The author's case, made for affirmative action, is correctly aimed, but it lacks the full, disciplined forethought that is both necessary and expected. (Author)

The Equal Employment Opportunity Commission's effectiveness to end discrimination should never have been judged by the yardstick of the individual charge process. Reforms are taking place within the commission to create rapid charge resolution procedures and utilize funds more effectively. (Author/WI)

This article shows that the opinions filed in the Bakke case reveal important differences among the Justices of the Supreme Court in their perceptions, reasoning, and conclusions about almost every issue raised. (Author/MC)

Those on both sides of the Bakke case have escalated the rhetoric and predictions of doom if the Supreme Court failed to support their particular view. Now that the Court has spoken, in a way that upholds the tradition of the American promise, both sides must come together to make that promise a reality. (Author/MC)

What the Court did in the Bakke case was to demonstrate that, like the society around it, it is deeply split on the issues presented and unable to formulate a clear approach to the affirmative redress of our heritage of racial discrimination. (Author/MC)

The Assistant Secretary of Labor for Employment Standards discusses Section 503 of the Rehabilitation Act of 1973 which requires federal contractors to take affirmative action to hire and promote qualified physically and mentally handicapped persons. Includes information on how an employer takes affirmative action, enforcement, and penalties. (JT)

The role of the affirmative action officer is reviewed, based on profiles of 133 officers in institutions of varying size. Their own perceptions of their jobs are reported along with a report of how institutions view them. (LBH)

This audit identified, in specific details, the socially responsible actions of businesses. (Available from Office of Publications, Graduate School of Business Administration, University of Michigan, Ann Arbor, Michigan 48104; $2.50 single copy.) (Author/IRT)

Demonstrates how the concept of "affirmative action" evolved from a vague reference to remedial actions to specific programs involving numerical hiring and seniority arrangements. Focuses on the legal/governmental definition of affirmative action and indicates some of the reasons for the changing definitions. (PS)

This brief history of equal employment opportunity cases from the Civil Rights Act of 1964 to 1986 Supreme Court cases summarizes the viewpoints of those who don't support it. Librarians are urged to accept the premise that equal employment opportunity is the law and that compliance is in everyone's best interests. (EM)

Examines the implications of one interpretation of employer behavior that may be inferred from the Braddock and McPartland analysis: while many White employers would not reject Black applicants through personal prejudice and discrimination, they are sufficiently uninvolved in the goal of Black employment to use hiring methods that might lessen it.

Presents the United States Supreme Court's decisions in Wygant v. the Jackson Board of Education and in International Association of Firefighters v. City of Cleveland. Explores the decisions' more general applications to voluntary affirmative action plans. (PS)

Review of employment laws affecting libraries includes definitions of qualified personnel, laws pertaining to medical and honesty testing, affirmative action, and sexual harassment. Laws covering crime within libraries are also discussed, as well as problems with existing legislation. (CLB)

The author challenges the assumption that social equality should be the fundamental role of adult education. She also explores reasons for nonparticipation of disadvantaged adults and suggests new roles and research that may improve the ability to serve this population. (Author/CH)