Civil Rights Division; Office of Special Counsel for Immigration Related Unfair Employment Practices, Immigration Related Employment Discrimination Public Education Grants, 9595-9598 [06-1736]
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Federal Register / Vol. 71, No. 37 / Friday, February 24, 2006 / Notices
disposed of at the scheduled meeting,
may be carried over to the agenda of the
following meeting.
By order of the Commission:
Issued: February 22, 2006.
Marilyn R. Abbott,
Secretary to the Commission.
[FR Doc. 06–1814 Filed 2–22–06; 3:47 pm]
BILLING CODE 7020–02–P
INTERNATIONAL TRADE
COMMISSION
[USITC SE–06–013]
Sunshine Act Meeting
United
States International Trade Commission.
TIME AND DATE: March 6, 2006 at 2 p.m.
PLACE: Room 101, 500 E Street SW.,
Washington, DC 20436., Telephone:
(202) 205–2000.
STATUS: Open to the public.
MATTERS TO BE CONSIDERED:
1. Agenda for future meetings: none.
2. Minutes.
3. Ratification List.
4. Inv. Nos. 701–TA–269 and 270 and
731–TA–311–314, 317, and 379 (Second
Review)(Brass Sheet and Strip from
Brazil, Canada, France, Germany, Italy,
and Japan)—briefing and vote. (The
Commission is currently scheduled to
transmit its determination and
Commissioners’ opinions to the
Secretary of Commerce on or before
March 21, 2006.)
5. Outstanding action jackets: none.
In accordance with Commission
policy, subject matter listed above, not
disposed of at the scheduled meeting,
may be carried over to the agenda of the
following meeting.
AGENCY HOLDING THE MEETING:
By order of the Commission:
Issued: February 22, 2006.
Marilyn R. Abbott,
Secretary to the Commission.
[FR Doc. 06–1815 Filed 2–22–06; 3:47 pm]
BILLING CODE 7020–02–P
DEPARTMENT OF JUSTICE
Civil Rights Division; Office of Special
Counsel for Immigration Related Unfair
Employment Practices, Immigration
Related Employment Discrimination
Public Education Grants
Office of Special Counsel for
Immigration Related Unfair
Employment Practices, Civil Rights
Division, U.S. Department of Justice.
ACTION: Notice of availability of funds
and solicitation for grant applications.
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AGENCY:
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SUMMARY: The Office of Special Counsel
for Immigration Related Unfair
Employment Practices (OSC) announces
the availability of funds for grants to
conduct public education programs
about the rights afforded potential
victims of employment discrimination
and the responsibilities of employers
under the anti-discrimination provision
of the Immigration and Nationality Act
(INA), 8 U.S.C. 1324b. It is anticipated
that a number of grants will be
competitively awarded to applicants
who can demonstrate a capacity to
design and successfully implement
public education campaigns to address
immigration related unfair employment
discrimination. Grants may range in size
from $35,000 to $100,000. Applicants
must demonstrate the ability to educate
workers, employers and/or the general
public about the anti-discrimination
provision of the INA. OSC welcomes
proposals from diverse public service
groups, organizations or associations
providing information services to
employers and/or potential victims of
discrimination, and faith-based
organizations and nonprofit groups
providing services and assistance to
potential victims of discrimination.
DATES: Application Due Date: April 7,
2006.
FOR FURTHER INFORMATION CONTACT:
Katherine A. Baldwin, Deputy Special
Counsel, Office of Special Counsel for
Immigration Related Unfair
Employment Practices, 950
Pennsylvania Ave., Washington, DC
20530. Tel. (202) 616–5594, or (202)
616–5525 (TDD for the hearing
impaired).
SUPPLEMENTARY INFORMATION: The Office
of Special Counsel for Immigration
Related Unfair Employment Practices of
the Civil Rights Division of the
Department of Justice announces the
availability of funds to conduct cost
effective public education programs
concerning the anti-discrimination
provision of the INA. Funds will be
awarded to selected applicants who
propose cost-effective ways of educating
employers, workers covered by this
statute, community service providers,
and/or the general public.
Background: The Immigration and
Nationality Act protects work
authorized individuals from
employment discrimination based on
their citizenship status and/or national
origin. Federal law also makes
knowingly hiring unauthorized workers
unlawful, and requires employers to
verify the identity and employment
eligibility of all new employees.
Employers who violate this law are
subject to sanctions, including fines and
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possible criminal prosecution.
Employers of four or more employees
are prohibited from discriminating on
the basis of citizenship status or
national origin with respect to hiring,
firing, recruitment or referral for a fee.
They are also prohibited from
committing ‘‘document abuse’’ on the
basis of national origin or citizenship
status in the employment eligibility
verification process. U.S. citizens and
certain classes of work authorized
individuals are protected from
citizenship status discrimination.
Protected non-citizens include:
• Legal Permanent Residents;
• Refugees;
• Asylees; and
• Temporary Residents.
Citizens and all work authorized
individuals are protected from
discrimination on the basis of national
origin. However, under the INA the
prohibition against national origin
discrimination applies only to
employers with four to fourteen
employees. National origin
discrimination complaints against
employers with fifteen or more
employees fall under the jurisdiction of
the Equal Employment Opportunity
Commission pursuant to Title VII of the
Civil Rights Act of 1964, 42 U.S.C.
