Pub Date : 1900-01-01DOI: 10.2190/E3JA-XKTQ-TX71-QHT1
Brandy L. Scott
{"title":"Employee E-Mail: A Protected Right to Privacy","authors":"Brandy L. Scott","doi":"10.2190/E3JA-XKTQ-TX71-QHT1","DOIUrl":"https://doi.org/10.2190/E3JA-XKTQ-TX71-QHT1","url":null,"abstract":"","PeriodicalId":371129,"journal":{"name":"Journal of Individual Employment Rights","volume":"23 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121529510","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1900-01-01DOI: 10.2190/MQN6-6GQL-PMR6-PRMH
E. M. Wagner
The 1991 decision by a federal district court in Kansas declaring that the homosexual classification is suspect is supported in this article [1]. The court's decision requires strict scrutiny of the homosexual classification with respect to employment. The treatment of the homosexual classification in other lower courts, and in the Supreme Court, which has declined to address the equal protection rights of homosexuals, is also discussed. Employment protection for lesbians and gay men, which exists in several states, is noted, and the possible impact of the evidence regarding a biological connection to sexual orientation on the individual employment rights is addressed. The article suggests that protection for sexual orientation could be effected with little disruption in the workplace through an amendment of Title VII of the Civil Rights Act, extending the law against sexual harassment, and by apply ing the narrowly-defined bona fide occupational qualification. In its quarterly publication, Issues in Human Resources, the Society for Human Resources Management (SHRM) reported in January, 1991 that although dis crimination laws have historically sought to protect groups with immutable physical characteristics, "The next wave of civil rights protections could be for what may be termed 'lifestyle disabilities.' " [2, p. 8]. The article included sexual preference under this frontier umbrella. The inference was that homosexuality is not based on an immutable physical characteristic [2]. Psychologists, psychiatrists, and psychobiologists have long puzzled over the cause of homosexuality; there has been less agreement on its cause than on its 1 Some prefer the term sexual orientation because "the word preference suggests a degree of voluntary choice . . . that has not been demonstrated in psychological research" [3, p. 973].
1991年堪萨斯州联邦地区法院宣布同性恋分类是可疑的，这篇文章也支持了这一决定[1]。法院的裁决要求严格审查与就业有关的同性恋分类。本文还讨论了其他下级法院和最高法院对同性恋分类的处理，最高法院拒绝处理同性恋者的平等保护权利。注意到在几个州存在的对男女同性恋者的就业保护，并讨论了关于性取向与生理联系的证据对个人就业权利的可能影响。这篇文章建议，通过修改《民权法案》第七章，扩大反性骚扰的法律，并应用狭义的“真实职业资格”，可以在工作场所不受干扰的情况下实现对性取向的保护。1991年1月，美国人力资源管理学会(SHRM)在其季刊《人力资源问题》(Issues In Human Resources)中报告称，尽管歧视法在历史上一直寻求保护具有不可改变的身体特征的群体，“下一波民权保护可能是针对所谓的‘生活方式残疾’。”’”[2，第8页]。这篇文章将性偏好纳入了这个前沿保护伞之下。由此得出的结论是，同性恋并不是基于一种不可改变的生理特征[2]。长期以来，心理学家、精神病学家和心理生物学家一直对同性恋的成因感到困惑;有些人更喜欢用“性取向”这个词，因为“偏好这个词暗示了某种程度的自愿选择……这在心理学研究中还没有得到证实”[3，第973页]。
{"title":"A Kinder, Gentler Workplace for Lesbians and Gay Men","authors":"E. M. Wagner","doi":"10.2190/MQN6-6GQL-PMR6-PRMH","DOIUrl":"https://doi.org/10.2190/MQN6-6GQL-PMR6-PRMH","url":null,"abstract":"The 1991 decision by a federal district court in Kansas declaring that the homosexual classification is suspect is supported in this article [1]. The court's decision requires strict scrutiny of the homosexual classification with respect to employment. The treatment of the homosexual classification in other lower courts, and in the Supreme Court, which has declined to address the equal protection rights of homosexuals, is also discussed. Employment protection for lesbians and gay men, which exists in several states, is noted, and the possible impact of the evidence regarding a biological connection to sexual orientation on the individual employment rights is addressed. The article suggests that protection for sexual orientation could be effected with little disruption in the workplace through an amendment of Title VII of the Civil Rights Act, extending the law against sexual harassment, and by apply ing the narrowly-defined bona fide occupational qualification. In its quarterly publication, Issues in Human Resources, the Society for Human Resources Management (SHRM) reported in January, 1991 that although dis crimination laws have historically sought to protect groups with immutable physical characteristics, \"The next wave of civil rights protections could be for what may be termed 'lifestyle disabilities.' \" [2, p. 8]. The article included sexual preference under this frontier umbrella. The inference was that homosexuality is not based on an immutable physical characteristic [2]. Psychologists, psychiatrists, and psychobiologists have long puzzled over the cause of homosexuality; there has been less agreement on its cause than on its 1 Some prefer the term sexual orientation because \"the word preference suggests a degree of voluntary choice . . . that has not been demonstrated in psychological research\" [3, p. 973].","PeriodicalId":371129,"journal":{"name":"Journal of Individual Employment Rights","volume":"23 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128811425","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1900-01-01DOI: 10.2190/ME2C-8GUE-JP1T-R4B0
