Kennedy’s Executive Order (E.O.) 10925 used affirmative action for the first time by instructing federal contractors to take “affirmative action to ensure that applicants are treated equally without regard to race, color, religion, sex, or national origin.” Created the Committee on Equal Employment Opportunity. 1964.

Sandford, legal case in which the U.S. Supreme Court on March 6, 1857, ruled (7–2) that a slave (Dred Scott) who had resided in a free state and territory (where slavery was prohibited) was not thereby entitled to his freedom; that African Americans were not and could never be citizens of the United States; and that …

In 1846, after laboring and saving for years, the Scotts sought to buy their freedom from Sanford, but she refused. Dred Scott then sued Sanford in a state court, arguing that he was legally free because he and his family had lived in a territory where slavery was banned.

On April 6th, 1846, Dred Scott and his wife Harriet filed suit against Irene Emerson for their freedom. Louis who opposed slavery had encouraged Scott to sue for his freedom on the grounds that he had once lived in a free territory.

Peter Blow’s sons, childhood friends of Scott, had helped pay Scott’s legal fees through the years. After the Supreme Court’s decision, the former master’s sons purchased Scott and his wife and set them free. Dred Scott died nine months later.

The idea behind Affirmative Action requirements is that, by promoting interactions across people of different groups, stereotypes against minority groups will decrease, and thus, in the long run, so will discrimination.

President John F. Kennedy issues Executive Order 10925, which creates the Committee on Equal Employment Opportunity and mandates that projects financed with federal funds “take affirmative action” to ensure that hiring and employment practices are free of racial bias.

For federal contractors and subcontractors, affirmative action must be taken by covered employers to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans. Employers with written affirmative action programs must implement them, keep them on file and update them annually.

The law makes it illegal for an employer to make any employment decision because of a person’s race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information.

Arkady Itkin, California Licensed Attorney, practicing employment law. An employer cannot literally force you to do anything. However, an employer can ask you to work at a different location. If you refuse, that employer can lawfully terminate you just for that, and that would not be considered a wrongful termination.

Types of Prohibited Conduct

• Discrimination.
• Harassment, including Sexual or Gender-Based Harassment.
• Sexual Assault or Sexual Violence.
• Sexual Exploitation.
• Interpersonal Violence.
• Stalking.
• Complicity.
• Retaliation.

Investigating a hostile work environment complaint is a difficult task that requires sensitivity, attention to detail, and strong people skills. Be prepared with a thorough set of questions before you begin interviewing the people involved. First, it’s important to understand the legal requirements.