Help with Board Question and Article Critique. APA Format Throughout to Include Reference Page.
As an HR professional, it is important to understand the overall makeup of an organization, especially company staff. Diversity is an ongoing concern for some organizations. There are employment laws that affect diversification in the workplace. Research the Waldorf Online Library or another external source for an article that addresses one of the following topics: workplace diversity or common diversity issues in the workplace; the effect diversity has on attracting and retaining talent; laws that impact diversification; or how to increase diversification in the workforce. The article must have been published within the last three years.
Your article critique should include the following:
Key points: Identify three significant/key points from the article.
Summary: Write a section summarizing the article. Do not simply use information from the article. The summary must be in your own words. You must display your thoughts, opinion and analysis.
Analysis: Identify how the article aligns with and relates to concepts learned in this unit. What relevant staffing laws were discussed in the article? What enforcement agencies were involved?
Personal evaluation: Highlight the relevance of this article to your position or occupation, your agreement or disagreement with the author and findings, and any additional insights you may have.
Your article critique should be at least two pages in content length. Be sure to include a title page and a reference page and follow all other APA formatting requirements. The title page and reference page do not count toward the total page requirement. You must use at least your chosen article as a reference, but you may use other resources as needed. Be sure to cite any information from a resource in APA format.
Board Question
There are several major federal laws that affect staffing; they are in place for organizations to follow. Although employment laws are in place, some organizations still face employment lawsuits. These are laws that affect staffing, regardless of the employment type. What is meant by employee, at-will employment, and contingent works? What advice would you give an organization considering these types of employment relationships? Would you recommend one over the other? Why?
Your initial and reply post must be 200 words minimum!
1
Course Learning Outcomes for Unit
Upon completion of this unit, students should be able to:
5. Analyze legal issues associated with staffing organizations.
5.1 Explore diversification within the workplace.
5.2 Explain the laws relevant to staffing.
5.3 Identify the different enforcement agencies involved in the legal context of staffing.
Course/Unit
Learning Outcomes
Learning Activity
5.1
Unit Lesson
Chapter
3
Unit II Article Critique
5.2
Unit Lesson
Chapter 3
Unit II Article Critique
5.3
Unit Lesson
Chapter 3
Unit II Article Critique
Reading Assignment
Chapter 3: The Legal Context
Unit Lesson
Dylan is the Human Resources (HR) director for Company X. Company X is a manufacturing
company that employees 750 people. Of the 750 employees, 700 hold positions in the warehouse or
something directly related to production. These positions include assembly line worker, production
team lead, machine operator, forklift driver, material deployment clerk, packer, quality control clerk,
quality control supervisor, maintenance technician, maintenance supervisor, and loader. The other 50
workers hold positions within the company business office. Such positions include plant manager,
production manager, maintenance manager, quality control manager, buyer planners, accountants,
administrative assistants, human resources director, human resources manager, human resources
clerk, training manager, training clerk, and safety manager. Each department has an administrative
assistant. Each manager has an executive administrative assistant.
As Dylan prepares for an annual plant audit, he is required to look at each position within the
organization and identify who currently holds that position. In reviewing the different positions and the
staff within each position, Dylan realizes there are some major differences among those in
management and those in non-managerial roles. The following differences were identified:
Out of 20 senior management positions directly housed in the warehouse, 18 are males and two
are females.
Of the males, one of the males is Hispanic and two are African American.
The two females are Caucasian.
UNIT STUDY GUIDE
Talent Diversification and the Laws
2
UNIT x STUDY GUIDE
Title
Dylan views this as a concern with diversification
among senior-level management. Of the supervisory
and or lead positions, 25 of the 30 are males. The
ratio breakdown includes three African American
males and two Hispanic males. Dylan noticed there
are no females within this group. Dylan flags this as
a concern and something that must be addressed
with management. Dylan realized that over 96% of
the staff working as assembly line workers, packers,
or forklift operators were African American or
Hispanic. Of this group, only 7% are females.
Company X use a staffing agency for many of these
lower-level positions. This raised some flags for
Dylan as well.
Once Dylan views the business office staff more closely, he realized the plant manager, production
manager, maintenance manager, safety manager, and quality control manager were all Caucasian
males. The other management positions were held by a combination of African American and
Hispanic males and females of all nationalities. The support staff with the business office consists of
all females from all nationalities. While this may not be alarming to some, Dylan still had some
concerns about this.
Dylan now must analyze this information. He must determine what areas of the company are in
compliance with all employment laws and if there are any areas in which the company may be out of
compliance. Dylan must also, along with his HR team, look at company hiring practices to see if
changes are needed there. Dylan and his team must also look at training and succession
management practices. As the HR director, Dylan is responsible for communicating the findings to
senior-level management. Dylan will work closely with senior management to revise staffing policies.
Along with policy changes, the entire hiring process will be revisited.
If you were Dylan, what actions would you take? Would the possible diversification issues cause you to take
action, or do you not see them as a big deal? Many people view staffing as something simple to do. Just
interview a person, and if the team likes the person, then simply hire the person. Staffing is so much more.
Staffing an organization can be very challenging. Some of you may currently work in human resources and
are aware of the many challenges that organizations face regularly when it comes to staffing. Whether you
are a veteran in human resources or new to human resources, it is important to stay abreast of the different
changes that occur with employment laws and regulations. What must be considered when staffing
organizations? To what laws must a company adhere? How do companies determine what type of employees
to hire? What can companies do in order to avoid staffing-related lawsuits? What can the organization do to
improve diversification within the workplace? What practices should be implemented to make certain the
organization is compliant with the Equal Employment Opportunity Commission (EEOC) and the Office of
Federal Contract Compliance Programs. If these are questions of interest to you, the answers will be provided
in this unit.
Throughout day-to-day operations, many companies are faced with various staffing concerns. Those
concerns range from the type of employee the company should hire to the laws that govern hiring/staffing
practices to the affirmative action and equal employment opportunity requirements. The company must be
certain they also consider the different legal barriers that may impede staffing.
Typically, the human resources specialist gets involved in the staffing process. Because of this, it is very
important for the HR specialist to be knowledgeable about what it takes to staff an organization. The HR
specialist must be able to identify the types of employment relationships that are needed to meet
organizational strategic goals. The HR specialist must also be aware of employment laws that impact hiring
practices. The HR specialist must be able to communicate with management hiring policies and procedures
and ensure the organization remains in compliance.
Although most companies directly hire employees, some organizations do utilize contingent workers,
independent contractors, and outsourced work. An employee works directly for the company. Contingent
workers are those individuals who are hired on a temporary basis. There are several types of contingent
Workplace diversification is an important issue in staffing.
(Wavebreakmedia, 2009)
3
UNIT x STUDY GUIDE
Title
workers, which will be discussed in Chapter 3. Independent contractors are typically hired to perform a
specific service. The independent contractor, although paid by the organization, is responsible for paying his
or her own federal and employment taxes. Outsourcing is also very prominent in staffing. Some companies
outsource jobs to other firms. When companies utilize contingent workers, independent contractors, or
outsourced work, the company is typically trying to reduce company costs (Phillips & Gully, 2015). Yes, it can
be cheaper to utilize other measures instead of directly hiring employees.
Once the company or HR specialist has
decided on the type of workers that are
needed, they are then ready to review the
legal regulations that may impact staffing the
organization. Employment laws and
regulations are very important in the process
of staffing organizations. Many aspects of
staffing are impacted by such laws.
As a strategic business partner, the human
resources specialist must be able to advise
hiring managers on questions that should and
should not be asked of candidates. This is
important to avoid possible legal impact.
Some of the questions that are identified that
can have a discriminatory effect on
employment and that should be avoided are
as follows:
How many children do you have? (Any question related to children should be avoided.)
Are you married?
What is your native language?
What clubs or organizations are you affiliated with?
What is your height? What is your weight? Do you have medical issues?
Are you able to work Christmas Day?
As you read throughout Chapter 3, you will see how these questions can be in violation of Title VII. These are
just a few of the questions that can have an illegal impact on the organization.
When most people hear the term affirmative action, they immediately think of quotas and special hiring for
minorities. Affirmative action is probably one of the most misunderstood laws among employers and
employees. Often, the assumption is made that this particular law only refers to a specific ethnic group. This
assumption sometimes leads to a negative overtone and impact on hiring. For those of you who may have
similar perceptions, you will gain a better understanding of affirmative action plans. You will be able to see
why it was created and its impact and importance on staffing.
Employment law is an important topic in which all HR professionals
should be knowledgeable.
(Zein, n.d.)
4
UNIT x STUDY GUIDE
Title
Another well-known term is equal employment
opportunity (EEO). You will often see this term when
looking at job postings. Based solely on the word
equal, one may immediately think of being treated
fairly in terms of staffing. This, in essence, means that
the company provides fair and or equal staffing
opportunities for all interested applicants. EEO laws
are discussed in detail within Chapter 3. As an
employee, you should gain a better understanding as
to how EEO laws provide regulations for all people
and not just those within a protected class. Other laws
and regulations that correlate with EEO and/or
affirmative action (AA) laws are Title VII of the Civil
Rights Act, the Age Discrimination in Employment
Act, the Americans with Disabilities Act, the
Rehabilitation Act, and Executive Order 11246. Not
only will you gain knowledge of EEO and AA, but
there are several laws relevant to staffing that will be
covered in this unit.
Why are these so important? Well, they help to reduce employment and staffing lawsuits. They also help to
provide guidelines for companies to follow—which leads to consistency in staffing—and they help to reduce
discriminatory practices. Of course, these are only a few of the many reasons these laws are important.
Although there are various laws in place for companies to follow, employees still file legal claims against
employers. Some claims are dismissed; however, sometimes companies are forced to settle the lawsuits.
As you can see, there are many federal laws that impact staffing practices. Such laws have an influence on
employee recordkeeping, employment decisions, fair treatment of applicants, and ways of determining
employee types. Many organizations realize the need for these laws to avoid legal issues. Keep in mind the
ultimate goal is to hire qualified applicants, which should ultimately lead to organizational growth and profits.
As you move through the unit, keep the scenario involving Dylan from the beginning of this lesson in mind.
Revisit it after completing the unit, and see if your thoughts on the issues presented have changed.
References
Phillips, J. M., & Gully, S. M. (2015). Strategic staffing (3rd ed.). Hoboken, NJ: Pearson.
Prazis. (2017). Concept of equal employment opportunity persons with disabilities, ID 102502834 [Image].
Retrieved from https://www.dreamstime.com/concept-equal-employment-opportunity-persons-
disabilities-silhouette-man-disabled-wheelchair-healthy-sitting-image102502834
Wavebreakmedia Ltd. (2009). Business group showing ethnic diversity, ID 12025407 [Photograph]. Retrieved
from https://www.dreamstime.com/royalty-free-stock-photography-business-group-showing-ethnic-
diversity-image12025407
Zien, B. (n.d.). Employment law labor legislation a gavel and people cowd. concept of legal education, ID
121901332 [Image]. Retrieved from https://www.dreamstime.com/employment-law-labor-legislation-
gavel-people-cowd-concept-legal-education-employment-law-labor-legislation-gavel-
image121901332
Suggested Reading
In order to access the following resource, click the link below.
The presentations below provide supplemental information to this unit’s chapter readings. You are
encouraged to review them to further your knowledge on the topics presented in this unit.
EEO ensures that all people are given a fair chance for job
opportunities.
(Prazis, 2017)
5
UNIT x STUDY GUIDE
Title
Click here to access the Chapter 3 PowerPoint presentation. Click here to access a PDF of this presentation.
Learning Activities (Nongraded)
Nongraded Learning Activities are provided to aid students in their course of study. You do not have to submit
them. If you have questions, contact your instructor for further guidance and information.
Check Your Knowledge!
Click here to take a short quiz to check your knowledge of what you have learned in this unit.
https://online.waldorf.edu/CSU_Content/Waldorf_Content/ZULU/Business/BUS/BUS4601/W18Lc/UnitII_Chapter_3.ppsx
https://online.waldorf.edu/CSU_Content/Waldorf_Content/ZULU/Business/BUS/BUS4601/W18Lc/UnitII_Chapter_3
https://online.waldorf.edu/CSU_Content/Waldorf_Content/ZULU/Business/BUS/BUS4601/W18Lc/UnitII_Quiz/multiscreen.html
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13
_ ____…. The Legal Context
48
Outlin e
R,cruiling and Hiring to Promoie a Brand lmagt
Th< Types or Employm
Independent Con1r.1ctol
‘
OuMurcmg
urns and R,gulacions
The Ln-.s Rc1<,·an110 ScJffing
Bon, Fide OtcupJUonal Qual1ficauon (BFOQ
)
De, tlop Your S1,/ls · Improper /nttn·,rK Q11ts11om
Globol lssuc,
Equal Employmcnl Opportunity. Affirmaciv< Accio n, and Quotas
Equal Employment Opponunll)
AffinnaU\C Acuon
Quoca, The Equ,I Employm The Basts for Employm Trade Sccrcc L111g,1ion EEOC Bcst Praccices
Barriers 10 Legally Dcfensiblr Scaffing Rccruicing and Hiring lo Promocc a Brand Ima c ChJpter 3 • The Lc~ I Conle “ LEA RNING OBJECTIVES
,\ ftt r s111tlyiug this cliaplt r, yo11 sh ould bt ablt 10:
£,.pJ,un ,,hy complying ” 1th ~taffing la\i.·S can be stn11cg1c
o,scu» d1flcren1 !) pcs or cmploymcnc re la11onsh1p<
Dc D1~ U\) th~ role aftimt3U, e ac11o n •md equal c-mploymcnt opponun1t) play ma finn ‘ ”
~,affmg proccs,;,c~
Dc~c nbc ,nnous hamc~ to leg.illy defensible Mafling
Recruiting and Hiring to Promote a Brand Image
To arrc.i.1 to II~ 1arge1 marl.. c:1 of 18 10 22-) c:at-old college Ahcrcromb1c: & Fitch’s CEO Mike Jcffncs ” nnts to hire only atlractl\c pl”‘-lplc: l\$ s1orc c:mplo)ecs 10
,:omplcmcnt 11s m:ukCLmg strnli.’gy 1ar1:c1mg attr.1C1ne, popul;ir cu\lomc~ ~ To the comp.my. lh1s meant “lute rnJlc and fc:mak hun~ in her ortice conummg bullc1 po1nts of 1hc: qu3h Ucs an Abcrcrumh1c Tite comp311)’ asl…s ) Our op1111on uhoul the lc:gallly of the rttn1111ng and stanini practices 11 h.&.s aJoptc J
to reinfon.”C ll >io brand image nnd m3.rkclmg Mr:UcS) fcalUnng pn:-domm.1nll) “hllc. att.rocu, c. )oung peo- Compl) ang “,ch scarring la\\S 1s ob11ously a good 1Jea from a moral, cchccal. and legal per• legal cornpl1ancc nll oY. S companies to cap111:al1tc on the ,1rcng1hs of d1\ cn,1ty. Thtf; ullm,s them
10 r,crfonn bcllcr llccausc 1hcy focus more on pcrfonnnncc nnd merit, und arc bc ncr able to hire
qu”III) people lrom all segments or chc labor force In face . an one su”cy 63 pcn:enc or firms “lt,•Jd or “r”” crcatmc nr · (60 percent) , nd “puhhc pressure”(~ I pcn:cnc) s Ohc~ cmploicc<
.,l orccn gu lx·yond lcsal compliance to rccru,ung nnd recatotog diverse employees ,le-. ,Jc, the ,truccurc of the cmploi 111cn1 relauon, h1p and chc pnnciplcs ~,., “111 guide employ-ee, pa), pmmouons. and so fonh. the rinn usually has more po\\cr than cmplo) ecs do. La”, cmploi mcnc J ccl’ions urc noc b.J.Scd on Job-rebant kno” ledge. sk,lh. ab,ltues. and so fon h.
bu l 0 11 rm. tors \Ui.’h as age, i,.cx. race, rcltg1on, cthnic11y. or a pl’rson’:-t d1 s:ib1 h t1cs (or lock ol
chem). Unlo\\ful (d iscrimin ulor y) cmplo) mcnl pructkcs arc cho,c chac unfairly J 1srnmano1e .) ny n:cogn11c~ that \\Orkforcc hamcrs C\I SI based on rcoplc· ~ c haruc1cnf;ll C” including their
race. sender. agr, c1hn1c 1t) . anJ rclt g1on HO\\ c, er. txcausc the 1.:m nlonc J oe{; not prm ide Lhc
tooh 10 1ccog n 1Lt.’ and brcat.. J o,,n 1hcsc barn cr;, proaClt\ CI) managms d1,crsit) i\ important
lk,”usc cm ploymcnl l.11ss onJ chc court,; rntcrrrccauons or chem ,dcnury whac “cxpccccd
nnd rcquin.’d 01 C\C,Y cmpluier, chci clarify \\ha! is penn1« 1hlc. ll1cy nl-.o help cmplo) crs h,rc finn •, lunng dcct) aon, nnJ. Lhu,. Ihc pcrfonnance uf Ih1: ors::mitation. ,\\•01ding unf.urd,scnmina-
tMn hl’IJh c-omp;u1Ici; be11cr cwcu1c 1hc1r ,trJ1cg1c, anJ rr3″ h 1hc1r go3ls. In , hon . cumply1ng \\ 1th
rmplv) m~n t IU\\ :,, ht.·lp-, comp.1ml.!~ ndnc.·,c tlk:tr go.11, m Ill!: lnllo\\ mg \\ J ),
USU I\ FULOR I
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~11.::cr, , ., • EnhJn,,:,~ the qu311I) o I on and imai!C :1′ an cmplll)Cr • £n]un,-c, th< cOOl,-· r r me» among JOb cund,JJI«
tht n,_•f"("('{'th'" 0 al h
• Promoh:, ,.. Mc rtl:iuonli. fi nn, c, pcncncc ,~ e n ~ ople foci ,.___ u … n J ,ell mhc~ about 1hc1r t”( JXncncc tit R • 1 r« an cth”JI culture • “” 0 ‘ 0• ,.. rforn1Jn, c b) cn, unni thJ t people are hired or • Enh.:ln~) an lv,;ini/ J UO ‘ , • not ta., b.ls on tu h C3ll cnhJn« ,n ori;an11Jt10n , ab1 h t) to appeal to Ii.-.. l”U~tomcr N.-.c
Gl\cn that cnun: bool.s hl’< bee n "r111cn o n c mplo) mcnt la\\ , thi, c hapter's co,
J8< of th< m>JOr gD• emmcnt n:gulJUOns and lcgJI ,, sues ,n,olv,ng sta ffing cannot cO:, )OU ~hould sl”a) ‘ LORlUh kral coun,rl 10 Cn)urc co mpl1 ancc “Ith current local, Slate.~
fc unphctiuons, :ind UK” ,nnuencc of labor union.\ Ne\l, \\ e cO\cr some of lhc pnmary 11, 1 • THE TYPES OF EMPLOYMENT RELATIONSHIPS
1:.mploicrs use d1f1crcn1 l)JlC’ of cmplo) mcm n:1,unn, lu ps 10 w :11cg1c,llly manage Ihm •in “hen the) need them L 1mpl1cuuon.)
