Federal Register / Vol. 70, No. 23 / Friday, February 4, 2005 / Notices 6037

assistance in gaining access to the 

Commission should contact the Office 

of the Secretary at 202–205–2000. 

General information concerning the 

Commission may also be obtained by 

accessing its Internet server (http://

www.usitc.gov). The public record for 

these reviews may be viewed on the 

Commission’s electronic docket (EDIS) 

at http://edis.usitc.gov.

SUPPLEMENTARY INFORMATION: Effective 

August 25, 2004, the Commission 

established a schedule for the conduct 

of the subject review (69 FR 53465, 

September 1, 2004). As a result of a 

scheduling conflict, however, the 

Commission is revising its schedule; the 

Commission’s hearing will be held at 

the U.S. International Trade 

Commission Building at 9:30 a.m. on 

April 1, 2005. The Commission’s 

original schedule is otherwise 

unchanged. No party has objected to the 

Commission’s schedule, as revised. 

For further information concerning 

this review see the Commission’s notice 

cited above and the Commission’s Rules 

of Practice and Procedure, part 201, 

subparts A through E (19 CFR part 201), 

and part 207, subparts A and C (19 CFR 

part 207).

Authority: This review is being conducted 

under authority of title VII of the Tariff Act 

of 1930; this notice is published pursuant to 

section 207.21 of the Commission’s rules.

Issued: January 31, 2005. 

By order of the Commission. 

Marilyn R. Abbott, 

Secretary to the Commission.

[FR Doc. 05–2150 Filed 2–3–05; 8:45 am] 

BILLING CODE 7020–02–P

DEPARTMENT OF JUSTICE

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. 

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, non-profit groups 

providing services and assistance to 

potential victims of discrimination.

DATES: Application Due Date: March 21, 

2005.

FOR FURTHER INFORMATION CONTACT: Lilia 

Irizarry, Acting Public Affairs Specialist, 

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 

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 public 

and private 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 

6038 Federal Register / Vol. 70, No. 23 / Friday, February 4, 2005 / Notices 

materials or propose to 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, 

including, for example, the use of 

creative media public service 

announcements for local communities, 

non-profits 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’s antidiscrimination provision. Applications 

may 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, 

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 

Special Counsel for Immigration Related 

Unfair Employment Practices. A panel 

comprised of OSC staff will review and 

rate the applications and make 

recommendations to the Special 

Counsel 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 

the Special Counsel’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 

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 

Federal Register / Vol. 70, No. 23 / Friday, February 4, 2005 / Notices 6039

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 

employers and employees organizations, 

faith based groups, non-profit and 

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 under 

served. When developing their 

proposals and budgets and conducting 

their programs and activities grantee 

should consider the need for language 

services for limited English proficient 

(LEP) persons served or encountered. 

The Department of Justice has 

determined that costs associated with 

providing meaningful access for LEP 

individuals are considered 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 service 

or community-based organizations, 

faith-based organizations and state and 

local government agencies. 

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 

March 21, 2005. If using regular first 

classmail, 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. 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 Catalogue 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 (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, equipment, 

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 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, 

at the end of September.

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: http://

www.usdoj.gov/crt/osc. In order to 

facilitate handling, please do not use 

covers, binders or tabs.

Dated: January 31, 2005. 

William J. Sanchez, 

Special Counsel for Immigration Related 

Unfair Employment Practices.

[FR Doc. 05–2132 Filed 2–3–05; 8:45 am] 

BILLING CODE 4410–15–P

DEPARTMENT OF JUSTICE

Antitrust Division 

Notice Pursuant to the National 

Cooperative Research and Production 

Act of 1993—Accredited Standards 

Committee N–13 on Radiation 

Protection 

Notice is hereby given that, on 

September 27, 2004, pursuant to Section 

6(a) of the National Cooperative 

Research and Production Act of 1993, 

15 U.S.C. 4301 et seq. (‘‘the Act’’), 

Accredited Standards Committee N–13 

on Radiation Protection (‘‘N–13’’) has 

filed written notifications 

simultaneously with the Attorney 

General and the Federal Trade 

Commission disclosing (1) the name and 

principal place of business of the 

standards development organization 

and (2) the nature and scope of its 

standards development activities. The 

notifications were filed for the purpose 

of invoking the Act’s provisions limiting 

the recovery of antitrust plaintiffs to 

actual damages under specified 

circumstances. 

Pursuant to Section 6(b) of the Act, 

the name and principal place of 

business of the standards development 

organization is: Accredited Standards 

Committee N–13 on Radiation 

Protection, McLean, VA. The nature and 

scope of N–13’s standards development 

activities are: the development of 

national standards dealing with or 

pertaining to radiation protection and 

the protection of individuals or groups 

from occupational or environmental