29 C.F.R. § 1607.13

Affirmative action

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A. Affirmative action obligations. The use of selection procedures which have been validated pursuant to these guidelines does not relieve users of any obligations they may have to undertake affirmative action to assure equal employment opportunity. Nothing in these guidelines is intended to preclude the use of lawful selection procedures which assist in remedying the effects of prior discriminatory practices, or the achievement of affirmative action objectives.

B. Encouragement of voluntary affirmative action programs. These guidelines are also intended to encourage the adoption and implementation of voluntary affirmative action programs by users who have no obligation under Federal law to adopt them; but are not intended to impose any new obligations in that regard. The agencies issuing and endorsing these guidelines endorse for all private employers and reaffirm for all governmental employers the Equal Employment Opportunity Coordinating Council's “Policy Statement on Affirmative Action Programs for State and Local Government Agencies” (41 FR 38814, September 13, 1976). That policy statement is attached hereto as appendix, section 17.

Notes of Decisions

Cited in 9 cases, 1973–1980 · leading case: Peltier v. City of Fargo, 396 F. Supp. 710 (D.N.D. 1975).

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Peltier v. City of Fargo, 396 F. Supp. 710 (D.N.D. 1975). · cites it 2× ““29 CFR 1607.13 Other selection techniques.”

Leisner v. New York Tel. Co., 358 F. Supp. 359 (S.D.N.Y. 1973). “Data suggesting the possibility of discrimination exist, for example, when there are differential rates of applicant rejection from various minority and nonminority or sex groups for the same job or group of jobs or when there are disproportionate representations of minority and…”

23 Fair empl.prac.cas. 72, 23 Empl. Prac. Dec. P 31,069 Marilyn Horace, Cross-Appellant v. City of Pontiac, Cross-Appellee, 624 F.2d 765 (6th Cir. 1980). “Indeed, Chief Hanger testified that a strength and agility test was substituted for the height requirement in 1975 with no apparent ill effect.”

United States v. City of St. Louis, 410 F. Supp. 948 (E.D. Mo. 1976). “See 29 C.F.R. § 1607.13 . Furthermore, there is support in the law for the use of non-comprehensive written examinations.”

Rogers v. Int'l Paper Co., 510 F.2d 1340 (8th Cir. 1975). “29 C.F.R. § 1607.13 (1973). That passage suggests that even subjective criteria must be validated by the employer.”

Brito v. Zia Co., 478 F.2d 1200 (10th Cir. 1973). “” 29 CFR 1607.13. The appellants have shown that the informal testing procedures resulted in higher rates of reduction in force of minority groups.”

17 Fair empl.prac.cas. 1201, 17 Empl. Prac. Dec. P 8426 Equal Emp. Opportunity Comm'n, Orlando S. Lopez & Jose G. Ortiz, in Intervention, as Todefendant, Zia Co. v. The Zia Co. & Los Alamos Constructors, Inc., 582 F.2d 527 (10th Cir. 1978). “" 29 CFR 1607.13. The appellants have shown that the informal testing procedures resulted in higher rates of reduction in force of minority groups.”

Equal Emp. Opportunity Comm'n v. Zia Co., 582 F.2d 527 (10th Cir. 1978). “”29 CFR 1607.13. The appellants have shown that the informal testing procedures resulted in higher rates of reduction in force of minority groups.”

5 Fair empl.prac.cas. 1207, 5 Empl. Prac. Dec. P 8626 Alfred Brito, & Cross-Appellees v. The Zia Co., & Cross-Appellant. Manuel Quintana & Arthur Jaramillo, Plaintiffs-Cross v. The Zia Co., & Cross-Appellant, 478 F.2d 1200 (10th Cir. 1973). “" 29 CFR 1607.13. The appellants have shown that the informal testing procedures resulted in higher rates of reduction in force of minority groups.”

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