Federal Register / Vol. 61, No. 19 / Monday, January 29, 1996 / Rules and Regulations 2727

Urban area Average

hourly wage

Corrected

average

hourly wage

Washington, DC-MD-VA-WV ........................................................................................................................................... 20.9642 21.0413

Wichita Falls, TX .............................................................................................................................................................. 14.6944 14.8144

10. On pages 45892 through 45893, in Table 4E—Average Hourly Wage for Rural Areas, the average hourly wage

is corrected as follows:

Urban area Average

hourly wage

Corrected

average

hourly wage

North Carolina .................................................................................................................................................................. 15.1058 15.1415

Texas ............................................................................................................................................................................... 13.8226 13.8482

(Catalog of Federal Domestic Assistance

Program No. 93.778, Medical Assistance

Program; No. 93.773 Medicare—Hospital

Insurance; and No. 93.774, Medicare—

Supplementary Medical Insurance)

Dated: December 7, 1995.

Michael Carleton,

Acting Deputy Assistant Secretary for

Information Resource Management.

[FR Doc. 96–1532 Filed 1–26–96; 8:45 am]

BILLING CODE 4120–01–P

FEDERAL COMMUNICATIONS

COMMISSION

47 CFR Part 0

[DA 95–2199]

Reorganization Action Necessary To

Create the Office of Workplace

Diversity

AGENCY: Federal Communications

Commission.

ACTION: Final rule.

SUMMARY: This amendment to the

Commission’s Rules establishes the

Office of Workplace Diversity to

administer the Commission’s Internal

Equal Opportunity Program, formerly

administered by the Office of the

Managing Director, Associate Managing

Director for Human Resources

Management. This action is taken to

streamline operations and improve

efficiency.

FOR FURTHER INFORMATION CONTACT:

Harvey Lee at (202) 776–1887.

EFFECTIVE DATE: January 29, 1996.

SUPPLEMENTARY INFORMATION:

Order

Adopted: December 13, 1995

Released: January 18, 1996

By the Managing Director:

1. On October 16, 1994, the

Commission adopted a proposed

reorganization the purpose of which

was to establish the Office of Workplace

Diversity to administer the

Commission’s internal Equal

Opportunity Program. This program was

previously administered by the Office of

the Managing Director, Associate

Managing for Human Resources

Management. The implementation of

the proposed reorganization requires

amendment to Part 0 of the

Commission’s Rules and Regulations. In

accordance with the Commission’s

action, this Order makes necessary

revisions in Part 0 of the Commission’s

Rules.

2. The amendments adopted herein

pertain to agency organization.

Therefore, the notice and comment and

effective date provisions of Section 4 of

the Administrative Procedure Act, 5

U.S.C. § 553, are inapplicable. Authority

for the amendments is contained in

Sections 4(i) and 5(b) of the

Communications Act of 1934, as

amended.

4. Accordingly, it is ordered, pursuant

to the authority delegated under 47

C.F.R. § 0.231(d) and effective upon

publication in the Federal Register, that

Part 0 of the Rules and Regulations be

amended as set forth below.

List of Subjects in 47 CFR Part 0

Authority delegated, organization and

functions (Government agencies).

Federal Communications Commission.

Andrew S. Fishel,

Managing Director.

Final Rules

Part 0 of Chapter I of Title 47 of the

Code of Federal Regulations is amended

as follows:

PART 0—COMMISSION

ORGANIZATION

1. The authority citation for Part 0

continues to read as follows:

Authority: Section 5, 48 Stat. 1068, as

amended; 47 U.S.C. 155.

2. A new centered heading and a new

Section 0.81 is added to Subpart A to

read as follows:

Office of Workplace Diversity

§ 0.81 Functions of the Office.

(a) The Office of Workplace Diversity

(OWD), as a staff office to the

Commission, shall develop, coordinate,

evaluate, and recommend to the

Commission policies, programs, and

practices that foster a diverse workforce

and promote and ensure equal

opportunity for all employees and

applicants for employment. A principal

function of the Office is to lead, advise,

and assist the Commission, including all

of its component Bureau/Office

managers, supervisors, and staff, at all

levels, on ways to promote inclusion

and full participation of all employees

in pursuit of the Commission’s mission.

In accordance with this function, the

Office shall:

(1) Conduct independent analyses of

the Commission’s policies and practices

to ensure that those policies and

practices foster diversity in the

workplace and ensure equal opportunity

and equal treatment for employees and

applicants; and

(2) Advise the Commission, Bureaus,

and Offices of their responsibilities

under Title VII of the Civil Rights Act

of 1964, as amended; Section 501 of the

Rehabilitation Act of 1973, as amended;

Age Discrimination in Employment Act

of 1967, as amended; Executive Order

11478; and all other statutes, Executive

Orders, and regulatory provisions

relating to workplace diversity, equal

employment opportunity,

nondiscrimination, and civil rights.

