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13 _ ____.... The Legal Context

48

Outlin e

R,cruiling and Hiring to Promoie a Brand lmagt

Th< Types or Employm<nl Rrlacionships T)p<S orEmplo)tc> 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, Enfon:<m<nl Agencies

The Equ,I Employm<nl Opportunlly Comrn1<11on (EEOC) The Office or Federal Con1r.1e1 CornplJJncc Program s (OFCCP)

The Basts for Employm<nl La" ~uits D,spar:uc Trcauncnt Ad\Crsc (or Dtsparalc) lmpacc Dcfcn<l1ng FaJlurc -10- Hcrc Lnwsu11s Fraudulcni Rccnmmcnc :"'/cghgcnt Hcnng Ncgl1gcn1 Referral Trade Sccrcc L111g,1ion SCAual Harassmcnc

EEOC Bcst Praccices

Barriers 10 Legally Dcfensiblr Scaffing Gcnrral B=m Spc<1fic B:imc"

Rccruicing and Hiring lo Promocc a Brand Ima c Summary g

ChJpter 3 • The Lc~ I Conle "<t 49

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<cni.: di ffere nt cypcs of <eafling-rclaced l>1\Su11>

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 <ludcnLS, clothing rcu1kr Abercrombie & Fi tch "anlcd to pn.>JCCI an all-Amcnc,m. colkg,aJc 1mmsc and mal..c: ,u ~,ore cmplo)CC!l r.u1 of 1b. 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

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 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:

"lute rnJlc and fc:mak hun~ in her ortice conummg bullc1 po1nts of 1hc: qu3h Ucs an Abcrcrumh1c 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 <oront) member"

Tite comp311)' asl...s ) Our op1111on uhoul the lc:gallly of the rttn1111ng and stanini practices 11 h.&.s aJoptcJ to reinfon."C ll >io brand image nnd m3.rkclmg Mr:UcS) fcalUnng pn:-domm.1nll) "hllc. att.rocu, c. )oung peo- ple Aricr n·..tdmg this chapter, )OU s houlJ hJ,c somr gooJ m~1gh~ 10 tell Abercrombie & Fitch

Compl) ang ",ch scarring la\\S 1s ob11ously a good 1Jea from a moral, cchccal. and legal per• ,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.

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 1J1.·nt1ricd "Jccc,s to top talent" :t..:. 1hc main dn\Cr of their d1\crsH) ond mclus1o n prog ram,.

"lt,•Jd or "r"" crcatmc nr · (60 percent) , nd "puhhc pressure"(~ I pcn:cnc) s Ohc~ cmploicc<

.,l<o hd p nrg.1n.,a11ons co accc(, broaJ cr 1dc:1.,. bccccr rcnecc their cusiomcrs and commun111c,. anJ i.: le » hkcly co collecu,cly fullo" a bad course of ncuon. Pro,cu,c and strnccg,c rinn,

orccn gu lx·yond lcsal compliance to rccru,ung nnd recatotog diverse employees Empl oyment la,-s und rcgu lauons emc for .c,cral reason,. Because the cmploicr

,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", 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

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 aga1n;1 people "11h charnc ccn,uc; procccccd by la" TI,c legal foundacion for "orkplacc dl\cr-

.) 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 <1ra1cg1c11IIJ by pmmotmg chc lunng of chc mo,1 quahlicd people. TI1is cnh,mcc, the quah1y nr the

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 DISCRIJII VATORI f: ltPLOl.1/£.\T PRACTICES

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• EnhJn,,:,~ the qu311I) o I on and imai!C :1' an cmplll)Cr ~•• ) ; n:pul.l l -

• £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 ,.___ R,J . the ncgJII\C r u I -~, -

u ... n J ,ell mhc~ about 1hc1r t"( JXncncc tit (j1"-Ttm tna1N :i£J1n, 1 an

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., S«I their qu1hfi, Ju,,n,. not ~,a.,c, ,

b.ls on tu h C3ll cnhJn« ,n ori;an11Jt10n , ab1 h t) to appeal to Ii.-.. Promotn d1,tl"ll). \o\ c --~

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:, (\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<J• I ,s, uc, , urrounJ ,ng , t,ffong anJ 10 1dcnt1 I)' re>Durcc, for JJJ111onal informat,oo : 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 "'

)OU ~hould sl"a) ' LORlUh kral coun,rl 10 Cn)urc co mpl1 ancc "Ith current local, Slate.~

fc<lcrJI n:gulauons In Llus chlplcr, • < fir.;1 d1scu,s vanous t)pcS of cmplo) mcnt rcla11 onsi11ps, tht1r ltj4

unphctiuons, :ind UK" ,nnuencc of labor union.\ Ne\l, \\ e cO\cr some of lhc pnmary 11, 1 • 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<eu<s b,mcrs ID legal n:cru1tmcn1 and h1nng After read,ar .. chapter. )OU ,hould t,a,e o good undm 1:1.nd1ng of ho" ID cn:atc a legal .iafr.ng S)Slcm.

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 lom: and ensure tlu1 the) h»c the number of • orl cr, " 1th the sJ..111, they need ready to ,,n

"hen the) need them L<t , lool 01 thc.e d1ffcn:n1 cmplo)ment rd a11on,h1ps and thtarltp

1mpl1cuuon.)

Types of Employees

EMPLOYEES An emplo)te II someone hired by anmhcr per<o n or hu,incs, fo r a " •£< o, fild

P.l) mcnt in n changc for rcrsonal )en ice-,, JnJ " ho Joe-, not prO\ 1dc 1hc ,,·rv1Cc, as. pm or•

1nJcp<nJcn1 husinc" ,\ J~b offer II mJJ< that mu,1 be accepted a, prc.entcd. or 1hc tmrJ")• :ind cmplo)t"C negotiate Lhc tcnns and com.h uon-, of their rc b t1onsh1p Jnd ere.ale an cmpbl: mc n1 contnc1 E" cl) cmplO)Ce ha.., nn cmplo)mCnl c.ontract If a \\nllc n agrcemenl di.X'S Id

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 <mplo)<r 3l1J emplo)« 6

We d"cuss tmplO)mcnl w ntract, 10 more d c1a 1l ,n Ch,ptcr II

The emplD)<r mu,1 ~ uhholJ emplo)cc P• )roll tJ., c, (,ncomc taxe, and Social 5""" ii, c;J Imm the PJ)<hccl.s of cmplo)ccs and pa) ccnain ,.,e, (unemployment ,n, unincc an.J Iii cmplo)cr; sh.lrc of ,\ lcJ1rn, onJ S0<.1al Sccunt) ) In adJ,uon. cmplmcrs mu<I abide by"' mJn) I J \,\ s and renuta11on1i th· 1 1 · r e a 80\Crn I IC cmplO) lllCnt rd, 11on,l11 p. and the) arc hJhk fil'fr JI.ti o their cmplo)Ccs dunns lhcir umc OI cmployml'n t

AT•WILL EMPLOYEES ,11._,ilJ I i,, p.ll1) c~ ltrm he · t mp O)mtnl •~ on em plo)mcni n: l.111on,l11 p m "hu:h t i

lnJIC I <mplo)mcn1 rebuon\l, est t.iu-.c 1h,u I\ moral! 1P J I Jn) lime fnr a JU' I tnu,c. no cau3C. ort\ 113<1 for, definite,! • ro~g" long as 11 11 not 11lcg,J " 11h no hJ b1lll) a., Ion ~ os there"""~ r<Json Firm, • II rm o tmplD) mcn1 At·• ,JI r mploym<nl JIJO", Jn cmplo) cc 10 quu f~II!

