CUA- Campus Legal Information Clearinghouse Written affirmative action program if fed K $50,000 or more and 50 or more employees. 30 th http//surveys.ope.ed.gov/athletics. age discrimination Act of 1975. http://counsel.cua.edu/Employment/resources/eeotable.cfm
Extractions: Advanced Search Options Compliance Obligation Under Federal Non-Discrimination Statutes Law Record keeping Posting Reporting Policy/ Assurances Notification Designate employee Civil Rights Act of 1964 Title VII: IPEDS Biennially: Fall staff survey Records: 3 years Faculty salary survey IPEDS General personnel records: 1 year C Title VI: C Enrollment Annually EEO Poster* Contains specific language Title VII: IPEDS Title VI: Adoption of anti-harassment policies and complaint procedures Internal guidelines and grievance procedures for employees and students Voluntary affirmative action Policy compliance statement to beneficiaries and participants Title VI Title VII 3 years www.dol.gov/esa/regs/ c ompliance/posters/fmla notification of type of leave Equal Pay Act of 1963 2 years (FLSA) Age Discrimination in Employment Act of 1967 (ADEA) Payroll records:
USDA Forest Service - Caring For The Land And Serving People. color, national origin, sex, religion, age, disability, political To file a complaint of discrimination write usDA modified April 12, 2004 http//www.fs.fed.us. http://www.fs.fed.us/disclaimers.shtml
Extractions: NO FEAR Act ... Weather The appearance of external hyperlinks does not constitute endorsement by the Department of Agriculture of the linked web sites, or the information, products or services contained therein. Unless otherwise specified, the Department does not exercise any editorial control over the information you may find at these locations. All links are provided with the intent of meeting the mission of the Department and the Forest Service web site. Please let us know about existing external links you believe are inappropriate and about specific additional external links you believe ought to be included. With respect to documents available from this server, neither the United States Government nor any of its employees, makes any warranty, express or implied, including the warranties of merchantability and fitness for a particular purpose, or assumes any legal liability or responsibility for the accuracy, completeness, or usefulness of any information, apparatus, product, or process disclosed, or represents that its use would not infringe privately owned rights.
Age Discrimination - Opposition To MSJ fed. v. Green, 411 us 792 (1973). The plaintiff establishes a prima facie case of age discrimination by showing (1) that he belonged to a protected class; (2 http://www.quojure.com/samples/archives/agedisc.htm
Extractions: Return to Quo Jure Archives This archival document has not been updated, and WE DO NOT KNOW IF IT IS STILL GOOD LAW. We do not warrant the accuracy or currency of the information it contains. We hope you will find it useful in evaluating the nature and quality of our work, but we ask that you not make further use of it for any other purpose. To preserve our original customer's confidences we have "sanitized" this document by changing names and factual details, and by deleting all references to the record. UNITED STATES DISTRICT COURT SOUTHWESTERN DISTRICT OF CALIFORNIA JOE SMITH, Plaintiff, v. GROCERIES, LTD., JOHN GREEN, MARY JONES, HARRY BROWN, FRANK SMITH and DOES 1 through 10, inclusive, Defendants. MEMORANDUM OF POINTS AND AUTHORITIES IN OPPOSITION TO DEFENDANTS' MOTION FOR SUMMARY JUDGMENT Plaintiff Joe Smith oppose defendants' motion for summary judgment defendants on the grounds that he has evidence that will raise a triable issue of fact regarding whether defendants' alleged reason for terminating him was a mere pretext. FACTS Plaintiff has worked for defendant Groceries, Ltd., at its store in Anytown, California, for 25 years. After he was promoted in his fourth year of employment, he worked as a journeyman grocery clerk until his termination. In that period, defendant Groceries, Ltd. never disciplined plaintiff and he never took time off for illness. As a result, plaintiff had accumulated a significant number of personal and sick days. When he was dismissed, plaintiff was 40 years old.
