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EOE M F D V

What is EOE & MFDV?


EOE M F D V

www.eeoc.gov

Equal opportunity is a descriptive term for an approach intended to provide a certain social environment in which people are not excluded from the activities of society, such as education, employment, or health care, on the basis of immutable traits. Equal opportunity practices include measures taken by organizations to ensure fairness in the employment process.

In job advertisements and descriptions, the fact that the employer is an equal opportunity employer is sometimes indicated by the abbreviations EOE or MFDV which stands for Male, Female, Disabled, Veteran.

EEOC and Title I of the ADA: Overview and History

Passed by Congress in 1990, the Americans with Disabilities Act (ADA) is the nation's first comprehensive civil rights law addressing the needs of people with disabilities, prohibiting discrimination in employment, public services, public accommodations, and telecommunications. EEOC was given enforcement authority for Title I of the Act, the employment discrimination provisions. Congress provided that Title I would not take effect for two years in order to allow the Commission time to develop regulations and technical assistance, time to conduct comprehensive public education programs on the new disability law, and time for employers to adjust to the new requirements.

EEOC met this new challenge well in advance of the law's effective date. The Commission conducted 62 public meetings around the country with representatives from disability rights and employer organizations to receive their input in developing regulations for the ADA. Comprehensive regulations and an interpretive appendix were issued in July l991, one year before the effective date of the Act's employment discrimination provisions; between 1991 and 1992, the Commission issued a Technical Assistance Manual which provided practical guidance for employers and persons with disabilities, and developed an intensive ADA training program for EEOC staff.

The complexity of issues arising under the ADA required developing a series of policy guidances designed to clarify and interpret the provisions of the law. Since 1993, EEOC has issued numerous enforcement guidances which have provided interpretations on key ADA issues, including pre-employment inquiries and medical examinations, psychiatric conditions, and the requirement that employers provide reasonable accommodations.

 

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