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Unformatted text preview: Grutter v. Bollinger (Law School) Assumptions underlying equal employment opportunity laws Adverse impact Disparate impact vs. disparate treatment EEOC Testing for adverse impact: 4/5’s rule Burden of proof Employer defenses: BFOQ, Business necessity Affirmative action Department of Fair Employment and Housing Fair Employment and Housing Act California protections Fair Employment and Housing Commission...
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- Spring '08
- Americans with Disabilities Act, Grutter v. Bollinger, Housing Fair Employment