Types of Employees
EMPLOYEES An emplo)te II someone hired by anmhcr per P.l) mcnt in n changc for rcrsonal )en ice-,, JnJ ” ho Joe-, not prO\ 1dc 1hc ,,·rv1Cc, as. pm or•
1nJcp t:\l\l, there h often an or.ii contract in plJce 1h,:n 1n mos1 ln ‘!lluncc, ,~ JU, t a, enforceable 1> 1
lnrmal ” nncn agrccmcnL E\ en 1f a “nllcn nr \Crbal explicit rmployment contr&r l d~ICf
C\l,L then’. h iU1 implicit f mplo) mtot r ontrar l rcflccung a common undc.·~1nnd1n£ ~I•~
the We d”cuss tmplO)mcnl w ntract, 10 more d c1a 1l ,n Ch,ptcr II
The emplD) AT•WILL EMPLOYEES ,11._,ilJ I i,, lnJIC I c• upon 11 mo<1 ortcn "hen th , · J I rt.19."1
u fur no reason 111 all I t,;} ~Jnl to lire an cm
pl(l}Ct.’: for nny cga ::i fonnal contrJ.L:I J()l.!S not go Ch.area l • The LrgJI Con1c , 1
;\ )though the coun, gcncrall) hJ\c oph that cniplo) crs , huuld casually 1cnmn::ue cmplo) ccs ” 1lhout G” rng a reason or ” ithout follm, mg r«cJurc’i “hcnc\cr p<>)Stblc to help 3, 01d d1scn rnm:111on and “rongful 1cnmn.i11on claim<, ·n1c
pt ” ‘ II clau~ 1, hc,t used a~ u legal defense by orgnmla llon, “hen 1hcy feel 11 ·, nol in the ir m1cr• 7 For e,amplc, at-\\ 111 employment allow~ nn cmplo)cr
1~ unmcJi,1c ,f fim1.> cJn n:I) on the at•\\ 1II nature oft.he rclnuonsh1p , ar1es from )talc 10 ~u1c cmplo) c.rs for nil cmplo)Ce discharges Ex1sung conlracts. o f course. create ex.ce puon.) 10
cmplo) mc nt-31· ” 111 pro, 1s1ons. The~ contracts mcludc h! nurc S)’Stc ms, such~ tho se that cA1:,.l union conlIJCL~ “Ju!tl cause” clause) m union contrncb pro1cc1 mo~, un1on11cd ” orkcr~ fro m ,-i:iallJlcJ agam~1- fired or punished, for example-for engaging an a protected acll\ II). such as
fi ling a d1i;cnmmauon charge, opposing unlawful cmplO)Cr pruc uccs , or fi ling a ,ohd \\Orkcr·s Ccn wn Mntc ln\.\ s also lim u employmcnl-al-\HII provm ons. Mo~I ::iol.lh:s rcco gni , e that an
implied cm plo) ment conlr.lcl eA1Sts bctv.ecn emplD) C~ ;ind cmplo) CCS that creates an c , ccpuon
10 aH~ 111 cmplo)mcnt. An 1mphcd cmplo)ment controcl occur) ” hen an em plo) cr 0
) pen-on• cause or spec ify a procedural process for rmng. If on emplD)CC ,s fired ,n ,•1ola11on of an ,mphed
cmplo) mcnt contract. the cmplO)er may be fo und hablc fur bn:ach of contract faJJ dl!.1lrn~ 1s an cxcep11on to ;11-w1II cmplO)•mcnl. llus cove n.int prcsum~ that employers arc
generally obhga1ed 10 deal fairly and in good faith ” 1th all o f thc,r cmplo)ecs. For «ample, fir-
mg an employer solely 10 deny the cmplO)CC an •=•d bonu, that has not )Ct been rccc l\ cd. or Lile the federal go,cmmcnt. all U.S. states also recogni,c that • rctahntory d1,chorgc IS an Tht bc~t \Jr’ny to ensure that nn cm ploymcn1-a1-w1II message has been 0J cqua1ely co m- cmploymcnl nppl1cat1on or to oc lr..nO\\ ledge rending o.n tmr,lo)CC h.tndbook produce~ a wn ucn J II :u-” 111 c mplO) menl s1atc mcnt
CONTINGE NT WORKERS In 1989 the Bureau of Labor Stau, ucs defined conlioi:cnt \\ Ork
J , ” .1n) JOh m ‘-‘h1ch an 1ndl\ 1dual d()C, not h..1,.c an e,phc 11 or 1mpltc11 contr.act for long-term
cmplo) rm: nt .. s ln other \\ OrJ , . J con11ngcn1 \\ Orl,,.c:r” un) onc who ha~ 3 JOb of l1m1ted du.muon
jit.J:J■j&j Develo ping a n At-Will Stat ement The, at will statement 1s written ,n clear, understandable language and thoroughly explains • Th e at-will st atement clearly states that no company representative may change the at•w11! CO \TI\ GE,\ T IIORK
“‘” µ.>htn .. hU”l1an utdHi.loMJ/du “””‘”‘>”‘”‘”‘
51 ~ I 52 C1urtC1 \ • Th( Lcg.11 C 1..inlt\t 2 · facom[‘J n)·, c,,rt””o’Hurcc In 012.morcihan o
~~•IJri.rn•liwt llM LL..SCD IIOUUS
~tt1 uj ;;,, …,….,11UJDc alkd •-ut1 … ,W’7Vn:it:w111 t1( Urt.w1 ”-“”~’
Conunt:cnt ,,orl cn 3n: oui-.11.k o 10 llt •n tt.. cmpll’)CC)”rrcC’on C” ct1t’flntinicnt ” or~crin t” o ‘ H’)’ t c Jnlllrcthc” o rl,..crd ,,. 11 c,n rontr.>et “uh•~°’~ th,,r,.,. he quic kl)’ brought o n boarJ ~l placi ng 3 :1’u boner, tnffin”‘ fim1 or~ cm ,:- 1~ sta.ffi I lc,cls qu1 .. LI) Ydlhf•Ut haHn~ J hun morale Nc ,1. “r “111 d 1~CU \) -.c,crnl t)’pcs r’ ~ ~rnt …, orl,..c”
TEMPORAIIY WOIIKEftS As “e d,,cu<-..cd 1n the la,1 dt~pter. l cmpon,ry \\orkt~
conun cnl ” orkc<' suppheJ b) ; wffing oge ne1e, '" direct I) hir,J by lhe company in "hi ” orL ConltllCt \IOh When u:s:in~ 3 staffing a~cnc) . the nscnc) ran be con,1dc rcd the temporary “‘Ofkcr’ 0 ) But thl!i l’!l- onl) the ca,c 1f the com pany us,n ~ lt I) 1mporun1 10 note that finn) CJ.nnot ah\J) S legally c,rlude h:mporary \\ OO.crs fn:ia L£ASED WORKfRS L Leased ” orLcr, arc 1yp1c31fy assigned 10 proJccts ln~u ng u1 kasl J year that rtqulff PART-TI ME AND SEASONAL W an conungent ” Orkcrs b t d I hllN O not IJ\e 10 be ScJ,onJI cmplo)CCS ar~ emplo)CCS dunng the bu, hol d )< 31 For e'3mpl.•. -.hen U PS hire< more•
!,,(~nil "Clr~;rs
1 Ctnpll.’ 1 J • The Lcg:11 CC’nlC’\I 53
UNIONIZED WORK ERS In the United Stah.·s. labor unions lcgully n.•prco;cnl \\Orl enh Con~rc~, upprO\ \.’d the NL.RA 11 m 19 35 to encourage a he:ihh) relJ1 1nn~h1p t,c1″ecn pn· US. companie, lhJt employ \\Orkcn. wilh a union operate on .’)C\Cral d1frcrcn1 modch
A closttl j/,op e:-.clu~1\cly emplo)’S people “ho arc nl rca • A 11111011 .’IIIOJJ employs both union and nonunion “‘ orkel”), but new cmplO)CC, mu~I JOIO 1hc • ;\ n t1gt’11n Jl1op requires nonunion \\-Or~cN 10 pJ)’ n fee to the union for 11, -.crv1Ce) 1n A collcct1\C bJrgaining asrcerncnt specif) mg that promo11on, “‘111 t’C b.lieJ on !r,.C n1or – Ahhough the mn ucnce of labor unions has declml’d si gnificantly m ” llllC … cc1or-. o f the Independe nt Contn,ctors
J..A IJUH L’,\ / 0\”i
k,:,dh rrp,r””‘ i.u,J.rn ,1,-,:u111:.r An indt’p«.-ndcnt contructor pcrformlii ,cn 1cl”‘, “-herein Lhl’ cmplo)cr contr~h or d1reclS onl)’ I\DEPC..\ ‘D£.\7COVTRACTOH ll1c Internal Rc\ cnuc Scr.-1cc (IRS) SI\C, the c,..implc of \ trJ I Im. an clcc1nL1Jn, \\ho S4 Ouri,r 1 • Th< ~al ConL<\I f other compamc< under conlr1lct< that she obtained thr
JJJ,uon:tl I tn,i,,Jbuonr,, oVr ~• as nn ,nJ,•n<·ndcnl contrnctor 1' °"Ill
Th< IRS cli.-,1 ,cs •·· I"
:1 C .ll1 str.1tcg 1, n ) u~ r • m~ ,n..-n•:i-., cupa~iht1<'<. anJ ~ no-,uon or lo" 1 ~ t-
1 “”‘l 00 • l”.”‘.’J I 1.'”:111 cnJblc p,.-op ~ to “or.. …. r I “””””‘ • • e ‘” ‘” 10 n,Jucc co,t,, by 11rongly c as>1 lyrng regular cmploi Some compante) 1u’ u ,cu ecs 11 Outsourcing
An a..ltem:io,e 10 conungent v.orl h 01mo11rrmg lhc “ork to another firm Thh typically IR\Ohti OtT,hon: oursourcmg bi oprnmg a IOCJUon m another country or outsourcing “Oft 10 11 LAWS AND REGULATIONS
Soool pn:ssum ofien lead 10 lcg1 Allhou~h mO!il emplo)ment d1scnmmat1on IJ,, ~u11, arc hruughl under fcdcrJI )IJtutK nJ <\I< >im ,lar pro1 pm I e } u1c fcJcrJI acl\ 10 cmplO) Cf’\ “ho arc no l co, cn.”\.I 1 r pro1«11on or 1nd111duJls II h 1 ~ cmploimcn, n.. f O arc p • or. mm proteucd fro d )JI’ 01,.crs and lOntr::i.,to() –
Chaplrr J • TI1c Leg.ii CunlC\ I
LLxal. ,rn1c, and frdcral lcg1 sl.:1t1\C boc.llcs pa,s ) IJIUIOI) Jav. ‘i as \\CII ac. create agcnc1c,. The LAWS Rele vant t o Staffing
n,cn: on: ,c,eral rnaJor federal laws that broadly apply 1o c1npil>)e~ . Whether or no1 an einplo) er
1 f~•Jcrnl contrac tor Table 3·2 )umman,cs wmc of the federal an11d1scnmina11on la”s that allow DN•f@ Summary of Federal Laws Relevant to Staffing Title VII of th e C 11,11I E,;ecutNe Order 75 of 1967
Pregl’lancy Americans w•th Private employers with Local, state, and Federal contractors Pr11,1ate employers w ith Local, state , and Pn1,1ate employers Local, state, and Proh1b1ts Prohibits Pregnancy, Qua lified hnp / lwww eeoc gov/ http 1/ www dol gov/ www eeoc gov/ facts/ http // vtwW eeoc 9011/ (Continued)
55 I I 56 Clupt:T , • Tot Le,-,!””‘”” ADA Amendments Tia ll of Renab,lltatJon At:t Age 0 1scnm1nanon lmm19~aon Wort.er Adjustment (WARN) of 1988
Who Is Covered
Pnvate emplo)”e rs Pn\fate em~oyers Federal contractors Pnvate employers Employers witn at Employer,.,. Iii at Pnvate cubhc Genor•I Instructs courts 1nd1v1dua l 1s Proh b ts tnd1V1duals with a Protects people Cmzens, US Must provide plant closings Further Inform . httpJIWWwee https IIWWw http //www eeoe.gov/ www eeoc govlpol,cy/ https //www o,g lsc. ,vww do!eta gov/ m:11• (Continued) n,e Uniformed V1etri am Er a Corisumer Cred it All members of the Any contractor or Em ployers who General Ensures that Proh1b ts Employers obta,n a credit Further Information
vlW\v dol gov/elaws/ http /lwww dol gov/ vNM ftc.gov/os/ Choptcr 3 • The Lcg.11 Cootc>t 57
TITLE VII OF THE OVIL RIGHTS ACT OF 1964 Tttlc VII ul the C1v1I Right, Act ol I 96-1, UnJ..:r T itle V I I . ll l “i an unhrnlul tmplo) mcnl r r.1c 111.c l or an cmpl o)cr=- I. “10 fJ1l or rcfu,c co hire or 10 d1,chJr~c MY 111J1, 1dual, or olhcn, 1sc lo d1slm111natc ! . “lo 1111111 , ,c~rrgok , or cla”,f) hi• cmplo) cc< or appllcanls for cmplo) 111cm tn on~ l>J) Ct 1!,,,, 1t. l 1~ 11J11, M.” \ , o r nJ11on.1I o n~in ” ~ – J S8 C’h.lf’kT; • llw: LC1-.,i O:'(u.:’1 31 intcnuonal d1-.cnm1nouon “:l” c~1abl1.;hcd ” v. hen ll complat p.111\ Jcm,,n,lr.ll<' u,JI ' • · h tl,cr (ado~ aho moll\ aie l 1c pmc11cc .. 2, ,.,_ _ .,
. ucc e,cn lhoug o O C .,,. c,.,
,n, cmplo) menl rr.>- • h< Eq al Emplu) mcnl pponunll) omnuss,on and ••
R,~hb Act of 199111 cnfor«d b)
1 im~nc-t~ JlmJ£C’ in ca,c-. or m1cnUQ
‘5 AND EXECVTIIIE OIIDER 11375 OF 19i7 E,_ 1 Qnkr- 11 !46 anJ 1137; appt~:mp 1,~h,h thJt an cmplO) er “1th n federal eont~Cl c 8”-1 othtr thing, thc–.c E.,1..-cUU\C VIV’-r°’ i:) x~ 1 an, cmplo) g Ph . hall ,ncludc but not N’ l111111ed to the fo lio” in g: cmploymen~ 5 upgruJmg dcmouon. or · d 1 tcrmmauo~. r.1t1:) of PJY or other fo nns of compcnsauon: a.n sc ec11on for lralmnc, .~ITirmau,e :icuon 15 rcqum:d by the “ecull\C orders, \\hJCh JrC enforced by lhc US THE PREGNANCY DISCIIIMINATION ACT OF 1,1a The Prcgn,ncy Discnminauon A<1 of
1978 proh1b1ts pn,otc emploim v.11h at least 15 employees. labor unions. cmploimcn1 ,p-
c1c). cducauonaJ m:stuuuon, and local. SIJle. and federal gmcrnmcnls rrom d1scnmrnaun1 01
the bas,, of prcgnanci. childbirth. or rcl31cJ medical cond,uons. Pres nancy, childb1nh. olld
rclJICd medical cond1UC'ns must be trca!L-d Lhc same way a~ other 1cmporary 1llnes.scs or c:orldt-
l1on, a.n: treated :,
THE AMERICANS WITH DISABILITIES ACT (ADA) OF 1990 n,c Amcncans witl1 Di’>llb1h11<1
Act (ADA) or 1990 and lhc Amcncans "'lh D1sab1l11ies Act Amendme nts Act of 2008 thl
h THE GENETIC INFORMATION NDNOISCRIMINATION ACT (GINA) OF 2008 The Gc- bl ‘,ng 15 3 1lP<' 0 tc,t,ng that can 1dcn11fy people pc nc11colly IU!Ctl'
u c
10 ccrum J,..c..i..’-Cs th.Ji could rc~ull from C\flOSurc to IO\lc ,uhc:.1ancc’\, such llS c hem!Clh Chapter 3 • n ,e L c,cn ~,cral ~cncs ncung alone ~10’il arc duC” 10 a comhmauon or f,1c1or) ~uch as stress, d1C’I, anJ HR profc,{;1onals should ensure that Job apphcauon) do not a~k que stions 1hat can 01, 0 en , urc lhat they update labor po THE REHA81LllAllON ACT OF 1973 Tiie Rchah, htation Act of 1973 requires federal contrac – 8 di’>llbihty A,” ilh the ADA . quahficJ mdividuals “1lh d1 THE AGE DISCRIMINATION IN EMPLOYMENT ACT (ADEA) OF 19 67 The t\te D1scnm1nJIIOn
10 1:mploymenl Act (ADEA) prohibits emploiers with more 1han 20 cmploiees from discnn11- 1. “to fail or rcfu~c 10 hire or to discharge nny 1ndiv1dual or olhcJ”\\’l)C d1i;;cm111na1c agarn::,1 2. ··10 limit. ::icgn:gatc. or classify h1::, cmplo) CCS in any \l.:J)’ ,1,h1ch ,, ould dcpn\C or tcnd to llle Supreme Court has held that 1he ADEA docs not l ppl) to c!J,ms of “re,c” e dl’- Some stales have cxpandrd 1hc a~cs prn1cc1cd from cmploymenl d1scn m1nat1on In Ne” THE IMMIGRATION REFORM ANO CONTIIOL ACT OF 1986 Under the lmmigrauon Refonn l·or r n”ocy reasons. 1-9~ mu,t he lcpt “here manJgef’ cannot sec Lhcm TrJming n:crull- Ralhcr than conducting \\OrlplJ 1. l’ rJuh lu p1i,:k up unJ ,x-umcntc admm1,1ra11\c arrc~ts, up from ~SS m 2002 ll h “a gooJ 1J~a to L.ecp I 9 n.·cor’lh R& t SO~ HLE rra.h1,wbf, u,ps to c1l’c ,mu n.xlmr 60 CbJi, IIO \A FWCOCCT ,.TJO \ ll.
(}l 1.1 ( ~f!’1’UT’kL’Wlt1 ru,,,i:-owJ w t’v
i….t r , .. .Jpcr-~~ ll(a ,.,.1,n…, TN£ W ~ A .. · i , .. a f1.-J..:ral IJ” rc-quinng cmplo)CC’ of 100 or mor\; full •timc ” orlc 1″ 60 dJ • ,J =e nOltL-C of doo1ng or m.JJor J) o ‘ o ur > • ~al.u-1cd _, 11 “tut b ,.·oH’rcJ are 3,JJJJt,li on lhc [)c~cnl o ~ull’C~ 11 WARN notice “hen 0 Ct’m n-qUJl’C’, 90JJ_,:. o1..’ll« “hen la)ing f.’ff 250m ml”1re ,1.orl cr.t al 3 )Ile CII\
TICE UNIFOIIMED SERVlaS EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT (Us
OF 1”4 The Uniformed Scn,rcs Emplo)menl and Rccmploimcn1 R1gh1, Act of~
l Jf’PlicunL, “ho m..1} ~ cm.lk-d 1n10 m1bl!ll) M”f’\ 1,c or “ho \ Oluntrcr for m1l11ary scnicc tit cir cn,J._
v,ould “”” oolJJned 11,d lh<) remained conUJ1uou,I) cmploJcd bJ their CJ\ 1han cmplo)cr Thr
IJ~ a.ho prorccts 1oJJ\ 1Ju:ah from d,-.c.nminauon 1n hinni. promouon, and rr tcn11on on I.be~
01 prr-.ent anJ future mi:m~·rs.h1p in the armed ~en 1cc, The Ocpanmcnt o r Labor cnrcwtts
lhe lJSERRA
VIETNAM ERA VETEIIANS’ llfAl>JI/SlMENT ASSISTANCE ACT (VEVRAA) OF 1974 (AMEN0£D
IN 2002 IY TICE Joas FOR VETIIIANS ACT) The v,c,nam Era Vclcr:tns’ RcadJU>llnt,c
A~bUl>l~ Act (VEVRAA) proh1b11s d1.scnm1na.uon again , , pro1cc1c<.1 \ l'lcrans and It ~wra
fcJcr.tJ go\tmmcnl ronlr:IClors and subcoolr:IC101’> “uh a con tract o f $25,000 o r more ,.,lb 1hr proccct«J by VEVRAA and tlS amcnJmcnts. VEVRAA rc4u1rc, that con1rac10rs and subcco,
tn.lOl’S Im lh 1em. and lh.ll ro\tred \tleran, recm e pnonl) in referral 10 ,uch opemnc, Funhcr, VEVRM cumn1 (OlplO) C’C) “ho an,: CO\<(rtd \Clcran~
THE CONSUMER CIIEDIT IIEl’OIITJNG REFORM ACT OF ,,,, Under the Con,umcr Cr Rcporung Reform Ac, of 1996, an cmplo)er mu” disclose in ad, ancc us tnlcnuon 10 obtJun 11 apphcan1 or cmploi cc mu,1 rcctJ\’C a copy of lhc n:port and a “nucn dcscn plton o f their nglus
under lhts >Cl b BoM Fide Occupation•I Qua,lific•tion (BFOQ)
Tltcft’ vc ,nuJ.Uon, tn “h1ch II prolectrd ch.Jractcnsllccan hr con”d1.· n:J a boru1 fidr occupational
qulllilication (BFOQJ and lcg,11) be used 10 make emploi menl dcc1<1ons A BFOQ means Jh.JI
the char.icten~uC’ ,~ ~nuaJ 10 1he succcs,rur performance or a n:lcvanr cmpl oymenl funcoot1
·\ s c,ubltsbrJ ‘” Ill< Supreme Coun C3\C D,a:, Pan Am World A,n, au 17 o nly a qual1ficalJOll
Iha! alTcru on emplo)cc’ s ah,lll) 10 perform th< Job cnn be considered a BFOQ BFOQs do D •PP1> “‘ all Jobs. and race and color can ne,cr b, con II” 1mporun1 10 dC\clop 3 r, b d spen 1c JO e 3CI~ ‘.’:: I posf ,nduoo before heg,nning Q recnurmcnl cfforL nro(), mu,1 t,c i,,,cd only on lb<
'"""' II)' o 1 1>1duals “,lh so ~• “”‘
duuc, no t on w·-01 d ‘—- me PfOl«h.’u ch.11..1uen~t1C (c ~. 1hc1r Irie ‘<) 10 ptrfl,nnJ'"'
..... )pc c,i..u.icten, a11on~
All.tng ahcu1 protected ch.lra(le • t rnatl) uninformed htnn• n, • y SIJJJs DEVELOP YOUR SKILLS
improper Interview Questions
c oun rul,ngs and Equal Employment Opportunity Comm,ss,on o,or rotected d•ss IS
• gfOUP of people who share a pan,culdr charactensuc protected
bf fed•’• a’ld/0< sla te employment dcscnmna110n I.Jws A bull•
""' necess11y IS an ,mpo,tant business ob,ective of 111<, employer
Enghsh-lc1nguage prof1c1ericy, an c1dverse effect upcn a
m 1fi0t1ty group may result v1olat1ng Title VII lnqumng how
c1n opplont acquired the ab,hty to read, wme. or speak. a
foreign language Is atso inc1pprop,1ate may view this quesoon as seeking mfo,mauon tha t is not
JOb related and that could re~uh in d1scrimInc1uon based on of T,11e VII AJthough mterv1ew quesuons 1n and of themselves are
not illegal. quest,ons that can ha~e an 1 ‘egal impact m terms of
• f,rm s h1rmg should btt d\Otded lhe followmg are fn.-e 1nter – emo ·oymeol and that should be aYO,ded 39
How mJny ch,/dren do you “1ve7 QuesllOflS 11•9ard ng an ments can be construed as bemg d,scnm,nato,y TIiie VII of 4 What ,s your he1gnt’ Whar ,s your we,ghtl M1n1mum illegal under Title VU ,f tney screen ou1 a disprc,port1onate
number of m1nonlles or women and the emp1oter cannot mane• or toe )Ob(s) ,n quemon 40
5 Are you able 10 ….,,k on Chmtma5 Day> An employer can
