Plaintiff seeks to recover damages from her employer for employment discrimination and sexual harassment. Plaintiff states in her complaint that the acts of the defendant are so outrageous that punitive damages are due up to and including attorney fees.
Title Vii And Affirmative Action In Philadelphia
State:
Multi-State
County:
Philadelphia
Control #:
US-000296
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Word;
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The Philadelphia Plan was an essential milestone in civil rights as it was the first time the federal government enforced affirmative action law, solidifying the practice of promoting equal employment opportunities for minorities as a government-backed initiative.
Affirmative action in Pennsylvania refers to the steps taken by employers and universities in Pennsylvania to increase the proportions of historically disadvantaged minority groups at those institutions.
Designed to respond to the virtual exclusion of racial minorities in the industrial and craft unions participating in federally funded construction projects in the Philadelphia area, the Philadelphia Plan de- manded that government contractors submit minority employment goals as part of their contracting bids.
The Philadelphia Plan has been opening new jobs for minority workers in the construction industry, an industry with a severe labor shortage in skilled crafts. With this action by the Congress, this program of economic opportunity can go forward as planned.
Under Executive Order 11246, federal contractors and subcontractors with 50 or more employees who have entered into at least one contract of $50,000 or more with the federal government must prepare and maintain a written program, which must be developed within 120 days from the commencement of the contract and must be ...
Dubbed the “Philadelphia Plan,” the program requiring federal contractors to practice nondiscrimination in hiring tested the liberal coalition formed in the aftermath of the New Deal in Philadelphia and nationally.
Employers, labor organizations and other persons subject to title VII may take affirmative action based on an analysis which reveals facts constituting actual or potential adverse impact, if such adverse impact is likely to result from existing or contemplated practices. (b) Effects of prior discriminatory practices.
Defenses to a Preference Claim The three most common defenses are found in Section 547(c) of the Bankruptcy Code and are commonly referred to as: (1) the “contemporaneous exchange for new value” defense; (2) the “subsequent new value” defense; and (3) the “ordinary course of business” defense.
Types of affirmative defenses Failure to state a cause of action. Running the statute of limitations. Lack of standing to sue. Res Judicada/Collateral Estoppel. Laches. Failure to mitigate damages. Offset.
A job discrimination complaint may be filed by mail or in person at the nearest EEOC office. You can find the closest EEOC office by calling the EEOC at 1-800-669-4000, or by going to the EEOC's Field Office List and Jurisdiction Map and selecting the office closest to you.