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Про SJW трейнинги в идустрии:
hbr.org/2018/08/how-hr-and-judges-made-i
Про то же. Решения SCOTUS 1998ой год:
www.acacamps.org/resource-library/articl
According to the Court, whether an employer has an anti-harassment policy is relevant evidence with respect to the first element of the affirmative defense. Thus, having a clear and well-communicated sexual harassment policy is virtually mandatory if an employer wishes to successfully defend against a sexual harassment claim. Also important is effective screening and training of supervisor's employees. Because supervisory training will demonstrate an employer's effort to prevent harassment, all employers are advised to engage in that training now and to do so regularly so that all supervisors receive the same message. In order to take full advantage of the affirmative defense created by the Supreme Court, employers must include as part of their sexual harassment policy procedures for employees to report sexual harassment complaints to officials outside their normal chain of command. In addition, an employer must also conduct a prompt and thorough investigation of any harassment claims that are made and respond in an effective manner in order to be protected.
Obama himself might not be woke:
www.independent.co.uk/voices/obama-woke-m
Heather mac Donald on due process and dear colague letter:
youtu.be/i098I8pkxw8?t=1914 The conservative argument that everything was fine before the letter. This is false. The rape culture hysteria long preceeded the dear coleague letter, nevertheless the 2011 dear coleague letter gave federal imprimatur to what was already happening.
youtu.be/i098I8pkxw8?t=2791 At the same time we got 64 sexual harrassment officers on the campus, we had to take 2 hours of sexual harrassment training.
en.wikipedia.org/wiki/Ricci_v._DeStefano Про расовое квотирование через признание тестирования расистским.
scholar.law.colorado.edu/cgi/viewcontent.c
"The 1991 Act made clear that a plaintiff can succeed in disparate impact litigation only if she shows not simply that a less discriminatory alternative practice exists, but also that the employer "refuses to adopt such alternative employment practice."
Disparate impact in employment:
www.lexology.com/library/detail.aspx?g=f
говорят экзамен был ничуть не расистским, но либеральный судья-ебанат сказал, что знать на него ответы совсем не обязательно для того, чтобы быть пожарным
www.nytimes.com/interactive/projects/doc
arstechnica.com/tech-policy/2019/07/goog
www.leagle.com/decision/345195206fsupp3d
www.workplaceclassaction.com/2017/08/mas
www.nationalaffairs.com/publications/det
"Despite this assertion, the development of the Griggs doctrine has proved anything but friendly to meritocratic objectives. Although the Supreme Court has never held that all workplaces must be racially balanced, lower courts and the Equal Employment Opportunity Commission (EEOC), which is charged with administering Title VII, have firmly embraced the presumption that the racial profiles of particular workplaces should reflect the racial composition of the broader population."
"Recently, prompted by the racially adverse impact of measures of verbal and abstract analysis — areas in which some minority groups underperform — experts have also developed alternative instruments that employ audio or video techniques, or that make use of so-called "assessment center" protocols based on job simulations, real-time problem solving, or actual work samples."
"Although few disparate-impact lawsuits are actually filed, and though defendants win most of those that are, the specter of disparate-impact lawsuits nonetheless dangles like a Sword of Damocles over employers' heads. The prospect of onerous, unpredictable, and protracted litigation provides employers with a strong incentive to find some way to avoid being sued. One temptation is to satisfy diversity targets by relaxing personnel-selection standards across the board. Firms can also switch to more haphazard staffing methods that tend to obscure informal affirmative action or other race-conscious practices. Some of these tactics pose the risk of yielding a less effective work force, while others (such as the use of race-based criteria) are legally suspect or even expressly forbidden under Title VII."
"Ironically, the dissenting Supreme Court justices who voted to invalidate the firefighters' exam in Ricci v. DeStefano routinely hire law clerks with perfect grades, top class ranks, and law-review board positions."
en.wikipedia.org/wiki/Amy_Wax ахуенная тетка
youtu.be/KEmPLWzc4N8?t=3299 Amy Wax o K-12 indoctrination
youtu.be/t-r7D7OtkgY?t=4147 "I have a tenure though"
"Asa Khalif, a leader of Black Lives Matter Pennsylvania, demanded that Wax be fired.[24] Khalif said he had notified the university that if Wax were not fired within a week he would begin disrupting university classes and other activities with a series of protests.[25]"
"As a result of these controversies, in March 2018, Ruger stripped Wax of her duties teaching curriculum courses to first-year students."
