Volume Cll, Number 64
Seventy-Fifth Year of Publication
dMHy trojan
University of Southern California
1912 — 1986
Thursday, December 4, 1986
Police dog awarded promotion
‘Hero’ takes bite from area crime
By Danielle Sanford
Staff Writer
After five years of faithful service, a university security officer was honored with a promotion yesterday. Yet, after his ceremony, the veteran officer was speechless, or rather barkless, and could only offer a simple paw shake to the chief, who gave him a new collar with a shiny new badge attached to it.
Hero, the university's security dog, was promoted to the rank of sergeant by security Chief Steve Ward.
Used for searches and in apprehension and prevention, Sgt. Hero will now outrank his handler, Senior Officer Steve Sickles.
"He's the only sergeant on the force who has a full-time driver," Sickles joked.
The promotion ceremony for the German shepherd was held in conjunction with the university's Crime Prevention Fair, aptly themed 'Take A Bite Out of Campus Crime." However, it was Hero who proved that he could take a bite out of campus criminals.
In a demonstration, Officer Sickles and Hero showed their ability to apprehend a criminal. A mock prowler fired blanks at Sickles who returned the fire (Continued on page 18)
Student Senate votes to recognize players at rally
ROCCO GARCIA / DAILY TROJAN
Security’s dog, Hero, with his handler, Senior Officer Steve Sickles, as he was promoted to sergeant.
By Terry Allen
Staff Writer
In response to overwhelming criticism of last Saturday's booing of the football team, the Student Senate last night unanimously passed a resolution calling for a pep rally "to recognize the outstanding achievement and collegiate football careers of our senior football players."
The noontime rally will be held on Wednesday in front of Tommy Trojan.
In a letter to the football team, Wally Bobkiewicz, president of the senate, apologized for the booing of the team following its loss to the University of Notre Dame.
The booing began when Head Coach Ted Tollner tried to announce the team's graduating seniors after the game. As the booing continued, Tollner waved his arm in disgust and walked off the field without recognizing the seniors.
Bobkiewicz said his telephone hasn't stopped ringing since the incident occurred.
"On behalf of the student body, I am sorry that the frustration of the Trojan fans was inappropriately vented on the graduating seniors," Bobkiewicz said in the letter. "These actions are in no way representative of the feelings of USC students toward these senior men. . .The Trojan tradition of excellence,
Validity of Sullivan guidelines contested
By Jim Logan
Staff Writer
As a code of employment practices for U.S. corporations in South Africa, the Sullivan Principles are held up as a sword of gleaming justice by their supporters. Others, however, call them a paper screen for black slave labor.
When the Board of Trustees voted unanimously in October for a policy of limited divestment in corporations doing business in South Africa, the key element in the plan was the Sullivan Principles.
The university uses them as a guide for investing with companies in that country. Those corporations rated as "making progress" toward the principles' aim of equality in the workplace are acceptable for investment.
Quantifying the university’s sense of morality sounds authoritative, but what does it have to do with apartheid?
The plan was formulated by a group of university faculty, staff and students known as the Committee on Investments and Social Responsibility, which was chaired by Abraham Lowenthal, an international relations professor.
At the time, the committee could recommend one of three basic options: full divestment of all U.S. companies in South Africa, no divestment or partial divestment.
According to Lowenthal, the committee adopted limited divestment as the most socially responsible option. By limiting its investments to corporations that
adhere to the Sullivan Principles, the university is not simply hiding from apartheid, but working to end racial injustice.
"We felt that the ethical thing to do was to make sure corpora-
tions (in which the university invests) behave responsibly," Lowenthal said in a recent interview.
But there is some disagreement.
Principles outlined
The Sullivan Principles are the creation of the Rev. Leon Sullivan, a Baptist minister in Philadelphia. A long-time, civil rights activist elected to the board of General Motors in 1971, Sullivan pressed the giant auto maker to withdraw from South Africa.
Failing in that, he drew up a code of employment practices six years later — the Sullivan Principles.