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 " mo,t """' («cent M 11!1 1 compan) \ cmplo)mcni 1 ,. unlJnal, 1f

::i fonnal contrJ.L:I J()l.!S not go \\11! .. dn...tnnc re JIIOn \h1p, , lhc-.c rcl.tllon,tup~ ,m: go,crnL·J hy the .. cmplo)mcllt-'

Ch.area l • The LrgJI Con1c , 1

;\ )though the coun, gcncrall) hJ\c oph<IJ the nght 10 term mote at" ,II. th1< docs not mc.lll

that cniplo) crs , huuld casually 1cnmn::ue cmplo) ccs " 1lhout G'' rng a reason or " ithout follm, mg n1)(11l:ii pohc,cs ond procedure, CompJn1es should folio" the ir fonmal d1m ph nc and 1ermm• t1o n

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• ; ,,, 10 10110" their own pohc1cs mnc, 1M)

7 For e,amplc, at-\\ 111 employment allow~ nn cmplo)cr

1~ unmcJi,1c ly d,sm,s, an c mplO)CC •ho is b<ba, ing dangcrou,ly Ol>C 1,,. cstoblish,nG when or

,f fim1.> cJn n:I) on the at•\\ 1II nature oft.he rclnuonsh1p , ar1es from )talc 10 ~u1c It " 101pon an1 10 note that emplD)mcnt•at· \\ III docs not offer bl,nl ct pro1ect10n to

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 ~ 1"ccn unl\ c~1ucs and te nured professors, formaliicd (wnncn) c mploy mcnl co n1r.lets, Jnd

union conlIJCL~ "Ju!tl cause" clause) m union contrncb pro1cc1 mo~, un1on11cd " orkcr~ fro m :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

,-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 com~n-.nuon chum, regard less of an employee's at-\\•1II >tntu, .

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• n<I polic ies. hand books, or other materials 1nd1ca1c tbal 11 ,-,11 only fin: 311 cmplo)ec for £000

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 A few ) talcs hJ, c al~o recognized thal a breach o f on 1mpheJ co, cnan1 o f sooJ fn11h a nd

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 10 prc,.cnt him or her from soon , c~ung an the finn'.s pension plan 1s unb" ful m some ) late~

Lile the federal go,cmmcnt. all U.S. states also recogni,c that • rctahntory d1,chorgc IS an e, ccpuon 10 at-will employment

Tht bc~t \Jr'ny to ensure that nn cm ploymcn1-a1-w1II message has been 0J cqua1ely co m- 111umcatcd 10 employees tS by pubh,hing the policy on sornc1hrng cmplo)'cc, ,1gn Signing an

cmploymcnl nppl1cat1on or to oc lr..nO\\ ledge rending o.n tmr,lo)CC h.tndbook produce~ a wn ucn rccorJ thJI an cmplo)re has n,:,d a nd undmtooJ the pohe) Table 3-1 d escnbr, ho" 10 develop

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 ~ o\t courts will r,nd an emptoyment -at-v. ,11 relat -onsh ,p 1f the follo ,._•ng cnteria afe met '

The, at will statement 1s written ,n clear, understandable language and thoroughly explains what 1he at-w,11 relati onship means

• Th e at-will st atement clearly states that no company representative may change the at•w11! 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

CO \TI\ GE,\ T IIORK

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cmpll')CC)"rrcC'on C" ct1t'flntinicnt " or~crin t" o ' H')' t c Jnlllrcthc" o rl,..crd A rompan) = cng•£ rem lo)crlhJt h;i_< hired the "orkcr One o f the pnrn 1""111

,,. 11 c,n rontr.>et "uh•~°'~ th,,r,.,. he quic kl)' brought o n boarJ ~l placi ng 3 :1'u boner, of ronunscnt " orl.m I lh · ploicc-le.1>in • finn 1111< ollo" s o firm 10 •dJust ;.°11 ' \

tnffin"' fim1 or~ cm ,:- 1~ sta.ffi :1 tcmpCtr:11) ) 1 :i

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lc,cls qu1 .. LI) Ydlhf•Ut haHn~ 0

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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<h:::. ~ , . • ~• I)"'' of tern""""' " orken,ho pro\ldc mon: s pee ,roc •. , -1

" orL ConltllCt \IOh<l'S ~· r ,~·-, , ""'~ tC'C'hnu:ill. tu1d profc~~1onal ~l 1lls itun do tcmpor.ll)i " orlc~ 1l1c(.C peo ple lend lo ha"~ mcnts l:bllng S.C\cral month, 10 a )C:ll' or more Tcm(lOIUI') nnd contract worl cN arc P:Ud b) P hour and :in: on l) p;uJ for hour> ac tu:ill ) on the Job Temporary " orkcr,, often do not rcttl\c~ health anJ other t-<ndiu ~1, cn 10 full-umc cmplo)cc,, and, unlllc cmployc~!>. they do not r&i$ta 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~

When u:s:in~ 3 staffing a~cnc) . the nscnc) ran be con,1dc rcd the temporary "'Ofkcr' cmplo)c.r of rct."'Ord r.iLhcr than the compan)

0

) But thl!i l'!l- onl) the ca,c 1f the com pany us,n ~ 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

lt I) 1mporun1 10 note that finn) CJ.nnot ah\J) S legally c,rlude h:mporary \\ OO.crs fn:ia ~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)<n net..-d to h.J\C a clearly "nncn btncfit~ pol1c) 1h31 o;pcc1fically e xc ludes temporary \vorlers tflha I ) 1hc1r mlenuon

L£ASED WORKfRS L<as<d 1< ork<rs arc emploicc, of a company "ho take on the open· uon of ccruun funcuon,, or s1aff an cnurt office or fac1ory on a conmictu3l baSLc. for a cticu company The " orLcrs arc cmplo)ccs or the contruc1or und ore cons idered leased worlcrs II) the comp,n) for ~hich they pcrfonn the " or~ Bccnu,e the cmploiec-lca.s ing co mpany an,111• cht nl company arc c<>-<mplo)crs, bo1h ore li able fo r payment of pa) roll taxc~ and \\ Orkcr1' c,0111 pcn~uon preITUums. 11nJ compl 1.1ncc "uh go\crnmcm rc~ulornon~ 1~

Leased " orLcr, arc 1yp1c31fy assigned 10 proJccts ln~u ng u1 kasl J year that rtqulff 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~

