DOCSLIB.ORG

The Career Shopper's Guide: a Development Plan Manual for an Employment Resource and Training Service

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
The Career Shopper's Guide: a Development Plan Manual for an Employment Resource and Training Service DOCUSEST RESUME ED 205 717 TITLE The Career Shopper's Guide: A Development Plan Manual for an Employment Resource and Training Service. INSTITUTION Women's Center of Dallas, Tex. SPONS AGENCY Women's Educational Equity Act Program (ED), Washington, D.C. PUB DATE 80 NOTE 379p. AVAILABLE FROM WEEA Publishing Center, Education DevelopmentCenter, 55 Chapel St., Newton, MA 02160 ($13.00). FURS PRICE MF01/PC16 Plus Postage. DESCRIPTORS *Blacks; Career Change: Career Choice; *Career Guidance: Career PlLnning: CommunityResources; Employed Parents: Employed Women; Employers; Employment; Employment Opportunities; Employment QualificatiorA: Family Influence; *Females; *Hispanic Americans: Instructional Materials; Job Applicants: Job Application: *Job Search Methods:Job Skills; Mexican Americans: Minority Groups; Models:Needs Assessment; Outreach Programs: Program Development; Program Implementation: Recruitment; ReentryWorkers; Self Evaluation (Individuals): Teaching Guides; Teaching Methods: Transfer of Training; Underemployment; Unemployment: Values Clarification; *Workshops ABSTRACT This document is a guidebook for counselorsworking with Black and Hispanic Americanwomen, women reentering the workforce, and underemployed/career-changingwomen. The material contains workshop designs, activities, checklists,readings, techniques for recruiting women, and other communityoutreach suggestions. Topics covered included evaluation,developing an employment resource and training service, suggestionsfor conducting a self - directed job search workshop, and the basic model workshopfor employment skill training for the underemployedor career-changing women. Modification workshops are suggested for the minoritycareer seeker, the lob seeker, the re-entry woman, thenontraditional job seeker, faculty, and families of women employmentseekers. Materials provide a step-by-step procedure for conductingthe workshops. Many handouts or forms that can be reproduced and givento participants are included, along with a bibliography. (KC) *********************************************************************** * Reproductions supplied by EDRS are the best thatcan be made * * from the original document. * *********************************************************************** THE CAREER SHOPPER'S GUIDE A Development Plan Manual for An Employment Resource And Training Service by THE WOMEN'S CENTER OF DALLAS Project Director: Gerri Hair Assistant Project Director: Denyc Perez Project Staff: Susie Deane, Eastfield Coordinator Jan Evans, Counselor Margaret Miller, Secretary Emily Zwald, Counselor v 0(c .` Women's Educational Equity Act Program U.S. Education Department U S. DEPARTMENT OF HEALTH. Shirley M. Hufstedler, Secretary EDUCATION 6 WELFARE NATIONAL INSTITUTE OF EDUCATION Steven A. Minter, Under Secretary THIS DOCUMENT HAS BEEN REPRO- DUCED EXACTLY AS RECEIVED FROM F. James Rutherford, Assistant Secretary for THE PERSON OR ORGANIZATION ORIGIN- ATING IT POINTS OF VIEW OR OPINIONS Educational Research and Improvement STATED DO NOT NECESSARILY REPRE- SENT OFFICIAL NATIONAL INSTITUTE OF EDUCATION POSITION OR POLICY Discrimination Prohibited: No person in the United States shall, on the ground of race. color, or national origin, Lc excluded from participation in, be denied the benefits of, or be subjected to dis- crimination under any program or activity receiving Federal financial assistance, or be so treated on the bast:, of sex under most education programs or activities receiving Federal assistance. The activity which is the subject of this report was produced under a grant from the U.S. Education Department, under the auspices of the Women's