Supreme Court reaffirms Affirmative Action

Article Abstract:

Three relatively recent Supreme Court cases are examined in which the Court upheld the fundamental precepts of Affirmative Action. The cases discussed are: Wygant vs. Jackson Board of Education (involving the layoff of minority and non-minority teachers by the Michigan school board), International Association of Firefighters vs. City of Cleveland(involving a quota system employed to make a local fire department reflect the racial constituency of the community), and Sheet Metal Workers' International Association vs. EEOC (involving a 29 percent non-white membership goal imposed upon an all-white union local by the courts). Although the three cases may not have set any new precedents for the U.S. judicial system, they do serve to underscore the principles of Affirmative Action.

Courts, United States, Employment, Affirmative action, Minorities, Employment discrimination, Minority employees

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Court decisions following Patterson

Article Abstract:

The US Supreme Court ruled in Patterson v. McLean Credit Union that employees may not sue for redress for racial harassment resulting in denial of promotion and subsequent discharge under the Civil Rights Act of 1866. This finding has influenced three recent federal cases: Malhotra v. Cotter & Co., Alexander v. New York Medical College, and Rivera v. AT&T Information Systems, Inc. An analysis of the rulings on the three cases reveals that employers should be aware that most federal and state fair employment laws bar all types of discrimination in the work environment and employment decisions, including promotions, terminations, demotions, retaliations, and harassment.

Civil rights, Harassment (Law), Harassment

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Supreme Court to decide fetal protection conflict

Article Abstract:

The Seventh Circuit Court of Appeals and a California court of appeal recently reached contrasting conclusions regarding the issue of fetal protection in the workplace. The Seventh Circuit Court found that Johnson Controls, Inc's policy of fetal protection, which prevents fertile females from holding jobs if there is a known risk to fetuses, was valid. However, the California court found Johnson's policy invalid as applied at its facility in California. Until the Supreme Court rules on the issue, employers considering developing a fetal protection plan should use caution and adhere to state law.

Safety and security measures, Occupational health and safety, Occupational safety and health, Johnson Controls Inc., Pregnancy, Fetal protection (Employment policy), United States. Court of Appeals for the 7th Circuit

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