2000e, et seq. In addition, under the
document abuse provision of the law,
employers cannot request more or
different documents than are required
for completion of the Employment
Eligibility Verification (I–9) Form, prefer
or require one form of documentation
over another, or refuse documents that
appear reasonably genuine on their face,
if made for the purpose or with the
intent of discriminating against an
individual on the basis of national
origin or citizenship status. OSC is
responsible for receiving and
investigating discrimination charges
and, when appropriate, filing
complaints with specially designated
administrative law judges. OSC also
initiates independent investigations of
possible immigration-related job
discrimination. While OSC has
established a record of vigorous
enforcement, studies have shown that
there is an extensive lack of knowledge
on the part of protected individuals and
employers about the anti-discrimination
provision of the INA. Enforcement
cannot be effective if potential victims
of discrimination are not aware of their
rights. Moreover, discrimination can
never be eradicated so long as
employers are not aware of their
responsibilities.
Purpose: OSC seeks to educate both
workers and employers about their
rights and responsibilities under the
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anti-discrimination provision of the
INA. Applicants must demonstrate the
ability to use diverse forms of mass and
electronic media to educate employers
and/or employees in both the private
and business sectors, as well as agencies
providing services to potential victims
concerning the anti-discrimination
provision of the INA. OSC seeks
proposals that will use existing
materials or may develop additional
materials to effectively educate
employees and/or employers about
exercising their rights or fulfilling their
obligations under the antidiscrimination provision. OSC will
consider any proposal that articulates
and substantiates other creative means
of reaching these populations. One
example is the use of creative media
public service announcements for local
communities, non-profit organizations
and business groups.
Program Description: The program is
designed to develop and implement
cost-effective approaches to educate
potential victims of employment
discrimination about their rights and to
educate employers about their
responsibilities under INA’propose to
educate potential victims only,
employers only, or both in a single
campaign. Program budgets must
include the travel, lodging and other
expenses necessary for up to two
program staff members to attend the
mandatory OSC grantee training (2 days)
that will be held in Washington, DC.
Proposals should outline the following
key elements of the program:
Part I: Intended Audience(s)
The educational efforts under the
grant should be directed to: (1) Work
authorized and protected non-citizens;
(2) citizens at the risk of becoming
victims of employment discrimination;
and/or (3) employers, especially those
in both large and small businesses and
industries that employ large numbers of
individuals in categories (1) and (2). The
proposals should define the
characteristics of the work authorized
population or the employer group(s)
intended to be the focus of the
educational campaign. It must also
identify the applicant’s qualifications to
reach credibly and effectively large
segments of the intended audience(s).
The proposals should detail the reasons
for focusing on each group of protected
individuals or employers by describing
particular needs or other factors to
support the selection. In defining the
campaign focuses and supporting the
reasons for the selection, applicants may
use census data, studies, surveys, or any
other sources of information of generally
accepted reliability.
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Part II: Campaign Strategy
We encourage applicants to devise
effective and creative means of public
education and information
dissemination that are specifically
designed to reach the widest possible
intended audience. Those applicants
proposing educational campaigns
addressing potential victims of
discrimination should keep in mind that
some of the traditional methods of
public communication may be less than
optimal for educating members of
national origin or linguistic groups that
have limited community-based support
and communication networks.
Grants are an important component of
OSC partnerships to better serve the
public, employers and potential
discrimination victims. Grantees should
plan to include OSC attorneys and other
professional staff in public outreach
programs in order to more successfully
reach their audiences and prevent
discrimination before it occurs or
combat it where it exists. Proposals
should discuss the components of the
campaign strategy, detail the reasons
supporting the choice of each
component, and explain how each
component will effectively contribute to
the overall objective of cost-effective
dissemination of useful and accurate
information to a wide audience of
protected individuals or employers.
Discussions of the campaign strategies
and supporting rationale should be
clear, concise, and based on sound
evidence and reasoning.
Budget proposals should include the
costs for distribution of materials
received from OSC or from current/past
OSC grantees. To the extent that
applicants believe the development of
original materials particularly suited to
their campaign is necessary, their
proposal should articulate in detail the
circumstances requiring the
development of such materials. All such
materials must be approved by OSC
prior to production to ensure legal
accuracy and proper emphasis.
Proposed revisions/translations of OSCapproved materials must also be
submitted for clearance. All information
distributed should also identify OSC as
a source of assistance, information and
action, and include the correct address
and telephone numbers of OSC
(including the toll-free numbers and
TDD numbers), and OSC e-mail and
Internet addresses.
Part III: Evaluation of the Strategy
A full evaluation of a project’s
effectiveness is due within 60 days of
the conclusion of a campaign. Interim
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evaluation/activity reports are due
quarterly.
Selection Criteria: The selection of
grantees for award will be made by the
Office of Special Counsel for
Immigration Related Unfair
Employment Practices. A panel
comprised of OSC staff will review and
rate the applications and make
recommendations regarding funding.
