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To continue to keep our workforce and applicants safe during the COVID-19 pandemic while maintaining efficiency and access to the asylum process, we are extending the temporary final rule (TFR) requiring certain asylum applicants to use USCIS contract telephonic interpreters instead of bringing their own interpreter to their affirmative asylum interview. This rule is in effect through Sept. 12, 2023. For more information, visit our TFR webpage.

We anticipate the declaration of a federal public health emergency for COVID-19 will expire in May 2023. Extending the TFR until after that declaration expires will provide public notice that the TFR is expiring and help ensure an orderly and efficient return to prior practice. After Sept. 12, 2023, affirmative asylum applicants who cannot proceed with the interview in English must provide their own interpreters. During this time, we will also assess the impact of providing contract interpreters at affirmative asylum interviews to determine whether a future permanent rule allowing us to provide contract interpreters would be beneficial to the government and the public.

The following steps explain how you apply for asylum in the United States through the affirmative asylum process. The information in this section will not apply to you if you are seeking asylum through:

The regulations implementing Executive Order 11246 permit federal supply and service contractors to develop affirmative action programs (AAPs) based on business or functional units rather than contractor establishments. These functional AAPs (FAAPs) allow a contractor to organize its AAP to reflect how the company operates functionally, and thereby may make it easier for contractors to organize and analyze data, identify issues, establish clear lines of responsibility for implementing its AAP, and monitor progress.

Contractors may realize several advantages in developing functional affirmative action programs. FAAPs allow contractors more flexibility in structuring their affirmative action programs to better align with the way in which their organization operates. Further, FAAPs allow contractors to assign responsibility to the appropriate individuals for each functional or business unit within their organizations.

Yes. Educational institutions covered by Executive Order 11246 are eligible to request and, upon approval, develop functional affirmative action programs in accordance with 41 CFR 60-2.1 (d)(4). Developing FAAPs allows educational institutions the opportunity to organize their affirmative action programs by functional or business unit instead of by establishment. Educational institutions may choose to develop their FAAP by schools, job functions, departments, or other functional or business units applicable to their organization. For example, a university could develop a FAAP that covers professors and associate professors, and another FAAP for administrative staff.

The regulations implementing Executive Order 11246 permit federal supply and service contractors to develop affirmative action programs (AAPs) that are based on a business function or business unit rather than AAPs based on contractor establishments. These functional AAPs or FAAPs will allow the contractor to examine whether its personnel practices and affirmative action efforts are sufficient to ensure equal employment opportunity for applicants and employees of a functional or business unit, rather than a particular establishment.

Welcome to the Affirmative Action Office. Penn State University is committed to the concept of affirmative action to ensure equal opportunity in all aspects of employment and to foster diversity in the University community. The University has a comprehensive Affirmative Action Plan which sets forth programs and goals for increasing the diversity of its faculty and staff.

We are required to implement our written affirmative action plan (AAP), keep it on file, and update it annually in accordance with federal regulations. The process of maintaining this plan allows us the opportunity to identify areas for growth and change. Each year, the plan is shared with key stakeholders at the university and monitored for improvements.

The AAP is more than a shelf document. For federal contractors and subcontractors, affirmative action must be taken by covered employers to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans. Affirmative actions include training programs, outreach efforts, and other positive steps. These procedures are incorporated into our written personnel policies.

The university's written affirmative action plans for women, minorities, individuals with disabilities, and protected veterans are available for inspection upon request in the Department of Equity and Inclusion during normal business hours.

Recipients of federal funds have a duty to affirmatively further fair housing (AFFH) pursuant to the Fair Housing Act. In general, activities that AFFH should promote non-discrimination and ensure fair and equal access to housing opportunities for all.

(2) programs already in compliance with an EEO program providing for affirmative action in apprenticeship. Existing EEO programs must extend to apprentices and include the use of goals for any underrepresented group or groups; meet the requirements of title VII of the Civil Rights Act of 1964, as amended; and cover individuals with disabilities, or must meet the requirements of Executive Order 11246 and section 503 of the Rehabilitation Act.

The full affirmative action program, absent the data metrics required by 60-300.44(k), shall be made available to any employee or applicant for employment for inspection upon request. The location and hours during which the program may be obtained shall be posted at each establishment.

Under the affirmative action obligations imposed by the Act, contractors shall not discriminate against protected veterans, and shall take affirmative action to employ and advance in employment qualified protected veterans at all levels of employment, including the executive level. Such action shall apply to all employment activities set forth in 60-300.20.

As a federal contractor, each campus within the Purdue University system is required to develop and maintain a written affirmative action program, which is a set of specific results-oriented actions and procedures to which the University commits itself. The current year Affirmative Action Plans for the West Lafayette campus are available below. Adobe Acrobat Reader required to view. Download the reader for free.

In order to accurately report whether our University is meeting its affirmative action goal, all employees are asked to ensure their demographic information is up to date. Most information, such as race, ethnicity, gender, and status as a veteran can be updated in SuccessFactors. The form that is used to disclose or update your disability status can be accessed by clicking the "Disclose Disability Status" button on the left.

As a federal contractor, Cornell University is bound by the federal laws that address affirmative action compliance. Each year, the university posts reports on its progress in addressing its compliance obligations.

As a federal contractor, the University develops and monitors a robust plan for affirmative outreach and other efforts aimed at encouraging the participation and advancement of historically marginalized groups.

Section 501 of the Rehabilitation Act is a federal civil rights law that prohibits federal agencies from discriminating against job applicants and employees based on disability, and requires agencies to engage in affirmative action for individuals with disabilities.

No. These regulations apply only to the federal government and do not apply to private businesses. The Americans with Disabilities Act (ADA), prohibits private businesses with 15 or more employees from discriminating on the basis of disability, but the ADA neither requires nor prohibits affirmative action. (Note, however, that private businesses that are federal contractors are subject to a different set of affirmative action requirements under Section 503 of the Rehabilitation Act. Those requirements are not affected by this final rule.)

Section 501 requires federal agencies to engage in affirmative action for people with disabilities, but does not explain what "affirmative action" means. The Commission determined that stronger regulations were needed to enhance the employment, retention and promotion of qualified individuals with disabilities in the federal government. The final rule gathers together existing requirements from several Executive Orders as well as EEOC directives and other EEOC guidance documents, and adds new requirements that will further improve federal employment of individuals with disabilities and individuals with "targeted disabilities."

No. Section 501 continues to prohibit discrimination on the basis of any disability, and the standards for determining whether a federal agency has discriminated on the basis of disability are the same ones that apply under the ADA. This regulation only concerns the additional affirmative action obligations placed on federal agencies by the law.

No. Federal agencies, as well as private employers, have always been allowed to invite applicants and employees to identify themselves as having disabilities if the information is treated confidentially and used only for affirmative action. But an agency can't require someone to participate in an affirmative action program. (Note that agencies may also ask disability-related questions of job applicants under the following limited circumstances: when compiling employment statistics on an anonymous basis; prior to a job offer if it is reasonable to believe that the individual will require a reasonable accommodation on the job because of a known disability; and after a job offer if the same questions are asked of everyone in the same job category.) 59ce067264


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