According to EEOC guidelines, an affirmative action plan does not violate Title VII of the Civil Rights Act of 1964 if .

Question

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According to EEOC guidelines, an affirmative action plan does not violate Title VII of the Civil Rights Act of 1964 if the employer has a reasonable basis for determining that the affirmative action plan is appropriate and the affirmative action plan is reasonable. This means that the employer must be able to demonstrate a legitimate need for the affirmative action plan and that the plan must be designed in a way that is reasonable and does not impose undue burdens on individuals who are not part of the protected class. Additionally, the plan must not use quotas or create reverse discrimination against individuals who are not part of the protected class.

According to EEOC Guidelines, an Affirmative Action Plan Does Not