The panel’s results are advisory in
nature and not binding. Letters of
support, endorsement, or
recommendation are not part of the
grant application process and will not
be considered. In determining which
applications to recommend, OSC staff,
based on a one hundred point scale will
consider the following:
1. Program Design (50 points). Sound
program design and cost-effective
strategies for educating the intended
population are imperative.
Consequently, areas that will be closely
examined include the following:
a. Demonstration of a clear
understanding of the requirements of
the anti-discrimination provision of the
Immigration and Nationality Act and
OSC’s outreach goals. (10 points).
b. Clear statement of the proposed
goals and objectives, including a listing
of the major events, activities, products
and timetables for completion and the
extent of OSC participation in grantee
outreach events. (10 points)
c. Selection and definition of the
intended audience(s) for the campaign,
and the factors that support the
selection, including special needs, and
the applicant’s qualifications to reach
effectively the intended audience(s). (10
points)
d. A cost-effective campaign strategy
for educating employers and/or
members of the protected class, with a
justification for the choice of strategy.
(10 points)
e. How the applicant proposes to
measure the effectiveness and success of
the education campaign. (10 points).
2. Administrative Capability (20
points). Proposals will be rated in terms
of the capability of the applicant to
define the intended audience, reach it,
and implement the public education
and evaluation components of the
campaign:
a. Evidence of proven ability to
provide high quality results in the
public outreach program. (10 points)
b. Evidence that the applicant can
implement the campaign. (10 points)
Note: OSC’s experience during previous
grant cycles has shown that a number of
applicants choose to apply as a consortium
of individual entities, or, if applying
individually, propose the use of
subcontractors to undertake certain limited
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functions. It is essential that these applicants
demonstrate the proven management
capability and experience to ensure that, as
lead agency, they will be directly accountable
for the successful implementation,
completion, and evaluation of the project.
3. Staff Capability (10 points).
Applications will be evaluated in terms
of the degree to which:
a. The duties outlined in the proposed
staffing plan for grant-funded positions
appear appropriate to the work that will
be conducted under the award. (5
points)
b. The qualifications of the grantfunded positions appear to match the
requirements of these positions. (5
points)
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Note: If the grant project manager or other
member of the professional staff is to be hired
later as part of the grant, or should there be
any change in professional staff during the
grant period, hiring is subject to review and
approval by OSC at that time.
4. Service to Underserved
Communities (20 points). OSC has
determined a need to reach out to
groups and communities previously
underserved, or not served at all, by this
grant program or by comparable service
providers. This includes identifying
employer and employee organizations,
faith-based groups, non-profit groups,
public service groups or other
communities not previously served. It
also includes identifying employers and
employer organizations with whom the
program has not previously interacted.
This need is particularly relevant in
light of recent world events which have
raised the possibility of immigrationstatus discrimination for groups that
may not have previously been subject to
such conduct. Applicants should
identify groups or communities served
by their proposed program, which may
be categorized as previously
underserved. Applicants should
consider the need for language services
for limited English proficient (LEP)
persons served or encountered when
developing their proposals, including
the proposed budget, and while
conducting their programs and
activities. The Department of Justice has
determined that costs associated with
providing meaningful access for LEP
individuals are considered an allowable
program cost.
Eligible Applicants: This grant
competition is open to all applicants
including labor and immigrant
organizations, small and large
businesses and associations, employer
groups and associations, public services
or community-based organizations,
faith-based organizations, and state and
local government agencies.
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Faith-Based and Community
Organizations. Consistent with
President George W. Bush’s Executive
Order 13279, dated December 12, 2002,
and 28 CFR Part 38, it is OSC policy that
faith-based and community
organizations that statutorily qualify as
eligible applicants under OSC s program
are invited and encouraged to apply for
assistance awards to fund eligible grant
activities. Faith-based and community
organizations will be considered for
awards on the same basis as any other
eligible applicants and, if they receive
assistance awards, will be treated on an
equal basis with all other grantees in the
administration of such awards. No
eligible applicant or grantee will be
discriminated for or against on the basis
of its religious character or affiliation,
religious name, or the religious
composition of its board of directors or
persons working in the organization.
Faith-based organizations receiving
grant awards retain their independence
and do not lose or have to modify their
religious identity (e.g., removing
religious symbols) to receive awards.
OSC grant funds, however, may not be
used to fund any inherently religious
activity, such as prayer or worship.
Inherently religious activity is
permissible, although it cannot occur
during an activity funded with OSC
grant funds; rather, such religious
activity must be separate in time or
place from the OSC funded program.
Further, participation in such activity
by individuals receiving services must
be voluntary. Programs funded by OSC
are not permitted to discriminate in the
provision of services on the basis of a
beneficiary’s religion.
Grant Period and Award Amount: It is
anticipated that several grants will be
awarded and may range in size from
$35,000 to $100,000. Publication of this
announcement does not require OSC to
award any specific number of grants, or
to obligate all or any part of available
funds. The period of performance will
be twelve months from the date of the
grant award.