Extractions: Abstract. The great ecological diversity of landscapes in the American Southwest results from combinations of the underlying patterns of topographic complexity, climatic variability, and environmental histories. This chapter illustrates some high-resolution and long-term data sets and approaches for reconstructing landscape change in the Southwest, including the paleobotanical record, repeat photography, and fire-scar histories from tree rings. We explore the effectiveness of collecting historical data at multiple locations to build networks that allow analyses to be scaled up from localities to regions and the use of historical data to discriminate between natural and cultural causes of environmental change. Introduction The American Southwest is a region where great ecological diversity is maintained by topographic complexity and extreme variability in climate. Despite the pervasive influence of livestock grazing and other human land uses in the Southwest, natural vegetation predominates over vast tracts of public land. Because natural processes are still very much in play, human impacts in this region are seldom "clearly" evident. In fact, the greatest challenge in assembling and interpreting a land-use history of the Southwest is disentangling cultural from natural causes of environmental change. We have employed a variety of tools, techniques, and data types to address this challenge.
BROWN, DESIREE M. V. DEPARTMENT OF DEFENSE - SF-0752-02-0217-C-1 - Act, 29 usC § 626, the age discrimination in Employment who are contemplating settling discrimination complaints, may Liteky v. United States, 510 us 540, 555 http://www.mspb.gov/decisions/2003/brown_sf020217c1.html
Extractions: Effective January 18, 2002, the agency removed the appellant from her GS-5 Accounting Technician position. Initial Appeal File (IAF), Tab 5, Subtab 4a. The appellant filed this appeal, alleging among other things that the agencys action was the result of age discrimination. IAF, Tab 1. On May 22, 2002, the administrative judge issued an initial decision dismissing the appeal as settled. IAF, Tab 17. In a letter dated May 24, 2002, addressed to the administrative judge, the appellant charged that the agency had breached the agreement. This letter was docketed as a petition for enforcement. Compliance File, Tab 1. On May 28, 2002, the appellant submitted a letter to the administrative judge stating, "I am hereby revoking this settlement agreement on this day, Tuesday, May 28, 2002." IAF, Tab 18. In a letter dated May 29, 2002, addressed to the Clerk of the Board, the appellant requested that the Clerk investigate the agency regarding the settlement agreement, charged that the agency was in breach of the agreement, and stated, "The correspondence revokes the settlement agreement, on the 7
Extractions: The U.S. Environmental Protection Agency ABSTRACT Recent findings indicate that susceptible populations (e.g., certain ethnic groups, sport anglers, the elderly, pregnant women, children, fetuses, and nursing infants) continue to be exposed to PCBs via fish and wildlife consumption. Human health studies discussed in this summary indicate that: 1) repro-ductive function may be disrupted by exposure to PCBs; 2) neurobehavioral and developmental deficits occur in newborns and continue through school-aged children who had in utero exposure to PCBs; 3) other systemic effects (e.g., self-reported liver disease and diabetes, and effects on the thyroid and immune systems) are associated with elevated serum levels of PCBs; and 4) increased cancer risks, e.g., non-Hodgkin's lymphoma, are associated with PCB exposures.
Labor Resources On-Line EEOC expanding its workload in age discrimination cases and a United States (wiretap.spies.comm/us Government Today Job Safety Telnet fed World (telnet fedworld http://www.nathannewman.org/EDIN/.labor/.resource/.res-online.html
Practice Area Resources , discriminationage CA Supremes OK age discrimination in Workplace , discrimination-DISABILITY fed City of Sacramento Asks us Supremes to Erase http://www.sccba.com/lawpractice/lprc/index.cfm?fuseaction=maincat&maincatid=4&p
Inheritance Laws In The United States age discrimination in Circuit Court, D. Louisiana; us v. Cruickshank http//www.guncite.com/court/fed/25fcas707.html October 2002 Acquisitions List by Title http://101investor.com/z/retirement-planning/inheritance-laws-in-the-united-stat
Extractions: findlaw - thousands of legal sites, cases, codes, forms, law reviews, law schools, bar associations, law firms, experts, cle courses, and much more. ... against the laws of the United States , to-wit, larceny ... the constitution and laws of the United States , to-wit, the ... the laws of the United States ;' and that the ...
