of Title VII, noted by the court majority, is to provide appropriate compensation for those injured because of discrimation in the workplace. Even though the court ruled that awarding a minority who has been discriminated against is acceptable, it might not be so in some cases, so compenstating minorities for past discriminatory action upon them by some other company would not apply, but if a company does discrimate against someone, the person that they discriminate against is applicable for compensation. After the mid-1970's an increasing number of Burger Courts cases involved the widely debated issue of Affirmative Action in employment (Janosik 1210). Society must realize that Affirmative Action plans is rather a safety net to prevent discriminatory acts against non whites males than just a method of employing minorities and women into the workforce there is substantial evidence of the countinuing veritical and horizontal occupational segregation between men, women and minorities( Webb 533). Yet many people against Affirmative Action see Affirmative Action plans and Executive orders as an advantage that is given to minorities and woment by the Federal Government and that is why they cannot see Affirmative Action plans and executive orders as safety nets for women and minorities. Those opposed to the idea of affirmative action feel that affirmative action is actually reversed discrimination at work; but a recent study by Alfred Blumorosen, a professor at Rutgers University law school, found that only a few dozen reported cases of reverse discrimination in federal courts over the past four years, most of which were rejected by the courts. (America Online 1). These same people also feel that Affirmative Action leads to lower standards of education needed to work, this is totally untrue. Affirmative action plans are not placing people in job that they are not qualified for. The people that are given job by Affirmative Action plans have ...
