Introduction. I. Preliminary Title: Thinking about Rules and Standards. A. Rule Based Decision Making. B. Standard Based Decision Making. C. Rationales for Rules and Standards. 1. Justification #1: Fairness. 2. Justification #2: Efficiency. 3. Justification #3: Promotion of Democratic Governance. II. Book One: Marriage and Divorce. A. Entrance into Marriage. B. Matrimonial Regimes and Community Property. C. Exit from Marriage. D. Community Property Partition. E. Claims for Interim or Permanent Periodic Support (Alimony). F. Claims for Contribution to Education and Training. G. Child Custody. H. Child Support. I. A Final Marriage and Divorce Accounting. III. Book Two: Co-ownership Among Unmarried Co-Habitants. IV. Book Three: From Forced Heirship to Undue Influence. A. Claims Against Ste...
Are Affirmative Action Plans meaningful guidelines to employment decisions? Or, are these plans merely an exercise in satisfying legislative directives? The Central City Police Department faces these questions concerning their recent promotion list to sergeant. Specifically, what is the department's justification for not promoting the individual with the second highest score on the promotion test? How can an individual with excellent performance evaluations and a clean discipline record not be promoted? Could it be the individual is a woman? This case explores the integration of minorities into a predominately white male work environment. For example, the organization as a whole (i.e., city government) has developed affirmative action plans for over a decade. Only in the last several ye...
... and the proposed program, a program justification and a strategic plan. (1) Basic applicant and prog...(E) A description of prior export promotion experience;. (F) Value, in dollars, that the appli...
Are Affirmative Action Plans meaningful guidelines to employment decisions? Or, are these plans merely an exercise in satisfying legislative directives? What is an equal opportunity employment environment? The Central City Police Department faces these questions concerning their recent employment practices. More specifically, what is the department's justification for not promoting the individual with the second highest score on the promotion test? How can an employee with excellent performance evaluations and a clean discipline record not be promoted? Could it be that the individual was a woman? Does the work environment penalize women? Finally, are supervisors and employees appropriately trained and supervised regarding employment discrimination issues? This case explores the integrat...
... class that was a precondition of future promotion. Finding that she failed to present evidence thatt WPAFB's proffered business justification for her non-promotion was pretextual, and that sh...
What is an equal opportunity employment environment? What constitutes illegal retaliation under the 1964 Civil Rights Act? The Central City Police Department faces these questions concerning their recent employment practices. More specifically, what is the department's justification for not promoting the individual whose name is on top the promotion list at the time the promotion is being made? How can an employee with excellent performance evaluations and a clean discipline record not be promoted? Could it be that the individual was a woman? Was the fact the woman had previously filed a sex discrimination lawsuit a factor in the decision? Does the work environment penalize women or people who stand up for their legal rights? Finally, are supervisors and employees appropriately trained ...
NORFOLK'S CITY Council made significant progress toward transparency this year by interviewing candidates for the School Board in public. But it undid some of that new goodwill by retreating behind closed doors to select four men for appointment. As official secrecy requires, the City Council depended on a justification found in state code, specifically the section that allows for "[d]iscussion, consideration, or interviews of prospective candidates for employment; assignment, appointment, promotion, performance, demotion, salaries, disciplining, or resignation of specific public officers, appointees, or employees of any public body.
What is an equal opportunity employment environment? What constitutes illegal retaliation under the 1964 Civil Rights Act? The Central City Police Department faces these questions concerning their recent employment practices. More specifically, what is the department's justification for not promoting the individual whose name is on top the promotion list at the time the promotion is being made? How can an employee with excellent performance evaluations and a clean discipline record not be promoted? Could it be that the individual was a woman? Was the fact the woman had previously filed a sex discrimination lawsuit a factor in the decision? Does the work environment penalize women or people who stand up for their legal rights? Finally, are supervisors and employees appropriately trained ...
Are Affirmative Action Plans meaningful guidelines to employment decisions? Or, are these plans merely an exercise in satisfying legislative directives? The Central City Police Department faces these questions concerning their recent promotion list to sergeant. Specifically, what is the department's justification for not promoting the individual with the second highest score on the promotion test? How can an individual with excellent performance evaluations and a clean discipline record not be promoted? Could it be the individual is a woman? This case explores the integration of minorities into a predominately white male work environment. For example, the organization as a whole (i.e., city government) has developed affirmative action plans for over a decade. Only in the last several ye...
... in its employment practices, including promotions. By 1979, no blacks had attained the upper ranks o... created a profound need and a firm justification for the race-conscious relief ordered by the Distr...
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