From The Web Page A Href= A Href= A Href= A Href= Http//www. facts/qanda.html /a /a /a /a The us Equal Employment the same establishment from sexbased wage discrimination; * the age discrimination in Employment http://mail.nfbnet.org/files/disability/FED-EEO.TXT
Extractions: >From the web page http://www.eeoc.gov/facts/qanda.html The U.S. Equal Employment Opportunity Commission Federal Laws Prohibiting Job Discrimination Questions And Answers Federal Equal Employment Opportunity (EEO) Laws I. What Are the Federal Laws Prohibiting Job Discrimination? * Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin; * the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination; * the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; * Title I of the Americans with Disabilities Act of 1990 (ADA), which prohibits employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; * Section 501 of the Rehabilitation Act of 1973, which prohibits discrimination against qualified individuals with disabilities who work in the federal government; and * the Civil Rights Act of 1991, which provides monetary damages in cases of intentional employment discrimination. The Equal Employment Opportunity Commission (EEOC) enforces all of these laws. EEOC also provides oversight and coordination of all federal equal employment opportunity regulations, practices, and policies. Discriminatory Practices II. What Discriminatory Practices Are Prohibited by These Laws? Under Title VII, the ADA, and the ADEA, it is illegal to discriminate in any aspect of employment, including: * hiring and firing; * compensation, assignment, or classification of employees; * transfer, promotion, layoff, or recall; * job advertisements; * recruitment; * testing; * use of company facilities; * training and apprenticeship programs; * fringe benefits; * pay, retirement plans, and disability leave; or * other terms and conditions of employment. Discriminatory practices under these laws also include: * harassment on the basis of race, color, religion, sex, national origin, disability, or age; * retaliation against an individual for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices; * employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, age, religion, or ethnic group, or individuals with disabilities; and * denying employment opportunities to a person because of marriage to, or association with, an individual of a particular race, religion, national origin, or an individual with a disability. Title VII also prohibits discrimination because of participation in schools or places of worship associated with a particular racial, ethnic, or religious group. Employers are required to post notices to all employees advising them of their rights under the laws EEOC enforces and their right to be free from retaliation. Such notices must be accessible, as needed, to persons with visual or other disabilities that affect reading. III. What Other Practices Are Discriminatory Under These Laws? Title VII Title VII prohibits not only intentional discrimination, but also practices that have the effect of discriminating against individuals because of their race, color, national origin, religion, or sex. National Origin Discrimination * It is illegal to discriminate against an individual because of birthplace, ancestry, culture, or linguistic characteristics common to a specific ethnic group. * A rule requiring that employees speak only English on the job may violate Title VII unless an employer shows that the requirement is necessary for conducting the business. If the employer believes such a rule is necessary, employees must be informed when English is required and the consequences for violating the rule. The Immigration Reform and Control Act (IRCA) of 1986 requires employers to assure that employees hired are legally authorized to work in the U.S. However, an employer who requests employment verification only for individuals of a particular national origin, or individuals who appear to be or sound foreign, may violate both Title VII and IRCA; verification must be obtained from all applicants and employees. Employers who impose citizenship requirements or give preferences to U.S. citizens in hiring or employment opportunities also may violate IRCA. Additional information about IRCA may be obtained from the Office of Special Counsel for Immigration-Related Unfair Employment Practices at 1-800-255-7688 (voice), 1-800-237-2515 (TTY for employees/applicants) or 1-800-362-2735 (TTY for employers). Religious Accommodation * An employer is required to reasonably accommodate the religious belief of an employee or prospective employee, unless doing so would impose an undue hardship. Sex Discrimination Title VII's broad prohibitions against sex discrimination specifically cover: * Sexual Harassment - This includes practices ranging from direct requests for sexual favors to workplace conditions that create a hostile environment for persons of either gender. (The "hostile environment" standard also applies to harassment on the bases of