Opinion ID: 324495
Heading Depth: 1
Heading Rank: 1

Heading: Internal Organization.

Text: 4 Terminal is structured into fourteen departments. Fourteen labor unions represent sixteen separate bargaining units for which contracts have been negotiated controlling working conditions, seniority, rates of pay, and promotions. All of the skilled, semiskilled, unskilled, service, office and clerical employees are represented by these several labor organizations. Not covered by union contract are various supervisory and management positions. At the time of entry of judgment in the district court, thirty-five such positions 1 held by forty-five persons were in existence in the various departments at Terminal. Promotion to those positions is the subject of this dispute. 5 From 1965 until the date of this action, blacks have constituted approximately 20% of the total number of paid hourly employees at Terminal; less than 1% of the total number of clerical employees; and, to the present, only one black person has held a supervisory or management position in the history of Terminal. 6 Terminal's promotion policy with respect to the challenged positions is that consideration, in most cases, is first given to those employed in the department in which the vacancy occurs. Terminal makes no effort to inform other company employees of the opening or vacancy. There are neither any established procedures nor any promotional sequence which Terminal employees must follow to obtain or qualify for a supervisory or management position and it administers no objective examinations to measure qualifications for the positions. The sole standard adhered to by Terminal in the selection of candidates for these positions is a subjective evaluation of: aptitude, ability, and work habits acquired or shown from prior work experience. In most cases an additional education requirement is imposed that the candidate be able to read and write. In some cases it is also necessary to pass a physical examination. 7 The justification advanced by Terminal's superintendent, Mr. Apple, for the lack of minority representation among these supervisory and management employees was: 8 (O)ur blacks came early in early years and went to work for the Terminal as laborers, and very few of them went on to further any of their education or go to night schools or try to qualify themselves for better positions. Those, I think that did, have been given considerations. 9 From my own personal observation of these people and from what dealings that I have had with them personally and the recommendations of department heads, these people have not possessed the necessary qualifications. 10 The reason given for intradepartmental preference was that employees in the department in which the vacancy occurred are most likely to possess the work experience and knowledge required. 11