Authority to investigate complaints relating to civil rights compliance is found in LEAA's legislative mandate, LEAA's regulations, and in Federal civil rights statutes. Before an investigation may be initiated, written correspondence to LEAA is required indicating discrimination by a recipient of LEAA funds. Risk areas appear to be testing mechanisms for selecting job applicants, background checks using questionable criteria and vague questions, ability tests, and minimum height and weight requirements. LEAA believes that agility and physical requirement tests should be directly related to job requirements. LEAA requires affirmative action employment programs for agencies that have discriminated in recruitment, selection, and promotion of minorities and women in the past. Questions and answers conclude the talk.