EEO Guide for Employers

Equal Opportunity Employment
EQUAL OPPORTUNITY EMPLOYMENT
Definition:
Equal Employment Opportunity guaranties employees a fair treatment. This means that employers cannot discriminate against employees on the basis
of age, race, sex, creed, religion, color, or national origin. Equal Opportunity applies to employment practices such as hiring, upgrading, demotion,
transfer, recruitment, advertising, layoff, termination, rates of pay or other forms of compensation, selection for training, job assignments,
accessibility, working conditions and special duty details.The term Equal Employment Opportunity was created by President Lyndon B. Johnson when
he signed Executive Order 11246. This Order prohibits federal contractors and federally assisted construction ... Show more content on Helpwriting.net
...
The Age Discrimination in Employment Act of 1967 (ADEA) was created to protect individuals who are 40 years of age or older from employment
discrimination based on age. It applies to employees and job applicants. Under the ADEA, it is unlawful to discriminate against a person because of his
/her age with respect to any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job
assignments, and training. It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on age or for
filing an age discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under the ADEA. The ADEA
applies to employers with 20 or more employees, including state and local governments. It also applies to employment agencies and labor organizations,
as well as to the federal government. ADEA protections include: Apprenticeship Programs, Job Notices and Advertisements, Pre
–Employment Inquiries
and Benefits.
Race Discrimination Race discrimination is the prejudicial treatment of employees based on their race. According to Title VII of the Civil Rights Act
of 1964, equal employment opportunity cannot be denied to any person because of his/her racial group or perceived racial group, his/her race–linked
characteristics or because of his/her marriage to or association with someone of a particular race or color.
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Equal Employment Opportunity Commission and Electronic...
|[pic] |HRM/546 Syllabus | | |School of Business | | |Human Resource Law | Copyright © 2009, 2007 by University of Phoenix. All rights reserved.
Course Description This course prepares human resource managers to comply with human resource laws and regulations across all jurisdictions.
Students learn how to manage human resource functions within a regulatory... Show more content on Helpwriting.net ...
| | | | |How might managers in an organization use knowledge of employment–at–will and its exceptions | | | | |to protect the interests of the organization?
| | | |Week Two: Application of Laws That Affect the Employment Relationship | |

Equal Employment Opportunity And Discrimination Legislation
Equal employment opportunities (EEO) revenues abolishing barriers to guarantee that all employees are well thought–out for the employment of their
optimal and have the fortuitous to perform to their maximum potential. It also makes certain that workplaces are at liberty from all forms of unlawful
discrimination and harassment, and providing programs to assist members of EEO, groups to incredulous past or current disadvantage. Equal
employment opportunity covers discrimination, privacy and related topics such as harassment, bullying and victimisation. Equal employment
opportunity and discrimination legislation, which has been premeditated to make sure all applicants are treated fairly. Common intelligence will
usually succeed, but take caution

Equal Opportunity Employment Policy
To glorify God by providing quality work, upholding integrity, and expressing our love and appreciation for people that shows through everything we do
Our Company Beliefs Our company strives to treat each employee like family. We strive to never lie or cheat any employee or our customers. Honesty
and integrity must not be undermined. Fair connections and trust are crucial for our business goals and achievement. We are completely dedicated to
the wellbeing and security of our workforce and on the assurance of our neighbors, nature and our advantages. We exist to help our outside clients
accomplish their business targets. To succeed, we should comprehend our clients' organizations and reliably convey what they esteem most. Individuals
are our ... Show more content on Helpwriting.net ...
Sexual harassment is characterized as unwelcome lewd gestures, demands for sexual favors or other verbal, visual or physical behavior of a sexual
nature, Cases of inappropriate behavior include: unwelcome or spontaneous lewd gestures; showing sexually suggestive material; unwelcome sexual
teases, progresses or recommendations; suggestive remarks; verbal misuse of a sexual nature; sexually situated jokes; rough or foul dialect or
motions; realistic or verbal critiques around an individual's body; showcase or conveyance of foul materials; physical contact, for example, tapping,
squeezing or brushing against somebody's body; or physical ambush of a sexual nature.
Open Door Policy
This organization has an open door policy and welcomes employee interaction. This organization takes representative concerns and issues sincerely.
This organization values its employees and endeavors to give a positive work experience. Representatives are urged to bring any working environment
concerns or issues they may have or think to their manager or owner or individual from our administration.
Code of

Equal Employment Opportunity And Hrm
Introduction As a means to better understand equal employment opportunity and HRM, one can examine the reasonable accommodations employers
must make in regards to religion and disability. In regards to such, some of the accommodations can be described, the agency responsible for such
enforcement can be examined, and two specific private sector workplace examples of religious and disability accommodation can be noted. Through
the examination of these concepts one can gain a better understanding of equal employment opportunity and HRM. Accommodation Expectations
When taking into consideration the employment of those with disabilities or that are religious, one ought to understand that there are several
provisions established by the federal government that stipulates the accommodations necessary to meet their specific needs. In regards to those with
disabilities there are several accommodations that employers must meet to remain within compliance of the law. According to the EEOC, "These
include: making existing facilities accessible; job restructuring; part–time or modified work schedules; acquiring or modifying equipment; changing
tests, training materials, or policies; providing qualified readers or interpreters; and reassignment to a vacant position" (para. 2). Through incorporating
these concepts into company policy, an organization will fail to fall out of compliance. In terms of religious accommodation, an employer is obliged to
take into consideration the accommodation

