor Force • • • • • • • • • • • • • • • • • • • • 8 2 13. NCA's Form EE0-1 1973 ••••• 84 14. Total Work Force for Local Area • • • 96 1 .. ,. ,. -- ' -. --- 1 .. J.:>. ;:,~.,;n·s rorm t.t.U·J. • • • '71 16. Utilization Analysis by Job Category • 105 INTRODUCTION There are three major federal laws which prohibit discLimination in employment or provide equal employment opportunities. These are: Title VII of the Civil Rights Act of 1964 as amended by the Equal Employment Act of 1972; the Equal Pay Act of 1963 and the Age Discrimi­ naUon Act of 1967. 1 Title VII of the Civil Rights Act forbids discrimination in employment on the basis of race, color, religion, sex and national origin. The Equal Employment Opportunity Commission (EEOC), which was created by the 1964 Civil Rights Act, is the enforcement agency for Title VII. Its authority was further strengthened by the amendments of the 1972 Act which gave it the authority to enter court actions ~f settlements could not be reached in order to maintain compliance with federal regulations. The Civil Service Commission has the authority under the 1972 amendments, to enforce equal employment regulations in the federal authority was c~eat€d ty the provisions whi~h gave federal employees added protection and assured them that all personnel policies are free from discrimination based on race, color, sex, religion or national origin. The Equal Pay Act states that individuals must be paid eoual pay, regardless of sex, if they perform equal work. The Age 11973 Guidebook to Fair Emplo;;ment Practices, Commerce Clearing l-l'nn<H>. fr'ldr.oan 1Q7?\ n_ 7 ·-----J ,------c-J _ .... -/J c-· ... 2 Discrimination Act bans discrimination in employment on the basis of age against persons who are between 40 and 65 years of age. Enforcement powers for both acts come under the Department of Labor. The Wage and Hour Division of the Labor Department is responsible for administration of the Equal Pay Act while the Secretary of Labor is charged with admin- istration and enforcement of the Age Act. Title VII of the Civil Rights Act contained one of the first major efforts by Congress to require equal opportunity in employment. Again, enforcement of such requirements is invested in the Equal Employ- ment Opportunity Commission. Title VII is based upon the commerce power and it extends to any employer engaged in an industry affecting commerce. Reliance upon the commerce clause enables Congress to reach the action of individual employers without being bound by the state action limitations of the enforcement clause of the Fourteenth Amendment. Purpose of Study There is a definite need
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