NCJ Number
58289
Date Published
1978
Length
8 pages
Annotation
TWO PARTICIPANTS IN AN INTERNATIONAL ASSOCIATION OF CHIEFS OF POLICE WORKSHOP DISCUSS PROBLEMS CONFRONTING POLICE MANAGEMENT IN COMPLYING WITH EQUAL EMPLOYMENT OPPORTUNITY AND CIVIL RIGHTS LAWS.
Abstract
A REPRESENTATIVE OF THE LOS ANGELES, CALIF., CITY ATTORNEY'S OFFICE DISCUSSES THREE CATEGORIES OF RISK PERTAINING TO POLICE AGENCY COMPLIANCE WITH NONDISCRIMINATION LAWS: (1) RISKS ARISING FROM AN APPARENT DISPARITY BETWEEN THE NUMBER OF MINORITY APPLICANTS HIRED BY AN AGENCY AND THE PROPORTION OF MINORITIES IN THE RELEVANT LABOR MARKET, (2) RISKS SURROUNDING THE USE OF TEST OR SELECTION DEVICES FOR WHICH JOB RELATEDNESS MUST BE SHOWN, AND (3) RISKS INHERENT IN CHARGES OF DISCRIMINATION BROUGHT BY INDIVIDUAL EMPLOYEES. POLICE MANAGERS ARE ADVISED TO MINIMIZE THEIR RISKS BY IMPLEMENTING VIGOROUS AFFIRMATIVE ACTION PROGRAMS AND BY USING SOUND, COMMON-SENSE PERSONNEL PRACTICES SUPPORTED BY PROFESSIONAL DOCUMENTATION. A MICHIGAN POLICE EXECUTIVE EXPERIENCED IN EQUAL EMPLOYMENT OPPORTUNITY AND CIVIL RIGHTS COMPLIANCE MATTERS TOUCHES BRIEFLY ON THE ASPECTS OF POLICE OPERATIONS (RECRUITMENT, HIRING, TRAINING, PROMOTION, DISCIPLINARY ACTIONS, ETC.) THAT ARE VULNERABLE TO CHARGES OF DISCRIMINATION. SUGGESTIONS FOR DEVELOPING AND IMPLEMENTING POLICIES THAT WILL ENSURE AGENCY COMPLIANCE WITH NONDISCRIMINATION REQUIREMENTS ARE OFFERED. POLICE EXECUTIVES ARE URGED TO ASSESS THEIR AGENCIES' AFFIRMATIVE ACTION PLANS AND PRACTICES AND TO ASSIGN RESPONSIBILITY FOR AFFIRMATIVE ACTION COMPLIANCE TO A SPECIFIC OFFICER. (LKM)