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EEOC.. .
10-16-96 ;12:50FM
,""SENTRY:
94567028;# 11 3
EEOC 'fax
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u. S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
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OFFice OF: COMMUNICATIONS AND LEGISLATIVE AFFAIRS
1801 L STREET. N.W.
WASHINGTON,
D.C. 20507
'FAX: (202) 663-49,12
TIME .
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FAX NUMBER:
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,CLAIRE G.ONZALES
SENDER'S TELEPHONE NUMBER: '
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NUMBER 'OF PAGES, TRANSMITTED (INCLUDING COVER):
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SPECIAL INSTRUCTIONS:]
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PLEASE TELEPHONE SENDER IF YOU DO NOT RECEIVE ALL DOCUMENTS.
PHOTOCOPY
PRESERVATION
�EEOC..,.
10-16-96 :12:50PM
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'U.S! EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
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Wash'ington, DC20S07
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October 7, 199 (,
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Oflice of
the Chairrrulln
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M5. Carol H. Rasco
Assistant to th(~ Presid(~rl't for Domestic Policy,
Domestic Policy Council
The White How;(~
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1600 Pennsylvania Avehue, N.W.
Washington, D.C 20509
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Dear Carol:
I h~\Ve just comp,leted my second year as Chairman and wanted to give you an update on
our success in addressin'g the challenges identified in the December, 1992 Tran!;ition Team Ruport
about the EEOC. Our fJew approach to civil righls cnforcerm!nt and efforts at reinvention have
been largely successfu I: ~
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we have::brought the backlog down by 30% from las[ year's high of over 111,000
privat(~ s~ct()r discriminCllion complaints;:'
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WC' irnpl6menled medic,tion-based alte~native dispute resolu[ion as part of our new
privale s~c(or enforcement procedures;
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' we hav~ Oblained monetary benefits for victims of discrimination through
administrative and judicial enfon.:ement in excess of $250 million;
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we havdfacililalt:!d volunt<:try compliance by issuing much needed and well·
rpc.p.ivp.(fpolky guici;lncE':': on the laws we enforce and by expanding our public
outreachl education and technical assistance; and,
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we so transformed our internal relationships and .improved ernploycemofale thaf
we earn~d a Hammer of Reinvention for 'labor-management partnership.
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(ecog~)zed
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Congress
our progress. by increasing
FY97 appropriation. These many
act:omplishmcnts during this era of diminished resources are a testament to our dedicated staff, to
the relationships we ha~e forged wirh Ollr many and divl!rsc publi(: stakeholders, and to the
Administri:ltion's support.
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Gilbert F. Casellas
Chairman!
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Washington, DC 20507
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October 7, 1996
Office of
the Chairman
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The Honorable William Clinton
The President of the,Uniled States
The White Hous~
1600 Pennsylvania Avenue, N.W.
Washington, D.C. 20500 '
Dear Mr., Pff~sidef"lt:
I have just completed my second year as Chairman and wanted to give you an upd::ue on
our success in addressing the challenges identified in the December, 1992 Transition Team Report
about the EEOC. Our new approach to dvil rights enfortement and efforts at reinvention have
been largely successful: ~
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we have brought the backlog down DY 30% from last year's high of over l' ',000
private se~(or discrimination complaints;,
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resolution as part of our new
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we implemented mediation·based alternative, dispute
,private seflor enforcement procedures;
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we have c>btained monetary benefits for victims of discrimination through
administrariyc and judicial enforcement in excess of $250 million;
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we have i~cilitated voluntary compliance !;Iy issuing much needed and well
received ~olicy gui9ance on the laws we ~nforce and by expanding our public
outreach, :~ducation and technical assistante; and,
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we so tra~sformed our internal relationships and improved. employee morale that
we earne~ a Hammp.r of Reinvention (or labor-ma,,~gement partnership.
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Congress n!cognited our progress by increasing our FY97 appropriation: These many
accomplishments during this era of diminished resources are a testament to ourdedicated staff,
the rela(ion~hip5 we have~forged with our many and diverse public stakeholders, and
the
Administration's support.:
to
Sincerely,
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Gilbert F. Casellas
Chairman
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�EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
WASHINGTON; D.C: 20507
OFFICE OF
THE CHAIRMAN
Dear Colleague:
As you know, in the fall of 1994, shortly after my arrival to the u.s. Equal
Employment Opportunity Commission, I appointed three COInmissioner.:..ledTask Forces to
assist me in meeting the many challenges faced by the agency . The Task Force on Charge
Processing conduct~d a.comprehensive analysis of the agency's private sector charge
processing system and made a number of recommendations that were adopted by the
Commission on April 19, 1995. The Task Force's report recommended that "the
Commission .. , develop national and local enforcement plans which identify bases and issues'
of discrimination that are of high priority to pursue. Commission resources at the national
and local level wIll be devoted to accomplishing the goals of the plans through investigation,
conciliation, and litigation." At a Commission meeting on April 19, 1995, the Commission
approved by a 5-0 vote the development of a National Enforcement Plan (NEP) ..
While the collaborative process to develop the National Enforcement Plan took longer
than any of us originally apticipated, I am pleased that .on February 8, 1996, the Commission
unanimously approved the adoption of a National Enforcement Plan. This plan truly reflects
'. the collective views of the bi.:.partisan Commission and its many diverse stakeholders. I
believe th'at:"tliis 'IlIan will enable the ~ommission to address'strategically:r;.the~imely and .
effective processing of private sector charges, allowing us to honorably and credibly carry
out our mandate of. eradicating employment discrimination ..
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We are anxious to share the NEP with the public and, therefore, have enclosed a copy
of the Commission's National Enforcement Plan for your use. Please feel free to copy the
document and to share it with your colleagues. Additional copies can be requested from the
.
agency's Office of Communications and Legislative Affairs, 1801 L Street, NW,
Washington, DC, 20506; 202/663-4900 (voice), 202/663-4494 (TDD).
I look forward to our continued work in the future. As always, I welcome your'
comments and suggestions on Commission operations and activities.
Chairman
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WASHINGTON UPDATE
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Policy and Politics in Brief
HOWTHIEEOC
IS TRYING TO
RIGHT ITSELF
BY K.(' SWANSON
P
aul M. Igasaki; who occupies a
senior peg in the federal bureaucra
cy, was talking tough at a press con
ference last month:
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"Very large amounts of money are
going to be involved."
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"This could become the largest sexual
, harassment case ever prosecuted ...."
The tough talk-which came as govern
ment lawvers ';vere suing Mitsubishi
• Motor Manufacturing of
America Inc.-was all the
more striking beca!lse Igasaki
is vice chairman of the U.S. Equal Em
ployment Opportunity Commission
(EEOC), one of Washington's favorite
punching bags.
