The courts have held that if an affirmative action plan is based on pre-established numbers of percentage quotas for hiring or promoting minority applicants,then it causes illegal retaliatory discrimination.

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The courts have generally held that affirmative action plans with quotas can be legal if they are temporary and designed to remedy past discrimination, but they must be narrowly tailored and not unnecessarily trample the rights of non-minority applicants.

The Courts Have Held That If an Affirmative Action Plan