HRM 2 - Hiring a specific type of person is reasonable...

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HRM 2 Thursday, November 10, 2011 2:18 PM Discrimination in Hiring Plaintiff must establish a "prima facie" (i.e., apparent) case of discrimination. o Prove that hiring procedures had an "adverse impact" on a protected class. o Adverse Impact - a disproportionate number of a protected class was rejected for employment. If adverse impact is established, the organization must justify its practices. Establishing adverse impact Disparate Selection Rates For qualified applicants , the selection rate for protected classes should not be lower than 4/5 of the highest group. Populations Comparison The percentage of protected employees should reflect their percentage in the surrounding community . Restricted Policy An organization's hiring policy specifically excluded members of a protected class. Proof that hiring practices were legitimate Bona Fide Occupational Qualification (BFOQ)
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Unformatted text preview: Hiring a specific type of person is reasonable necessary to the normal operation of the enterprise. o e.g., male locker room attendant o e.g, religious institution should have workers that interact with patrons within the same religion o e.g., restroom attendant - same sex as the specific bathroom Business Necessity o Selection criteria are related to some aspect of job performance (Job Relatedness). Relationship between the score on the test and the performance on the job. Albemarle Paper Company vs. Moody (selection criteria of high school diploma) Moody won because the Paper Company could not prove that the high school diploma selection criteria was not related to job performance. SAT scores and class rank are related to the freshman year success...
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This note was uploaded on 12/13/2011 for the course MGMT 371 taught by Professor Mackenzie during the Spring '09 term at South Carolina.

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