d Steel workers of America at a plant in Gramercy, Louisiana. There were no skilled black craftsmen at the plant, and a voluntary Affirmative Action plan was developed to avoid the possibility of litigation by black employees into the company. Even though no past discrimination by the Kaiser Company had ever been proven. Under the agreement, half the slots for in-plant craft training programs were reserved for black employees until the proportion of Blacks in the local labor force. Weber, a white denied admission to the training program, claimed that because this rule it set up a specific quota, it constituted racial discrimination in violation of Title VII. Title VII states that an employer cannot be ! required to give preferencetial treatment to any racial group because of a racial imbalance in the workforce. This case shows that even it is impossible to discriminate against white males just because a company must meet a quota. History has shown that discrimination has and always will be a problem as long as society remains ignorant of its existence. Still many people believe that discrimination in the workplace is not as bad as the politicians and Service Commissions, such as Fair Employment Practice Community and Office of Federal Contract Compliance in the Department of Labor, make it out to be. In Stelle v. Louisville & Nashville Railroad, a union and an employer had agreed on a contract under which Blacks opportunities for employment as firemen had been restricted. Griggs v. Duke Power Co. Black employees of the Duke Power Company of North Carolina stated that employees needed to meet certain requirements: Employees need to have a high school diploma or and an acceptable grade on an intelligence test for both new employees and job transfers (Janosik 1205). In many cases these tests were used to weed out any Black employment opportunity, for these tests were biased and not reasonably related to the abilities or skills necessary fo...