Educational Equity Act. Opinions expressed herein do not necessarily reflect the position or policy of the Department, and no official endorsement should be inferred. Printed and distributed by WEEA Publishing Center, 1980, at Education Development Center, 55 Chapel Street, 1.1ewton, Massachusetts 02160 Cover design: EDC/S. Wojdyslawski ur) ii This book is dedicated to OURSELVES Because we did it!... And out of love and care for all thewomen Who've been thereand looked for alternatives Who are there nowreveling in change Who will be therepushing the future expectantly and thereby changing their world AND A WORD OF THANKS TO.,. ALL OF THOSE FANTASTIC PEOPLE WHO HELPED... Each and every: Workshop participant Community and civic organizaton Staff member of the Women's Center of Dallas Staff and faculty member of Eastfield College Client Need and Business Survey respondents Each and every: Author who has spoken, written, preachedor published words of encouragement, imight, or benefit in the fields of women's issues, women's rights, and career counseling. Each and every:Employer who believes and acts upon the belief that women CAN do the job Each and every:Legislator who recognized the need for, who worked for, and who voted for legislation to help women secure their equal rights and equal status under the law; especially those who made possible the funding of the Women's Educational Equity Act Each and every:President of the United States who signed the initial and continued funding for the Women's Educational Equity Act Each and every: Woman who dreamed about, worked for, contributed to, and continues to support the birth and growth of the Women's Center of Dallas Each and every:Person who has some way or somehow contributed to this total process but whom we may have unintentionally failed to mention 5 iv BUT VERY SPECIAL RECOGNITION FOR THE WOMEN'S CENTER OF DALLAS Gay Jurgens, Executive Director, 1976-1978 Camelia Jones, Executive Director, 1978 Taunee Besson, Employment Information Service Director Claudia Dixon, EIS Associate Director EASTFIELD COLLEGE Dr. Kathleen M. Kurtz, Assistant Dean of Instruction, Communication Service Programs Dr. Joe M. Tinnin, Director of Counseling WEEA PROGRAM STAFF U.S. Education Depart nent EARLY EMPLOYMENT INFORMATION SERVICE DIRECTORS AND DEVELOPERS Donna Clack Nelda Davis Susie Deane Mary Sue Foster Judy Marshall Helen Schilling WORKSHOP FACILITATORS Donna Clack Bill Johnson Sue Clayton Marlene Joy Alva Clutts Arlene Koeppen Susie Deane Larry Koeppen Claudia Dixon Noreen V. Latham Jan Evans A.J. Melnick Mary Sue Foster Charlotte Stewart J.B. Harvill Sherry Swenson Margaret John D. Wickston THE PRINTER OF DALLAS ZEBRA GRAPHICS Clarita Robertson AND "MACEO" who lugged, carried,washed, protected, and encouraged as a ministry of God's love personified. Every Employment Resource and Training Service needsa Maceo! CONTENTS Preface ix Introduction 1 The Format 2 Demonstrations 2 Target Populations 4 Participant Criteria 5 Recruiting Methods 5 L lcations 6 The Bibliography 6 Community Resources 7 Possible. Resources 8 Evaluation 10 Client Needs Survey 11 Intake/Recruiting Form 13 Pre/Post Instruments 14 Workshop Evaluations 16 Follow-Up 16 Business Needs Survey 17 Additional Resources 18 The Evaluation Consultant 18 Organintjonal Guide and Cost Analysis 37 Developing an Employment Resource and Training Service 37 A Word about Management 51 Equipment and Supply Checklist 54 A Self-Directed Job Search 56 The Process 59 Introduction to the Workshops 63 Workshop Checklist 66 Room Arrangements 67 Registration 68 How to Prepare to Be an Instructor 70 For Instructors Only 75 Stereotypes 82 How to Use the Workshop Guide 83 The Basic Model 85 Employment Skill Training for the Underemployed or Career - Charging Woman 85 I. Orientation 89 II. Decision Making and Goal Setting 97 III. Assessment of Current Employment Status 102 IV. Internal Barriers 104 