Equal Employment Opportunity At The Institute
SECTION II –Diversity–
Equal Employment Opportunity
The Institute provides equal employment opportunities (EEO) in all our employment practices to all employees and applicants for employment
without regard to race, color, religion, national origin, gender, age, sexual orientation, gender identity, disability, genetic information, marital status,
military status, or any other category protected by federal, state, or local laws. This includes prohibiting unlawful discrimination against those
associated with or perceived to belong to a protected class, whether or not an employee actually falls into such class. The Institute 's EEO practices are
upheld in every location that it operates and in all aspects of the employment relationship, ... Show more content on Helpwriting.net ...
The Institute will take reasonable measures to accommodate such employees ' needs.
Americans with Disabilities Act Policy Statement
The Institute is committed to complying with all applicable provisions of the Americans With Disabilities Act ("ADA"). It is the Institute 's policy not
to discriminate against any qualified employee or applicant with regard to any terms or conditions of employment because of such individual 's
disability or perceived disability so long as the employee can perform the essential functions of the job. Consistent with this policy of nondiscrimination,
the Institute will provide reasonable accommodations to a qualified individual with a disability, as defined by the ADA, who has made the Institute
aware of his or her disability, provided that such accommodation does not constitute an undue hardship on the Institute.
Employees with a disability who believe they need a reasonable accommodation to perform the essential functions of their job should contact the
Human Resources Department. The Institute encourages individuals with disabilities to come forward and request reasonable accommodation.
Procedure for Requesting an Accommodation
On receipt of an accommodation request, a member of the Human Resources Department and your supervisor will meet with you to discuss and
identify the precise limitations resulting from the disability and the potential accommodation that The

Equal Employment Opportunity Diversity
Equal Employment Opportunity, Affirmative Action, and Workforce Diversity:
Cases, Laws, Philosophies, Values and their Future
John Nelson
Arkansas State UniversityВ¬
Abstract
Equal Employment Opportunity (EEO), Affirmative Action and Diversity are key concepts of public human resources management in theUnited States.
Human Resource Managers must pay careful attention to these concepts and their values in order to keep their work place compliant, positive and free
of controversy. One has to understand the values, history and laws that have shaped each of these concepts. This essay will attempt to briefly outline
each concept, divulge briefly into their formation and project their evolution in the future based on the author ... Show more content on Helpwriting.net
...
If this level of customer service is adopted by policy in a public agency, it will soon become evident in the management style and eventually will
trickle down into the hiring. If a public agency can adopt a high–level customer service policy, that constantly seeks feedback from its customers, the
tax–payer. If this feedback, then become a factor for evaluation and appraisals, the management and hiring will become conscious of efficiency and try
to mimic the diversity of the population in their hiring. This aggressive diversity management system coupled with EEO could be great option for
public agencies to be diverse and eliminate Affirmative Action. While the author understands that there are other complex issues and arguments
surrounding this topic, the concept of the tax–payer forcing the public agency to diversity, just as a the customers force a business to diversity is an
appealing process to the

Equal Employment Opportunity Commission (EEOC): Case Study
Equal Employment Opportunity Commission
The equal employment opportunity commission (EEOC) demands that each and every person in the US is treated equally for a job opportunity despite
their religious affiliation. There are various expectations in employment as far as religion and persons with disability are concerned. The baseline is to
make sure that people are not judged by their disability or religion when it comes to employment. The employment guidelines require that someone is
judged by their ability to perform a given task. As such, the EEOC provides the guidelines to all employees, and they expect the guidelines to be
followed by all employers (Reminger.com, 2015). The paper looks at the Reasonable accommodation expectations concerning ... Show more content on
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Instead, an alternative schedule can be made for them. At some other times, this problem may be fixed through voluntary shift switches between the
employees. At some other times, the religious belief can conflict with a religious practice or a religious belief and the safety requirements or the
regulations for that matter. Sometimes, there tends to be no accommodation that takes care of such scenarios. In a situation where no compromise
addresses the conflict between the religion and the safety requirement, the law regards to such as unreasonable since it causes some hardship for the
employee. Many issues and scenarios raise eyebrows about the discrimination against some employees. However, employers should do all they can to
ensure that they stick to the EEOC guidelines or risk court cases. The EEOC enforces all the requirements in collaboration with the courts of law which
settles any dispute that arises (Reminger.com,

Equal Employment Opportunity Policy.. Old Policy. The Company
Equal Employment Opportunity Policy Old Policy
The Company offers equal employment opportunity to all associates and potential associates. It is our policy in all employment matters to ensure that
associates and potential associates are evaluated based on qualifications and ability, without regard to gender, age, race, color, religion, national origin,
sexual orientation, physical attractiveness, body type, marital status, military status, veteran status, citizenship, ancestry, genetic information,
pregnancy, disability, or any other category protected by applicable law. We do not and will not tolerate unlawful discrimination about recruitment,
selection, and any other aspects of employment.
Changes
The old policy is being modified with ... Show more content on Helpwriting.net ...
store is 18. Each possible employee must provide proof of age (copy of driver's license, birth certificate, etc.) as well as social security number before
being hired. Once documented, the proof will be filed and stored in Manager 's office for further review upon the applicant. Additional state specific
requirements can be found in the associate handbook.
Changes
Standard employment in past was restricted to 18, However, we're looking to introduce an employment of minors' policy in replacement of the old
age requirement policy. It is understood that many people a couple years under the age of 18 are more than able to perform the tasks required of an
associate here at Stilavery Co. Therefore, we would like to expand the opportunity to them as well.
New Policy – Employment of Minors (under 18 years old)
Minors, at the age of 17, are eligible for employment at any Stilavery Co. stores. Each possible employee must provide proof of age (copy of driver's
license, birth certificate, etc.), as well as a social security number, before being hired. Managers are required to file a copy of the minor applicant's
proof of age documentation in the Minor Documentation folder and store that in the manager 's office for further review upon the applicant. Additional
state specific requirements can be found in the associate handbook.
Job Description
Old Policy

General store associates, that perform their tasks on the sales floor are classified as our store models. Normal day

Equal Employment Opportunities In America
A Major breakthrough in the history of equal employment opportunities in America specifically was in 1941 when President Franklin D. Roosevelt
signed an executive order prohibiting government from employment discrimination based on race, color, and national origin. This was a huge
stepping stone for Equal employment opportunities in America. But even still there was racism and discrimination all over. It was in 1955 when Rosa
parks was asked to move from her seat. And after she refused and they had the police come arrest here this stirred up a huge movement in the African
American culture. A couple great people like Malcom X and Martin Luther King Jr. got behind the Movement. It was only in 1963 When Martin Luther
King Jr. started a peaceful