hbr.org/2018/08/how-hr-and-judges-made-i
Про то же. Решения SCOTUS 1998ой год:
www.acacamps.org/resource-library/articl
According to the Court, whether an employer has an anti-harassment policy is relevant evidence with respect to the first element of the affirmative defense. Thus, having a clear and well-communicated sexual harassment policy is virtually mandatory if an employer wishes to successfully defend against a sexual harassment claim. Also important is effective screening and training of supervisor's employees. Because supervisory training will demonstrate an employer's effort to prevent harassment, all employers are advised to engage in that training now and to do so regularly so that all supervisors receive the same message. In order to take full advantage of the affirmative defense created by the Supreme Court, employers must include as part of their sexual harassment policy procedures for employees to report sexual harassment complaints to officials outside their normal chain of command. In addition, an employer must also conduct a prompt and thorough investigation of any harassment claims that are made and respond in an effective manner in order to be protected.
Obama himself might not be woke:
www.independent.co.uk/voices/obama-woke-m
Heather mac Donald on due process and dear colague letter:
youtu.be/i098I8pkxw8?t=1914 The conservative argument that everything was fine before the letter. This is false. The rape culture hysteria long preceeded the dear coleague letter, nevertheless the 2011 dear coleague letter gave federal imprimatur to what was already happening.
youtu.be/i098I8pkxw8?t=2791 At the same time we got 64 sexual harrassment officers on the campus, we had to take 2 hours of sexual harrassment training.
en.wikipedia.org/wiki/Ricci_v._DeStefano Про расовое квотирование через признание тестирования расистским.
scholar.law.colorado.edu/cgi/viewcontent.c
"The 1991 Act made clear that a plaintiff can succeed in disparate impact litigation only if she shows not simply that a less discriminatory alternative practice exists, but also that the employer "refuses to adopt such alternative employment practice."
Disparate impact in employment:
www.lexology.com/library/detail.aspx?g=f
говорят экзамен был ничуть не расистским, но либеральный судья-ебанат сказал, что знать на него ответы совсем не обязательно для того, чтобы быть пожарным
www.nytimes.com/interactive/projects/doc
arstechnica.com/tech-policy/2019/07/goog
www.leagle.com/decision/345195206fsupp3d
www.workplaceclassaction.com/2017/08/mas
www.nationalaffairs.com/publications/det
"Despite this assertion, the development of the Griggs doctrine has proved anything but friendly to meritocratic objectives. Although the Supreme Court has never held that all workplaces must be racially balanced, lower courts and the Equal Employment Opportunity Commission (EEOC), which is charged with administering Title VII, have firmly embraced the presumption that the racial profiles of particular workplaces should reflect the racial composition of the broader population."
"Recently, prompted by the racially adverse impact of measures of verbal and abstract analysis — areas in which some minority groups underperform — experts have also developed alternative instruments that employ audio or video techniques, or that make use of so-called "assessment center" protocols based on job simulations, real-time problem solving, or actual work samples."
"Although few disparate-impact lawsuits are actually filed, and though defendants win most of those that are, the specter of disparate-impact lawsuits nonetheless dangles like a Sword of Damocles over employers' heads. The prospect of onerous, unpredictable, and protracted litigation provides employers with a strong incentive to find some way to avoid being sued. One temptation is to satisfy diversity targets by relaxing personnel-selection standards across the board. Firms can also switch to more haphazard staffing methods that tend to obscure informal affirmative action or other race-conscious practices. Some of these tactics pose the risk of yielding a less effective work force, while others (such as the use of race-based criteria) are legally suspect or even expressly forbidden under Title VII."
"Ironically, the dissenting Supreme Court justices who voted to invalidate the firefighters' exam in Ricci v. DeStefano routinely hire law clerks with perfect grades, top class ranks, and law-review board positions."
en.wikipedia.org/wiki/Amy_Wax ахуенная тетка
youtu.be/KEmPLWzc4N8?t=3299 Amy Wax o K-12 indoctrination
youtu.be/t-r7D7OtkgY?t=4147 "I have a tenure though"
"Asa Khalif, a leader of Black Lives Matter Pennsylvania, demanded that Wax be fired.[24] Khalif said he had notified the university that if Wax were not fired within a week he would begin disrupting university classes and other activities with a series of protests.[25]"
"As a result of these controversies, in March 2018, Ruger stripped Wax of her duties teaching curriculum courses to first-year students."
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