V. Personal Positive Qualities 119 VI. Achievement/Affiliation Needs 121 VII. External Barriers 129 VIII. Job Satisfiers/Action Plan 133 IX. Skill Identification 146 X. Skill Transfer 150 XI. Educational Information 157 XII. Researching Techniques 164 XIII. Resumes and Related Forms 178 XI V. Interviewing Techniques 188 XV. Negotiation 205 XVI. Closure 213 Modification Workshops Modification1: The Minority Career Seeker 219 Modification2:The Job Seeker 229 Modification3:The Re-Entry Woman 258 Modification4:The Non-Traditional Job Seeker 285 Modification5:The Faculty Workshop 323 Modification6:The Family Workshop 348 Model A 349 Model B 354 Bibliography 357 367 Index 6 viii PREFACE This book is the result of workaccomplished through a grant fromthe Office of Education awarded to the Women's Center of Dallas. It isalso the result of the dedication andconcentraced energies of innumerable women who had a dream. A small group of women met in June of 197i, and the Women'sCenter of Dallas was born. "They"said it would never last, onlyto watch the Center move almost every yeareach time to larger quarters inresponse to increasing needs. Its growthhas been erratic, its criticssevere and its supporters enthusiastic. It has madeits mark in the community. More importantly, it has positively touchedthe lives of thousands ofwomen over these past years. A non-profit organization,the Women's Center of Dallas issupported mainly by volunteer contributionsand a membership group of subscribers. Its staff is made up of a very small core of paid personnelsupplemented by many devoted volunteers.The stated purpose of the Centeris "to change society's expectationsof women through research,education, counseling and communicationand to provide a forum to enablewomen to help themselves and each other."This it obviously does since itserves some 60,000 people a year, either inperson or on the telephone, referring them to other agencies for helpwith financial, legal, employmentor per-
Load more

Recommended publications
  • Women's Rights
    CARR CENTER FOR HUMAN RIGHTS POLICY 1 SPRING 2021 ISSUE: 006 CARR CENTER FOR HUMAN RIGHTS POLICY HARVARD KENNEDY SCHOOL Women's Rights Reimagining Rights & Responsibilities in the U.S. 2 CARR CENTER FOR HUMAN RIGHTS POLICY Reimagining Rights & Responsibilities in the United States: Women's Rights Carr Center for Human Rights Policy Harvard Kennedy School, Harvard University January 4, 2021 John Shattuck Carr Center Senior Fellow; Former US Assistant Secretary of State for Democracy, Human Rights, and Labor; Professor of Practice, Fletcher School, Tufts University Mathias Risse Lucius N. Littauer Professor of Philosophy and Public Administration; Director for the Carr Center for Human Rights Policy The authors’ institutional affiliations are provided for purposes of author identification, not as indications of institutional endorsement of the report. This report is part of a Carr Center project on Reimagining Rights and Responsibilities in the United States, directed by John Shattuck. The project has been overseen by a faculty committee chaired by Mathias Risse, with the collaboration of Executive Director Sushma Raman, and the support of the Carr Center staff. This research paper was drafted by Katie Stenclik (RA). The authors are grateful to Michael Blanding and Mayumi Cornejo for editing, and Alexandra Geller for editorial and design. Cover image of Shirley Chisholm from the Library of Congress. CARR CENTER FOR HUMAN RIGHTS POLICY 1 Table of Contents 3. Introduction 4 . Setting the Landscape The Modern Woman: Intersectional Identities and Gender Historical Overview of Women’s Rights Key Legislation from the 1960s to Today Key Supreme Court Decisions from the 1960s to Today Political Backlash Against Increased Equal Protections for Women 9 .
    [Show full text]
  • Sex-Based Wage Discrimination Under Title VII: Equal Pay for Equal Work Or Equal Pay for Comparable Work?