be c1ccused of rehg1ous d 1scnm1nauon in v10lat10n of Title Glob•I Issues
Emplo)mc:nt J3ws vary ncros~ countncs For cxwnplc, Mexican \\Orlcr~ not onl) 1.·nJO)’ 11 n gh1 ro
,c1erancc pay, thcJ also benefit from la”s lhal g1« them ab,olulc cap< on the numbcr of houn
1hc) can “- Orl, p:ud “ac11t1ons at premium-pl) rates. p.ud hohJa),, p;ud \.\ cckcnd,, p:ud rmuer•
n,1y lca,·c. cmploJ er- fundcd housing. annual profil -shanng bonuses. nnd annual 13th-month pay
bonu~s None of these pr:1c11ccs cx1s1s under US l.lw Mc.uco·s constJtuu on nl so grnn1 .-. nffir•
mJII\C :K’Uon-rcla1cd cmplo)mCnl nght.s a.nd Nns noncompctc a,grccmcnts ” U S mulunauona.l companies opcrntrng in Europe must 3h o comply “-Ith the cmploy-
mcn1 laws or their European host countncs. Although mony European na11on~ hJ\C ,1a1u1c, or
cfln,111uuon::1I clou)CS prohJb1t1ng e mploymenr d1sc:nmmauon. un lrlc U.S lll’-‘ S, many of the~
IJy, ~ lc1ck pro\ m oos by “‘h1ch govcmmcnl agencies cnn enforce them or pnva1c l111gJt10n can he
purwrd But 1h1s s11uat1on 1s ch3Ilging bccauSt Europeans nrc concerned 1hat due to 1hc fonnJ-
uon or the European Union. people’s employment nghts and working conJ111on…-. ,, 111 dctcnorarc
10 rite poinl 11hcre lhcy mirror the 10 .. csl levels of pro1cc11on offordcJ b) n pan,cular mcmhcr•
nJuon llu,;,; umrcm has resulted in Europe® Un1on- lc\cl legi..lauon rcquinn~ mcmhcr nauons
10 .)lfeng1hcn their legal pro\ 1sions Jl
EQUAL EMPLOYMENT OPPORTUNITY, AFFIRMATIVE ACTION,
AND QUOTAS
EquJI cmplo} rncn1 opponun11y. Jffimt~lll\’C acuon . and >tarring liUUta, :1rc fr1.”4ui:nt1) 1111\Um.kr
‘ll’O\J and o l1cn 1hc \UbJfi’ l li or debate Nc,1, \\C <.11-.(.u\"i ca1. h or them
Equal Employment Opportunity
Fquul emplo) menl opportunil) (EF.0) mean, JhJl a f1 n11 , cmploJmcnl prJ,ttt e< mu, t he
dc>1£ncd .ind U\Cd 111 a ” foun lly nculrJI” manner 1.._1JII) ncutr11I means lhJI all empl O) <'CS :ind
applu.:,mb un.~ 1rc.11~i..1 con.s1)tcn1Jy rcsarJk~s o l lhl’ tr prt.~e~1″J chara1..1cn,11cs , ~uc. h th Lhr,r )C\
411J r.M.c LLO IIJ\\\ require fimn 10 m:.kc ~in unb13,c-J a,,l,,1111.·nl and 1n1~rprctJt1on ~,1 :1ppl11 .. an1, •
J11h 4u.1lil i1. J t1on, 11,c con~1,1cn1 odm1m.,lfJt1011 ol ,tJrrmg 11rJc1tccs 1, 1h,,u~ht 10 crc.:u c an c~uJI
t•rp,..,n untt) lur l.”\\'()0nc 10 ob1J1n:11,,h or promo11on , not Ju,1 mcmhcr, 01 prolC’t.. h:J cl.l\\C)
IJLS/WiS~ \ ECt~SITI
,m 1mrorr,mr btH1nr11 ,”1Jrt 111 r cJ/ tl,t’ PROT>CTW CUSS
u cmup l’l{~nrl, t\llll ,ltar~ u prmrc trd b-t fctkrul ,ui,V,,r rwu tQU \ L f trr, 011ft VT ,11t J in u / ,14 l,1/h t lt’ut~IJI rn.Jnnrr f I 62
•rn …. ..,…t1′-..,. •r~ n..a-r~tn lTca.::, f’I ~,,…..-n-… ilat!.lln
• \ tc • Rths1<'n
. s.:,
LEO IJ’-‘> oho rrorut,11 cmrl’-l)C’C) from rcllll.11<'1) dt'\ChJf~C and fro m being ~
.,. 1
~,tubil emplo) m from pa)in~ rn1plo)ccs more th …._ or Affirm~tive Ac1ion
You might ha,r ” tltkJcn:d at )001C potnt ,n )Our hfcumc “hat C'(O~tl) alfinnall,c Gcuoo t’on,
of Afflnna th~ aclion””‘ rercr- to lhc proxmc efforts of Lhe U S go, ernmcnt lo ch JJb
wscnmin.mon :u,J its pa,• rlT«L> Aflinnau, c ocuon proiram, t>.:Fan in the 1970s 10 U:::, 11> • r,,ulL Out of concern that ending fonn.,i ‘-
cnrrunJuon “ould n(I( elim1n:1tc racum b) cmplO)C~. Ptt:,,1dc:n1 John\On i ssued E,ccuu,’t~
111~6,. Scp1 conLrXtors “uh lcJcr.u contr.>Cl! of 31 leas, S50.000 onJ 50 o r m o re cmplo) ecs lo ha,.• rllC foaJ of uffarmatJ, c 111,.’Uon 1, 10 pro, 1Jc cmplo) mcnt opportu n,ucs 10 groups f0nncr1J Amcnc:in>. Hi,pan,c AmcncaM. anJ ” omen. hJ,c been 1dcnufied by the US De~
LaJx-,r a.., “‘prol.t.”Cted clJ.»CS ” Affumau,c ai:-tion ,s aho n:qu1rcd for handicapped persons, disablat trx1on .)(‘I goo.I) for ti,nng m.Jn<>nlJc.s and fcmalcs, lhcrc an: cu.rrcn1ly no I.av. ~ or rcgulauoru fflfill
mg they sci~, lor h,nng Olhcr prol AFFIIIMATIVE ACTION PLANS An ajfirmalllt OCl/011 plan describe, In dc1n,J the acuons IOI<
ul.cn. proccdw-cs 10 be follo”cJ. an
;iJTirmau,c acuon prt,g”ilnl Affinnau,c acuon plans can include. but an: no 1 hmncd to, ldtxrlir record l«pmg. inrtmal comphan<.t aud11ini, Bnd rtponing arc oflcn included 10 measure*
,ucccss of Iii< plans En:plo) a ccun on.Jc~ Lhtm 10. bccauS<' lhc.) .uc kJc.·rJI Cflntracrof'. or bccJu,c the)' agr(t 10 lhtm ••
rtmc:-J .) for d1~mrna11on UU1 occurred ,n 1hc: PJ~I
AffumJll\C octJon programs can 1cmpor.u,f.) ~,, c prcfcrcn11JI trca1mcm 10 qualified lfP sc1~ed by couru ID cnnlnl!i of d1SCnm1nauon clam,, (A finn , Jnno l legally decide 10 gM l”‘f
crcnuil rrutmcnt on 1l~ o””· m OUlC’r “- Ords ) Numeric-al hcnchmarl,. , nre us uJIJy ci.Ulbfidlcd
based on Iii< a,o,JJbilnJ of quaJ1fl cmplO)cr’, “-orlfort’t’ Thcsc numcnc~ £OOJs J o no1 crcalc quor,1′ IC’r -..pcc1fic grour,. nor at
lhC) designed to r uar.uirtc.· proporuon.:d repn:.scnur,on or cquJI rc(,ulh In rno~t i..a~\. Ult’ pt,,,
tdcnuf) ,. ofun1ary gooJ\ and llmeuMc~ for 1n1cgr.111ng “orlr”‘ Jn,111 und~rrc:presentcd 1roups t111t
Ille ” °’~placr In Olhcr “nrds. lhc plans ~l\r nx:nuung. h.mng. and promouon 5lr.lle&1cs 1\foreo,cr. a con1rJi.1nr , (J 1lu, c to amun 1b£0,lb •
noc ‘”anJ of II\.Clr,~ offim131J ,c ac.ut,n ,101J11on Ho”c,cr fJ1f1nr 10 make a “ood f::uth dfort lJ rU irmau,r acuon pl,ns , hould be 1empor.iry .,nJ he d 1sconunued “‘”‘•-
“0 orcc I} rtrrcscnuu,e of the a,,]jJaMc popufJrmn. and !ih,,ulJ l’C fonna ll.) ~fJh:d'” wnUIII
ChJptcr J • T he lci ,d Con1ex1 6 3
~ · pr,1c.-t1ct of affimtall\C ac tmn (rnalin fr. h1.• rnulls of d1scnrnm:i11on .1flirfflJII\C x~aon ½obram’i ~i°mcn afld nunonucs ha, c c,pcnenctd ~,gmficnnl cmplo)men1 rJUl'” h) rlJc ks in ,r1~J$Cn.1I P'”’11on,Jumrcd fi,efol !OIJ, onl) W <'f the Fonunc 1000 CEO."'"' "Omen., ·
II 1, unpon ant 10 uolJCr)lanJ ~omc of the le.) facro”‘ that dc1enn1t1c 1hc legal d cfcn~1 t,1lit)
(\f !ln :iffim1J 11,e action pl,tn, p.11t1t ularly if II n:qu1rcs g1, tni; prcfcrcn11.;iJ lrc’a1men1 W any ~uh
in,up Sr,ri JI fc..”C.Jerulhco;:; dcc,’;;;n,” ha, e hc lpC”d 10 clanf) , omc o( 1hc f.JCIOfS thar arc 1mpor-
rJn1 1n determining ” <'I r 3"
11 irmau,c acu on plan 1ha1 m, ohci J')rt'fcrrn11al lf'C'Jlm<'nl 1, in
, 1ol.111on tir TIiie VII These an: ,umm:irucd rn Table J .3″‘1 R~uhcr than g” 1ns any r,ro1cc1eJ
~roup prckn:nllJI trcJlmcnt, 11 “’11) lie ~lier fo r cmplo)en 10 1dcn11f) the husmesir n:IJ!cd c h:1r-
.:1r.1cn,u’- 1h<') arc )t:el 1ng (c S • a goal to hire ('IC'flplc "-1th l no" lcJ g<' of ;ind mnucncc m 1hc
A(~an Amrncan tommun!I)) llnd U\C It m making hmng dcc1s1on, r.uhcr thJn U\lng the pro-
rc.• … lc-J charac1cn,uc 11.sc lf t9-!6. n ‘~eant 1′ lad.Jotr Boartl of Ed11rar,011’ m,nonl) rmplO)CC.) by 13) mg ofr nonmmon ty teachers fi~1. e\Cn thoug h the) hJJ ~cm onl)
Tite Supn.·m..: Court ruled 3 goun,1 lhe school hl1.:in:I. saying 1ha1 rhc 1n1ury ,uffcreJ Ii) the nC”n•
m1m1n11r., affcc. rcJ cou ld no1 Ju,ll f.) lhc bcncli1, 10 1111nont1es “\Ve hu,c prc\lou,I) c~prc~’!ieJ
ronC’i:m o,cr the l,unkn that a pn:fcrcnual-l.J) offs ” heme ,m~s o n mrKJCCnt p.irlies fn c.t’<' in,ohing ,ahJ hmng goah,. lhc bunJcn 10 t-ic- home b) ,nnl’Ctnt 1nd1\1Jua.h ,~ d1 ffu!ICd 10 11
d,n,1Jerablc c ,11..·n1 among soc1cl) generally Tho ul=,h hmng go.;ils mJy bun:lcn some innocent
1nJ1, 1duJ.l fulW\. cmplO)l11Cnl opportunll) I\ no t 3S IOlnJ” \ C 3,;; IO\S of a.n C\ ISlmg JClb ••
r\n equal opponunll_)/afli nnatl\c action !tl3lcmcn1 , hould be 1rc.ludcd m .:ill rccrUII•
mcnl comrnu111c J.l10n’!i Mo,1 organ11at1ons u~ phra.’!IC~ or ocmn) rnlii liiUCh as COE.IA.A (EquJI
Orponunll) l· mpfo)rrlAm nnatl\ c A1.llon). Equal Opponw11f) Emplo)rr, or .A,i £,111dl
Op(H1rtunmlrlffirma t11 t’ A rtto” lm11,.,,w11 If lhc~ qual1I) J-nJ 1Jn&~ o f applrcJnL, de .. 1rcd, lhe <'mplo)tr can c-re.11c 3 more npl1c11 anJ proocu,c
,1.11cmcnt. such tb 1hc follO YI mg “‘Applu:.1nh from und<'rrepre~nlcJ sruup, arc :i,trongl) cncour•
Jfed 10 .1ppl) ” An cxccllcnl .)3.rnrlc affirmatt,e ocuon pm~ram ,s a\a1lahlc ot \\ “” d ol go, /
okrp/n:g>lcomphancc/ pdf/,:m1pleaap pJI
Quo t;,s
Staffing q uotas c,tJlili ,h , pcc,fic n:qu1n:111enb that ccn.im pcn:-enta,:;c , of d1,ad, anl3ccd
Jn”‘Up, he hired Staffing quo rJ, .arc i;cner;:ill) illegal 1llc: g03.I of quous 11- o ften 10 cqu.Ji11<'
the rropon,01101 rcprcscn1a11on of undcrreprcscn1cJ grour,\ an I.he comp.1,n) ·s YI Clfllorcc “11.h
their proporllon, 1n th~ organ11a11on ·, rclc, anl IJhor marl c1 The stl.c and loca11on o f a liml’ .,
£i:III Q Affirmative Action Plan s Involving Preferential Trutment51 d scr m nat on c,n be forced to ,mplement an 1H.rmative •ct•on pl•n to remedy the
d scrm nation Employers that have •n ,m~lanced wor1cfon:e bot that ha-..e not been
found gu,lty of d 1scnm,nat1on m1y be able to Justify an aff1m,ative aaon plan to remedy
1he imbalance Employers whose woricforce ,s representa111,1e of tlie 11,111lable wor kforce w ill
1,,,..e ad ff cult time Jusdy,ng an 1ff1m,at1ve act on plan any subgroup quotas can be 1s uncl1ar, but an 1ff rmative act on plan 1’at e , cludes au
members of a nonmmority group would likely be four-d to be illegal
An affirmative action pl• n 1hould b• t• mpor,ry. D sconttnue th_. plan after meeting the
aff1rmat,1,e IC1 •on 901 1s 1fl -ma•, ,e action plans [1 e those la king fom-al goals or• fom,c1 I statt-m~nt of t,..e Jc-t·ons
to be taken vnder rhe plan) have been four, d 10 be d1scnm1na~~,y
STAFI f\G Ql..OTIS
r1wb/11Ji ff”tlfic’ ~(/Wlf’Ntt t (‘t’f,JJII tl~t\ r,/ ,.,.~r/r /ft•”‘f I ~ ! 64 our«-r , • The L<,,1I C,"11nt of the JOb As an 11lu,1ra11on, fo r faculi
J , • J, on ih< n,1un: • y Pos1lln.. n.·1~\ W,I IJtx,r m:ir~cl ,pen I Jdined a, miuon:il For managcmL:nl ond profcss10 ~
th.: n:1<,,ni lalw ms kcl 1, u,ual l •. ,1, JdincJ.,,, n:ponll For siaff and lobo~- ~, arkct ,, gcm.:r.u . ''"' ~bta..
uon,, lh< n:1<,an11, 1>\lr'” ii) (kftneJ a, hx:al ~ Bi !he la\C 1970–. 03 ‘ h ,·’e< t,c,amc an ,s,uc The landmar~ 197S ""
• agaan,t 1.\ ate n J.I • ~
n.mt111, or d1–cnm1natton I ll•gc 3Jm1,s1on, program, Allan Bakke, a “‘bite 0-. ,J •m ,n a row ) • 1,.. lllllq I 1 II) •rPl1CJ111S The schoo d The Supn:mc Courl ou1la”cd in0cxiblc quota 611111 :J.ITinn•U” xuo_n P”\, ‘”” of Un M'”” of Califonul/ v BaH, • proh,bncd stboou ,a,.. d race ti) a 3c1or 1n ti “‘ one factor among many for the purpose <' m. ic, ing a I\ ersc , Sludtnt
,1 II tn:lh rxc as ... ,. h •ppl,canl mu,1 be rc\lC\\Cd ,ndl\ ,dually. and an affinnatJ\ ~
Jauon In olhtr \.\utw. ca.. .. , c ._
, unconsuiuuonal 1r It au1omaucaJly 1ncrr~s :1n appl1i..~ant s chrmccs over others~ Emplo)e”””‘ not r ENFORCEMENT AGENCIES
l.tt?J:,lau,c bod1e1 at the local. slate. and ri:dcral lc,ch ha,c the powt:r 1ocrca1c, amend, and da, Th~ Equ~I Employment Opportunity Commission (EEOC)
When lhe EEOC””‘ csoabli,hcd by Tnlc Vil of 1hc Cl\11 Rights Act of 1964, 11s pnma) ‘ Title VU of lhe Cl\ 11 Rights At l of 19M
• The AF D1scnmin;won 1n EmplO) men, Acl ul 196 7 (ADE,\ ) • Tuk I •nd Title V nf !he Amenc3ns “1U1 D11ab1li11c, Ari of 1990 f ,\ DA I ,on I on i,cnminJll<)n All of 2008 (G INA)
The EEoc rcc<11es o" r 90 O'X) h so r h ·c- u c, …. ~e.s facn compan l1 I f 1(1! ll OC filed• b ” ‘ 1111 >gain’! Unued P,lfCd Sen1cc ,,n t,ch:ilfti•
ChJplcr 3 • I he Lcg:al Context
R.bt,lfan:in \\ ho ” a’ told he h3d iosha,c lus beard 1rhc wuntcd 10 t-.: hin:d as a dn ,cr’ lii helper “il’I TI,c 65
ln OllJ1uon 10 enforcing equal cmplo)ment la”·s, 1hc EEOC cncourntcs and fuc1l1 u11cs “ol- Toe remedies a\a1 lablc 10 the EEOC for employme n1 10..luJc
• 8 :ick pay, or the PJY n pl::unuff I> cn1 11lcd to up to the umc the coun rendered 11s JUJ~mcn1 umc the “‘ul..cr rclUrns to lhc place of emplo) mcn1 ha\c been 1f not lor the d1scnmma11on)
When the EEOC finds that a finn ho~ intentionall y d1″ nmin:u«I. 11 can J\\ard the, 1c1Jnh All cmplo)crs with 15 or more cmploycclii :ire rcqu1n:-d to Lctp cmplo)’mcnt rccorch Some The Office of Federal Contract Compliance Programs (OFCCP)
The Offt,e 01 Federal Con1ract Co111phancc Progr.,111, (OFCC P) is part of ,he US. Dcp,n mcnt ll1c OFCCP umh.·nJlCl’I tompllanll’ re, I~'”‘ for contractor-=, llnigcd t–) J , 0 11″‘ MC pr£\ ii l’STE.lf/C IJISCRI \1/,V, I no \f J1,01m.,,u,,. , a;:,urut 11>,’ •11fi, w11 66 Our E OFCCP DEflNE AN • AP’LJCANT”7 Bccau,c lhC) mu,l trJck lhc S 11 “d,sMmr, ,mpxt on mmon11 an OFCCP’ d IS~ ,– ,_, _, • mmenl conlr.l<'IOrs. The s recor -re1cn11on r,
llrly ,mporunl ro ,..,.e,w go\'\o _.,_ gu~
Onlc:r under faccuto\C – I -o plo cc, und u g lpP(q, 1 000 at easl · . •nnlic”llnns and n:sum~s for one ) car The OFCCP’ > regulations Ill=,.__ tors 10 ,dcnufy lhc •ender r:IC< . and clhnoc11y o each applieant "......_ go, c.mmcnt contJUC ~ · .
1
be • l.i;~ ~ INTEIINET APPI.ICANTS To help kderal con1r:1ctors and subco nl!ac1or., manage lbc ~ I. The: ondtvodual c,prts\Cs an mtcrc,t m J Job , ,a the Internet or rcla1cd elcc1romc d.lla 2. The controclor considers lhc 1nd1v1dual for cmplo~mcnt on a pan ocular pos111on cauons for the p<>“llJOn
.a. lbc tnd1,1duaJ 31 no poInI in the contr.1cIor’ s sclccuon procc~o;;. pnor to receiving an ollrr Consider a contractor \\hO ‘-’31llS to hire n bilingual mnnufoctunng ~upcr v1~or and \C.tnho e prong, o the lntcmcr opphcan1″ delin11 1on ~ luie numcncal I JU managcm~nt lcchniquc,. ~uch ~ random samplint « I mlcrcs1., It can drcide lh:t~ c, 11 Con1rac1 ll “t onl) con11dcr the firs t 200 in a p.irucular posuion .. and h 1.:nu )mg Job , cdcr, cnn1ac1cd rc g,.mhng their inti:n–4 record of each rkum~ adJ d tc each ri ~umc v. as at.Id ti , u “JntJ,c \CJh .. h cmcna U\i!d and the J .11c ot 1hc ,c-Jrch
With rc,pcct co c, tcmal resume! datnbaM: s, the conLractor mu~t mamcun the follO\\ 1ng .
, A record of the pos111on for “htch each scarth of the database wu, mJde Chap , Th< resum~s of job seekers who met the basic quahlica ttons for ,he pan,culnr J>O”t,on “ho Con1roc1ors mu,t also keep all documents related to u,c Internet Joh ,cc~c rs II con1ac1′ A< we hO\C c The information coll ected allows the organ1tat1on co rrO\ 1dc th!! documcn1:111on II need’) THE BASES FOR EMPLOYMENT LAWSUITS
Faull) rccru1trng, hmng, promouon, anJ tcmun:ltlon procedures can all generate la Yt s u1t.s. Oispar.at e Treatment
l)isparute tr eatment Is rntcnuon.11 J1.;;cnm1n.1uon ba,cJ o n J pcr,on ‘s protcllc AN INFERRED DISPARATE TREATMENT CASE D, I. n ,,t he or ,ecking ,111phc an1, th.It he or ~he wn<. rtJCCtcd he~.,u,c or lu ~ N her pro 1ct.1cJ ~t..11u, . onl) 1.ha1 Oc, p11c h1~ or
her qu.l11licauon-.. he or ,he \\US rcJC1.. 1c 4. TI1Jt ofter btang rejected, the pos1uo n rcmain..-J t’pcn, nnc.l 1hc employer to1111nucd 10 , c.. cl ‘ I I Once lhe>< four ospcc1' arc e :tJ d d effect Q d ~ If lhe defendant ts succe,sful ,n c, 1Jbl,sh1ng a BFO_ e cn, e, the pla,nuff the n~ • Wll.-~uucn.vdoj.lknlllf A MIXED MOTIVE CASE A mixed mot he ca,c of di sparate treatment 1s one in ” h1 111 na11on was a mou1au ng factor ID the cmplo}cr’s acuon . the emplo) e r 1s found liable n, “”‘””~
ADI ERSE 10/Sf,tRATEJ llfl’, ~ lvn an tJ Thc Suprtme Coun has ruled !hat pla1n11 ff, do not need a “smokrng gun” or dirtct c’tdtllll Adverse (or Disparate) Impact
Ad• •rw (dispar11t) impact occurs ” hen an acuon has a d1spropor11ona1c effect on • prot«ttd 1th 0ther pracuccs can be legally challenged. The only defen se for adverse 11npac1 is ” hen d The scm,n.tl ad, crsc impact · th s . O •· p case ts e uprcmc Coun s 197 1 dcc1s1on tn Grrggs 1•. “” rny ,or rcqumng applicants to pos h I tests d 1-school diploma or pass o ff-the-shelf intclhgcr,,.-. lcn•c ,nclud, , e . xamplcs of pracuccs tl1a1 may be subj ect lo an nd,crsc nnpacl cllli· · , mg a e 10 com. I I 50 h a, intcrv ,c”s Jn lar• cr or -·, • cast pounds), and subJecuvc procedures, sue in the same general area, cJu,c e larger num bers of johs and J0b fa nul,es. or cluster> of J~J;i,
Assessment scores cannot be altered J R or cha nged to reduce the adverse impact on proiccte o race color rel’ · J “” 11om1111g, or compann• an O 1 ‘ . · ,g,on. sc, . or nauonal orig rn .. TI11s means 1 ,at ‘ d • PP ,com s scores o I . . b_,, an scn,ng separate palling O f n Y r cuio f score~ for cJch subgroup, i, unlaw ful.
