Affirmative Action Policy

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Affirmative action is defined as making a specific effort to recruit individuals based on classifications such as race, sex, religion, veteran status, etc., and taking positive action to ensure that such individuals, when employed, have an equal opportunity for benefits and promotions. Such voluntary plans by an employer have been held to be legal and not reverse discrimination by the Supreme Court if they are:

  • Of limited duration
  • Respect the expectations of other workers
  • Seek to correct an overt imbalance in a particular job category.
  • Employers who establish such programs should do the following to prevent claims about reverse racism:
  • Review their plans annually
  • Monitor all areas of employment and establish obtainable goals
  • Take care not to exclude any category of worker
  • Avoid setting rigid quotas and creating low-quality standards and reverse discrimination.
  • Designate one person to review programs for possible problems, correct deficiencies and make corrections as needed.

The EEOC is the agency designated to enforce claims of discrimination of all types including claims of glass ceilings or reverse discrimination.

Affirmative Action Legal Help

EEOC actions have specific deadlines and rules that must be followed. Consult with an employment lawyer for assistance in pursing these claims. A lawyer can provide information on state laws, which may give even more protection against discrimination than federal law.

This article is provided for informational purposes only. If you need legal advice or representation,
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