PART-TI ME AND SEASONAL W •nd C be ORKERS Part tune \\Orlcf'\ \\ Ork le,~ t.l1Jn 3 run \H'll'l~«~

an conungent " Orkcrs b t d I hllN 10 " orl onl) . 1 ' u

O not IJ\e 10 be ScJ,onJI cmplo)CCS ar~ emplo)CCS uunng 3 pan1,ul!lt p;in of the o,l.<t'

dunng the bu, hol d )< 31 For e'3mpl.•. -.hen U PS hire< more• !,,(~nil "Clr~;rs

1 .1) \C.l~on, 3nd Y.h(n gm"e" hire lab(\rcr-- to hJnc1,t fru11, 1hc) orchinrt•

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 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

Con~rc~, upprO\ \.'d the NL.RA 11 m 19 35 to encourage a he:ihh) relJ1 1nn~h1p t,c1"ecn pn· \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

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<ly union membcN An C)t:lmph: 1, a compul,ory hmng hall. " here the crnplO)Cr must recruit d1rccll) from the union In 19~7. the T aft-Han ley Labor Act declared the clo,ed , hop illegal Alt hough the NLRA pcmllh con,truction cmplO)·Crs to enler 1010 prch1re n{:rccmcnh 10 dra\\ their worL.force" t'(clUi-1\cl)' frnm a pool of employees d1 1ro; pa1chcd by th e union. conMruc11on employer, are under no legal obllgallon 10 enter into )Uch agreemen ts

• A 11111011 .'IIIOJJ employs both union and nonunion "' orkel"), but new cmplO)CC, mu~I JOIO 1hc union or begin pa)tng dues to the union w1tlun a S(ll'c1lied lime lm11t

• ;\ n t1gt'11n Jl1op requires nonunion \\-Or~cN 10 pJ)' n fee to the union for 11, -.crv1Ce) 1n 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

A collcct1\C bJrgaining asrcerncnt specif) mg that promo11on, "'111 t'C b.lieJ on !r,.C n1or - 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

Ahhough the mn ucnce of labor unions has declml'd si gnificantly m " llllC ... cc1or-. o f the 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,

Independe nt Contn,ctors

J..A IJUH L',\ / 0\''i

k,:,dh rrp,r""' i.u,J.rn ,1,-,:u111:.r rmpfo)rrt uod m•,o,u,,r 1hr ,rnn, ,ind c,md1tu,,1, ,,f u,wm uer,ribtn rmplrHt'1rnl

An indt'p«.-ndcnt contructor pcrformlii ,cn 1cl"', "-herein Lhl' cmplo)cr contr~h or d1reclS onl)' I\DEPC..\ 'D£.\7COVTRACTOH 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-&

ll1c Internal Rc\ cnuc Scr.-1cc (IRS) SI\C, the c,..implc of \ trJ I Im. an clcc1nL1Jn, \\ho "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,

S4 Ouri,r 1 • Th< ~al ConL<\I f other compamc< under conlr1lct< that she obtained thr JJJ,uon:tl <i<"1t1,>I tn,i,,Jbuonr,, oVr ~• as nn ,nJ,•n<·ndcnl contrnctor 1' °"Ill

Th< IRS cli.-,1 ,cs •·· I" :1<hcni><menl> . II . • mJ<"'nJcnt contrnctor,, to help contro l cosis le

C .ll1 str.1tcg 1, n ) u~ r • m~ omparues, t,nn m nc,-J<J t:tlenl> qu1cll) They can thu, be p.m,cularly U,efi )

,n..-n•:i-., cupa~iht1<'<. anJ ~ no-,uon or lo"<ost ,1r.iteg1c, Independent conlr.lcto "1 r<I' rom1,1ruc-s comp<ung u:'gd •:gulJf cmplo) "' bul Jo nol n:cm c benefits, "hich c rs of~ n.,:,1« •higher~-

1 n ond ·;;..nJcnl contr.l<tor,, are often h1ghl) sl1ll cJ, they "'•>• :.~

~ t-<tT~U\C D\."li. au~ I ~,.- • ,., ... ,q,_, m cu.

1 t,a,,is for m.lll) firm, r:nhcr 1hJn be o single cornpan) s c111plo)cc. lndc pc~

""'l 00 • l"."'.'J<C •.. ,c - ·aicr conuul o«r the " or l th<) 1akc on and the hours they " Ork, .. h.J ronn.:t= ,...., ,... .,. th f ' ~-... ~

I , d~pll< n,, no.in,,b,huc, prc, cnung cm rom "(>r,rng lrnd.,uon·' ,.,.__

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 mJ,p<nJ,oi conl111CION. anJ 11 orlcN 113-, bc<,omc nwre relucunt to c hallenge thc>e P'11Ctict,ta 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<s nrc ,odcp<ndcnt con1111<1ors '° In 2009. 1hc Illinois Department of l.4ba, unpo,l<d s318_500 ,n pi:nalues on a home 1mpro1 cmcn1 compi3ni for rni,clas<i f ymg 18 "'orl.en by prt:,sing them 10 ,ncorpor.ue a) )Cp.ir:llC bu,rnc..s cnllllC'.:'i

Outsourcing

An a..ltem:io,e 10 conungent v.orl h 01mo11rrmg lhc "ork to another firm Thh typically IR\Ohti contnCung 11,lh an ours1dc firm lha1 has a parucular c,pcrusc 1~ assume complc1c rcsponsibtluj lor a ,p<eific con1111CIOO sc" ice-not JUSI 10 suppl) 11orl crs hnns oflcn outsource their na,. core funcuons. such a, lheir pa)roll. 1:ind,caping. and food SCI"\ 1cc acuv111 c,.

OtT,hon: oursourcmg bi oprnmg a IOCJUon m another country or outsourcing "Oft 10 11 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<lle<:tual property l:iw,. and conflicung legal si,1cms A company musl consider the n:i1ure o( lhe olher counuy 's Jud1c1:tl sys1<m. local Ja11s, :ind "1131 "ou ld happen if tl1c offshon, comp&,y goes bankrupt In addrnon. lhc comp;111) should ensure ~Ill an :icccpled d,spulc rcsoluuon proct· lh.1.re 1s m I.he ouoourcmg contrac-1. including v.hcre the cas.c "ould be filed 1f a con n1ct ari'-C\))

LAWS AND REGULATIONS

Soool pn:ssum ofien lead 10 lcg1<louon. such 11.s "age and hour '311, and equal cmplo)m<lll opportun ity kgislauon, 111lh "hich employers mu,1 comply Commo n la\\. or coun -madc I•• is the body of ca.st·b)-<a.i;c dec1s1oru made by the couns 1hat o,cr 11me di:1cnn1ne~ ,,hat l!i kpl ::u,d v.hm rcmed1cs :ltt appropnatc Each Sta le dcHlop~ i ts O\\n common la,, in response 10 r,J crul and SIJI< lcg1slnuon and lhe na1urc of lhc specific case, ~rough1 bcfon: ,1, coum °'" ume. lhcsc di:cmons cslllbhs h the pi:rm1<sib1ht) of various starfing pr>cticcs as well as appropn 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

