The Disabled Veterans Affirmative Action Program ..

Perhaps these other countries also have AffirmativeAction programs for American blacks, but I doubt it, and can onlyconclude that my work has some intrinsic value.

affirmative action program in the ..

12/06/1995 · There are eight steps to an affirmative action program, ..

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.

Posts about Affirmative Defenses written by BNG ..

(45 min.) A program designed to educate and inform the University community and the general public about the past, present and future of affirmative action policy and its impact on the University of California, Berkeley.

Ann Springer, Counsel American Association of University Professors

4. Even if a compelling interest is shown, to pass constitutional muster an affirmative action plan must be “narrowly tailored.” For an affirmative action program to be "narrowly tailored" under the law, the following factors must be considered: (1) the efficacy of alternative, "less intrusive" race-neutral approaches; (2) the extent, duration, and flexibility of race-conscious considerations; and (3) the burden on those who do not receive the benefit of any consideration of race. See, e.g., City of Richmond v. J.A. Croson Co., 488 U.S 469 (1989); Johnson v. Transportation Agency, Santa Clara County, 480 U.S. 616 (1987);Wigand v. Jackson Bd. of Educ., 476 U.S. 267 (1986); Steelworkers v. Weber, 443 U.S. 193 (1979). See also Virdi v. Dekalb County Sch. Dist., 135 Fed. Appx. 262 (11th Cir. 2005) (aspirational “goals” for minority involvement in school district contracts not narrowly tailored because of failure to consider race-neutral alternatives and unlimited deviation of goals even though actual selection process was race neutral and goals were not mandatory).

Researching the Effects of Affirmative Action

My vague realization,that leadership in civil rights and anti-war organizations mustflee through the back door in order for mathematical researchto enter my bed was rewarded two years later when intense departmentalscrutiny led SUNYAB gave me my first regular non-affirmative actionposition.