On Jthe Board of Regents of the University of California adopted Regents Resolutions SP-1 and SP-2. Such action shall include, but not be limited to the following: employment, upgrading, demotion, or transfer recruitment or recruitment advertising layoff or termination rates of pay or other forms of compensation and selection for training, including apprenticeship. The contractor will take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, color, religion, sex or national origin. 202(1)): The contractor will not discriminate against any employee or applicant for employment because of race, color, religion, sex, or national origin.
An excerpt from the executive order follows (Part II, Subpart B, Sec.
In addition, an official of the organization must be assigned responsibility for implementation of equal employment opportunity and the affirmative action program. For federal contractors employing more than 50 people and having federal contracts totaling more than $50,000, compliance with these regulations includes disseminating and enforcing a nondiscrimination policy, establishing a written affirmative action plan and placement goals for women and minorities, and implementing action-oriented programs for accomplishing these goals. The Office of Federal Contract Compliance Programs (OFCCP), under the Department of Labor, monitors this requirement for all federal contractors, including all UC campuses, and has developed regulations to which these contractors must adhere.
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Executive Order 11246 also requires federal contractors to take affirmative action to promote the full realization of equal opportunity for women and minorities. In 1967, President Johnson amended the order to include sex on the list of attributes. Johnson issued Executive Order 11246, prohibiting employment discrimination based on race, color, religion, and national origin by those organizations receiving federal contracts and subcontracts. This executive order was superseded by Executive Order 11246 in 1965. Kennedy issued Executive Order 10925, which included a provision that government contractors "take affirmative action to ensure that applicants are employed, and employees are treated during employment, without regard to their race, creed, color, or national origin." The intent of this executive order was to affirm the government's commitment to equal opportunity for all qualified persons, and to take positive action to strengthen efforts to realize true equal opportunity for all. It is, however, a brief review of some of the laws and regulations that have impacted UCI policy, practice, and discussion on affirmative action in recent years. This section is not meant to be a comprehensive overview of affirmative action law, cases, or policies.
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