Allhou~h mO!il emplo)ment d1scnmmat1on IJ,, ~u11, arc hruughl under fcdcrJI )IJtutK >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

nJ u at ~late(; Jlr emplu)mCnl practice la\, s ~ ) Some 3~'

<\I< >im ,lar pro1<cuon J> , d d b •• · ·' b lho

pm I e } u1c fcJcrJI acl\ 10 cmplO) Cf'\ "ho arc no l co, cn."\.I 1 .., ,wunc; Olhcr >lJIUle< pr01 d ·--'

r 1 < pro1ee11on 10 group, no1 , o, ercd b) the federal od.l """

pro1«11on or 1nd111duJls II h 1 ~ cmploimcn, n.. 0

f O arc p<r orm,ng mil or fanul) du1,c, outs ide of u1cir norm · ""' 111r,c1 o Columb,J p 1 . n.1-tum In Alasla "' 1 ro ee l, \\orlcr,; frum fJII\II) rec;pon<-1btl1uc~ d,~crmu

• or. mm proteucd fro d )JI' C'(tcuu,c onler co,crs fodcral ¼ • m ts.cnmina11~~ hJ-,cJ o n flJJcn1.:il sia1u ,. and a )1m1

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,. , 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,

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 , co, en:J by a paruculnr la\l+ depend~ on I1s number of rmployc~ and whether 1hc rompan) 1:-. n

f~•Jcrnl contrac tor Table 3·2 )umman,cs wmc of the federal an11d1scnmina11on la"s that allow mJ i,iJuals to ~uc nn emplO) Cr for failure lO hire. 3nd "e \\Ill discuss each of 1hcsc la";;, ncxL

DN•f@ Summary of Federal Laws Relevant to Staffing LIW or Executive Ge ner ii Order Who Is Covere d Provisions Furthe r Information

Title VII of th e C 11,11I R ghlS Act of 1964 (A,neoded ,n 1991)

E,;ecutNe Order 11246 of 1965 and Executive Order 11375 of 1967

Pregl'lancy 0 scrm nat on Act of 1978

Americans w•th D sab1 .. t1es Act (ADA) of 1990

Private employers with al least 15 employees Labor unions, empl oyment agencies, and educat ,onal 1nst1tut1ons

Local, state, and federal governments

Federal contractors with conuacts exceed ,ng S 10 000

Pr11,1ate employers w ith at least 15 employees Labor unions. employment agencies, and educauonal 1nst1tut1ons

Local, state , and federal govemments

Pn1,1ate employers wi th at least 15 employees

Local, state, and federal governments

Proh1b1ts d 1scnm1nat,on on the basis of race , color. religion, sex (both women and men). or national o n91n

Prohibits d1scnm1nat1on and esta blishes affirmative action to P'omote d iversity 1n race color reJ.91on, sel(, or nat,onal orig in

Pregnancy, 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)

Qua lified 1nd1v•dual with o r perce1~ ed as havoeg a d,,ab,1,ty

hnp / lwww eeoc gov/ 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

http 1/ www dol gov/ 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

www eeoc gov/ facts/ fs-preg html

http // vtwW eeoc 9011/ policy/ hup //www eeoc gov/ laws/type s/d 1sab1l1ty dm www usdOJ gov/crt/ ada/ \'IWII' ee oc gov/ dda/ amendments_notice html

(Continued)

55

I ◄

I

I

56 Clupt:T , • Tot Le,-,!''"'"" itl\!ffl (Cont1nuedl uw or Extcutivt Order

ADA Amendments Act of 2008

Tia ll of the Geneuc Information Nond1scnrrur,anon Act of 2006

Renab,lltatJon At:t of 1973

Age 0 1scnm1nanon ,n Employment Act of 1967

lmm19~aon Reform and Centro! Aa of 1986

Wort.er Adjustment and Retra ning Noufic1t1on Act

(WARN) of 1988

Who Is Covered

Pnvate emplo)"e rs with at feast 15 employees Local, state, and federal governments

Pn\fate em~oyers with at least 15 employee, Uber unions employment agl!f'lt1es, 1nd !ducauonal ,nstitunons Local, state, and federal 90\femment:S

Federal contractors with contracts exceeding 52,500 mU1t e,..gage n affirmau"e action

Pnvate employers w th at least 20 e"'ployees

Employers witn at least 4 employees must venfy the employment ehg tkl1ty of everyone h1re,d

Employer,.,. Iii at 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

Pnvate cubhc 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

Genor•I Provisions

Instructs courts and employers to edopt a broad standard when determining whether an

1nd1v1dua l 1s coris1dered d,sabfed

Proh b ts d,scnmtnat,on o n the basis genet c 1nformatJon

tnd1V1duals with a hand icap

Protects people 40 years of age or older

Cmzens, US natJonals, and a ens authorized to work 1n the Unned States are el191ble fo r employment

Must provide 60 days advance not.Ice of covered

plant closings and covered mass layoffs of SO or more people (exclud,ng part trme workers)

Further Inform . 1t1ori

httpJIWWwee laws/statutes/a~ go,,, notice dm •11 ..

https IIWWw federalregister gov/art,des/201 0/ 11/09/ 2010-28011/ regula t1ons-under-tht,. gene t1c-1nformatiori nond ,scnm ,nat,on. act-of-2008

http //www eeoe.gov/ la"' s/type s/ d, sa btl,ty cfm

www eeoc govlpol,cy/ adea html httpJ /www eeoc.govl laws/types/age cfm

https //www o,g lsc. govlleg,s/orca86 htm

,vww do!eta gov/ layoff/warn cfm

m:11• (Continued) uw or Executive Order Who Is Covered

n,e Uniformed Set'Vlces Err>ployment and Reemployment R gots Act iusERRAl of 1994

V1etri am Er a Veter1ns' Readiustrnent Assistance Act of 1974 (VfVRAAl (Amended ,n 2002 by the Jobs for Veterans Act)

Corisumer Cred it R,porting Reform Act of 1996

All members of the uniformed services (1nclud1ng non-career National Guard and Reserve members, as well a s active duty personnel)

Any contractor or subcontractor with a contract of S25,000 or more with the federal government

Em ployers who co nd uct credit checks for employment purposes (e g , ,fan employee handles money. which may require being bonded)

General Provis ions

Ensures that members or the un formed servaces a<e entitled to return to their c11,11han employment after the ir service

Proh1b ts d1scnm1nat•on aga nst and requires affirmatwe action ford sabled -veterans as well as other categories o f veterans

Employers must disclose 1n ad..,ance the company's intention to

obta,n a credit 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

Further Information

vlW\v dol gov/elaws/ userra htm

http /lwww dol gov/ compliance/ laws/ comp-vevraa htm http /lwww doleta gov/Senro rs/ html_docs/docs/ veteransJobs cfm

vNM ftc.gov/os/ statutes/OJ 1224fcra pdf

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, 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<lL1JJ.. hccaui,c of the ir r.Jcc. color. nauonal 0 11g m . rd 1~1on, ur \C' \ Title Vil c:\phcllly stJtcs that rJCC can llC\1.'f he uc..cJ a, 3 bun.1 t1Jc OL1.upauonal ~uJliln,.uhin "hen m.,ling luring <lcc1,1on"i

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=- 1

I. "10 fJ1l or rcfu,c co hire or 10 d1,chJr~c MY 111J1, 1dual, or olhcn, 1sc lo d1slm111natc 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

! . "lo 1111111 , ,c~rrgok , or cla",f) hi• cmplo) cc< or appllcanls for cmplo) 111cm tn on~ l>J) 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 .

