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As part of launching Moore County's marketing and talent recruitment initiative we built out a simple job listing page. The tool is being powered by a great API that Indeed provides. Indeed is a company that aggregates job postings from a large variety of sources and then makes them available in one place. The API they provide makes it really easy to grab job information for geographic regions that can also be searched.
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Official websites use. Share sensitive information only on official, secure websites. The standard for employer liability for hostile work environment harassment depends typically on whether or not the harasser is the victim's supervisor. An employer is vicariously liable for a hostile work environment created by a supervisor.
In Vance v. Ball State University , S. The contents of this document do not have the force and effect of law and are not meant to bind the public in any way. This document is intended only to provide clarity to the public regarding existing requirements under the law or agency policies. With the enactment of the Civil Rights Act of , Congress sought to eliminate the problems of segregation and discrimination in the United States.
The impetus for the Act was the civil rights movement of the s and s, which challenged the denial of the right of Blacks to participate equally in society. The employment title of the Act — Title VII — covers employment discrimination based on race, color, religion, sex, national origin, or protected activity. Today, the national policy of nondiscrimination is firmly rooted in the law.
Blacks and other people of color now work in virtually every field, and opportunities are increasing at every level. Yet significant work remains to be done. Charges alleging race discrimination in employment accounted for A study in Milwaukee found that Whites with a criminal record received job call-backs at a rate more than three times that of Blacks with the same criminal record, and even at a rate higher than Blacks without a criminal record.
Moreover, racial and ethnic disparities still exist in the labor market. People of color are more likely than Whites to work in lower-paying jobs and less likely to work in higher-paying jobs.
Therefore, vigorous law enforcement, and proactive prevention of discrimination — i. Title VII prohibits employer actions that discriminate, by motivation or impact, against persons because of race. Thus, color discrimination occurs when a person is discriminated against based on the lightness, darkness, or other color characteristic of the person. Even though race and color clearly overlap, they are not synonymous. James, a light-complexioned African American, has worked as a waiter at a restaurant for over a year.
James has been subjected to harassment in the form of a hostile work environment, based on his color. Melanie, a brown-complexioned Latina, works as a sales clerk for a major department store. The employer has unlawfully discriminated on the basis of color. This is done for stylistic reasons, as well as to reflect that many more race claims are made each year than color claims. However, the same analyses apply to both race and color. Multiple protected bases of discrimination can be raised by the same set of facts, both because negative stereotypes and biases may be directed at more than one protected basis at a time, and because certain protected bases overlap considerably.
For Title VII purposes, the question is whether any prohibited factors led to an adverse employment action, alone or combined. All bases of discrimination that are reasonably implicated by the facts should be included in the charge or complaint e.
Failure to include all possible bases may result in a court dismissing a legitimate claim. National origin and race often overlap because persons who themselves are, or whose ancestors were, of the same national origin frequently are of the same race. Title VII prohibits discrimination not just because of one protected trait e. Race and color cases generally fall under one of two categories, depending on which category most suits the facts — disparate treatment and disparate impact.
Disparate treatment discrimination occurs when race or another protected trait is a motivating factor in how an individual is treated. Disparate impact discrimination occurs when a neutral policy or practice has a significant negative impact on one or more protected groups, and either the policy or practice is not job-related and consistent with business necessity or there is a less discriminatory alternative and the employer has refused to adopt it.
Title VII is violated if race was all or part of the motivation for an employment decision. The employer is a family-owned construction company in need of a construction manager for one of its work crews.
Dexter, an African American, is new to the area and applies for the job. He held the same position with another company before relocating. Dexter is rejected. When he finds out that a less-qualified White person was hired instead of him, Dexter alleges discrimination. The company secretary credibly testifies that she overheard an argument between the owner and his son over whether Dexter should be hired. Because Dexter was clearly the most qualified applicant, the son wanted to hire Dexter, but the owner did not.