But these days, seemingly iiwigorated
by Gilbert F. Casellas, a former general
counsel of the Air Force who's been the
EEOC's chairman since October 1994,
the agency's been shedding its image as
an ineffectual meddler and occasionally
punching back.
Getting up.off the canvas hasn't been
easy. Early in its life, the EEOC accumulated a staggering backlog of cases~ot,o
which it has never managed to rid itself. If
there is a silver lining to the agency's his
torically slow-moving bureaucracy, it is
that the number of cases awaiting investi
gation-now holding steady at just under
100,OOO-underscores the pressing need
for an agency to review and resolve dis·
crimination claims. But a lot of people
have come to doubt the EEOC's ability to
tackle that daunting job.
For nearly two years after President
, Clinton took office, the agency went with·
out a chairman, and many analysts specu
lated it had hit rock bottom. Things have
changed since Case lias took office. Only a
month into his new job, Case lIas had
already set up a slate of task forces to
tackle the commission's systemic failings.
More than qverseeing policy changes,
Casellas is directing a sweeping transfor
mation of the way the agency does busi
ness. Heis jettisoned the principles that
have guided it for more than a decade
and which, some would argue, have been
largely responsible for its decline in
, stature.
Last spring, he announced what
o amounted to a historic overhaul of the
way the agency processes "charges," or,
discrimination claims. He repealed the
full investigation policy, instituted by
then-chairman Clarence Thomas in 1983.
That approach required that every
Gilbert F. Casellas, head of the u.s. Equal Emp'loyment Opportunity Commissi~n
His much-criticiled agency may be shedding Its reputation as an ineHedual meddler..
1104
NATIONAL JOURNAL 5/18/96
charge receive an equal amount of atten
tion, regardless of its merits. Case lias
,est~blished a scheme to identify the wor
'ihlest claims and weed out frivolous
charges.
He also oversaw the establishment of a
plan that went into effect in February to
establish national and local enforcement
priorities. Next on the list, Case lias wants
to adopt a mechanism for alternative dis·
pute resolution that would encourage
mediation and' cut down on expensive,
lengthy litigation. (Legislation that would
reauthorize the use of volunteer media
tors is pending in Congress.)
Under th'e changes, the EEOC con·
cedes, it "will be required to forgo litigat
ing some good cases in order to devote
adequate resources to other cases," but
advocacy groups, mindful of the agency's
staggering backlog, generally approve of
the shift. "When you have the backlog
they inherited, the fact of the matter is
that most of those cases are not getting
investigated," said Helen Norton, director'
of equal opportunity programs at the
Women's Legal Defense Fund Inc., a
Washington-based advocacy group. The
new triage system, she said, would speed
things up.
On Capitol Hill, many Members have
greeted the EEOC reforms with guarded
optimism. Harris W. Fawell, R·IIl., chair
man of the House Economic and Educa·
tional Opportunities Subcommittee on
Employer-Employee Relations, which
has jurisdiction over the agency, said he
gives Casellas good marks, though "it
remains to be seen if he can be the Moses
who leads the EEOC out of the wilder
ness."
Only a year ago, a congressional pro·
posal to merge the agency into a new fed
eral 'department provoked concern that it
could lose its independent status. Rep.
Steve Gunderson, R-Wis., discussed fold·
ing the EEOC into a merged'Education
and Labor Department' to more closely
integrate it with other federal employ·
ment programs. That proposal, which was
never brought before a committee, is said
to be on the back burner. '
But the agency continues to have public
relations problems with one of the GOP's
dearest constituencies-small business.
"Small business' loathes them," a House
Republican aide said. Business and other
critics of gove'roment regulation some·
times lump the agency with other more·
active federlll agencies involved 'with affir-
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mative action-such as the Office of Fed
eral Contract Compliance Programs
(OFCCP), which can review the affirma
tive action plans of certain government
contractors.
In fact, the EEOC has no such authori
ty. Although its support for affirmative
action may not win it many points in a
Republican-controlled Congress, its
enforcement powers are limited. The
agency will investigate a workplace only
after a person complains that he or she
has experienced discrimination. The
EEOC cannot launch an investigation just
b~cause a minority group is underrepre
sented in the workforce, although it
requires big companies to submit data on
the racial and gender composition of
employees on their payrolls.
") think people think we sit around
here and read statistics all day and say,
··Hey. there's a company that doesn't have
~nough women,' and we then go into
court,", Casellas said. "They don't know
anything about this process of investigat
ing cases, the conciliation [process]."
But a commission established to root
out disCrimination can be only so circum
spect. and the EEOC invariably finds
itself caught uncomfortably beTWeen civil
rights activists-or indignant employees
who believe that their rights have been
,·iolated-and those conservatives who
charge that the EEOC has overstepped
th~ bounds of common sense.
One word-"Hooters"--elicits a groan
from Caselias. Last fall, his agency tried
to negotiate a settlement in a sexual dis
crimination charge lodged against the
restaurant chain, known for its employ
mcnt of "Hooters girls" who wait tables
in r~'~aling clothing. Several men who
had been turned down for jobs at the
self-described "family restaurant" had
alreildy lodged a private lawsuit against
th~ company. But when the EEOC
stepped in, Hooters lashed back with a
high-priced publicity campaign, including
a blitz of ads featuring a male Hooters
"girl" wearing a tight skirt, falsies and a
wig.·1t didn't help matters that a former
g~neral counsel for the EEOC, Donald
livingston, worked on the Hooters legal
t~am.
The Hooters case points up an uncom
. furlable reality for the EEOC, said Larry
Lorber, a lawyer at Verner, Liipfert,
Bernhard. McPherson and Hand, who
headed the OFCCP in the 1970s. "It can
be subject to ridicule [because] its con
stituents tend to be the people without
power." Adding insult to injury, Lorber
said, its financing depends on a
ment that "will give it lip service and
or may not have an interest in seeing
vigorous."
The EEOC has essentially been flat
funded since fiscal 1994, and that pat
tern seems likely to continue. At a
recent hearing of the House Appro
priations Subcommittee on Com
merce, Justice, State, the Judiciary
and Related Agencies, chairman
Harold Rogers, R·Ky" cautioned
Casellas, "We want you to redouble
[reform] efforts, because you'll
need to be thinking more and
more about how to target funds,"
Early indicators suggest that
the agency's inventive approach
es are having an effect. Accord
ing to the EEOC's records, at
the end of fiscal 1994 the agen
cy was resolving only 75 out of
every 100 incoming charges; a
year later; it was resolving 98 out of every
100 new cases.
.
But the EEOC still has a lot of proving
to do. And unlike most federal agencies,
it will never be able to recede into the
gray comers of the bureaucracy to quietly
do its work. Thirty-TWO years after enact
ment of,the first Civil Rights Act, en
forcement remains a delicate ·business.