race, color, national origin, religion, age, and disability.) * Pregnancy Based Discrimination - Pregnancy, childbirth, and related medical conditions must be treated in the same way as other temporary illnesses or conditions. Additional rights are available to parents and others under the Family and Medical Leave Act (FMLA), which is enforced by the U.S. Department of Labor. For information on the FMLA, or to file an FMLA complaint, individuals should contact the nearest office of the Wage and Hour Division, Employment Standards Administration, U.S. Department of Labor. The Wage and Hour Division is listed in most telephone directories under U.S. Government, Department of Labor. Age Discrimination in Employment Act (ADEA) The ADEA's broad ban against age discrimination also specifically prohibits: * statements or specifications in job notices or advertisements of age preference and limitations. An age limit may only be specified in the rare circumstance where age has been proven to be a bona fide occupational qualification (BFOQ); * discrimination on the basis of age by apprenticeship programs, including joint labor-management apprenticeship programs; and * denial of benefits to older employees. An employer may reduce benefits based on age only if the cost of providing the reduced benefits to older workers is the same as the cost of providing benefits to younger workers. Equal Pay Act (EPA) The EPA prohibits discrimination on the basis of sex in the payment of wages or benefits, where men and women perform work of similar skill, effort, and responsibility for the same employer under similar working conditions. Note that: * Employers may not reduce wages of either sex to equalize pay between men and women. * A violation of the EPA may occur where a different wage was/is paid to a person who worked in the same job before or after an employee of the opposite sex. * A violation may also occur where a labor union causes the employer to violate the law. Title I of the Americans with Disabilities Act (ADA) The ADA prohibits discrimination on the basis of disability in all employment practices. It is necessary to understand several important ADA definitions to know who is protected by the law and what constitutes illegal discrimination: Individual with a Disability An individual with a disability under the ADA is a person who has a physical or mental impairment that substantially limits one or more major life activities, has a record of such an impairment, or is regarded as having such an impairment. Major life activities are activities that an average person can perform with little or no difficulty such as walking, breathing, seeing, hearing, speaking, learning, and working. Qualified Individual with a Disability A qualified employee or applicant with a disability is someone who satisfies skill, experience, education, and other job-related requirements of the position held or desired, and who, with or without reasonable accommodation, can perform the essential functions of that position. Reasonable Accommodation Reasonable accommodation may include, but is not limited to, making existing facilities used by employees readily accessible to and usable by persons with disabilities; job restructuring; modification of work schedules; providing additional unpaid leave; reassignment to a vacant position; acquiring or modifying equipment or devices; adjusting or modifying examinations, training materials, or policies; and providing qualified readers or interpreters. Reasonable accommodation may be necessary to apply for a job, to perform job functions, or to enjoy the benefits and privileges of employment that are enjoyed by people without disabilities. An employer is not required to lower production standards to make an accommodation. An employer generally is not obligated to provide personal use items such as eyeglasses or hearing aids. Undue Hardship An employer is required to make a reasonable accommodation to a qualified individual with a disability unless doing so would impose an undue hardship on the operation of the employer's business. Undue hardship means an action that requires significant difficulty or expense when considered in relation to factors such as a business' size, financial resources, and the nature and structure of its operation. Prohibited Inquiries and Examinations Before making an offer of employment, an employer may not ask job applicants about the existence, nature, or severity of a disability. Applicants may be asked about their ability to perform job functions. A job offer may be conditioned on the results of a medical examination, but only if the examination is required for all entering employees in the same job category. Medical examinations of employees must be job-related and consistent with business necessity. Drug and Alcohol Use Employees and applicants currently engaging in the illegal use of drugs are not protected by the ADA, when an employer acts on the basis of such use. Tests for illegal use of drugs are not considered medical examinations