The code's original six criteria for fair employment are:
—	Non-segregation of the races in all eating, comfort and work facilities.
—	Equal and fair employment practices for all employees.
—	Equal pay- for all employees doing equal or comparable work for the same period of time.
—	Initiation of and development of training programs that will prepare, in susbstantiai numbers, blacks and other non-whites for supervisory, administrative, clerical and technical jobs.
—	Increase the number of blacks and other non-whites in management and supervisory positions.
—	Improvement in the quality of employees' lives outside the work environment in such areas as housing, transportation, schooling, recreation and health facilities.
This year, Sullivan added a seventh principle, urging businesses to "practice corporate disobedience against all apartheid laws and refrain from following the practice, policies and regulations pertaining to apartheid."
After formulating the principles, Sullivan began signing up American businesses to adhere to them. In the principles' first year, 1977, 12 companies had signed them; by February of this year there were 190 signatories.
To check compliance to the principles, a rating system was created based on how well corporations are proceeding to achieving racial equality in the work place. The rating categories are:
I	— Making good progress.
II	— Making progress.
ID — Needs to become more active.
IV	— Endorsers with no interests in South Africa.
V	— New signatories.
"That's constructive engagement," said Carol Thompson, associate professor of African history. "That's President Reagan's argument."
Thompson is one of many who feel that using the Sullivan Principles as a condition of investing in U.S. firms in South Africa is a "joke."
The problem, she said, is that "it doesn't touch apartheid." She pointed out that until the seventh principle was added to Sullivan's code in May, apartheid was not even mentioned in the principles.
Beyond that. South African law and the wording of the principles themselves make their effectiveness questionable at best, Thompson said.
The proof, she said, is that 11 years after the Sullivan Principles debuted in South Africa, conditions for blacks there are worse.
Unemployment among blacks in South Africa is nearly 30 percent and rising. During the current state of emergency, more than 16,000 blacks have been detained — 4,000 of them between the ages of 11 and 15.
Lowenthal, however, disagreed. "Adherence by a corporation makes a considerable difference in the quality of life for South Africans," he said.
He said that although "it's a lot harder to make the case" for working toward reforms while maintaining South African investments, it was still better than cutting and running.
Since the committee members (Continued on page 18)
pride, and integrity is alive and well here at USC. We're proud of you. Fight on!"
Also at the senate meeting, a resolution was passed to formally urge President Zumberge to allow a voting student representative to sit in on board of trustees meetings.
Several senators expressed concern that such a request would be turned down by Zumberge and perennially-conserva-tive trustees, and suggested tempering the resolution to call only for a non-voting student representative first, while pressing for "the whole enchilada" later.
Bobkiewicz, the resolution's author, said he felt otherwise.
"It's probably best to go in going for everything," he said. "That seems to be the consensus of the body. And after 10 days thinking about it, I think that's what we should do."
Meanwhile, the resignations of Larry Hroch, a residence hall senator, and Kirt Danner, marketing and public relations director for the Program Board, were announced to those present.
University pub pushes drinking responsibility
By Karen Martinez
Staff Writer
Traditions, the campus pub, is giving away free drinks as of tonight.
As part of a new program developed by a communications class, students and faculty who agree not to drink alcohol and to drive alcohol drinkers home will receive free soft drinks and fruit juice, said James Perley a student who helped to develop the program.
Once the agreement is made, the driver will be stamped on the hand and allowed to drink the free non-alcoholic beverages provided by Traditions, Perley said.
The "designated driver" program was developed by a group of five students from a communications class taught by Steven Phillips, said Perley, a senior majoring in communications.
The program will be for the benefit of students, Traditions and the university, said Cece Freeman, alcohol and drug program coordinator for student health services. Freeman provided the group with posters and programming support.
"As a college, we are promot-(Continued on page 18)
Treasurer does not claim policy is ineffective
An inaccurate headline in Wednesday's Daily Trojan said the university's treasurer claims partial divestment is ineffective. Neither the treasurer, nor anyone in his office, has ever made such a claim to the Daily Trojan.
We apologize for confusion this error may have caused.