• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Taxman V Board of Education of the Township of Piscataway United States Court of Appeals 91 F.3D 1547 (3D Cir. 1996)

Extracts from this document...


Stephen Warwick Prof. Boyd Spring '04 1/25/04 Assignment 1 Taxman V Board of Education of the Township of Piscataway United States Court of Appeals91 F.3D 1547 (3D Cir. 1996) The 91 refers to the volume number of the reporter. The F.3D refers to the federal reporter in the third series. The 1547 refers to the first page in that volume on which the case can be located. The 3D Cir. refers to the abbreviation denoting that this case was decided to the United States Court of Appeals for the third circuit, and the case was tried in 1996. The Defendant (Board of Education of the Township of Piscataway) ...read more.


Defendant - Person or Persons that the complaint is filed against. Plaintiff - Person filing the complaint. Affirmative Action - Programs adopted by employers to increase the representation of women and minorities in their workforce. Reverse Discrimination - Discrimination in favor of members or groups that have been previously discriminated against; claim usually raised by a white male. Title VII - A statute that prohibits discrimination in hiring, firing or other terms and conditions of employment on the basis of race, color, religion, sex, or national origin. Title VII is not violated if the employer determines that there is a reasonable basis for determining that an affirmative action plan is appropriate, and the affirmative action plan is reasonable. ...read more.


To be valid, such plans must not unnecessarily trammel the rights of white, should be temporary in nature, and should be customized to solve the past proven pattern of discrimination. Johnson v. Transportation Agency (1987) - County affirmative action plan authorized agency to consider applicants sex as a relevant factor when making promotion decisions for job classifications in which women have traditionally been underrepresented. Outcome - The court held that the plan represented a moderate, flexible case-by-case approach to gradually effecting an improvement of the representation of women and minorities in traditionally underrepresented positions. Court emphasized that the agency has identified a conspicuous imbalance in representation; that no slots were set aside for women or minorities, and no quotas were established. Race or sex could just be one of the several factors considered. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Employment Law section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Employment Law essays

  1. Sex Discrimination in Ireland - Pregnancy

    Pregnancy discrimination has evidently become an expensive concern for employers, with compensation payouts often averaging a full year's salary.

  2. Discrimination in the workforce

    Far too few in our lifetime" (2003, The Observer, 4) states how women occupy fewer seats in boardrooms of large FTSE 100 organisation. This year there has been a slight increase of the number of companies with women on board which rose from 61% to 68% which has been a biggest annual jump seen since 1999.

  1. employment law

    Hence it is up to the employer to prove that redundancy was the reason for dismissal. Redundancy can mean different things to different people and in different contexts. The statutory scheme in section 139 defined redundancy attributed to: (a) the fact that his employer has ceased, or intends to cease

  2. Employment Law - Sex Discrimination

    his own sexual gratification, followed perhaps by a sexist attempt at humour or enjoyment in demeaning her when she refused his requests and rebutted his advances. There will also be a claim for harassment if an employer treats the employee less favourably due to the employee having rejected, or submitted to, either form of harassment described above.

  1. The measure of success of any law of the termination of employment is the ...

    the [employment] tribunal failed to give effect to the requirements of [s 116(2)-(4)] of the Act which requires that the tribunal "shall take into account ... whether it is practicable for the employer to comply with an order for re-engagement".


    During the second Department of State project Hopkins was praised for affecting positive change in a department and correcting ongoing problems. In mid-1982, Thomas Beyer, the partner in charge of consulting services at OGS, told Hopkins that he would propose her as a partner in the admissions cycle about to begin.

  1. Indirect Sex Discrimination

    EA 2002 substitutes a new S. 71(4) (c) ER Act, which allows for regulations to deal with the right to return after ordinary maternity leave. This dependency right will take effect on April 2003. Mr. Cohen, will not be able to refuse request like this because he has no clear business reason.

  2. Dialogue on Affirmative Action

    After all, I worked hard to get where I am, so why should he be chosen instead of me? Personally, I think Affirmative Action is wrong. In fact, I would go as far as to say that it is a form of Reverse Racism.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work