(a) Recipient agencies are expected to conduct a continuing program of self-evaluation to ascertain whether any of their recruitment, employee selection or promotional policies (or lack thereof) directly or indirectly have the effect of denying equal employment opportunities to minority individuals and women.
(b) Equal employment program modification may be suggested by LEAA whenever identifiable referral or selection procedures and policies suggest to LEAA the appropriateness of improved selection procedures and policies. Accordingly, any recipient agencies falling within this category are encouraged to develop recruitment, hiring or promotional guidelines under their equal employment opportunity program which will correct, in a timely manner, any identifiable employment impediments which may have contributed to the existing disparities.
Notes of Decisions
Detroit Police Officers Ass'n v. Young, 446 F. Supp. 979 (E.D. Mich. 1978).
“306 (c) provides: “(c) A significant disparity between minority representation in the service population and the minority representation in the agency workforce may be deemed to exist if the percentage of a minority group in the employment of the agency is not at least seventy…”
Baker v. City of Detroit, 483 F. Supp. 919 (E.D. Mich. 1979).
“See also, the Law Enforcement Assistance Administration’s Equal Employment Opportunity Development Manual 13 (1974), citing 28 C.F.R. § 42.306 , which states: “A significant disparity between minority representation in the service population and the minority representation in…”
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