Chopicr 3 • The Legal Contc\l 69
sr.tTISTICS There arc three l)·pcs of s1a11s11cs rclc, an1 for sh0111ng advcN impact stock their ava1lob1h1y, they ore said 10 be 1111d,ruul ,~,d ~niup (a group of related jobs) and do them scpar:ucl y fo r \\ Omen and minonucs Usually rim” Tn~lc 3-4 1den11rics n rim,·, u11li1a11on rates of women ID the clcncal Job group rclauve Flow slali.~ties compare protected groups’ u l, c1io11 rares. or the percentage of apphcanis • Organ11a11ons mu, 1 keep record s so the rele vant sclceuon rates (ai,o called apphcant now • Sclccuon rates must be calc ulated • TI1e 80 percent (or 4/5) rule determines whether or not companies’ procedu res have an 9 federal en forcement agencies as evidence of ad, en;c 1111pact. surrounding the s1.1tistical and practic al s1gn1r.cance or the di fference, in selc-cuon rates liJ:1!ij• Stock Statist ics Female,
Males
Curre nt Clerical Workers (%1
80
20
Availability in Rtlevant Population (%)
60
40 STOCK STA1/STJCS
rnmptirt tl1t ptrt’t’nt11t t ofmtn Fl.OW STATISTICS
H;I/UflCf tlwl w mpurt lht P”” t nltl,.:t 70 QJrc.”T ‘ • The ~;aJ Con1n1 ho 114, me ,mp.i.i In 1he2009 ca,e of Rice, CO\ CC.\’TRAT/0.\ STATISTICS
.m:z.aan ~ C1lllllplD’I’ dt,r ptrcntJOffl nl11WJIIJJVb C’01~f ltl IU ,j Mt’ft. 11t U”6all •o,tfo,rr cv~tunrs
St:UJ!lUCl ~ nol suffk1c-nt :a~ th: rc!lulls of J, ~ssmcnr ,c~h canno1 be igno~ ftf 1111ir,i,
t-n,u.., the) hl\c on oJ,m;,;:;:; ..,iecuon cn1 .,. f J m””rmL ” htrc indi, 1Jual.s an: guarantci:d <.'qual opponun ""ll
the T11lc Vil nooon of• "'"•Pace 11y .,,,_
k,, ol = _, , .. , thJI odw ,c ,mpac1 ocrur> ,f 1hc d ifference bci”cen ••- b paled 10 b< sclectcu '" I...,., ·~
We " ,11 discuss llu1 ,o gn:a1cr dc13JI ,n Ch>plcr 8
In Table 3_5 “• > “omen o.nd men for lhc saksossoc,aie Job cotcgol) To appl) 1he four-fifth,. or 80 P f ., ,clecuoo rote In lhJS cumpk “‘ ><< 1hJ1 men "ere hired"' 1hc higher rate. and that SO
of male upphcDJtlS “,re tur (O 80 x SO pcn:enl ). So group sclecuon ra1cs differ enouih to sui:gc,1 ihJl lhc -clecuon method ,s d1\Cnminatory i,
sec thll ” omen “e”‘ selected 01 u ~5 pcrccn1 rote. “htch “lc.ss lhan 40 percent, suggcsuna1, The 80 pcn:cnt rule h1ghhgh1S “h) UlJ’gc ted rccru,ung ” ,mponan1. If an organu,ai..,
,.-,s 10 s,mpl) urgct • p,nteul”‘ subgroup for rccru11rng “”h ; kills, DJtd quallly on that pool. 1hen II could un1n1enuonally crcJle a >11ua11on 1n which II •llllltJ
be hldy 10 \I0btc lhe rule s,mpl) ,ncrcasong the me of the poo l ,mpro\log 115 qualuy can reduce lhc sclecuon ra1c of ccn:un pro1cc1ed subgro noloung lhc rule sec 1f men . ..,..omen, or mmon11e) arc ronc-entrarcd 1n crr1:11n ” ork forcc catcgoncs. For Cuapk_
50 pcrc,nt of an o,ganLZauon ‘s 1oul cmplo) ecs may be female, but 1f ” omen tend 10 COfflJ>llt
90 percent of lhc cleneal ” orl force and men rend 10 compnse 90 percen t or the mllll.llffll clrncal posiuons Conccn1r.1uon stausucs do not es1abh,h ad, er,c 1mpac1 by thcmsch’C1, i,,.
the) can 8″• the EEOC• n,ason 10 m\Csl1ga1c an emplo)cr s staffing practices funhcr lO”‘ In Table 3-6. “• sec 1ha11he conccn1rnuon of hl :icls in 1he sale< pos, rions is SO pm,t11.
4nd 1ha1 the conc,ntrauon of Hi conccn1rnuon of “-hllcs m management pos1110ns ,s 80 pcrcen1 TI11s s uggests 1ha1 racial i.~
groups do tend 10 be cone Then: an: l”- 0 posstblc mclhods (o, cvaluaung conccntrnuon datJ TI1c first is 10 compare Ur
r non-Htspun,cs) The other ts 10 compare lhc reprcscntauon of employee, in one subgroup •ii
Olb posSib,luy of d,spararc impact No standard srnu,ucal 1cs1 currently cxi,ts as n legal gu1d,;h11t
“hen • 1 aluaung conccn1r1111on suu,sucs; II ,s expected 1h~1 d1 ffacnt proponion1 :,cross Jot,s i.,J
organu,uon,I Je1cls “‘” be nouced
Mer,
Worreo
Job C.tt gory: S,les Associates
Number of Applicants
200 Number Hired
!QO
25
Selection Rat• I’ll
50
25 –
l:tl’l•iD Conce nt ration Statistics: An Exam ple S•los (%) Cloric•I (%)
Whites 30 15
91, d,s so 20 M•nagement (%)
80 ESTABLISHING A LEGAL CASE The Sleps 1n CSlabltshong an nd,c”c impact CJ,e ore a, follow<
J. The plruntiff muSI pro,e. generally through mu sucal compamon<, 1hJ1 the chaJlengcd
pracucc or selection device has a substantial adH·rsc impnct on 3 protected group.8 defendant can then c n11c t tc lhe sta11s11cal analy~1\ or offer d1 ffcrc n1 ,tJUSIICS.
2. If the plaonuff establishes adverse 1mpac1. the cmplo)cr muSI pm,e 1ha1 1he chal –
lenged practice IS ‘)ob-related for 1hr position 1n qucsuon and ron~1,1cnt ” uh bu, mcss
nttCSSlly ” E,en ,f 1he employer pro, es business necc.s11y. 1hc plainuff con ,ull prc,a,I by ,ho” ,ng
1hJ1 the emplo)cr has refused 10 adopt an nhcmall\C employmen1 procucc 1ha1 \\ Ould sal”f’ 1hc
cmplo)cr’s le~1um:uc interests “1thout h:l\’mg 3n ad\C~ 1mpac1 on a protec1eJ c)35,, SJ ·
Defending F~ilure-to-Hire Lawsuits
La” 4iu1b for failure to hire can be d1lficuh lodefond In ” rongful 1cnrnnat1on or tailurc-lo-promotc
lawsu1b, pcrmnnel records can help establish Ll1a1 the dcc1s1on to 1cn111n:lle or not promote.’. :i pcl”‘on
“a) ba._…cd on 3 lc£1l11muc, nond1Knminn1ory rca.),on But “hen a rompan) 1, )Ut:d for failure 10
hut. 1he emplo)er fn,quenlly has no hi,1ory ,11th lhc emplo)ec on ,. Juch 10 rel) . Prm ,din~ an
accurole JOb d=np11on 10 all recru11.1 and USlnf a s1.1ndard11cd 3nd \\Cll-documcn1ed rccru11mcn1
and screening process “· therefore. ,cry 1mponan1 for the emplo) cr. Tim” ill be 1hc foundauon of
the emplo)cr’s dcfcn,e Scrccnmg candidate, u~mg ObJrcll,c, Job-rclcvwu cn1cna and nrch1, mg
all n:cn111cr and m1cn 1c”cr notes. test and 1n1cn 1c” ~Oh~,. anJ )0 fonh for each applicant cnn
help the cmpl0)Cr defe nd 11s h1nng decision, in coun i-1
One of the hc,1 “ays for nn orgnnmuon 10 reduce ~,c chance< of hcing sued for fai lure
10 hire ” 10 reduce the desire of an •~i,,r,cvcd tndl\ 1dual 10 file J Jowsu11 On 1hc one hand. 1f
•n orpn11auon pro,1c11>cly and genuinely Ines lO gencnuc npphcan1s from dl\ersc gr0UJ)I and
1ubsequcn1ly 1rco1, oil rccru11s fairl y Jnd “”” rcspcc1, rcJccted opphcanrs may be le« hl el)
10 engage m legal acllon On the other han d11 m c groops and lrcJIS some npphcants d1lferen1I) 1han othcl’>. or 1rca1s all apphcanis un fairly
or with ll1,rc!tp:c1. tho~c ” ho on: not hired ntJ) be more mo11, Jlcd to sue- The IJJgc- number of
Jobs at u h1g organiLa11on increase, the ch:rncc, th:u :id\Cr.c 1111pJcl 1s oc,:um ng some” her\! m
lhc compan) . Although 1rnponan1 fo r all organ1 tl11on, u, ing r=cu,e rrcru11mcn1 prJct,ccs
JnJ aucnding 10 apphconl reactions 10 rhe recru11mcn1 ond hmng procc,,c, llrc c, en more ,mpor·
tant for lar~cr orgnnin111ons wr~hang to .1vo1d lc1\.\1ou11(
Fraudulent Recruitment
Chopicr J • The L.cgal Con I<" 7 1
Fraudul~nl rttnritmcnl. also c~lled t111(/i III Jwm g. m,oh l.’-. nmreprc,cnting the JOh or orga- FRALIJUl.f;.\7 n11at1on to J rccru11 In o 11£hl JOh market or dunn~ pcnoJ, of low uncmplo}ment Jmon~ ,xoplc “””” m “‘””f’ ,.,11 ,,.rr,tttHIII,: ,,,,. •n tv ” ,.,. ru 11
Jobs or male unreJhs11c pronme< 10 a11rac1 nel\ hires. If 1hey fall prey 10 thi, 1cmp1a1ion, thC)
n,k being 11111111h a ton la”suit filed hy employees hascd on a lhcory or froudu lcn1 inJuccmcn1
lo lure 1\ ton 1mo hcs • cla11n rhal somcc•nc “as harmed h) a wmng(ul but not ncccs>.1nl)
crmunal JU or another parly and Joe.), nC\l require th.: c\l, tcncc of J contrn..:I DamagL”> mu,1
gcncrJ lly ~u hcyond the loss of e111ploymcn1 1n orJer for J plain11f1 10 m.,lc ,uch o cl.11 111. If an
cmplo)el 1n1cn11011all) c, oggera1c, whal • JOh offers. II cuulJ he, ulncr.,hle 10 a d1;ugc offt JUJ
,\lthou~ h cmplo) mcnl fruuJ ca\CS arc 001 rnmmon m ea,) 10 pro\C, 1h1.·) :ire tx•cunun~ rnvrc- ~ I , 72 Cb.irn 1n n breach-or
,\ CG/JGE.\T 11/RI\ G
"""" '"' o riplmu Im,, an orrli,..,._, fn:.i ucn1 ln"'1J1t,ontosolllM h I med lhal an °' com,- I -= ,._, cJ..-.c: ll' ing c Ill "--"ny 's rcpuL.1uon 8.) 3n cmp oycr can compromise ~ 15 ;inJ n I • comp:in) ,or concc • f h " "'"--"" agJJ > cd a p<>S'"" pic1un: of ,1self and o I c pla1n1ifrs fuiurc 1 . J concealed ,1> financ,.. o»<> I fi '"'~ an am1,.1uon m:l, not hil\ c to d1vu gc 11s manc1al condni on 1 off The coun ruled lhal an o~ · · · d o ""t f II dJsclo,urc 1, rcquircJ ,f , 1a1cmcn1s nrc ma c 10 an apphconi lhai,. Jpphcanl, bul I ., u • I ~ d 1hc applicant' f Ootl,j Sw;,mcnts made 10 con,,ncc a Job apphcanl 10 acccpl a po,11,on can be legally bind,
I he on lhc cmp O) er, even \lo' h --1.1 .. ~ To" '" a case ,n, olving an allcgauon of fraudulent recru11men1 and hmng , lhc plllJlu" 1. Thal lhc emplo)er made a fal,c reprcscnwt,on of a matcnal fact. lic1cn1 basts for a.sscn,n,g th.:it II "a~ true coung. res,gning from Ille finn. or r A u nauon on frauJulcnt hmng occurs "hen on employer u,es fraud 10 keep on emplO)cr Emploim can reduce Ille hkehhood of being faced with such law, u1L, by instrucung all Negligent Hiring
Negligent hiring 1s a tort eta b d 1 •m asc on 1 ,c common law conccp1 1hn1 an cmplo)cr ha.1 1 Es party ,enllally, an organll.1110 d r 1~ 1 1 a1 c 10 c,crn1c rca ~onabl h •' h -The,e issues arc c care '" 1nng lhe employee "ho cau,ed u1c a, ... puM,c cu,1omcrs plt ccmp O) ec '"II have a 101 of contact"'' gl\ e 1hcm acct\s 10 homes d · · n c inn 1'\ hmng employee'\ \\ hO~CJ0 s uo Chlplcr J • The L A cornp:iny can be round legally hable for neghgeni h,nng ,f II ra,1, 10 uncover • Job I. n,c c"stencc ~f an employment rclallonslup bc1"cen the cmplo) er and the " orkcr in, csugatc an employee 's bad:~round can lead to a finding of con~trucuvc knowledge) uff s tnJunes
An cmplo)er's ohligauon to Its employee, and lh1rd p;1r11e, for negligent hin ng depe nd, 11 fo,leJ 10 make a rcasonoble effon 10 lcom about the employee's hi,tory. ground ch«l< routinely anJ con<1s1cn1ly can also help the f1m1 defend 11,;,lf agornst other sui ts
fikJ, for example, on the basis of disparate trcalment and ad,cM 1mpac1 Neglig t11I rtte1111011
,s sunilar to negligent hmn~. but It rocuses on situati on, m which a company knowingl y rcuun~
cmplo),·es who have n high risk of inJunng thcmsehcs or other< 91
Negligent Referral
A gro" mg number ur , tJtc s recogni,c negligent rderrnl a~ OCmg Lhc hJ\IS for a claim Clearly. checking a person\ reference, 1> an 11npor1an1 part of conduc11ng a thorough ,VeGLJGE.\7 REFE RRAL
"u"rprr 1r1111rw or fmlm1t ,., d,~,lntt 74 CJuri,r 3 • The ~..i Conte,t , • . ,1 c a rc,crcncc e • ~ fonncr cmplo)CC> to ch.u cnf ' l-1cn111na11on )awsut1s has become a gro111n " Pnor to the 1990s, e ama ·bl n ,nfonnauon the ,,rm nee s lo know a1... • ...._ be uaincd 10 o 31 I r them 10 karn al l lhc firm \I OU d hkc 10 lnow ,1...-dJdaic, bul II can sull 1" d1ffic~h o ...,. I 1 e for mana£cr> . . """--Certainly. 11 ,s 11 ' ily ha, e Ja11 s grnnung 11nm unt1y lo employers lor .. .,.. th I I ·s 1ha1 currcn . g,v,.. 1'"1 ,L. I ' 's behaviors cou CllUJHe • =•or~ Mana2crs should a ,o bo r I . ...., nc1work1ng sites hketh'" :nauon the cmplo)CC m1gh1 be able lo prove lha1 lhe com"'•r· 1 ,nauon "'as 8 preie.tl. For ex:unplc, a lawyer rcprcscnung anue Sky, 11-ho ,11 reason for icnn ,., cc w,II be ihnllcd 10 fi nd a Li nked In reco mmendation by Jillll!' . th I J:un ,c was ihe bcsl employee she ever a . former manager s1aung J
Triid• Surd Litigiition Trade sccrei litigauon can 1akc place aflc r an employee is hired by a compc1i1or, ord11 102 lar ly d°'.'s business. or whom lhc candidate could bnn g ove r as new cusmmcrs, could kad 1011 The bcsl defen se from lradc seem li11ga 11on is 10 pre, cni Job candida1es from dtsclO!II/ · , P c o a carefully " d d · . •Ii' 1 mt any1hing aboui ihc aciual , or c inlerv,cw qucs1ion woul d be. "Wi1hou1 I< '"-
1 recipe ,or a pan' I f de" oping new food producis , rcu ar produc1, whal role do you play ,n 1crn1< 0 ..,
. ,or yo ur coninany?'' I · 1 . 'd ~fort'" tnlervicw 10 ac kno" lcd•c . 1• • 1 1s a so poss,blc 10 ask 1hc cand1 a1c '-'·n Chap(cr 3 • The Legal Con1ex1
se•ual HarHsm•nt
U Jer Tnlc VII, 1hc ADA, and lhc ADEA, harassment on the haSlS of race, color, rchg1 on, sex, nla gc of d1scn mina11on, part1c1pa11 ng in an in,cs11 ga11on, or opposing d1sc nm1na1ory pracucc,. c 1ar . . so
,llcgal. IOI
Tulc v u·s broad proh1b111ons ag:unsl EEOC BEST PRACTICES
In addi1ion 10 en fo rcing EEO la--s, 1he EEOC provides programs 10 cduco1c 1he pubhc and • Complies wilh 1hc law. • Addresses one or more barriers 1ha1 adversely affec1 eq ual employmcnl opportuni1y. Tlus general sci of key clcmcnlS 1ha1 support ,ucccs,ful EEO programs correspond, lo lhc • Study-know 1hc la"·> and s1andards, remove EEO bamcrs, and seek assis1ancc from 1hc • Dtscuss-comrnuntcalc and reinforce the mc,sagc 1ha1 d1vcn,i1y is a business a,,c1. BARRIERS TO LEGALLY DEFENSIBLE STAFFING
Straicgically responding 10 ihe legal conic XI surrounding 11Jffin£ rcq~ircs le i craging la\\S nnd 75 76 ~IJn) ~arnm •0 cqu < p h than being soc1c1al or cuhurnl in n~turc . Other IO ht
'f"-"C1fo.· 10 J 1xut11:u_la.r cmpl0>
1 ~Cf" N....'-t"J '" ' l'-=tct:iJ orcu I r nN"tfiC bamcrs to cqulll cmplO) mcnt o pponun11y ,,.~ Genual Ba1Tiers A rtpon b) the ,o;; ,_ w,dmg and proac u, cly addressing these barriers ca,, th.:it tend to cu sL Because unu.:rs . . d' . nuru. d reduce the chances that an organ1zauon t~ iscnmm:urn g unintc:nt10b.aJ1 THE "LIKE ME" IIAS People tend 10 assoc,ote w1tl1 other peo ple" ho they perceive 10 be lih le b3Sro on protected cturacicnstics. such as their race , sex. a d1 s~~1l 11y . o~. age. Pcrcc'l\'t,d =ura.l and tthgious differences ond cthnoccntn.sm can compound the like me bias and rtsult Because the - 1ikc me" bias can mnucncc 1he asscs:i.mcnt of pcrfonmmcc nom1s, thtrt STUlEOTYPES A sruto()p~ 1s a belief about an tndl\ 1duaJ or 3 group based o n the ide:1 Iha People 1113y ha\C stereotypes or other and1\lduab based o n their race. color. rtllgiOI. A c-0mmon exam ple of !ilercotypmg occ urs whe n rcJcCting an applican t as ··ovcrq u3lificd.* IGN~CE Some emplo)crs, particularly smaller organizatio ns. arc no t aware o_f 1111 of the PREJUDIO: It IS olso poss,blc thot ou1ngh1 h1go1ry sull occurs on the p·,n of an emplo) Chapter .) • The Legal Contc\l
,,ppartunll)', II 1, po, ~iblc that _the beliefs nnd actions or the finn 's ind ividual hin ng managers n.-dUL' C the occurrence . o f prcJud icc by carefully sclcc11ng and training hiring managers and n HllllNG MANAGERS Hinng managers orten lack an unders1andmg of cmploymenl 13"-.!> and Hmng managers arc also often untrained and unprcpnrcd 10 as k the right lands or ques11ons Specific Barriers
Unhke the general bamcrs j U.!tl disc ussed. there a.re additional hJ..rricrs to equal employ ment •t-i:\•i@ Barriers to Equal Employment Opportunity Identified by the EEOC117 An over-rel,ance on informal networks for recruitment (such as the " good old boy" B.1rriers t o Advance ment and Promotion: • Different standards of performance used for different classes of employees • Equal opportunity HR personnel excluded from the recrv1t1r'lg process when 11 comes to the Birriers in Terms an d Conditions: Counterproductive beha-.i 1or and harassmenl 1n the workplace (ConMued)
77 ~ I r 78 Qurla 1 .. Tb( ~,ll(i._'ff.l C\l
ih•ifl (Connnuedl . . S.rritrt In Term,n• b0 • •• Summary
• Unfa r standards used to ma~e ayo ·,~a I The failure to provide counse ing, J
emplo_::"• _ ----
Recruiting and Hiring to Promote a Brand Image fit :db the EEOC 1h31 alleged ,hat Aberrromb1e & Fitch violated liu, VO 9 of the c,v,i Rig hts A~_'.'. ,, and m3ll ctmg ,u-at,gJ by fcotun ng predominantly white, ltlrlcti,, l g p,op and ., . "" pla,nuffs romplwned that when they applird for Jobs. they "''"' Slttral era! blx k. H1~pamc. ""''"'' · 111 The coosen, dem< r,quir,d Abcn-romb,e 10 abandon ,ts pract1 10 apply for Job5 . ,th Abc:n,romb,c."' Althoug)l the firm did not admit it • as gui lt y. it also ag/OOd lD Tr, mg 10 m ate II parucubr .. lool '" for a sales fcwct is no1 inhe rently unla"' ful .. Bui if rec:nuim Alxrcromb1e has made s1gnirican1 undcs in the area of dhe~ily , 111cc the settlement. The num~ - encouraging orgam,allon, 10 he proac1i,c when it comes 10
resolving any undcrreprc1en1a11on that nught extst in tJ,,u Takeaway Points
I. c " mpl)Ing "'th s1arting la"' s I) ob\lou \l) a good uJc.i from a l. Employees. independe nt coniractors. and con11 ngcn1 " orktrs J. Da-.p:irJtc 1reatmC'nt t\ 1ntcnuonal d1scnm.inat1on based on a pc-non· s Discussion Questions
1. Do ll 'A S proh.Jb111ng certain kinds or hinng d1srnmm3J..1on benefit 2. \\ha.L 1s mean! by "al•\l.·1II emplo)ment" and "hat ad\ iCC \\ Ould J. WhJI 1s the d1lfcrcnce bcl"' t'en now, Siad . and conCt'nlrallon \IJ· Exercises
I. S1rottJ) fatrru t Anal)'11ng AdHrsc lmpJCI Stock Statl,tlu
Chapter 3 • The Legal Con1c.i 79
f.ul1ng 1o dJsclosc complete and llCcuratc ,nfo rmauoo about J. ronncr 4. EquaJ tmploymcnt opponun11y m staffing means that lhe firm ) 5. V11nous bamtrs 10 k~aJly dcfcm 1blc Maffi ng t,1,1 Some bamen 4. What 15 affirml\lJ\C ac11on-» \\ lut 1> an arrinnJ.U\ C ncuon plan" S. Which Lhrcc gtncnl bamcB 10 lt'ga.lly defensible Maffing do you " omrn MJI)• gcner:ueJ the follo"'mg reports from the company' s Workmg m groups ur 1hrcc to fou r Mudcnh use 1h1s mforma• Job Category: Cashiers
t,.1en
\o\ornen
Current Cashlen (%)
JO
Avail,bllity In Rtlev,nt Population (%)
50 Flow st,tlstlu
~1en Concen1,, tlon Statistics
f!Je n
W Of"en
10 Number of AppllcantJ
200 C.1hlers(%)
JO so Job Category. Cuhltrs
Number Hired Selection Rato (%)
100 50 Job category:
Stocktr1 ( %) CIHners ( "4)
70 €5 ~ ' 80 Cbl;'«f l • Th< Lq,'31 Coot<'I
J,J\cr-c tfflf'l',,'t. lflhcn:' b. tr) 10 ,dcnufv ,.hJt 1111ghl tic hJJ1"Cfl1"£
.DJ s;a~ v.a,, I.he' furn C'!U1 mJucr i t . . ho ,U,ac:roml:it~ &: Filch ~--J tn -Cff'all\C- l't"Cf\llUng 10 I \\ ~ mr CC' i.n a group of lh'tt to ti,·c sn,idcnls. w1,1,er the m :a~ ... ~, th3I mnforces its m.utC"ung lffllgC., Why or -..h) not''
b. \lb.JI ;,. som, !llem:llJ•·e • •)' Atertrombi< con "'3ff "'
si:m::s lt:n.lh anJ sull project a desirable image?
