Adarand Constructors, Inc. v. Pena 1. Facts Mountain Gravel & Construction Company was granted a contract for a highway construction project in Colorado. Mountain Gravel then looked for bids to sub-contract out some work for the project. Two companies placed bids, Adarand and Gonzales Construction Company. Adarand placed the lower of the two bids, however, Mountain Gravel would receive more funds if they sub-contracted out work to businesses controlled or owned by “socially and economically
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AFFIRMATIVE ACTION IN PUBLIC & PRIVATE PROCUREMENT ENGLISH LAW LaSadia Whitman Abstract Throughout history, there have been many policies and laws that have been passed to make America, a county that will offer a citizenship equal liberty, rights and equal opportunity. In my paper I will discuss the path on how affirmative action was established, and how it is important to public and private procurement. I will use examples of affirmative action from recent discriminating cases.
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Some of the arguments against affirmative action include: * It is unfair to judge applicants on anything other than their merits. – There are numerous factors that a college should take into account when considering applicants – grades, test scores, and extra-curricular activities. An applicant’s race is not a legitimate factor to take into consideration because it is outside of the student’s control. It is impossible for a college to consider every aspect of a student’s background when making
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Affirmative Action: Is it still needed in Today’s World? Table of Contents Abstract ……………………………………………………………………………………….3 What is Affirmative Action ………………………………………………………………….. 3-4 History of Affirmative Action ………………………………………………………………...4-6 Legal History of Affirmative Action ………………………………………………………….6-8 The People for Affirmative Action ……………………………………………………………8-9 The People against Affirmative Action ……………………………………………………...10 The Benefits of Affirmative Action
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. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . B. The Diversity Rationale . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . C. The Arguments Against Affirmative Action . . . . . . . . . . . . . V. Conclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . I. INTRODUCTION The blockbuster race discrimination cases in recent years have all involved affirmative action and reverse discrimination. The Supreme
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gender quotas for collegiate admission, have been criticized as a form of reverse discrimination, and such implementation of affirmative action has been ruled unconstitutional by the majority opinion of Gratz v. Bollinger. Affirmative action as a practice was upheld by the court's decision in Grutter v. Bollinger.[10] Affirmative action in the United States began as a tool to address the persisting inequalities for African Americans in the 1960s. This specific term was first used to describe US government
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court cases all aimed at attempting to try and define the different aspects of affirmative action for the country both in the workplace and in academia. The first major court case on affirmative actions was “Regents of the University of California v. Bakke. This case helped to put some
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UNIT 3C: REPRESENTATIVE PROCESS IN THE USA SECTION 1: ELECTIONS & VOTING Primaries: * Election to select a parties candidacy for president * Open primary: A primary for any registered voter, democrat or republican. E.G. Texas * Closed: A primary for democrats and a primary for Republicans. (Separate one’s) * Invisible primary: candidates try to gain support and finance in the year before the primary * Proportional primary: awarded delegates in proportion to votes they
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Caucus groups, independent groups of Xerox employees dating from the 1960s, play an important role in our diversity story. These caucuses, similar to networking and affinity groups, are instrumental in advocating openness, opportunity and inclusion for the entire Xerox community. They work with management to achieve common business objectives, self-advocacy and to create an environment of inclusion. Six caucus groups currently exist to address the concerns and meet the needs of employees who are
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CHAPTER 27 EMPLOYMENT DISCRIMINATION Only in recent decades have federal and state judicial decisions, administrative agency actions, and legislation restricted the ability of employers, as well as unions, to discriminate against workers on the basis of race, color, religion, national origin, gender, age, or handicap. This chapter concludes the discussion of the law relating to the employer-employee relationship by focusing on employment discrimination and related areas. The approach examines
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