Article points out that while new federal Uniform Guidelines on Employee Selection Procedures, which became effective September 25, 1978, attempt to clarify two conflicting sets of rules, they also impose new burdens on public and private employers. Available from Executive Enterprise Publications Co., Inc., 10 Columbus Circle, New York, New York…

Provides a brief overview of the work of the Department of Justice in eliminating discrimination by public employers. Discusses four 1986 Supreme Court decisions about the permissible scope of affirmative action. The decisions indicate that affirmative action programs must use affirmative action in recruitment, training and outreach. (PS)

Summarizes the case of "Winkes vs. Brown University" and interprets its significance in the controversy over whether granting salary increases to women faculty under affirmative action constitutes reverse discrimination against male faculty. (JW)

Argues against the ethical value and social utility of the individualistic principles of merit in American education and employment practices. (EF)

Argues that Title VII prohibits preferential treatment of any group unless ordered by a court pursuant to a judicial finding of unlawful discrimination and unless the preferential treatment is limited to providing relief to judicially identified victims of that discrimination. Available from Georgetown Law Journal, 600 New Jersey Avenue,…

Analyzes the legislative and judicial background of the Equal Employment Opportunities Commission (EEOC)'s 1978 Uniform Guidelines on Employment Selection Procedures. Argues that the guidelines' apparent objectives are at odds with those of the legislators who created the EEOC in the 1960s: the guidelines force employers to discriminate by race.…

The arguments in favor of preferential treatment for some groups are faulty. An examination of these arguments is included. Although victims of discrimination should be helped, programs should promote race-, gender- or ethnically conscious hiring. Affirmative action has led to a increase in bureaucratically-caused discrimination. (PS)

Race-conscious employment programs are considered in two contexts: governmental measures designed to remedy governmentally identified past discrimination or underrepresentation of minority employees; and voluntary implementation of remedial, race-conscious measures by private employers. (Author/MC)

Discusses perceptions of affirmative action by governmental officials, academic opponents, civil rights groups and womens' groups, examines some frequently cited instances of affirmative action, and explains why affirmative action has been so poorly enforced. (Author/JM)

Several points of view on the topics of affirmative action plans, reverse discrimination, and quotas in college admission, employment, and promotion are presented. (RC)

In these remarks, the Assistant Attorney General for the Department of Justice, Civil Rights Division, discusses the Department's policy to enforce Federal equal employment opportunity guarantees without supporting quotas and other numerical formulae that provide preferential treatment. The discussion counters the charge that this policy is…

Argues that the recent EEOC proposal to abandon using hiring goals and timetables to settle discrimination suits would decimate Federal commitment to affirmative action policies. Reexamines the musunderstood circumstances surrounding the Bakke case and the evolution of civil rights and affirmative action policies to support his case. (ETS)

Because affirmative-action programs require governmental entities to act in a race-conscious and/or gender-conscious manner, public employers' affirmative-action programs may be challenged under both Title VII and the Equal Protection Clause of the 14th Amendment to the U.S. Constitution. This document describes the standards of review by which…

The purpose of this discussion is to examine the response of various organizations to Affirmative Action mandates, and to point up instances of practices which have met with both success and near failure. Since colleges and universities have seemingly grown more like big business and industry, they have become more political in their orientation…