Racially biased decisionmaking and treatment, however, are not always conscious. Charles, an African American, files a charge alleging that the employer, a retailer, used an interview to discriminate against him in favor of a less experienced White applicant. In addition, the investigator notices that, like the person hired over Charles, the rest of the staff also is White even though the qualified labor market is significantly more diverse. The investigator concludes that the employer rejected Charles based on racial stereotyping or bias.
Title VII also does not permit racially motivated decisions driven by business concerns — for example, concerns about the effect on employee relations, 40 or the negative reaction of clients or customers. An employer admits that it usually assigns Black and Asian American salespersons to sales territories with a high percentage of Blacks and Asian Americans.
It is uncontested that the employer does not harbor ill-will toward either group. Charges are filed by employees who want the opportunity to work in territories regardless of their racial makeup. The employer has violated Title VII, which prohibits employers from depriving employees of employment opportunities by limiting, segregating, or classifying them on the basis of race.
The employer is a home care agency that hires out aides to provide personal, in-home assistance to elderly, disabled, and ill persons. It has a mostly White clientele. Many of its clients have expressed a desire for White home care aides. Gladys, an African American aide at another agency, applies for a job opening with the employer because it pays more than her current job. She is well qualified and has received excellent performance reviews in her current position.
The employer wants to hire Gladys but ultimately decides not to because it believes its clientele would not be comfortable with an African American aide. The employer has violated Title VII because customer preference is not a defense to race discrimination. Sources of information can include witness statements, including consideration of their credibility; documents; direct observation; and statistical evidence such as EEO-1 data, among others.
I, Sec. Similarly, the credibility of the explanation can be called into question if it is unduly vague, 60 appears to be an after-the-fact explanation, or appears otherwise fabricated e. Alex, of Hispanic descent, has been progressively promoted and now holds a mid-level management position in a public relations firm in which he is responsible for several important accounts.
The clients and the employer are happy with his performance. A senior-level management position that involves more responsibility opens up. The employer desires someone with demonstrated creativity to fill it.
Alex applies for the job, but is not selected. Instead, the employer chooses Jennifer, a White female who, while qualified, has slightly less seniority and relevant experience. The investigation reveals that while Jennifer has somewhat less experience than Alex, she has displayed more creativity than Alex by developing a new way to reach the youth market, consistently suggesting improvements on the design of marketing materials, and implementing a new system for quickly disseminating time-sensitive documents.
Alex, on the other hand, is seen as competent, hard working, and professional, but not as someone who displays quite as much creativity as wanted for the new job. There is no evidence of discrimination other than comparative qualifications. To the extent possible, the statistical analysis must include nondiscriminatory factors that reasonably might be said to account for any disparity. In a hiring case, for example, relevant factors would include the racial makeup and qualifications e.
EEOC staff should contact headquarters experts for assistance in statistical cases. A finding of discrimination in the form of disparate impact does not depend on the existence of an unlawful motive. The statute exempts certain policies or practices from disparate impact challenges — most notably, seniority systems.
Proving unlawful disparate impact under Title VII first requires a statistical demonstration that the employer has an employment policy or practice that causes a significant disparate impact based on race or another protected trait.
Once a policy or practice has been proven to cause a significant impact, the employer has the burden of demonstrating that the policy or practice is job related for the position in question and consistent with business necessity. A pizza delivery restaurant has an inflexible no-beard policy. The restaurant fires Jamal, one of its African American drivers, for failing to remain clean shaven. The severity of the condition varies, but many of those who suffer from PFB effectively cannot shave at all.
If Jamal or EEOC were to challenge the no-beard policy as unlawful because it has a significant negative impact on Blacks, the employer would have to prove the policy is job-related and consistent with business necessity. Who ultimately receives employment opportunities is highly dependent on how and where the employer looks for candidates. Accordingly, Title VII forbids not only recruitment practices that purposefully discriminate on the basis of race but also practices that disproportionately limit employment opportunities based on race and are not related to job requirements or business needs.