Application Deadline: All
applications must be postmarked by
April 7, 2006. If using regular first class
mail, send to: U.S. Department of
Justice, Civil Rights Division, Office of
Special Counsel for Immigration Related
Unfair Employment Practices, 950
Pennsylvania Avenue, NW.,
Washington, DC 20530. If using
messengers, overnight or priority mail—
which OSC encourages due to delays in
the delivery of regular mail—send to:
Office of Special Counsel for
Immigration Related Unfair
Employment Practices, U.S. Department
of Justice, 1425 New York Ave., NW.,
PO 00000
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9597
Suite 9000, Washington, DC 20005.
Applications may not be submitted via
facsimile machine.
Application Requirements:
Applicants should submit an original
and two (2) copies of their completed
proposal by the deadline established
above. In order to improve the statistical
reporting of federal grants, the Office of
Management and Budget has directed
federal agencies to require all applicants
to provide a Dun and Bradstreet Data
Universal Numbering System (DUNS)
number when applying for Federal
grants or cooperative agreements. All
grantees, contractors and potential
applicants are encouraged to obtain a
DUNS number and to assure that an
accurate DUNS number is included in
their application or proposal. If your
organization does not have a DUNS
number, you should take steps to obtain
a DUNS number in advance of the
application deadline. Organizations may
receive a DUNS number at no cost by
calling the dedicated toll-free DUNS
Number request line at 1–866–705–5711
or by visiting the D&B Small Business
Web site at https://
smallbusiness.dnb.com/default.asp.
All submissions must contain the
following items in the order listed
below:
1. A completed and signed
Application for Federal Assistance
(Standard Form 424).
Note: The Catalog of Federal Domestic
Assistance number is 16.110 and the title is
Education & Enforcement of the
Antidiscrimination provision of the
Immigration and Nationality Act (box #10 of
the SF 424).
2. OJP Form 4061/6 (Certification
Regarding Lobbying; Debarment,
Suspension and Other Responsibility
Matters; and Drug-Free Workplace
Requirements).
3. Disclosure Form to Report
Lobbying (SF LLL).
4. OJP Form 4000/3 (Standard
Assurances).
5. An abstract of the full proposal, not
to exceed one page.
6. A program narrative of not more
than fifteen (15) double-spaced typed
pages that clearly and specifically
demonstrates how the applicant meets
each of the four (4) elements set forth as
selection criteria, above.
7. A proposed budget outlining all
direct and indirect costs for personnel,
fringe benefits, travel, supplies,
subcontracts, and a short narrative
justification of each budgeted line item
cost. If an indirect cost rate is used in
the budget, then a copy of a current
fully executed agreement between the
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applicant and the cognizant federal
agency must accompany the budget.
Note: Program budgets must include the
travel, lodging and other expenses necessary
for not more than two program staff members
to attend the mandatory OSC grantee training
(2 days) that will be held in Washington, DC
by the end of September 2006.
8. Copies of resumes of the
professional staff proposed in the
budget.
Application forms may be obtained by
writing or telephoning: U.S. Department
of Justice, Civil Rights Division, Office
of Special Counsel for Immigration
Related Unfair Employment Practices,
950 Pennsylvania Avenue, NW.,
Washington, DC 20530. Tel. (202) 616–
5594, or (202) 616–5525 (TDD for the
hearing impaired). This announcement
and the required forms will also appear
on the World Wide Web at: https://
www.usdoj.gov/crt/osc. In order to
facilitate handling, please do not use
covers, binders or tabs.
Dated: February 16, 2006.
Katherine A. Baldwin,
Deputy Special Counsel for ImmigrationRelated Unfair Employment Practices.
[FR Doc. 06–1736 Filed 2–23–06; 8:45 am]
BILLING CODE 7020–02–P
DEPARTMENT OF JUSTICE
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Notice of Lodging of Settlement
Agreement Under the Comprehensive
Environmental Response,
Compensation and Liability Act
Under 28 CFR 50.7, notice is hereby
given that on February 10, 2006, a
proposed settlement agreement in In re
Imperial Home Decor Group, Inc., et al.,
Case No. 00–19 (Bktcy Del.), was lodged
with the United States Bankruptcy
Court for the District of Delaware.
The settlement agreement resolves the
United States’ proof of claim in the
Chapter 11 reorganization of Imperial
Home Decor Group, Inc. and its
affiliates (‘‘Debtors’’). The United States’
proof of claim sought recovery of
cleanup costs pursuant to Section 107(a)
of the Comprehensive Environmental
Response, Compensation and Liability
Act, 42 U.S.C. 9607(a), at the SRS
Superfund Site in Southington,
Connecticut (‘‘Site’’). Predecessors of
Debtors allegedly arranged for the
treatment or disposal of hazardous
substances at the Site. The settlement
provides for the United States to have
an allowed unsecured claim of
$919,705. The claim will be paid in the
ordinary course of the bankruptcy
proceeding.
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The Department of Justice will receive
for a period of thirty (30) days from the
date of this publication comments
relating to the settlement agreement.
Comments should be addressed to the
Assistant Attorney General,
Environment and Natural Resources
Division, P.O. Box 7611, U.S.
Department of Justice, Washington, DC
20044–7611, and should refer to In re
Imperial Home Decor Group, Inc., et al.,
D.J. No. 90–7–1–23/1.
