Word: making
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Dates: during 1980-1989
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THINK, Mr. Carswell (wherever you are), think, all of you: imagine the situation of your grader. (Unless, of course he is of the Wheatstone Bridgedouble differential CH3C6H2 (NO2)3 set. These people are mere cogs; automata; they simply feel to make sure you have punched the right holes. As they cannot think, they cannot be impressed; they are clods. The only way to beat their system is to cheat.) In the humanities and social sciences, it is well to remember, there is a man (occasionally a woman), a human type filling out your picture postcard. What does he want...
...encounter; and as they pile up, we decide C- (Harvard being Harvard, one does not give D's. Consider C- a failure). Why? Not because they are a sign the student does not know the material, or hasn't thought creatively, or any of that folly. They simply make tedious reading. "Locke is a transitional figure." "The whole thing boils down to human rights." Now I ask you, I have 92 bluebooks to read this week, and all I ask, really, is that you keep me awake. Is that so much...
...have rejected Hopkins' partnership bid based on purely nondiscriminatory factors. "At this point," noted Justice Sandra Day O'Connor, "the employer may be required to convince the fact finder that, despite the smoke, there is no fire." The court's decision to shift the burden to the employer should make it easier for many employees to win Title VII cases, which also bar job discrimination on the basis of race, religion and national origin...
Hopkins, who is now a senior budget officer at the World Bank, declared herself "absolutely delighted" by the court's decision. "It's an important and significant win for women," said Marcia Greenberger, managing attorney of the National Women's Law Center in Washington. "This will make a real difference to women who are trying to rise to the top of their professions." A contrary ruling, said some scholars, would have meant an almost insurmountable burden of proof for many plaintiffs in employment cases...
...result of the court's ruling, say legal experts, is that firms will be under pressure to root out bias among individuals making important personnel decisions. "The court is saying to employers they should examine their processes and make sure they have objective standards," says Douglas McDowell of the Equal Employment Advisory Council. "Supervisors must be properly trained to ensure that race and sex aren't part of the decision- making process." Such changes in attitude may already be under way at Price Waterhouse. Referring to the embarrassing publicity generated by this case, Kathryn Oberly, an attorney for Price Waterhouse...