monday, October 19 1931
daily nebraskan
pageS
Affirmative Action . . .
Continued from Page 4
"Affirmative Action, as originally pro
mulgated by President Lyndon Johnson,
involved expanded recruitment of minority
applicants. It quickly became apparent,
however, that employers who wished to
continue to discriminate could do so, even
while casting a wider recruitment net. The
question arose as to what might properly
be done if such an employer met the John
son requirement by interviewing impres
sive numbers of minorities without signifi
cantly changing hiring patterns.
The answer: insist on changed results -or
at the very least an explanation of why
the results hadn't changed.
Reynolds, naturally, describes it
differently. Some, he said, "were impatient
with the progress of minorities and began
to urge use of new hiring requirements de
signed to achieve immediate numerical
equality among the races in the place of
work."
lie would handle the recalcitrant
employer by supporting suits by individual
applicants who could show they had been
discriminated against in the personnel
office. Lots of luck.
To begin with, the person who is reject
ed by a large company usually cannot
know who got "his" job, let alone whether
his qualifications were equal or better.
Under the present rules, the rejected appli
cant could point to the dearth of minorit
ies or females on the employer's workforce
as evidence of discrirnination. If the
complaint were upheld, the employer
could be required to do something about
the make-up of his staff.
Not under the Reynolds rule. To the ex-
A ft tCK
Fires prompt letter
Because I am so disgusted by the recent
fires in the residence halls, I felt 1 had to
speak out. I have a particular interest in
fires; my father presently resides in the
burn unit of the University Hospital at
Iowa City, Iowa. He was involved in an ex
plosion at our farm and he received second
and third degree burns covering 33 percent
of his body. The burn unit is a chamber of
honor that every fire bug should be forced
to experience to hear the screams of the
woman and the men as they endure what
appears to be a living hell.
Every 24 hours my father is hoisted into
what is called a "bath where special
scissors cut away at his burned skin. We
were told no medication short of putting
him to sleep can ease his pain during the
baths, although they do give him some
thing. And as soon as possible they have
them walking in the hall to keep their skin
and joints from stiffening.
Judy Parson
Graduate Student
Red Cross
is counting
on you.
CAMPUS INTERVIEWS
Tuesday. October 20, 1981
CHALLENGING
ENGINEERING POSITIONS
WITH PROFESSIONAL GROWTH
Mechanical Engineers
Electrical Engineers
Industrial Engineers
Civil (Structural) Engineers
Nuclear Engineers
Chemical Engineers
Excellent opportunities for advancement under the Merit
System to Senior Engineer levels with pay levels in $22,925
$35,000 range. All Federal Civil Service Benefits-liberal va
cations allowed, paid sick leave, partially employer-funded life
and health insurance programs, excellent retirement plan.
Relocation allowance for self and dependents. U.S. Citizenship
required.
Puget Sound Naval Shipyard, with over 11,000 employees, has
been established for over 85 years. Located in scenic Bremerton
on a deep water arm of Puget Sound. With, a mild climate, only
one hour from Seattle, recently recognized by several publica
tions as the city with the best "quality of life" in the country.
Starting Salaries to $22,925 depending on qualifications.
Contact your Placement Office for an interview . . . immediately.
If this date is inconvenient, you may call toll free by dialing
1-800-426-5996, or, if you wish, you may mail a resume to:
PUGET SOUND NAVAL SHIPYARD
(ATTN: 170.2CC)
BREMERTON, WASH. 98314
EQUAL OPPORTUNITY EMPLOYER
tent that that "doing something about
evident discrimination involved a require
ment to hire members of a discriminated
against group without regard to whether
the individuals hired had themselves been
discriminated against by the employer it
would amount to preferential treatment at
the expense of white potential employees:
reverse discrimination.
Where an applicant is able to prove that
he has been discriminated against,
Reynolds would require that he be hired
and - another big windup - "seek in
junctive relief directing the employer to
make future employment decisions on a
nondiscriminatory, race-neutral and sex
neutral basis. Then:
To ensure that the injunction is follow
ed he wul require as part of the remedy
that the employer make special efforts to
reach minority or female workers through
comprehensive use of employment recruit
ment techniques such as media advertising
and visiting high schools, and college
campuses . . . (and) regularly file records
detailing its recruitment efforts and reveal
ing the number of minority and female
applicants being attracted. He would even
seek, "where appropriate, percentage
recruitment goals.
And again the wide-breaking pitch:
Reynolds is talking recruitment, not hiring.
This whole elaborate scheme of injunctions
and follow-up and record-filing deals only
with getting minority applicants.
Victims of discrimination could tell him
that it doesnt help a lot to require a biased
employer to take your application. It's
getting the job that counts.
(c The Washington Post Co.
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