Suzanne Butler
{"title":"Sexual Harassment: Winning the War, but Losing the Peace?","authors":"Suzanne Butler","doi":"10.2190/ME2C-8GUE-JP1T-R4B0","DOIUrl":"https://doi.org/10.2190/ME2C-8GUE-JP1T-R4B0","url":null,"abstract":"","PeriodicalId":371129,"journal":{"name":"Journal of Individual Employment Rights","volume":"2 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129828069","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1900-01-01DOI: 10.2190/BE05-EGB8-EUCW-EXQ6
S. Griffin
This article presents the results of an investigation of the attitudes of New South Wales occupational therapy clinicians toward collective bargaining for themselves and occupational therapy academics. Data were collected using a mailed survey instrument that included scales measuring attitudes toward collective bargaining and collecting demographic data. New South Wales clinicians are supportive of collective bargaining in general for both them selves and academic occupational therapists. They are, however, not sup portive of strike action for themselves even over serious professional issues. Level of education was found to correlate with scores on the clinical collec tive bargaining subscale. The decrease in health care dollars in the Australian public health sector is having, and will continue to have, a marked impact on the delivery of occupational therapy (OT) services [1]. Occupational therapy authors have called on the profes sion to become more politically active within the health care sector to maximize their influence over decision makers and secure the position of the profession within the public sector [2, 3]. The restructuring of the public health care system in the state of New South Wales has resulted in various levels of representation across sections of the system. The level of representation achieved has depended on the extent to which occupational therapists, in conjunction with other allied health professionals, have been able to push for management structures within their areas to ensure they are •This research was supported by a grant from the Occupational Therapists' Vocational Branch of the NSW Public Service Association.
{"title":"Occupational Therapy Clinicians' Attitudes Toward Collective Bargaining in New South Wales, Australia","authors":"S. Griffin","doi":"10.2190/BE05-EGB8-EUCW-EXQ6","DOIUrl":"https://doi.org/10.2190/BE05-EGB8-EUCW-EXQ6","url":null,"abstract":"This article presents the results of an investigation of the attitudes of New South Wales occupational therapy clinicians toward collective bargaining for themselves and occupational therapy academics. Data were collected using a mailed survey instrument that included scales measuring attitudes toward collective bargaining and collecting demographic data. New South Wales clinicians are supportive of collective bargaining in general for both them selves and academic occupational therapists. They are, however, not sup portive of strike action for themselves even over serious professional issues. Level of education was found to correlate with scores on the clinical collec tive bargaining subscale. The decrease in health care dollars in the Australian public health sector is having, and will continue to have, a marked impact on the delivery of occupational therapy (OT) services [1]. Occupational therapy authors have called on the profes sion to become more politically active within the health care sector to maximize their influence over decision makers and secure the position of the profession within the public sector [2, 3]. The restructuring of the public health care system in the state of New South Wales has resulted in various levels of representation across sections of the system. The level of representation achieved has depended on the extent to which occupational therapists, in conjunction with other allied health professionals, have been able to push for management structures within their areas to ensure they are •This research was supported by a grant from the Occupational Therapists' Vocational Branch of the NSW Public Service Association.","PeriodicalId":371129,"journal":{"name":"Journal of Individual Employment Rights","volume":"58 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130288295","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1900-01-01DOI: 10.2190/27R7-P69K-EN6U-3URG
P. Staudohar
