Revised Equal Employment Opportunities Commission guidelines on religious discrimination oblige the employer to demonstrate that religious accommodation would cause undue hardship in the conduct of business. The new guidelines could necessitate substantial modifications in employment practices. (SK)

Although progress has been made in solving problems faced by nontraditional workers, much remains to be done. Negative attitudes, lack of information about possible positions, and lack of training are all obstacles encountered in nontraditional occupations. (SK)

Reviews the need for affirmative action goals in effective equal employment opportunity programs, and discusses the confusion caused by the Reagan Administration's opposition to numerical objectives as established in the Supreme Court's 1979 Weber decision. (SK)

This study of case law involving job discrimination on the grounds of sexual preference includes many cases showing how homosexuals holding government jobs have been affected. Within certain conditions, such discrimination in the public sector has been found illegal, a fact which could set a benchmark for private industry. (JOW)

The Equal Employment Opportunity Commission is expanding rapidly in an effort to curb job discrimination. Employers will have more responsibility to comply with the commission and be aware of the concepts by which they are judged. The circumstances under which enforcement agencies can issue a finding of cause are discussed. (DS)

Contains a list of "do's" and "don'ts" concerning what an interviewer may or may not ask a prospective employee during an interview. Discusses various government directives and touches specifically on issues concerning discrimination due to age, sex, race, religion, handicap, marital status, and political affiliation. (CT)

Five California cities have been involved in a successful cooperative police officer recruitment and testing program. Emphasis is on cost savings through cooperation, improved and validated selection devices, and equal employment opportunity. The program is administered by the California State Personnel Board. (Author/EA)

As corporations try to relocate and hire minority group members in all categories of employment, they may be ignoring a very basic problem, their housing needs. Discriminatory home pricing and financing policies may severely restrict a company's efforts to remain an equal opportunity employer. (Author)

The authors examine 10 existing, overlooked reservoirs of well-qualified minority and female talent which they believe should be integrated in whatever way and as soon as possible into the entire hierarchy in the same proportion as these groups appear in the labor force. (Author)

Part Two of the two-part article describes corporate strategies for affirmative action in order to obtain the most qualified individuals available for professional positions among minority and female candidates. (Author/BP)

A work sample test can provide a high degree of content validity, and offers a practical method of screening job applicants in accordance with guidelines on employee selection procedures set forth by the Equal Employment Opportunity Commission. (MW)

The author proposes a substitute for demonstrating the validity of employment tests, based on his study of Equal Employment Opportunity Commission and federal executive agency guidelines and of court decisions relating to personnel selection. He states that test validation is still best but may not be necessary if steps are taken to avoid adverse…

Five issues (employer motivation, criteria selection, content and construct validity, differential validity, burden of proof) are discussed because questions are raised about them or because they are pivotal issues in court cases which were decided in the five years since Griggs v. Duke Power (test bias). (TA)

The article discusses District and Appeals Court rulings on competitive status seniority involving a New Jersey electric power company, several local unions of the International Brotherhood of Electrical Workers, and several other agencies, among them the EEOC. (BP)

The author illustrates how what used to be considered proper Engish usage is actually one of the hinderances to equality of opportunity. She offers guidelines for removing sex-stereotyping from management personnel language. (AJ)