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I. The Civil Rights Act of 199. -This act reverses seven U.S. Supreme Court decisions <br />and creates rights to compensatory and punitive damages, as well as a jury trial for <br />victims of intentional discrimination. <br />J. The Family and Medical Leave Act - Requires employers with 50 or more employees <br />to provide up to 12 weeks unpaid leave for specific reasons outlined in - the act. <br />Effective August 1993. <br />K. Uniformed Services Employment and Reemployment Rights Act of 1994 - Prohibits <br />employers frorn discriminating against prospective or current employees in hiring, <br />reemployment, retention in employment, and promotion, or any employment <br />benefit, because of past, current, or future service or application for or men - lbership <br />in a uniformed service. <br />L_ The Vietnam Era Veterans' Readjustment Assistance .Act (VEVRAA) as amended <br />by the Veterans Employment Opportunities Act of 1996 - Stipulates that federal <br />contractors or subcontractors with contracts of $25,000 or more must take <br />affirmative action to hire and prornote qualified special disabled and Vietnam -era <br />veterans, as well as other veterans who served on active duty during a war or earned <br />a campaign or enpedition badge. In addition, employers covered by the VEVRAA must <br />list "all employment openings" with an appropriate local of ice of the ferieral -state <br />employment service system, which will give priority in referrals to veterans. <br />Employers with 50 or more workers and federal contracts of at least $50,000 are <br />required to develop written affirmative action plans to improve the hiring and <br />advancement of veterans. <br />SECTiON IV <br />Assignment of Responsibilities in Support of the Program <br />BOARD OF DIRECTORS <br />THE BOARD OF DIRECTORS WILL: <br />1. Actively and aggressively support the Salisbury -Rowan Community Action Agency, <br />Inc., for Equal Employment Opportunity through encouragement and dissemination <br />of Affirmative Action oriented information to the general public and by requiring and <br />reviewing Affirmative Action Progress Reports, <br />T HE EXECUTIVEDIRECTOR <br />THE SALISBURY -ROWAN COMMUNITY ACT ION AGENCY, INC. EXECUTIVE DIRECTOR. WILL: <br />1. Support the agency's Affirmative Action Plan; <br />EF-13 <br />Attachment number 1 <br />Page 235 <br />