Equal Employment Opportunity and Regulatory Compliance Questionnaire平等就业机会和遵从法规的问卷调查：Policies and practices to ensure compliance with equal employment opportunity laws and other governmental regulations as they relate to recruitment, selection, placement, compensation and treatment of employees while enhancing the validity and effectiveness of related personnel systems.当加强相关职员系统的合法性和有效性时，政策和实行能确保符合平等就业机会的劳动法，以及其他政府规定，因为它们和员工的招聘，选择，安置，补偿以及待遇有直接的关联。

1.Does your organization have a stated policy covering equal employmentopportunity as well as its compliance with all applicable discrimination laws?你们组织是否有关于一个政策规定，它包含了平等就业机会，及其遵从所有可适用的反歧视法？2.Does your organization explicitly state its position against discriminationbecause of:Race?Color?Sex?Religion?Sexual orientation?Physical/mental handicap or disability?Age?National origin?Ancestry?Marital status?How is this policy communicated inside and outside the organization?你们组织是否有明文规定，不能因为如下原因的歧视而抵制相应的职位？种族，肤色，性别，宗教，性取向，身体/精神上的障碍或残疾，年龄，国籍，门第，婚姻状况？3.Is there one position within the organization accountable for overseeing andcoordinating EEO policies and procedures?你们组织内部是否有人负责监督和协调EEO(平等就业机会)的政策和程序？4.Is there a review process to keep the organization up-to-date regardingregulatory issues and compliance?是否有评审程序在来监督组织在法规问题和合法性上时刻保持更新？5.Are job openings analyzed for job-related skills, education, knowledge andability requirements?针对空缺岗位，是否有针对职位相关技能，教育程度，知识状况和能力需求方面有分析？6.Are selection criteria based on these job-related requirements?Can all hiring decisions be defended against these criteria?选择标准是否建立在与职位相关的需求上？所有聘用决定都能依据这些标准吗？7.Are all tests used in the hiring process valid?在聘用员工过程中所用到的测试都是有效的吗？8.Are all hiring managers trained in nondiscriminatory hiring practices?所有招聘经理是否有受过非歧视雇佣原则的培训？9.Has the employment application been reviewed to ensure that it meets allequal employment opportunity requirements?职位申请是否有被评估过，以此来确保它符合所有平等就业机会的要求？10.Is there an internal process for employees to register complaints concerningdiscrimination and harassment?是否有员工内部程序，来登记关于歧视和性骚扰的投诉？Does your organization have an explicit policy against sexual harassment?Has a procedure to resolve sexual harassment claims been implemented?你们素质是否有明文规定来抵制性骚扰？是否有一个执行解决性骚扰投诉的程序？12.Do you offer training to management on sexual harassment awareness andlegal requirements?你是否有向管理系统提出关于性骚扰意识和法律规定的培训？Does your organization conform to all provisions of the Americans withDisabilities Act (ADA)?你们组织是否遵守ADA(美国残疾人法案)的所有条款？Does your organization have a policy statement that prohibits discrimination against qualified handicapped or disabled individuals?你们组织是否有一个政策规定，严格杜绝对合格的残疾人或残疾人个人的歧视？Do your organization’s job descriptions distinguish between those qualifications, physical requirements, duties and responsibilities which are essential and those which are nonessential?你们组织的职位描述在资格上，身体要求，职责和责任方面是否有分清哪些是必需的，哪些是不必要的？Are policy manuals, handbooks, recruitment notices, job postings and advertisements consistent regarding qualified individuals with a physical or mental impairment of a major life activity?对于有影响大半辈子的身体或脑力缺陷的合格员工，其政策规定，手册，招聘信息，简历投递和商业广告是否一致？Can disabled individuals apply for job openings and gain access to the premises?Is there a review process for employee restrictions and reasonable accommodation requests?残疾人是否能申请缺岗职位，并获得场地内？针对员工限制和合理的住宿要求，是否有一个审查程序？14.If you are a Federal or State government agency, does your organizationconform to the requirement of the Veterans’ Preference Act?如果你是联邦或国家政府代理商，你的组织是否符合退伍军人行为法的要求？15.Does your organization have a government supplies/service contract orsubcontract of $50,000 or more in any 12-month period?If yes, does it have an Affirmative Action Plan (AAP) in place for each of the organization’s establishments?你的组织是否有一个在任何12个月内，关于政府物料供应/服务合同或五万美元或以上的分包合同？如有，是否有对每个组织的建立制定一个现成的AAP（肯定行为计划）？16.Are all AAPs developed according to the Office of Federal ContractsCompliance Programs (OFCCP) guidelines, including:是否所有的AAP都是根据OFCCP（联邦合同履约OFFICE程序）的规范来发展的，包括？Affirmative Action Plan Narrative?肯定行为计划叙事？Workforce Analysis?劳动力分析Job Group Analysis?工作组分析？Availability Analysis?可用性分析?Utilization Analysis?利用分析？Goals and Timetables?目标和时间表？17.Does your organization conduct a self-EEO/AAP audit on a periodic basis?你们组织是否有定期对自身做一个EEO/AAP（平等就业机会/肯定行为计划）的审查？18.Does your organization have a hiring procedure regarding the examination ofdocuments to verify applicant identity and authorization to work in the UnitedStates as spelled out in the Immigration Reform and Control Act (IRCA)?你们组织是否有一个聘用程序，以考试形式来核实申请人的身份，并按IRCA （移民改革和控制法）所述，授权在美国工作?19.Does your organization have a Federal contract or subcontract of $25,000 ormore?你们组织是否有一份联邦合同或价值2.5万美元或更多的分合同？If yes, does your organization fulfill the following requirements of the Drug-Free Workplace Act of 1988?:如果是，那么你们组织是否有履行于1988年颁布的无毒品工作场所法所规定的要求？Publish a policy statement prohibiting the unlawful manufacture, distribution, possession or use of a controlled substance in the workplace and specifying what actions will be taken against employees who violate the policy?是否有一个政策声明：禁止非法生产，销售，惯有或在工作场所控制物质的使用，并指明对于员工违反政策将采取何种措施？Provide a copy of the policy to employees working under the contract?是否有向签约合同的员工提供副本？Provide guidance/training on policy requirements?是否有按政策需求，提供指导/培训？Have a drug/alcohol-free awareness program?是否有不准吸毒和饮酒的程序文件？Notify employees they must, as a condition of employment, notify the employer if they are convicted of a criminal offense occurring in the workplace within five days after the conviction?通知员工，作为雇佣的前提条件，假如他们因刑事而在工作场所发生的争斗，必须在五天内通知雇主。