New Approaches to Digital Evidence Processing. New Approaches to Digital Evidence Processing and Storage. APPLICANT SUBMITTING AGENCY REQUEST TO CHANGE. Applicant Processing Program P.O. Equal Employment Opportunity Program Instructions. Purpose This Instruction defines the various Equal Employment Opportunity (EEO) and Affirmative Employment Programs of the Office of Justice Programs (OJP). It provides the procedures and guidance for initiating and processing complaints alleging discrimination, those agencies and officials responsible for the timely and judicious handling of EEO complaint matters, and the rights and responsibilities of persons participating in the EEO complaint process. Scope This Instruction applies to all OJP employees and applicants for employment. Cancellation This Instruction cancels OJP I 1. Equal Employment Opportunity Policy, dated December 1. LEAA I 1. 56. 3. 3. B, Procedures for Processing Complaints of Discrimination Based on Race, Sex, Color, Religion, Age, National Origin and the Handicapped, dated July 2. Authority. These policies and procedures are based on OJP's obligations under section 7. Title VII of the Civil Rights Act of 1. U. S. C. 1. 22. 3 (August 1. Overall EEO Policy. The Office of Justice Programs is committed to providing equal employment opportunity for all employees and applicants for employment on the basis of merit without regard to race, color, religion, sex, age, national origin, sexual orientation, or physical or mental disability. State of California DEPARTMENT OF JUSTICE. MADE PAYABLE TO THE CALIFORNIA DOJ. Applicant Processing Program. The objective is to promote the full realization of equal employment opportunity through a continuing affirmative employment program which aims to eliminate discrimination based on factors which are irrelevant to job performance. Within the agency, every effort will be made to ensure that all employment decisions and personnel actions, including recruitment, selection, training, promotion, transfer, and benefits are administered in conformance with Federal statutes and regulations governing equal employment and personnel management. OJP managers and supervisors are charged specifically with ensuring, through enlightened leadership, the continued and positive support of all objectives of the EEO Program. Management at all levels will ensure that questions and complaints of alleged unlawful discrimination or sexual harassment are investigated promptly and thoroughly and resolved without threat or reprisal to the employee or applicant. All OJP employees have a personal responsibility to support equal employment opportunity in the workplace. The agency has a strong commitment to ensure that all employees are able to take full advantage of opportunities to enhance their personal career goals. This commitment for equal employment opportunity applies to and must be an integral part of every aspect of OJP personnel policy. California Department of Justice. Record Access and Security Program. DOJ applicant response to the subject of the record upon request as they. DepARtMeNt of JUStICe. DOJ shall assign the applicant a unique secondhand dealer or pawnbroker. See FAQ's below Why Live Scan? If the requesting agency has not recived the results you may contact the Applicant Processing Program at. If DOJ is aware that a.Policy and Procedures for Handling Sexual Harassment. OJP I 1. 56. 3. 5, OJP Policy and Procedure for Handling Sexual Harassment Complaints/Allegations, dated July 1. The Assistant Attorney General (AAG) is the chief EEO official for OJP. The AAG is responsible for the agency's affirmative action efforts and is ultimately responsible for the EEO complaints system. In addition to other responsibilities as described in 2. CFR . Managers and supervisors are responsible for ensuring the effective development and management of an equal employment opportunity program and for ensuring that discriminatory practices do not exist in their organizations. In addition, managers and supervisors are responsible for cooperating with EEO officials in pre- complaint and complaint matters and are expected to support the participation of their employees in EEO activities. The EEO Officer manages the Discrimination Complaints Processing System, provides guidance to EEO Counselors, monitors the activities of EEO Investigators, and provides leadership and guidance to OJP management in carrying out the policy of affirmative employment and nondiscrimination. EEO Counselors make inquiries into matters alleged to be discriminatory and seek to resolve concerns at the pre- complaint stage e. Special Emphasis Program Managers coordinate agency efforts to promote the recruitment, hiring, training and advancement of minorities, women, and disabled persons. A group of people with a common characteristic (race, sex, age, disability, etc.) which, historically, has been denied equal employment opportunity in violation of pertinent civil rights laws and regulations. This denial may occur at any step in the employment continuum: recruitment, placement, promotion, compensation, training, removal, etc. A basis of EEO discrimination applying to those persons who are 4. Persons under 4. 