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> According to the EEOC, you're correct, unless that thinking or
> preference is made known.
>
>http://www.eeoc.gov/abouteeo/overview_practices.html
>
> > On 9/26/06, John Posada <jposada01 -at- yahoo -dot- com> wrote:
> > I don't think she has. Discrimination is the act of
> > discriminating.
> > There's no law against thinking or preferences, only the act of
> > performing it. As long as once a resume was in her hands he
> > treated it equally with the others, what law has she broken?
I think the to key items are:
employment decisions based on stereotypes or assumptions about the
abilities, traits, or performance....; and
denying employment opportunities to a person because of marriage to,
or association with, an individual of a particular race, religion,
national origin,....
Both of these are results based. If I really hate a demographic on
the inside, and I even let people know my personal prefrence, but as
an officer of the corporation make all decisions fairly, and I don't
deny anything to anybody even if I can't stand the ground they walk
on, I've broken no law. I may not be a great person, but I'm still OK
legally.
John Posada
Senior Technical Writer
"I think the problem, to be quite honest with you, is that you've never actually known what the question is."
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