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    <title>Transport Research International Documentation (TRID)</title>
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    <copyright>Copyright © 2026. National Academy of Sciences. All rights reserved.</copyright>
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    <managingEditor>tris-trb@nas.edu (Bill McLeod)</managingEditor>
    <webMaster>tris-trb@nas.edu (Bill McLeod)</webMaster>
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      <title>Transport Research International Documentation (TRID)</title>
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      <title>Case Study: Can Deaf Truck Drivers Be Trained in a Reasonably Safe Manner; An Equal Employment Opportunity Commission Suit</title>
      <link>https://trid.trb.org/View/2480007</link>
      <description><![CDATA[Two separate cases with two deaf individuals filed a claim against a trucking company alleging that their applications for employment had been rejected due to their hearing impairment. The defendants argued that their company could not reasonably accommodate deaf drivers during their required internal training and thus could not hire the individuals for a commercial motor vehicle (CMV) driver position. In the subject cases, we reviewed the communication methods and channels available for CMV employers to safely employ hard-of-hearing/deaf employees during the on-the-road training program. After a review of relevant standards, regulations, and literature we recommended multiple methods for communication including simple graphical symbols used in roadway signage presented through handheld signs or electronically. Advances in current technology provide simpler and more familiar presentation methods for trainers and students, which would make the analysis and presentation of convincing arguments for matters like this easier if similar foundational steps are taken.]]></description>
      <pubDate>Thu, 06 Feb 2025 10:49:27 GMT</pubDate>
      <guid>https://trid.trb.org/View/2480007</guid>
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    <item>
      <title>An Assessment of the Workforce and Occupations in the Highway, Street, and Bridge Construction Industries in Indiana</title>
      <link>https://trid.trb.org/View/1761944</link>
      <description><![CDATA[This project explores workforce and occupations within the highway, street, and bridge construction industries (NAICS 237310) i Indiana. There are five specific deliverable comprised of three data reports, one policy document, and a website. The first data report includes an assessment of the workforce based on the eight-part framework, which are industry, occupations, job postings, hard-to-fill jobs, Classification of Instructional Programs (CIP), GAP Analysis, compatibility, and automation. The report defines a cluster followed by a detailed analysis of the occupations, skills, job postings, etc., in the NAICS 237310 industry in Indiana. The report makes use of specialized labor market databases, such as the Economic Modeling Specialists International (EMSI), CHMURA JobsEQ, etc. The analysis is based only on the jobs covered under the unemployment insurance or the Quarterly Census of Employment and Wages (QCEW) data. The second data report analyzes jobs to jobs flows to and from the construction industry in Indiana, with a particular emphasis on the Great Recession, by utilizing the Bureau of Labor Statistics (BLS) data. The third data report looks into the equal employment opportunity or Section 1391 and 1392 data for Indiana and analyzes specific characteristics of that data. The policy report includes a set of recommendations for workforce development for INDOT and a summary of the three data reports. The key data on occupations within the NAICS 237310 are provided in an interactive website. The website provides a data dashboard for individual INDOT Districts. The policy document recommends steps for development of the highways, streets and bridges construction workforce in INDOT Districts.]]></description>
      <pubDate>Wed, 20 Jan 2021 13:56:30 GMT</pubDate>
      <guid>https://trid.trb.org/View/1761944</guid>
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      <title>Equal Employment Opportunity Complaint Process: A Handbook for Federal Highway Administration Management Officials</title>
      <link>https://trid.trb.org/View/1729919</link>
      <description><![CDATA[Equal Employment Opportunity (EEO) is the law. It is the policy of the Government of the United States to provide equal opportunity in Federal employment and to prohibit discrimination in employment based on race, color, religion, sex, national origin, age, disability, retaliation, or sexual orientation. This Handbook is designed to provide Federal Highway Administration (FHWA) management officials an overview of the EEO complaint process. The Handbook provides information on the informal process which includes EEO counseling and an offer of mediation; and the formal process which may include an investigation, a hearing before an Administrative Judge, or the issuance of a Final Agency Decision. The Handbook is intended to be an easy reference guide for understanding the EEO complaint process and management officials' responsibilities throughout the process. All the information contained in this Handbook is derived from the Equal Employment Opportunity Commission's (EEOC's) Management Directive-110 and the EEOC's regulation at 29 Code of Federal Regulation (CFR) Part 1614.]]></description>
