Home Jewish Community Relations Council, Boston, Massachusetts Jewish Community Relations Council, Boston, Massachusetts
Certain job descriptions such as "errand boy" "stock boy" "office girl," etc.,
have been ruled as non-discriminatory by the Commission because they are
classed as occupational titles by the United States Department of Labor.
A form letter was sent to each employer advertising for an employee or employees in a manner which might be contrary to the law. This letter contained a
copy of the ad, the name of the newspaer and the day and month it appeared, Thc
letter also stated:
"On October 30, 1950, Chapter 697 of the Acts of 1950 became
effective. This law prohibits discrimination in employment
against persons between forty-five and sixty-five years of age,
unless based upon a bona fide occupational qualification. The
advertisement above may be a violation of this law.
This Commission is charged with the enforcement of this law.
It is not the policy of this Commission to file a complaint without inquiry. There may be legal reason for the form of that
advertisement in that it may be a bona fide qualification, or it
is possible that you are unaware of the law and of its requirements.
Therefore, this letter is sent to you calling your attention to
this matter with the request that you inform this Commission as to
why you specified age directly or indirectly. If you claim that
the age specification is based upon a bona fide occupational qualification, your reply should also contain a statement of the facts
upon which you base this claim.
Your prompt cooperation concerning this matter will be appreciated."
Eighty-six of the employers contacted requested exemptions from the law on
claims of bona fide occupational qualifications. Such requests were acted upon
by the Commission members and exemptions were allowed or not, according to the
individual merits of each case. Thirty-seven exemptions were granted. In these
thirty-seven matters a majority of the Commissioners determined that the age of
the persons to be hired was a qualification for the job under consideration.
The forty-nine employers who were denied exemptions by the Commission were
so notified and have abided by that decision.
The hundreds of other employers contacted who did not ask for an exemption
have sent letters to the Commission stating that in the future their advertising
c^V^
Collection Name Jewish Community Relations Council, Boston, Massachusetts
Collection Number I-123
Dates 1950; 1951; 1952; 1953; 1954; 1955; 1956; 1957; 1958; 1959; 1960; 1961; 1962; 1963; 1964; 1965; 1966; 1967; 1968; 1969; 1970; 1971; 1972; 1973
Box Number 164
Subjects Antisemitism
Description Activities
Massachusetts Commission Against Discrimination
Transcript Certain job descriptions such as "errand boy" "stock boy" "office girl," etc., have been ruled as non-discriminatory by the Commission because they are classed as occupational titles by the United States Department of Labor. A form letter was sent to each employer advertising for an employee or employees in a manner which might be contrary to the law. This letter contained a copy of the ad, the name of the newspaer and the day and month it appeared, Thc letter also stated: "On October 30, 1950, Chapter 697 of the Acts of 1950 became effective. This law prohibits discrimination in employment against persons between forty-five and sixty-five years of age, unless based upon a bona fide occupational qualification. The advertisement above may be a violation of this law. This Commission is charged with the enforcement of this law. It is not the policy of this Commission to file a complaint without inquiry. There may be legal reason for the form of that advertisement in that it may be a bona fide qualification, or it is possible that you are unaware of the law and of its requirements. Therefore, this letter is sent to you calling your attention to this matter with the request that you inform this Commission as to why you specified age directly or indirectly. If you claim that the age specification is based upon a bona fide occupational qualification, your reply should also contain a statement of the facts upon which you base this claim. Your prompt cooperation concerning this matter will be appreciated." Eighty-six of the employers contacted requested exemptions from the law on claims of bona fide occupational qualifications. Such requests were acted upon by the Commission members and exemptions were allowed or not, according to the individual merits of each case. Thirty-seven exemptions were granted. In these thirty-seven matters a majority of the Commissioners determined that the age of the persons to be hired was a qualification for the job under consideration. The forty-nine employers who were denied exemptions by the Commission were so notified and have abided by that decision. The hundreds of other employers contacted who did not ask for an exemption have sent letters to the Commission stating that in the future their advertising c^V^
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