What is advancing civil rights law to one
person is, to another, kowtowing to politi.
cal correctness or meddling uncon
scionably in the affairs of the market.
Thus the EEOC's failures tend to be
widely broad
cast. The early verdict is that
reforms will help by speeding up the pro
cess, but for all its good intentions, the
agency is bound to keep stepping on toes.
The EEOC is "in many respects the pawn
of social and political debates of this
country," said Joseph M. Sellers, a civil
rights litigator with the Washington-based
Lawyers' Committee for Civil Rights
Under Law, which handles discrimination
cases. "It's probably never been far from
controversy."
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Unequal justice for all
EEOC director fighting a rising tide
ilbert F. Casellas learned
ed," says Casel13s. The
, the meaning of discrimiEEOC has developed
nation at an early age, " a hospital approach to
wiping out its growprobably before he could
even spell it. As a child in Tampa,
ing caseload. Based in
Fla., there were certain places he
theory on emergency
room triage, cases are
, couldn't go because of his brown
skin, like the local boys' club or the
prioritized in order of
"whites only" sections of the beach.
importance. But like
When he reached adolescence things
the average city hospi
began to change. Congress passed tal, the understaffed
commission must
the Civil Rights Act of 1964, schools
began ,to desegregate and Casellas
operate under bud
cpuld now go to the downtown
getary constraints.
movie theater.
<:ongress appropriated $235 million for
More than 30 years later, however,
as chairman of the Equal
1996, down $2 mil
'Employment Opportunity Commislion from last year,'
meaning the EEOC
sion, Casellas is finding
~ outthat the more things has to. revamp its
~ change, the more they
attack strategy. "We
~ Stay the same.
made a choice to go after the kind of
o As the chief enforcer
cases,where we'll h~ve the most impact
ernment :isn't doing enough to
~ of !lnti-discrimination and maximize our resources by recruit, hire and promote minorities
~ laws, the EEOC must addressing the ones that have an ", 'in its workforce. Five years from now,
identify and eliminate
impact beyond an individual's satis " if we're not allowed to measure our
workplace discriminafaction," says Casellas.
successes, you've gOt to conclude that
cion, a task easier said
This strategy may only be a band~
it's going to be worse," Casellas says.
than done. Casellas
aid on what could soon become a And he's concerned that the ~UtS
chaired a recent EEOC
gouging wound now that Congress is
might validate the kinds of rollbacks
meeting in Washington;
considering legislation to eliminate
that some have sought in the private
Gilbert Casellas where he revealed that affirmative action programs. A pro- sector.
the commission had
posed' bill by presidential hopeful
Whether or not the \:>iIl passes,
received 87,600 charges ofdiscriminaB<;>b Dole and Rep. Charles Canady
Casellas obsen'es, "I think we will
tion in 1995, an increase of about
(R-Fla.), which would outlaw race
inevitably be unpopular because
and sex-based remedies in hiring, is , whenever you challenge a' practice or
42% from 1990. This figure includes
a backlog of cases. Almost 30,000
primarily directed a,t federal employ
pattern ofdiscrimination, somebody's
ment. However, Casellas shudders to
, were based on race, 88% of which
going to be unhappy. And sometimes
were filed by African Am~ricans. So
think of the trickle.down effect that
those people who are unhappy are
while Republicans on ~pitol Hill
it may have on the private sector influential and powerful."
"
-Joyce Jones
fantasize about a color-blind society,
companies, which are the major
the commission knows better: worksource ofcomplaints. "I think the real
place discrimination cOntinues to be
question is what will the workplace
epidemic. ,
, l o o k like five years from now if that
bill is in place. If
talk to advoca
"The data refutes the assumption
that discrimination has been eliminatcy groups, they say the federal" gov
,
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you
BLACK ENTERPAI8& JUNE 1996
27
�Addr/proQI 3~NY STIL OLIN N2G J E U W FUM STIL LBY
Topic: U$ NEWS JP WASH AU~ JOB
BC-BARASSKDT-BIS'J.'OIlY (OWS AHALYSIS, SCBBDULBD)
Xitaublahi' caa.trains apotli9ht on aex harassment
By Deborah labarenko
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WASHlNG'l'ON, Hay 16 (Reuter) - Kention sexual hara.ssment
and Americana used to think of Anita Hill, the ex-government
lAwyer who nearly torpedoed a Supreme Court appointment. Now
they may think of an auto plant in the middle of.. the !Udweat.
'I'he federAl case aqain.t M1 t.au.b.1.lhi IICtor.:~Kanufacturing of
America chargee the automaker with "creat.ing a'hostile ancl
abusive work environment" at its plant in Normal, IllinQis,
alleqinq women were groped, grabbed and touched and forced out
of their jobs if they complained.
Unlike the 1991 Anita Hill ca••, which involved lexual
haraa.ment charqes by one woman againet one man .... current
Supreme Court Justic~ Clarence Thoma. -- the Kitsub1sh1 affair
could include hundreds of participants on both sides.
And while the Hill-Thomas matter was confined to
celebrated hearinqs on capitol Hill that crystallized public
debate but brought no legal Action, the MitaUbiehi cass is
headed for court.
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The head of the Equal Employment Opportunity Commission,
which brought the charges against Hitaubisht in response to
workers' compla1nta,saia most CAse8 did not qet this, far.
Of the ~OO,OOO complainte received by the EEOC each year
'about workplace di.putes, including sexual hara8sment, no mo~e
than 200 to 300 ,result in lawsuit.s, accord.inq to commisalon
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chief Gilbert C.sellaa.
Before it qets to tha.t point, EEOC personnal investigate
, the ·.11eqation8 and, in conf1denc:e, try to work out
sattlements with the c:ompany.
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In KitaUbiehi's CAae, thi8'c:onciliation prace.s failed.
When the lawsuit was filed, 3,000 Xitlullishi workera,w.!ra
bused to,. highlyorgani,ed demonstration outaide BEOC offices
inChicaqo to protest Aqainst the Buit.
"It'. not Isomething I've ever aeanbafore," EEOC c:h.ief
Gilbert Calell'aa said in A telephone interview, referring to
Mitsubishi' a tactics. "What ma..kaa it especially troubling' is "
that following ••• our attempt to resolve it, we go to ~h.
only forum that'l left to UB, a federal courthouse, And than
they a.ttempt to take it out of that fo::u.m."
O~ Tuesday the Japanese-ba'sed automakar hired former 'D. S.
Labor-'Secretary Lynn Martin to do an 1ndapendent invelt1;ation
of Hitaubiehi'a workplace policies and procedure••
"We clearly need to do more and. we will only be satisfied
when ~G have cr.a~ed a workplace where eVery one of our
employees feels ~he respect ot hie ,or her fellow workers and
,the support of manAgement," Xitsubishi MOtor Manufacturing of
America Chair.man and Chief Executive ~.un.o Ohinouye.s.id in a
atata:uent.
