BA307_Wk3_Case Analysis(SF)

BA307_Wk3_Case Analysis(SF) - (BA370 WK3 Written Assignment...

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(BA370) WK3- Written Assignment Case Analysis 3 10 October 2012 Professor Eric Wicks EEOC v. Dial Corp In the case of EEOC v. Dial Corp., the legal issue brought forth was that of sex discrimination on behalf of “several women who applied for work but were not hired”. (Walsh, P185) The court decided in this particular case that “Dial’s use of a pre-employment strength test had an unlawful disparate impact on female applicants”. (Walsh, P185) Dial Corp. has a sausage packing area, said to be the entry level position of the company where most employee injuries occurred as a result of the physical demands of the position. In an effort to reduce and/or alleviate injuries of its employees, Dial Corp. implemented precautionary measures to include, “ergonomic job rotation, institution of a team approach, lowering the heights of machines, and conducting periodic safety audits”. (Walsh, P186) Including previously
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mentioned safety measures, a strength test began being administered to applicants and labeled as a Work Tolerance Screen. Evidence that the strength test was not advantageous to women is that prior to enactment of the strength test, women made up 46% of new hires at the company and after establishment of the strength test, the percentage of female new hires dropped by 15%”. With this in mind, an
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