This article examines the concept of industrial democracy as it applies to individual rights in the workplace. Although emphasis is placed on the development of rights, it is necessary to develop also the notion of job duties and obligations. Just as a citizen under a politically democratic system is expected to fulfill certain duties, so is an employee expected to perform at a reasonable level of competence. The difficulty of reconciling fairness with efficiency is recognized in the article. Participative management, a modern example of industrial democracy, is discussed as having potential for creating a more egalitarian workplace while at the same time increasing work output and quality. Beginning a new journal is an exciting venture, especially when its area of coverage is so important to working people. The editors should be applauded for their conception of the Journal of Individual Employment Rights and for carefully planning this inaugural issue. It will be interesting to see the Journal evolve. My sense is that it will become an increasingly valuable resource to both scholars and practitioners. It seems likely that in the years ahead new topics will be explored which we have little if any notion of today. Such is the dynamic nature of laws and institutional arrangements affecting the employment field. In considering topics that might be addressed in this and future issues of the Journal, I tried to envision the ballpark of individual employment rights. What are the areas about which authors might be concerned? How can contrasting views of appropriate policies be reconciled? Who stands to gain and lose as a result of the application of rights? The following remarks are brief but hopefully stimulative of thought about the philosophical and research directions that authors might pursue.
{"title":"The Elements of Industrial Democracy","authors":"P. Staudohar","doi":"10.2190/27R7-P69K-EN6U-3URG","DOIUrl":"https://doi.org/10.2190/27R7-P69K-EN6U-3URG","url":null,"abstract":"This article examines the concept of industrial democracy as it applies to individual rights in the workplace. Although emphasis is placed on the development of rights, it is necessary to develop also the notion of job duties and obligations. Just as a citizen under a politically democratic system is expected to fulfill certain duties, so is an employee expected to perform at a reasonable level of competence. The difficulty of reconciling fairness with efficiency is recognized in the article. Participative management, a modern example of industrial democracy, is discussed as having potential for creating a more egalitarian workplace while at the same time increasing work output and quality. Beginning a new journal is an exciting venture, especially when its area of coverage is so important to working people. The editors should be applauded for their conception of the Journal of Individual Employment Rights and for carefully planning this inaugural issue. It will be interesting to see the Journal evolve. My sense is that it will become an increasingly valuable resource to both scholars and practitioners. It seems likely that in the years ahead new topics will be explored which we have little if any notion of today. Such is the dynamic nature of laws and institutional arrangements affecting the employment field. In considering topics that might be addressed in this and future issues of the Journal, I tried to envision the ballpark of individual employment rights. What are the areas about which authors might be concerned? How can contrasting views of appropriate policies be reconciled? Who stands to gain and lose as a result of the application of rights? The following remarks are brief but hopefully stimulative of thought about the philosophical and research directions that authors might pursue.","PeriodicalId":371129,"journal":{"name":"Journal of Individual Employment Rights","volume":"3 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126446890","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1900-01-01DOI: 10.2190/GQJK-5P4M-QRPW-5Y3X
Kenneth H. Ryesky
Like other members of the public, those employed by the federal and state governments have personal tax filing and payment obligations. Government agencies seem to hold public employees and officers to enhanced standards in the discharge of their personal tax obligations. The degree and extent to which the tax obligations are so enhanced is dependent on several factors, including the government agency to which the employee reports, the employee's duties, the employee's rank within the agency, and other circumstances relevant to the employee in question. Tax collection agencies such as the Internal Revenue Service generally impose the most stringent tax compliance stand ards on their employees. The enhanced tax obligations must be viewed in light of the employees' personal rights. As the tax law grows increasingly complex, the tax obligations of public employees can be expected to be called to question with increasing frequency, raising concerns for public employer and employee alike. The Internal Revenue Code (IRC) clearly and unequivocally requires individuals whose income exceeds a relatively low threshold to file their federal income tax returns in a timely manner [1, 2]. Failure to do so can lead to significant conse quences, both civil [3] and criminal [e.g., 4-5]. Most states have analogous requirements [e.g., 6-8]. The American system of income taxation is based on self-assessment in the initial filing of the return and calculation of the tax [9]. Such a system can operate only through the enforcement of "strict filing standards" [10]. Truthfulness on the part of the taxpayer is most imperative [11-13].