The Equal Employment Opportunity Commission
The Equal Employment Opportunity Commission (EEOC) is the federal agency charged with the enforcement of Title VII of the Civil Rights Act of
1964,1 the Americans with Disabilities Act,2 and the Age Discrimination in Employment Act.3 Five commissioners appointed by the President and
confirmed by the Senate govern the EEOC. Each commissioner serves a five–year term, and no more than three commissioners can be from the same
political party.4 The President also appoints a General Counsel of the Commission with the advice and consent of the Senate. The General Counsel
serves a term of four years and is charged with conducting litigation brought by the EEOC.5 The EEOC also is charged with promulgating regulations
to carry out the provisions of Title VII.6 The EEOC regulations are published in Title 29 of the Code of Federal Regulations. Additionally, the EEOC
issues guidelines to assist in interpreting Title VII. The U.S. Supreme Court has noted that " 'EEOC Guidelines are not administrative regulations'
promulgated pursuant to formal procedures established by Congress. But ..., they do constitute the '[t]he administrative interpretation of the Act by the
enforcing agency,' and consequently they are 'entitled to great deference'" by the courts.7 3:8. Equal Employment Opportunity Act of 1972 The Equal
Employment Act of 1972 extended Title VII of the Civil Rights Act of 19641 to include coverage of employees of the federal government.2 This
coverage extends to, among other

Equal Employment Opportunity Law & Small Business
Equal Employment Opportunity Law & Small Business
The Equal Employment Opportunity Commission (EEOC) is a "five–member body appointed by the President to establish equal employment
opportunity policy under the laws it administers" (p. 827, Twomey & Jennings, 2014). The EEOC is "responsible for enforcing federal laws that
make it illegal to discriminate against a job applicant or an employee because of the person 's race, color, religion, sex (including pregnancy),
national origin, age (40 or older), disability or genetic information" (Overview, EEOC, 2014). These federal laws include Title VII of the Civil Rights
Act of 1964, as amended in 1972, 1978, and 1991, along with the Equal Pay Act (EPA), and the Age Discrimination in Employment Act (ADEA).
Most employers with at least 15 employees are covered by EEOC laws. The EEOC website very clearly warns that not all "small businesses" are
covered by the laws the EEOC enforces, therefore not all employees are protected. According to the 2012 U.S. Census Bureau, more than 47% of all
U.S. businesses have fewer than 10 employees" (p.43, Gentry et al., 2013). This means a significant portion of the workforce is not protected under
EEO Law.
Defining Small Business There is a reason the term "small business" is vague; it reflects the lack of a generally accepted definition. The U.S. Small
Business Administration (SBA) has established numerical definitions of small businesses. These size standards vary to reflect industry

Equal Employment Opportunity Complaint Essay
Equal Employment Opportunity Complaint
In order for John to file a discrimination complaint against his employer, he is required to file a charge with the Equal Employment Opportunity
Complaint counselor or representative of the company. Once the charge has been filed, an investigation is made, or the charge maybe selected to an
EEOC program and maybe dismissed. In this case, John is given a certain number of days to file a lawsuit on his behalf. This process would have to go
through several lengthy stages such as the EEOC administrative process. If gone to trial it must go through filing of a summons, response and answer,
discovery process, enlisting of experts, pre–trial, actual trial and a possible appeal. In the EEOC's Charge ... Show more content on Helpwriting.net ...
The defendant at this time must plead any affirmative defenses and show that they are not liable because the affirmative defense rules out liability. The
next step is the Discovery Process, which is the formal fact–finding stage of litigation. There are several different types of discovery processes:
interrogatories, depositions, request to produce documents, physical and mental examinations and request for admissions. Both sides would then
request additional information from the other party or third parties to develop their case. In most cases if privileged information is gathered, the
opposing party does not have to produce this information. In addition to information gathered, the parties may be able to determine their opponent's
theories and strengths of their courtroom presentation. Based on their discovery plan and requests. Once the discovery process is completed, the
Enlisting of Experts process is required. The plaintiff early in the pre–trial process to determine whether he has a viable claim must obtain this expert.
The defendant will also obtain an expert to support the defendant's theory of the case and refute the plaintiff's expert. After sufficient discovery has
been made and experts are in place, either party may move for summary judgment. If the material at hand shows that there is no genuine issue as to a
material fact, the court may rule and motion that there is no need for a formal trial. When either party

Equal Employment Opportunity: Disparate Treatment
Equal Employment Opportunity
Quiz 1
Disparate Treatment. Given the fact that disparate impact refers to any legal doctrine that state that a law may be considered to be discriminating and
unappropriated towards a particular group based on the panel's race, color, sex, disability, national origin, religion, or family status, I would take the
above scenarios to fall under disparate treatment which represent any unlawful deed in the United States of America labor laws. It means any different
behavior directed to someone due to their race or gender.
From the video and articles given, I would argue that the scenarios fall under the disparate treatment because those Muslim workers lost their jobs
based on their religion. It is also worth noting that

Equal Employment Opportunity Commission (EEOC)
Between 2006 and 2012, the number of charges filed with the Equal Employment Opportunity Commission has increased. (Book chart page 934)
Meaning, people (especially women) are not being treated fairly in regards to employment. This includes judgement against them with things such as
their race, religion, sex, appearance, national origin, etc. Today there are stricter rules when it comes to discrimination in the workplace. These rules
don't just benefit women, they benefit everyone in some way. These rules, or laws, are referred to as Title VII.
These laws that protect our rights with employment are governed by the Equal Employment Opportunity Commission (EEOC). Their obligation is to
enforce federal laws that make discrimination against a job ... Show more content on Helpwriting.net ...
When it comes to religion, Title VII handles those claims differently than the others. Things such asgender, skin color, facial features, or ancestry are
considered immutable traits because we aren't able to choose them. Immutable traits are those that are a characteristic of status. Discrimination based
on these kinds of traits is forbidden. Another kind of trait you can have is called mutable traits. That would be any trait that is considered conduct or
something you are able to choose. Since religion is something you are able to choose, or maybe you are born into it, it can be considered both an
immutable and mutable trait. This is why claims based on religion need to be handled differently because they may be difficult to administer.
(Misperceptions Matter)
In a matter of working out the issues with religion, Congress added an amendment to Title VII. Employers are responsible for protecting the employee's
religious beliefs, practices, and conduct, by accommodating the employee. This is true for cases that don't unduly burden the employer. With the
addition of the amendment, Congress has eliminated the confusion with whether or not religion is considered to be an immutable or mutable trait.
(Misperceptions