Title VII specifically forbids job advertisements based on race, color, and other protected traits. While word-of-mouth recruiting in a racially diverse workforce can be an effective way to promote diversity, the same method of recruiting in a non-diverse workforce is a barrier to equal employment opportunity if it does not create applicant pools that reflect the diversity in the qualified labor market.
Title VII is violated by recruiting persons only from largely homogeneous sources if the recruitment practice has a racial purpose, or if it has a significant racial impact and cannot be justified as job related and consistent with business necessity. For example, Title VII might be violated if a municipal employer with an overwhelmingly White population and workforce abuts a major city with an overwhelmingly Black population, but the municipality only hires its own residents and refuses to advertise its jobs in newspapers that circulate in the abutting major city.
The process of screening or culling recruits presents another opportunity for discrimination. Race obviously cannot be used as a screening criterion. Nor may employers use a screening criterion that has a significantly disparate racial impact unless it is proven to be job related and consistent with business necessity.
An executive in a large company asks a recruiter in the human resources department to find her a new secretary. The executive tells the recruiter that in addition to excellent secretarial skills, she wants only to interview candidates who will relate well with high level executives inside and outside the company. This violates Title VII. This means that employers cannot treat persons of different races differently in the hiring or promotion process.
Nor may employers use selection criteria that have a significant discriminatory effect without being able to prove that the criteria are job-related and consistent with business necessity. When making hiring and promotion decisions, employers must apply the same selection criteria to persons of different races, and apply them in the same way, giving the same weight to each criterion for each person.
Cost-volume-profit analysis
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Global Survey
With 51 file is 3 times smaller and quality is worther. This should not be a replacement for obs-amd-encoder, but it should complement it. When using ffmpeg to compress a video, I recommend using the libx codec, from experience it has given me excellent quality for small video sizes. AMD Processors. Tile encoding is now exposed for FFmpeg's H. I just ran a few side-by-side tests one at a time with the same source TS files. See full list on docs. So the parameter is not ignored. I'm not sure why libx no longer displays in OBS.
7 Tips on Using Indeed.com for Your Job Search
Your investment advisor proposes you a monthly income investment plan that promises a variable return each month. Should you invest in this scheme? Hypothesis testing comes to the aid for such decision-making. Hypothesis or significance testing is a mathematical model for testing a claim, idea or hypothesis about a parameter of interest in a given population set, using data measured in a sample set. Calculations are performed on selected samples to gather more decisive information about the characteristics of the entire population, which enables a systematic way to test claims or ideas about the entire dataset.
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For smart job seekers, Indeed is a great source of job postings — one of the largest in the world. Besides job postings, Indeed offers a treasure trove of useful information and tools for job seekers. Because millions of jobs are listed, you can learn about different jobs and employers: who is hiring, what job titles they call the job you want, what requirements they have for that job, etc. Note that some employers and recruiters avoid inclusion in Indeed. Indeed is also a site where you can find employer reviews and salary estimates, post your resume, and set up job alerts when jobs you want are posted.
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The issue of marketing in the construction industry has always remained relevant. Indeed, it is not easy to design objects so that they bring high and stable income. The paper studies a solution to the problem, based on the use of the iteration method, the ABC - XYZ analysis, and digital filtering. It is based on the well-known principle of the study of complex systems: the sequential division of a complex task into a number of simpler ones. In contrast, the proposed tooling allows taking into account the main technical, geographical and other factors typical for profitable construction projects.
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Subscriber Account active since. Love it or hate it, Indeed is one of the most popular search engines for job seekers. The job that was open yesterday morning may not be listed today. Of course, the reverse is also true — you found nothing in your search yesterday, but today could be your lucky day because an employer or several of them posted new jobs that are just up your alley.
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Last update: 14 July Record number: Veuillez activer JavaScript. Por favor, active JavaScript. Bitte aktivieren Sie JavaScript. Si prega di abilitare JavaScript. In the past 10 years, XYZ physics has become one of the most exciting fields of particle physics, as many discoveries of new hadrons have been made, however without identifying a clear explanation about the underlying quark structure of these particles.
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