While the BEOC supported the in-house investigation, it
warned tha~ -given the history of this CASe 'I it would be
watching closely to make ,sura there was no attempt to qet
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WOMEN'S LEGAL 'DEFENSE FUND,
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.UnIted: ~taU:5' Senate
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'Washi~ton~ D!C.,'\29S1()..l60f', .
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.On behaJf offhe Wotne,n'sLegaLD~fense Fund~ f'writClO. urge,y(]u to faeiUune
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" the.Selflate~s 'speedy ~onsidera'tiorn of qnbert 'casellas, Pa~1 IPS3'ld, and Paul MiU,er, as .
.' ,norrllnees ;0 i~e U.S. ~11~1 Employ~~n't,9I'PortunityCommis5i()"..· .
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.' assert their right .~o 8 WQ,rlcpJacefree. from. i rividiou$. discrimination.: 'However., the': .,
- ~0C"5 backlog~rrentLye"ceeds 80,000 u"resolved.discdmi,nation charges,'auld'
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resolulions. 'Wlthc~UI question. the EEOC is, in urge,:u 8m.~ immc:uiatc: need of 'leadership
. if it is fulfil.1 its ~esponslbil~cy as die .agen')' charged with .enforcing ()~r nation's
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commitment to, equal employment opportunity.
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SENT BY:
EEOC....·
. 9-15-94; 6:35Pl\f ;
CCITT ECM:# 2
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'llbtioaal0fI'Ict
. AliI JlilT, Suceu. !'I.E. !I\iite ~
.hlnsti.lll, fx:ml..20S
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Phone: (am 28~1380 .
~ (,IIU} 2A~$11 ?3
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September 'lS~ 1994
'1iheHcnorable Orrin Hatch
, 135 Russell Senate Offic:e Bldl_
Untied Statea Senate
Waihin&tcn~ D.Cp 20510
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Dear Senu.x Balch:
1 writcao you 00 an matter of the biahest priority to the Nation3l Council af La RB1.a
(Nell) and the ,Hispanic community. In Iul)" the Commitk; dnLabor and Human .
Resources unanimously ~ out tfte Ilominations of Gilbert
,.
s Paul IgaMp and
Paul Millet, fot the positions of ChaItp Vice Chair,and Commissioner,respecti,vely~ 'of the '
. Equal Employment OpportunityCommlssion(EBOC).As you know~ NCLR fully supports
Ib.isiate.·
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CueUu
We 8.!!ik that you
use your &000 offU::es to flfiilillf.c' immcdiata flour ~aidcntion of iii. '
. im~ u.ominations. no E~C has lona bocl\ plagued by a.~umber of serious ~lem3;
u you bow from )'OUr own hearings in 1he~nid·1980st among the CommissionPs most
serioUs deficiencies is its failure to equitablyand':e(fective11' serve,the Hispanic community.
Based on OUI own direCt conversations with Chairman-desigtWe: c.i1dW and COmmislionet'
d"~ID_ tJaald.and: MlIleJ. we are cunvinced that tbeyare Cuny aw-.ue of these ~lems ': .
"aMI have the background, skUlls and commitment needed toaddrea them.
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We believe tbat'Gilbeit:CaJellu l1u a chance ofbecoll1.inla truly ptEEOC Chair;
,feu:u ho~verv that additional ,delays irllhe conrmnation proce:•.n naj sJg~rlCl.ntly harm .'
.' ~unilieafOfeffectiye reform efforts. We urge your il1!mediate ,and' persanal interveDtioo
in allis ~ to expedite.Senate action an these impotW1t nc:»minations~,'
.
, AI alwaYI 1 geu.tly ~prec~r. yo~ respOnsiveness to NCLR and the Hispanic commwrlty..
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'Pqram0fll1:f.8: Ph:.en~ AIiI:otla • SIll ArllOl'llo. Teus • U)s An8CI~, (~\lirl",nia • (ll~, 1I11!l1JIs
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]A JIllk The HlSptlliC I\'1)IllCllt llie i'W.. .. ~d
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commission;,tamp~,
Gilbert Caselias is thenation's'"
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enforrer mrederalantl-·
laws irithewon<pIMe~','"
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�, EE6c~
1~17,-36
SENt BY:
34567028: # 3
Equal to the task
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As chairman of the Equal Employrnent opportu~iiy Commission. TaITtpanatiVe
Gilbert Casena~)'is the nation's most p'oweiiul enforCer'of federaianti~discrinlination
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By ~HII. WILLON ,
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Above, lh~ mu&tacllioed ';Hootsrs glri" ,on
the door of this restaurant is port of Ih'e
'cHain's 3dcamp'aign ridiCuling the EEOC, ,
Below, tile agenc)'. hn 'joined Janel
full dl:,uils
Iii.: uf./"'I'IC'd ,w bc
Tr"bunc slaU Wriler
W
AslilNGTO/il
, ,ollr 11,P,C3~es h,a, ,it imSsc.,d. but CiibEii'I,C,,a,sellas,stlll
reml!mh~,~ ,h~ $I;nl\ of b'tinr, bin'reCl 'rom Ihe .
, " ,Ybor CilY Boys Club l.i'ecause of his brown skin, '
Hi: slill clIn redle IIlre(!lon~ [0 (n.e only IWO movie "
.Ihealern In nn,pa thaI were' open 10 "r.alnriil1lleOllle,"
(0 me linySpll (lr $:~'ndon uie CourU\eYCilmptiell '
, l"(lrkUli\y ,.inere lIe'anll his fanllly were. p'erllllli.ed 10 lay'
their beaellto~eli,.",:', ,.,",: "
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, ClISenu 3150 'r'eilleinben; sC'eing Ihat "cmb'!lrra.'I.,lng
pi:rio'f' bc\',iil to'Change In 1!1~1, Iha icill:Congrcss
,
paSl'ed the (:i,'11 Riglit.~iAct: the same year he "(as alto"'cd
10 go 10 school willi whitt ~tiilijreri lind lojain ill(: Boys
,McClung, lell;, Melodee Shores and 10
other women in their suit ag<linsi publii.