2/21/2015
Providing a place of employment has lead to numerous benefits for employers and employees. When having a diversity of people working for a
company, different types of personalities intermingle with each other on a day – to – day basis. Even though having a diverse group of people coexist
in the workforce can serve a huge benefit to the company, it can also lead to problems amongst coworkers. In order to make sure everyone is treated
fairly, the Equal Employment Opportunity Commission (EEOC) was created to enforce federal regulations for equality in the workforce
(smallbusiness). The EEOC pursues complaints about hiring or firing based off of certain factors such as, race, religion, age, ... Show more content on
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In addition to, the supervisor may have not been fully aware of what is and what is not appropriate in the workforce. To avoid all of this confusion,
during the on boarding process, all new employees should sit in on either a lecture or video informing them what is and what is not sexual
harassment and how to handle the situation. A recommendation for the owner with regards to preparing a response to the EEOC is to inform them
that mediation will be taken place first. To prevent any court fees and legal fees see if the situation can be resolved verbally as well educating all
employees on their rights. Even if the employee is an immigrant with a work visa, the law protecting US citizens still applies to them.
Work Cited:
Employment Rights of Immigrants Under Federal Anti–Discrimination Laws. (n.d.). Retrieved February 22, 2015, from http://www.eeoc.gov/eeoc
/publications/immigrants–facts.cfm
Sexual Harassment. (n.d.). Retrieved February 22, 2015, from http://www.eeoc.gov/laws/types/sexual_harassment.cfm
The Charge Handling Process. (n.d.). Retrieved February 22, 2015, from http://www.eeoc.gov/employers/process.cfm
The Importance of the EEOC. (n.d.). Retrieved February 22, 2015, from http://smallbusiness.chron.com/importance–eeoc–63678.html
Title VII of the Civil Rights Act of 1964. (n.d.). Retrieved February 22, 2015, from

Equal Employment Opportunity Law
Equal employment opportunity The United States Equal Employment Opportunity Law as stated on Title VII of the Civil Rights Act of 1964, as
amended, protects applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification,
referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. According to the case
study, Doohickeys U Need Inc. is evidently violating the labor law by not providing its employees equal employment opportunities for promotions,
hiring, discharge, fringe benefits, and job training, allowing management to create an environment of discrimination motivated advances based on race
and gender. As a... Show more content on Helpwriting.net ...
I'd recommend for the company to update and expand their current health benefit plan by creating options of health benefits according to its employee's
necessities and the company capabilities. It is also crucial to upgrade the current retirement system sponsor by the company, to allow all employees to
set up obtainable personal goals to retired with dignity and the necessary means to enjoy the fruits of their labor. By upgrading the current health
benefits plan and retirement system, the company will experience an improvement in morale, job performance, quality labor, and the indispensable
employee

THE EQUAL EMPLOYMENT
2
This paper is intended to shed light to the author on a Federal government website in lieu
to its usefulness in human resource management. In this paper, the Federal government website
of choice which will be critically analyzed is the The Equal Employment Opportunity
Commission (EEOC) website. Some of the areas of interest in this report are the specific
commercial, trade, legislative, regulatory or statistical information in the Equal Employment
Opportunity Commission website, which are useful in business planning, strategy and legal
compliance.
Purpose and Function of EEOC
There are several forms of discrimination, which include but not limited to discrimination
against an individual based on their gender, age, race, color, disability, pregnancy or religion. As
such, Federal government responsibility through EEOC is mandated to ensure that it enforces
Federal laws which make discrimination of any form illegal (U.S Equal Employment

Opportunity Commission, 2016). EEOC headquarters is in Washington D.C and has 53 field
offices. According to the, U.S Equal Employment Opportunity Commission (2016), its mission
is to prevent any form of discrimination at work and also provide solutions towards alleviation of
discrimination with the view of promotion of a just and equal treatment in all work environs.
To assert its role, EEOC's mandate covers all employers with at least 15 employers or
more (U.S Equal Employment

Equal Employment Opportunities Commission
History of Equal Employment Opportunities Commission The Equal Employment Opportunity Commission opened their doors on July 2, 1065 – one
year after President Lyndon B. Johnson signed the Title VII of the Civil Rights Act of 1964. Title VII makes it illegal for an employer to discriminate in
hiring by a person's religion, national origin, sex, color, or race. The Equal Employment Opportunities Commission is also responsible to enforce the
Equal Pay Act, the Age Discrimination in employment Act, the Genetic Nondiscrimination Information Act, and the American with Disabilities Act.
The Equal Employment Opportunities Commission is a five–member, bipartisan commission whose mission is to eliminate discrimination. The
members are elected

Discrimination has quickly become one of the top causes of lawsuits facing businesses today. The Equal Employment Opportunity Commission
(EEOC), the federal agency responsible for enforcing anti–discrimination law, reported that individuals filed 88,778 discrimination charges in 2014
alone– 35% of those claiming race discrimination and 29.3% claiming gender discrimination ("Charge Statistics"). Discrimination is defined as the
"treatment or consideration of, or making a distinction in favor of or against, a person or thing based on the group, class, or category to which that
person or thing belongs rather than on individual merit" ("Discrimination"). With so many businesses being affected by these lawsuits, it is critical ...
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Juarez was finally promoted in 2004, but only after complaining to the company's human resources department. However, she became pregnant in
2005, and the issue immediately worsened (Davis). When Juarez informed her district manager that she was pregnant, she retells, "He said, 'I feel
sorry for you. Congratulations. ' And he didn 't say it in a positive tone, but a frustrated and upset tone" ("Judge Hears Challenge..."). She claims that
her assigned list of job duties immediately doubled after sharing her news, including redoing displays that she felt did not need to be redone. Although
she met all of her monthly sales targets, she claims that this same district manager constantly berated her and suggested she step down because she
couldn't handle the responsibilities of the job while with child. "He was constantly telling me, 'You can 't handle it. You can 't perform under your
situation, '" said Juarez. ("Judge Hears Challenge..."). According to her complaint, this type of harassment continued even after she gave birth to her
son in 2006, and when she refused to quit she was demoted back to her former position as parts sales manager. AutoZone claimed she was demoted for
poor performance, needed improvement in many areas, and was not meeting expectations.

