New methods to be employed
in fight against discrimination
By CAROLYN HOBBS
Of the Emerald
The ordinance for Eugene’s Human Rights
Commission states it is unlawful to discriminate
(meaning any different and unequal treatment),
“because of race, color, religion, sex or national
origin in employment, housing and public ac
commodations.”
However, putting the law into practice isn’t an
easy task. Bob Edwards now faces this as newly
elected chairman of the commission.
He replaced Dean Owens as chairman on
January 28, when elected for the position by the
Eugene City Commissioners.
Formed in 1964, the Human Rights Commission
is composed of 15 voluntary members who meet the
third Tuesday of each month. Each membership
appointment lasts three years, and the City Com
mission makes five new appointments each year.
The members must investigate discrimination
complaints by individuals in Eugene, attend Human
Rights Commission meetings and work on projects
designed to recognize discriminatory practices in
F.neene
But Edwards said most complaints are directed
toward employment and housing discrimination,
and “most deal with discrimination against
minorities" as opposed to sex or religion.
Edward lacks a college degree but his list of
community activities is extensive. Born in St. Louis,
Missouri, he grew up in Indiana and California.
After serving in the Armed Forces, Edwards came
to Oregon in 1968 and attended Lane Community
College. He taught minority studies and the
geography of minorities in the U.S. at LCC and
started the Black Studies Program and Black
Student Union at the College
The Commission’s purpose, as described in its
ordinance, may be difficult to implement. But
Edwards has definite goals for activating the
commission while he is chairman.
He plans to have all members:
Become involved with community activities.
"I want each member to spend two or three hours a
month at least with the minority and white com
munity so they'll be more aware of each.”
Head a bibliography of books and articles
devised by Edwards
Visit minority businesses and talk with the
people, “so they’ll have a better view of what equal
opportunity minority relations is like.”
Form committees in the Commission to deal
with problems peculiar to employment, housing and
public accommodation. “This will allow some to
become experts who are knowledgeable in specific
areas the commission is required to handle.”
But his plans go beyond procedural changes
within the commission itself. Edwards hopes the
commission will be more successful in alleviating
discrimination in Eugene through “positive means”
first, with legal action the second alternative.
By “positive” Edwards means “reaching
businesses and the public through education of what
(he local, state and federal laws against di
scrimination art* By making them aware of what
(he Affirmative action Program and Equal Op
portunity Employment are.”
The Equal Opportunity Employment law of 1964
requires that any business who has 2S or more
employees must hire at least one minority em
ployee.
Yet complying with this law and the Affirmative
action Program can be profitable for businesses.
and informing owners of these advantages is Ed
ward’s intention. “Businesses can get more federal
grants if they don’t have to worry about
discriminatory practices. They don’t like the fact
that their $8000 grant is hung up because of one
person—a minority person.”
Though Edwards feels the positive approach
will be most effective, the commission lacks suf
ficient power to engage in legal suits in most cases.
“It’s hard to prove an employer or landlord
intentionally discriminated. You have to have an
almost open and shut case.”
If an individual or the commission feel they
have a legitimate case concerning discriminatory
practices in Eugene, a complaint is filed which the
commission investigates.
Eugene Mayor Les Anderson then appoints
three commissioners to evaluate the complaint and
the commission’s investigation report “to deter
mine if reasonable cause exists to support the
allegations of the complaint,” according to the
Human rights Commission ordinance.
If reasonable cause exists, the three-member
panel tries to settle the matter through “con
ference, conciliation and persuasion.” If these
efforts fail to settle the matter, it is turned over to
the city attorney who decides whether the Human
Rights Commission ordinance has been violated.
When discrimination is proven through civil
action, the defendant is charged $100. However, if
the defendant is a second or repeated violator of the
ordinance, or it is shown that he intentionally and
willfully violated the discrimination ordinance, it is
a criminal offense. The penalty is a maximum fine
of $500 or imprisonment of 100 days or less.
Bobby Edwards
Yet Edwards pointed out that “legal action
takes so much time, the person often drops the
complaint. Even if the case is successful, the person
usually doesn’t want to rent a place or work for a
person who has been forced to comply.”
How will Edwards help students from being
discriminated against?
"I'm a University student. I plan to direct my
energy (as commission chairman) primarily
toward helping minorities, and if I do that I’ll be
helping students.
But he added, "If a landlord will let a Black
student rent, he’ll let any student rent.”
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