This document is comprised of four Faculty Association of California Community Colleges (FACCC) newsletters. The September 1999 issue is entitled "Capitol Comments: Read What Lawmakers Say about Community Colleges in Response to the Third FACCCTS Legislator Poll." This newsletter contains the following articles: "Capitol…

This staff report updates the U.S. Commission on Civil Rights' previous assessment of percentage plans in California, Florida, and Texas and examines the pattern of racial/ethnic diversity among first-time students and graduate, law, and medical students. Staff of the U.S. Commission on Civil Rights analyzed college application, admission, and…

This chapter asserts that to make the case for affirmative action in higher education based on the diversity rationale, the legal debate must be reconceptualized into a policy-oriented framework. It presents a model dividing policy development into four interrelated parts: goals, objectives, strategy, and design. The policy framework is applied to…

This chapter reviews the legal standards governing affirmative action in higher education, examining the diversity rationale and contrasting the cases of Hopwood v. Texas and Wittmer v. Peters, which were decided in 1996. It discusses: the legal standard governing affirmative action in higher education; the remedial interest in overcoming the…

Provides overview of laws, policies, and regulations available to women to secure their job rights when faced with sex discrimination. Equal pay, sexual harassment, pregnancy discrimination, and affirmative action are discussed, noting procedures involved in filing a complaint. (EJS)

Identifies two major problems that impede school desegregation: (1) current strategies are not producing satisfactory results in either student assignment or in the promotion of Blacks to high administrative positions; and (2) many desegregated schools do not live up to the ideals of racial harmony and equal opportunity. Considers possible…

Offers practical suggestions as to how the academic dean in a college or university can provide opportunities to women and minority faculty, even given current fiscal conditions. Discusses: (1) the screening and search process; (2) strategies for recruiting faculty; (3) strategies for coping with retrenchment; and (4) other strategies which…

Recommended procedures for increasing the number of minority persons and women on college and university faculties are presented. Affirmative action plans are seen as essential to ensure that equal opportunity is realized and to remove vestiges of past discrimination. Suggestions for affirmative action plans are provided. (MLW)

In the name of institutional autonomy and federal deregulation, sweeping changes in the enforcement of nondiscrimination and affirmative action requirements are being proposed. A new approach is offered: simplification of recordkeeping and abolition of most reporting requirements, an audit process, and vigorous enforcement of existing laws banning…

Uses regression substitution procedure to show skill differences between male and female occupations explain virtually none of the earning gap between the sexes. Female occupations systematically pay less than is predicted by their skill demands. Doing manual work, in which men predominate, has a negative effect on female earnings. (NEC)

Reviews economic and sociological theories that identify structural and personal factors associatied with unemployment. Suggests a policy approach for dealing with the problem, hypothesizing that effective social network systems and sponsorship groups are needed to help presently unemployed youth gain entry and acceptance into the labor market.…

The Court's strong endorsement, albeit in a limited factual setting, of voluntary remedial preferences should give some aid to those seeking equal opportunity in employment. Available from School of Law, Creighton University, 2200 California St., Omaha, NE 68178. (Author/IRT)

Three issues in the controversy over special admissions programs to higher education are presented. It is argued (1) that academic achievement need not be the sole criterion for admissions; (2) that race and sex can serve as qualifications for admission; and (3) that there are moral grounds for special admissions. (JMF)

Almost 60 percent of the graduates were female but only 2.7 percent were non-White. Over 90 percent were employed in jobs related to aging. Recommendations include establishing a national gerontological job registry and requiring projects funded under the Older Americans Act to give consideration to hiring them. (Author)

Reviews the Equal Employment Opportunity Commission's new guidelines on national origin discrimination and offers advice on steps an employer can take to eliminate such discrimination and harassment in personnel practices. (Author/WD)