3. Dn~lop y,,,;, Sb/ls £.um,, Th< bc:51 "" or any qu,;uon JJOSal
to l Job apphcant lS v. betha the cmplO} a can dcmoMLr.llC' a
CASE511JDY ' Global b1oplurm:=uucaJ company Pfizer bchcves thal • Semester-Long Active Learning Project
You should tu\c finl.111.C'd )our ch01cr or Job and organization and Job- r one >C' nu, chaplet's [)c,clop Your Sl1 1ls fe~ture p-lll
Enfon:
SCAual Harassmcnc
Gcnrral B=m
Spc<1fic B:imc"
Summary g
marl..cung s1ra1~gy Paralklmg 1hc prcJommanll) “”hllc. )OUthfol. and nuroe11,c moJcl< u~ J 1n
AN'f\-romb1c's m11rke1mg nutc:nals, 1hc company's ,alc,f'C'oplc :ilM> c:illcJ · hr.ind rcprcf,Cnl”JU\e5.”
“ere also mos1ly good-looking , “hllC’, ) DI.mg aduh, 1
hm,ung 11~ f'(‘(‘N1lmg to ccna,n fr.11cm1t1c:s 11ml soronucs l.no” n for their 111trae11,c. predominantly \\ h11c
mcmbcri. One former Abercrombie m.inagcr S!lld thal a po~tcr \\-1th 1mDfC:!. of the ideal At’lt’n.a0mh1c:
c:mplO) C<" ,houlJ po~ss Quahucs for a male included being ;i fr:ucm11y mc:mbc:-r " ho Ill.cs sporu.
r Jrt) 1nJ,?. nnd g.irl.s A female )hou lJ Ille: to h:t,c fun, shop. and be a
ple Aricr n·..tdmg this chapter, )OU s houlJ hJ,c somr gooJ m~1gh~ 10 tell Abercrombie & Fitch
,pcc11,c. bul us }OU ltamcd in the lruil chapter, doing f;O can al,o be stmteg1c. In addnton 10
a,oaJ1ng the expense of la”‘,ull\ and the ncgall\ C public rclauon~ that comes\\ 1th hu~auon.
1J1.·nt1ricd “Jccc,s to top talent” :t..:. 1hc main dn\Cr of their d1\crsH) ond mclus1o n prog ram,.
Empl oyment la,-s und rcgu lauons emc for .c,cral reason,. Because the cmploicr
l nd rcgul auon, help co 111ml chc cmplo)ers po” cr os ” ‘ ” a, proh,1>11 unfoardcscnmmauon and
pnn,dc c4u.1I cmploymenc opportumucs for c,cryonc Unfair dtscnmm auon happens \\hen
aga1n;1 people “11h charnc ccn,uc; procccccd by la” TI,c legal foundacion for “orkplacc dl\cr-
<1ra1cg1c11IIJ by pmmotmg chc lunng of chc mo,1 quahlicd people. TI1is cnh,mcc, the quah1y nr the
DISCRIJII VATOR
dtH ,,,rurv,tt if~JULJI r<'''rlr -.11lt
d 1.irufff'n111, • prt.•lt'dtJ b\ tuoi.
I
1
bll111vt C-..,- a•o(f’ u t fiVJf”l”V’I’
CO \ T llt CT
‘IT6,III
CO\T/ll CT
•nr.ni r ,~, “ltr,..
dri” ·, ,,… fr'”!’ ,.,…,,.111
~•• ) ; n:pul.l l –
R,J . the ncgJII\C r u I -~, –
(j1″-Ttm tna1N :i£J1n, 1 an
S«I their qu1hfi, Ju,,n,. not ~,a.,c, ,
Promotn d1,tl”ll). \o\ c –~
(\ti) dtt.:ul Thi, Nx,l i.s no1 intcnd~d J .’, a k 1? JI reference . and 11 d ocs”°’ con~tHutc It
JJ”” The purpo.e of thi, chapter ,, tD pro.,Jc a n o, crvic” of some o f the ley 1111 I
i
i..baplcr “”II 5i,.0 ,,,c )OU J good undc~tanJing of ho w to prc , cn t d 1\c n m1n:u0f) or illte4
)IJlfing prnciiccs UI” \ cbJ.ngc 3nJ d1fkr from Slate to s1:i1c. and lhC) c , ol,c o,cr llfl\c “‘
rerulauons n:gonl,ng ,uffing. d1ffcn:n1 enfon:cmcol ogcnc,es. anJ d1ffcn:nt l) pcs of Sl&flillJ
n:IJtcd Jawsuus Fin>II) , • c d1
lom: and ensure tlu1 the) h»c the number of • orl cr, ” 1th the sJ..111, they need ready to ,,n
p.ll1) c~ ltrm he · t mp O)mtnl •~ on em plo)mcni n: l.111on,l11 p m “hu:h t i
” mo,t “””‘ («cent M 11!1 1 compan) \ cmplo)mcni 1 ,. unlJnal, 1f
\\11! .. dn…tnnc re JIIOn \h1p, , lhc-.c rcl.tllon,tup~ ,m: go,crnL·J hy the .. cmplo)mcllt-‘
n1)(11l:ii pohc,cs ond procedure, CompJn1es should folio” the ir fonmal d1m ph nc and 1ermm• t1o n
; ,,, 10 10110” their own pohc1cs mnc, 1M)
ly d,sm,s, an c mplO)CC •ho is b
It ” 101pon an1 10 note that emplD)mcnt•at· \\ III docs not offer bl,nl ct pro1ect10n to
~ 1″ccn unl\ c~1ucs and te nured professors, formaliicd (wnncn) c mploy mcnl co n1r.lets, Jnd
:ir~llrM) fi nng, ond proh1b11 employer, from finng • orl en. unless ~,ey can ,how 1ha1 a person
, hould rc,sonably (due 10 ··• JUSI cause··) be tenm1notcd Federal J, ,.,. such as c4ual employ
men• kg1>lauon and the Nauonal Labor Rela11ons Act (NLRA ). protect cmplo) cc’ from bcmg
com~n-.nuon chum, regard less of an employee’s at-\\•1II >tntu, .
n
A few ) talcs hJ, c al~o recognized thal a breach o f on 1mpheJ co, cnan1 o f sooJ fn11h a nd
10 prc,.cnt him or her from soon , c~ung an the finn’.s pension plan 1s unb” ful m some ) late~
e, ccpuon 10 at-will employment
111umcatcd 10 employees tS by pubh,hing the policy on sornc1hrng cmplo)’cc, ,1gn Signing an
rccorJ thJI an cmplo)re has n,:,d a nd undmtooJ the pohe) Table 3-1 d escnbr, ho” 10 develop
~ o\t courts will r,nd an emptoyment -at-v. ,11 relat -onsh ,p 1f the follo ,._•ng cnteria afe met ‘
what 1he at-w,11 relati onship means
relat1on~h1p through oral or ,-.nn en promises
The tH•w 1II statement expla ns that the organ1z.at,on’s pol.c1es and practice s are not
1ntended 10 create a conuact
The at-v.11 statement is prominently di~layed, svc.h as in bold type. a separate
•ntroducto,y pt,l1cy, or set apart 1n other policies
The at-will statement 1s repeated where appropnate 1n othe r pohe1e s a nd handbooks,
particularly those outl1n1n9 wont rules and d 1sc1pllnary procedures
The at-will statement 1s contained 1n other employment documents, such as appl!cat1on
forms and o ffer le tters
I
‘>1
)
i
l
tot ~In w/ft,t, …. (‘l'”IJl, W’f4>1″
~ rr. tl,lurrJ …_ OV .,~ ,
rJ ~ ~ •H•r- (HlJPl~llft/
J’WtL 0oAt,, I.,. UJff ~ trttul’ l.,lf 8/kJl’I
“” • ~bti:uLsr,,rucl.,r,u
– un••t·nl \\C’fl,..CI’ I
A rompan) = cng•£ rem lo)crlhJt h;i_< hired the "orkcr One o f the pnrn 1""111
of ronunscnt ” orl.m I lh · ploicc-le.1>in • finn 1111< ollo" s o firm 10 •dJust ;.°11 ' \
:1 tcmpCtr:11) ) 1 :i
fire or l :i) off cmplo)cC, . “htch cnn inc rca.\ r O lion• tlit
0
plo) mcn1 m,unm..–c- rrcmium) 411 0 t’o,,, 1,
health anJ other t-
firm’s uncmplo>mcnl 10,ur.incc 1f the) .1N Ll1 ~m1s~J llccnu.sc of the lm,cr COM and nonfltrll:a.
ncnt n:uure of their rcl:iuon!ihlp “Hh the linn. ll can he ,1ratcg 1c fo r the firm to utilitc tern
” orkm unul 11 “ek,r thot the odd111onol tale nt will ~ needed for the long term M,~
Delphi. ::uu.J F1..~Ex m.:ll.c c,11:ns,,•c use of temporary ‘-‘ orl cr~
cmplo)c.r of rct.”‘Ord r.iLhcr than the compan)
3gcncy has the nght 10 control or d1rctl 011″ tlit rr.wlt of tht w~rk done by lhc worker, ~-
tlrt mtans and mtthodJ of auompl11h111g tJrt rts11lt Thi, can sluclJ a company us ing an IJ:t:IC)
from ch31¥es of !lfC, racC’. or \C’< d1~ mnanauon for the siaffing agency";; ~orkcrs. The •&cit)
mu,,t also pro\ldc pcrfonna_nct feeJI>“‘-~ and scheduling funcuons or else both the company 11111
the 3gcnc) may be- determined to t’C co~rmpto,trs, bolh ,uti1cc1 to the cmplo)mcnt lav.s go\a,.
mg the cmplo}tr-cmplo)CC ttl3uon..,111p
~ndib, such 11.5 health in)unncc In Bunt) , P’1nf,r Gru & Eltrtrir 11 the coun concluded tba
cmplo)CC) of tcmpor.11) :1gcnc1e\ “orllng :u an unrelated compJny·~ place of business, kllku
rptc-rfica/h ncludrd from the firm’ , emplo)C’C bcncfil plan CO\CrJge. arc 10 be treated jS ~
compan) ‘s common-low cmplO)<« for cmplO)CC benefit plan purpose, Therefore, cmplO)
profc~31onal and technical experti se Many ,mollrr lion, u~c cniplo) cc-leasing compan1t1
JS J human re~ource panner fhc fim1 rccru11.;., 1;.crccn~. Jnd hire, 1h o wn \\Orkcrs, lhu
put.) lhcm on the lca,mg compan) ‘s pa)roll l11c agcn1..) then ·•Jc31;.c s” th«: worLcrs bid
10 lhc company for a fee Th is :illo”s ~mallcr bu,1ne),C \ \\ 11h J11n11cd resourc es to UUS
fer t..he rbponstbility fur :admm1s1cnnp: pa)roll and bencfils 1rm 11 1hcmscl\ CS to lhe lcbl~
1.ompan> Because the cmplO)ec-lc:1)1ng ascm.) cmpl O)S more \\ orL.cr1;., 11 can offer btUtt
hcahh insurance and reuremen1 benefits at lll”cr 1.lhl th3n sma ll bu sinessc!J wll h onl) • fC11
emplO)CC~
•nd C be ORKERS Part tune \\Orlcf’\ \\ Ork le,~ t.l1Jn 3 run \H’ll’l~«~
10 ” orl onl) . 1 ‘ u
uunng 3 pan1,ul!lt p;in of the o,l.
.1) \C.l~on, 3nd Y.h(n gm”e” hire lab(\rcr– to hJnc1,t fru11, 1hc) orchinrt•
r,,~Jm11ng cmplu)’ees and negollntmg the tcm1\ and cond1uo n~ o f their cmphl)’ment In add1•
uon 10 “‘ui;cs and lxncfih, labor union, bargain O\Cr \ 11tu.’ll1) o.11 aspcch of 1hc- ,1affin~ proce,s.
,nclud1n~ \\ OrL.mg conJiuon’i, foc1l 11 y locauon~. ,1affing lc\eli, JOb descnpuon, und cla)s1fica-
110nlii:, r romouon and transfer pohc1e~. ln)off anJ tcnnmn11on rolicies. hinng poollii, emplo) .
nll:nl d1~ nm1nauon pro1ccuon,. gnc,ancc procedures, and scmorH)’ pr0\1~1o ns The 1enns and
cC1nd1uon, ol emplo) ment arc coniomcd m a contrac1 called o rollutn t barga111111g agrttmtnt
or a col/trlll t t’mplo)mt’llt agrttme,rt The tna1’1hl) of management and the union to reach an
:1£:rccmcnt nm) culminate in cuhcr a bhor stnle or ta managemcnl loclout
\Jtc ~cc1or \\ Orlcr~ and their cmplo)crs The NLRA \\a.’) de,;1gncd 10 c un.111 \\o rl :.topp..igcs.
st.nLe, . and senc rul labor stnfc It CAtcnJs many nght) 10 ” or~er’i \\ho \\1,h 10 form. 101n. or
“uppon union.) or labor o rganizations. 10 \\Orkcf\ \\ho arc alrc-ad) rcprc,cn1cd by union …. and tu
“orL.c~ \\ho JOIR as n group of l\\O or more nonun,om,cJ emplo)ce, ~ceL. 1ng 10 modif) their
” l £l’.’) or\\ orkmg conditi ons Emplo)’crs o.lso rnay not d1scn rn1na1e ttgam,t pro- union applico nh
union or begin pa)tng dues to the union w1tlun a S(ll’c1lied lime lm11t
nl’got1a11n~ their con1.r~.c1,
An opt’t1 j/,op doc, not d1~ mnina1c based on union mcmbcr>h1p in employing or lccp1ng
“orlcr.;. Some \\Orkers benefit from a umon or the collcct1\C blrgaming procc)” lfc..,pllc
not conlnbutmg to the union
11y r..11hcr 1hJn mcn t mnuenccs the l)J>C’ of compc1enc1co; the ftm1 should hi re Scn1on1y-ha-..cd
prl”lnlOll<'n, male lcadcr, h1p compc1enc1cs 1111porta.n1 hm ng cn1ena e\ en for lo" er level J>O) I •
uons ~,·:w~c 1hcsc lo”cr-lc\C’I hire) are Jake!) to become t.hc compJny’~ future Icade” E\C n in
nonunion companh.’ , , 1hc effects from compcu10~· union ngn:.:mc-nt) ,·an o:Lur tb 1hc nonunio n
compJmc, JdJU~t their j”IJ)’, bcnelib , nnd tcmh and cond111om, of cmploymen1 10 ,uccc,,full)
comr–•tc for nc\\ hires and pre\en1 current cmplo)cc, trom lca,1ng 10 “or~ for a co mpetitor
US cconom), 1h1″ I) no1 1he C:LSC abro..1d In 111:rny countne~. colkcU\ C labor cnJO)\ n )lrong
prc,cn … ·c In ,omc countnc~. colkcll\e rcprcscntauon differs rad,cnlly fmm the Un 1tl’d State,
m thJt lOllcctl\c agrcemcnb often legally apply 10 an entire indu’\try sector. mJL.tng c,cn non-
union \\C11ll•ri. l’o, cn:d h) the agreements. und clfccll\cly “un1om1L•d ‘· h,r c,nmplc. m Om11 I.
all \\ or)..crs h~vc to be rn unions Europe and lndone \ rn n:qum: employee rcpre,cntnl1\c boJ1c:,,
LJ\ll’J \\ OI )..\ counc1b, to offer \\•Orl.ef'( n second lc,cl of rcrrc\enl3ll\1..·, hc)ond union,
rmpfo)rrt uod m•,o,u,,r 1hr ,rnn,
,ind c,md1tu,,1, ,,f u,wm uer,ribtn
rmplrHt’1rnl
the rtj1,lt or the \\Oil An)onc \\ho pcrfonn) 1i.cn 1celii lor ll company 1c;, legally an cm plO)l’C 1f rrrf,m,n ,,niuJ .. h,mn 11,,
the cnrnpan) contro1′ 11/wt ,.r ,font’ and how ,, ,s dfm~ lnJl’pcndenl l.’Ontr11c1ors mu,t nt3kc their ‘ “ll’lmn l m11mh ,,, dirtrn “‘”” 1/ir
0″11 S11(.;1.1I Sccunl)’ conLnbullon1,, pJ.) \,trltlu;;; cmplo)men1 rn:c.co;, and ri:pon their m\.:omc to ,r1~l1t>J 1h~•”1,J.
\IJt … · ,ind ktkr:11 nu1hcmt1c, r,om a legal pcf”)pcCll\C, \\hc1hcr n \\C’lrh.er •~ an cmplo)CC’ or nn
1nJc~11tl..,·n1 rontr..1′-tor “11 h n·,rx·, 110 the \.l,mpany dr.:tcrmmc, the obl1tJtu,n, the tomp,in) h31,,
M the \\orlcr If un cmrlo)ec 1lii 1ncorrectl~ d.1,,1ficd 3.) on 1ndcp,cnd~nt contractor m:,tcJd o (
w.n cmphl)l.’C, the l.OmpJ.n) ,:an he l1Jblc for emplo) mcnt tn,cs for thJt \\OrL.rr, plulii n pcn:th) I-&
“uh11111 … J 10h e ,11n\JIC IO a hou,1ng ,ompk'( for 400 hour-. of elctlr1cJI \\Oil al S 16 per l1our Cl1n
I” 111 rc”‘C’l\e S 1.280 C\Cf) I\\ O \\CcL.c;, for tht’ nc,1 10 \\ Cds, \\h11..h 1\ not an houri) pa) mcnt No
n1,1th.:I’ ho” llmg II Hile\ her to compklc the \\ orl. \ aJ \\ 111 re\.CI\~ ~6.-HlO She Jl,o f)\:rfonn,
omparues, t,nn m nc,-J
n ond ·;;..nJcnl contr.l
t,a,,is for m.lll) firm, r:nhcr 1hJn be o single cornpan) s c111plo)cc. lndc pc~
, d~pll< n,, no.in,,b,huc, prc, cnung cm rom "(>r,rng lrnd.,uon·’ ,.,.__
mJ,p
lhc tOllgh Job marl.et But icJcrnl and stoic offic1:ih, ,n~ny fJcrng n:cord buJgct dcficiis •~ac,,
bati..-d h) the lo)t unemplo)mcnl tn)urancc and ” or l,.1,.•I”\ compcn,a11on IO’iurancc rc ,cnuc ~
,ng rrom lh1s m1scl:i,,1ficauon. arc s11rting 10 aggn:~11cl) pur.uc companies lrymg lo claq
llui n:p,w cmploic
contnCung 11,lh an ours1dc firm lha1 has a parucular c,pcrusc 1~ assume complc1c rcsponsibtluj
lor a ,p
c.usung compan) abroad has bc<,ome ,ncn:asmgl) popular for many orgamzauons scckmg prod11t-
u, It)' g:uns. H:tlf of :tll Forume 500 companies arc c,pcctcd to have an out,,ourcmg cc mer 1o to.ia
by 1015 18 Some companies tu« sa1«1 o,cr 70 pcrccn11n labor costs by o ffshonng.19 OfTs!ot
outsourcing can be succcs,.ful ,rlhc 11ork 1s n:l au,cli minor or 1mcm11ttent; for cxnmplc, if the lil1II
1> upJ,ung • sofNare module or de1clopmg ne1, Web pa£CS The nsl, involved with OULIOlrt-
mg nrc pnmJnl) lhc resuh of conducung 11 ork ,n I\\ O counlrlc, ha, mg different cullures, d1fTrnm
ml
arc rnncdic) for 1mpcrm1~1blc pract,cc’i For c, amplc, ,, or~pl,u:c 1rn1 cases. or c 1v1I “rongs 11
~hii:h an emplO)CC , 101J1rs a dul) ov.cd to i ts cus1omc~ or employee~. and c mplo)’mcn1 -a.t-‘illtll
east~ an: trca1ed Ill the s1a1e lc,cl. Brea.use c:isc la” llifrcr\ J Cm:,’.:’l :,l~tet.. 11 l’i ncccss!lf)’ to tt
IJJruhJr “‘1lh 1M case la” tn the: slates 1n 1Ah1ch an or~am,Juon 1s opcratrng
>lllC IJ”‘ Cln som,um L cs uc c, cn man: rc:,tnc11,c (A ,utc’!i A11,,rnc) GcncrnJ’, office raa
pru”Je )OU 111lh 1ofom1Juon aho 1 1h • f ‘ I I
u at ~late(; Jlr emplu)mCnl practice la\, s ~ ) Some 3~’
lho
.., ,wunc; Olhcr >lJIUle< pr01 d ·--'
1 < pro1ee11on 10 group, no1 , o, ercd b) the federal od.l """
0
C'(tcuu,c onler co,crs fodcral ¼ • m ts.cnmina11~~ hJ-,cJ o n flJJcn1.:il sia1u ,. and a )1m1
, u, h a, ihc DcpJrtmcnl of Labor and lhc Equal Emploi mc n1 Opponun11y Commis,ion. lo
inmrrd. admin1:,tN, and enforce specific laws ConM11u11 onal IJw ~UJX’Mdcs all other ~ourcci;
ofll'” and regulJIIOns. and opphcs paniculorly 10 lhc due process right., of public cmplo) ec,
, co, en:J by a paruculnr la\l+ depend~ on I1s number of rmployc~ and whether 1hc rompan) 1:-. n
mJ i,iJuals to ~uc nn emplO) Cr for failure lO hire. 3nd “e \\Ill discuss each of 1hcsc la”;;, ncxL
LIW or Executive Ge ner ii
Order Who Is Covere d Provisions Furthe r Information
R ghlS Act of 1964
(A,neoded ,n 1991)
11246 of 1965 and
Executive Order
113
0 scrm nat on
Act of 1978
D sab1 .. t1es Act
(ADA) of 1990
al least 15 employees
Labor unions,
empl oyment
agencies, and
educat ,onal
1nst1tut1ons
federal governments
with conuacts
exceed ,ng S 10 000
at least 15 employees
Labor unions.
