Connecticut Sample Affirmative Action Notice to Applicants and Employees
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How to fill out Sample Affirmative Action Notice To Applicants And Employees?
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FAQ
Connecticut has two laws with affirmative action requirements for public colleges and universities. One requires the Board of Governors of Higher Education to create an Office of Educational Opportunity in the Department of Higher Education with the purpose of increasing diversity in enrollment and staffing.
The University is committed to ensuring that all services and programs are provided in a fair and impartial manner and thus has established affirmative action and equal employment opportunity as immediate and necessary agency objectives.
An affirmative action plan or program under this section shall contain three elements: a reasonable self analysis; a reasonable basis for concluding action is appropriate; and reasonable action. (a) Reasonable self analysis.
While all employers should be mindful of EEOC (Equal Employment Opportunity Commission) laws, the only companies that are required to have a written, up-to-date AAP in place are federal contractors or subcontractors who have fifty or more employees AND: A contract of $50,000 or more.
Affirmative action requirements are intended to ensure that applicants and employees of federal contractors have equal opportunity for recruitment, selection, advancement, and every other term and privilege associated with employment, without regard to their race, color, religion, sex, sexual orientation, gender
Affirmative Action is a program of positive action, undertaken with conviction and effort to overcome the present effects of past practices, policies, or barriers to equal employment opportunity and to achieve the full and fair participation of women, minorities and individuals with disabilities found to be
Nine states in the United States have banned race-based affirmative action: California (1996), Washington (1998), Florida (1999), Michigan (2006), Nebraska (2008), Arizona (2010), New Hampshire (2012), Oklahoma (2012), and Idaho (2020).
For federal contractors and subcontractors, affirmative action must be taken by covered employers to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans. Affirmative actions include training programs, outreach efforts, and other positive steps.
Affirmative Action regulation forbids employers to discriminate against individuals because of their race, color, religion, sex, or national origin in decisions regarding hiring, firing, compensation or other forms of employment.
It is the policy of Company Name to provide equal employment opportunities without regard to race, color, religion, sex, national origin, age, disability, marital status, veteran status, sexual orientation, genetic information or any other protected characteristic under applicable law.
