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FAS Instructional Letter 2009-01 Applying the Industrial Funding Fee (IFF) to Schedule Pricing
Federal Government Finances and Employment
Industrial Funding Fee
The GSA Federal Acquisition Service Instructional Letters (ILs) - guidance issued to internal FAS acquisition personnel that generally requires action as a result of a regulatory or programmatic change, e.g. inserting a new clause into solicitations and contracts. All ILs are current only as of the date posted and are subject to amendment, update, and supersession without further notice being posted on this site. Changes and revisions to regulatory or statutory guidance subsequent to the effective date of this IL may affect its relevancy and accurateness. The IL is provided for informational purposes only.
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2.
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Defense Office of Hearings & Appeals Decisions- Industrial Security Clearance Decisions-2010
National Security and Veterans Affairs
defense industry, community.law, ...
adjudication of security clearance cases for contractor personnel
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3.
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Defense Office of Hearings & Appeals Decisions- Industrial Security Clearance Decisions-2004
National Security and Veterans Affairs
defense industry, community.law, ...
adjudication of security clearance cases for contractor personnel
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4.
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Job Patterns for Minorities and Women in Private Industry, 2009 EEO-1 CBSA Report
Labor Force, Employment, and Earnings
EEOC, EEO-1, "Private Industry", "EEO-1 Survey"
As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations which indicate the composition of their work forces by sex and by race/ethnic category. Key among these reports is the EEO-1, which is collected annually from Private employers with 100 or more employees or federal contractors with 50 more employees. In 2008, over 68,300 employers with more than 62.2 million employees filed EEO-1 reports. The confidentiality provision which governs release of these data (Section 709 (e) of Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972) prohibits release of individually identifiable information. However, data in aggregated format for major geographic areas and by industry group for private employers (EEO-1) are available. The following tables are national aggregations by those industries with the greatest employment.
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5.
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Job Patterns for Minorities and Women in Private Industry, 2009 EEO-1 CBSA NAICS2 Report
Labor Force, Employment, and Earnings
EEOC, EEO-1, "Private Industry", "EEO-1 Survey"
As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations which indicate the composition of their work forces by sex and by race/ethnic category. Key among these reports is the EEO-1, which is collected annually from Private employers with 100 or more employees or federal contractors with 50 more employees. In 2008, over 68,300 employers with more than 62.2 million employees filed EEO-1 reports. The confidentiality provision which governs release of these data (Section 709 (e) of Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972) prohibits release of individually identifiable information. However, data in aggregated format for major geographic areas and by industry group for private employers (EEO-1) are available. The following tables are national aggregations by those industries with the greatest employment.
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6.
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Job Patterns for Minorities and Women in Private Industry, 2009 EEO-1 CBSA NAICS3 Report
Labor Force, Employment, and Earnings
EEOC, EEO-1, "Private Industry", "EEO-1 Survey"
As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations which indicate the composition of their work forces by sex and by race/ethnic category. Key among these reports is the EEO-1, which is collected annually from Private employers with 100 or more employees or federal contractors with 50 more employees. In 2008, over 68,300 employers with more than 62.2 million employees filed EEO-1 reports. The confidentiality provision which governs release of these data (Section 709 (e) of Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972) prohibits release of individually identifiable information. However, data in aggregated format for major geographic areas and by industry group for private employers (EEO-1) are available. The following tables are national aggregations by those industries with the greatest employment.
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7.
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Job Patterns for Minorities and Women in Private Industry, 2009 EEO-1 NAICS2 Report
Labor Force, Employment, and Earnings
EEOC, EEO-1, "Private Industry", "EEO-1 Survey"
As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations which indicate the composition of their work forces by sex and by race/ethnic category. Key among these reports is the EEO-1, which is collected annually from Private employers with 100 or more employees or federal contractors with 50 more employees. In 2008, over 68,300 employers with more than 62.2 million employees filed EEO-1 reports. The confidentiality provision which governs release of these data (Section 709 (e) of Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972) prohibits release of individually identifiable information. However, data in aggregated format for major geographic areas and by industry group for private employers (EEO-1) are available. The following tables are national aggregations by those industries with the greatest employment.
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8.
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Job Patterns for Minorities and Women in Private Industry, 2009 EEO-1 NAICS3 Report
Labor Force, Employment, and Earnings
EEOC, EEO-1, "Private Industry", "EEO-1 Survey"
As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations which indicate the composition of their work forces by sex and by race/ethnic category. Key among these reports is the EEO-1, which is collected annually from Private employers with 100 or more employees or federal contractors with 50 more employees. In 2008, over 68,300 employers with more than 62.2 million employees filed EEO-1 reports. The confidentiality provision which governs release of these data (Section 709 (e) of Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972) prohibits release of individually identifiable information. However, data in aggregated format for major geographic areas and by industry group for private employers (EEO-1) are available. The following tables are national aggregations by those industries with the greatest employment.
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9.
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Job Patterns for Minorities and Women in Private Industry, 2009 EEO-1 NAICS4 Report
Labor Force, Employment, and Earnings
EEOC, EEO-1, "Private Industry", "EEO-1 Survey"
As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations which indicate the composition of their work forces by sex and by race/ethnic category. Key among these reports is the EEO-1, which is collected annually from Private employers with 100 or more employees or federal contractors with 50 more employees. In 2008, over 68,300 employers with more than 62.2 million employees filed EEO-1 reports. The confidentiality provision which governs release of these data (Section 709 (e) of Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972) prohibits release of individually identifiable information. However, data in aggregated format for major geographic areas and by industry group for private employers (EEO-1) are available. The following tables are national aggregations by those industries with the greatest employment.
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10.
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Job Patterns for Minorities and Women in Private Industry, 2009 EEO-1 NAICS5 Report
Labor Force, Employment, and Earnings
EEOC, EEO-1, "Private Industry", "EEO-1 Survey"
As part of its mandate under Title VII of the Civil Rights Act of 1964, as amended, the Equal Employment Opportunity Commission requires periodic reports from public and private employers, and unions and labor organizations which indicate the composition of their work forces by sex and by race/ethnic category. Key among these reports is the EEO-1, which is collected annually from Private employers with 100 or more employees or federal contractors with 50 more employees. In 2008, over 68,300 employers with more than 62.2 million employees filed EEO-1 reports. The confidentiality provision which governs release of these data (Section 709 (e) of Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Opportunity Act of 1972) prohibits release of individually identifiable information. However, data in aggregated format for major geographic areas and by industry group for private employers (EEO-1) are available. The following tables are national aggregations by those industries with the greatest employment.
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