Ct 1!,,,, 1t. l 1~ 11J11, M." \ , o r nJ11on.1I o n~in "

~ 1

- -l 1 I

J

I

S8 C'h.lf'kT; • llw: LC1-.,i O:'(u.:'1 31 intcnuonal d1-.cnm1nouon ":l" c~1abl1.;hcd " v. hen ll complat Con£"'" c,1Jb~-h<u 1h 1 ,., or nauonal ong, n \\US a mo11vailng r Ill"& ... ru:c rolN "' ,i;,un. • d I llCtor,.

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 ,,; cmplo)menl d1scnmma11on Pll>ildt,

im~nc-t~ JlmJ£C' in ca,c-. or m1cnUQ

'5 AND EXECVTIIIE OIIDER 11375 OF 19i7 E,_ EXECUllllE 0110£11 112" OF

1 ' 10-,rs ,.,1h a federal contract excccd,ng S I O ())() ~

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~ SI0.000:.'

1 an, cmplo)<C or opphcant for employment bccaUSc ",11 nOI discnnunah? tt£3..ln'> • 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

g Ph . hall ,ncludc but not N' l111111ed to the fo lio" in g: cmploymen~ ongin Sue xuon

5 tramafcr, rccrunmcn t or rccnutmcnt ad,cru~ing: layoff Or

upgruJmg dcmouon. or · d 1 tcrmmauo~. r.1t1:) of PJY or other fo nns of compcnsauon: a.n sc ec11on for lralmnc, 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.

.~ITirmau,e :icuon 15 rcqum:d by the "ecull\C orders, \\hJCh JrC enforced by lhc US 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 '°

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<comc cffccu,c on Jonuury I. 2009, apply to private cmploi ers "1th at least I 5 emplO)~ "" \\Cl! 11> to local. stale, and federal governments The ADA ~uarJ.Otccs equal opportuntt) (<r ,nd"iduals "'lh disab,lu,cs or pcrcmed as hav,ng d1<ab1hucs and grants similar protecuoan, 1ho~ proqdcd on the N\1~ of rxc. color, sex. nJt1onal ongm, age, and rcllg 1o n A person u kl be considered d1SJblcd rrr::u,Hcss of whether or nm any form o r tr~atmcnl or t:orrcct.i,c dc,a (olhcr lh.111 con1act lcn~ s or glas~s) 1s u~d 10 ilmchornl~ or conirol the conditio n. 111c f.qlill Emplo) men1 Opponunuy Comm11;,on enforces 1hc ADA

THE GENETIC INFORMATION NDNOISCRIMINATION ACT (GINA) OF 2008 The Gc- lnformauon Nondi)Cnmm.'.luon Ac! prohibu~ emplO)er,. Imm di)cnm inaung :1g::11m.1 indniJJ-- al, based on !he rcsuh.s of E<ncuc tcsung \\hen malmg lunn•. firin~. Joh placement. or r rutn1> 110 n dcr1~1orb Gcncuc le t f e

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 or r:iJiJllon. '" th~ '-' OrLplacc Ho".:Hr, fc" J1,.:3~~ or cond ,11011, arc due 10 o c:.mglc scot<J

Chapter 3 • n ,e L<gal Conic.« 59

c,cn ~,cral ~cncs ncung alone ~10'il arc duC" 10 a comhmauon or f,1c1or) ~uch as stress, d1C'I, anJ cn"ronmrn1nl prillu1nnts so scnc11c tc,1s can't reliably predict whether someone will dc,cl np a pJrucular co nJ1 11on

HR profc,{;1onals should ensure that Job apphcauon) do not a~k que stions 1hat can 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

01, 0 en , urc lhat they update labor po<ters ond handbooks to n: nect this law

THE REHA81LllAllON ACT OF 1973 Tiie Rchah, htation Act of 1973 requires federal contrac - 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

8 di'>llbihty A," ilh the ADA . quahficJ mdividuals "1lh d1<abih11 cs arc defin ed a,, pcr,on, "ho, ,,ith rcasonahlc accommodat1on. can perform the cssenual fun c11on~ nf the Joh for \\h1ch !hi.!) ha,e aprhcJ or have been hired to pcrfom, Reasonable accommodation means an employe r 1s n.-quircd to mL.e ~••sonahlc step~ 10 nccommoda1c a d1s~b1lity unlc\, ll " ould cause the cmplo)Cr undue hardship

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- 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-

1. "to fail or rcfu~c 10 hire or to discharge nny 1ndiv1dual or olhcJ"\\'l)C d1i;;cm111na1c agarn::,1 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

2. ··10 limit. ::icgn:gatc. or classify h1::, cmplo) CCS in any \l.:J)' ,1,h1ch ,, ould dcpn\C or tcnd to 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."

llle Supreme Court has held that 1he ADEA docs not l ppl) to c!J,ms of "re,c" e dl'- 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

Some stales have cxpandrd 1hc a~cs prn1cc1cd from cmploymenl d1scn m1nat1on In Ne" kf'cy n ,, illegal 10 d1,;;cn mmah: against employees bct,,ce n the ngc s of 18 and 70.31

THE IMMIGRATION REFORM ANO CONTIIOL ACT OF 1986 Under the lmmigrauon Refonn 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)

l·or r n"ocy reasons. 1-9~ mu,t he lcpt "here manJgef' cannot sec Lhcm TrJming n:crull- 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 <lctcnnrne a person·~ ch~1b1ht) lo "ork in the Un11,d States.33

Ralhcr than conducting \\OrlplJ 1. l' rJuh lu p1i,:k up unJ ,x-umcntc<l Y.orlers. ln11mgrot1on anJ Cu,tom, Enforcement pol1l') 11.is ,h ,flr<l to the '°nm1nal pro,ct. utJllO of bu,1nc,',CS for \\Ork pl.1~ l· 1m1111l!rat1on la" q o\auon~ In 2007. l11111upJt11..m oncJ Cu,tcinh Enforccmcnl made ~h 3 ,\wl-,nc cmnmal nrrc~ts of corpol"Jll' ollice~. manage~. J nd 1..onlrac1or-. up frum 25 in ~001 . .u,J ~.077 admm1,1ra11\c arrc~ts, up from ~SS m 2002 ll h "a gooJ 1J~a to L.ecp I 9 n.·cor'lh 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

R& t SO~ HLE ACCO\f\fOD,ITIOS

rra.h1,wbf, u,ps to c1l'c ,mu n.xlmr 11 d 11abtflt) their do ,w t w uu iii, r mplo)rr undur >u1rd1l11p

60 CbJi,<cr .l • Th< '4'>1 Coni<\I WORKER ADJUSTMENT AND RfTIIAINING NOTIFICATION ACT .(WARN) Of 19 ..

IIO \A FWCOCCT ,.TJO \ ll.