    William & Mary Law Review Volume 22 (1980-1981) Issue 3 Article 3 March 1981 Sex-Based Wage Discrimination Under Title VII: Equal Pay for Equal Work or Equal Pay for Comparable Work? Faith D. Ruderfer Follow this and additional works at: https://scholarship.law.wm.edu/wmlr Part of the Civil Rights and Discrimination Commons Repository Citation Faith D. Ruderfer, Sex-Based Wage Discrimination Under Title VII: Equal Pay for Equal Work or Equal Pay for Comparable Work?, 22 Wm. & Mary L. Rev. 421 (1981), https://scholarship.law.wm.edu/wmlr/vol22/iss3/3 Copyright c 1981 by the authors. This article is brought to you by the William & Mary Law School Scholarship Repository. https://scholarship.law.wm.edu/wmlr NOTES SEX-BASED WAGE DISCRIMINATION UNDER TITLE VII: EQUAL PAY FOR EQUAL WORK OR EQUAL PAY FOR COMPARABLE WORK? The number of women entering the labor force has risen steadily during the past half-century,1 but women have not achieved wage equality with their male colleagues in the workplace.2 After many years of abortive legislative efforts,3 Congress enacted two statutes now used to remedy sex-based wage discrimination: the Equal Pay Act of 19634 and the Civil Rights Act of 1964. 5 The Equal Pay Act, 1. In 1978, 50% of all women in the U.S. were employed in labor outside their homes. Herman, Progress and Problems for Working Women, 30 LAB. L.J. 195, 195 (1979). See W. CHAFE, THE AMERICAN WOMAN; CHANGING SOCIAL, ECONOMIC AND POLITICAL ROLES, 1920- 1970 (1972); Gitt & Gelb, Beyond the Equal Pay Act: Expanding Wage Differential Protec- tions Under Title VII, 8 Loy.
    [Show full text]
  • Wioa State Plan Type
    State of Wisconsin PY16-19 WIOA Combined State Plan, October 20, 2016 TABLE OF CONTENTS OVERVIEW ..................................................................................................................................................... 3 I. WIOA STATE PLAN TYPE ......................................................................................................................... 4 II. STRATEGIC ELEMENTS ............................................................................................................................ 5 (a) Economic, Workforce, and Workforce Development Activities Analysis .............................. 5 (b) State Strategic Vision and Goals. ......................................................................................... 30 (c) State Strategy ....................................................................................................................... 33 III. OPERATIONAL PLANNING ELEMENTS .................................................................................................. 40 (a) State Strategy Implementation ............................................................................................ 40 (b) State Operating Systems and Policies .................................................................................. 56 IV. COORDINATION WITH COMBINED STATE PLAN PROGRAMS .............................................................. 84 V. COMMON ASSURANCES ......................................................................................................................
    [Show full text]
  • Equal Pay Act in the Courts: a De Facto White-Collar Exemption
    THE EQUAL PAY ACT IN THE COURTS: A DE FACTO WHITE-COLLAR EXEMPTION JULIENE JAMES* The Equal Pay Act of 1963, though initially considered a victory for working women, has proven unsuccessful for women executives, administrative personnel, and professionals. This Note argues that plaintiffs bringing Equal Pay Act claims have faced courts whose interpretationof the law has effectively excluded women in higher level positions. Through an examination of the Act's history and the history of similar exemptions in New Deal legislation, this Note argues that ideas about work, imported from early conceptions of managers, executives, and professionals in New Deal legislation, continue to influence courts' interpretation of the Act. This Note offers two alternative solutions to this problem: The first prescriptionis to reexamine the history surrounding the Equal Pay Act with the aim of including workers who effectively have been excluded by judicial interpretation. The second is to reinstate in the Equal Pay Act the exemption as originally enacted so that the apparent inclusion of the these groups does not discourage legislative attempts to correct the problem. INTRODUCTION "Nature has given woman so much power that the law cannot afford to give her less."1 Rosie the Riveter: saucy machinist, determined worker, one eye- brow raised, icon of patriotism. Of all the images of twentieth-century women, none is more enduring than hers. As part of a government- sponsored propaganda campaign encouraging women to join the war effort, Rosie stood for all American women who experienced World War II as an opportunity to break into industries previously closed to them.