The settlement agreement may be
examined at the Office of the United
States Attorney, Nemours Building,
1007 Orange Street, Suite 700,
Wilmington, DE 19801, and at the
Region I Office of the U.S.
Environmental Protection Agency, One
Congress Street, Suite 1100, Boston, MA
02114. During the public comment
period, the settlement agreement also
may be examined on the following
Department of Justice Web site, https://
www.usdoj.gov/enrd/open.html. A copy
of the settlement agreement may also be
obtained by mail from the Consent
Decree Library, P.O. Box 7611, U.S.
Department of Justice, Washington, DC
20044–7611 or by faxing or e-mailing a
request to Tonia Fleetwood
(tonia.fleetwoor@usdoj.gov), fax no.
(202) 514–0097, phone confirmation
number (202) 514–1547. In requesting a
copy from the Consent Decree Library,
please enclose a check in the amount of
$1.00 (25 cents per page reproduction
cost) payable to the U.S. Treasury.
Ronald G. Gluck,
Assistant Section Chief, Environmental
Enforcement Section, Environment and
Natural Resources Division.
[FR Doc. 06–1700 Filed 2–23–06; 8:45 am]
BILLING CODE 4410–15–M
Muckleshoot Indian Tribe, the National
Oceanic and Atmospheric
Administration of the United States
Department of Commerce, and the
United States Department of the
Interior. Under the consent decree,
defendant will pay $25,838.61 for
natural resource damages and
assessment costs.
The Department of Justice will
receive, for a period of thirty (30) days
from the date of this publication,
comments relating to the proposed
consent decree. Comments should be
addressed to the Assistant Attorney
General for the Environment and
Natural Resources Division, Department
of Justice, Washington, DC 20530, and
should refer to United States v. Ryder
System, Inc., DOJ Ref. #90–11–2–1049/
5.
The proposed consent decree may be
examined at the office of the United
States Attorney, 601 Union Street,
Seattle, WA 98101. During the public
comment period, the Consent Decree
may be examined on the following
Department of Justice Web site: https://
www.usdoj.gov/enrd/open.html, and at
the Consent Decree Library, PO Box
7611, U.S. Department of Justice,
Washington, DC 20044–7611 or by
faxing a request to Tonia Fleetwood, fax
no. (202) 514–0097, phone confirmation
number (202) 514–1547. In requesting a
copy please refer to the referenced case
and enclose a check in the amount of
$7.75 (25 cents per page reproduction
costs), payable to the U.S. Treasury.
Robert E. Maher, Jr.,
Ass’t Chief, Environmental Enforcement
Section, Environment and Natural Resources
Division.
[FR Doc. 06–1698 Filed 2–23–06; 8:45 am]
BILLING CODE 4410–15–M
DEPARTMENT OF JUSTICE
Notice of Lodging of Consent Decree
Pursuant to the Comprehensive
Environmental Response,
Compensation, and Liability Act
DEPARTMENT OF JUSTICE
In accordance with Departmental
policy, 28 CFR 50.7, notice is hereby
given that a proposed consent decree in
United States v. Ryder System, Inc.,
Civil Action No. C06–5072RJB, was
lodged on February 8, 2006, with the
United States District Court for the
Western District of Washington. The
consent decree requires defendant
Ryder System, Inc. to compensate
natural resources trustees for natural
resource damages in Commencement
Bay, Washington, resulting from
releases of hazardous substances. The
trustees are the State of Washington, the
Puyallup Tribe of Indians, the
United States v. Charleston Area
Medical Center, Inc.; Complaint,
Proposed Final Judgment and
Competitive Impact Statement
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Antitrust Division
[Civil Action No. 2:06–0091]
Notice is hereby given pursuant to the
Antitrust Procedures and Penalties Act,
15 U.S.C. 16(b) through (h), that a
proposed Final Judgment, Stipulation,
and Competitive Impact Statement have
been filed with the United States
District Court for the Southern District
of West Virginia in United States v.
Charleston Area Medical Center, Inc.,
Civil Case No. 2:06–0091. On February
6, 2006, the United States filed a
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]]>Agencies
[Federal Register Volume 71, Number 37 (Friday, February 24, 2006)]
[Notices]
[Pages 9595-9598]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: 06-1736]
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DEPARTMENT OF JUSTICE
Civil Rights Division; Office of Special Counsel for Immigration
Related Unfair Employment Practices, Immigration Related Employment
Discrimination Public Education Grants
AGENCY: Office of Special Counsel for Immigration Related Unfair
Employment Practices, Civil Rights Division, U.S. Department of
Justice.
ACTION: Notice of availability of funds and solicitation for grant
applications.
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SUMMARY: The Office of Special Counsel for Immigration Related Unfair
Employment Practices (OSC) announces the availability of funds for
grants to conduct public education programs about the rights afforded
potential victims of employment discrimination and the responsibilities
of employers under the anti-discrimination provision of the Immigration
and Nationality Act (INA), 8 U.S.C. 1324b. It is anticipated that a
number of grants will be competitively awarded to applicants who can
demonstrate a capacity to design and successfully implement public
education campaigns to address immigration related unfair employment
discrimination. Grants may range in size from $35,000 to $100,000.
