skip navigation

PUBLICATIONS

Register for Latest Research

Stay Informed
Register with NCJRS to receive NCJRS's biweekly e-newsletter JUSTINFO and additional periodic emails from NCJRS and the NCJRS federal sponsors that highlight the latest research published or sponsored by the Office of Justice Programs.

NCJRS Abstract

The document referenced below is part of the NCJRS Virtual Library collection. To conduct further searches of the collection, visit the Virtual Library. See the Obtain Documents page for direction on how to access resources online, via mail, through interlibrary loans, or in a local library.

 

NCJ Number: 50347 Find in a Library
Title: DISCRIMINATION IN SELECTION AND PROMOTION OF MINORITIES AND WOMEN IN MUNICIPAL EMPLOYMENT
Journal: URBAN LAWYER  Volume:7  Issue:3  Dated:(SUMMER 1975)  Pages:540-555
Author(s): S D IVIE
Corporate Author: American Bar Association
United States of America
Date Published: 1975
Page Count: 16
Sponsoring Agency: American Bar Association
Format: Article
Language: English
Country: United States of America
Annotation: LITIGATION CASES ARE NOTED TO SERVE AS GUIDELINES FOR CITY ATTORNEYS TO ADVISE CLIENTS ABOUT THEIR DUTIES AS EQUAL OPPORTUNITY EMPLOYERS OF MINORITIES AND WOMEN.
Abstract: CITY ATTORNEYS HAVE AN INHERENT CONFLICT IN LEGAL RESPONSIBILITIES WITH REFERENCE TO DISCRIMINATION. ALL CHALLENGES TO THE LEGALITY OF CITY POLICIES ABOUT RACIAL, ETHNIC, OR SEXUAL DISCRIMINATION NECESSARILY MUST BE DEFENDED BY CITY ATTORNEYS. IT IS ALSO THE RESPONSIBILITY OF CITY ATTORNEYS, HOWEVER, TO PROTECT THE LEGAL RIGHTS OF THE ELECTORATE ACCORDING TO DICTATES OF THE LAW BY INFORMING CLIENT DEPARTMENTS OF THEIR LEGAL RESPONSIBILITIES. PROBLEMS FACED BY ANY CITY IN THE AREA OF DISCRIMINATION AGAINST MUNICIPAL EMPLOYEES MUST BE APPROACHED IN TERMS OF THE INSTITUTIONAL NATURE OF DISCRIMINATION RATHER THAN IN TERMS OF INDIVIDUAL GRIEVANCES PRESENTED BY ISOLATED PERSONS. CITY GOVERNMENT SELECTION AND PROMOTION PROCEDURES ARE BASED ON U.S. CIVIL SERVICE PRINCIPLES. OPPORTUNITIES FOR PROMOTION OF MINORITIES AND WOMEN ARE RESTRICTED SEVERELY BY NONVALIDATED HIRING AND PROMOTION EXAMINATIONS AND BY THE SUBJECTIVE ORAL INTERVIEW PART OF THE PROMOTION PROCESS. RACIAL AND SEXUAL DISCRIMINATION IN EMPLOYMENT DO NOT OCCUR AS INDIVIDUAL RANDOM ACTS OF BIGOTRY OR SEXISM BUT RATHER AS THE RESULT OF SYSTEMATIC PATTERNS THAT HAVE KEPT AND CONTINUE TO KEEP MINORITIES AND WOMEN PERMANENTLY IN THE ECONOMIC AND SOCIAL SECOND-CLASS. DEVELOPMENTS IN DECISIONAL LAW PERTINENT TO SEX AND RACE DISCRIMINATION ARE REVIEWED. THEY REVEAL AN INCREASING AWARENESS ON THE PART OF FEDERAL COURTS OF THE INSTITUTIONAL NATURE OF SEX AND RACE DISCRIMINATION EMPHASIZED IN TITLE VII OF THE 1964 CIVIL RIGHTS ACT AND THE 1972 EQUAL EMPLOYMENT OPPORTUNITY ACT. THE AUTHOR'S RESPONSES TO A SERIES OF QUESTIONS RAISED AFTER HER PRESENTATION ARE CONTAINED IN AN ADDENDUM. (DEP)
Index Term(s): Attorneys; Discrimination; Equal opportunity employment; Females; Judicial decisions; Local government; Minorities
Note: ADAPTED FROM A PRESENTATION TO THE NATIONAL INSTITUTE OF MUNICIPAL LAW OFFICERS, SAN DIEGO (CA) OCTOBER 7, 1974
To cite this abstract, use the following link:
http://www.ncjrs.gov/App/publications/abstract.aspx?ID=50347

*A link to the full-text document is provided whenever possible. For documents not available online, a link to the publisher's website is provided. Tell us how you use the NCJRS Library and Abstracts Database - send us your feedback.