employment
agencies, and
educauonal
1nst1tut1ons
federal govemments
wi th at least
15 employees
federal governments
d 1scnm1nat,on on
the basis of race ,
color. religion, sex
(both women and
men). or national
o n91n
d1scnm1nat1on
and esta blishes
affirmative action
to P’omote
d iversity 1n race
color reJ.91on, sel(,
or nat,onal orig in
ch,ldb,tth o r
related medical
cond1t,ons
(Def,nes
p regnancy as
a temporary
d 1sab1l,ty
that rt-qu ires
accommodat on)
1nd1v•dual with
o r perce1~ ed as
havoeg a d,,ab,1,ty
pol ,cy/
http llwwv1 eeoc go”/
facts/qa nda htm l
hnp /lwww dol
govloasam/reg s/
statutes/2(X)()e-16 htm
hnp //www
eeoc gov/ eeod
history/ 35th/1990s/
c1v1lnghts h tm l
http //WMv eeoc.gov/
facts/qanda html
complia nce/ laws/
com?’eeo htm
http //WW\’I doter ost
dot g ov/documents/
ycrleo 11246 htm
hnp /lwww dotcrost
dot gov/ d oC\Jments/
ycrl eo l 1375 htrn
fs-preg html
policy/
hup //www eeoc gov/
laws/type s/d 1sab1l1ty
dm
www usdOJ gov/crt/
ada/
\’IWII’ ee oc gov/ dda/
amendments_notice
html
◄
I
itl\!ffl (Cont1nuedl
uw or Extcutivt
Order
Act of 2008
the Geneuc
Information
Nond1scnrrur,anon
Act of 2006
of 1973
,n Employment Act
of 1967
Reform and
Centro! Aa of
1986
and Retra ning
Noufic1t1on Act
with at feast
15 employees
Local, state, and
federal governments
with at least
15 employee,
Uber unions
employment agl!f’lt1es,
1nd !ducauonal
,nstitunons
Local, state, and
federal 90\femment:S
with contracts
exceeding 52,500
mU1t e,..gage n
affirmau”e action
w th at least
20 e”‘ployees
least 4 employees
must venfy the
employment ehg tkl1ty
of everyone h1re,d
least 100 employees
not 1ndud1ng
employees who have
worlr.ed less than SIX
months ,n ttie last
12 months arrd not
ind ud ng employees
\\ho Yto rlc less than
20 hours per v.eek
q uas,-puc11c en1 t•tis
wh ch operate 1n a
commerca! context
Regular local, ‘ederal,
and state government
• nt,ties tli at pro,,de
public serv ces are nor
cove red
Provisions
and employers
to edopt a broad
standard when
determining
whether an
coris1dered
d,sabfed
d,scnmtnat,on o n
the basis genet c
1nformatJon
hand icap
40 years of age or
older
natJonals, and
a ens authorized
to work 1n the
Unned States
are el191ble fo r
employment
60 days advance
not.Ice of covered
and covered mass
layoffs of SO or
more people
(exclud,ng part
trme workers)
1t1ori
laws/statutes/a~ go,,,
notice dm •11 ..
federalregister
gov/art,des/201 0/
11/09/ 2010-28011/
regula t1ons-under-tht,.
gene t1c-1nformatiori
nond ,scnm ,nat,on.
act-of-2008
la”‘ s/type s/ d, sa btl,ty
cfm
adea html
httpJ /www eeoc.govl
laws/types/age cfm
govlleg,s/orca86 htm
layoff/warn cfm
uw or Executive
Order Who Is Covered
Set’Vlces
Err>ployment and
Reemployment
R gots Act
iusERRAl of 1994
Veter1ns’
Readiustrnent
Assistance Act of
1974 (VfVRAAl
(Amended ,n 2002
by the Jobs for
Veterans Act)
R,porting Reform
Act of 1996
uniformed services
(1nclud1ng non-career
National Guard and
Reserve members,
as well a s active duty
personnel)
subcontractor with a
contract of S25,000 or
more with the federal
government
co nd uct credit checks
for employment
purposes (e g , ,fan
employee handles
money. which
may require being
bonded)
Provis ions
members or
the un formed
servaces a
d1scnm1nat•on
aga nst and
requires
affirmatwe action
ford sabled
-veterans as well as
other categories
o f veterans
must disclose
1n ad..,ance
the company’s
intention to
report and
obt1•n wntten
permission from
the applicarit
or employee
The appl,cant o r
employee m u st
receive a copy
of the report
and a written
descn pt,on or
their n g hts urtder
th is Act before
action 1s tai..en
based on the
repo rt
userra htm
compliance/ laws/
comp-vevraa htm
http /lwww doleta
gov/Senro rs/
html_docs/docs/
veteransJobs cfm
statutes/OJ 1224fcra
pdf
cunrndcd m 199 1. prvh1h11, cmp1Cl) lllC”1 d1, n 1mma11on bas.c:d on r.,cc, culor. rchg1on. , e x. nr
nJt1onal ongin T1Lk VII prol11b1l.) no t onl) rnh:nuonJI d 1>Cnmmauon, but ::i.l,o pr acw.:cs 1h at
hJ,c the cfli.·ct of d1~nm10.:it1ng a~o.1n!II mJ1\ 1
1
a~Jtn, 1 .1ny ,nJ,, ,duJI ,, 1th rt~f!CCI to h1i; comrcni.:i11on. tenns, co nd1u on~. or pn \ 1lcges o l
cn1r lo) 111cn1, hccau’.)\! ol ~uch mJI\ 1Juo.l”~ rttCL’. cnlor, rchg1C1n, sc,: , or notional on g111” , or
Y.!11 … h ,,ouhl Jcpn, c or 1cnJ 10 1.h.·prH C Jn) rnJ1qdu:1l or cmplu)mrnt o ppon un111c, or
mh\.·rn 1″.~ adHr,cly aflccl h,~ ~t.iiu, a-, JO c mpl<') L:C, bc..-C3U;c o f WLh md1,1Juar .. rJcc .
1
-l 1
I
I
Con£”‘” c,1Jb~-h
,,; cmplo)menl d1scnmma11on Pll>ildt,
EXECUllllE 0110£11 112″ OF
‘ 10-,rs ,.,1h a federal contract excccd,ng S I O ())() ~
SI0.000:.’
of race color rehe.1on, ~ -… or nauonal ongm The contraclor will take afTII’Q\I,.
tnc ac~on 10 ,cn.,u~ thal appllcanh an: cmplo) cd. and that empl oyee.!. arc treated
dunn , cm lo)lllCRl. “ilhout f’C’£ard to their rJCC, color. rchg1on. sc~. or national
ongin Sue xuon
tramafcr, rccrunmcn t or rccnutmcnt ad,cru~ing: layoff Or
tncluding apprcnucc.shlp 1llC contra.:tor agrees to po~t 1n conspicuous places, avll.)_
able 10 emplo)«> anJ applieant> for employment. nouce, lo be provided by lhc
contrJCUng officer sctung fonh the pro\ ,~ions of thts nond1scnm1nauon c lause.
Dcparuncnl of Labor In one case, Good,.ill lndu<1ne, of Southern Cah fomia fa, orcd feinii,
applicants for cntry-k\CI pos,1,ons "" ancndJnl< at local donauon centers, in pan due lO 11,r
pcn:cpuon that "omen hJ\c better cu>1omc’. skills ‘.~an ~en Th~ OFCC.’. foun d lh~t theso.,..
dated nouon.’) abou1 14Mt con>lllute’I ” men s Y.ork. or ,,om~n ‘- ,,ork resulted 1n Goodtril
den}mg 200 quahficd male apphcanlS the opportunll) to receive Job offers. The coneth11q
ogn,emcnt n:quircJ Good,.,1110 pa) Sl30.970 bJck ,n \\ages to those indJviduals and 11,. II
JOb offers to quohficJ men “ho”‘”‘ not prt11ously offered po,111ons a:, Jobs open as “di•
undertalc c·ocns1, e lr.llnmg and -,clr•monuonng 10 ensure futu re compliance wnh Eu.annt
Order I I 2J6 ‘°
lnformauon Nondi)Cnmm.’.luon Ac! prohibu~ emplO)er,. Imm di)cnm inaung :1g::11m.1 indniJJ–
al, based on !he rcsuh.s of E
110 n dcr1~1orb Gcncuc le t f e
or r:iJiJllon. ‘” th~ ‘-‘ OrLplacc Ho”.:Hr, fc” J1,.:3~~ or cond ,11011, arc due 10 o c:.mglc scot
cn”ronmrn1nl prillu1nnts so scnc11c tc,1s can’t reliably predict whether someone will dc,cl np a
pJrucular co nJ1 11on
Ji”omm:itc h~cd on gcneuc malcup. In odd1t1on, no cmplo} mcnt dcc1s1onc:. can be made bJ’-cd
Pfl gcncuc rnfom1a11on ln fac t., G INA males the mere collccuon or genetic rn formauo n 1llcgnl
H,nng manager; mu,t nl,o be trained lo 00 1 :i;.l about t cnct,c mformallon ot family health
,~,ucs on in1cn ·1e,,,, whale makrng hmng or 3R) emplo} mcn1 dcc1c:.1on,;; HR drpanmcnts rnu\t
w~ …,,th contr:tcts exceeding S2,500 10 engage in affimlau,c acuon lo promote 1hc harm£ of
,nJi\ 1du;tl\ “1lh a d1 s.ab1hty . The Act protects qual ified 1ndl\•1Juals from d1M”nm 1nauon ba,cd on
nl tmg 3gain)t any ,, orkcr “1th res.pee l to compensation or the tenn~. cond1uon,. or pnv1legcs of
cniplo) mcnt bc~~usc he or she ts ogc 40 or older Specifically related to staffing, II JS unlowful
for JR cmplo) i:r-
any 1nd l\ 1dual with respect to his compcn,a11on. 1cm,s, cond111ons, or pn, 1lcgcs of emplo) ·
rncnt, t’ICcau,e of such md1,1dual’s ai;c”, or
Jcpn,c any mL11, 1dual or cmplO) mcnt opponun1ucs or oth~I’\\. 1~c nd\CrW I) affi:c1 h1, s1a-
1us ~ nn employee. because of such rnd1 v1dual’ s age.”
cnmmJt.10n” \,here “) oung” olde r “orkcrs receive le)~ fo, or:iblc trtatrncnt thnn “older” older
“orkef’ As a result, employers may provide mon: fa, ornblc lx:nefilS (formal phased re tirement
pmgrJnlS, fo r c,amplc-) to o lder v,orkcrs ” uh m the o, cr-40 age ~roup 30
kf’cy n ,, illegal 10 d1,;;cn mmah: against employees bct,,ce n the ngc s of 18 and 70.31
and Control Act, cmplo)crs mu~t u~ an 1-9 Hnlicauu n form 10 vcnry the cmplo)::ib1IH) ,tjtuo;.
or C\Cf)’ new l’mplo)ec ” 1thm three days of their being lun.’CI. Thi~ form require, JocumcnlJt ion
,cnf)mg a ni:” hire·~ chg 1b1ht) , 1cJcnllly, nnd au1honauon 10 worl 10 the Un11cd St.:itc, To
a,01d 1hc Jppcar.mcc of d1scnrmnauon on the h.J.S1s of nnoo nal onsm, 11 1) a. good idea to m:i l c
lh,· Joh oiler conungcnt on proof of cmploi,mcnt ehg1bihl)
cr-. and lunng rnanngcrs on 1-9 compli ance 1-s Jl\o important 1~ 111c , otunlary nnd free lnt~rnr 1
~aseJ E-Vcnfy ~)Stem operated by the HomclJnJ Security Department ,n pa.nncrslup ‘”‘” th e
Social Sccunty J\dmm1slrnuon c.:in help cmplo)crs
dc.iu and rrror~lrc-c and 1′:£Ularly conduct IRh!rnal 1-lJ ,~ orl fo rcc audt1s to 11..lcnlll~ and c<1ITT~I
rh1hlL·m, on > our O\\ n
ACCO\f\fOD,ITIOS
11 d 11abtflt) their do ,w t w uu iii,
r mplo)rr undur >u1rd1l11p
r-r “‘W”‘!:Jw. ..
mcl lh< AR: ftho.' llSI I' munlh, ond on a,ern~c of 20 h,,ur,,"' more - ll,i,.
hJ\t '4\_rltJ :u le.bl'" C - I tr H It I t"I •otk
~”«mplo)CO )’pl ,:cc,.,,, all cnttll«l 10 noocc unde r Wi\RN, althou8h bus,’~ ..
rut :u,J ‘ “I”” 1>0’) cm , • 1 , nc.s n,. • . , tn~c a.:-lJon,. and contract r mp O} «) a.re not Mo re detajl ,….
~ ‘4 0rlcr, “‘””‘””
“£ tn f L:,bor’, \\’cb SIIC II, t ~
Some ,ell<> ha>< J'l»'--J lhctr 0'40 \I /\RN l) J"' Acb c ,p.u,Jins llus CO\Cragc ut,fon,
pan} cu t~ at lc.JSt 50 ,, orkcr,. m one place. New y ‘I
xi ~Li. 10 tn,urc thJI mcmt-ic.,… of 1he um/ormcd scn,cc) arc cnutlc-d to rc1um to th
ft.-dcr:ll £O\emmcn110 uie affirmatJ\e acll\ln 10 emplo) and ath,ance tn employ ment the \tla’II.
ery 1}1-
rrqwre~ th.11 federal rontraclors and )ubcontr.1cton trJcl and ~ubn111 nnnuJlf) lhc number rl
appltcan, ·s or cmploicc’s credu n:pon and obtain “n11cn permm,on from the 1nd1-,duaJ Th,
can b, • BFOQ IS'” n:lli,on lo cmplo)menl 1n a \Clllng. such a, J locker room. 1ha1 Is «du-
” I\CI) u5C’d b) mcmbas or one sc ,
f .,
” • ml\uJ.c m..d h n
fcatun, coeLJJn, sc-,r.,J L1boo • managers ” dr3plcr s De, elop our
,,u,deJ •ntmit” qurn1ons and on e,plan,1111n of ” hy they shl)IJIJ t,,
gwde1 r es proh,bn lht use of all pre,employm,nt inquiries that
Whdr clubs or organ,1a11ons do you belong tol The couru
a person·s gender nat,onal on9In, or rehgion in 1w1olat1on
~ -t-…, ques11ons that dff 1,k.ely to have a d,scr1m,r,atory effect on
clPP Cdnt s mantal status. children. and ch ‘dcdre ctrrar’l9e,..
the (Ml R,ghl> Act ma,es ll illegal lo den,a lemale appl>C4nt
emplo~nt beuuse she has or 1s planning to have children
W!Jal ,s your n.it,ve langu~? If an Enghsh-language
sk 1s not a Job rtQuirement but the empk,yer requires
height and ‘Ae,ght requirements have been found to ~
show that these standa,ds aie essent ,al 10 the safe perlor•
vu 1f 1ts 1n1erv1ewers ask about an c,pplicant’s wilhngness to
work any parucular rel,91ous holiday
1
r”‘f’/m n ·
p,an1t 11lur ,1torac1rro11, tlk.lt o
t”‘{H0Yrrtt”rd1 icnm1,w1u m ta .. 1
orro11n wn1tro1
r “‘(>l, I\ Mt’TII rru111us dt or;,i,d “‘d
r
~ .,._r.wt m ~ a. llNI •
• D~ut.1111,
• ~J.U\.”ln.l) ,,,,,s,n
• !’ITf”””‘”
• R.,.-.,
~”‘4.”J In 3′,JJ1uon. ufl.” ;m, , .. – I h a.n Ollltr
tmpJoJ«> N..~’\J uron their”°’ c1r d1..cnm1na11ng again,1 c:mr O)C’C) ;hC’d on •he rac1 lhi11~
lhc ouicomc of the c,, 11 Righu Acl of 196-1. “tuch prol11h1tcd rncc: d1!-cnm1na11on in l’Dlploy
mcnt A, Pn,,id
:ifftm1JU \ C .::ICU On pfJn
Wldcmprc,cnt
,ctct”3n, . :ind VK’ln.1111 War ,-c1cr.ins Although E\ccul.J\c Order 112~6 require_., lhnt fcdtralmt-
10 pro\ 1)1on_., for nondocnmrnatory n.-cn.11tmcn1. 1.m1n1ng, anJ promo11o n Procedures for 1nlc:rul
C’3nl5 from unJcmrn:scn1cd protccrcd group> Prcforenu.1I 1rcatmcn1 ,., onl) aJlownMc 1n Qlit.
•t”1Jn 1h, ~ml, ” Afli · < e .~
J.) ,x-… urrcd ‘”the ra~I) lend, 10 be co g an c on h.1 unJo t
1hJI h ~ nt.ro, t’f\1.:al Nonc1helc’.)s. ‘Ince 1hc c~1Jbllshmen1 of
~;un.) In i hc.- fir-;I … )·C~ 0 0″‘1°8 the gmemrncn1·s affirma11, e nwun cffort.”i the pan1c1
thc Yl o rHon·c m~a(.(‘d SO pcrc-cn1, and 1hc pcncnrnge o f bl~d~ hvldmg
1
In addumn to hmng decision,, 11ffim1all\c MIion 1mpl1ca1ton’!i c.-\lc.-nd 10 IJ)Offs J
0 challenged a ~chool tioarcJ’s pohq of pro1cc11nt
A ffinn,tlv• , ct.Ion pl•n• s hould be ,..medl, I In n• ture. Employer1 f::,und gu•lty of
An affirmative action plan should n o t •xclud, all no nmln oritf• J. E,actly how u~s’. r ct,1,e
• An affirmative a ction plan 1hould b• form•llzad. Act ons ta.,en U”ditr ,nformal
J11uJ1..u1’;.1-._;r,I ,•ro;1r1 N 1,,,,J
l
1
Ll.: rcl~,ant la~,r mar~e1 “‘~lu1~ af[im1a11,c acuon pohq b.!gan lo an’.,c, nnd tt\tr.st dJ.fc.
l u, ,11,gl ‘” co ‘ d . m,i. ._, rnaJe numcnca quo .. b mrd,cal school 1h01 ha acccp1cd les,-quahr,-7″‘””
l\,.”\·n n:-Jc.~h: t\\ o )C
hJd n
of 100 ,101> for m,no~!: tuln,~h~ same ruling, ho”c,er, the Coun ~pheld the lcgt11,~~•;-,
n1Ju,e a..uon. per” f g drruss1ons 10 promote rac1:1I d1\Cl’ll)’ unlc~s race is ,.~6111
((‘n.’)I c:nng her f3elM and o n a ca..\C~~)-C31,C h~I) In 2003. Lhc Supreme Coun ruled, l b C
:ilon£>1Jc ot., JG . Bollinger” !hat• school can make acuon-bl,cd a
11 15
pc cy r tu •.• -~ s• Alihou•h lhc,c school admoss,ons cJ,c, arc not lillc VU …,.,
bcc:wsc o s or ,.,, •– e C-,
similar mC\:haru,ms n applied to them
1n.i1c ll\l.:, and l”C’gulauons. including lhos.c pcn.:umng 10 Stlffing Jilt.I cmploymcnL l.qulant
t-od1c’- aho c~a1c :1genc1cs for lhc purposts of m1 crprcung. adm1n1\tcn ng, and cnfomri1 ltft
b”, The t” 0 most 1mporun1 federal agenc1e, in tcnm, of \faffing arc the Equal Empl0)-
Qrponun11) Comm1, 11on
rcspons1bllny “:lS to rccc1,e nnd ln\C-\t1ga1c charges of unla,, ful cmplO) mcnt prJcuccs 111d.
for tho« charges found to Ix: of “reasonable cau,e,” 10 Ir) 10 rcso h c 1hc d1>pu1es. The ogcnc]’l
respon,1b1hLJe:, haH~ r,l)Jlldcd ” 1th the en11ctmcn1 of nc” and amended lcg1slat1on. and 1n 1cm,
the commission ” as gJ\cn the po”rr hl cnfon.c ccn ain 13\\ ~ Cum.·ntl), 1hc EEOC enforrc,1tr
follo v. 1ng: federal s1a1u1cs
• Prcgn30,, D1.scnm1n311on Ac, of I 97R
• S«uons 501 and 505 of 1he Rehah, luauon “” of 1973
• Sccuons 10′.! and 101 ,,f the C1\II R,BhlS All of 199 1
• The EqUJI Pay 1\ c1 of 1963
• TI!C Gcneuc lnfonnai ~ d
\ Ulncr.iMr Jn one c~ 1hr [E ie, ‘”1 1 ,lrfC, \C1pi11,11cJh:J ‘-l:smng um:m
f,EOC n:gularl_) fi!cs nau~nal class-nctton ~:< nnd rxc d1scnmin:.111on IJ,, suu,.' 9 11,c EEOC lrol..,
k' systcml<' d ascnminallon, "hich occurs "hen a proc:CS.lii or pr.l('t1cc d1"-C"nmm::11 c, =agwnst )1g111fi•
c;lfll nu1nbcr.. or appllcnnl~ or emplo)'ecs, ~ opposed 10 d1~mmauon ngrun\t a ,mglc emplo) c.:
unla.r) compl1ancc ‘u1 tailored proiram, lhal mcri the need\ o f cmplo)crs, mcludmg small bu, 1-
nc» ,nd fe
• Hmng . promouon, or JOb rcm\tatement
• Fronl p.t), or pa) a pl.11 n11ff 11ii e n111lcd lo hc1\\c-c: n the umc 1he JuJgrncnt 1s reached nnd 1hc
• Rc~onublc accommodation
• Other acuons 1h a1 “111 mal e an md1 v1dual “whole” (1 e , m 1hc cond1t1on he ur ~hi: \\ OulJ
‘-ompc:nsatory J,1magc, IN their actual p~ t and fu ture monetary losselii J~ \,ell damapcs lor
their menial :mgu1,h and 1ncon\Cmcncc It can aho nwonJ pumta,c damages 11~ u dc1crren 1 or
puni)hmcnl ,r an employer acted “llh mahc-.: or rccllc ~s indifference (although pun111,c d.un •
ages cannol be le\lcd aga inst fodcral, state. or local so, emmcnt employers) EEOC \\orl p!Jcc
d1~nmm,u1on ch arges ha, c been mcrcas1np., “1th hundreds o r n11l lions of dollar\ rcto, crcd t.·nch
~~.ir~ The employer can also be required 10 tttl..e com:Cll\C or prc\Cn11 ,c ucuons 10 cure lhl’
\Duree of the 1dcn11ficd d1scn mmallon and m.Jn1m1Lc the chance of us recurrence 61 TI1c EEoc·s
comrhlntc manual can be found 31 llllp “”‘IV” ccoc go,na\\:Jgu,JJnce/complllncc dm
lur~c cmplo)crs ~re :tlso rc:4u1rcd 10 file an EEO· I n:pon annulll ) depe nding on the number of
emrlo)ec< and federal con1racts they h3'e 61 A sample EEO Standard Fonn JOO used for lh"
n:ron,ng can be fou nd a, hup./1" ~'" «oc go,lcmplo)crJ«o l ,u"eyluplood/cco 1-2 pd!
ol Laborti’ and ,., n:)pon,1blc for adn11n1.,1cn ng and enforcing three equal cmplo) mcn1 iJppor•
IUO II) progr.im, th,11 appl) 10 federal conlrurto~ w,t.J ,ubcon1.t1Jc10~ Executl\ c Order 112-46
IIJlcr e,p.indc
rram as h.1,mi= ~ lo” a,rrJi;c p.irt11 .. 1pJt10n rJtc.; for manor111~~ or \\Omen Th~ Ol·CCP ah,o
1.1,nJuu, re\ 1c,~, of contrJt.to~ ,clccl\·d r.indomly anJ 1ho,~ llkn11fied through complainh lf 11
llrrJ, J \!nL111on of ,tfti rmat1\C .11.11on ur J11l1J1:r.c-r111unJ111m requirements, the: OFCCP a11empl~
hJ r~con … 1lr ,,.1th the con1rac 111r h~ ltin: rrforring th..’ ~use for fonnal aJmuu.stratl\ c enlorcemcm.