Applicants must demonstrate the ability to educate workers, employers
and/or the general public about the anti-discrimination provision of
the INA. OSC welcomes proposals from diverse public service groups,
organizations or associations providing information services to
employers and/or potential victims of discrimination, and faith-based
organizations and nonprofit groups providing services and assistance to
potential victims of discrimination.
DATES: Application Due Date: April 7, 2006.
FOR FURTHER INFORMATION CONTACT: Katherine A. Baldwin, Deputy Special
Counsel, Office of Special Counsel for Immigration Related Unfair
Employment Practices, 950 Pennsylvania Ave., Washington, DC 20530. Tel.
(202) 616-5594, or (202) 616-5525 (TDD for the hearing impaired).
SUPPLEMENTARY INFORMATION: The Office of Special Counsel for
Immigration Related Unfair Employment Practices of the Civil Rights
Division of the Department of Justice announces the availability of
funds to conduct cost effective public education programs concerning
the anti-discrimination provision of the INA. Funds will be awarded to
selected applicants who propose cost-effective ways of educating
employers, workers covered by this statute, community service
providers, and/or the general public.
Background: The Immigration and Nationality Act protects work
authorized individuals from employment discrimination based on their
citizenship status and/or national origin. Federal law also makes
knowingly hiring unauthorized workers unlawful, and requires employers
to verify the identity and employment eligibility of all new employees.
Employers who violate this law are subject to sanctions, including
fines and possible criminal prosecution. Employers of four or more
employees are prohibited from discriminating on the basis of
citizenship status or national origin with respect to hiring, firing,
recruitment or referral for a fee. They are also prohibited from
committing ``document abuse'' on the basis of national origin or
citizenship status in the employment eligibility verification process.
U.S. citizens and certain classes of work authorized individuals are
protected from citizenship status discrimination. Protected non-
citizens include:
Legal Permanent Residents;
Refugees;
Asylees; and
Temporary Residents.
Citizens and all work authorized individuals are protected from
discrimination on the basis of national origin. However, under the INA
the prohibition against national origin discrimination applies only to
employers with four to fourteen employees. National origin
discrimination complaints against employers with fifteen or more
employees fall under the jurisdiction of the Equal Employment
Opportunity Commission pursuant to Title VII of the Civil Rights Act of
1964, 42 U.S.C. 2000e, et seq. In addition, under the document abuse
provision of the law, employers cannot request more or different
documents than are required for completion of the Employment
Eligibility Verification (I-9) Form, prefer or require one form of
documentation over another, or refuse documents that appear reasonably
genuine on their face, if made for the purpose or with the intent of
discriminating against an individual on the basis of national origin or
citizenship status. OSC is responsible for receiving and investigating
discrimination charges and, when appropriate, filing complaints with
specially designated administrative law judges. OSC also initiates
independent investigations of possible immigration-related job
discrimination. While OSC has established a record of vigorous
enforcement, studies have shown that there is an extensive lack of
knowledge on the part of protected individuals and employers about the
anti-discrimination provision of the INA. Enforcement cannot be
effective if potential victims of discrimination are not aware of their
rights. Moreover, discrimination can never be eradicated so long as
employers are not aware of their responsibilities.
Purpose: OSC seeks to educate both workers and employers about
their rights and responsibilities under the
[[Page 9596]]
anti-discrimination provision of the INA. Applicants must demonstrate
the ability to use diverse forms of mass and electronic media to
educate employers and/or employees in both the private and business
sectors, as well as agencies providing services to potential victims
concerning the anti-discrimination provision of the INA. OSC seeks
proposals that will use existing materials or may develop additional
materials to effectively educate employees and/or employers about
exercising their rights or fulfilling their obligations under the anti-
discrimination provision. OSC will consider any proposal that
articulates and substantiates other creative means of reaching these
populations. One example is the use of creative media public service
announcements for local communities, non-profit organizations and
business groups.
Program Description: The program is designed to develop and
implement cost-effective approaches to educate potential victims of
employment discrimination about their rights and to educate employers
about their responsibilities under INA'propose to educate potential
victims only, employers only, or both in a single campaign. Program
budgets must include the travel, lodging and other expenses necessary
for up to two program staff members to attend the mandatory OSC grantee
training (2 days) that will be held in Washington, DC. Proposals should
outline the following key elements of the program:
Part I: Intended Audience(s)
The educational efforts under the grant should be directed to: (1)
Work authorized and protected non-citizens; (2) citizens at the risk of
becoming victims of employment discrimination; and/or (3) employers,
especially those in both large and small businesses and industries that
employ large numbers of individuals in categories (1) and (2). The
proposals should define the characteristics of the work authorized
population or the employer group(s) intended to be the focus of the
educational campaign. It must also identify the applicant's
qualifications to reach credibly and effectively large segments of the
intended audience(s). The proposals should detail the reasons for
focusing on each group of protected individuals or employers by
describing particular needs or other factors to support the selection.
In defining the campaign focuses and supporting the reasons for the
selection, applicants may use census data, studies, surveys, or any
other sources of information of generally accepted reliability.
