Discrimination is prohibited in the Constitution and in the Civil Rights Acts of 1866, 1871, and 1964. Title VI of the 1964 act addresses discrimination in federally funded programs and Title VII deals with employment discrimination. Other pertinent legislation includes the Equal Pay Act of 1963, the Age Discrimination Act of 1967, The Crime Control Act of 1973, the subsequent Omnibus Crime Control and Safe Streets Act, and the educational amendment of 1972 (Title IX) against sex discrimination in colleges. Equal Employment Opportunity Commission guidelines under Title VII specify employee selection procedures, require that tests be job related, and strike down sex discriminatory protective Laws. Griggs v. Duke Power Company is the crucial court decision which declares illegal any employment practice that operates to exclude blacks (i.e., and minority) and that cannot be shown to be job related. Strength performance requirements, intelligence tests, background investigations, height requirements, seniority systems, and parallel lines of progression can be considered discriminatory. LEAA equal opportunity guidelines call for State Planning Agencies to report on all LEAA contracted and subcontracted construction projects and show that contractors agree to comply with equal employment opportunity home town plans in the language specified. Goals and timetables for minority employment in such regional plans are distinct from quotas, which only courts can decree in the form of imposed plans.