C1t1b;
or
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ill HOOTERS: T;,e agency Ir\.j;tail clel9111'11ned "","01""
R6StaufSf\ta. a 17Q.re::staura'nt ch~ln (nf)t or'glnateCl in
Clli~rwaHJr. ~as dlsct"lminst&t: a9~in$t.Hl'::;-. by hiring only,
l~m8le "ailr.,.. ~'., A. Qf Y;ll, 1'10 9c{lcr'r'laa Dean l.. k"n
but lh, EEOC IS recommeMit'lg H'OOI"I~ ~GlaD Ina"
blldAet'(illd uYcfwhclming c!l~el<)~iI,
'
"~O<lle' \lirls," lamcus tOf tri~ir unit..."" 61 r.klmpv
,orange
ana pay oam,ages !,) ,
t'lf,Jl)inst
sn""$ .:oM ligMI T'$nlnS,
"men wrto
y,,~(e (jl$c:tinii(lat~d
• PU9LIXi Tl'le 8ger1cr ,in N.;,."mtlC, jo;ne1 a s,i,
c,;'Kf\m;natio;,-(awSuit t~led s~.iain~t Publix.~\lP(H M~'it4t1j
, inc. Twei_" W01tl'~." a'o ~\Jin9 the 6uDermarkel cnain in
Tampa fetlerarCOur'l'or
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alleg.d!r r.,iling'o o'omOle
w'O"'fB<l iflt¢ mari~9GmElnt pOsitiOf'lS anc hrnltl~g tr'leir .
qmployme~t opp()rtu{\jti~is, The
EEOC i6 I;eel<;"p ~ael<.
pay ana p,"r"tlve oamall6s,
:ae'XXOM' The aggncy sued e.i<on Corp, ... June /0'
~pplyinjj, a ne... 091,on""Cle, tllan~el pol;c! of cA::ludin~
all en'ployeti. with ~ <0(;0<" 01 pasl IUDS!."ce 80l.lS9
" flo'", cer\~Jn jOl:iS, Two, alrerall flight IlJ'lGineers were' ,
'ue,nQleij as a fe~ull,
""~,,
Inou;h tx:nh emp'oyees haCl
l\t>en out of tpoZltmcns 'rom mOte thin 10 yQ.'S. Tn-a
,EEOC allege6 Enen's pOlieivlo181es'Ihe Americans
with Disar:,ilifi.... Act,
• OEL LoA,BS. ciel LeOcifelo/;es Of Fairninsj':Il,lo, t.I.V..
i" Aug"" "g,';od 10 pay S1.lt million III clamaQe* \0 15
"'"",en wl\O "'ere selu'ally 1'18rasse~ by tho CliO 01 !I'e
c<o'nI)Sny. Dan I( WaS$onQ, T"e EEOC filed Su;1 against
, thO CO$m~'c& aM pn&fnlSeeulical m~nU'~CI\.i'ar, ...11050. '
, "roauct~ i""'1I06 Hal<:l,iIB Nalls anCI Sally Hansen
CQ~ ...etlc" anar complainls Was.on", veltl..Uy lind ,
D"y~iCally 8~u~"d 'M ....omen.• tId 'O~ght ,elllal favors
ill f~tuUl II.JI jOiJ bunC:'I(S.,
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.. N':OO.iN'EL'L OOUGLAS. The ~'''::.al\
manul!Clu(e( i~ J~nu"'y agree<1 to pay nearly $1 million
to 82 blacl lormer emplOyeeS, ario hi,o bilc;k 2D Qf Iham,
'aller I~,e'[[OC filed ~ r;)ce d'$wmlnation la_,ult
~g~insllhe eorpo'sli:>I\, r.4eO(lMcll Douglas laid olf l he
e1'l'lpiOyee. I,om U'S cOmpany's 51. LOUia, facilities during'
';utDackS I" 1990 el'lCl1991, TI1eEEOC allegai::llnallrt6
company I1sed face as 3 b.~"i5 f", tt"r.idint] wl'in.IO l;iy
off Of
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to retire.
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tN' THAT CASE. th,/EEOC Joined 12 \l'o~en "'no
are suing lIies~perlTiarl<i:ldiliii1 in T/lr.\~a· rtdmil cOlln
lor s)'slemicallY exclUding female emJilo)'ces Irrim
managemenl poSitions and limilins Ifl~ir ermiloymCn1
OPPo!1unilies,
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"They'vi: relill~ ~oltc~ bil'ck 10 [hbir Cliff: compel~n;:\',
U;hich is 10 s8),r.a;es InIlOlvj\l~'radiJl di'scrlmlnaliun. " . ,
sexllal hil!'assm'cnl aM IIreai.!'(l{\I!'b'Utld' casc;; Ilki' IMI,"
'5lilid SUMn Melsj'~iie.'r ol,lhe Society lor ,I "1I11an Rcsource
M;'nu>.:cm~nl in Alex;l,idri;,; Va,......hic/\ rcpre~i\J'~ mQr" '
l\\an SO,QUQ humanrcsDun::e DrOles.siolluls, '
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important,
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.liOe 6CI'Or>& atio j.cginoim il. the p~~, yo;'''
~r[b~ r,:t::ot'snc';" ~nio.. cer;lt,nl :~ian
announce" In Ja,illilr\'.',
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Beclluse of ilnliled re1iource.~: Hit' Eliac "'iii c~n~inul!
(()'i~!i:r"cnc In (lIScilmlhalloi, I..Wiluitlirile'CII)V
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eliljilo)'ees. likc Ine agency did Nov, 27 ... ilb ; T;\m",~
c~:~e Invol\'iJig Plibli~ Su'pl'r Markels'III'': .. Casdlas'i<:'lid:
No.....i~ chairm;,n 01 Inc Eq~QI t::mployiMnl,
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i1. Ine nalion's rilOS( "
Opporiuniry Coml'ilissiun, Case
I'owcr1ul C''nrorcer or reder/ll
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~llIhliscriininalion Iri.W$ in i6e
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woi'kjlIB"." ;,tid isPIIshing 10 SCC' !lU!
ch<lngcs r.onlinlle,
I te'el what this
IIut lie'S pU~"j"li iii) .1ste\:,1'
, ,a'gericy does is.
indine,
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that th&re',
Cascilils, ":'110 IS 01 Puerio Rican,
'ncmase, lOok rile plisl a )'e~r ago, an'd 'nothing mofepatriD:tlc
iilti~fiICc:t un llgimcy wlin an :lnemlc,
or fundamentally
lias
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, American than
.. hWC hn\;c:h~t seen :ill!,' huudili6-n
[heY're OUI III I~~t I~o: Oul'<!f I..iuis (.f
the i.aw .. , ';,.'hkh h'ili oEen a (''';'c~in
in lilt:: past," line ~altJ,
" 61$1 Y(.uf ulone, ih'C !lEOt: .
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, rec'eived (l record 96,OUO compi:lInis
fn>m cmpfo,i'cc3 wM ,:I"i'm.,a 1~'ey
Ii.'i!;e ,narass"d or discrlmfnill/1d, ,
, tltiQinsll'ic(:£iuii~ n(r~cc. j;enai:r. Die,
, national,origin oroisliblHty;lnl990,'
,
!::EOC liive~li8"lo'r'; hij iiilled $0 1(" 55
He' ractis a Re'pilblicun'!ci! '
opportunii'yand
c'uscsllpiece. Today; ~a~1l unc'
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Congr€5S screaming aboul "quotas"
hundles H O . ,
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justice.