and, therefore, are not subject to the ADA's restrictions on medical examinations. Employers may hold individuals who are illegally using drugs and individuals with alcoholism to the same standards of performance as other employees. The Civil Rights Act of 1991 The Civil Rights Act of 1991 made major changes in the federal laws against employment discrimination enforced by EEOC. Enacted in part to reverse several Supreme Court decisions that limited the rights of persons protected by these laws, the Act also provides additional protections. The Act authorizes compensatory and punitive damages in cases of intentional discrimination, and provides for obtaining attorneys' fees and the possibility of jury trials. It also directs the EEOC to expand its technical assistance and outreach activities. Employers And Other Entities Covered By EEO Laws IV. Which Employers and Other Entities Are Covered by These Laws? Title VII and the ADA cover all private employers, state and local governments, and education institutions that employ 15 or more individuals. These laws also cover private and public employment agencies, labor organizations, and joint labor management committees controlling apprenticeship and training. The ADEA covers all private employers with 20 or more employees, state and local governments (including school districts), employment agencies and labor organizations. The EPA covers all employees who are covered by the Federal Wage and Hour Law (the Fair Labor Standards Act). Virtually all employers are subject to the provisions of this Act. Title VII, the ADEA, and the EPA also cover the federal government. In addition, the federal government is covered by Section 501 of the Rehabilitation Act of 1973, as amended, which incorporates the requirements of the ADA. However, different procedures are used for processing complaints of federal discrimination. For more information on how to file a complaint of federal discrimination, contact the EEO office of the federal agency where the alleged discrimination occurred. The EEOC'S Charge Processing Procedures V. Who Can File a Charge of Discrimination? * Any individual who believes that his or her employment rights have been violated may file a charge of discrimination with the EEOC. * In addition, an individual, organization, or agency may file a charge on behalf of another person in order to protect the aggrieved person's identity. VI. How Is a Charge of Discrimination Filed? * A charge may be filed by mail or in person at the nearest EEOC office. Individuals may consult their local telephone directory (U.S. Government listing) or call 1-800-669-4000 (voice) or 1-800-669-6820 (TTY) to contact the nearest EEOC office for more information on specific procedures for filing a charge. * Individuals who need an accommodation in order to file a charge (e.g., sign language interpreter, print materials in an accessible format) should inform the EEOC field office so appropriate arrangements can be made. VII. What Information Must Be Provided to File a Charge? * The complaining party's name, address, and telephone number; * The name, address, and telephone number of the respondent employer, employment agency, or union that is alleged to have discriminated, and number of employees (or union members), if known; * A short description of the alleged violation (the event that caused the complaining party to believe that his or her rights were violated); and * The date(s) of the alleged violation(s). VIII. What Are the Time Limits for Filing a Charge of Discrimination? All laws enforced by EEOC, except the Equal Pay Act, require filing a charge with EEOC before a private lawsuit may be filed in court. There are strict time limits within which charges must be filed: * A charge must be filed with EEOC within 180 days from the date of the alleged violation, in order to protect the charging party's rights. * This 180-day filing deadline is extended to 300 days if the charge also is covered by a state or local anti-discrimination law. For ADEA charges, only state laws extend the filing limit to 300 days. * These time limits do not apply to claims under the Equal Pay Act, because under that Act persons do not have to first file a charge with EEOC in order to have the right to go to court. However, since many EPA claims also raise Title VII sex discrimination issues, it may be advisable to file charges under both laws within the time limits indicated. * To protect legal rights, it is always best to contact EEOC promptly when discrimination is suspected. IX. What Agency Handles a Charge That Is Also Covered by State or Local Law? Many states and localities have anti-discrimination laws and agencies responsible for enforcing those laws. The EEOC refers to these agencies as "Fair Employment Practices Agencies (FEPAs)." Through the use of "work sharing agreements," the EEOC and the FEPAs avoid duplication of effort while at the same time ensuring that a charging party's rights are protected under both federal and state law. * If a charge is filed with a