(}l <LJFTCAno , IIFO(}J

1.1 ( ~f!'1'UT'kL'Wlt1 ru,,,i:-owJ w t'v

i....t r , .. .Jpcr-~~ ll(a ,.,.1,n..., r-r "'W"'!:Jw. ..

TN£ W ~ A .. · i , .. a f1.-J..:ral IJ" rc-quinng cmplo)CC' of 100 or mor\; full •timc " orlc 1" 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

60 dJ • ,J =e nOltL-C of doo1ng or m.JJor J) o ' o ur > • ~al.u-1cd _, ~"«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, "'""'""

11 "£ tn f L:,bor', \\'cb SIIC II, t ~

"tut b ,.·oH'rcJ are 3,JJJJt,li on lhc [)c~cnl o Some ,ell<> ha>< J'l»'--J lhctr 0'40 \I /\RN l) J"' Acb c ,p.u,Jins llus CO\Cragc ut,fon,

~ull'C~ 11 WARN notice "hen 0 Ct'm pan} cu t~ at lc.JSt 50 ,, orkcr,. m one place. New y 'I

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<tin,fican~~ upJated ,n 1\196 ond 1998) proh1b11s cmplo)et"> from dl\cnminaung against ~

Jf'PlicunL, "ho m..1} ~ cm.lk-d 1n10 m1bl!ll) M"f'\ 1,c or "ho \ Oluntrcr for m1l11ary scnicc tit xi ~Li. 10 tn,urc thJI mcmt-ic.,... of 1he um/ormcd scn,cc) arc cnutlc-d to rc1um to th

cir cn,J._

<mploJm<nl upon romplcuon of their scn·tct "'th the <cn1on1y, Sl3l US, and r:ue of P,y lb,,

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 ft.-dcr:ll £O\emmcn110 uie affirmatJ\e acll\ln 10 emplo) and ath,ance tn employ ment the \tla'II.

proccct«J by VEVRAA and tlS amcnJmcnts. VEVRAA rc4u1rc, that con1rac10rs and subcco,

tn.lOl'S Im lh<tr cmploi men, opc n,n~, "1th lhc appropna1c employment , en 1cc deh>ery 1}1-

1em. and lh.ll ro\tred \tleran, recm e pnonl) in referral 10 ,uch opemnc, Funhcr, VEVRM rrqwre~ th.11 federal rontraclors and )ubcontr.1cton trJcl and ~ubn111 nnnuJlf) lhc number rl

cumn1 (OlplO) C'C) "ho an,: CO\<(rtd \Clcran~

THE CONSUMER CIIEDIT IIEl'OIITJNG REFORM ACT OF ,,,, Under the Con,umcr Cr<dJl

Rcporung Reform Ac, of 1996, an cmplo)er mu" disclose in ad, ancc us tnlcnuon 10 obtJun 11 appltcan, ·s or cmploicc's credu n:pon and obtain "n11cn permm,on from the 1nd1-,duaJ Th,

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<forc llL'llon IS ltlen based on th< repon

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<C

•PP1> "' all Jobs. and race and color can ne,cr b, con<idcred 81-0Qs One c >amplc of ho• SCI 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 ,

II" 1mporun1 10 dC\clop 3 r, b d f .,

spen 1c JO e<cnpuon oull1n 1ng rhc requirements and duucs o ulq><h1Uon and a Job spcc1ficauo d I . , JIIJl need d ~ the " eta, ,ng ulC corresponding quJltfica11on; o f the tndJ\ 1

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 " • ml\uJ.c m..d h n <lle< iluu arc no, 8FOQ, <lunng cmplo) menl mien ,e-s

• t rnatl) uninformed htnn• n, • y SIJJJs 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,,

DEVELOP YOUR SKILLS

improper Interview Questions

c oun rul,ngs and Equal Employment Opportunity Comm,ss,on gwde1 r es proh,bn lht use of all pre,employm,nt inquiries that

o,or<JPO" onately screen out membe" of protected classes, are not -,lid pred,ctM of on-lh~JOb p,rlormance success. o, can, not be 1ust,f,ed by "builness nK .. slty • ll A p

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 Whdr clubs or organ,1a11ons do you belong tol The couru

may view this quesoon as seeking mfo,mauon tha t is not

JOb related and that could re~uh in d1scrimInc1uon based on a person·s gender nat,onal on9In, or rehgion in 1w1olat1on

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 - ~ -t-..., ques11ons that dff 1,k.ely to have a d,scr1m,r,atory effect on

emo ·oymeol and that should be aYO,ded 39

How mJny ch,/dren do you "1ve7 QuesllOflS 11•9ard ng an clPP Cdnt s mantal status. children. and ch 'dcdre ctrrar'l9e,..

ments can be construed as bemg d,scnm,nato,y TIiie VII of 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

4 What ,s your he1gnt' Whar ,s your we,ghtl M1n1mum height and 'Ae,ght requirements have been found to ~

illegal under Title VU ,f tney screen ou1 a disprc,port1onate

number of m1nonlles or women and the emp1oter cannot show that these standa,ds aie essent ,al 10 the safe perlor•

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 vu 1f 1ts 1n1erv1ewers ask about an c,pplicant's wilhngness to work any parucular rel,91ous holiday

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 " 1

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' r"'f'/m n ·

PROT>CTW CUSS

u cmup l'l{~nrl, t\llll ,ltar~ u p,an1t 11lur ,1torac1rro11, tlk.lt o

prmrc trd b-t fctkrul ,ui,V,,r rwu t"'{H0Yrrtt"rd1 icnm1,w1u m ta .. 1

tQU \ L f trr, 011ft VT orro11n wn1tro1 r "'(>l, I\ Mt'TII rru111us dt or;,i,d "'d

,11t J in u / ,14 l,1/h t lt'ut~IJI rn.Jnnrr

f r

I

62

•rn .... ..,...t1'-..,. •r~ ~ .,._r.wt m ~ a. llNI •

n..a-r~tn lTca.::, f'I ~,,.....-n-... ilat!.lln

• \ tc • D~ut.1111, • ~J.U\."ln.l) ,,,,,s,n • !'ITf"""'" • R.,.-.,

• 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 ...._ ~"'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~

or<f"<En.1Jll

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:::, lhc ouicomc of the c,, 11 Righu Acl of 196-1. "tuch prol11h1tcd rncc: d1!-cnm1na11on in l'Dlploy mcnt A, Pn,,id<nl lJ nJon John,on pul 11 1n 1965 .. , ~e seek . not i u,1 eq ualuy as 1 •&ht., 0 lh<o<) btii cquahl) ., • fx• anJ cqu•h•J

