Ethical Dilemmas: Preemployment And Selection
2. Describe some preemployment inquiries that should be eliminated or carefully reviewed to ensure their job relatedness.
2A. The preemployment inquiries that should be eliminated or at the least carefully reviewed to make sure that they are related to the job in question are:
Sex- This should be eliminated unless there is an occupational qualification that would justify this. It is up to the employer to prove the exsistance of the BFOQ ( bona fide occupational qualification). They will also need to prove that which ever class is effected are not capable of performing the job in question. Race/Color- Any inquiriy into an applicants race should be eliminated to avoid violating tje Civil Rights Act of 1964 which prohibits discrimination based on race , color, religion, sex or national origin. Therefor it also lends credence to eliminating any questions based on religion or age. …show more content…
12A. Adverse or disparate impact is the unintentional discrimination involving employment practices that appear to be neutral but adversly affect a protected class of people. Disparate impact is the legal basis for liability under the Title VII where as adverse impact is only one element of this which measeures what the effect is on theof the employment practice on the group of protected parties.
13. Describe the 4/5ths rule.
13A. The 4/5ths rule is the easiest way of estimating what an adverse impact is on the protected class. Based on the Uniform Guidelines the /5ths rule is the most desireable method for determining adverse impact. This rule is computed using these four steps:
1. Calculate the selection rate for each group of protected classes that makes up more than 2% of the applicant pool.
2. Observe which group has the highest selection rate.
3. Calculate the impact
2A. The preemployment inquiries that should be eliminated or at the least carefully reviewed to make sure that they are related to the job in question are:
Sex- This should be eliminated unless there is an occupational qualification that would justify this. It is up to the employer to prove the exsistance of the BFOQ ( bona fide occupational qualification). They will also need to prove that which ever class is effected are not capable of performing the job in question. Race/Color- Any inquiriy into an applicants race should be eliminated to avoid violating tje Civil Rights Act of 1964 which prohibits discrimination based on race , color, religion, sex or national origin. Therefor it also lends credence to eliminating any questions based on religion or age. …show more content…
12A. Adverse or disparate impact is the unintentional discrimination involving employment practices that appear to be neutral but adversly affect a protected class of people. Disparate impact is the legal basis for liability under the Title VII where as adverse impact is only one element of this which measeures what the effect is on theof the employment practice on the group of protected parties.
13. Describe the 4/5ths rule.
13A. The 4/5ths rule is the easiest way of estimating what an adverse impact is on the protected class. Based on the Uniform Guidelines the /5ths rule is the most desireable method for determining adverse impact. This rule is computed using these four steps:
1. Calculate the selection rate for each group of protected classes that makes up more than 2% of the applicant pool.
2. Observe which group has the highest selection rate.
3. Calculate the impact