Considers implications of hiring quotas and examines whether the courts may properly order preferential employment plans where the beneficiaries have not shown particularized injury from discrimination and where individuals disadvantaged by the plans are not represented in court. (Author)

This article examines the effects of legal status on wage rates among Mexican migrants. The findings show little wage discrimination against illegal migrants, but their illegal status does reduce the duration of their stay. The total amount of employer capital spent on them is less than that for legal migrants. (VM)

Discusses 14 practical considerations in cases when it is necessary to fire a camp employee. Topics include selection of dismissal time and place to minimize disruption, administrator demeanor, expediting the employee's departure, arrangements for final pay, compliance with Labor Department regulations, and avoiding charges of discrimination. (JHZ)

Considers the following factors in the process of how Filipino immigrants in Hawaii obtain employment: (1) chain migration; (2) the existing employment situation of this group; and (3) the basic features of immigrant employment and the process of obtaining jobs. Discusses the double-edged implications of reliance on personal network links in…

The Supreme Court's three 1986 decisions and March 1987 decision concerning affirmative action and their implications for hiring, promotion, layoffs, and admissions in higher education institutions are discussed. (MSE)

Reports on the relationship between educational credentials and the ways in which employers assign promotions. States that educational credentials are more important for entry into an organization than for advancement within it, and that experience is highly valued by managers who hire from the outside and promote from within. (Author/GEA)

Job sharing is discussed as alternative approach to traditional professional librarian work arrangements and viable solution for: working mothers wanting part-time, career-oriented jobs; end-of-career librarians near retirement; those who desire increased leisure. Employers' reluctance is outlined noting increased expense, salary problems,…

As of June 1, 1987 employees will be responsible for making sure each person hired since President Reagan signed the new federal immigration bill into law can legally work in the United States. One problem is in hiring Americans, who now have to produce documents showing they are citizens. (MLW)

The 1984 Compensation and Benefits Survey of College and University Chief Executive Officers is discussed. The survey provides information on presidential compensation, benefits, and employment practices at public, independent, religious, and medical institutions. (MLW)

A random sample of 559 secondary small school principals in Arkansas, Colorado, New Mexico, Oklahoma, and Texas revealed that 73 percent of the principals were actively seeking new positions or were leaving school administration. The findings have implications for selection procedures, salary/fringe benefit packages, principal autonomy, evaluation…

Presents suggestions for improving the quality of new employees: look for applicants with solid academic and extracurricular achievement; make sure that all technical job qualifications are valid; broaden the recruitment base; target high-scholarship schools; encourage technical people to broaden their knowledge base; and upgrade inhouse…

This article discusses a study that explored barriers to the employment of physically disabled persons in leisure services and the extent to which selected actions would increase the potential employment of these individuals. (JMK)

Reports the results of a study to determine why more Ph.D. graduates were not appointed as full-time faculty in arts and humanities. Finds that most often stated reason was that a non-Ph.D. had better qualifications. (AEA)

Describes a study that investigated the relative credibility of confidential and open student placement files through an experiment where college students rated hypothetical job candidates. Results showed that candidates with confidential placement files were judged more attractive, but there was no evidence of greater credibility for confidential…