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<ml><r 1965. r,quinng cmploJm "ho rccc,,rd ledeml con1rac1s lo lakt ,,.. <Jcl))-.:lffum.1U\C ocuon, th.:11 11-10 1ntcir:11c the.Jr " orf-.. fon:-c!!> E , ccuu, c Order 11 246 ~

conLrXtors "uh lcJcr.u contr.>Cl! of 31 leas, S50.000 onJ 50 o r m o re cmplo) ecs lo ha,.• :ifftm1JU \ C .::ICU On pfJn

rllC foaJ of uffarmatJ, c 111,.'Uon 1, 10 pro, 1Jc cmplo) mcnt opportu n,ucs 10 groups f0nncr1J Wldcmprc,cnt<J in emplo)m<nt Tho, groups. paruculJTI) hlacl;. Nou,c Amcncam, Aaa,

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 ,ctct"3n, . :ind VK'ln.1111 War ,-c1cr.ins Although E\ccul.J\c Order 112~6 require_., lhnt fcdtralmt-

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<Cled cla.\>C, (hanJ1cappcd pc"on, and V1c1nam _,..,_

AFFIIIMATIVE ACTION PLANS An ajfirmalllt OCl/011 plan describe, In dc1n,J the acuons IOI<

ul.cn. proccdw-cs 10 be follo"cJ. an<! \land.vds 10 be adhered 10 "hen II comes 10 cstabhshuw■

;iJTirmau,c acuon prt,g"ilnl Affinnau,c acuon plans can include. but an: no 1 hmncd to, ldtxrlir 10 pro\ 1)1on_., for nondocnmrnatory n.-cn.11tmcn1. 1.m1n1ng, anJ promo11o n Procedures for 1nlc:rul

record l«pmg. inrtmal comphan<.t aud11ini, Bnd rtponing arc oflcn included 10 measure*

,ucccss of Iii< plans En:plo)<r< aJhcrc: 10 llffinnJU\C ocu on plan, hccnu-c th~y "ant 10. t....

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 C'3nl5 from unJcmrn:scn1cd protccrcd group> Prcforenu.1I 1rcatmcn1 ,., onl) aJlownMc 1n Qlit.

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<d applicants in 1hr Job m.rkct or qualified cand1Ja10 II*

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<mploJ m a frJITic"ork III u,c JS they d,•,clopdrf

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 •t"1Jn 1h, ~ml, " Afli · < e .~

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. J.) ,x-... urrcd '"the ra~I) lend, 10 be co g an c on h.1 unJo t

h1.• rnulls of d1scnrnm:i11on 1hJI h ~ nt.ro, t'f\1.:al Nonc1helc'.)s. 'Ince 1hc c~1Jbllshmen1 of

.1flirfflJII\C x~aon ½obram'i ~i°mcn afld nunonucs ha, c c,pcnenctd ~,gmficnnl cmplo)men1 ~;un.) In i hc.- fir-;I ... )·C~ 0 0"'1°8 the gmemrncn1·s affirma11, e nwun cffort."i the pan1c1

rJUl'" h) rlJc ks in thc Yl o rHon·c m~a(.('d SO pcrc-cn1, and 1hc pcncnrnge o f bl~d~ hvldmg

,r1~J$Cn.1I P'"'11on,Jumrcd fi,efol<l Bu, lhc re~uh has hccn far frompcrfcc1 Forc"13mplc in

!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," 1

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 In addumn to hmng decision,, 11ffim1all\c MIion 1mpl1ca1ton'!i c.-\lc.-nd 10 IJ)Offs J <ii " ell In

t9-!6. n '~eant 1' lad.Jotr Boartl of Ed11rar,011' 0 challenged a ~chool tioarcJ's pohq of pro1cc11nt

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'<'<ii

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<ii, thC.) .,,,mply J o nol 1m(X)'te lhe ~c "'1nd of tnJUI) tha1 la) off\ 1mpo\C' DcntJI ol a

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~ <iiil.ttemenl.5 arc ineffcct1,e rn rc:c-ruiung the

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 A ffinn,tlv• , ct.Ion pl•n• s hould be ,..medl, I In n• ture. Employer1 f::,und gu•lty of

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 An affirmative action plan should n o t •xclud, all no nmln oritf• J. E,actly how u~s'. r ct,1,e

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 • An affirmative a ction plan 1hould b• form•llzad. Act ons ta.,en U"ditr ,nformal

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<tltl l~I

t ('t'f,JJII tl~t\ r,/ ,.,.~r/r /ft•"'f J11uJ1..u1';.1-._;r,I ,•ro;1r1 N 1,,,,J

I

~

! l 1

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 ~ Ll.: rcl~,ant la~,r mar~e1 "'~lu1~ af[im1a11,c acuon pohq b.!gan lo an'.,c, nnd tt\tr.st dJ.fc.

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-. l u, ,11,gl '" co ' d . m,i. ._, rnaJe numcnca quo .. b mrd,cal school 1h01 ha acccp1cd les,-quahr,-7"'""

,J •m ,n a row ) • 1,.. lllllq l\,."\·n n:-Jc.~h: t\\ o )C

I hJd n <i.cparatc ;1dnu~:?11ons pollc) for mmont1c~ and rcsc"'cd

1 II) •rPl1CJ111S The schoo d The Supn:mc Courl ou1la"cd in0cxiblc quota 611111 of 100 ,101> for m,no~!: tuln,~h~ same ruling, ho"c,er, the Coun ~pheld the lcgt11,~~•;-,

:J.ITinn•U" xuo_n P"\, '"'' of Un M'"" of Califonul/ v BaH, • proh,bncd stboou ,a,.. n1Ju,e a..uon. per" f g drruss1ons 10 promote rac1:1I d1\Cl'll)' unlc~s race is ,.~6111

d race ti) a 3c1or 1n ti "' (('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<lm,~s,on "·· .._, ' Bo/1,ngtr "" rur. ' f h "d . -,,,,..,

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 ._

, 11 15

unconsuiuuonal 1r It au1omaucaJly 1ncrr~s :1n appl1i..~ant s chrmccs over others~ 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

Emplo)e"""' not r<qum:J to ha,c a proporuonli rcprescn1.111on ,n lhcor "- 0rUortc "lair 35 me, can 11,ho\.\ th:ll thC) arc nol engaging 1n dLSCnmmauon. Hm,e,cr, lhC} arc more oPtllll la")U;ts if the) do 001 Allhough amnnaU\ C acuon. prefercnual Lrcauucnt polu:ies, and Qlmtl arc not required b) law. !hey w-e no1 proh1b11cJ either Because numcncal quo1a S)stcnu allo. bs-quahftt:d mcmb<rs of pro1cc1ed groups 10 Ix: h1n:d o, cr mon.·-qulhficd cand1d.11cs, lhctt., hmiuuons on 1hcLrfea1ures and uS3£C A quota_h most often u:,.ed 3, 3 coun-1mposcd rtmcd)lir past Ji.)Cllnun3uon or as prui of a , olunlJ!)' af11rmat1\~ acuon plan