, aM "~i'rin.ll prererences," and
• " Tile IIlCrease incbmpi:ilJ\l."I."j~~1
, Ih rehlening to roll' bacl<. IIle '
Iilur" cviocnce ('1~c'rl"'lfla:ion in
Blflrm~lIve aClion prugrums'
Arn~ricll'~ cllj:poniiewufld is ~rll~ing. ,
,rp.~pon;ilM for creuling Ih'c'm,
riol Slirlilkirir. <.IS some Hepul>liCan~ill
,
Amer'l<;lIhas aiw bten mired il
Congress woultllikt people rl)
Clccudt tiIIell ..·jlfl anger lind
,
Sllic:t D<!mocrlllli:, U,S. Rep, K"'Cisi
COnlUSion O"~r volatile ili.~\les $lIcll' as
, " , '
Mnime ort;liirylancl, ""M lastwei:k '
, sexual ha'r3ssment hi Ihe woi"kpIS'CP.,
was rianied 'i:liujr e)!ecUlh'c of Ihe NAACP, the hi,toriC '
/I~"" jirolcclions for Ille QiSa~l~d 'lnd I':ldcrly lInd a
blad civil iigiltSorl!ilniiali6ri""
, ,:
b3c~lash by "'hile men WhO feel S<turieied 'on aU sid'ell, '
De!;plte 11115, IIle EEOC's buci!:'el a"nil ~,;ilf 1~'~ls n~ve'
AM nc",' l:asellas h';iiiunolher,heiu:!8Clle: il<>olers,
remalne(J SIIly.ilill'll for }>I'.ars. Mfumc Suio,
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C:..scllos, 43, Sat Iii his ollice I"". 1IIeek SltwinJol over
,"Trley'vo! bee,n overtou'nlened and ovcrtuuo, aNI one
Hoolers' $I mliliolll.dver(ISllig Ca'rTlPuign Tidiculing tae
hois to WOMer vilielhc'c,(h<ll Wa5 part 01 some larger '
, :It.F.OClhe onSlaulI!hl cume Ihis fall aller Ille agellC)! touk
adion iJ&i1insllht: chicken,wlng restauranl ellaln. famouS
conspIracy 10 slow down til\! 8ge'lcy," Mrumc said, "Irs
,tor Its 5cenUly clad iviJilrci;Gcs, lor diseriminsuhg a',iaiilsl' clear',thal Ihe ligency ought to no! oblY be c!OIpo"';credllY
Ihe lav:, bUill ought If) have Ih't rcs'ources In dealll:ilIi '
, mtrL
.,.,hal we expect Ihem lo'deal willi,"
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, ,'''I FE'EL WHATlhl~ asehc~, does iSimpor~an!,illai
Ihere's nOlhing mol'!! palriotic 'or funilanlt:nlally
,
American Inan opportunuy and jllslice," Casellas sal~ In
nn interview hisl week, "I thougnt,altboUgIl i Cllclil'(
know, Inat Ihls would be a Ihankl1lS5 job, Aft'd II Is a
Ihanllle!;.~ lOb,~'
Overall, civil righ!3 groiJli~
and
ltie
prhiole sector
praised Casellas for b'cginnillg to turn around nn a.i!.ency
criticized in the pasl as being Ineffective lind Slo"". '
casella!; h~s manageilto pare dOl&lii Ihe1l2c1lCY'S '
bllclUog 01 complaintS fruin no ,000, 10 almost 90,000, sill!
'all enormous amoulll. H~'s putting more r.so'litces Into
prt:v'chtion and outreach, lo·editcale C(ilporarions aM
smull busincs.scs aboullhe inlrfC3CII1:S or the new
AmerICans UJlIh Disabilities ACI pild other complex
anll-dlscElmlnaulln and haraS>'miml lalilS. ' ,
Undcr CIISelll1s, Ihe agency is odopling a ne\ll
case·aSseSsmcnl system 10 Wttd out trlvnlnU~
,
, tliSCrlinlllallon complairilS quickly aCid 10 focuS
rP.!'-llurCes on tbose li~ely 10 ha.e UI~ gre~lcsl\mpacl.
Thai n:places Ih~ ag'enC~"'5 old erilorcernent sirillegy,
, ,"'~kh ;;'M rn IUInd.'e ellel')' <:nml.l,iint' OIl a 1Ir'iI<oiric,
flrsr·served basis. Slid In>cstiga11! every caSe-cven If Ii
scarce'
was
5~Ql<y,
Also, IlIveSll6:l1iors no lonser are iUdg~dlly'ihe'
number 01 cas.~ they dose. tie'cause some were qUickly
, dismissing co:nplainis as having "nil cause" for 'actlon 10
. n:uof fl,,~ir ntJaih~1'S. @VfM: Ir ;t.,. t"«C'o~ "'!:ljll{ ,.". ..... i •
belle"c,
,CASELLA. SAIO'HE'Se?q\e('I(lllyrrUSlrillcClDY
,
Congi'cSssaaeklng his ugcncy os roiiu1aior.;
rutl amol(. Inhlbllhlg frife enlerprlse. Mei.tnwhile. "
Re'publlcari'leaae'rs are IrYlns. to slrip Q!rii'ri'ii!uvt. a'Cliun
pt;1lsrlims tnill combat dlscrimiriil'ion. saylriS Ihey'r., no
longu neces..'lllry now llint Ille CDi.II'!iy h~u',,"o!vt:d in1o"a
Irue "colorblind soclelY," ,,' ;
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Ca.ires or allegeil r'ilclal disCf'lm'iriation<nccoun! lor J~
Derc,eill, lile vast rriiij'orlty: ofthe coiiit/lilinlS the EEI')(,
inveSllgaltS. followed by discrii"llinQtion because 01
geMer lind age. Casellas said,
, Sexualllanl'i!Snleill casi.'S IIlso have silol Op iso
percenl oVl!'r tile DOl$( ruur :years,
:'Ifs amazing [0 me tllui m~mr>eh! 01 t'onf:ress dono{
llnder!>!and ",hal IIII,~ ;le","':Y do'c~:" Casellas 'lld, "Th"y
l!link I Sit liere all day l1i\lo'fi. .,r6m~:s lor (..,mpanle~,
&<lying, 'on" h-:r<~'S a com'pan)' tb3[ dIH!~ti'! ~av~, tnoug~
ml!m~n; or
blacks! LeI's go~{.ie them: ~.
