Civil Rights Act of 1990: Hearing Before the Committee on Labor and Human Resources, United States Senate, One Hundred First Congress, First Session, on S. 2104 ... February 23, 27, March 1, and 7, 1989, Volume 4U.S. Government Printing Office, 1990 - 1076 páginas |
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Página 27
... allow the court , or a jury , to award monetary relief other than backpay , where that would otherwise be ... allows a defendant to limit the plaintiff's remedy by showing ... that it would have reached the same employment decision even ...
... allow the court , or a jury , to award monetary relief other than backpay , where that would otherwise be ... allows a defendant to limit the plaintiff's remedy by showing ... that it would have reached the same employment decision even ...
Página 75
... allow a third party to be bound by a litigation of which he had no notice , if a court determined that reasonable efforts had been made to give him notice . This violates the constitutional principle that people may not be bound by ...
... allow a third party to be bound by a litigation of which he had no notice , if a court determined that reasonable efforts had been made to give him notice . This violates the constitutional principle that people may not be bound by ...
Página 91
... allow plaintiffs to attack a group of employ- er practices without specifying the disparate impact of each practice . In your re- sponse , you allowed that where it is not possible for the plaintiff to separate the practices ( e.g. , an ...
... allow plaintiffs to attack a group of employ- er practices without specifying the disparate impact of each practice . In your re- sponse , you allowed that where it is not possible for the plaintiff to separate the practices ( e.g. , an ...
Página 92
... allow liability wherever a discrimina- tory motive came into the picture at all , no matter how marginal or insubstantial or causally irrelevant it might have been . In a large organization it might be possible to excavate some trace of ...
... allow liability wherever a discrimina- tory motive came into the picture at all , no matter how marginal or insubstantial or causally irrelevant it might have been . In a large organization it might be possible to excavate some trace of ...
Página 98
... allow an employee no recourse when discrimination , while implicat- ed in an employment decision , is only one of several factors . In some additional provisions , the Act generally allows for punitive damages where it can be shown that ...
... allow an employee no recourse when discrimination , while implicat- ed in an employment decision , is only one of several factors . In some additional provisions , the Act generally allows for punitive damages where it can be shown that ...
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Termos e frases comuns
adverse impact affirmative action alleged applicants AT&T Technologies attorneys bill burden of persuasion burden of proof business necessity CHAIRMAN challenge City of Birmingham Civil Rights Act claims collateral attack Committee Congress consent decree consent judgment defendant denied discriminatory disparate impact district court due process EEOC employer employment decision employment discrimination employment practices factor fair federal fees filed Firefighters goals Griggs harassment hearing hiring intentional discrimination intervene issue Jefferson County judgment Justice labor market lawsuit legislation liability litigation Lorance Martin McLean Credit Union ment minorities motive nonparties parties Patterson percent persons plaintiff Price Waterhouse procedures promotion proposed protected prove punitive damages qualified question quotas race racial reason relief remedy result reverse discrimination rule S.Ct Section Senator HATCH Senator METZENBAUM settlement standard statute tion Title VII U.S. Supreme Court violation Wards Cove Wards Cove Packing Wilks women workforce workplace
Passagens mais conhecidas
Página 317 - ... bona fide occupational qualification reasonably necessary to the normal operation of that particular business or enterprise...
Página 27 - ... well grounded in fact and is warranted by existing law or a good faith argument for the extension, modification, or reversal of existing law, and that it is not interposed for any improper purpose, such as to harass or to cause unnecessary delay or needless increase in the cost of litigation...
Página 278 - The Act proscribes not only overt discrimination but also practices that are fair in form, but discriminatory in operation. The touchstone is business necessity. If an employment practice which operates to exclude Negroes cannot be shown to be related to job performance, the practice is prohibited.
Página 340 - Congress directed the thrust of the Act to the consequences of employment practices, not simply the motivation. More than that, Congress has placed on the employer the burden of showing that any given requirement must have a manifest relationship to the employment in question.
Página 30 - Dear Mr. Chairman: I am writing in response to your letter of March 25, 1987.
Página 99 - Sadly, even after passage of the Civil Rights Act of 1964, the Voting Rights Act of 1965...
Página 210 - In all civil actions and proceedings not otherwise provided for by Act of Congress or by these rules, a presumption imposes on the party against whom it is directed the burden of going forward with evidence to rebut or meet the presumption, but does not shift to such party the burden of proof in the sense of the risk of nonpersuasion, which remains throughout the trial upon the party on whom it was originally cast.
Página 66 - If an employer does then meet the burden of proving that its tests are "job related," it remains open to the complaining party to show that other tests or selection devices, without a similarly undesirable racial effect, would also serve the employer's legitimate interest in "efficient and trustworthy workmanship.
Página 20 - He hath disgraced me, and hindered me half a million; laughed at my losses, mocked at my gains, scorned my nation, thwarted my bargains, cooled my friends, heated mine enemies; and what's his reason? I am a Jew. Hath not a Jew eyes? hath not a Jew hands, organs, dimensions, senses, affections, passions?
Página 287 - ... whether a challenged practice serves, in a significant way, the legitimate employment goals of the employer. The touchstone of this inquiry is a reasoned review of the employer's justification for his use of the challenged practice. A mere insubstantial justification in this regard will not suffice, because such a low standard of review would permit discrimination to be practiced through the use of spurious, seemingly neutral employment practices.