NCJ Number
83643
Date Published
Unknown
Length
0 pages
Annotation
This session begins with general observations on the nature of equal employment opportunity (EEO) compliance work, continues with a brief clarification of contracts and grants, and concludes with an outline of Subpart E of the LEAA EEO guidelines.
Abstract
The lecturer discusses the motivation for involvement in equal rights work, the validity of personnel standards affecting minorities, and the concept of 'discrimination' as defined by affirmative action and equal opportunity programs. He notes that grants are Federal funds received by local jurisdictions for their own benefit, while contracts are made through bids to provide services or goods. Subpart E of the LEAA guidelines dates from March 9, 1973; the regulations are relatively new, and much remains to be refined in their provisions. They exist to ensure full and equal participation of minorities and women in the criminal justice system. Agencies receiving LEAA of $25,000 of more and having 50 or more employees must develop an EEO plan for women. If their service populations are more than 3 percent black, the plan must also include minorities. These agencies must collect data on their own operations and departments in order to analyze their deficiencies and must construct a feasible affirmative action plan with goals and timetables. They must document all job classifications by race, sex, national origin and auxiliary duties; rates of pay; assignments; disciplinary actions; suspensions, sanctions, and oral reprimands; hiring and recruitment practices; promotions and applications for promotion; and voluntary and involuntary discharges.