FEPA and is also covered by federal law, the FEPA "dual files" the charge with EEOC to protect federal rights. The charge usually will be retained by the FEPA for handling. * If a charge is filed with the EEOC and also is covered by state or local law, the EEOC "dual files" the charge with the state or local FEPA, but ordinarily retains the charge for handling. X. What Happens After a Charge Is Filed With the EEOC? The employer is notified that the charge has been filed. From this point there are a number of ways a charge may be handled: * A charge may be assigned for priority investigation if the initial facts appear to support a violation of law. When the evidence is less strong, the charge may be assigned for follow up investigation to determine whether it is likely that a violation has occurred. * EEOC can seek to settle a charge at any stage of the investigation if the charging party and the employer express an interest in doing so. If settlement efforts are not successful, the investigation continues. * In investigating a charge, EEOC may make written requests for information, interview people, review documents, and, as needed, visit the facility where the alleged discrimination occurred. When the investigation is complete, EEOC will discuss the evidence with the charging party or employer, as appropriate. * The charge may be selected for EEOC's mediation program if both the charging party and the employer express an interest in this option. Mediation is offered as an alternative to a lengthy investigation. Participation in the mediation program is confidential, voluntary, and requires consent from both charging party and employer. If mediation is unsuccessful, the charge is returned for investigation. * A charge may be dismissed at any point if, in the agency's best judgment, further investigation will not establish a violation of the law. A charge may be dismissed at the time it is filed, if an initial in-depth interview does not produce evidence to support the claim. When a charge is dismissed, a notice is issued in accordance with the law which gives the charging party 90 days in which to file a lawsuit on his or her own behalf. XI. How Does EEOC Resolve Discrimination Charges? * If the evidence obtained in an investigation does not establish that discrimination occurred, this will be explained to the charging party. A required notice is then issued, closing the case and giving the charging party 90 days in which to file a lawsuit on his or her own behalf. * If the evidence establishes that discrimination has occurred, the employer and the charging party will be informed of this in a letter of determination that explains the finding. EEOC will then attempt conciliation with the employer to develop a remedy for the discrimination. * If the case is successfully conciliated, or if a case has earlier been successfully mediated or settled, neither EEOC nor the charging party may go to court unless the conciliation, mediation, or settlement agreement is not honored. * If EEOC is unable to successfully conciliate the case, the agency will decide whether to bring suit in federal court. If EEOC decides not to sue, it will issue a notice closing the case and giving the charging party 90 days in which to file a lawsuit on his or her own behalf. In Title VII and ADA cases against state or local governments, the Department of Justice takes these actions. XII. When Can an Individual File an Employment Discrimination Lawsuit in Court? A charging party may file a lawsuit within 90 days after receiving a notice of a "right to sue" from EEOC, as stated above. Under Title VII and the ADA, a charging party also can request a notice of "right to sue" from EEOC 180 days after the charge was first filed with the Commission, and may then bring suit within 90 days after receiving this notice. Under the ADEA, a suit may be filed at any time 60 days after filing a charge with EEOC, but not later than 90 days after EEOC gives notice that it has completed action on the charge. Under the EPA, a lawsuit must be filed within two years (three years for willful violations) of the discriminatory act, which in most cases is payment of a discriminatory lower wage. XIII. What Remedies Are Available When Discrimination Is Found? The "relief" or remedies available for employment discrimination, whether caused by intentional acts or by practices that have a discriminatory effect, may include: * back pay, * hiring, * promotion, * reinstatement, * front pay, * reasonable accommodation, or * other actions that will make an individual "whole" (in the condition s/he would have been but for the discrimination). Remedies also may include payment of: * attorneys' fees, * expert witness fees, and * court costs. Under most EEOC-enforced laws, compensatory and punitive damages also may be available where intentional discrimination is found. Damages may be available to compensate for actual monetary losses, for future monetary losses, and for mental anguish and inconvenience. Punitive damages also may be available