Part II: Campaign Strategy
We encourage applicants to devise effective and creative means of
public education and information dissemination that are specifically
designed to reach the widest possible intended audience. Those
applicants proposing educational campaigns addressing potential victims
of discrimination should keep in mind that some of the traditional
methods of public communication may be less than optimal for educating
members of national origin or linguistic groups that have limited
community-based support and communication networks.
Grants are an important component of OSC partnerships to better
serve the public, employers and potential discrimination victims.
Grantees should plan to include OSC attorneys and other professional
staff in public outreach programs in order to more successfully reach
their audiences and prevent discrimination before it occurs or combat
it where it exists. Proposals should discuss the components of the
campaign strategy, detail the reasons supporting the choice of each
component, and explain how each component will effectively contribute
to the overall objective of cost-effective dissemination of useful and
accurate information to a wide audience of protected individuals or
employers. Discussions of the campaign strategies and supporting
rationale should be clear, concise, and based on sound evidence and
reasoning.
Budget proposals should include the costs for distribution of
materials received from OSC or from current/past OSC grantees. To the
extent that applicants believe the development of original materials
particularly suited to their campaign is necessary, their proposal
should articulate in detail the circumstances requiring the development
of such materials. All such materials must be approved by OSC prior to
production to ensure legal accuracy and proper emphasis. Proposed
revisions/translations of OSC-approved materials must also be submitted
for clearance. All information distributed should also identify OSC as
a source of assistance, information and action, and include the correct
address and telephone numbers of OSC (including the toll-free numbers
and TDD numbers), and OSC e-mail and Internet addresses.
Part III: Evaluation of the Strategy
A full evaluation of a project's effectiveness is due within 60
days of the conclusion of a campaign. Interim evaluation/activity
reports are due quarterly.
Selection Criteria: The selection of grantees for award will be
made by the Office of Special Counsel for Immigration Related Unfair
Employment Practices. A panel comprised of OSC staff will review and
rate the applications and make recommendations regarding funding. The
panel's results are advisory in nature and not binding. Letters of
support, endorsement, or recommendation are not part of the grant
application process and will not be considered. In determining which
applications to recommend, OSC staff, based on a one hundred point
scale will consider the following:
1. Program Design (50 points). Sound program design and cost-
effective strategies for educating the intended population are
imperative. Consequently, areas that will be closely examined include
the following:
a. Demonstration of a clear understanding of the requirements of
the anti-discrimination provision of the Immigration and Nationality
Act and OSC's outreach goals. (10 points).
b. Clear statement of the proposed goals and objectives, including
a listing of the major events, activities, products and timetables for
completion and the extent of OSC participation in grantee outreach
events. (10 points)
c. Selection and definition of the intended audience(s) for the
campaign, and the factors that support the selection, including special
needs, and the applicant's qualifications to reach effectively the
intended audience(s). (10 points)
d. A cost-effective campaign strategy for educating employers and/
or members of the protected class, with a justification for the choice
of strategy. (10 points)
e. How the applicant proposes to measure the effectiveness and
success of the education campaign. (10 points).
2. Administrative Capability (20 points). Proposals will be rated
in terms of the capability of the applicant to define the intended
audience, reach it, and implement the public education and evaluation
components of the campaign:
a. Evidence of proven ability to provide high quality results in
the public outreach program. (10 points)
b. Evidence that the applicant can implement the campaign. (10
points)
Note: OSC's experience during previous grant cycles has shown
that a number of applicants choose to apply as a consortium of
individual entities, or, if applying individually, propose the use
of subcontractors to undertake certain limited
[[Page 9597]]
functions. It is essential that these applicants demonstrate the
proven management capability and experience to ensure that, as lead
agency, they will be directly accountable for the successful
implementation, completion, and evaluation of the project.
3. Staff Capability (10 points). Applications will be evaluated in
terms of the degree to which:
a. The duties outlined in the proposed staffing plan for grant-
funded positions appear appropriate to the work that will be conducted
under the award. (5 points)
b. The qualifications of the grant-funded positions appear to match
the requirements of these positions. (5 points)
Note: If the grant project manager or other member of the
professional staff is to be hired later as part of the grant, or
should there be any change in professional staff during the grant
period, hiring is subject to review and approval by OSC at that
time.
4. Service to Underserved Communities (20 points). OSC has
determined a need to reach out to groups and communities previously
underserved, or not served at all, by this grant program or by
comparable service providers. This includes identifying employer and
employee organizations, faith-based groups, non-profit groups, public
service groups or other communities not previously served. It also
includes identifying employers and employer organizations with whom the
program has not previously interacted. This need is particularly
relevant in light of recent world events which have raised the
possibility of immigration-status discrimination for groups that may
not have previously been subject to such conduct. Applicants should
identify groups or communities served by their proposed program, which
may be categorized as previously underserved. Applicants should
consider the need for language services for limited English proficient
(LEP) persons served or encountered when developing their proposals,
including the proposed budget, and while conducting their programs and
activities. The Department of Justice has determined that costs
associated with providing meaningful access for LEP individuals are
considered an allowable program cost.
Eligible Applicants: This grant competition is open to all
applicants including labor and immigrant organizations, small and large
businesses and associations, employer groups and associations, public
services or community-based organizations, faith-based organizations,
and state and local government agencies.