    [Show full text]
  • Social, Cultural, and Educational Legacies
    NASA Reflects America’s Changing Opportunities; Social, NASA Impacts US Culture Education: Inspiring Cultural, and Students as Only NASA Can Educational Legacies Social, Cultural, and Educational Legacies 459 NASA Reflects The Space Shuttle, which began flying in 1981 and ushered in an entirely new human spaceflight program, was a watershed for cultural diversity America’s within NASA and had substantial cultural impact outside the realm of Changing spaceflight. In the 1950s and 1960s, opportunities for American women and minorities were limited as they were often segregated into pink Opportunities; collar and menial jobs. NASA’s female and minority employees faced NASA Impacts similar obstacles. The Space Shuttle Program opened up opportunities US Culture for these groups—opportunities that did not exist during Projects Mercury and Gemini or the Apollo and Skylab Programs. NASA’s transformation was a direct consequence of a convergence of events Jennifer Ross-Nazzal Shannon Lucid that happened in the 1960s and 1970s and continued through the Helen Lane following 3 decades. These included: public policy changes instituted on the national level; the development of a spacecraft whose physical capabilities departed radically from the capsule concept; and an increase in the number of women and minorities holding degrees in the fields of science and engineering, making them attractive candidates for the space agency’s workforce. Over the course of the program, the agency’s demographics reflected this transformation: women and minorities were incorporated into the Astronaut Corps and other prominent technical and administrative positions. The impact of NASA’s longest-running program extends beyond these dramatic changes.
    [Show full text]
  • The Implications of Comparable Worth's Reemergence in the Global Economy Daniel N
    Hofstra Labor and Employment Law Journal Volume 24 | Issue 2 Article 6 2007 Finding Worth in the New Workplace: The Implications of Comparable Worth's Reemergence in the Global Economy Daniel N. Kuperstein Follow this and additional works at: http://scholarlycommons.law.hofstra.edu/hlelj Part of the Law Commons Recommended Citation Kuperstein, Daniel N. (2007) "Finding Worth in the New Workplace: The mpI lications of Comparable Worth's Reemergence in the Global Economy," Hofstra Labor and Employment Law Journal: Vol. 24: Iss. 2, Article 6. Available at: http://scholarlycommons.law.hofstra.edu/hlelj/vol24/iss2/6 This document is brought to you for free and open access by Scholarly Commons at Hofstra Law. It has been accepted for inclusion in Hofstra Labor and Employment Law Journal by an authorized administrator of Scholarly Commons at Hofstra Law. For more information, please contact [email protected]. Kuperstein: Finding Worth in the New Workplace: The Implications of Comparabl FINDING WORTH IN THE NEW WORKPLACE: THE IMPLICATIONS OF COMPARABLE WORTH'S REEMERGENCE IN THE GLOBAL ECONOMY I. INTRODUCTION Despite the success of civil rights laws over the last three decades to increase women's pay and workplace involvement, discrimination and other problems involving women in the workplace persist, presenting a necessity for new legislative solutions.' Although increased globalization and the impact of the knowledge economy 2 have brought 1. See KATHERINE V.w. STONE, FROM WIDGETS TO DIGITS: EMPLOYMENT REGULATION FOR THE CHANGING WORKPLACE 157 (2004) [hereinafter STONE, WIDGETS TO DIGITS] (noting that as a likely result of U.S. civil rights laws "the pay of white women working full time relative to that of their white male counterparts increased from 57.9[%] in 1965 to 71.3[%] in 1995," but that discrimination "now often takes new forms").