I ho 0 1 (“Cl’~””‘ b cmpl3r,’ Volun1ary Effon , (E\ b) ond Opponun n) 2000 3\\ ,rds 10 1hosc
“‘hr,1 II p ttK(‘U or pr,1( /ll f’
“‘””b,-11 of upplu 11n11 ur t”mpJma,
h)r ftb ,)uilic1cn1 due proec»
omen apphcan1s, 1hc Jclin,uon of an apphc11ni ba.c,
I
P-16 r”‘!u,rc fcdcr:11 conu-Jc1ors 10 rc1a,n pJpcr ,..,,um~s and
uons for ‘”o l c;ir< of lhc controetor h3> al lc3SI ‘ cm l o,e mmen1 con1r1ci
SIS0
Con1111
ro11>1 rtlllln paper••• • ” f . = . .,,..
,oblc •’ The legal dcfimt,on or an applicant 1s p;rtoculJr y unponant caus~ only “•pp~Clllb
can allege tbat uni•” ful d,..-nnunauon has occurred “,th regard lo a lim1 > hiring decu.c.,
under Slllte and fcdcrnl doscnm,nauon s1Jtutc< Undcrs1andtng the dclin111on of an apphtant,.
help cmploim montmll< n,k and protccl them..-he, from co,tly aud11 dcfen;c
crea1ed by lhe Internet. “hoch can generate 1housands of apphcanis for a s ingle pos,uoa,
2005. lhe OFCCP puhhshed 3 n,\l,cd delimuon of what co n,uiutcs an ” ln1cme1 appl,Cllll.:
By · tn1cm” and n,iatcd elccllOnrC technolog,cs” lhe OFCCP oncludes e-mail, resumf ~
Job t,anl,.s, elec110nrc scanmng technology. apphcont l!ack1ng sy
1echnolog1e’.>
J. The 1ndl\1dual’s cxpn,ss1on or mtcresl 1nd1carc, that he or ,he possesses lhc basic quihfi
or cmploi mcnt rrom the con1r:1cror, rtmo, es htm-,11 or herselr from further con,odc111n
or othcrv.,sc indicates Lha1 he or she 1s no longer mtcrcs.1cd in the po,nion
an ln1emeljob daLlbasc conl!llnong 30,000 n’sum~s for I\\ o baste quahftcallons a four-) ,ar ~-
nm degree and 0uen<) on Enghsh and Spanish The m111al ,crccn !or these t\\ O ba>1c quJhf.,
uon, o:uro”< lhe pool to 5,000 people The contractor then add, J tho rd, prccstabh
qualoficatoon of r” o )ears of manag,men1 «pcnencc, 11 h1ch reduce< the pool lo 1.500 F11ull1
lhe conll'llCtor adds • fourth prcest· bl •-d b I c , a 1s111; ;me qua 111ca11on nf cx~ncncc in a m3nufJLturui1
en,orooment, "hoch rtsuhs ,n a pool of 85 J0b
ConlnlC1ors are allo” cd 10 usc d
1m11S, to reduce lhe numt,, f 1 • • long as lhe icch01quc , .II r O pcop c “ho °’pre>< interest tn their JO•••
' are ,om Y ncu1r,1 and the I d' thlt quahficouons For cum
f 1h app ocani- ,orcn’ t tndl\ ,dually n,se
1
c contractor r~CCI\ C”i a IJrgc number o f applican11a c~rrts”-111
ors OIUII ltl!lln records “od. r
• ·”” 11 n:’ipcc11o mtc I -‘ · • A rna ,nurnC llJt.1~a,c, . rctJ1n 1hc ro110,\ ing
• l r
• The p0\1Uon for “hoch h e to the d,11.,b;,c
• For clch !oCarth !he I :ac !oCarth or lhc JawhJ,c “” mJdC
• Toe subsuinll\ c search critcna used
, The da1e of 1hc searc h.
nre con
l’\’C.;m:ltng lhc1r rn1crC)t in a parucular pos1uon, chc applicants ‘ 1c~ts and 1e,1 resu lts , 1nc crv1c”‘
n.;.c,. anJ records 1dcn11fyong lhcor mcc, gender, and ethn,cny 70 The OFCCP requires contruc-
1~ to maont:un only ( I ) !hose records rclaung 10 the analyses or 1hc 1mpac1 of employee sckcuon
rroccdure, on lnrcmct apphcants, and (2) the impact of employmcn1 1csts (without regard of
,.11,!thcr the 1cs1s were adm1n1stcrcd 10 Internet appltcanl5) tx:c~usc the OFCCP docs no1 con”dcr
cmplo)mcnt tcsrs to be bos,c quahlicauons. Ahhough 1hc OFCCP generally wtll use labor force
~IJUSlli:’\ and census data to determine whether ba.)1c qualilicauon~ ha\c an ad\ersc 1mp:1c1 on
roe,. gender, or e1hmci1y, contractors should consider performing 1hcor own analyses 71
10 JU>llfy ,ts
r mplorccs v.ho 1mllntc l:iv. suits oflcn reach all Lhc ,, ay bad. 10 the lunng procc,, to ,ho” th.11 a
finn\ prj1c11u:-. ~)\lc maucall y d1scnm1n Jtcd aguin,1 them H Next, v.e 01).(u,s ~\crol dtffc-re nt
l)[X” of :io\Jfft ng-rclntcd ln”,su11s and \\hJI ,, rcqu 1rcJ for them to succ~c
tu: If the employment decist0n (h1nng or linng) \\Ou lJ ch.,ngc 1f 1hc apphcJnl’) rJcc. rcl1g1on. ,,ttr111wu,i l ,t,” n,i,miut,,_.,,. b..im/ 0 ,, u
nJUOnJI ongm, color, SC'(, d1)ah1lity. or age “‘rre d1ffrrcn1. J1sp.:uatc treatment h::h H\~cn pl.1cc. f'”‘r” td , hM 11
3. That J c,p1tc be ing qualified, he ,,r
applu..ont<, \\ h(1\C q u:tliliu111on'i were sim1IJI 10 t.ho1o,· c,fth~ plnm1111
\JJXCD \/Om E
• nrn te, umony pnor , ucce» ful e, pcncnce, and other evidene • ~-. \ I .11.1o n 5lU !CS • ., ‘ r ‘ C IQ ~
O
opponunlly 10 present e1Jdcncc ,ho” ing that the emplo)er s stntcd reason for the rciccuon 1′,
fal>t and m,re ly O pn,tc,t To cswbhsh a ca,c allo” cd to go 10 court, the plai~t,ff need 1101 ~~
Iha, dJ>Cnm inauon ” os the mou,oung foctor 1n the hmng or promotion decision. only lllseaa
tnfertnce UlJt such nmconducl occum’d
b:aa!rti=-rrUltli.-.c.Ut~
1″abJ for l!!WJIIJ aa ~”fNN
.
burden of proof !hen shifts 10 the emploicr 10 cut off or reduce n plarnufrs monetary cum.
ages by pro,•1Dg 10 the JU’)’ 1ha1 11 ” ould ha, e made the s,me employment dcc1s1on in lb,
ab,cncc of lhc d1scnm1 na1ory mou,e Under the mixed mouvc unalym , the burden of prod
JS on the defendant 10 show Iha! the dcc1s1on would have been the sa me despite the pla,nuff,
race or so. Under the di sparate treatment method, the burden of proof 1s on the pl:unllff lD
d1spro1 c lhe same thing
in sho”1ng a protected charactensuc 10 be a mot 11 a1ing factor hut ca n re ly on “circumsu,11111
c,idencc” that docs not ha, c 10 be IIDLcd d1rcc1ly 10 the employment dcc is,on.’7 This includes
c1r
group. rtgardless of its intent Employment pracuccs that ore foc,ally neutral ,n their treauncntof
diffcrtnl groups bu t that ha”e a SJgn1fican1ly adverse effect on a protected group when comJ)31td
“‘
can be Jusuficd by a business necess11y or J0b rcla1cdness.
°”..’; Co. The Coun held that if lhe Duke Po”cr Company could no1 show n “business ncics
II scss a ,g
, uc 10 1c difference m pass rat i h d Id be 1 1•1ola1ion of r,11 VII E es or w lie an 111in or111es. the employer -.ou 1
• “nncn tests cducauonal re h ~ requirements (c g be ‘bl quirements, e1gh1 and \\ C1gh1 requirements, sucng
• e gan11a11ons tltc probab I t ( d i..rt 11 lhc company IS greater be f 1 1 YO a \C11,e impact tnking place some” ‘”‘
0 th
~roups According 10 the C I
adJu s1 the scores of used rt’ ights Act of l99 J, 11 is an unlawful employment pracucc “IO
related tests on the .b.1515 ‘ , •rent cutoff scores for, or otherwi se alter the results of cmpl~)tntnl
10 membcn; of his or her O\\ n racia l su s·-·
siausur, . flow srnu 1..t1CS, a~ conccntr:lllon Sl3ll)Ucs S1ock statistics compare the pcrccnragr
of men. “omen. or mmontics ~mplo)cd in a Job c:ucgory wnh I.heir a”:u lab1 luy in the relevant
pcpulauon or quJ11ficd people interested in the pos11ion Th, s ,s also called a ,111/,:011011 anal>”‘·
If ,he cn1ploymcn1 rate of me n, women, or minonucs ” less than what would be e
To proper!) conduct a ullillallon an.tlys1s. cmplo)crs mu’1 compile ,tock >I J IISIICS b) Job
compile these sta11s11cs as a Slllrtlng point “hen de, clop,ng affirmau, e ac1 1on programs Allhough
11 ,, rclau, ely easy 10 idenufy lhc number of people in each subgroup cmplO)Cd by !he firm. 11
c,n be d,fficuli 10 accurately idenufy each subgroup’ s ava1lab1lt1y ,n the relevant popula11on n,e
perccntagl! of \t.•orncn or mmonucs in the rccnutmcnt urea \\ ho have the required sl1lls mu\ t bl.!-
takcn into account as “ell 3S the pcrccn1agc of \\ Omen or mmonhcs among tholic promotabk·,
11:msfcra blc, and tra1Dable “11h1n the organ11.auon- bo1h of ” h1ch can be d1fficuh 10 cs11 ma1c or
measure, D1ffcrtn1 u11h1a1ion rate, do not demonstrate ad,•cr>e impact, they only show that Ihm:
,s a rca,on 10 funhcr in,•es11ga1e an employer’s staffing pract,ccs 10 sec why lhe undcru11li, a11on
1s °’.-curring Econom1sLS arc oficn hired to conduct ut1h1a11on analyse) Finns arc al so advised
1o sccl leg al a« istancc when compiling stock stausucs and developing affinnall\ c acuon plan,
1o lhetr ava1lab1h1y tn the rcle,ant populauon. In lhe table. we sec that fe males arc 80 percent
and males arc 20 percent or lhe company’s clcncal ” orkcrs We sec from lhe nght column 1ha1
females n1Jkc up 60 percent of the available clencal \\ Orkcr, and males -1() percent. nus suggests
!hat male, may be unden111hzcd tn the clencal Job catcgol’) because they arc cmplo)cd at a rate
(20 percent) that “less than their availab1h1y (40 percent)
lured from different subgroups, 10 dctcnmnc if the rJlc< arc significantly different from each
other If a s1gmficant difference " fo und, adverse impact ,s demonstrated nu, JS lhe onl y one
of the three .ia11s1ics that can establish adverse impact by 11sclf. n,c Uni fo rm Gu,dch ncs on
Emplo)ee Sclccuon Proccdurcs.11 \\hJCh arc on the Internet at "'"' ·umfonngu,dchncs com/
un1formgu1dchnc< html, address lhc requirements for compuung and mtcrprcu ng llow stati,t1cs.
Thc
11a11 s1ic,) can be cakulotcd.
for each JOb category ,
for both internal and c~ temal sclect,on J cc,s,on, .
for each step in the selccuon process. and
hy appl icont race und sex.
ad, cr,c 1mpac1 The 80 percent ruk states that “o selection rate for an) race, sex, or ethnic
group _.h,ch 1, Jess than four-r.fths (4/5) (or 80 percent) of the rate for the grou~ \\llh
the highest rate will generally be regarded by federal enforcement agencies as evidence
of ad, ersc impact. “lule a ~rearer ,than four-r.flhs rate “111 g
ncrally not be regarded by
• The 80 percent rule is only a gu,Jdinc, and exccpuon, 10 it can be mad: based on 1>suc,
(,uch as small sample si, e
Job Categ ory: Clerical Workers
1, omtn urmmo nOtJ t mp if>)ttl m ” J’ih
c,Attgort 1111 l1 lht iraw ,fa~/•t) 1,1 tht
rt/I\ (Ult fl<'f'UIJIUJff 11/ ""'"•fitd {J('Oplt
mtttturd m t hr pt111t11m
of 1,ppbcw11, 111,.r;lfrom d ,Jlurnt
uJ,~roupi to J111n111nt’ 1/ tht’) ort
11g,ufira,11I) dll]rrtn1frum t a
v D S
uf .,,,._ • ..,.,._ or ~ “‘
•lll!lt’II. • l!WIOnarJ art ~01,rrrtJroud
The couns ho,, .,,o ‘°””” •· I “”‘-.. •. , la.« scleci,-d ond 1he num,d 1101 could be rcason••i —
~..-, . .. occurred “e ””””. by 1denufy1ng the mosi fa, orablc 1~n.lt ro dctcnrunt- 1 .-.,,ersc 1mr- 1w., •
,f f,m,lcs “ere sclecrcd at • rote of k ss 1han 40 pcrcen~ then lhc ._
p
lmlc or no auenuon 10 l.lq
w11hou1 maintaintos ”
ups, ~
Conetnlnition statisties compart the pcrccn1agc, of people in various job catcgon., t
” orkforce, then ” omen ma) b< underuul 11cd on managcnal posi 11ons and men underuuhzcd•
“hy lhc d,ffmnccs an: occumn£
100
Job Cotogory
Hispanics 20 65
15
5
1 The
52
RECIWIT\t£ ,\T
“11h lhc ,l1lls the) arc ~ cling, cmpl0)Cr’S ma) be temptc
1
II lnu• f llf 1/to,Ja h.,\~ 4nc11111 Cf•w!J
li.Jrm a third f\U h
n:cru,ung lum). the d.unJge 10 a com,,_. Us f~
n:cru,ung effons I case ihe Color.wo Coun of Appeals upheld• s250 000 In one frJuJulc nl n,c~iuncn ,aJ,n~ informauon from a cand1da1e Junng lhe re;.,, 11«)
pro
"' and the sub,1an11JI mk 1ha1 the plain11ff could soon ~Ida I
h
crcruc a -ra1-, impression· abool the cmplo) cr 'ou1 oo an s Ulure employ.,,._
prosp,.'CIS S6
n no cmploimcni comrnm arc ,n,oh cd and e\Cn ,f lhc •~..:'.!
,uie, Iha, no pronu >C> aboul emplo) men1 ha, c been mJd~ In 01 er words, an c_mplO)'tnqi.•
" di nrrnngemenl "'II nol pn,clude an employee from ma~1ng a fraud~lcn1 recru11ment cllUtlll
Mon.'O,cr, any acuons lllat ad\Cr
mus1 pro,e the following fi,e 1hings·88
z.. That the cmplO)Cf lncw or hel1c\ CJ lhc rcprc~cnl3tlon was fal~ or thJt there 'A·as an ID.Sllf
J. That Ille cmploicr intended 1he emplo)C< 10 rel) on 1hc ll'prescn1a11on
~- Thal lhc emploi cc JUSUfiabl y relied on 1he reprcscntauon
5. That the emploiec suffered damage, as 3 result of doing ,o, such a, co,ts rclnicd to rek>
from rc,1g mng. In one 1n,1ancc. folio" ing 1he pun:h:1.
ind,v,d uals in,olved in recru,ung and hmng no110 make any sw1cmcn1s :ihout the company a
lhc JOb llla1 they know ore not 1ru,. and 00110 make any promi
I bl
genera o 1go11on not 10 hire an 3 I k th nl
PP 1
cmplo•ecs f I r I d n " con,i ered rcspon\l blc for the dwnagrng Jcnons o
J
1 1
pamcu Jr y 1mporuin1 "hen th I h tilt
· • 1en1<, orch,ldrcn ornhe 1h fi b ulJ
anJ 1he like an •partmen1-.-in51allc~. main1cnancc workers. dcll\ CI) dn"rs.
11,prhcnn1·s mcornpctcncc or unfitnc~~ by chcd..mg his or he r rcfcrc ncc~, cnminal record~. or
f'""al bac~ground. In order for a customer, cmpl o)CC, or other lhirJ r,"Y 10 "'" a negligent
h,nns su11 agnin,t an employer, the folio" ing must generally be shown· I
z. n,c ,·mploycc s unfitness
J. The cmplo)cr's ac1ual or cons1ruc11,e kn o"lcdgc of the employees unli tn c,s (fa1hng to
t The cmplo)'ce 's ac t or on11 ss1on caused the third pany's anJuries
s. 11,c emplo)'cr·~ negli gence in l11nng 1hc cmplo)cc v. n" the mo'iot hkel) cause of the pl am-
upan "hcthcr that employer acted as • n:asonable prudent emplo)er "ould "hen hmng 11s
cmploi ces. Pn:cmployment background checks arc often the rcspon<1b1lity of «cru11en,
BccJuS-C the law al so requ ire s orgam u uons 10 rc~pcct appllcan1~· pn'-'acy. candidates' back-
grounds ,hould Ix: rcscnrehcd as thoroughly a, pos,iblc \\llhou1 v1ola11ng their pnvacy nghis
Bac~ground checks should seek to 1dcn11fy the felony con\lct1ons or " ould·be emploi ecs, but
not pnor arrests that didn 't rcsull in conv1cuons since these arrc.M record~ arc generally protected
b, pn,oc) laws. Employc~ should contact all pre vious employers of the people the) wan, to
h;rt and l ccp o "n11en record of all of thrn 10\es11gauon cffons Applicants should also be
r~quarcJ 10 cxplam any gaps m lhc1r employment h1stoncs I f the organ1ta11on can afford ll. ou l-
92 Pcrfonning hac~-
Ncgligcnl referral m, olvc:, m1~rcpre:,c nt1ng or fai ling to J1~ lo,c complete and accur3tc mfor-
111,uon aboul ., fo rmer emplo)ec An employee', fo rmer cmplo)er can be sued for neghgen1
rcr('rrnl 1r1hc cmplo)CC 1s m,·o lvc
pcned' h happened l>ceau,e odm1 n1
hJt~ground check as " ell as c,1ahhsl11ng an apphcani's crcdcn11als ond po1enual f11 with the
orgJn11,11on and po,u,on 1Ju1 many emplO)Cr.i pro, ,de only da1es of employment, salary, and
1111c. feanng 1ho1 rc,cohng more inlormo11on abou1 fom,cr employees could c,posc 1hcm 10
defa mauon , u11, b) dl\gruntlcd former employees unable to find nc"' employment To promote
,arc \\ Ol ~plarc..,, mer 30 ,1ates have passed l•ms pro,1din~ \lll')in g degree~ 0f 1mmu111l) t11
lormcr cmplo)cr, \,ho pro,u.k honcst reference~ abou1 thclf lornu: r cmplo)cc, It h too c~,rl} lo
tcll \\hl:thci the immunit y £IHl1 li1 cmplO)'cr, un
u ,n111lt1t IHIJ1 a« urtJft mfumMJIU"I
,b,ut a Jv nutr t1t1rlu>rr
0
,,cn b, a fonncr employer. V1nual) y u
d [ uon ,n " ronc,u r. d g ,,._,t
1 uuu1 a,., Basicall), rccruum can
candidate from a reference check. to exercise cauuon in giving references for I
cmploiccs. ,,en '" c s a c I of prov1d1ng only cursory referral in fonna11on lo .,
n:ferenccs. Ho\\ c,er. a blan~cl po ,cy su h ,n 3 company's fail ure 10 disclose ccnain inl
being sued for dcfamauon da:~ ~l~h:uld This, 100, could lead 10 a la" su11 for lhc corn~
uon about fonncr cmplo)
Some °'perts behc, • that lh Id · '••aer oihcrs ,n lhc nc" \I orkplace. Saying nru•.
