New ADC-sponsored fellowships for students completing their second year of law school highlight the opportunity to do public interest work in the private law firm context. Two outstanding firms to participate in first year of program.
Part 2 of ProPublica's series on
"affirmatively furthering fair housing." This article focuses on the
failure of the Government and the Monitor to hold Westchester to its
obligations under the historic housing desegregation Consent Decree
entered by U.S. District Court Judge Denise Cote in August, 2009.
Settlement requires Texas to conduct a new Analysis of Impediments to fair housing choice, document how its and Texas municipalities' expenditures comply with theobligation to affirmatively further, and enhance segregation-reducing mobility options.
The argument that the people who will be living in the housing constructed pursuant to the Settlement Order won't have automobiles (and thus development must be narrowly restricted to areas in walking distance of mass transportation) is simply not fact-based.
"When one thinks about segregation," Times editorial writes, "Westchester isn’t the first place that comes to mind. But the poor and minority residents desperately looking for an affordable place to live know the bitter truth. It is past time for Westchester’s leaders to do what they’ve promised."
from the Westchester County Board of Legislators met with the court-appointed
Monitor on November 25th. Despite
the fact that members of the group pushed for at least one fundamental
segregation-perpetuating change to the Settlement Order, the Monitor praised
what he called the delegation's "continued commitment to this process." The exchange highlights a troubling
dynamic that has apparently taken hold.
As with everything else, the answers are plain if one examines the Settlement Order. Most concerns are not really about "vagueness," but about the fact that the Settlement Order is written to be enforceable.
A federal District Court Judge has ruled that the language of the New York City Human Rights Law is to be respected, and therefore employers are, as the law provides, strictly liability for discriminatory harassment that is engaged in by supervisory or managerial personnel.