Milestones: 1973
Congress passes the Rehabilitation Act of 1973. Section 501
prohibits the Federal Government as an employer from discriminating
against qualified individuals with disabilities. EEOC is now
responsible for enforcement of Section 501. The Act proves to be
the model for Title I of the Americans with Disabilities Act of
1990, which prohibits employment discrimination on the basis of
disability by private employers.
In
McDonnell Douglas
Corp. v Green, the Supreme Court holds that a charging
party can prove unlawful discrimination indirectly by showing, for
example, in a hiring case that: (1) the charging party is a member
of a Title VII protected group; (2) he or she applied and was
qualified for the position sought; (3) the job was not offered to
him or her; and (4) the employer continued to seek applicants with
similar qualifications. If the plaintiff can prove these four
elements, the employer must show a legitimate lawful reason why the
individual was not hired. The employee still may prevail if he or
she discredits the employer's asserted reason for not hiring him or
her.
In
Espinoza v. Farah
Manufacturing Co., the Supreme Court holds that
non-citizens are entitled to Title VII protection and states that a
citizenship requirement may violate Title VII if it has the purpose
or effect of discriminating on the basis of national origin.
EEOC,
the Department of Labor, the Department of Justice and AT&T,
the nation's largest private employer, sign a landmark consent
decree to eliminate discriminatory recruiting, hiring and promotion
practices against women and minorities. The action began in 1970
when EEOC petitioned the Federal Communications Commission to
reject a substantial long distance telephone rate increase sought
by AT&T. Under the decree filed in court, AT&T distributes
$15 million to 13,000 women and 2,000 minority men. The company
also provides approximately $30 million in immediate pay increases
for 36,000 women and minorities whose advancement in the Bell
system had been hampered by discrimination.
EEOC
has a $43 million budget and 2,000 employees in 32 district
offices, seven regional offices, and five litigation centers
throughout the United States. Among the agency's top priorities is
reducing a backlog of 80,000 charges awaiting investigation.
EEOC
establishes the National Programs Division in Headquarters (D.C.)
using a task force approach to investigate systemic patterns and
practices of discrimination. National Programs begins investigating
five Commissioner Charges lodged against four of the country's
largest employers and an international labor union. This initiative
later becomes the Office of Systemic Programs responsible for
investigating broad allegations of discrimination against national
employers.
EEOC
requires EEO-4 reports of state and local governments with 100 or
more employees, excluding school districts. The reports cover
government function by race/ethnic category and gender for eight
broad job categories.
Next: 1974
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