Equal Employment Opportunity Laws Research Paper
Equal Employment Opportunity Laws has changed the way of organizations and businesses recruitment, hire process, retention and even the behavior
in the working environment. These changes have been implementing due to the increasing rate of women, pregnancy women, and people with different
ages, religion, race, sexual orientation or ethnic backgrounds.
Over the past years, Pregnancy Discrimination Act is the most controversial and often violated EEO laws. As the article I read from the New York
Times newspaper, the title of "Pregnant Officer Denied Chance to Take Sergeant's Exam Fights Back". It informs us a story of the unlawful
discrimination against Police Officer Akema Thompson. Police Officer Thompson was registered for the sergeant's

Equal Employment Opportunities In The US
Equal Employment Opportunities are a huge deal and there are many important milestones the US has taken to get where we are today. Even though
the working industry is not perfect and there are still problems, the EEOC(Equal Employment Opportunities Commission) was created and helps to
prevent discrimination in employment. The EEOC was created by congress in 1964. It was passed after the Civil Rights Act in 1964. This was written
and states that discrimination in employment based on color, national origin, race, religion, and sex is not allowed. Almost immediately after this was
issued as the law, the EEOC received thousands of complaints more than expected. It's crazy to think so much discrimination in the workplace happens
but the facts are

The Equal Employment Opportunity Act
The Equal Employment Opportunity Act or, EEO Act of 1972, established a goal to make racial, ethnic, and gender minorities on the same level of
white males in employment ("Equal Employment"). This was because of the dominance that white males held in the workplace and the struggle for
minorities to get and keep a job, sometimes due to discrimination. Through this act, Affirmative Action was established to ensure that a certain amount
of minorities were able to get a quality education and to get jobs in places that they would have struggled to be employed at before. Affirmative Action
has helped minorities get the education and jobs that they need. Overall, this system has made up for some of the past discrimination that has affected
these ... Show more content on Helpwriting.net ...
Discriminating against people for their sex and race was already illegal. People began to realize that simply preventing further discrimination did
not make up for the past discrimination that people in minority groups went through. Due to the previous discrimination, members of the minority
did not have the experience, status, or contacts to perform as well as those who were not (Gorman 1143). The reason Affirmative Action was
created is because people that had been discriminated against needed a chance to "catch up" to the group that did not suffer ("Affirmative Action"
Gale). Some statistics from the 1960's to the late 1990's represent the discrimination that blacks went through during that time. In 1963, 50% of
white families said they would move if a black family moved in next door to them (Brill 44). Additionally, 40% of black teens believed that in
order to get a job they needed to be better qualified than whites (171). Black professional graduates were half as likely to earn more than $60,000 a
year. Black workers only made 76.5% of what white workers made (131). Lastly, in 1997, 53% of black men from the ages to 25 to 34 were
unemployed or did not earn enough to lift a family of four from the poverty line (Eisaguirre 19). These statistics show why Affirmative Action was
necessary. Blacks had a tough time getting jobs and

Equal Employment Opportunity History and Laws
Running head: Equal Employment Opportunity History and Laws
Equal Employment Opportunity History and Laws
Nickki LaCour
Grand Canyon University: AMP–434 Human Resources
December 1, 2011
Equal Employment Opportunity History and Laws Many of us have heard of or have been made aware of the phrase Equal Employment
Opportunity (EEO). But how many of us genuinely comprehend the criterion of EEO and why it subsists? Equal Employment Opportunity laws are
designed to give all workers fair consideration on the basis of job performance rather than any irrelevant personal factors. These laws are in place in
order to prevent bias, prejudice, bigotry, and inequity against anyone due to physical abilities, race, religion, gender, or age.... Show more content on
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Sections 102 and 103 of the Civil Rights Act of 1991 "The Act authorizes compensatory and punitive damages in cases of intentionaldiscrimination,
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 (Federal EEO Laws, 2011).
Sections 501 and 505 of the Rehabilitation Act of 1973
This act is much like the ADA, the only difference is that the Rehabilitation Act is that it focuses on the federal government. "The Rehabilitation Act of
1973 was the first "rights" legislation to prohibit discrimination against people with disabilities. However, this law applied to programs conducted by
Federal agencies, those receiving federal funds, such as colleges participating in federal student loan programs, Federal employment, and employment
practices of businesses with federal contracts" (The Rehabilitation Act of 1973, 2011). Section 501 demands affirmative action and bans discrimination
in employment by Federal agencies. Section 505 includes steps managing solutions and attorney's expenditures under Section 501 (The Rehabilitation
Act of 1973, 2011).
The Genetic Information Nondiscrimination Act of 2008 (GINA) GINA makes it against the law to discriminate against employees or applicants
because

Equal Employment Opportunity Commission, Petitioner V....
Gyuhwan Park
February 11, 2016
Professor. Jonathan Martin
Legal Environment of Business
Brief Summary
Case Name: Equal Employment Opportunity Commission, Petitioner v. Abercrombie & Fitch Stores, Inc., No. 14–86 (2015)
Factual History: Ms. Samantha Elauf is a woman who is a practicing Muslim applied for a job at Abercrombie & Fitch Co., which is a national
chain of clothing stores. Elauf was interviewed by the store's assistant manager Heather Cooke, and her interview so went well that it appeared to
Elauf that she was going to get the job. Heather Cooke, the store manager who interviewed Samantha liked her and recommended that she be hired.
Cooke gave Elauf a rating, which qualified her to be hired, however, she was concerned that her headscarf would conflict with Abercrombie's
employee dress policy. The headscarf that she wore according to her religious obligations conflicted with the store's "look policy". Cooke turned to
Randall Johnson, the district manager, and informed Johnson that she believed Elauf wore her headscarf because of her faith. She wanted to
determine whether or not the headscarf was in violation of this policy. Randall Johnson informed Cooke that Elauf's wearing headscarf would violate
the "look policy", and therefore that Elauf should not be hired. As a result, Elauf didn't get hired by Abercrombie & Fitch Co.
Procedural History: The EEOC (Equal Employment Opportunity Commission) sued Abercrombie on the behalf of Elauf, claiming that Abercrombie's

