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(Continued from Page 1)
of crucial concern to the faculty-
the tightening of the University's
budget.
Within the coming month, the
coalition's Task Force on Budget-
ing and Priorities expects to issue
a'report which echoes the faculty's
sharp criticism of the recent
budget cutbacks imposed by the
University administration for the
1971-72 fiscal year.
The administration ordered each
school and college to make tenta-
tive reductions in expenditures -in
order to allow a sizeable increase
in faculty and staff salaries for
1971-72.
The task force's report is ex-
pected to propose methods for
generating the salary increases
without cutting expenditures for
instruction, according to chemis-
.try Prof. Thomas Dunn, a task
force member.
Dunn says the report will detail
specific items in the University's'
budget which could be cut in-
stead. He mentions intercollegiate
athletics as one possible item, but
declines to comment on the others.
Meanwhile, the coalition has or-
ganized four other task forces
which are devoting their efforts
to:
-Promoting "rational dialogue"
as a method for achieving reform
at the University, rather than
disruption and acts of violence;
COPJ gains
i*
-Establishing an internal judi-
ciary at the University which the
faculty can accept as an adequate
procedure for disciplining people1
involved in disruptions;
-Promoting greater equity in
the status of women employed by
the University, or enrolled as stu-
dents; and
-Helping the University achieve
a black enrollment of 10 per cent
by 1973-74, which was pledged by
the administration during the
class strike last spring.
Charged with studying the
safety of "rational dialogue" at
the University, the Task Force on]
Dissent and Academic Freedom
has directed itself at what Prof.
Coalition aims for change within system
Eckstein calls the most important
single issue to the faculty-"the
integrity of the classroom."
"We would find it intolerable to
have disruption of the classroom.
in any form for whatever cause
or whatever reason," Eckstein says.
"We don't consider it a legitimate
form of protest."
According to political science
Prof. Richard Solomon, chairman
of the task force, a major focus
of the group's efforts is to make
sure that the University has suf-
ficient control over the use of
civil force on campus-such as po-
lice or National Guardsmen.
The Task Force on Governance,
Decision - Making, a n d Judicial
Process has taken an active role
in the deliberations of the Com-
mittee on a Permanent University
Judiciary and has presented a
number of recommendations to
the committee.
Tice, ' chairman of the task
force, admits that the recom-
mendations have not had a sub-
stantial effect on the contents of
the committee's final proposal (see
story, Page 1), but says that input
from the task force kept the com-
mittee going when it appeared at
an impasse.
The coalition's Task Force on
Programs for Black and Other
Disadvantaged Students is at-
tempting to aid the administra-
tion inimplementing the black
admissions program.
U' to submit new plan to HEW;0
Fleming maps program in letter
'0
Rec
(Continued from Page 1)
ials and HEW representatives met
in Chicago last month when the
previous plan was submitted.
HEW will still have to decide
whether the new program meets
the requirements necessary for the
University to be "awardable" for
federal contracts.
Since HEW made its original
charges, a $300,000 contract be-
tween the University and the As-
sociation for International De-
velopment has been withheld.
There had been reports that the
University had tried to get sup-
port from ther universities to re-
sist compliance with HEW's de-
mands.
The University, however, has
denied these charges.
The demands, which were offic-
ially released for the first time
by the University were essentially
the same as those previously re-
ported in the December issue of
Science magazine.
The original HEW demands in-
clude requirements that the Uni-
versity:
-achieve salary equity between
current male and female employes
in every job category within the
University which is currently oc-
cupied by both male and female
employes;
-compensate through the pay-
ment of back wages, each female
employe who has lost wages due
to discriminatory treatment by
the University;
-achieve a ratio of female em-
ployment in academic positions at
least equivalent to their avail-
ability as evidenced by applica-
tions for employment by qualified
females for those positions;
-improve the ratio of female
admissions to all Ph.D graduate
programs in which admissions are
connected with specific employ-
ment opportunity such as teach-
ing and research assistants.
When the new plan is filed, it
will include specific numerical
goals and timetables which HEW
called for in its response to the
University's first plan, Fleming
said.
Until then, Fleming's letter com-
mits the University to achieving
salary equity within 30 days from
yesterday between "male and fe-
male employes having the s a m e
qualifications, responsibilities, and
performance in the same job class-
ification."
Previously the University had
said salary equity and advance-
ment would be a primary consid-
eration as the University person-
nel department continued to re-
view and evaluate the status of
staff members.
Fleming's letter said the Univer-
sity will initiate an immediate re-
view of files and a complaint pro-
cedure to determine such inequit-
ies.
The letter also says that the
University will compensate a n y
woman who has lost wages due to
discrimination on the basis of sex
back to Oct. 13, 1968, the date the
University signed its first contract
under the Executive Order which
prohibits such discrimination by
federal contractors.
In the original affirmative ac-
tion plan, . the University had
agreed to pay back individuals re-
troactively to the date they filed
a complaint of sex discrimination.
Fleming's letter said the Uni-
versity will no longer segregate
male and female applicants and
employes for purposes of recruit-
ment, placement, transfer, or
promotion in any job classifica-
tion.
In the new plan, female em-
ployes who possess qualifications
equivalent to those of higher level
male employes will be given pri-
ority consideration for promotions
to higher level positions.
o
0
Lawyers fati to show
at Van DerH out trial
(Continued from Page 1) time because of "technical diffi-
there were no specific procedures, culties". He said that he "reserv-
Shaw stated that he would make ed the right to report to the facul-
decisions as problems occur. Shaw ty and if necessary request a clos-
later indicated that basic due pro- ed hearing."
cess procedures were being observ- The judicial panel was appoint-
ed. ed specifically for this case by
At this point Van Der H o u t the administrative board of the
refused to go into any more pro- literary college, which oversees
cedural questions until his lawyers discipline matters within the col-
could be there, and Galler began lege. This is standard procedure
his testimony. for discipline cases. The p a n e 1
Numerous objections to the trial was supposed to be composed of
were against raised by Van Der
Hout and some spectators. Shaw two students, two faculty menbers 9
decided to adjourn to a future and two administrators.
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