{"title":"Above and Beyond the Call of Duty: Enhanced Tax Obligations of the Public Employee","authors":"Kenneth H. Ryesky","doi":"10.2190/GQJK-5P4M-QRPW-5Y3X","DOIUrl":"https://doi.org/10.2190/GQJK-5P4M-QRPW-5Y3X","url":null,"abstract":"Like other members of the public, those employed by the federal and state governments have personal tax filing and payment obligations. Government agencies seem to hold public employees and officers to enhanced standards in the discharge of their personal tax obligations. The degree and extent to which the tax obligations are so enhanced is dependent on several factors, including the government agency to which the employee reports, the employee's duties, the employee's rank within the agency, and other circumstances relevant to the employee in question. Tax collection agencies such as the Internal Revenue Service generally impose the most stringent tax compliance stand ards on their employees. The enhanced tax obligations must be viewed in light of the employees' personal rights. As the tax law grows increasingly complex, the tax obligations of public employees can be expected to be called to question with increasing frequency, raising concerns for public employer and employee alike. The Internal Revenue Code (IRC) clearly and unequivocally requires individuals whose income exceeds a relatively low threshold to file their federal income tax returns in a timely manner [1, 2]. Failure to do so can lead to significant conse quences, both civil [3] and criminal [e.g., 4-5]. Most states have analogous requirements [e.g., 6-8]. The American system of income taxation is based on self-assessment in the initial filing of the return and calculation of the tax [9]. Such a system can operate only through the enforcement of \"strict filing standards\" [10]. Truthfulness on the part of the taxpayer is most imperative [11-13].","PeriodicalId":371129,"journal":{"name":"Journal of Individual Employment Rights","volume":"10 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126268825","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1900-01-01DOI: 10.2190/D3XU-6LBE-43HR-KRKJ
C. F. Cohen, A. Balfour
ABSTRACT Although employers have considerable rights to regulate employee appear ance, their policies must comply with Title VII. Emerging fashion trends in tattoos, hairstyles, and body piercing present potential challenges to such codes. An analysis of Title VII challenges to employer dress codes is presented. Differences between the application of Title VII to appearance codes and other equal employment issues are noted. The effect of current law on emerging issues is discussed and recommendations for legal compliance are made.
{"title":"Emerging Issues in Title vii and Employment Appearance Codes","authors":"C. F. Cohen, A. Balfour","doi":"10.2190/D3XU-6LBE-43HR-KRKJ","DOIUrl":"https://doi.org/10.2190/D3XU-6LBE-43HR-KRKJ","url":null,"abstract":"ABSTRACT Although employers have considerable rights to regulate employee appear ance, their policies must comply with Title VII. Emerging fashion trends in tattoos, hairstyles, and body piercing present potential challenges to such codes. An analysis of Title VII challenges to employer dress codes is presented. Differences between the application of Title VII to appearance codes and other equal employment issues are noted. The effect of current law on emerging issues is discussed and recommendations for legal compliance are made.","PeriodicalId":371129,"journal":{"name":"Journal of Individual Employment Rights","volume":"2 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126456519","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1900-01-01DOI: 10.2190/7256-VEWK-YHY1-EMXQ
C. Koen, W. P. Galle
{"title":"Tenure and Promotion Policies in Colleges and Universities: Confidentiality and Defamation in Peer Reviews","authors":"C. Koen, W. P. Galle","doi":"10.2190/7256-VEWK-YHY1-EMXQ","DOIUrl":"https://doi.org/10.2190/7256-VEWK-YHY1-EMXQ","url":null,"abstract":"","PeriodicalId":371129,"journal":{"name":"Journal of Individual Employment Rights","volume":"11 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116081884","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1900-01-01DOI: 10.2190/RXG0-YEK7-UW5N-NLJX
