Biological monitoring: the employer's dilemma

The industrial workplace contains many potential health hazards that not only can cause great harm to workers, but also can destroy the employers' economic stability. Often these hazards are documented and dealth with, but frequently they are unknown. When health-conscious employers monitor the physical well-being of their employees in an effort to avoid the terrible personal and economic costs these hazards can produce, they may be supplying their employees with the documentation necessary to recover financially for their industrial illnesses. This Article analyzes this dilemma confronting employers. It describes the many factors employers must consider when deciding whether to institute a monitoring process that takes full advantage of technological developments in medical care. The Article suggests an approach employers may take until some of the disincentives surrounding the implementation of monitoring are removed.     

Compliance Motivations: Affirmative and Negative Bases

This research addresses affirmative and negative motivations for compliance with social and environmental regulations. Affirmative motivations emanate from good intentions and a sense of obligation to comply. Negative motivations arise from fears of the consequences of being found in violation of regulatory requirements. The relevance of these is examined for data concerning the motivations of homebuilders to comply with requirements of building codes. The findings highlight the importance of affirmative motivations for situations such as homebuilding for which regulation is better characterized as fulfillment of a social contract than solely as compliance with enforced directives.     

检察机关提起行政公益诉讼的法律思考

行政的本质属性是公共性,这种特性决定了一切行政活动应当依法进行并以促进和维护公共利益为己任。如果行政权背离这一目标,必须运用包括诉讼在内的手段予以救济。检察机关作为专门的法律监督机关,是公共利益的代言人。为了普遍的公共利益而维护法律,由检察机关提起行政公益诉讼具有理论和现实意义上的必要性、可行性。     

Justifying Affirmative Action: Perception and Reality

This article surveys developments in United Kingdom law and policy which require, permit or are more accommodating towards, the use of affirmative action. It then considers the various justifications that can be used in support of affirmative action and their philosophical and political strengths and weaknesses. Finally, it advocates a strategic approach to the justification and use of affirmative action, taking account of relevant political, contextual, pragmatic, and practical considerations.     

Employee assistance programs: an employer's guide to emerging liability issues

Increasing numbers of employers are implementing employee assistance programs (EAPs) designed to assist employees with personal issues that affect their work performance. Studies show that EAPs can dramatically increase employee productivity, but the benefits from EAPs have been accompanied by a less welcome development: lawsuits filed against employers by employees who allege that they suffered harm in the course of obtaining services through their employers' EAPs. Although the potential for liability will always exist, the employer that adheres to certain guidelines will be able to minimize its risk and make its EAP well worth the investment.     

Sources of Stigma: Analyzing the Psychology of Affirmative Action

Numerous speculations exist about the psychological implications of affirmative action. One of the notions most prevalent among policy analysts is that affirmative action is stigmatizing and consequently is psychologically harmful to beneficiaries. In this article, the policy-analytic vision which leads to this conclusion is shown to have strong parallels with a particular interpretation of the formal social psychological framework known as Equity Theory. Flaws in both the policy analytic and the equity theory visions are highlighted through a reconceptualization of the policy in terms of the theory of Procedural Justice. The general argument is that psychological reactions to affirmative action are linked to the actual structure and perceived fairness of the procedures used to implement the policy. A review of the psychological research on the outcomes of affirmative action based on equity theory and procedural justice shows that psychological responses to the policy depend on the nature of policy-procedures. Since affirmative action procedures do vary and also seem to have legal bearing, it is argued that in order to develop an understanding of the psychology of the policy that is both valid, and relevant to policy design, a procedural justice conceptualization is necessary.     

Critical Mass for Affirmative Action: Dispersing the Critical Cloud

The concept of critical mass has been invoked by social scientists and the Supreme Court in affirmative action decisions as a solution to problems related to underrepresentation of minority students in institutions of higher education. Little distinction is made by scholars between the Court's use of critical mass as a metaphor and its application in research as a mathematical concept. I use Agent‐Based Modeling—a simulation technique in which systems are modeled through repetitive interaction of autonomous decision‐making “agents” to observe the complex dynamics that emerge from interaction—to investigate the Supreme Court's conception of the relationship between student‐body composition and student isolation and stereotyping. Findings demonstrate that the relationship between student body representation and the educational outcomes of interest as detailed by the Court, specifically minority students' feeling of isolation and majority students' retention of negative stereotypes, does not exhibit a specific threshold or tipping point as we would expect from a system that has a critical mass at which sudden and sustainable change in the state of the system occurs. Simulations of student interactions show there is not one definable threshold or critical mass of minority students that achieves educational goals of reducing either the isolation felt by minority students or the negative stereotypes held by majority students about their minority peers. Instead, greater minority representation is consistently associated with better outcomes for students in all contexts.     

Affirmative Action in the Legal Profession

This article examines whether the legal profession should use quotas and decision-making preferences in recruitment and promotion in favour of women, ethnic minorities, and those from socially disadvantaged backgrounds. It argues that this is necessary to eradicate current patterns of discrimination and disadvantage. It also argues that quotas and decision-making preferences do not necessarily conflict with appointment or promotion on merit, and hence that consequent unfairness to other applicants is more apparent than real. Moreover, any potential stigmatization of the beneficiaries of affirmative action is outweighed by the advantages in reversing the under-representation of women, ethnic minorities, and those from socially disadvantaged background, thereby challenging perceptions of their inferior qualities as lawyers. Finally, practical problems in the implementation of affirmative action are considered and argued to be insufficiently serious to stand in the way of its introduction.     

Affirmative duties and the limits of self-sacrifice

American criminal law reflects the absence of any general duty of Good Samaritanism. Nonetheless, there are some circumstances in which it imposes affirmative duties to aid others. In those circumstances, however, the duty to aid is canceled whenever aiding subjects the actor to a certain level of risk or sacrifice, a level that can be less than the risk or sacrifice faced by the beneficiary if not aided. In this article, I demonstrate that this approach to limiting affirmative duties to aid encounters the same problem of moral arbitrariness as does a moral catastrophe override of deontological side-constraints.     

Affirmative Action in Women's Employment: Lessons from Canada

The use of affirmative action to increase women's representation in employment is recognized under European Community law. The European Court of Justice has identified affirmative action permissible under EC law and what constitutes reverse discrimination, deemed incompatible with the equal treatment principle. Despite these developments, gendered occupational segregation — vertical and horizontal — persists in all member states as evidenced by enduring pay gaps. It is widely argued that we now need national measures which take advantage of the appropriate framework and requisite political will which exists at the European level. Faced with a similar challenge, the Canadian government passed the Employment Equity Act 1986 which places an obligation on federal employers to implement employment equity (affirmative action) by proactive means. Although subject to some criticism, there have been some improvements in women's representation since its introduction. This article assesses what lessons might be learned from Canada's experience.     

Legal Ambiguity and the Politics of Compliance: Affirmative Action Officers' Dilemma

Equal employment opportunity and affirmative action mandates, like many other laws regulating organizations, do not clearly define what constitutes compliance. Thus compliance depends largely on the initiative and agenda of those persons within organizations who are charged with managing the compliance effort: in the case of civil rights, "affirmative action officers." This paper draws on case studies of affirmative action officers to suggest that the political climate within which affirmative action officers work, together with the officers' interpretations of the law, their role conceptions, and their professional aspirations have important implications for the nature and extent of organizational compliance with law. We conclude that compliance should be understood as a process that evolves over time rather than as a discrete event or non-event.