Faith-Based and Community Organizations. Consistent with President
George W. Bush's Executive Order 13279, dated December 12, 2002, and 28
CFR Part 38, it is OSC policy that faith-based and community
organizations that statutorily qualify as eligible applicants under OSC
s program are invited and encouraged to apply for assistance awards to
fund eligible grant activities. Faith-based and community organizations
will be considered for awards on the same basis as any other eligible
applicants and, if they receive assistance awards, will be treated on
an equal basis with all other grantees in the administration of such
awards. No eligible applicant or grantee will be discriminated for or
against on the basis of its religious character or affiliation,
religious name, or the religious composition of its board of directors
or persons working in the organization. Faith-based organizations
receiving grant awards retain their independence and do not lose or
have to modify their religious identity (e.g., removing religious
symbols) to receive awards. OSC grant funds, however, may not be used
to fund any inherently religious activity, such as prayer or worship.
Inherently religious activity is permissible, although it cannot occur
during an activity funded with OSC grant funds; rather, such religious
activity must be separate in time or place from the OSC funded program.
Further, participation in such activity by individuals receiving
services must be voluntary. Programs funded by OSC are not permitted to
discriminate in the provision of services on the basis of a
beneficiary's religion.
Grant Period and Award Amount: It is anticipated that several
grants will be awarded and may range in size from $35,000 to $100,000.
Publication of this announcement does not require OSC to award any
specific number of grants, or to obligate all or any part of available
funds. The period of performance will be twelve months from the date of
the grant award.
Application Deadline: All applications must be postmarked by April
7, 2006. If using regular first class mail, send to: U.S. Department of
Justice, Civil Rights Division, Office of Special Counsel for
Immigration Related Unfair Employment Practices, 950 Pennsylvania
Avenue, NW., Washington, DC 20530. If using messengers, overnight or
priority mail--which OSC encourages due to delays in the delivery of
regular mail--send to: Office of Special Counsel for Immigration
Related Unfair Employment Practices, U.S. Department of Justice, 1425
New York Ave., NW., Suite 9000, Washington, DC 20005. Applications may
not be submitted via facsimile machine.
Application Requirements: Applicants should submit an original and
two (2) copies of their completed proposal by the deadline established
above. In order to improve the statistical reporting of federal grants,
the Office of Management and Budget has directed federal agencies to
require all applicants to provide a Dun and Bradstreet Data Universal
Numbering System (DUNS) number when applying for Federal grants or
cooperative agreements. All grantees, contractors and potential
applicants are encouraged to obtain a DUNS number and to assure that an
accurate DUNS number is included in their application or proposal. If
your organization does not have a DUNS number, you should take steps to
obtain a DUNS number in advance of the application deadline.
Organizations may receive a DUNS number at no cost by calling the
dedicated toll-free DUNS Number request line at 1-866-705-5711 or by
visiting the D&B Small Business Web site at https://
smallbusiness.dnb.com/default.asp.
All submissions must contain the following items in the order
listed below:
1. A completed and signed Application for Federal Assistance
(Standard Form 424).
Note: The Catalog of Federal Domestic Assistance number is
16.110 and the title is Education & Enforcement of the
Antidiscrimination provision of the Immigration and Nationality Act
(box 10 of the SF 424).
2. OJP Form 4061/6 (Certification Regarding Lobbying; Debarment,
Suspension and Other Responsibility Matters; and Drug-Free Workplace
Requirements).
3. Disclosure Form to Report Lobbying (SF LLL).
4. OJP Form 4000/3 (Standard Assurances).
5. An abstract of the full proposal, not to exceed one page.
6. A program narrative of not more than fifteen (15) double-spaced
typed pages that clearly and specifically demonstrates how the
applicant meets each of the four (4) elements set forth as selection
criteria, above.
7. A proposed budget outlining all direct and indirect costs for
personnel, fringe benefits, travel, supplies, subcontracts, and a short
narrative justification of each budgeted line item cost. If an indirect
cost rate is used in the budget, then a copy of a current fully
executed agreement between the
[[Page 9598]]
applicant and the cognizant federal agency must accompany the budget.
Note: Program budgets must include the travel, lodging and other
expenses necessary for not more than two program staff members to
attend the mandatory OSC grantee training (2 days) that will be held
in Washington, DC by the end of September 2006.
8. Copies of resumes of the professional staff proposed in the
budget.
Application forms may be obtained by writing or telephoning: U.S.
Department of Justice, Civil Rights Division, Office of Special Counsel
for Immigration Related Unfair Employment Practices, 950 Pennsylvania
Avenue, NW., Washington, DC 20530. Tel. (202) 616-5594, or (202) 616-
5525 (TDD for the hearing impaired). This announcement and the required
forms will also appear on the World Wide Web at: https://www.usdoj.gov/
crt/osc. In order to facilitate handling, please do not use covers,
binders or tabs.
Dated: February 16, 2006.
Katherine A. Baldwin,
Deputy Special Counsel for Immigration-Related Unfair Employment
Practices.
[FR Doc. 06-1736 Filed 2-23-06; 8:45 am]
BILLING CODE 7020-02-P
