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Although the authors believe that arbitration is an efficient means for eliminating discriminatory practices when the claim is individual and doesn’t require modifying the collective bargaining agreement, they conclude that “arbitration is an inappropriate forum for the resolution of employment discrimination claims that involve the [legal] interpretation and construction of Title VII provisions.”

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Citing various court cases to support her thesis, the author proposes that arbitrators must “clearly set forth in the decisions what was done and not done, considered and not considered.” She adds that only then can the decision be given weight in a court proceeding.

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An examination of the various circumstances in which the provisions of Title VII overlap or conflict with provisions of a collective bargaining agreement. By citing various cases, the author emphasizes “the difficulties inherent in authorizing arbitrators to enforce Title VII.”

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The author, a former Labor Department and current industry official, surveys an American society in which the interest and aims of special groups have come to predominate over the nation’s general welfare. Government efforts to meet special group interests often have unforeseen negative results; for example, cost-saving welfare laws with “man-in-the-house” provisions that destroy families …

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The author maintains that it is essential for the private sector to hire the disadvantaged or hard core unemployed worker; that changes can be made at the plant level to transform them into productive workers; and that, in doing so, the problem of employee racial relationships must be managed.

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The “black revolution” places new pressures on collective bargaining, trade unionism, and industrial relations, and will affect the established norms of contract administration. The author predicts problems in the negotiation of agreements because of splits in the bargaining unit caused by challenges of interpersonal relations and the entry of a new community of persons into …

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