0 are not protected from discrimination based on age. A basis of EEO discrimination which refers to complexion or skin hue. Any physiological disorder or condition, cosmetic disfigurement, or anatomical loss affecting one or more of the following body systems: neurological, musculoskeletal, special sense organs, cardiovascular, reproductive, digestive, respiratory, genitourinary, hemic and lymphatic, skin and endocrine, or any mental or psychological disorder, such as mental retardation, organic brain syndrome, emotional or mental illness, or learning disability. A person with a physical or mental impairment which substantially limits major life activities such as walking, seeing, hearing, or breathing; has a record of such impairment; and/or is regarded as having such an impairment even when no limitations exist. This excludes individuals currently engaging in illegal use of drugs, as defined by the Controlled Substance Act. Unfair treatment attributable to a person's age, sex (including sexual harassment), physical or mental disability, race, color, religion, national origin, or sexual orientation. The effect of certain employment practices that appear neutral in their treatment of different groups but, in fact, impact more negatively on one group than another and cannot be justified by business necessity. The effect of certain employment practices that treat certain persons less favorably than others because of their race, color, religion, national origin, age, sex, sexual orientation, or physical or mental disability. Race and National Origin Designations. The following employee (and applicant) groups are recorded to trace applicant flow and minority group representation: (1) American Indian/Alaskan Native; (2) Asian/Pacific Islander; (3) Black, not of Hispanic origin; (4) Hispanic; and (5) White, not of Hispanic origin. Reasonable Accommodation. A change in workplace, work schedule, job structure, or equipment that allows qualified disabled employees to perform the essential functions of a position, and which does not impose undue hardship on the employer. The employment of fewer minorities or women in a distinct job classification or series than would appear reasonable in comparison to the representation of the group in an appropriate civilian labor force profile. With respect to the provision of accommodation for persons with disabilities, undue hardship refers to significant difficulty or expense to the employer, determined by. The size of the agency,(2) The type of agency operation, and(3) The nature and cost of the accommodation. Affirmative Employment Programs. The Affirmative Employment Programs cover a wide spectrum of activities involving affirmative action planning for the recruitment, hiring, placement, training, and advancement of historically underrepresented and/or underutilized groups within the work force. These activities focus on enhancing the representation of American Indians/Alaskan Natives, Hispanic- Americans, Asian- Americans/Pacific Islanders, African- Americans, persons with disabilities, females, and Vietnam- era veterans at all levels within the agency. Affirmative Employment Program (AEP) Plan for Minorities and Women. Annual report update prepared pursuant to Section 7. Title VII of the Civil Rights Act of 1. EEOC's Management Directive 7. Program objectives are to target occupations in the agency for affirmative action efforts; to monitor the hiring, advancement, and training of minority and female groups which are underrepresented in the targeted occupations; and to examine any barriers that may hinder recruitment, hiring, placement, and promotion of minorities and women. Federal Equal Opportunity Recruitment Program (FEORP) Plan. Affirmative Employment Program Plan for Hiring, Placement, and Advancement of Disabled Individuals. Prepared annually in accordance with Section 5. Vocational Rehabilitation Act of 1. U. S. C. 1 of 1. 97. Executive Order 1. F. R. 1. 29. 85, August 1. Executive Order 1. F. R. 1. 05. 3, December 3. EEOC's Management Directive 7. Federal agencies must ensure that qualified disabled individuals have equal opportunity to be hired, placed, and advanced in Federal jobs. Affirmative employment must be an integral part of ongoing agency personnel management programs. Agencies should employ persons with disabilities in a broad range of grade levels and occupational series, and agency policies should not unnecessarily exclude or limit persons with disabilities though job structure, design, architectural, transportation, communication, procedural, or attitudinal barriers. Affirmative Action Program Plan for the Recruitment and Hiring of Disabled Veterans. Prepared annually by the agency pursuant to Section 4. Vietnam Era Veterans Readjustment Assistance Act of 1. U. S. C. It sets out the agency's objectives to ensure equal employment opportunity for all disabled veterans, especially those who are 3. Special Emphasis Programs. Focused program initiatives that are usually part of an agency's larger affirmative action efforts designed to promote the employment and development of a specific group. The special emphasis programs consist of six programs defined below, each with a designated program manager. The Asian/Native American Program. Established by the Department of Justice (DOJ) to ensure equal employment opportunity for Asians, Pacific Islanders and Native Americans throughout the DOJ agencies.
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