if an employer acted with malice or reckless indifference. Punitive damages are not available against state or local governments. In cases concerning reasonable accommodation under the ADA, compensatory or punitive damages may not be awarded to the charging party if an employer can demonstrate that "good faith" efforts were made to provide reasonable accommodation. An employer may be required to post notices to all employees addressing the violations of a specific charge and advising them of their rights under the laws EEOC enforces and their right to be free from retaliation. Such notices must be accessible, as needed, to persons with visual or other disabilities that affect reading. The employer also may be required to take corrective or preventive actions to cure the source of the identified discrimination and minimize the chance of its recurrence, as well as discontinue the specific discriminatory practices involved in the case. The Commission XIV. What Is the EEOC and How Does It Operate? EEOC is an independent federal agency originally created by Congress in 1964 to enforce Title VII of the Civil Rights Act of 1964. The Commission is composed of five Commissioners and a General Counsel appointed by the President and confirmed by the Senate. Commissioners are appointed for five-year staggered terms; the General Counsel's term is four years. The President designates a Chairman and a Vice-Chairman. The Chairman is the chief executive officer of the Commission. The Commission has authority to establish equal employment policy and to approve litigation. The General Counsel is responsible for conducting litigation. EEOC carries out its enforcement, education and technical assistance activities through 50 field offices serving every part of the nation. The nearest EEOC field office may be contacted by calling: 1-800-669-4000 (voice) or 1-800-669-6820 (TTY). Information And Assistance Available From EEOC XV. What Information and Other Assistance Is Available from EEOC? EEOC provides a range of informational materials and assistance to individuals and entities with rights and responsibilities under EEOC-enforced laws. Most materials and assistance are provided to the public at no cost. Additional specialized training and technical assistance are provided on a fee basis under the auspices of the EEOC Education, Technical Assistance, and Training Revolving Fund Act of 1992. For information on educational and other assistance available, contact the nearest EEOC office by calling: 1-800-669-4000 (voice) or 1-800-669-6820 (TTY). Publications available at no cost include posters advising employees of their EEO rights, and pamphlets, manuals, fact sheets, and enforcement guidance on laws enforced by the Commission. For a list of EEOC publications, or to order publications, write, call, or fax: U.S. Equal Employment Opportunity Commission Publications Distribution Center P.O. Box 12549 Cincinnati, Ohio 45212-0549 1-800-669-3362 (voice) 1-800-800-3302 (TTY) 513-489-8692 (fax) Telephone operators are available to take orders (in English or Spanish) from 8:30 a.m. to 5:00 p.m. (EST), Monday through Friday. Orders generally are mailed within 48 hours after receipt. Information about the EEOC and the laws it enforces also can be found at the following internet address: http://www.eeoc.gov. This pamphlet is available in braille, large print, audiotape, and electronic file on computer disk. Other EEOC publications are available in accessible formats on request. Requests to obtain accessible formats should be directed to the Publications Distribution Center. This page was last modified on December 10, 1998. End of Document
Frequently Asked Questions About Cash Balance Pension Plans www.dol.gov/ebsa. to be satisfied with respect to benefit accruals, including prohibition against age discrimination. by the EEOC, IRS and the us Department of http://www.labor.gov/ebsa/FAQs/faq_consumer_cashbalanceplans.html
Extractions: Security Administration www.dol.gov/ebsa Search: Search / A-Z Index Find It!: By Topic By Audience By Top 20 Requested Items By Form ... By Location June 6, 2004 DOL EBSA Frequently Asked Questions Frequently Asked Questions about Cash Balance Pension Plans What is a cash balance plan? There are two general types of pension plans-Defined Benefit Plans and Defined Contribution Plans. In general, defined benefit plans provide a specific benefit at retirement for each eligible employee, while defined contribution plans specify the amount of contributions to be made by the employer toward an employees retirement account. In a defined contribution plan, the actual amount of retirement benefits provided to an employee depends on the amount of the contributions as well as the gains or losses of the account. A cash balance plan is a defined benefit plan that defines the benefit in terms that are more characteristic of a defined contribution plan. In other words, a cash balance plan defines the promised benefit in terms of a stated account balance. How do cash balance plans work?
