Four years have elapsed since the enactment of federal fair employment practice legislation banning sex discrimination which is not justified by a "bona fide occupational qualification." In delineating those employment practices which violate the sex discrimination proscription, however, lower federal courts and the Equal Employment Opportunity Commission have frequently reached conflicting conclusions. This comment compares those conclusions with the Act's legislative history and attempts to construct an analytical framework within which the meaning of the sex discrimination ban may be determined.

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