Introduction: Many U.S. laws, ordinances, and guidelines directly impact the hiring and selection process. Legal compliance is important to protect the individual and the organization. It is crucial for the HRM professional to understand issues surrounding discrimination and how to best avoid pitfalls. This includes awareness not only of disparate treatment, but also of disparate (or adverse) impact and how to analyze the issue. In this assessment, you will select and analyze a legal case involving disparate treatment in selection and hiring.
***USE THE CASE OF GRIGGS V. DUKE POWER CO.***
Overview: Workplace discriminationdisparate treatmentis intentional employment discrimination. This assessment provides you with the opportunity to analyze a case involving disparate treatment and demonstrate your understanding of the factors involved. Succinctly and clearly analyze the case.
Include the following in your analysis:
*Provide a description of the case, and describe the important issues.
*Distinguish the theory of disparate treatment from the theory of disparate (or adverse) impact using specific examples from your selected legal case and provide additional context if needed to support your work. Be sure to identify the dispute, and what makes this a case about disparate treatment.
*Analyze the outcome of the case, by explaining the court’s decision, note whether you agree with the court, and analyze disparate impact.
*Analyze the evidence of discriminatory effects in your selected case, and provide specific examples of connections to the rule, policy, or process.
*Describe how the Uniform Guidelines on Employee Selection Procedures help employers avoid issues related to disparate or adverse impact.
*Be sure you communicate in a scholarly, professional manner that addresses the intended audience and is free of grammatical and mechanical errors.
Submission Requirements:
Length of assessment: 34 typed, double-spaced pages.
Font and font size: Times New Roman, 12 point.
References:
https://www.indeed.com/hire/c/info/disparate-treatment
https://www.eeoc.gov/newsroom/wellpath-sued-eeoc-religious-discrimination#:~:text=Title%20VII%20of%20the%20Civil,would%20pose%20an%20undue%20hardship
http://www.eeoc.gov/laws/types/age.cfm
https://www.eeoc.gov/discrimination-type
http://www.eeoc.gov/federal/otherprotections.cfm
http://www.eeoc.gov/facts/ada18.html
http://eeoc.gov/policy/docs/qanda_religion.html
https://www.uniformguidelines.com/uniformguidelines.html
https://www.eeoc.gov/employers/eeo-1-data-collection
https://eeocdata.org/pdfs/EEO-1%20Component%201%20Job%20Classification%20Guide.pdf
