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Cover -- Contents -- Acknowledgments -- Introduction -- ONE. The Case Law: Expanding Protection -- TWO. Neutrality -- THREE. Antisubordination -- FOUR. Status -- FIVE. Perfectionism -- SIX. Expressive Freedom: A Short Discussion of a Value That Is Not There -- SEVEN. The Race Paradox -- Conclusion -- Notes -- Index -- A -- B -- C -- D -- E -- F -- G -- H -- I -- J -- K -- L -- M -- N -- O -- P -- Q -- R -- S -- T -- U -- V -- W

On the fiftieth anniversary of the Civil Rights Act of 1964, Raymond F. Gregory evaluates our progress towards the full implementation of Title VII, which prohibits discrimination in the workplace, and how the law has come to protect against discrimination based on more than just race, but on gender, age, ethnicity, and sexual orientation.

During its 1949 session, the legislature of the state of Washington enacted Chapter 183, a law known as "The Law against Discrimination in Employment." That law follows in a general way the form and the substance of the New York law entitled, "Law against Discrimination," enacted in 1945, but the authors of the Washington Act adopted some of the provisions of the Connecticut Act relating to procedure. Note will be taken of differences between the Washington law and the law of other states having similar legislation. The Washington law declares that practices of discrimnation because of race, creed, color, or national origin are matters of state concern and menace the foundations of a free democratic state. It also declares that the opportunity to obtain employment without discrimination because of race, creed, color, or national origin is recognized as a civil right.

AbstractIt is 20 years since the passage of the Americans With Disabilities Act, yet employment and economic inequities continue for people with disabilities. The purpose of this article is to inform and encourage disability management leading practices to contribute toward reducing these disparities. The approach is an examination of where in the employment process applicants and incumbent employees perceive employment disability discrimination, leading to the filing of charges against an employer. Employment disability discrimination claims filed by individuals over 15 years (1993–2007) with the United States (US) Equal Employment Opportunity Commission or state and local Fair Employment Practice Agencies are studied. The authors analyse employment discrimination charges by year, basis (i.e., protected class characteristics, such as disability, age, or race), issue (i.e., actions of the employer, such as discharge, hiring, or harassment), employer characteristics (i.e, size of business and industry sector), and joint filings under Title VII of the Civil Rights Act (gender, race/ethnicity, and religious discrimination) and the Age Discrimination in Employment Act (ADEA). Special attention is paid to where in the employment process people with specific impairments are perceiving discrimination. Implications of these research findings for the practice and administration of disability management and employer policies are discussed.