      <pubDate>Sat, 19 Sep 2020 20:47:54 GMT</pubDate>
      <guid>https://trid.trb.org/View/1729919</guid>
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    <item>
      <title>DOT’s Updated Anti-Harassment Policy
Meets EEOC Requirements, but Program
Compliance Hinges on Procedure
Implementation and Data Usage</title>
      <link>https://trid.trb.org/View/1656136</link>
      <description><![CDATA[The U.S. Equal Employment Opportunity Commission (EEOC) requires Federal agencies to establish anti-harassment programs, which are designed to identify and resolve harassment issues before they become severe and pervasive. The Office of Inspector General (OIG) initiated this review after a previous audit identified concerns about the Department of Transportation’s (DOT) Operating Administrations’ (OA) anti-harassment policies and procedures. The audit objectives were to assess the extent to which the Department and its OAs (1) have anti-harassment policies and procedures that comply with EEOC guidance and (2) collect and use data on harassment complaints. OIG found that the DOT policy in place during their audit complied with 13 of 18 EEOC requirements but did not clearly explain prohibited conduct, require the EEO program to inform the anti-harassment program about all harassment allegations, provide for periodic training of managers, provide for periodic training of employees, or create firewalls between the decision makers for the anti-harassment and EEO programs. It also did not require OAs to develop implementation procedures, and the Department and four OAs did not have them, as EEOC requires. One reason for the gaps was EEOC’s evolving and expanding oversight of anti-harassment programs—which led the Department to develop its U.S. DOT’s Policy Framework for the Prevention of Harassment and Unprofessional Conduct (Policy Framework) over several years, including throughout the audit. In response to OIG's findings, the Department closed all the gaps OIG identified and issued the Policy Framework on June 21, 2019. Also, while the Department was responsible for collecting, monitoring, and analyzing harassment data for 10 OAs, it did not have a system in place that met EEOC requirements. However, the Policy Framework establishes data collection requirements that may enhance the Department’s and the OAs’ ability to identify, address, and stop harassment before it becomes severe or pervasive. OIG recommended that the Deputy Secretary of Transportation direct the Departmental Office of Human Resource Management and the Departmental Office of Civil Rights to collect and review each OA’s anti-harassment program procedures and require revisions, as necessary, to bring them into compliance with DOT’s policy and EEOC requirements. The Department concurred with OIG's recommendation.]]></description>
      <pubDate>Tue, 15 Oct 2019 17:06:26 GMT</pubDate>
      <guid>https://trid.trb.org/View/1656136</guid>
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    <item>
      <title>Ripe For Reform: Federal Regulatory Issues Impacting Transportation Project Delivery</title>
      <link>https://trid.trb.org/View/1447149</link>
      <description><![CDATA[This document looks at U.S. Department of Transportation, U.S. Environmental Protection Agency, U.S. Department of Labor, U.S. Department of the Interior, U.S. Equal Employment Opportunity Commission, and White House Council on Environmental Quality regulations as they affect the transportation construction industry. Specific regulatory issues and their impacts on construction projects are summarized and recommendations for reform are suggested.]]></description>
      <pubDate>Fri, 07 Jul 2017 16:45:18 GMT</pubDate>
      <guid>https://trid.trb.org/View/1447149</guid>
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    <item>
      <title>The On-The-Job Training Program Guidelines</title>
      <link>https://trid.trb.org/View/1238107</link>
      <description><![CDATA[The Federal Aid Highway Act of 1968 was passed by the 91st Congress. It included a special section devoted to promoting and insuring Equal Employment Opportunity (hereinafter referred to as EEO) in the field of Federal-Aid highway construction. The Act outlined how the incorporation of equal opportunity legislation and regulations would be accomplished and reiterated that inclusion of these provisions reflected the congressional commitment to the development of an effective equal employment opportunity program. Under the Federal Aid Highway Act of 1968, the inclusion of an approved affirmative action plan became an important element in the pre-qualification of contractors for federal aid projects. The On-The-Job (OJT) Program was identified as one specific area of Equal Employment Opportunity. This On-The-Job Training Guidelines Manual will provide contractors who are involved in the Delaware Department of Transportation (hereinafter referred to as DelDOT) federally-assisted highway construction projects and charged with the implementing and monitoring of the On-The-Job Training Program with a user friendly guidebook. The On-the Job Training Program is a tool to ensure non-discrimination in hiring, employment and training and training practices and to meet the goals of training and retaining women, minorities, and disadvantaged persons in the highway construction industry.]]></description>
