Background: Equal employment opportunity guidelines and concepts are important for increasing equity in the workplace. Given the large number of undergraduate students currently in or entering the workforce, it is critical to convey these concepts in a manner that increases student understanding of appropriate organizational behavior. Objective:…

Discusses pertinent aspects of the Equal Employment Opportunity Act of 1972, Civil Service Commission and Air Force regulations, and judicial decisions and remedies that bear on the responsibilities and rights of the Air Force. Available from Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402; sc $1.80.…

This paper is about a court case decided by the U. S. Supreme Court in 1971. Although attorneys recognize that the case is important to businesses, its impact on colleges and universities has been explored by only a few. As this paper will show, "Griggs v. Duke Power" may have enormously boosted the number of students in college and may…

This brief history of equal employment opportunity cases from the Civil Rights Act of 1964 to 1986 Supreme Court cases summarizes the viewpoints of those who don't support it. Librarians are urged to accept the premise that equal employment opportunity is the law and that compliance is in everyone's best interests. (EM)

Discusses the legality of Equal Employment Opportunity Commission (EEOC) action against Cleveland Mills Co. over four years after charges were filed with the EEOC in 1968. Concludes that the circuit court was right in reversing the district court decision that the EEOC has a time limit on its right to sue. (JT)

Examines problems which prevented the development of the Equal Employment Opportunity Commission (EEOC) into an effective agency; emphasizes its litigation record after Title VII of the Civil Rights Act of 1964 was amended in 1972. Recommends that the EEOC be changed from a "claims adjustment bureau" to an enforcement agency. (Author/ML)

This report for Congress discusses the problems involved in developing, putting into practice, and complying with federal equal employment opportunity (EEO) guidelines on employee selection and makes some recommendations. It also discusses other factors which influence the concept of equal employment opportunity and how the concept can be realized…

Focuses on the effect of Title VII (Civil Rights Act of 1964) on applicant selection for training. Trainee selection procedures adversely affecting minorities must be job related. Examines court cases, Equal Employment Opportunity Commission decisions, and impact of fair employment laws on training. (CSS)

Section 2000e-16 of the Equal Employment Opportunity Act of 1972 adopted the provisions of President Nixon's 1969 executive order barring discrimination in federal employment and added a provision for judicial review. The author reviews the various conflicting judicial decisions regarding the retroactivity of section 2000e-16. (JT)

This study found that occupational sex segregation began to diminish during the 1970s, in conjunction with enforcement of the equal employment opportunity laws against sex discrimination in employment. The success of these laws suggests that discrimination was originally a determinant of occupational segregation. (Author/SK)

The Social Security Administration (SSA) is not complying with Equal Employment Opportunity Commission (EEOC) program requirements according to a report by the General Accounting Office (GAO). It found that although the overall ratio of blacks employed at SSA headquarters increased from 1982 to 1985, underrepresentation of blacks--especially black…

An overview of the judicial developments under Title VII during the first decade is presented from a perspective of private enforcement. Considered are employment discrimination, establishing the unlawful employment practice, formulating effective relief, and the Equal Employment Opportunity Act. Available from: 3642 Lindell Boulevard, St. Louis,…

This guidebook discusses ways to eliminate various types of discrimination from business communications. Separately authored chapters discuss eliminating racial and ethnic bias; eliminating sexual bias; achieving communication sensitive about handicaps of disabled persons; eliminating bias from visual media; eliminating bias from meetings,…

Public employers' affirmative-action programs may be challenged for "reverse discrimination" under either Title VII or the Equal Protection Clause of the 14th Amendment. (26 footnotes) (MLF)