![]() The 1997 revisions target discrimination in specific areas of promotion, recruitment, and hiring, while the 2005-6 revisions focus on making employers responsible for eradicating sexual harassment in the workplace. The law has been revised twice since its passage, once in 1997, and once in 2005-2006. The law also establishes what equal opportunities are legally expected of employers. The law provides for a Conciliation Commission to arbitrate disputes between women and their employers, along with placing specific legal protections into law. This law also provided amendments to the Japanese Labor Standards Act of 1947 and the Working Women's Welfare Law. The Ordinance for the Enforcement of the Act on Ensuring Equal Opportunities for and Treatment of Men and Women in Employment (雇用の分野における男女の均等な機会及び待遇の確保 等に関する法律施行規則), commonly known as the Equal Employment Opportunity Law, is a Japanese labor law, passed in May 1985 and implemented in April 1986, designed to implement an earlier law, the Act on Equal Opportunity Between Men and Women in Employment, requiring equal employment opportunities between men and women, passed in 1972."The Impact of the Equal Employment Opportunity Act of 1972 on Black Employment in the Federal Service: A Preliminary Analysis". ^ Aston 2004, p. 286, and the definition of "employer" (cited there), 42 U.S.C.Washington University Journal of Law & Policy. " 'Fair and Full Employment': Forty Years of Unfulfilled Promises". "The Impact of Federal Civil Rights Policy on Black Economic Progress: Evidence from the Equal Employment Opportunity Act of 1972". "Costs, Profits, and Equal Employment Opportunity". "Title VII Reconsidered: The Equal Employment Opportunity Act of 1972". "In America, What You Do Is What You Are: The Equal Employment Opportunity Act of 1972". With regards to government employment, a 1978 study found that the act had little impact on employment of African Americans in the higher levels of the federal civil service. ![]() Ī 1998 study based on Current Population Survey data found that there were "large shifts in the employment and pay practices of the industries most affected" by the 1972 Act, and concluded that it had "a positive impact" on African Americans' labor market status. The fifteen-employee threshold remains in place as of 2020. Despite support for the eight-employee threshold from other senators such as Jacob Javits (R-NY), the Senate amended the threshold to fifteen, and the House subsequently agreed in conference. ![]() (During the debate on the initial version of Title VII in 1964, Cotton in particular had proposed increasing the threshold to 100 employees). Stennis (D-MS), expressed concern for the impact on small businesses. The version of the bill reported out of the House Committee on Education and Labor would have decreased the threshold to eight employees however, some senators, including Norris Cotton (R-NH), Paul Fannin (R-AZ), and John C. The employment provisions of the 1964 Act only applied to firms with 25 or more employees the 1972 Act extended that to firms with 15 or more employees. It also required employers to make reasonable accommodation for the religious practices of employees. Specifically, it empowered the Equal Employment Opportunity Commission to take enforcement action against individuals, employers, and labor unions which violated the employment provisions of the 1964 Act, and expanded the jurisdiction of the commission as well. ![]() The Equal Employment Opportunity Act of 1972 is a United States federal law which amended Title VII of the Civil Rights Act of 1964 (the "1964 Act") to address employment discrimination against African Americans and other minorities. ![]()
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