      <pubDate>Fri, 25 Jan 2013 13:29:20 GMT</pubDate>
      <guid>https://trid.trb.org/View/1238107</guid>
    </item>
    <item>
      <title>Evaluating equal employment opportunity and its impact on the increased participation of men and women in the transport industry</title>
      <link>https://trid.trb.org/View/876885</link>
      <description><![CDATA[This paper seeks to identify the approaches undertaken in implementing equal employment opportunity in the transport industry in Australia and the links between these approaches and indicators of increased participation of women. This male dominated industry employs limited numbers of women with fewer numbers of women in management. The study analyses data from a unique set of equal opportunity progress reports from all organisations in the transport industry that are required to provide public reports under Australian legislation. The findings indicate a correlation between some approaches to equal opportunity and increased numbers of women in some areas. The study is equally remarkable for what it does not find. Despite widespread equal opportunity implementation across a broad number of employment measures there are limited measures that predict increases in the numbers of women in management or in non-traditional roles. This study differs from others in that it identifies issues specific to one industry and links organisational approach to equal opportunity with the employment status of both women and men.]]></description>
      <pubDate>Wed, 31 Dec 2008 08:03:59 GMT</pubDate>
      <guid>https://trid.trb.org/View/876885</guid>
    </item>
    <item>
      <title>Placement Strength and Capacity Assessment for Manual Materials Handling Jobs</title>
      <link>https://trid.trb.org/View/790054</link>
      <description><![CDATA[This paper describes how the process of matching workers to jobs through selection procedures are extremely complex, and the assessment of whether a screening test can be conducted without violating the laws or regulations is also discussed in this chapter as a complex process that must incorporate interpretations subsequent to the initial enactment.  For example, the Equal Employment Opportunity Commission (EEOC) publishes enforcement guidance for the Americans with Disabilities Act (ADA) that is based on court decisions.  Thus, the process of assessing the appropriateness of a particular application of selection must include a consideration of the laws and regulations, as well as subsequent interpretive guidance that result from court decisions.  Because of these complexities, Johns and colleagues (1994) recommended that decisions regarding a test should be made by a multidisciplinary team that includes legal council.  Many basic principles apply to all selection procedures.  The objective of this chapter is to discuss the most important concepts, as well as to provide examples of proper and improper application of pre-placement strength testing for placing workers in manual materials handling jobs.]]></description>
      <pubDate>Fri, 29 Sep 2006 10:37:45 GMT</pubDate>
      <guid>https://trid.trb.org/View/790054</guid>
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      <title>EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE EMPLOYMENT FOR MINORITIES, WOMEN, AND PEOPLE WITH DISABILITIES ACCOMPLISHMENT REPORT AND UPDATES, FISCAL YEAR-98</title>
      <link>https://trid.trb.org/View/502392</link>
      <description><![CDATA[This is the National Highway Traffic Safety Administration's (NHTSA's) report on equal opportunity and affirmative employment for minorities, women, and people with disabilities within their organization for fiscal year 1998.  Following introductory material, the report is presented in two parts.  The first part, Accomplishment Report for FY 1998, contains the following:  EEOC Form 568; EEO Policy Statement; NHTSA Organization Chart/Internal Reporting Units; Location of NHTSA's Regional Offices; Policy Statement on Sexual Harassment Prevention; FY 1998 Plan for the Prevention of Sexual Harassment; Report of Objectives and Action Items for FY 1998; Objectives and Action Items for FY 1999; Problem/Barrier Identification; Federal Equal Opportunity Recruitment Plan and Objectives; and Numerical Objectives for FY 1999.  The second part, Workforce Data, contains the following:  Distribution of EEO Groups and Comparisons by PATCO; Distribution of EEO Groups and Comparisons for Major Occupations; FY 1995, 1996, 1997, and 1998 EEO Profile & Grade Analysis; Distribution of EEO Groups and Comparison by PATCO for FY 1997 and FY 1998; Promotion Distribution of EEO Groups and Comparison by Grade Level; FY 1998 New Hires; Full & Part-Time Permanent Employees in "Mainstream Occupations"; Full & Part-Time Permanent Employees by Grade Groupings; Glossary of EEO Definitions; and Abbreviations.]]></description>
      <pubDate>Tue, 13 Jul 1999 00:00:00 GMT</pubDate>
      <guid>https://trid.trb.org/View/502392</guid>
    </item>
    <item>
      <title>A SUMMARY OF THE CIVIL RIGHTS IMPLICATIONS OF THE INTERMODAL SURFACE TRANSPORTATION EFFICIENCY ACT OF 1991</title>
      <link>https://trid.trb.org/View/368446</link>
