…and more overreach by one branch of government.  James Bovard had this in a recent Wall Street Journal piece.

In 1989, the [Equal Employment Opportunity Commission] sued Carolina Freight Carrier Corp of Hollywood, FL, for refusing to hire as a truck driver a Hispanic man who had multiple arrests and had served 18 months in prison for larceny.  The EEOC argued that the only legitimate qualification for the job was the ability to operate a tractor trailer.

US District Judge Jose Alejandro Gonzalez Jr, in ruling against the agency, said: “EEOC’s position that minorities should be held to lower standards is an insult to millions of honest Hispanics. Obviously a rule refusing honest employment to convicted applicants is going to have a disparate impact upon thieves.”

Despite this crystalline ruling of long standing, the EEOC is persisting.

Last April, the agency unveiled its “Enforcement Guidance on the Consideration of arrest and Conviction Records in Employment Decisions,” declaring that “criminal record exclusions have a disparate impact based on race and national origin.”

Thus,

If a background check discloses a criminal offense, the EEOC expects a company to do an…”individualized assessment” that will somehow prove that it has a “business necessity” not to hire the ex-offender (or that his offense disqualifies him for a specific job).  Former EEOC General Counsel Donald Livingston, in testimony in December to the US Commission on Civil Rights, warned that employers could be considered guilty of “race discrimination if they choose law abiding applicants over applicants with criminal convictions” unless they conduct a comprehensive analysis of the ex-offender’s recent life history.

Just one more example of this administration’s disregard for the other two branches of our Federal government.  And of our individual liberties.