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Unformatted text preview: [Code of Federal Regulations] [Title 29, Volume 4] [Revised as of July 1, 2007] From the U.S. Government Printing Office via GPO Access [CITE: 29CFR1607.1] TITLE 29--LABOR CHAPTER XIV--EQUAL EMPLOYMENT OPPORTUNITY COMMISSION PART 1607_UNIFORM GUIDELINES ON EMPLOYEE SELECTION PROCEDURES (1978)--Table of Contents Sec. 1607.1 Statement of purpose. General Principles Sec. 1607.1 Statement of purpose. 1607.2 Scope. 1607.3 Discrimination defined: Relationship between use of selection procedures and discrimination. 1607.4 Information on impact. 1607.5 General standards for validity studies. 1607.6 Use of selection procedures which have not been validated. 1607.7 Use of other validity studies. 1607.8 Cooperative studies. 1607.9 No assumption of validity. 1607.10 Employment agencies and employment services. 1607.11 Disparate treatment. 1607.12 Retesting of applicants. 1607.13 Affirmative action. 1607.14 Technical standards for validity studies. 1607.15 Documentation of impact and validity evidence. 1607.16 Definitions. 1607.17 Policy statement on affirmative action (see section 13B). 1607.18 Citations. 1 Authority: Secs. 709 and 713, Civil Rights Act of 1964 (78 Stat. 265) as amended by the Equal Employment Opportunity Act of 1972 (Pub. L. 92-261); 42 U.S.C. 2000e-8, 2000e-12. Source: 43 FR 38295, 38312, Aug. 25, 1978, unless otherwise noted. General Principles A. Need for uniformity--Issuing agencies. The Federal government's need for a uniform set of principles on the question of the use of tests and other selection procedures has long been recognized. The Equal Employment Opportunity Commission, the Civil Service Commission, the Department of Labor, and the Department of Justice jointly have adopted these uniform guidelines to meet that need, and to apply the same principles to the Federal Government as are applied to other employers. B. Purpose of guidelines. These guidelines incorporate a single set of principles which are designed to assist employers, labor organizations, employment agencies, and licensing and certification boards to comply with requirements of Federal law prohibiting employment practices which discriminate on grounds of race, color, religion, sex, and national origin. They are designed to provide a framework for determining the proper use of tests and other selection procedures. These guidelines do not require a user to conduct validity studies of selection procedures where no adverse impact results. However, all users are encouraged to use selection procedures which are valid, especially users operating under merit principles. C. Relation to prior guidelines. These guidelines are based upon and supersede previously issued guidelines on employee selection procedures. These guidelines have been built upon court decisions, the previously issued guidelines of the agencies, and the practical experience of the agencies, as well as the standards of the psychological profession. These guidelines are intended to be consistent with existing law.consistent with existing law....
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This note was uploaded on 04/22/2010 for the course MIS 34180 taught by Professor Staff during the Spring '08 term at Kent State.
- Spring '08