      <description><![CDATA[The Intermodal Surface Transportation Efficiency Act of 1991 (ISTEA) marks a watershed in the traditional relationship between the Federal Highway Administration (FHWA) and its primary recipients (the 50 States, the District of Columbia, Guam, American Samoa, and the Northern Marianas).  The ISTEA allows State transportation agencies to exempt themselves from FHWA involvement in and oversight of significant aspects of project development, contract award, and construction.  The increase in funding made available by the ISTEA is expected to result in 600,000 jobs--in State transportation agencies, with Motor Carrier Safety program grant recipients and subrecipient agencies, and in the work forces of contractors, subcontractors, material suppliers, vendors, and consultants.  As recipients of Federal funds, the States and other recipients, subrecipients, and contractors have Civil Rights responsibilities under a variety of statutes which can be broadly categorized in Nondiscrimination Programs, Equal Opportunity Programs, and Equal Employment Opportunity Programs.  This brochure provides a summary of the Civil Rights programs and highlights some of the most significant Civil Rights implications of the ISTEA.]]></description>
      <pubDate>Thu, 11 Feb 1993 00:00:00 GMT</pubDate>
      <guid>https://trid.trb.org/View/368446</guid>
    </item>
    <item>
      <title>EQUAL EMPLOYMENT OPPORTUNITY. ACTIONS NEEDED FOR FAA TO IMPLEMENT COMMITTEE RECOMMENDATIONS IN THE AIRLINE INDUSTRY</title>
      <link>https://trid.trb.org/View/299521</link>
      <description><![CDATA[A review was made of the legal and administrative mechanisms under which the Department of Transportation's (DOT's) Federal Aviation Administration (FAA) could assume an active oversight role, with the Office of Federal Contract Compliance Programs (OFCCP), as part of its regulation of the airline industry, in prohibiting discrimination in employment and hiring and taking affirmative action to provide equal employment opportunity for all employees and job applicants.  It was found that for FAA to assume a shared role with OFCCP, several actions need to be taken: The President would have to issue a new executive order, amending Executive Order 11246, to define DOT's and FAA's specific enforcement responsibilities and to continue OFCCP's overall responsibilities; The Congress would have to amend the Rehabilitation and Vietnam Era Veterans acts to define DOT's and FAA's specific enforcement responsibilities and to continue OFCCP's overall responsibilities for the handicapped persons and Vietnam era and disabled veterans portion of the federal contract compliance program; FAA and OFCCP should undertake a review to determine the staff and funds FAA will need to enforce the federal contract compliance program in the airline industry; The Congress would have to approve new legislation or the President would have to submit, for congressional approval, a reorganization plan to appropriate and/or transfer from OFCCP to FAA the necessary funds and staff for FAA to carry out its new responsibilities; The Secretary of Transportation would have to take action to redelegate the federal contract compliance program responsibilities to FAA in order for FAA to assume the responsibilities; and OFCCP and FAA would have to enter into a memorandum of understanding to define each agency's specific responsibilities, including OFCCP's oversight and monitoring responsibilities.  In commenting on a draft of this report, both the Department of Labor and DOT expressed their opinion that responsibility for the federal contract compliance program should remain with the OFCCP.]]></description>
      <pubDate>Wed, 31 Jan 1990 00:00:00 GMT</pubDate>
      <guid>https://trid.trb.org/View/299521</guid>
    </item>
    <item>
      <title>MARTA'S EEO OFFICE: THREE COMPLEMENTARY/CONFLICTING ROLES</title>
      <link>https://trid.trb.org/View/164036</link>
      <description><![CDATA[This report deals with three perspectives of MARTA's Equal Employment Opportunity (EEO) Office, which was established in the Spring of 1972.  The three perspectives are: EEO's role as watchdog; its role as nurturer of minority business; and its complex roles in internal MARTA politics.  The report also includes a general structure and orientation outline.  This report contains references and Appendix 1: Excerpts from MARTA's "Invitation for Bids, Appendix A, Equal Employment Opportunity and Minority Business Utilization Responsibilities".  (UMTA)]]></description>
      <pubDate>Sun, 15 Aug 1982 00:00:00 GMT</pubDate>
      <guid>https://trid.trb.org/View/164036</guid>
    </item>
    <item>
      <title>THE NEGRO IN THE RAILROAD INDUSTRY</title>
      <link>https://trid.trb.org/View/10658</link>
      <description><![CDATA[In September 1966, the Ford Foundation announced a major grant to the Industrial Research Unit of the Wharton School to fund studies of the Racial Policies of American Industry. The purpose of the research effort, now in its fourth year, is to determine why some industries are more hospitable to the employment of Negroes than are others and why some companies within the same industry have vastly different racial employment policies, and to propose appropriate policy.  The studies have proceeded on an industry by industry basis.  This study of the railroad industry is No. 16 in a series of reports dealing with specific industries.]]></description>
      <pubDate>Fri, 15 Feb 1974 00:00:00 GMT</pubDate>
      <guid>https://trid.trb.org/View/10658</guid>
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