Opinion ID: 350723
Heading Depth: 3
Heading Rank: 1

Heading: Advancement Procedures

Text: 23 We first consider the procedure whereby Cox advanced Tone from acting chairperson of the language department to permanent chairperson without advertising that the permanent position was available and without recruiting minorities. Although this procedure is non-discriminatory on its face, Title VII proscribes even facially neutral practices and procedures not justified by business necessity which perpetuate the effects of past discrimination. Griggs v. Duke Power Co., supra, 401 U.S. at 430-31, 91 S.Ct. 849. Chavez' complaints raise the question of whether the procedure employed was objectionable on these grounds. If an acting chairperson were previously selected in a discriminatory manner, automatically appointing her permanent chairperson without giving minorities an opportunity to apply for the position might well perpetuate the effects of past discrimination in violation of Title VII. 8 24 Moreover, even if the district did not strictly enforce its policy of automatic advancement, the inability of minorities to learn about the availability of permanent positions as department head could permit a de facto policy of internal advancement, leading to the perpetuation of past discrimination in the selection of acting department heads. Swint v. Pullman Standard, 539 F.2d 77, 101-02 (5th Cir. 1976); Rowe v. General Motors Corp., 457 F.2d 348, 358-59 (5th Cir. 1972); Brown v. Gaston County Dyeing Machine Co., 457 F.2d 1377, 1383 (4th Cir.), cert. denied, 409 U.S. 982, 93 S.Ct. 319, 34 L.Ed.2d 246 (1972). 25 Here, however, the evidence points to the conclusion that there was no discrimination against Chavez in the selection of acting department heads. Thus, there was no past discrimination with regard to her which might be perpetuated by the advancement procedure at issue here. 26 Chavez was given a fair opportunity to apply to Marcos de Niza in time to be considered for the position of acting department chairperson. Through the series of announcements made by Cox prior to the opening of the school, the school board made efforts to inform all teachers within the district that positions would be available at Marcos de Niza and that they were encouraged to apply. Chavez, who was teaching within the district at the time of these announcements, simply failed to take advantage of the opportunity which was given to her. 9 27 Furthermore, if she had applied, there is no indication that Chavez would have been subject to discrimination in the actual selection of acting department heads. There were three Mexican-Americans who applied to Marcos de Niza prior to the opening of school. Of these, two requested to be department chairpersons and were appointed by Cox to be heads of their respective departments. One subsequently became assistant principal of the school. Based on these facts, there is no reason to believe that Cox would have impermissibly discriminated against Chavez in selecting an acting chairperson of the language department if she had also applied prior to the opening of school. Because Chavez had a fair opportunity to obtain a position as acting department head, the complained-of advancement procedure was not discriminatory as to her. 10 28