Eeoc
EEOC Presentation
Resource: the Equal Employment Opportunity Commission (EEOC) website
Explore the EEOC website (http://www.eeoc.gov) to learn more about the organization.
Click the About the EEOC link and select Newsroom. Select a press release about an employee lawsuit published within the last 6 months.
Search the Internet to find at least one news item about this lawsuit, preferably from a news source in the state in which the incident occurred.
Federal Jury Awards Exel Employee $500,000 in SexDiscrimination Case
6:05 pm, June 11th, 2013
A federal jury in Atlanta has awarded a female employee of Exel Corp. $500,000 after determining that the company denied her a promotion because
she was a woman, the Atlanta ... Show more content on Helpwriting.net ...
It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in
an employment discrimination investigation or lawsuit.
The EEOC's role in this lawsuit.
EEOC's role in this case was to file lawsuit against the employer (Exel) on behalf of the employee Contrice Travis and to protect the rights of this
employee and the interests of the public.
Whether or not this lawsuit promotes social change; justify your reasoning.
"This verdict is a blow against sex discrimination and reaffirms that women should be allowed the full opportunity to advance in an organization
based on merit," EEOC General Counsel David Lopez said after the jury rendered its verdict. If all discrimination cases gets the headline and
attention, it will promote social changes but not all cases are heard (reported) or brought to surface (lawsuit filed). We have to do our best to educate
and promote equal rights to all people and understand that discrimination of any kind is not healthy to society.
A comparison of the EEOC press release to the news item. What accounts for the differences?
Actually, the press release by EEOC and the news blog was pretty much in tune with each other and the accounts were similar with no indication of

differences.
Strategies you would implement, if you were a senior manager of this company, to ensure future compliance and inclusion in the multicultural

Mejia, Balkin And Cardy: The Equal Employment Opportunity Law
The Equal Employment Opportunity law protects anyone and everyone from discrimination and it is what it says it is, equal employment. The ones
listed in the text in this weeks reading assignment (Gomez–Mejia, Balkin, and Cardy) and legal protections are provided by federal equal employment
opportunity laws are Equal Pay Act 1963, Title VII of the Civil Rights Act of 1964, Title VII and Pregnancy,Sexual Harassment, the Civil Rights Act of
1991, Executive Order 11246, The AgeDiscrimination in Employment Act of 1967, and Americans with Disabilities Act of 1990 (Gomez–Mejia,
Balkin, & Cardy, 2012, p. 96).
The concept of workplace free of harassment is two (2) the first under the 1993 definition is the quid pro quo sexual harassment, which states

Equal Employment Opportunity ( Eeo )
Phase 3 – Equal Employment Opportunity (EEO)
Critical Thinking Questions:
How will you ensure your company is an EEO Employer?
As with our student population, we at the Northwestern Academy believe our teachers and faculty should be as talented as possible. This is the
reason that qualifications are the primary consideration when considering potential applicants for our faculty. Race, religion, sex and gender will not
be factors in who is hired. However, diversity not only brings advantages in terms of educational benefits, but it also can spur a sense of creativity in
the minds of our students and faculty. Because of this, we will provide clear information to our all of our candidates over a broad range of mediums to
find many different types of candidates. Even though a portion of our professors come from Northwestern University, some will come from outside of
the Northwestern system, and we require these candidates to be just as qualified as the ones that come from within the Northwestern system.
A point of differentiation between Northwestern Academy and other schools is that our professor turnover rate is slightly higher than the industry
average (due to professors advancing in the world of academia). This will lead to a constantly changing faculty. Theinterview process will be the same
for all applicants, and will thus help us make decisions primarily based on an applicant 's qualifications, and help us maintain a talent standard in terms
of faculty. Examples of

Essay about Civil Rights and Equal Employment Opportunity
It may be difficult for the younger generations to comprehend the idea of discrimination, and the turmoil our country once faced in its efforts to end
the intolerant treatment of our fellow Americans. Part of this is due to the massive strides our country has taken since the Civil Rights Act of 1964
took effect nearly 50 years ago. Our current President is of African American decent, we not only have women sitting on the U.S. Supreme Court, but
minority Justices as well. Still, with the leaps and bounds we as a country have made, discrimination still exists in not only our daily lives, but in the
job market as well. Anti–discrimination legislation has been part of our country's history for 145 years. In 1866, Congress passed the ... Show more
content on Helpwriting.net ...
It's clear that our country was headed in the right direction, but after hundreds of years of slavery and a lack of women's rights, changing the minds
of millions of Americans would not be easy. During the 1960's the Civil Rights movement was gaining momentum and was felt at the top level of
our government. Prior to his death, President Kennedy was working on a civil rights act that would be later signed in to law by his successor,
President Johnson. Title VII of The Civil Rights Act of 1964 makes it illegal to:
Discriminate against someone on the basis of race, color, religion, national origin, or sex. The law also makes it illegal to retaliate against a person
because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or
lawsuit. The law also requires that employers reasonably accommodate applicants' and employees' sincerely held religious practices, unless doing so
would impose an undue hardship on the operation of the employer's business (Laws, n.d.).
Born out of the Civil Rights Act of 1964 is the Equal Employment Opportunity Commission. The E.E.O.C. is charged with enforcing the laws that
prohibit discrimination of a protected class in all aspects of the employment process. In other words, they ensure employers act fairly in hiring, firing,
promoting, giving raises, testing and training (Teaching, n.d.). Since its inception, the power of the E.E.O.C.

Equal Employment Opportunity Commission Analysis
In 1941, president Franklin D. Roosevelt signed executive order 8802. Order 8802 prohibited government contractors from engaging in employment
discrimination based on race, color, or national origin. This signed executive order was the first ever step to end employment discrimination. Executive
order 9981 signed by president Harry S. Truman in 1948, ordered the desegregation of individuals within the armed forces. The document required the
equality of treatment and opportunity within the military without regard to color, race, and national origin.
In 1961, president John F. Kennedy signed executive order 10925, prohibiting federal government contractors fromdiscrimination on account of race. It
was at this time that previous presidential ... Show more content on Helpwriting.net ...
"The time has come for Congress to correct the defects in its own legislation. The promises of equal job opportunity made in 1964 must [now] be made
realities..." This was the report that accompanied the bill.
The amendment resulted in the EEOC having litigation authority. Educational institutes are subject to Title VII (protecting woman and minorities in
the field of education), state and local government are no longer exempt form Title VII, federal government is also subjected to Title VII. The number
of employers covered under Title VII are increased by reducing the number of employees. Charging parties now have a longer time to file a charge. As
a result, the president, rather than the EEOC chairman selects the general council.
The EEOC has served 35 years of ensuring promise of opportunity to the United States and will continue to do so. The values of fairness, effectiveness
and efficiency shall continue to be embodied and will stand for the nation's civil rights!

