This analysis of the Age Discrimination in Employment Act of 1967 (ADEA) traces the issues that have emerged in litigation and summarizes the developing law, showing the implications in the university context and suggesting rules of thumb for accommodating the Act with the valid educational demands of the affected institutions. (JT)

Notes that an affirmative action plan for women in educational research should be a policy document, not simply a passive statement of principle including more than a statement for commitment, goals and timetables. (Author/AM)

The status of minorities and women can be marginally improved if the government implements more effective enforcement procedures and if more employers are persuaded to implement voluntarily affirmative action programs. But to realize long-term improvements, we must examine the assumptions on which affirmative action was founded. (Author/MC)

With the prospect of fewer students and diminished tuition receipts, many universities will be unable to honor their contracts with tenured faculty. The author presents an ordered plan for dealing with faculty terminations at a time of "financial exigency." (Editor)

Dr. Frederick L. Hipp, Executive Director of the New Jersey Education Association, a state teachers union, and Mrs. Linda Albert, Vice President for Legislation of the New Jersey School Boards Association, answer some crucial questions about teacher tenure. (Editor)

The author presents guidelines for federal contractors in complying with the Rehabilitation Act of 1973, in view of stepped-up government enforcement activities. She describes provisions of the Act, some complaints filed under its affirmative action section, and personnel practices that contractors may use for creative compliance with federal law.…

Looks at teacher employment procedures to see what might be termed discriminatory. (Editor)

It is contended that insufficient attention has been given to the development of human resource management programs for nonfaculty personnel in academic institutions. Management schemes can be developed to enhance the strengths of the employees and to obtain optimum utilization of these strengths toward attainment of university goals. (Author/LBH)

The model described requires an examination of employee perceptions, the labor contract, labor-management relations, and attitudes of top management and union officials. Major emphasis is placed on the questionnaire and the methodology and analysis required to examine employee perceptions. (Author/MLF)

Conflicts between mandated recordkeeping requirements and the ever increasing demands for disclosure of information under the Freedom of Information Act, administrative agency investigations, and law suits are examined. Implications for privacy legislation to protect employee rights are discussed. (LBH)

Deals with some of the problems (and reasons for the problems) which school-leavers and young workers encounter in their search for jobs or training places. Measures taken or envisaged in a number of countries to alleviate the problems are also reviewed. (SH)

Employment interview research since 1949 is reviewed, with emphasis on recent data-based literature (1969-1976), and counselor utilization of this material to aid clients who are approaching job interviews is discussed. (Author)

Difficulties exist in reconciling various schemes of relief under Title VII to achieve efficient resource allocation and to avoid conflicting determinations. Focus is on how public and private enforcement efforts can be harmonized to avoid conflict between plaintifss and minimize the burdens on defendants. Available from: Northwestern University…

The procedural structure of Title VII was designed to safeguard the rights of both plaintiffs and defendants in employment discrimination suits. Judicial interpretations of the procedures are reviewed and it is concluded that confusions created by inaccurate interpretations are detrimental to the rights of both parties and fail to implement the…

In 1969 Hampshire College in Massachusetts explore the "contract for service," by which faculty appointments are made for three-to-seven-year terms. Experience to date has shown low turnover, with fewer opportunities but better retention for young faculty. The relationship of the contract system to academic freedom is not yet tested.…