ASFAR Mailing List: Re: Discrim On Teens And Bars/clubs of shit (sorry bout the language but i m just about fed up with If society saw us as a what can i do to get involved in an age discrimination class action http://list.asfar.org/1999/01/0256.html
ASFAR Mailing List: Re: Discrim On Teens And Bars/clubs of shit (sorry bout the language but i m just about fed up with If society saw us as a what can i do to get involved in an age discrimination class action http://list.asfar.org/1999/01/0258.html
Extractions: News EEOC: Does New EEOC Chairwoman Want Revenge? Adversity.Net (local page, this site). The new chair of EEOC, Ida L. Castro, remembers all too well the anti-minority and anti-woman biases she encountered during her early years. But Ms. Castro may have a HUGE blind spot when it comes to racial discrimination against whites. Will her childhood traumas bias her against whites? The EEOC's first Hispanic leader is ready to kick butt look out, non-minorities! (Adversity.Net Special Report.)
Summer Seminars And Institutes: College And University Teachers Equal Opportunity NEH programs do not discriminate on the race, color, national origin, sex, disability, or age. usna.edu (Institute Location us Naval Academy http://www.neh.gov/projects/si-university.html
Extractions: Please send or e-mail a request for application information and expanded project descriptions to the seminar and institute directors listed here. When doing so, please include your regular mailing address since directors may send application material through the mail. You may request information about as many projects as you like, but you may apply to no more than two projects. The application deadline is March 1, 2004 (postmark).
Extractions: Today, the Treasury Department and the IRS announced that they will withdraw recently proposed regulations that created an obstacle to the provision of transition relief for conversions to cash balance pension plans. The proposed regulations cover the provision of disproportionate benefits to highly compensated employees. A tax-qualified pension plan, including a cash balance plan, may not provide disproportionate benefits to highly compensated employees. The proposed nondiscrimination regulations would have applied that rule to different types of cash balance plans. Comments have raised serious concerns as to the effect of the proposed nondiscrimination regulations on cash balance plan conversions. In many conversions, employers provide transition relief to certain workers - for example, by providing workers a choice whether to accrue future benefits under the traditional plan or the cash balance plan, providing workers the greater of the benefit under the traditional plan or the cash balance plan, grandfathering current workers under the traditional plan, or giving transition credits to certain workers. Employers provide this transition relief to protect the interests of their workers.
Extractions: Return to Quo Jure Archives This archival document has not been updated, and WE DO NOT KNOW IF IT IS STILL GOOD LAW. We do not warrant the accuracy or currency of the information it contains. We hope you will find it useful in evaluating the nature and quality of our work, but we ask that you not make further use of it for any other purpose. To preserve our original customer's confidences we have "sanitized" this document by changing names and factual details, and by deleting all references to the record. SUPERIOR COURT OF THE STATE OF CALIFORNIA COUNTY OF GEORGE NGU, Plaintiff, vs. MEGAKOMERZ CORPORATION, a California corporation, ALAN BROWN, and DOES 1 - 10, Defendants. CASE No. OPPOSITION TO DEFENDANTS' MOTION FOR SUMMARY ADJUDICATION Date: Time: Dept. INTRODUCTION Plaintiff George Ngu opposes the motion for summary judgment filed by defendants Megakomerz Corporations ("Mega") and Alan Brown in this action. Defendants' course of conduct has caused discrimination against plaintiff based on his age, religion and ancestry. Plaintiff can make a prima facie case that he has been discriminated against on the basis of his religion, and he can show that defendants' purportedly neutral reasons for their adverse actions against him are pretextual. FACTS Plaintiff began to work for Mega in June 2000 as a National Account Manager for Mega Northern Division. Plaintiff was assigned as National Account Manager for Middle America Insurance ("MAI"), and by attracting that company's telecommunications business succeeded where three predecessors had failed.