J. Wright
Self-employment dependency varies drastically between national origin groups living in the United States. Prejudicial feelings against some nations of origin make it more difficult for some immigrants or ethnics to bypass employment hierarchies that force them out of the traditional occupational structure; religion can also form strong barriers to employment. The result is that groups who face high levels of discrimination choose to form their own businesses at inordinately high rates. It is also true that within ethnic economic enclaves socially unpopular subgroups are placed at an economic disadvantage. This situation makes the rate of self-employment a key indi cator of ethnic economic discrimination. This article investigates the role of social distance in promoting self-employment among Americans with Lebanese, Palestinian, and Syrian ethnicity or national backgrounds. Borjas and others argued that immigration is a self-selecting process wherein motivated people relocate and excel via self-employment in the host country [1]. This cycle makes "the context of the migration decision itself is important for understanding labor-market outcomes for immigrants, [. . . including] edu cation, . . . national origin, . . . time of migration [2, p. 987] and indicates that *This article is a revised version of a lecture delivered to the Mellon Foundation post-graduate seminar on racial and ethnic economic inequality at the University of North Carolina at Chapel Hill. The author would like to thank William J. Darity, and Dr. Gary S. Becker for his notes on this research.
居住在美国的不同国籍群体对自营职业的依赖程度差别很大。对某些原籍国的偏见使一些移民或族裔更难以绕过迫使他们脱离传统职业结构的就业等级制度;宗教也会对就业构成强大的障碍。其结果是，面临严重歧视的群体选择以高得离谱的比率创办自己的企业。在少数民族经济飞地内，社会上不受欢迎的子群体在经济上处于不利地位，这也是事实。这种情况使个体就业率成为民族经济歧视的一个重要指标。本文调查了社会距离在黎巴嫩、巴勒斯坦和叙利亚种族或民族背景的美国人中促进自营职业的作用。Borjas等人认为，移民是一个自我选择的过程，在这个过程中，有动力的人通过在东道国自主创业而重新安置并脱颖而出[1]。这种循环使得“移民决策本身的背景对于理解移民的劳动力市场结果很重要，[…]包括]教育，…国籍，……这篇文章是在北卡罗来纳大学教堂山分校梅隆基金会研究生研讨会上发表的一篇关于种族和民族经济不平等的演讲的修订版。作者要感谢William J. Darity和Gary S. Becker博士对这项研究的注释。
{"title":"Economic Inequality and the Choice of Self-Employment among Americans of Lebanese, Palestinian, and Syrian Ethnic Descent","authors":"J. Wright","doi":"10.2190/RXG0-YEK7-UW5N-NLJX","DOIUrl":"https://doi.org/10.2190/RXG0-YEK7-UW5N-NLJX","url":null,"abstract":"Self-employment dependency varies drastically between national origin groups living in the United States. Prejudicial feelings against some nations of origin make it more difficult for some immigrants or ethnics to bypass employment hierarchies that force them out of the traditional occupational structure; religion can also form strong barriers to employment. The result is that groups who face high levels of discrimination choose to form their own businesses at inordinately high rates. It is also true that within ethnic economic enclaves socially unpopular subgroups are placed at an economic disadvantage. This situation makes the rate of self-employment a key indi cator of ethnic economic discrimination. This article investigates the role of social distance in promoting self-employment among Americans with Lebanese, Palestinian, and Syrian ethnicity or national backgrounds. Borjas and others argued that immigration is a self-selecting process wherein motivated people relocate and excel via self-employment in the host country [1]. This cycle makes \"the context of the migration decision itself is important for understanding labor-market outcomes for immigrants, [. . . including] edu cation, . . . national origin, . . . time of migration [2, p. 987] and indicates that *This article is a revised version of a lecture delivered to the Mellon Foundation post-graduate seminar on racial and ethnic economic inequality at the University of North Carolina at Chapel Hill. The author would like to thank William J. Darity, and Dr. Gary S. Becker for his notes on this research.","PeriodicalId":371129,"journal":{"name":"Journal of Individual Employment Rights","volume":"26 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116245264","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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