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In this article, Professor Clark addresses the legal issues surrounding the use of testers-individuals who deliberately apply for employment to detect sex and race discrimination. He surveys three theoretical justifications for granting standing to organizations that run testing programs. Professor Clark then responds to a previous article by Professor Yelnosky, disputing some of his conclusions. Professor Clark indicates that testing is just as necessary in higher level employment as lower-level employment, shows that testers can obtain meaningful relief from the courts, analyzes the impact of the 1991 Civil Rights Act amendments, and encourages Congress to authorize the EEOC to run tester programs that are exempt from laws which prohibit misrepresentation of applicant credentials.



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