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the effectiveness of program sponsors' required affirmative action …
This outline discusses both the legal parameters of current employment law and best legal and practical strategies for diversifying. Section I discusses the benefits of diversifying, lest we lose sight of the legal and policy benefits of doing so. Sections II and III are summaries of affirmative action law generally, and law post-Michigan, respectively. Section IV gives best practices to recruit and retain a diverse faculty, from both a legal safety and policy standpoint. Section V discusses legal issues in specific targeted hiring programs and policies. Finally, Section VI Provides additional resources.
Some say Supreme Court put off the real fight on affirmative action
1. The Office of Federal Contract Compliance Programs in the U.S. Department of Labor has regulations governing affirmative action programs for government contractors. The regulations govern affirmative action plans and obligations for institutions contracting with the federal government for amounts equal to or greater than $50,000. (See 41 CFR Part 60-1, 60-2, ). While educational institutions are exempt from some of the requirements, the regulations still impose stringent tracking requirements mandating attention to affirmative action in hiring and promotion.
Current Issues Briefs 1996 - 1997
d. Time Limit: Given the Supreme Court’s desire to see the end of the need for affirmative action programs in the next 25 years, any programs should be treated as non-permanent and subjected to periodic review.