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Understanding the Revised Philadelphia Plan and Its Legal Implications
Definition & Meaning
The Revised Philadelphia Plan is a federal initiative established in 1969 that mandates government contractors in Philadelphia to actively hire minority workers, specifically African Americans. This plan was introduced by Arthur Fletcher, the Assistant Secretary for Wage and Labor Standards at the Department of Labor. It builds upon an earlier plan from 1967, aiming to address and reduce institutional discrimination within skilled building trades unions. Under this plan, contractors must meet specific hiring goals for minority employees by designated deadlines.
Table of content
Legal Use & context
The Revised Philadelphia Plan is primarily relevant in the context of employment law and civil rights. It is used to ensure equitable hiring practices among federal contractors and to combat discrimination. Legal practitioners may encounter this plan when advising clients on compliance with federal contracting requirements or when addressing issues of workplace discrimination. Users can manage related forms and procedures using resources like US Legal Forms, which offer templates tailored to employment and civil rights matters.
Key legal elements
Real-world examples
Here are a couple of examples of abatement:
One example of the Revised Philadelphia Plan in action is a construction company that receives a federal contract and is required to hire a certain number of African American workers within a specified timeframe. Failure to meet these hiring goals may result in penalties or loss of the contract. (Hypothetical example.)
Comparison with related terms
Term
Definition
Key Differences
Affirmative Action
Policies that aim to improve opportunities for historically marginalized groups.
The Revised Philadelphia Plan is a specific implementation of affirmative action focused on federal contractors in Philadelphia.
Equal Employment Opportunity
Legal framework ensuring all individuals have equal chances for employment without discrimination.
While EEO laws apply broadly, the Revised Philadelphia Plan has specific hiring goals for federal contractors.
Common misunderstandings
What to do if this term applies to you
If you are a federal contractor in Philadelphia, ensure that you understand the hiring goals set by the Revised Philadelphia Plan. Review your current hiring practices and consider using resources like US Legal Forms to access templates that can help you comply with these requirements. If you find the regulations complex, it may be beneficial to consult a legal professional for tailored advice.
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