Reviews the need for affirmative action goals in effective equal employment opportunity programs, and discusses the confusion caused by the Reagan Administration's opposition to numerical objectives as established in the Supreme Court's 1979 Weber decision. (SK)

Noting that government agencies can better measure a company's compliance with affirmative action policies if the company uses predictive techniques, two such techniques--the flow model and the optimizing--are described and briefly compared. (SH)

Part Two of the two-part article describes corporate strategies for affirmative action in order to obtain the most qualified individuals available for professional positions among minority and female candidates. (Author/BP)

Lockheed Missiles and Space Company, Sunnyvale, California, developed an extensive and successful composite fabrication operation training program for unskilled employees who were predominantly handicapped, female, or from ethnic minorities. (LH)

Describes a model integration process whereby personnel managers can deal effectively with the accelerated movement of women into nontraditional blue-collar jobs. (SK)

Report of a survey which explored some of the services provided by the State Employment Security Agencies (SESAs) that may be useful to a company's program of equal opportunity employment and provides suggestions on how to use the State employment office with a minimum of difficulty. (TA)

The author presents guidelines for federal contractors in complying with the Rehabilitation Act of 1973, in view of stepped-up government enforcement activities. She describes provisions of the Act, some complaints filed under its affirmative action section, and personnel practices that contractors may use for creative compliance with federal law.…

Reports a survey to determine practices among metalworking firms in Minnesota covering such topics as whether or not the company had a formal or informal job posting system, the actual mechanics of the system, union influence on its design, feedback to unsuccessful job bidders, and current employee acceptance of the system. Recommendations are…

Discusses personnel profession's increased responsibilities which are due to (1) consolidation of the Equal Employment Opportunity Commission, (2) labor law reform, (3) privacy legislation, (4) social security legislation, (5) open retirement, (6) medical plan costs, (7) codetermination, (8) labor scarcity, (9) top management compensation, and…

Some relationships of the Equal Pay Act and the court practice of writing job descriptions and making evaluations are examined with the aim of suggesting ways to eliminate court involvement in the average personnel or industrial engineering department. (TA)

Following a discussion of some of the major problems of affirmative action, including seniority layoff, recommendations are made that may assist in resolving some of the complex issues. (Editor/TA)

Presents the text of a management program on the meaning of equal employment opportunity and affirmative action for personnel directors, citing federal laws requiring compliance, penalties for discrimination, and employment and personnel practices affected by the laws. Notes for expansion of topics for specific organizational compliance are…

The article contains examples of company-sponsored programs to successfully train and hire handicapped persons. Affirmative action and other regulations have necessitated consideration of other alleviating measures (removal of architectural, mechanical, and mental barriers; human engineering; decentralization; modified schedules; and research)…

In order to standardize procedures for corporate affirmative action programs (AAP) in compliance with all of the diverse federal legislation and regulations, the authors present an AAP manual format which has been approved by each interested federal agency and by the Office of Federal Contracts Compliance. (MF)

Provides an in-depth guide to the Vocational Rehabilitation Act of 1973 and the Executive Order requiring affirmative action for handicapped people; discusses concerns such as why companies hire and retrain handicapped people, successful placement and accommodation, supervision, and labor-management cooperation. (Editor/TA)