A bright future starts at Percy.
Continuing Education & on the job Apprenticeship Programs
Our Continuing Education programs keeps workers updated on the latest technology! Percy is now NCCER Accredited.
Click here and find out why it matters.
Disenfranchised persons become frustrated, frustration involving generations who have long ago forgotten the satisfaction and pride in a respected occupation, frustration becoming an even more attenuated problem that often leads to violence. The Alternative Employment Practice address this chronic problem. The 1991 amendment to the Civil Rights Act of 1964 (42 U.S.C. §§2000e et al, commonly referred to as PL Title VII of the Civil Rights Act of 1964 as amended in 1991) sets forth a methodology whereby the Plaintiff Class as the Complaining Party can demonstrate to Respondents an Alternative Employment Practice to address the disparate impact of the lack of skills caused by inadequate training of persons in the Plaintiff Class so as to have equal employment opportunity by possessing the necessary skills to compete for jobs.
An employer is in violation of Title VII of the Civil Rights Act of 1964 as amended in 1991 (42 U.S.C. 2000e-2) if (a) he has engaged in a particular employment practice that has caused a disparate impact on the basis of race, color, religion, sex, or national origin, and (b) has refused to adopt alternative employment practices which the complaining parties have demonstrated to him to be available to address such disparate impact. Thus, a business can be liable under the above law for disparate-impact discrimination for refusing to adopt alternative employment practices in lieu of those that have caused a disparate impact on persons of a certain color, race, religion, sex, or national origin. See 42 U.S.C. 2000e-2[k][A][ii].
“Disparate impact” refers to employment practices which appear to be non-discriminatory, fair, or neutral on their face, but actually have a negative or adverse effect on certain classes protected by law (such as the Civil Rights Act which protects persons from discrimination based on race, color, religion, sex, or national origin). The Supreme Court held that Title VII of the Civil Rights Act “proscribes not only overt discrimination, but also practices that are fair in form, but discriminatory in operation.” Griggs v. Duke Power Co., 401 U.S. 424, 431 (1971).
Founded on the landmark case Percy v Brennan, SDNY Case 73-cv-04279, two plenary lawsuits, EDNY Percy v Employer and Owners 21-cv-01366 and Hodge v Cuomo 21-cv-01421 have been commenced this past year:
Percy Jobs to Careers, an IRC 501(c)(3) non-profit corporation, was founded to create apprentice training as a pathway for anyone to advance, which includes rewarding skills, advancement to business ownership and beyond, an individual’s choice. The Percy Program:
Percy Graduation 2018
Changing Lives: Terry
Changing Lives: Joe
Changing Lives: Angela
Changing Lives: Marcom
Percy Builds the Future
The Percy Jobs & Careers Center is truly unique among the continuing education and apprenticeship programs. We help all workers and employers while placing special emphasis on assisting minorities and women. Once you qualify, you immediately begin with an on-the-job apprenticeship. You are paid union-scale wages and you receive classroom training in the skilled trades. No other program like this exists.
Now you can afford the education you need to get the life you want. Contact us today and see if the Percy Jobs & Careers program is for you.