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Originally posted by whozit:
It was a PERSON in a white tee shirt, jeans and sneakers! He shouldn't be hard to find right?

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Originally posted by AURaptor:

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Originally posted by whozit:
It was a PERSON in a white tee shirt, jeans and sneakers! He shouldn't be hard to find right?

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Had to fix that for ya. Claiming the suspect was a " guy " could be viewed as chauvinistic, and bigoted, as the individual may not have actually CHOSEN the sex by which they want to be identified. They tyranny of you trying to impose on this person a specific sex, according to YOUR standards, is narrow minded.



Kinda like "Murder on the Orient Express", EVERYONE'S a suspect.


Fathom the hypocrisy of a government that requires every citizen to prove they are insured... but not everyone must prove they are a citizen

Resident USA Freedom Fundie

" AU, that was great, LOL!! " - Chrisisall

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Originally posted by AURaptor:
Where to begin ?

- NYC Police May Soon Be Allowed to Describe Suspects Only by Their Clothes

http://moonbattery.com/?p=32007


- U.S. employment commission: Some criminal background checks are racist

The U.S. Equal Opportunity Employment Commission (EEOC) filed lawsuits on Tuesday alleging that automaker BMW and budget grocery store chain Family Dollar discriminated against African American employees and applicants by denying them work based upon the results of criminal background checks.

http://www.rawstory.com/rs/2013/06/12/u-s-employment-commission-some-c
riminal-background-checks-are-racist/

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Originally posted by Jongsstraw:

As to the EEOC I'm quite familiar with those criminal background and drug tests for new applicants. For me, hiring a new employee was usually a squirrely proposition. You always had to be aware of potential personal or Govt. lawsuits. The whole thing used to give me stomach aches.

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In fact, this bill would re-affirm the existing ban on illegal racial profiling by police, expand the class of protected groups, and provide previously unavailable avenues to litigation for civil rights abuses in state court. What the bill by its own terms explicitly would not do - contrary to the ad's depiction of a blindfolded police officer - is prohibit police from continuing to use race or any of the other protected group characteristics as part of a suspect's description. Rather, race and these other criteria cannot be the sole "determinative" factor proffered for a police stop of an individual, consistent with existing law. Absent other reasonable suspicion for the encounter, utilizing race alone as the reason for the police stop has long been illegal.

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The agency said in an advisory that while background checks themselves are not racist, they way they were applied — without individual consideration for each case — is.

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It was a PERSON in a white tee shirt, jeans and sneakers! He shouldn't be hard to find right?

Had to fix that for ya. Claiming the suspect was a " guy " could be viewed as chauvinistic, and bigoted, as the individual may not have actually CHOSEN the sex by which they want to be identified. They tyranny of you trying to impose on this person a specific sex, according to YOUR standards, is narrow minded.

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"IT shouldn't be hard to find".

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In one case, a 14-year employee of a BMW facility in South Carolina was fired over a misdemeanor that was on the books for more than 20 years. In another, an applicant to Dollar General disclosed a drug arrest six years earlier and was offered the job, only to see it revoked once the criminal background check went through. A third complaint alleged that Dollar General rejected an applicant based upon inaccurate information contained in a background check and stood by the decision even after the record was corrected.

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More than 90 percent of employers in the U.S. rely on criminal background and credit checks to screen employees, The Wall Street Journal noted. The EEOC recommends that employers not solely rely upon the data from the background checks, and that consideration be given to individual workers and applicants, along with the nature of their crime and how long ago it occurred.

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According to the EEOC’s 2012 guidelines, employers have to watch out for biased statements about workers or applicants by their hiring managers

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committing inconsistencies in the hiring process

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and any major racial imbalance in their workforce statistics, or they could be in violation of the law.

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