    [Show full text]
  • UNITED STATES DISTRICT COURT DISTRICT of NEW JERSEY ------X ERIN KRUPA, MARIANNE KRUPA, SOL MEJIAS, and SARAH MILLS
    Case 2:16-cv-04637-SDW-LDW Document 3 Filed 08/01/16 Page 1 of 21 PageID: 23 UNITED STATES DISTRICT COURT DISTRICT OF NEW JERSEY ----------------------------------------------------------------x ERIN KRUPA, MARIANNE KRUPA, SOL MEJIAS, and SARAH MILLS, Plaintiffs, No.: 2:16-cv-04637 - against - MEMORANDUM OF LAW IN SUPPORT OF MOTION FOR A RICHARD J. BADOLATO, in both his individual PRELIMINARY INJUNCTION capacity and his official capacity as Commissioner of the New Jersey Department of Banking and Insurance, Defendant. ----------------------------------------------------------------x PRELIMINARY STATEMENT Plaintiffs in this civil rights case are New Jersey women in same-sex relationships seeking access to infertility healthcare on an equal basis with heterosexual women in the state. Although New Jersey mandates that insurance carriers cover “medically necessary” infertility treatments, because the relevant statute defines “infertility” by reference to the period of time during which a woman has had unprotected heterosexual sex without conceiving, women in same-sex relationships are categorically excluded from its protections. Because, pursuant to United States v. Windsor, 133 S. Ct. 2675, 2679 (2013) and Obergefell v. Hodges, 135 S. Ct. 2584, 2594 (2015), Plaintiffs – and all New Jersey women in same-sex relationships seeking insurance coverage for infertility treatment – face a clear violation of their rights as secured by the Fourteenth Amendment to the United States Constitution, because these women continue to suffer irreparable harm as a result of this violation with each passing day, and because New Jersey has no rational – let alone compelling – Case 2:16-cv-04637-SDW-LDW Document 3 Filed 08/01/16 Page 2 of 21 PageID: 24 justification for its discriminatory law, Plaintiffs now move pursuant to Fed.
    [Show full text]
  • Equal Pay Expanded and Enforced Throughout the United States
    Volume 5 │ Issue 2 │ 2020 Equal Pay Expanded and Enforced Throughout the United States Kayla LaRosa Roger Williams University Rhode Island Alpha Chapter Vol. 5(2), 2020 Title: Equal Pay Expanded and Enforced Throughout the United States DOI: 10.21081/ax0252 ISSN: 2381-800X Keywords: Gender Pay Disparity, Laws, Annual Audit This work is licensed under a Creative Commons Attribution 4.0 International License. Author contact information is available from [email protected] or [email protected] Aletheia—The Alpha Chi Journal of Undergraduate Scholarship • This publication is an online, peer-reviewed, interdisciplinary undergraduate journal, whose mission is to promote high quality research and scholarship among undergraduates by showcasing exemplary work. • Submissions can be in any basic or applied field of study, including the physical and life sciences, the social sciences, the humanities, education, engineering, and the arts. • Publication in Aletheia will recognize students who excel academically and foster mentor/mentee relationships between faculty and students. • In keeping with the strong tradition of student involvement in all levels of Alpha Chi, the journal will also provide a forum for students to become actively involved in the writing, peer review, and publication process. • More information can be found at www.alphachihonor.org/aletheia. Questions to the editors may be directed to [email protected] or [email protected]. Alpha Chi National College Honor Society invites to membership juniors, seniors, and graduate students from all disciplines in the top ten percent of their classes. Active on nearly 300 campuses nationwide, chapters induct approximately 11,000 students annually. Since the Society’s founding in 1922, Alpha Chi members have dedicated themselves to “making scholarship effective for good.” Alpha Chi is a member in good standing of the Association of College Honor Societies, the only national accrediting body for collegiate honor societies.