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Most EEOCinvi:$ri/lsrions a're' in!tI~(eCl
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Whell'ln
employee riles a c:ompialil[, ne said" ' , ' " " , ',"
The hiles1 conGfliSSIC)nal barrii"e oji"jl'lsr lilt EE6c .'
hal; come ci)"rlcs), of Hooters. Casellasssla.
The n:stouronl chain/ant! ri1inchisc'owllc;~, h/l';{:"
tinlislcd Cllelr ci)llgr"ssm"n' 10 blasi Ihe aaen'cy (or
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Qver're!;ullilion, '.
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The agency hils also t;einoveMoinelmec by' ihiiussnd~
...:r ..::.......;..:__.......... ___ _ II
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4.
�; 3-13-95 ; 3:28PM ;
SENT BY: OCLA
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EEOC....
94567028;# 11 3
. v.a. Bqual _ploy.eat Oppo:r:tuSty' coaiaaloll
Offiae of Communioatioa•.•a4 Legi.lative Affaira
1801 ~ .tre.t, Bt, aooa 1024
WasbiDgtoD, DC 10107
.azl 'CIOl) ••J-4.11
Jat'I._...
3:;;...~-~l::::;.'3_-_7..;.....::::;.5 _
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t'DmI____________
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~
D.:I
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~_._..:..I/:...:=.5(:;...;;~~-~~t...:t'.;;...:~~i _ _ _ __
_
II'D'IIBDI_"w;dz?
__
CBBCK .OBB I
DIV1lftYI
(203)11' - _ __
CJ ooc
DOll
(102)113-_ __
0
(202).,a - _ __
0
0 1'0
(202)113-_ _ __
DOLe
(202' ••1-_ __
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(102) •• 1-_ __
~I--~~_~~~--~~~~-----·----------------:IVXID OJ' »AGB.
'1Ul1S.I~~D
(tBCLVDtBCI COVD) 1._ _--.;;;._..........,;_ ___
SPBCIAL XBSftDC'lJOJI.I_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __
.
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Wle••e telepboDe the appropriate offia. above if 70U dO.Dot :eoelge
all 40auaeata.
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�, SENT BY: OCLA
3-13-95 ; 3:28PM
94567028;# 21 3
U.S. Equal Employment Opportunity Comm/as/on
FOR IMMEDIATE RELEASE
Friday, March 10, 1995
CONTACT: Claire Gonzales
Reginald Welch
(202) 663-4900
TDD: (202) 663-4494
COMMISSION TO FOCUS ON NATIONAL ORIGIN
DISCR.IMlNATION AT NEXT MEETING
WASHINGTON
~-
In the first of a series of Commission meetings that will focus on
specific types of unlawful employmeru discrimination, 'the U.S. Equal Employment
Opportunity Commission (EEOC) will consider the issue of national origin discrimination,
including immigration-related unfair employment practices. '
Topi~s to be discussed include th~ 'Qational origin anti-discrimination provisions of , '
both Title VII of Civil Rights Act of 1964, as amended. and the Immigration Reform and
Control Act of 1986 (lReA); language and accent discrimination, including speak-English
only rules in the workplace; and issues::related to the improvement of the EEOC's service to
national origin communities. The meeting will also include presentations from'
representatives of invited affected communities.
The public is invited to attend the o~n session of the meetmg. to be held on Tuesday,
March 14, at 2 p~m. in the Clarence M. Mitchell, Jr. CO(lferenceRoom (9th Floor),
1801 L Street N. W., to hear the following presentations on the topic of natioDal origin
discrimination and EEOC's enforcement responsibilities in that area:
•
Opening statements by EEOC Chainnan Gilbert F. Casellas and Vice Chairman Paul
Igasaki.
•
Edward Chen. Slaff Counsel for [he San Fraocisco Office of the American Civil
Liberties Union (ACLID. a legal expert in the area of language and accent
discrimination, including speak-English-only rules in the workplace. Mr. Chen was
lead counsel in the case Garcia el al v. Spu.n Steak Co.
-- more :-
, I
�SOO BY:QCLA
3-13-95
3:29PM
EEOC....
94567028:# 31 3
EEOC NATIONAL ORIGIN RELEASE .- PAGE 2
•
Kenneth KimerlinK. Associate Counsel for the Puerto Rican Legal Defense an<!
Education Fund {PRLDEFl, a leading authority on national origin discrimination in
..employment.
.
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Also expected is a presentation on the interplay between national origin and
immigration related discrimination'in the employmem context (speaker to be
announced) ;
Chainnan Gilbert F. Casellas intends to hold a series of Commission meetings [hat
will focus (In each of [he specific bases of discrimination for which EEOC has enforcemem
responsibility•. including race. gender. religion. age, and' discrimination against persons with
disabilities.
"I believe it is time [0 review the many issues surrounding each type of discrimination
for which the EEOC has enforcement responsibility." Casellas said in announcing his plan.
"Given the raging debate over affirmative action and civil righ[s generally, it is the
. Commission's duty to provide a forum for the disc~ssion of the current needs of and
continuing discrimmation faced by the various affected communities."
A closed session is scheduled to immediately follow the open session of the
Commission meeting. During this session, [he Commission wilt deliberate on
recommendations by the agency's Office of General Counsel on whether Commissioners
should authorize litigation against alleged violators of Commission-enforced statutes.
NOTE TO MEDIA: The Commission agenda is subject to revision. You may call
(202) 663-7100 (voice) or (202) 663-4494 (TOO) on March 14 to conflnn the above
schedule.
In addition·to enforcing Title VII, which prohibits employment discrimination based
on race, color, religion. sex, or national origin, EEOC enforces the Age Discrimination in
Employment Act; the Equal Pay Act; the Americans with Disabilities Act; which prohibits
discrimination against people with disabilities in the private sector and state and local
governments; prohibitions against diScrimination ~ffecting individuals with disabilities in the
federal government; and sections of the Civil Rights Act of 1991.
##N
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Special Meeting of the EEOC to Consider
Recommendations of the
Charge Processing Task Force
Task Force Recommendations to be
Implemented by
Chairman Gilbert F. Casel/as
Wednesday, April 19, 1995
Based on the Commission's votes, I am prepared to begin implementation
immediately, requesting the help and cooperation of all of our employees, I·
therefore request and direct as follows:
1.
I am requesting the General Counsel and the Director of the Office
of Program Operations ("OPO"), with broad consultation with internal staff and
external stakeholders, to prepare a draft national enforcement plan for
presentation to the Chairman by June 30, 1995.
2.
I am requesting district directors and regional attorneys to prepare
local enforcement plans to be submitted to the General Counsel and Director of
OPO by August I, 1995. Such plans shall include categories of cases to be
prioritized and plans for resolving older charges.
3.
Field offices shall immediately begin implementation of priority
charge processing procedures. The Office of Program Operations shall prepare
and submit to the Chairman by May 15, 1995, flexible guidance for use by field
offices.
