Answer to Question 1
A
Answer to Question 2
Quota staffing systems establish specific requirements that certain percentages of disadvantaged groups be hired to equalize their proportional representation in the company's workforce with their proportions in the job and organization's relevant labor market. The size and location of an organization's relevant labor market depends on the nature of the job. As an illustration, for faculty positions, the relevant labor market is usually defined as national. For management and professional positions, the relevant labor market is generally defined as regional. For staff and laborer positions, the relevant labor market is usually defined as local.
The law does not require quotas or even preferential treatment. Employers are not required to have proportional representation in their workforce, but they are more open to lawsuits if they do not. Although affirmative action, preferential treatment, and quotas are not required by law, they are not prohibited either. Quotas have been found to be illegal in a number of courts cases so there are limitations on their features and usage. A quota is most often used as a court-imposed remedy for past discrimination or as part of a voluntary affirmative action plan.
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