    [Show full text]
  • Racial Disparities in Health Status and Access to Healthcare: the Continuation of Inequality in the United States Due to Structural Racism
    Racial Disparities in Health Status and Access to Healthcare: The Continuation of Inequality in the United States Due to Structural Racism By RUQAIIJAH YEARBY* ABSTRACT. During the Jim Crow era of 1877 to 1954, the federal government sponsored and supported the racially separate and unequal distribution of resources, including, but not limited to, education, housing, employment, and healthcare. On May 14, 1954, the Supreme Court ruled in Brown v. Board of Education that separate and unequal education violated the Constitution because separate is inherently unequal. Many believed that this ruling, the Civil Rights Acts of 1957, 1960, 1964, 1968, and the Voting Rights Act of 1965 would put an end to the unequal treatment of African Americans in the United States. However, inequalities still exist today because the ruling and the laws did not change the structures of the United States. Specifically, structural racism prevents African Americans from obtaining equal access to resources such as wealth, employment, income, and healthcare, resulting in racial disparities in health. Because racial disparities between African Americans and Caucasians are the most studied in the United States, this article will focus exclusively on how structural racism continues and causes racial inequalities between African Americans and Caucasians in wealth, employment, income, and healthcare, which lead to racial disparities in access to healthcare and health status. *David L. Brennan Professor of Law and Associate Dean of Institutional Diversity and Inclusiveness, Case Western Reserve University, School of Law, B.A. (Honors Biology), University of Michigan, 1996; J.D., Georgetown University Law Center, 2000; M.P.H., Johns Hopkins School of Public Health, 2000.
    [Show full text]
  • " United States Statutes at Large 1963
    " UNITED STATES STATUTES AT LARGE CONTAINING THE LAWS AND CONCURRENT RESOLUTIONS ENACTED DURING THE FIRST SESSION OF THE EIGHTY-EIGHTH CONGRESS OF THE UNITED STATES OF AMERICA 1963 AND REORGANIZATION PLAN AND PROCLAMATIONS VOLUMfi 77 IN ONE PART UNITED STATES GOVERNMENT PRINTING OFFICE WASHINGTON : 1964 / PUBLISHED BY AUTHORITY OF LAW UNDER THE DIRECTION OF THE ADMINISTRATOR OF GENERAL SERVICES BY THE OFFICE OF THE FEDERAL REGISTER, NATIONAL ARCHIVES AND RECORDS SERVICE For sale by the Superintendent of Documents U.S. Government Printing Office, Washington, D.G., 20402 Price $7.50 (Buckram) CONTENTS Page LIST OF BILLS ENACTED INTO PUBLIC LAW v LIST OF PUBLIC LAWS vii LIST OF BILLS ENACTED INTO PRIVATE LAW xxi LIST OF PRIVATE LAWS xxiii LIST OF CONCURRENT RESOLUTIONS xxix LIST OF PROCLAMATIONS xxxi PUBLIC LAWS 3 REORGANIZATION PLAN NO. 1 OF 1963 869 PRIVATE LAWS 873 CONCURRENT RESOLUTIONS 939 PROCLAMATIONS 955 GUIDE TO LEGISLATIVE HISTORY 1041 LAWS AFFECTED IN VOLUME 77 1051 SUBJECT INDEX 1091 INDIVIDUAL INDEX 114 3 iii LIST OF BILLS ENACTED INTO PUBLIC LAW THE EIGHTY-EIGHTH CONGRESS OF THE UNITED STATES FIRST SESSION, 1963 Law No. Law No. Law No. S. 13 88-148 S. 2054 .... 88-211 H.R. 2827 88-49 S. 18 88-33 3. 2139 .... 88-231 H.R. 2833 88-17 S. 20 88-29 S. 2228 .... 88-232 H.R. 2835 88-176 S.130 88-97 S. 2267 88-189 H.R. 2837 88-190 S. 131 88-98 S. 2275 88-233 H.R. 2842 88-27 S. 138 88-24 S. 2311 88-246 H.R.
