LaWy~rs and the Legal Rights Movement

This paper is part of a much broader study of the Legal Rights Movement, in which I am collaborating with Joel Handler, Jack Ladinsky, and Ellen Jane Hollingsworth. I am grateful to them for their extensive work on all phases of the project and for their advice on the present paper. As always I am indebted to Irene Rodgers for her very capable research assistance. This project is supported by funds granted to the Institute for Research on Poverty at. the University of Wisconsin by the Office of Economic Opportunity pursuant to the Economic Opportunity Act This paper analyzes the social background characteristics of lawyers in the OED Legal Services Program in 1967, in terms of hypotheses drawn from both the LSP literature and the student protest literature. Contrary to expectations, lawyers in the LSP in 1967 were not more likely to come from elite social or educational backgrounds, and did not primarily grow up in liberal families

Violence by blacks and low-income whites : some new evidence on the subculture of violence thesis /

Bibliography: p. 22-28.Mode of access: Internet

The effect of social reform organizations on the subsequent careers of participants : a follow-up study of early participants in the OEO legal services program /

Bibliography: 39-44.Mode of access: Internet

Internal dispute resolution: The transformation of civil rights in the workplace

Many employers create internal procedures for the resolution of discrimination complaints. We examine internal complaint handlers ' conceptions of civil rights law and the implications of those conceptions for their approach to dispute resolution. Drawing on interview data, we find that complaint handlers tend to subsume legal rights under managerial interests. They construct civil rights law as a diffuse standard of fairness, consistent with general norms of good management. Although they seek to resolve complaints to restore smooth employment relations, they tend to recast discrimination claims as typical managerial problems. While the assimilation of law into the management realm may extend the reach of law, it may also undermine legal rights by deemphasizing and depoliticizing workplace discrimination. Civil rights law, in particular Title VII of the 1964 Civil Rights Act (Title VII), creates administrative and legal channels for redressing complaints regarding equal employment opportunity and affirmative action (EEO/AA). [FN1] Employers cannot forbid employees to use these formal legal channels to express their EEO/AA complaints, but they can encourage employees to use internal complaint procedures in an attempt to satisfy complainants and to insulate the employer from lawsuits, liability, and intervention by regulatory agencies