Equal Employment Opportunity Commissions (EEOC)
The United Stated is a melting pot. People came from with different background, ethnicity, races, and color of skins joining the workforce. The country
has recognized the dynamic perspective and set laws to protect the people. Under the Title VII, The Equal Employment Opportunity Commissions
(EEOC) prohibits to discriminate base on race, sex, religion, and national origin in the work place. In this scenario:
Happy B. White Ltd. is a computer software firm with 50 employees –– 45 are white and 5 Hispanic. After enjoying five years of growth the firm
suddenly experienced hard economic times and decided it had to lower expenses by terminating five employees. Hap B. White, the white male
Company President, had never experienced layoffs in his ... Show more content on Helpwriting.net ...
It was clear with fact and evidences to prove the case. The evidences were mostly obvious and would not cloud the judgments in this theory. In the other
hand, the disparate impact theory, the plaintiff must prove their points. Evidences could be there, but wrongly represent them the judgment could go
different ways. In this theory, plaintiff must be very careful with their words, examining all the situations before present the

Equal Employment Opportunity Essay
Throughout the years the United States has faced many challenges with equal employment opportunities for everyone. The United States has
developed The Equal Employment Opportunity Commission, also known as the EEOC, to enforce laws that help prevent everyone from being treated
unfairly when it comes to employment options. The EEOC has established stipulations and overlooks all of the federal equal employment opportunity
regulations, practices and policies ("Federal Laws Prohibiting Job Discrimination Questions and Answers"). Some laws that have been passed are the
Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964 and Age Discrimination in Employment Act of 1967. Although some discrimination is
still a problem, all of these ... Show more content on Helpwriting.net ...
With the same exemption as Merit System, Seniority Plans are also exempt which means that a company that ties pay notes to seniority can pay a man
more if he has been with the company longer than the female co–worker. In conclusion the EPA indicates that any other factor other than sex may be
used to justify different pay rates (Gomez–Mejia, Luis R.). Industries of commerce and productions of goods for commerce have depressed wages and
standards of living based on sex which resulted in the declaration of purpose. The EPA is necessary for every one's health and efficiency. The
purpose of declaration is that discrimination of sex in the work force prevents the most efficient level of labor resources, causes problems with in
the labor force, prevents and burdens commerce and symbolizes an unfair competition between individuals. This is one of the reasons why the EPA
is created to solve these complications. If employers use sex discrimination in the work force they will face penalties. Some penalties are fines and
imprisonment, employers are liable for damages done to the employee, employer must pay wages and compensation that was held from the employee
and the employer must provide savings provisions ("The Equal Pay Act of 1963"). Preventing sex pay discrimination is just one way that Equal
Employment Opportunities Commission is trying to make everyone equal. The Title

Equal Employment Opportunity and Employee Rights Review Paper
Equal Employment Opportunity and Employee Rights Review Paper
Klista Odgers
HRM/300
University of Phoenix
Online
October 29, 2012
Dwight Walker
Introduction
In the face of rising ... Show more content on Helpwriting.net ...
S. Circuit Court of Appeals saying states could not be sued under the FMLA (the Huffington post).
Drug Testing
Currently, in the state of Florida the Federal Appeals court is battling arguments of a judge ruling against the idea that the government would violate
the rights of the citizen of Tallahassee, by requiring any individual wham applies for public assistance benefits would have to adhere to drug test prior
receiving any public assistance.
The district judge thinks that individual whom receive assistance already provide a wide range of information in order to participate in the program,
and by asking them to submit to a drug screen in order to receive benefits in an invasion of privacy and violates the constitution's reasonable search ban.

This case is currently being heard in Atlanta, Georgia, all because of a Navy Veteran, former college student, whom is a single parent applied for
benefits back in 2011, meet the requirements of the program but felt it would be an result to be asked to participate in random drug screens in lure of
help. The following media publicity of this case has implemented the state if Florida employees to be required to do drug testing.
What are the implications for HR department in managing the employer–employee relationship in the contest of the law or

Equal Employment Opportunity Law
III.Know the Law (15) Below is a list of all laws in place that reflect on Equal Employment Opportunity and a brief description of each law:
1.Civil Rights Acts of 1964 – EEO (Equal Employment Opportunity Law) it is illegal to discriminate against employees based on race, color, age,
nationality, etc.
a.Pregnancy Discrimination Act: it is illegal to discriminate against a women based on her pregnancy status, illness due to child–bearing, child–birth,
etc.
2.Equal Pay Act of 1963 – it is illegal to pay different amounts to men and women for performing equal jobs.
3.Age Discrimination Act of 1967 – it is illegal to terminate or not hire a person over 40 for their age.
4.Disabilities Act of 1990 – it is illegal not to hire a qualified person ... Show more content on Helpwriting.net ...
пѓјManagers are especially vigilant when it comes to promoting an inclusive culture in their company.
пѓјDiversity and inclusion is regarded as a core value to the company. Open communication channels are established to encourage respect, trust and
confidence between the employer and employee.
пѓјDisputes are dealt with professionalism and promptness. Managers take efforts to encourage employees to voice their concerns without fear or
hesitation.
пѓјEmployer Branding initiatives are used to portray the company as an 'Employer of Choice'; one that actually upholds the EEO principles and not just
sham concern for them.
пѓјEmployers establish strong anti–harassment policies. They educate their employees regularly on these policies and on ways to exercise their rights
in an event of harassment.
пѓјMost importantly, EEO employers take prompt actions while maintaining required discreteness in sensitive cases. This helps the employee to be at
ease knowing the company will be fair in safeguarding the employee's

