Veteran Affirmative Action Affirmative action The concept of affirmative action has been in the limelight for many decades and most significantly in the 1965 onwards during the tenure of President Lyndon Johnson. He once gave a speech that was concerned with offering everyone fair opportunity to compete in line with the capabilities that they have and taking into account the disadvantages that the individual has suffered. He is quoted to have said

Disabled Veterans In U.S. history, the term affirmative action is of relatively recent origin, and first came into use under the Kennedy administration in 1961, when it ordered federal contractors to speed up the employment of minorities and banned discrimination on the basis of color, religion of national origin. Lyndon Johnson expanded the use of affirmative action in federal hiring and contracts in 1965-66, although the Civil Rights Act simply forbids

This is important because it reflect the certain difficulties the government has to stimulate the employment of veterans in a line of work of their choice. Other statistics mention that not only do a large number of veterans have a disability related to their position but rather the fact that they are part of a system which has a rate of unemployment too high for the United States. More precisely,

In order to assure that workforce advancement for existing disabled veterans is according to federal guidelines, the Bonneville "action program plan" offers classes and training in "resume writing" and "how to prepare for an interview." Each employee, including disabled veterans, are encouraged to complete an individual development plan with their manager, and are also encouraged to utilize career counselors with their departments. All these things are mentioned because it is

Discrimination and Affirmative Action Title I of the Americans with Disabilities Act (ADA) enforced by the U.S. Equal Employment Opportunity Commission (EEOC) prohibits private and state and local government employers with 15 or more employees from discriminating against individuals on the basis of disability. Title I of the ADA also generally requires covered employers to make reasonable accommodations -- changes in the workplace or in the way things are usually done

What is happening is the Equal Employment Opportunity Commission (EEOC) issued a ruling called MD 715. Inside they changed the hiring requirements and reporting standards for U.S. government agencies. The most notable include: reducing reporting requirements, holding senior managers accountable for reaching agency objectives (versus whom they are hiring), the elimination of predetermined quotas and monitoring for trends when discharging these groups. This is designed to ensure that all