    [Show full text]
  • Equal Employment Opportunity and Affirmative Employment
    MS 653 Equal Employment Opportunity and Affirmative Employment Effective Date: January 7, 2013 Responsible Office: Office of Civil Rights and Diversity Supersedes: 09/13/11; 01/19/93; MS 644 08/75, MS 645 08/77 MS 653 08/83 Issuance Memo (09/13/2011) Issuance Memo (01/07/2013) Agency EEO Policy Statement Agency Harassment Policy Statement Attachments Attachment A – 29 CFR Part 1614 Federal Sector Equal Employment Opportunity Attachment B – Peace Corps Discrimination Complaint Processing Procedures Attachment C – Executive Order 13548, 75 Fed. Reg. 45039 (July 30, 2010) Attachment D – Peace Corps' Standard Operating Procedure for Providing Reasonable Accommodation (revised March 2011) Table of Contents 1.0 Purpose 2.0 Authorities 3.0 Scope 4.0 Policy 4.1 Equal Employment Opportunity 4.2 Affirmative Employment Action for People with Disabilities 4.3 Effective Implementation 5.0 Definitions 6.0 Responsibilities 6.1 Office of Civil Rights and Diversity 6.2 Agency Managers 6.3 The Director of the Peace Corps 7.0 Federal Equal Opportunity Employment Program 7.1 Overview 7.2 Affirmative Employment and EEO Program Planning, Implementation, and Evaluation 8.0 Disabled Veterans' Affirmative Employment 8.1 Overview 8.2 Disabled Veterans' Affirmative Employment Plan 9.0 Non-Competitive Hiring Policy for People with Targeted Disabilities 9.1 Overview Peace Corps | MS 653 Equal Employment Opportunity and Affirmative Employment Page 1 9.2 Non-competitive Hiring of People with Targeted Disabilities and Retention of Employees with Disabilities 10.0 Effective Date 1.0 Purpose This Manual Section establishes the Peace Corps’ overall policy of equal opportunity in employment for all people and affirmative employment action for people with disabilities.
    [Show full text]
  • University of Illinois A0022 B0022
    U.S. Department of Education Washington, D.C. 20202-5335 APPLICATION FOR GRANTS UNDER THE National Resource Centers and Foreign Language and Area Studies Fellowships CFDA # 84.015A PR/Award # P015A180022 Gramts.gov Tracking#: GRANT12657925 OMB No. , Expiration Date: Closing Date: Jun 25, 2018 PR/Award # P015A180022 **Table of Contents** Form Page 1. Application for Federal Assistance SF-424 e3 2. Standard Budget Sheet (ED 524) e6 3. Assurances Non-Construction Programs (SF 424B) e8 4. Disclosure Of Lobbying Activities (SF-LLL) e10 5. ED GEPA427 Form e11 Attachment - 1 (1238-GEPA 427_FINAL) e12 6. Grants.gov Lobbying Form e21 7. Dept of Education Supplemental Information for SF-424 e22 8. ED Abstract Narrative Form e23 Attachment - 1 (1237-2018_T6_Abstract_Final_Flat) e24 9. Project Narrative Form e26 Attachment - 1 (1236-REEEC_T6_Narrative_Final_Submission_Flat) e27 10. Other Narrative Form e81 Attachment - 1 (1234-2018_T6_REEEC_CombinedInsertsAppendices) e82 11. Budget Narrative Form e171 Attachment - 1 (1235-2018-22 REEEC NRC_FLAS BUDGET_FINAL_flat) e172 This application was generated using the PDF functionality. The PDF functionality automatically numbers the pages in this application. Some pages/sections of this application may contain 2 sets of page numbers, one set created by the applicant and the other set created by e-Application's PDF functionality. Page numbers created by the e-Application PDF functionality will be preceded by the letter e (for example, e1, e2, e3, etc.). Page e2 OMB Number: 4040-0004 Expiration Date: 12/31/2019 Application for Federal Assistance SF-424 * 1. Type of Submission: * 2. Type of Application: * If Revision, select appropriate letter(s): Preapplication New Application Continuation * Other (Specify): Changed/Corrected Application Revision * 3.
    [Show full text]