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Additionally any order of affir^-ative action efforts would be <br />extraordinarily complicated given that there are 34 defendant <br />cities (seme of whom are no longer memrjers of the MPRS). No one <br />city has any authority or control over the hiring practices o*. <br />another, and all have different hiring needs and affirmative action <br />practices. <br />Counsel for plaintiffs urged that the defendant cities should <br />be required to meet a hiring goal of a 5% black workforce and pay <br />liquidated damages for failure to do so. Nothing in the record <br />would warrant such an extrem.e remedy. The courts have sometimes <br />set hiring requirements to remedy the effects of past <br />tiffs' exhibit 1G11» d t <br />of blacks in ^ ^ ^4 it - <br />discrimination, but not beyond achieving parity with the relevant <br />applicant pool. <br />ICll, at page 2, showed that the <br />the metropolitan area labor force <br />(including those who were unemployed since 1985) was 2.67%. Thus, <br />even using this statistic, it is clear that a 5% quota is <br />unreasonable. However, this figure (2.67%) represents the entire <br />workforce. No evidence was presented that this 2.67% of the <br />workforce had the educational prerequisites to become a police <br />officer required by state la and this suit did not c.hallenge <br />t.hose educational requirem.ents. .Moreover, the defendant cities <br />includes comm.unities which are not even within the metropolitan <br />area, such as Fairbault, St. Jam.es, New Ulm. and Redwood Falls. <br />Finally, Larry Thompson testified that many of the black candidates <br />who pass the POST Board certification process have already been