🚀 go-pugleaf

In article <4k61vq$j5a@news.internetmci.com>, Chuck Kelley <chuckkelley@internetMCI.COM> writes:
> This is why that I think this is on topic.  When you add sexual 
> preference to the list of other AA checklist that the government gets 
> involved in making sure there is no discrimination, then it seems to me 
> that you are asking to request AA for GLB folks.

Anti-discrimination legislation absolutely does not add any group to an
affirmative action check-list.  I really see no connection here at all.
Can you give some concrete information on the connection between anti-
discrimination laws and affirmative action checklists?  Or between enforcement
of such laws and the EEOC, for that matter?

Why I am against sexual 
> preference as poart of the AA checklist is there are very few cases that 
> win discrimination suits without proper documentation on how many other 
> employees are of that "persuasion" (persuasion meaning the list of 
> government watched items and is not meant as derogatory at all -- I could 
> not think of another word).  You are right, I know of no companies that 
> keep records of peoples sexual preference.  In fact, if companies were to 
> ask that, my guess would be that the GLB lobby and watchdog groups would 
> be extremely angry and call for a boycott of those products.  Media 
> circus would soon follow and probably the government would say that you 
> can not ask those questions.  If this is the case, then how can a company 
> defend itself against lawsuits?

If there is no affirmative action, there is no reason to keep statistics.
Companies can defend themselves against lawsuits by keeping adequate
documentation on employee performance to ensure reason for termination
can be proven to be something other than sexual orientation.  Such documentation
is crucial to running a business.  Without adequate documentation of reasons
for dismissal, any number of lawsuits can be argued plausibly.

Note:  There are several states and localalities in which anti-gay
discrimination is currently illegal.  I have worked in two of these states, and
one of these cities.  In *none* of these places have I seen evidence of
employers going to any extreme means to avoid lawsuits.  In fact, they
haven't had to change their procedures one bit, since documentation of
worker performance has already been needed to avoid problems in so many other
areas.

> 
> Although I did vote for A2, after reading this newsgroup I become more 
> against A2.  It was not written fairly.  However, I still do not believe 
> that adding sexual preference to the list of discrimination is something 
> that I like and I will continue to fight it.  Please do not say that I am 
> a hateful person.

I wouldn't say that based on what you've written.  I do think you're
still misguided, though.  Glad to hear you wouldn't make the same mistake
and vote for A2 again.

> When I heard that my favorite restaurant 
> fired all the gay employees because they were gay (Cracker Barrell did 
> that a number of years ago), I have never eaten there since, and I tell 
> everyone that I will never eat there again and I will never eat there 
> again.

Good example.  In this case, the employee had no legal recourse, and may
still be unemployed for all I know.  Your not eating there is honorable, but
has little effect on the damage to the fired gay person.

> 
> I do not know the answer on how to solve this problem, but I really 
> believe that adding it to the AA list is not the right way.  I think the 
> government should stay out of what people decide to do in the privacy of 
> their own home (or at least what people agree to do).
> 

Yes, adding sexual orientation to AA lists is not the answer.  But anti-
discrimination legislation (or at least the right of a group to work toward
such legislation) speeds up change toward having fairer employers.

d.

-- 
--------------------------------------------------------------------------
David Ensign        dave5@advtech.uswest.com        (303) 541-7034 (voice)
                  U S WEST Advanced Technologies    (303) 541-6773 (fax)
                  4001 Discovery Drive Suite 320
                        Boulder, CO  80303