The Importance Of Equal Employment Opportunity
Equal employment opportunity is vital and considered important to be practiced in organization. If employees in their jobs perceived that they have the
same opportunity they in turn will have lower intention to leave the organization (Konovsky, 1989). If an organization may offers its employee equal
opportunity and also equal benefits for recognizing their efforts, employee in return for this opportunity and benefits will become highly committed to
the organization and develops in them a sense of obligation to reciprocate to the organization. It helps in reducing the turnover intentions in the
organization among employees (Tansky & Cohen, 2001). For example, provide equal opportunity for salary growth and training. There was another
researcher illustrating main emphasize in an organization should be on improving the issues related to fair hiring practices, fair workload distribution
and enhancing equal opportunities in career development or promotion in order to reduce turnover intentions (Chambers, 2008).
According to Poon (2004), there are reported results which show that employees' intentions to quit will be affected due to lack of equal employment
opportunities in the organization. Moreover, it is found that an employee in the work place who feels that an organization provide equal employment
opportunity by showing support in terms of caring or his or her well–being will be motivated to stay with that organization (Godfrey, 2010).
H4. Equal employment opportunity is

Equal Employment Opportunity Commission: Case Study
The Equal Employment Opportunity Commission or otherwise known as the EEOC is responsible for making it illegal to discriminate against a job
applicant and or employee ("EEOC," n.d., para. 1) based upon Title VII of the Civil Rights Act of 1964, which was founded in order to safeguard
employees in the United States from certain forms of discrimination. Title VII of the Civil Rights Act of 1964, which forbids employers from centering
employment decisions to wit, compensation, terms, conditions, or privileges on a person's race, color, religion, sex, or natural origin (Gomez–Mejia,
Balkin, & Cardy, 2012, p. 97).
Honolulu City Council members agreed to pay $4.7 million to settle a lawsuit that says the Honolulu Police Department engaged in racial and
sexual discrimination (Riker, 2016). This was a 2010 case in which it was alleged that the Honolulu Police Department placed officers' lives in
jeopardy by simply refusing backup during routine nighttime traffic stops that was related to a DUI task force. The lead officer Sergeant Shermon
Dowkin, on the DUI team was black and the patrol commanders were Asian American, it was alleged they had instructed other officers to not provide
back up to Dowkin's team based on race (Riker, ... Show more content on Helpwriting.net ...
Very interdependent understands synergy, and not only can explain what it's done, how you do it, but the most important part, why we do it and has a
50,000–foot view below them (H. D. Crisp, personal communication, February 9, 2016). Additional documented training should be provided by the
Human Resource Department in the proper procedure or reporting these types of actions with the hopes of catching these issues as small problems
before becoming large legal

Equal Employment Opportunity Commission Vs. Abercrombie
Equal Employment Opportunity Commission v. Abercrombie & Fitch Stores, Inc. Businesses have been the heart of economic growth since the
beginning of the United States. Not only has businesses been at the center of this nation but also freedom of religion as well. In this case, Equal
Employment Opportunity Commission v. Abercrombie & Fitch Stores, Inc., its how the business (Abercrombie & Fitch), denies Samantha Elauf
the job at that store because she wore a head scarf because she was a practicing Muslim. Abercrombie "Look Policy" Abercrombie is a national
chain of clothing stores that makes their employees where certain clothing that complies with their "Look Policy". Their look policy doesn't allow
employees to wear black clothes and caps. Caps aren't defined in this "Look Policy", so if a question comes up in the interview, the interviewer is
supposed to contact human resources to see if the head scarf will be accommodated. Who is Samantha Elauf? Samantha Elauf applied for a
position at Abercrombie and Fitch and at the time was a practicing Muslim. She would wear a headscarf every day because it was a part of the
practicing of the Muslim faith. In doing this she wore it to her interview as well and nothing was mentioned of it by the interviewer or Elauf. Even
though nothing was discussed about it, the district manager was contacted and decided to lower her appearance score which prevented her from being
hired. In my opinion, this is seen as a fail on the interviewers

Case Of Equal Employment Opportunity Commission Vs....
Discrimination can come in many shapes, forms, and actions in the operation of business in today's global marketplace. Many laws and regulations
have been implemented in an attempt to protect workers from any type of intentional workplace discrimination. However, there are still companies
which operate outside of these regulations and must face the repercussions for their actions. Presented is an analysis of one such organization in the
case of the Equal Employment Opportunity Commission (EEOC) vs. Alliant Techsystems, Inc.
The Case In 2011, the EEOC filed a race discrimination law suit against a Minnesota–based aerospace and defense manufacturer; Alliant Techsystems,
Inc (ATK). The specifics of the case are that a black female applied for a position to provide technical or IT support for ATK executives (Forster,
2015). The applicant had been interviewed on a number of occasions in May of 2007. However, after her first interview the recruiter advised her to
remove her hair brands to appear more professional (Forster, 2015). The applicant did so for the remaining interviews, with the exception of her final
interview with the IT Director. Even so, the recruiter told the female applicant that the company wanted to hire her and Human Resources would be in
contact. Yet, when the company represented contacted the female, she was told "she did not fit the image of the IT position and would not be hired
for the job" (Forster, 2015, para. 5). Then, in June of 2007 ATK hired

The United States Equal Employment Opportunity Commission
The United States Equal Employment Opportunity Commission, otherwise known as the EEOC, is responsible for enforcing federal laws that make
it illegal to discriminate against a job applicant or employee because of the person's race, color, religion, sex, pregnancy, gender identity, sexual
orientation, national origin, age if 40 or older, disability or genetic information. This also protects individuals who have previously filed a complaint or
charge related to discrimination or because of personal involvement in an investigation or lawsuit concerning employment discrimination. This coverage
includes employers with 15 employees, but that number changes to 20 employees in age discrimination cases as well as labor unions and employment
agencies. The laws concerning EEOC apply to all types of situations; hiring, firing, promotions, harassment, training, wages and benefits.
As EEOC as an organization, has the authority to investigate charges of discrimination against the previously described employers who are covered
by the law. The role the EEOC plays is to fairly and accurately evaluate the accusations made by the employee and come to a conclusion. If it is
confirmed that discrimination has occurred, their job is to settle the charge in the appropriate manner. If there is not sufficient evidence then it is their
responsibility to file a lawsuit to protect the rights of the employee filing the complaint and protect the interests of the public. Lawsuits are not always

EEO Guide for Employers

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