Affirmative Action and Equal Protection: Hearings Before the Subcommittee on the Constitution of the Committee on the Judiciary, United States Senate, Ninety-seventh Congress, First Session, on S.J. Res. 41 ... May 4, June 11, 18, and July 16, 1981U.S. Government Printing Office, 1983 - 1414 páginas |
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Resultados 1-5 de 100
Página 45
... agencies of government can assert both their particular institutional interest and the interest of the society they serve in having the equal participation of blacks , so as to justify their use of racial preference in the circumstances ...
... agencies of government can assert both their particular institutional interest and the interest of the society they serve in having the equal participation of blacks , so as to justify their use of racial preference in the circumstances ...
Página 67
... agencies should be of people who believe in what the NAACP pronounced until the end of the Brown v . Topeka cases , staffing agencies with servants committed to human equality and equal protection of the law . Mr. Chairman , human ...
... agencies should be of people who believe in what the NAACP pronounced until the end of the Brown v . Topeka cases , staffing agencies with servants committed to human equality and equal protection of the law . Mr. Chairman , human ...
Página 67
... agencies should be of people who believe in what the NAACP pronounced until the end of the Brown v . Topeka cases , staffing agencies with servants committed to human equality and equal protection of the law . Mr. Chairman , human ...
... agencies should be of people who believe in what the NAACP pronounced until the end of the Brown v . Topeka cases , staffing agencies with servants committed to human equality and equal protection of the law . Mr. Chairman , human ...
Página 87
... agencies to work out distinctions of that kind ? What percentage of a contracting firm's management must be black or brown to be eligible for special racial shares ? What percentage of its workforce - indeed , what per- centage of its ...
... agencies to work out distinctions of that kind ? What percentage of a contracting firm's management must be black or brown to be eligible for special racial shares ? What percentage of its workforce - indeed , what per- centage of its ...
Página 91
... agencies to work out distinctions of this kind ? What per- centage of a contracting firm's management must be black ( or brown ) to be eligible for special racial advantage ? What percentage of its workforce ? What percentage of its ...
... agencies to work out distinctions of this kind ? What per- centage of a contracting firm's management must be black ( or brown ) to be eligible for special racial advantage ? What percentage of its workforce ? What percentage of its ...
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Términos y frases comunes
academic administration admissions affirmative action plans affirmative action programs agencies amendment American applicants back pay Bakke basis Civil Rights Act color Committee Congress constitutional contractors criteria decision denied Dinnan discriminatory dissenting economic EEOC effects efforts employer enforcement equal opportunity equal participation objective equal protection equal protection clause Executive Order Executive Order 11246 Fairfax County FEPC Fourteenth Amendment Fullilove hiring Hispanics income individual institutions issue Justice Powell Labor legislative ment Mexican Americans minorities and women minority groups national origin OFCCP past discrimination percent persons political practices preferential treatment problem Professor promotion qualified question quotas race race-conscious racial discrimination racial preference racism regulations remedy result reverse discrimination Sedler Senator HATCH social societal interest society Sowell statistical supra note Supreme Court Thomas Sowell tion Title VII tive action United United Steelworkers University WAYNE LAW REVIEW Weber white males workers
Pasajes populares
Página 669 - ... so far inferior that they had no rights which the white man was bound to respect; and that the negro might justly and lawfully be reduced to slavery for his benefit.
Página 84 - It shall be an unlawful employment practice for an employer (1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin...
Página 739 - ... or joint labor-management committee controlling apprenticeship or other training or retraining programs to admit or employ any individual in any such program, on the basis of his religion, sex, or national origin...
Página 461 - Congress did not intend by Title VII, however, to guarantee a job to every person regardless of qualifications. In short, the Act does not command that any person be hired simply because he was formerly the subject of discrimination, or because he is a member of a minority group. Discriminatory preference for any group, minority or majority, is precisely and only what Congress has proscribed.
Página 641 - It should be noted, to begin with, that all legal restrictions which curtail the civil rights of a single racial group are immediately suspect. That is not to say that all such restrictions are unconstitutional. It is to say that courts must subject them to the most rigid scrutiny.
Página 257 - In order to get beyond racism, we must first take account of race. There is no other way. And in order to treat some persons equally, we must treat them differently.
Página 499 - When the President takes measures incompatible with the expressed or implied will of Congress, his power is at its lowest ebb, for then he can rely only upon his own constitutional powers minus any constitutional powers of Congress over the matter.
Página 378 - ... compensation, terms, conditions, or privileges of employment, because of such individual's race, color, religion, sex, or national origin; or (2) to limit, segregate, or classify his employees in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual's race, color, religion, sex, or national origin.
Página 81 - Our Constitution is color-blind, and neither knows nor tolerates classes among citizens. In respect of civil rights, all citizens are equal before the law. The humblest is the peer of the most powerful. The law regards man as man, and takes no account of his surroundings or of his color when his civil rights as guaranteed by the supreme law of the land are involved.
Página 321 - ... in comparison with the total number or percentage of persons of such race, color, religion, sex, or national origin in any community, State, section, or other area, or in the available work force in any community, State, section, or other area.