The method and means by which statistics can raise a prima facie case of Title VII violation are analyzed. A standard is identified that can be applied to determine whether a statistical disparity is sufficient to shift the burden to the employer to rebut a prima facie case of discrimination. (LBH)

A set of departmental promotion guidelines ensure that medical faculty understand what is expected and what will be evaluated when promotion is considered. An approach to setting faculty evaluation standards, used at Cornell University Medical College Department of Psychiatry, and its application to primary areas of faculty work are outlined.…

Concludes that "the National Labor Relations Board has failed to use its powers to attack discriminatory racial practices. By neglecting the problems of black workers for so long while encouraging and strengthening labor organizations regardless of their racial practices, the Board has directly contributed to the severity of racial problems…

Examines legal concepts embodied in the U.S. Supreme Court's decision in Griggs v. Duke Power Company and argues that the Griggs decision raises questions about the traditional use by schools and colleges of grades and test scores as criteria for the hiring, admissions, certification, and promotion of instructors and students. (JG)

In Poland over 70 percent of married women are gainfully employed. They perform traditional female roles as wives, mothers and housekeepers, as well as the modern role of employee. Coping with both roles at the same time has important social consequences for women, such as family and career conflict. (Author)

This study sampled used 144 Black and 208 White white-collar employees. It was hypothesized that perceptions of discrimination would vary according to degree of formalization in the organization with respect to selection, advancement procedures, and race of subject. Results supported these hypotheses. (Author)

Specific tactics for blunting affirmative action in the university are organized in five categories: obliterate or contain responsibility, delay responsibility, develop and operate recruitment efforts designed to fail, recruit minorities and women so they will subsequently fail, and delegitimize applicants. (Author)

After citing reasons for the use of flextime, a case study is presented which indicates positive effects of flextime scheduling for employees--work satisfaction, better performance, and more personal life--and the company. (SH)

The layoff problem can be managed if the employer plans operations to provide equal employment opportunity, say the authors. They reexamine the duty to plan for fair employment and apply their conclusions to the reduction-of-hours problem, in light of its peculiar legislative aspects. (LBH)

This historical analysis of the Equal Employment Opportunities Commission and judicial approaches to employee dress and grooming codes is intended to demonstrate the formulation and basis of current law in this area. It support suggests guidelines, appearing in the conclusion to this article, for employee personal appearance regulations. (LBH)

The Equal Rights Amendment (ERA) is viewed as a way to help eliminate poverty, to add to the resources of black women, and to give support to black families. (TA)

Reid v. Memphis Publishing Co. represents an anomaly within a developing decision-making trend that is sensitive to the Sabbath observing employee's statutory rights as well as his constitutional right to be uninhibited in the free exercise of his religion. For journal availability see HE 508 783. (LBH)

It is suggested that back pay should accrue until the victimized employee reaches the rightful employment position and that courts should abandon confusing terminology like "back" or "front" pay in favor of a "make whole order" or another phrase more descriptive of the nature rather than the time of the award. For…

Teachers should seek the help of local or state associations in questions of unfair treatment, since constitutional rights do not cease to exist when signing a teaching contract. (MB)

"Some currently proposed strategies for educational and employment selection are based on a group-parity concept of fairness towards groups of persons... We suggest that a socially desirable and constitutionally acceptable selection strategy can be fashioned more readily by the formalism of statistical decision theory."