Discrimination and Affirmative Action

Paper Summary:

The paper discusses how the federal law calls for federal employers to set up a plan of action in order to institute the requirements and specifics with regard to hiring disabled veterans. The paper examines these regulations and their impact on disabled veterans. The paper also discusses the employment of women and minorities and what would constitute an under-utilization of these sectors.

From the Paper:

"Meanwhile, the definition of what the federal government has put forward as far as disabled veterans getting opportunities is spelled out in Title 5, the Code of Federal Regulations, Part 720, subpart C, the Disabled Veterans Affirmative Action Program (DVAAP). Let's establish out front that hiring decisions are made on a case-by-case basis in most government and private industry situations. Just because a man or woman walks into a federal work site and is 35% disabled, doesn't guarantee that person a job over another person. It may be that the veteran who is disabled knows nothing whatsoever about technology and computers, and the job requires some competency in those fields - plus no training is available."

Sample of Sources Used:

• Bergmann, Barbara. (1996). In Defense of Affirmative Action. New York: Basic Books, 42-47.
• Bonneville Power Administration. (2004). Disabled Veteran's Affirmative Action Program Plan. Retrieved 12 Dec. 2006 from http://www.jobs.bpa.gov/How_To_Apply/disabledaction.cfm.
• U.S. Department of Agriculture. (2001). Disabled Veterans Affirmative Action Plan. Retrieved12 Dec. 2006 from http://www.usda.gov/da/employ/VETPLAN.01.htm.
• U.S. Department of Labor. (2002). Employment Standards Administration / Office of FederalContract Compliance Programs. Retrieved 13 Dec. 2006 from http://www.dol.gov.esa.
• United States Office of Personnel Management. (2006). Report to Congress: The Employment Of Veterans in the Federal Government in FY 2005. Retrieved 12 Dec. 2006 fromhttp://www.opm.gov.

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