"hen: uoc cmp O)<< , b d ern'"o•cc could be riskier lhan simply 1cl11ng lhc 1111,,11 d 3 aood reference ,or a a I" , , . bo • ••
pr0\1 ,ng e I be trruncd'" 1hc company s po licy a u1 g1v10g references on.....,
. - . L ~cdln lf manaccrs' commenls a u1 ,onncr cmp oyccs arc inconslllcl
\\'llh the reason fo r e,r 1cnn1 , .
. ,,_ 1
1crm1na1ed for poor pc .. onn an · h d 99 1
Under !he Uniform Trade SccrelS Acl, which has been adoplcd by ~1os1 Slalc legisla1urcs, trod,
seam can be any lypc of mfonnouon, precess. idea, or "know how 1ha1 1~ nol gc nerul!y lnol,
and gl\es the possessor an ad van1age ,n 1he markc1placc. Trade ~ecrelS include_ a wide llljl
of confidential business or propnclary 1nfonna1ion, such as chemical ~ormu las, mdustnal ~
cesscs busi ness s1.r:11eg,es, and, under certain circumslances, cuslomer hsls. Almos! oil ori:anu,.
uo ns haic trade sccre1s !hey musl pro1cc1. To matn lain business infonnalion as a trade 5Cffll
companies musl take reasonable precau1ions incl uding requiring employees lo sign confidcnu.
uy. noncompc1c, and nondisclosure agrecmc nls 10 prevcnl 1hem from di sclosing lhc infOllllMQ
10 compcu1ors. A sunroom manufac1un:r " os ordered 10 pay $8.6 million for in1crfering "11hdl!
noncompcle contracl of a compc111or's emplo) ce and subsequcn1ly slcahng a business pl111 '
Be<1 Buy rcccn1ly broadened 115 noncompc lC rcs1nctions 10 vice prcs1dcn1s and dircc1ors, •I»
mus1 agree not 10 " ork for a compc111or any11hcre in lhc world or use any idea or « pentna
gained al Bcsl Buy for al leas1 on e year aflcr leaving 1he company if lhcy wan I 10 be elig,blcf~
Slock a" ards. IOI
mg 1hc in1en,icw process. lnicl once accused Broadcom of cond ucli ng job inlerv ie" s of lnid
employees 10 oblrun confiden1ial infonna11on . A judge delcnnincd 1ha1 Broadco m hod ancmpud
lo extract lradc sccre15 during lhe in1erv1c" s and granlcd a prelim inary ,njunc1ion •~
Broadcom. The company was la1cr ordered lo change ilS inicrviewing and training procc,scs «
lha1 new cmploiccs arc neither encouraged nor pcnn111ed 10 disclose 1hc 1radc secrets oflhc•
previous emplo)er,.
E1cn asking a candida1e 10 lis11he cuslomers wuh whom he or shcrtp
?ccusauon of " rongful conduct Virtually any em ployee may be in possession of confidtnllli
1nfonna11on.
pro1ec1ed info rmauon abou1 o1hcr companies. lmcrv1c"•crs need lo know whal infonnauoo •
prfolecled and ho" 10 quesiion Job cand1d.11 cs Candida1cs should be warned al 1he begtnn~!
o an ,men ,cw 00110 sha · l 1
general dcscrip110 f 1h re a prcv1ou~ employe r's propnclary informaiion. When rcquc111~,
10 ornil lhe specifi:so f c tnle~'.c" cc 5 Job rcspons1bi l11ics and capabililies, a,k 1he caoJ~
sccrc1 An e•am I of accomp 1shmcn1s, "hicl1 migh1 include de1ails 1ha1 could rc1·cal a
e 1n II ruing Urn1 h h h · om'"" Il a) or lradc sccrc i infonnat 1oi ' c or ' e as been asked 10 avoid discussing c IOn ,
~,onal ong1n, disab1l11y, or age 1s 1llcgal, as 1s re1aha11on against an ind1v1dual for filing a
J)cnyrng cmploymenl opponuniucs 10 a person because of mamagc 10, or assoc1a110~ wHh, an
,ndividu al of a particular rncc, rel igion, nalio nnl ongin, or an ind ividual wt1h a d1sahrl 11y ,s al
employers on EEO laws and EEO compliance. One of the ways 1hcy do !his is by idcnufy in~
,pcc,fic examples of good EEO and dl\ers11y programs anddcm'1ng «amples of"bcsl praellccs
that other companies mighl successfull y cmulale. 105 The EEOC defines a besl s1affing pracucc
ns one 1ha1 106
Promotes equal crn ployrncnl oppor1 un11y.
Ma nifcslS rnanagcmcnl cornn111mcn1 and accoun1abd11y.
Ensures managemcnl and employee communica1ion.
Produces note" onhy resuh,
Docs nol cause or rcsuh in unfairness.
acronym SPLENDID: t07
EEOC, professional consuhan1s, assoc1a11on, or groups. and ,o on.
Plan-know 1hc rclev onl wor~ forcc and demograph ics, defi ne 1he problcm(s ), propose
soluuons, and develop s1ra1cgics for achieving 1hcrn. _
LeJd-havc all levels of managcmcnl cham pion 1he cau, c and provide leadership for EEO
1111plcmcn1a11on al all organitalional lc\'cls.
Encourage-link pay and pcrfom1ancc for how emplo) CC, in1crac1, supporl , and re,p,:ct
each 01hcr.
Noucc- rnon,1or 1he impacl of EEO prae11ces, ensure 1ha1 unfairness docs nol occur J, a
resuh of a COITCCll\'e Slralcgy.
Incl ude- bring all cm plnyccs and group, 1n10 1he onnlysis, planni ng, and 1mplemcn1auon
process.
Dedicalc-assig n nccJcJ re source, anu , 1ay pcrs1s1cn1: an in"cslmenl in EEO may l,tkc a
l111lc while IO pay off.
guide lines 10 em ploy and rclain ihc employees who" ill h:•l hl'l p lhc ltnn co111pc1c and ~•~cul~
,is hu s,nc
.ti ·m lo) mcnl opportunit) ex 1st Some of thc,c bamcrs lend
~~~71 c: uccs or nonns tend to be c,1cmal to lhc cmplo)',:~"'1\1.
\\C dc!...cntx some ot the genera an Sr- .
EEOC has ,J-:nu fied the mos1 common equal cmpl~ymcn t opportunity~
m1Lc their 1rnp,:u:t an . \\ C di!tcuss each next > or ,nrenuonally m its ~taffing pracuces,
them.sch cs. Tha!t bias 15 part of human nature, and may ~ con~1ous ~r uncon~ •o ~s. Allhoup
u can cn:a1c 3 hag.her comfon lc\cl ,n \\ Orking relauonsh1ps, u can lea_~ to the d1:,cnminataon or
in equal em ployment opponuniucs bring denied people.
may be a pcrccpuon th:u someone "diffe rent" 1s less able t~ do the JOb and lh~t ~o mconc .. lac
me- i.s mon: a ble 10 do the Job. For example, a male sc,enust \\ho lends to believe that Viomca
make poor scicnusts is unhlcly to hire a female sc1cnust. This perception can infl uence a finn•,
targclc-d recnuung cfforu :ind further reduce equal employment opportun111cs.
c,·er)onC ma pamcular group "'II bcha,e the same way For example. "all men arc alhlc11c,•
- a.11 "- Omen arc nurtunng ," o.nd "people "' ho look a certarn "-3Y arc da ngerous·· arc all cxamplts
of stcneotypcs. Stercot)pcs arc harm rul becou
nauonal origin. SC:(, d1sab1l11y. or age. Stereol) pcS arc often negau vc and erronco~s. and thus
3d\ctsdy affec1 the targeted md1v1duals.109 Because sterco1ypcs can breed s ul\tle racis m, se1.1s.m,
pn,Jud,c,,, and d, scomfon. they must be addressed ,n the EEO co ntext. Rec rui ters and lunn1
maruJgers may ha,e ster,otypcs or "hat makes a good employee thJI, 1f they are the underlyUJJ
beliefs and au.nudes that form the ~s of the lirm's rccruumg dcc1s1ons. can adversely affca
pcoplc"s equal employment opportuni ties
An cmplo)er m.Jght assume that a highly expe rienced person "ill ha"c no interes t in 3 Jo'I\U•
paying pos1uon. or will soon lca\C for something hctter. Althoug h Llw, a4i, umpuon might be uuc,
case low Sl}S that a person v.ho is o,erqual1ficd IS, by definitio n, quohfied. So, he or she cannot
be rcJected on that basis. Also. 1f a person 1s 1ruly qualified but no t hired, th e cand1da1c m1gii
erroneously assume that a2e d1scrim1nation occ urTCd. The bc:s1 solutio n is to as k the cand1cbteS
"'by they arc mte1es1ed 1~ the posn.100-t.hey may hones tly be looking 10 c hange careers«
scclu ng a Job v.,th less rcsponsib,hty. Ir there ,s evidence that the ind i vidual has done • IOI ol
Job-hopping. the 1n1crv1e wcr 1s no longe r simply specu lat ing about whether the person will st•>
m the JOb and h3..~ a more solid bas is for rcjccung thcm. 110
EEOC s rt:quircmcn&s and d1scnmmate against p!0plc out o f ignor:rncc. A ltho ug h tt is not ID
cfftcll\c legal defense, orgamzauon) may not lnm\• how 1hc law applies to 1hcm bccnuse the)
h3\C rccel\ed poor or inaccurate advice . Even the larcc !.t cmplO\Crs may ha\ c individual h1nn&
managers and rccn.u tcrs v.ho arc not "-CII \Crscd m c-mploymc~l l.iws. A~ no ted by the EEOC.
to 3 IMgc degree , stereotyping feeds on ignorance. but the rcpcrc uc;s1onc; o f il; norance go niu,h farther 1han stcrco1ypmg. 111
or rccnutcrs arc 1ncons1Mcnl with the organ1 za1ion's pol1c1cs and values. Organizations can help
10
f'(('fUllCJ'\. c\'al uaung their performance. and tracking the d ive~ 1ty or the cand1d:11 cs recruited
nnd hired by d1ffcrc~t rcc~u~rs and hiring m:inagcrs lo identify po~s1ble discriminatory trends
ihal \\ arran t further mvcsugallon and allenuon
m.iy t\C una,\ are that the same antidiscnminauon laws th:u apply to employee.!» appl y equally
to applicants. In o ne s uccessful d1scnmin11tion case, the U.S. Court of Appeal,; for 1hc Seventh
eircu11 found that o car dealership' s hiring managers had never been trained concern ing b111s
Ja"'s. The court wrote, "Leaving managers wi1h hiring authority in ignorance of the basic features
or the discrimi nation laws is an ·ex1rnord1nnry mistake' for a comp,rny 10m.:tkc." 11 4
dunng an interview. The most common problcmauc types or questions they ask arc que:i.11o n:i.
n:la1ed 10 child care and child rearing . If a hiring manager is concerned lhal someo ne mig ht not
be able to come to work because or child care issues , in stead o r a'iJ..mg about the ca nd1d:uc·-.
chi ld care arranp:cmcnts, the manager should ask the candidate directly ho" ofte n he or ,he
mi sses work. As king ques1ions rcla1cd to a11endance nnd produc1h ity 1s entirely appropn atc 11~
opponunity that tend to be spccilic to an cmpl O) er. In Table 3-7, \\ e o;;urnmanlc some o f the more
common specifi c barriers idcn tilied by the U.S. Equal Empl o)'ment Opportunity Cornm,s~ion. 11 6
8,1rrlers to Recru iting:
• The failure to advertise widely 1n order to attract diverse apphcants
• Recruit ing practices that overtook or fail to seek all qualified 1nd 1v1 duals
network.)
A lack of or no formal systems for recruitment
Deficient feedback, performance evaluatJon, and promotion processes of employees
A lack of access to informal networks o f commun1ca11on by employees of protected
classes
A lack of equal access to assig nments that prov ide key career experiences, v1s1bil,ty, and
1nteract1on wi th senior managers
firm 's higher-level positions
' Unequal pay
Employer policies that are not fam 1\y-fn endly
lnfle.c1ble working hours and working cond1t1ons
Failure to provid e reasonable accommodation to qu alif ied 1nd1v1duals w ith d ,sabiht 1es
II
. . d 0ownsiz,ng . f
1 ff deoSJons. different bene ,ts g ,ven to diffe rent"'"-·
employees I ff
Inadequate planning for the '{oo encourage voluntary separations
A l,ck of adequate incentwe~ttn employers and emptoyees
A lack of communication be
ob placement assistance, and training to laid-off
In June 2003. 3 la"" sull ",~
~ ~ EEOC contendt'd th.u Abcrcromb1e'!t r~nuuog and stamng pqc.
tlC'tS to rtmfortt Its orauu ,mage I h d Th I b(
oun le limned lhc number of m1nonl) and female cmp O)CCS 11"C' c awsuu gan 'A hen w,.
llW3)' [rom s.a.lcs pos1uons :a.nJ into IO\lt •\ISlb1Llrr9JObs. )UCh 3 S stoc L.mg and cleaning. UllUDaltlJ,
about 10.000 pcoplq o,ned ""clm -ac11on SUIL , ,
pan of the ,..~,mc:nt. Atxmomb,c agrt
\I. omen and mmonUC) Abercrombie "'as also n::qulft'd 10 "rcnect _t.11\cr:.II) , as rcncctcd by the ~
rxuJ/cl.hruc minonl)' populauom of Lhc Umted S1atcs. m its m:ukcung m:uc~als (taken as a "' holt).• r
So. not only did Alxn:rombu: ha\e 10 change its recnutmcnt and h1nng pmct,ccs, 11 also had to t \ oldtbe
appe3f30CC or durnminJIIOO In I,s rnarL.eung maienals 01\ Cf\C models arc _now used in the companf1
qu3Jttfly ma,gwncs :and on )hopping bags, 1i1orc posters. and other o
tu.re: a moouor. co pnn1dc d1\tn1ty tnurung to all hinng manager:.. and /g make its mJ11;1gcn' progrm
1ov,ard rhcu d1\Cf'Sll) goob a fac1or m Lhc1r t,oauscs and comptn~uon
we 1 subJectJ\c or 'anu\e' component m the hiring procc-u. Lht emplo)cr mus1 carefully " ' IC" et
results for ad,mc: ,mpa,~ • """" Enc Or,,band. the general coun>el for the EEOC "The COfflP'I)'
needs 10 corwdcr "'hclha thu ' crcatJ\t' compont'nl breeds di~ nnun:i11on At Abtrcromble. II ataltd
a group of cmpfo)ttS v.ho "'t'f't )OUng, hly-.. h1tt maks." 1!1 Drc1ba..m.l also s1a1cd, '' busincs~ CIMll
dJJCnmm:u.e agamst mdiv1duals under the awp,ce of a marktung s1r.1Icgy or a pankular ' looL.' Ru
and sex d1scnminauon in cmplo)'menl arc unla\lt ful." 1~"
of non\A, hJte More cmplo)cc.s tw quli'.lruplcJ :.incc 100-I, and the cornpJny ha(! increased its rccnuun,
rtlluonsh1p1 31 college, • 1th a high pcn:entagc of rrunontJes Tite company also launched a Bu1IJJ'1
Culwr.1I Dcx1cn1y uam,ng program 10 leach cmplo)« S how to ri:)pomJ 10 the c,ptt1a1ions of dl\tnC
people, filter busm,ss d«111on, through d1ffer,n1 lenses, and l
G11en the man) fede ral and state regulauons affecting
, wrfing practices. It ,s clear that lho,e tn, ohcd m staff.
ing acU\IIICS need 10 thorough!) undm tand them A firm \
failure 10 cu mpl) "nh go, crnment regulauons. ,,en ,f 11 ,.
un1n1enuo nal . can ha\c a1.hcr~c con.sequences Fonunatcl) ,
1hi.: go\ c rnmcn1 h3S tried to help orgam1.111ons tocompl ~ "'uh
the reg ulauon; b) pro\lding "best pm t,ce· surgei oons and
.,o,~forccs In add1uoo 10 a, o,dmg legal trouble, many ori;i
nl/at,ons also rcah,c the be ne fits of an e xpanded cand'JJlt
pool and beuer quality ht res "hen legal complia nce le3ds to
~r
moral. ethlCal. and lcg:11 PC'""'rccu\ c, bu1 doing M> can also be ~tr;a .
icg,c ror firms In addiuon to avon.hng lhc txix-nsc of Ja,.:.uill and
the nc_gJll\e pubhc rcla11ons rmo:1:11cd "llh htig:u,on. lt'gal com-
pliance allo"'s companies 10 cap1lal1tc on the i,Lrcngths or di\trs,ty
and perform bcncr by oppcuhng to a broader cu~torncr base
hl\C d1fft'rcn1 t) pcs of emplo)ment rcl.11.Jons.tups "'th firm~
Employment rcl,1l1onsh1ps may also be " at \I.ti(," meaning that
either party can 1ermmalc the tmplo) mcn1 rcbUOni h1p :u all)'
11mc, for an) legal re3SOn, '41th no habalny as long as there 1\ no
cootracl for a definite le-rm of employment
proteclcd charat."tC'n)Uc Ad\ersc lmJ)3Ct occurs -.hen an 3COon h.u :i
d,sproporuonate effo..'1 on a proIectC'd group. rtganll~s of ,u ,n1en1
or actual d1)para1e trca1mcnL Fraudulent fl"Cl'U itmcnl 1s the mmtp-
roc:ntauon or lhc JOb or organization to nn applicant Neghscnt hir-
ing occur:. "hen an 11pphcan1 l'i hired that the company L.ncw or
shoolJ hJ\C kn0\11 R p0\t'S 3 n sl or h3.rm 10 thud r,art.10.. and Lhc pct·
wn hanns another p:r;on Nt~hic-01 ref err.ii 1.s mu reprc.\CnlmG or
<'nly Job scclen') Or do companies bcntlit from the tnforc-cmcnt
of d1scrimmnuon laws" Ir ~u. how.,
you g11e an orgmllallon considering this type or employment
rtlJIIOO}l11p'>
MIIU ! II 0\11 I( t'JCh t)pe or ~(Jlt~I I C used'
MM) \l!Jli rrccnil) hired Q( llil HR gentrJh~I ru Sup,:r Foo,h .lJl
or~amc grocery chajn One of her fif)! J\\ ignmcnh " 10 rt\·tc\\
the ,1ore' s datJ on 11s caslucrs 10 ,denury 1f I1.!i h1nng and promo•
lion pracll('t'S h:l\.c hnd nn od\ers.c (d11ipar::11c ) impJct on men 1Jr
cmpll))CC. TrJdc ~1 hugauon occurs"' hen ronlidcnual mforma•
Iion from another com pan)' ls 11cqu1ro.l after an cmplO)CC 1\ hired by
a compcu1or, or dunng the lntO"\ 1ew process. •
employment practices arc de)1gncd a.nd used in a "faciall y ncu1ral
manncr .. -m other \I. Ords, they clearly do not 1l1t'gally fa1,or some
applla mu O\Cr Olhen AflirmaU\.e action 1s the rroacU\e cffon 10
e hmmale d1 scnminauon and 10 en.sure nond.Jscnnuna1ory mul1.s
m the "'orkforct Arrirmall\t' oction plans dcscnbc m detail the
.staffing procedures and i,tan
1enJ to be ,J)C(1fic to n p.lrt1cullr cmplo) cr. rather 1han being
~OC1ettll or cultural m na1ure The "'like m,··· bias. stereotype~. igno•
ranee. and preJuJ1ce a.re common rofflers. as arc uncduc.111eJ hir•
mg manlgcr) Olhcr general bamtr~ bi.\C'd m societal or cultur.11
pr:.1c11ce1 or norms tend to be CAlcm:.11 to the- cmp!O)t'r
Do ) Ou fC"C I thJt arnrm1111\c acuon ,s n good "a) 10 remedy pa,;1
di scnmm:iuon? Why or why nut'
feel are mo>t common? Wh:11 can companies do to remove thes.
bamc~'>
i:mplO) CC dlllaba~ 10 u:,e in her anJl)!IC'-
uon 10 dctcnnmc whether there,, C\idcncc of ~~ d1 !tcn mma11on
fo r ca~hic r., Wri te a bncf rl' pOrt e,:plainmg -...hy lhcri.: , ~ or h nN
Women
150
70
75 50
JO JS
J
i
I
!. ~J , ·,r,wce Evrror Th< op..·,ung ,,sr,ctlt' d~~ fi;l
,.Jes J
(ol)oo qucsooos. 8< p-epoml IOW< yoor WIS•m • ilh Ill< class.
L Do~ lhtn.l Abcrcrombte should be aJll.lwcd 10 ~wT its stores
d.J,·ersc ~urkforce lc.lds to more inno\au,e and crcatnc
llunking. t:7 The company also feels tha1 tnclus,on ts the foun -
daooo 10 the o,,ncrsb1p culnu,c llu1 ti wanis 10 bwld among
,is emplo) CCS. i:.s Pfizer m:ogmzed lh,1 bcucr auracung ind
reUJl!lllg dl\crse emplo) ees " ould require rl 10 pay more
aneotioo to its dJ\crs:1rv and inclusion miti.:iu,es. In addmon
to ~lvm2 m~ on 1lS ~ortdwide di,ersity and inclusio n lead-
cr..tup c;;..nctl composed of senior uccuuvcs from around
the compa.ny. Pfiu r also cn:aied emploice resource groups.
,ncluding people • 1th d!S3bihucs. Lat1no1H1span1cs. African
bepm coUecung 1nfonmuon abour II from lhe orgamzauon. Lhc
lmcmC"I.. il.!ld from bupJ/onlilX' on~crnrer org.. This "'eek. finish ) Our