(b) The Office has the following duties

and responsibilities:

(1) Through its Director, serves as the

principal advisor to the Chairman and

Commission officials on all aspects of

workplace diversity, affirmative

recruitment, equal employment
2728 Federal Register / Vol. 61, No. 19 / Monday, January 29, 1996 / Rules and Regulations

opportunity, non-discrimination, and

civil rights;

(2) Provides leadership and guidance

to create a work environment that

values and encourages diversity in the

workplace;

(3) Is responsible for developing,

implementing, and evaluating programs

and policies to foster a workplace whose

diversity reflects the diverse makeup of

the Nation, enhances the mission of the

Commission, and demonstrates the

value and effectiveness of a diverse

workforce;

(4) Is responsible for developing,

implementing, and evaluating programs

and policies that promote

understanding among members of the

Commission’s workforce of their

differences and the value of those

differences and provide a channel for

communication among diverse members

of the workforce at all levels;

(5) Develops, implements, and

evaluates programs and policies to

ensure that all members of the

Commission’s workforce and candidates

for employment have equal access to

opportunities for employment, career

growth, training, and development and

are protected from discrimination and

harassment;

(6) Develops and recommends

Commission-wide workforce diversity

goals and reports on achievements;

(7) Is responsible for developing,

implementing, and evaluating programs

and policies to enable all Bureaus and

Offices to manage a diverse workforce

effectively and in compliance with all

equal employment opportunity and civil

rights requirements;

(8) Works closely with the Associate

Managing Director—Human Resources

Management to ensure compliance with

Federal and Commission recruitment

and staffing requirements;

(9) Manages the Commission’s equal

employment opportunity compliance

program. Responsibilities in this area

include processing complaints alleging

discrimination, recommending to the

Chairman final decisions on EEO

complaints within the Commission, and

providing counseling services to

employees and applicants on EEO

matters;

(10) Develops and administers the

Commission’s program of accessibility

and accommodation for disabled

persons in accordance with applicable

regulations;

(11) Represents the Commission at

meeting with other public and private

groups and organizations on matters

counseling workplace diversity and

equal employment opportunity and

workplace diversity issues;

(12) Maintains liaison with and

solicits views of organizations within

and outside the Commission on matters

relating to equal opportunity and

workplace diversity.

3. A new centered heading and a new

Section 0.391 is added to Subpart B to

read as follows:

Office of Workplace Diversity

§ 0.391 Authority delegated.

The Director, Office of Workplace

Diversity, or his/her designee, is hereby

delegated authority to:

(a) Manage the Commission’s internal

EEO compliance program pursuant to

Title VII of the Civil Rights Act of 1964,

as amended, the Rehabilitation Act of

1973, as amended, the Age

Discrimination in Employment Act of

1967, as amended, the Equal Pay Act,

and other applicable laws, rules,

regulations, and Executive Orders, with

authority that includes appointing EEO

counselors, investigators, and

mediators; investigating complaints of

employment discrimination, and

recommending to the Chairman final

agency decisions on EEO complaints;

(b) Mediate EEO complaints;

(c) Develop the Commission’s

affirmative action goals and objectives;

(d) Collect and analyze data on the

Commission’s affirmative action and

EEO activities and accomplishments;

(e) Prepare and release reports on

EEO, affirmative action, workplace

diversity, and related subjects;

(f) Review personnel activities,

including hiring, promotions,

discipline, training, awards, and

performance recognition for

conformance with EEO and workplace

diversity goals, objectives and

requirements;

(g) Conduct studies and collect data

on workplace diversity issues and

problems;

(h) Assume representational role on

behalf of the Commission at

conferences, meetings, and negotiations

on EEO and workplace diversity issues;

(i) Develop programs and strategies

designed to foster and encourage

fairness, equality, and inclusion of all

employees in the workforce.

[FR Doc. 96–1419 Filed 1–26–96; 8:45 am]

BILLING CODE 6712–01–P

DEPARTMENT OF COMMERCE

National Oceanic and Atmospheric

Administration

50 CFR Part 642

[Docket No. 950725189–5260–02; I.D.

012396A]

Coastal Migratory Pelagic Resources

of the Gulf of Mexico and South

Atlantic; Trip Limit Reduction

AGENCY: National Marine Fisheries

Service (NMFS), National Oceanic and

Atmospheric Administration (NOAA),

Commerce.

ACTION: Trip limit reduction.

SUMMARY: NMFS reduces the

commercial trip limit in the hook-andline fishery for king mackerel in the

Florida west coast sub-zone to 50 king

mackerel per day in or from the

exclusive economic zone (EEZ). This

trip limit reduction is necessary to

protect the overfished Gulf king

mackerel resource.

EFFECTIVE DATE: The 50–fish commercial

trip limit is effective 12:01 a.m., local

time, January 24, 1996, and remains in

effect through June 30, 1996, unless

changed by further notification in the

Federal Register.

FOR FURTHER INFORMATION CONTACT:

Mark F. Godcharles, 813–570–5305.

SUPPLEMENTARY INFORMATION: The

fishery for coastal migratory pelagic fish

(king mackerel, Spanish mackerel, cero,

cobia, little tunny, dolphin, and, in the

Gulf of Mexico only, bluefish) is

managed under the Fishery

Management Plan for the Coastal

Migratory Pelagic Resources of the Gulf

of Mexico and South Atlantic (FMP).

The FMP was prepared by the Gulf of

Mexico and South Atlantic Fishery

Management Councils (Councils) and is

implemented by regulations at 50 CFR

part 642 under the authority of the

Magnuson Fishery Conservation and

Management Act.

Based on the Councils’ recommended

total allowable catch and the allocation

ratios in the FMP, NMFS implemented

a commercial quota for the Gulf

migratory group of king mackerel in the

Florida west coast sub-zone at 865,000

lb (392,357 kg). That quota was further

divided into two equal quotas of

432,500 lb (196,179 kg) for vessels in

each of two groups by gear types—

vessels fishing with run-around gillnets

and vessels using hook- and line gear.

In accordance with 50 CFR

642.28(b)(2)(ii), from the date that 75

percent of the sub-zone’s commercial

quota has been harvested until a closure

of the Florida west coast sub-zone has