4.
Under the new charge processing procedures, potential charging
parties will not be discouraged from flling a charge, after being advised of
EEOC's jurisdictional requirements. Charging parties will be advised that some
charges may be dismissed at intake, with a notice of right to sue.
5.
Charging parties and respondents shall normally be provided with
access upon request to the positions of the other during the investigation.
Charging parties and respondents shall be advised of this policy.
�"
6.
Directors shall begin use of non-substantive "no cause" detenninations by May IS,
1995. The language of such detenninations shall be prepared by the Director of OPO, in
consultation with LegalCounsel,'and submitted to the Chainnan by May I, 1995.
7.
I am requesting that the General Counsel authorize regional attorneys to cease the
process of submitting presentation memoranda in cases involving recommendations, against
litigation. If a district director disagrees with a recommendation against litigation by the regional
attorney, the matter may be submitted to the General Counsel, who will make the fmal decision.
I also request that regional attorneys be authorized to cease submitting presentation memoranda
in cases referred to the Department of Justice. I will work with the General Counsel to advise
regional attorneys by May 1, 1995 of reporting requirements respecting these cases.
8.
Presentation memoranda to the Commission will no longer be required in Title VII
and ADEA enforcement actions involving individual claims of disparate treatment not rising to
a pattern of discrimination. I will work with the General Counsel to advise regional attorneys
by May I, 1995 of reporting requirements respecting such cases.
9.
'In cases in which District Offices will still be required to submit Presentation
Memoranda to the General Counsel (Le. "non-certified cases"), I am requesting that the General
Counsel forward each such Presentation Memorandum to the Commission within fourteen days.
10.
I am requesting the General Counsel to develop further standards for delegation
of litigation authority to regional attorneys as part of the national enforcement plan.
11.
I am requesting the General Counsel to delegate to regional attorneys the authority
,to seek temporary relief pursuant to § 706(£)(2) of Title VII, without prior approval from the
General CoUnselor the Commission, in cases involving individual claims of disparate treatment
not rising to a pattern' of discrimination, when the District Director has concluded on the basis
'of a preliminary investigation that prompt judicial action is necessary to carry out the purposes
of the Act.
12.
I recognize that in, order to enhance legal unit productivity, regional attorneys must
have input into basic administrative decisions such as legal unit staffmg levels, computer and
software needs ~ and litigation. travel budget. We will work aggressively to address these issues
in order to facilitate more effective administrative processes.
13. In prepaiing new standards for evaluating field offices and individual employees, the
labor-management partnership shall establish standards for evaluation of regional attorneys and
diStrict directors which should include measures for evaluating their collaboration and
cooperation.
14.' New systemic cases developed in the field offices based on, individual or
Commissioner charges ~hall not require prior approval or oversight of the investigation by OPO.
2
�15.
Directors are encouraged to increase the use of directed investigations in ADEA
and EPA cases. Requests for directed Commissioner charges in Title VII and ADA cases may
be submitted directly to the Commission. and if signed by a Commissioner. shall be investigated
like other charges. without OPO oversight of the investigation. The Director of OPO. in
consultation with Legal Counsel. shall submit to the Chairman by May 15, 1995.
recommendations for implementation of a directed Commissioner charge procedure.
16.
I am requesting the General Counsel and the Director of OPO to consider
establishing pilot enforcement units, which will include attorneys and investigators.
17.
I am requesting the General Counsel and the Director of OPO, with input from
Legal Counsel and field staff, to prepare and submit to the Chairman by August 15, 1995. plans
for training of the Commission's legal and enforcement staff, including training for effective
implementation of the national and local enforcement plans.
18.
OPO is encouraged to share information pertaining to EEOC and FEPA charge
processing maintained in Headquarters with field offices as requested. The Director of OPO shall
submit to the Chairman by May 15. 1995 proposals for implementing this policy.
19.
The Office of Communications and Legislative Affairs shall submit to the
Chairman a proposal for responding to inquiries-concemingthe-new-procedures-announced--today---
and for responding to complaints about prioritization of charges in particular cases.
3
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PHOTOCOPY,
PRESERVATION
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Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Stephen Warnath - Civil Rights Series
Creator
An entity primarily responsible for making the resource
Domestic Policy Council
Stephen Warnath
Civil Rights Series
Date
A point or period of time associated with an event in the lifecycle of the resource
1993-1997
Is Part Of
A related resource in which the described resource is physically or logically included.
<a href="http://clinton.presidentiallibraries.us/items/show/36406" target="_blank">Collection Finding Aid</a>
<a href="http://catalog.archives.gov/id/641686" target="_blank">National Archives Catalog Description</a>
Description
An account of the resource
Stephen Warnath served as Senior Policy Analyst in the Domestic Policy Council. The Civil Rights Series includes material pertaining to the Civil Rights Working Group and topics such as affirmative action, English only, age discrimination, religious freedom, and voting rights. The records also include confirmation briefing materials for Department of Justice (DOJ) and Equal Employment Opportunity Commission (EEOC) nominees. The records include briefing papers, correspondence, schedules, testimony, reports, clippings, articles, legislative referral memoranda, and memos. The majority of the memos are internal between the Domestic Policy Council staff and the staff of the Equal Employment Opportunity Commission, and between the Domestic Policy Council staff and Congress.
Provenance
A statement of any changes in ownership and custody of the resource since its creation that are significant for its authenticity, integrity, and interpretation. The statement may include a description of any changes successive custodians made to the resource.
Clinton Presidential Records: White House Staff and Office Files
Publisher
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Clinton Presidential Library & Museum
Format
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Adobe Acrobat Document
Extent
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134 folders in 13 boxes
Text
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Original Format
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Paper
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
[Equal Employment Opportunity Commission - Gilbert Casellas]
Creator
An entity primarily responsible for making the resource
Domestic Policy Council
Steven Warnath
Civil Rights Series
Is Part Of
A related resource in which the described resource is physically or logically included.
Box 10
<a href="http://www.clintonlibrary.gov/assets/Documents/Finding-Aids/Systematic/Warnath-DPC-Civil-Rights.pdf" target="_blank">Collection Finding Aid</a>
<a href="http://catalog.archives.gov/id/641686" target="_blank">National Archives Catalog Description</a>
Provenance
A statement of any changes in ownership and custody of the resource since its creation that are significant for its authenticity, integrity, and interpretation. The statement may include a description of any changes successive custodians made to the resource.
Clinton Presidential Records: White House Staff and Office Files
Format
The file format, physical medium, or dimensions of the resource
Adobe Acrobat Document
Publisher
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Clinton Presidential Library & Museum
Medium
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Reproduction-Reference
Date Created
Date of creation of the resource.
2/8/2012
Source
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641686-equal-employ-opp-comm-gilbert-casellas
641686