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, 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 <EEOC) •nd lhc Department o f Labor', Office of Federal Coalm ComphJ11Ce Progr.un,

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) 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

' Title VU of lhe Cl\ 11 Rights At l of 19M

• The AF D1scnmin;won 1n EmplO) men, Acl ul 196 7 (ADE,\ ) • Prcgn30,, D1.scnm1n311on Ac, of I 97R

• Tuk I •nd Title V nf !he Amenc3ns "1U1 D11ab1li11c, Ari of 1990 f ,\ DA I • 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

,on I on i,cnminJll<)n All of 2008 (G INA)

The EEoc rcc<11es o" r 90 O'X) h so r h<f f\.'S<.lh(' a l,JdJ ou r In -. ~, • C .lf{t'~ tJ(. h )c.Jr, amJ rrc-: 111 1) ml'rt:J,t.·J l l.3 ,(JI Ill

·c- u c, .... ~e.s facn compan l1 I f 1(1! ll \ Ulncr.iMr Jn one c~ 1hr [E ie, '"1 1 ,lrfC, \C1pi11,11cJh:J '-l:smng um:m

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 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.:

65

ln OllJ1uon 10 enforcing equal cmplo)ment la"·s, 1hc EEOC cncourntcs and fuc1l1 u11cs "ol- unla.r) compl1ancc 'u1 tailored proiram, lhal mcri the need\ o f cmplo)crs, mcludmg small bu, 1- nc» ,nd fe<lcral-scc1or e mplo}crs, and \la programs to cJucutc 1hc pobhc on 1,.EO I•"' s. Ano1hcr f()(ll.l r.:oson to ensure that rccnrncn, ond hmng managers rely on obJeCll \'C s1andonh and comply ~,th anud1s.cnn11nauon laws 1, that lht EEOC 1, pu~um~ more ' )\lem1c Ji liicnmmat1on ca~~. ~hich can .generate 1ud1crnl damage ll\\ardS that run into hundrcili. or m1 ll1ons of dollar.,

Toe remedies a\a1 lablc 10 the EEOC for employme n1 <liscnmmauon , mtenuon.,I or not.

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 • 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

umc the "'ul..cr rclUrns to lhc place of emplo) mcn1 • Rc~onublc accommodation • Other acuons 1h a1 "111 mal e an md1 v1dual "whole" (1 e , m 1hc cond1t1on he ur ~hi: \\ OulJ

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 '-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

All cmplo)crs with 15 or more cmploycclii :ire rcqu1n:-d to Lctp cmplo)'mcnt rccorch Some 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!

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 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<l by faccull\ e Order 11375), Secuon 503 of the Rchab1h1n11on Act of 1973. an<l 1hc arfirm:111,c oc11on pro, 1,1ons of 1hc V1c-1nam Ern Veteran·, R~adJu,1men1 A,,1 -,1Jncc Act of 197.4 The pnmJI) m1"\1on o f the OFCCP ,, to en:r.urc that fe deral conLrac1oi' \\llh :u kfu.t 50 cmplo)cc, anJ ,, ho rece,,,. SSOJXX) or more 1n ~rJnt, . gooJr.,, and ~n 1cc) 1:il c aflinnat1, c 3Lllon to promoti: equa l cmplo) mcnt opponunll) Jnd JnnuJlly fik appropnatc al fim1J11,e 111..1100 plan-, .... Ith 1hc .1genC) 111.: or-ccr sy,1i:1111c:.1'I) fl.'\ I C \\'I l' lllplO)Cf'\' cmplll) mcnl rrncucc, 10 mal e !turi.· fi nn, nrc co1111, l)1ng \\llh US J1,cnn11nJt1on lJ''" t,J H,mc\Cr, thc office tocui..c., tu a ~rtJt~r ntcnt on l·ln~, ,1cllon lh,cnmmall on r\ l!er Prc,tdl' nl OhJma launche,J th-: N.:monal ~uJJ PJ) I J\l lorcc m fanu .11) ~0 10, the OfCC P 111.idi:- combJ110g PJY l.11~rirnm:,.uon n top rrinnt) In 11s fir>tt l\\\l )Cl.It\, thi! T,1-.,l FoRe rl'COHrcJ O\<:r S2-l m1ll1on rn bJd. \\Jgc, rind ~"''" ' '1500 J"h opponunn,c, on behalf of o,cr 50,000 <l, .... nm1na11on \!cums h aho rcco, rrcd ·:d .i nullhln in bJll pa) .ind ,;.~1I0T) nJJu,t mrnb for ~00 1>.url..er, f.'li

ll1c OFCCP umh.·nJlCl'I tompllanll' re, I~'"' for contractor-=, llnigcd t--) J , 0 11"' MC pr£\ 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

ii l'STE.lf/C IJISCRI \1/,V, I no \f "'hr,1 II p ttK('U or pr,1( /ll f'

J1,01m.,,u,,. , a;:,urut 11>,' •11fi, w11 "'""b,-11 of upplu 11n11 ur t"mpJma,

66 Our<n 3 • Th< L<vl CanlC\I f I ~ sa mficJ.Ot achic,cmcnt in tem1, o l 1c1r equal opf)Or\1.1 comront<> th:11 dcmon,1r:11< ~ u:,cior ,n "olauon of Execuu,e Order 11246 Illa llll) llj llftirma1,,e ,.;uon Allhou.gh • con nJc-J. such odnnmsu-Ju,c ac11on, are rare, ~nd ~ ha-.c 1 1<J<roJ conoi>:I> 1rnn1Dl1'd"' su,re "" ' . t,,forc 1h1> happens h)r ftb ,)uilic1cn1 due proec»

E OFCCP DEflNE AN • AP'LJCANT"7 Bccau,c lhC) mu,l trJck lhc S<ndc, HOW DOES 1lt . illllS and analyie \\hclhcr hinns procuces. pohc1cs. or procc(!lll'<$ ,,._ l1Dll elho1C11y or •~plic J

11 omen apphcan1s, 1hc Jclin,uon of an apphc11ni ba.c,

"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 I P-16 r"'!u,rc fcdcr:11 conu-Jc1ors 10 rc1a,n pJpcr ,..,,um~s and

under faccuto\C - I -o plo cc, und u g lpP(q, uons for '"o l c;ir< of lhc controetor h3> al lc3SI ' cm l o,e mmen1 con1r1ci

1 SIS0

000 Con1111<iors "iih 1<-. 1han I SO employees or no con1r.1c1 of a1 least Sl50.br

at easl · . •nnlic"llnns and n:sum~s for one ) car The OFCCP' > regulations Ill=,.__ ro11>1 rtlllln paper••• • " f . = . .,,..

tors 10 ,dcnufy lhc •ender r:IC< . and clhnoc11y o each applieant "......_ go, c.mmcnt contJUC ~ · . 1

be • l.i;~ ~ ,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

INTEIINET APPI.ICANTS To help kderal con1r:1ctors and subco nl!ac1or., manage lbc ~ 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<tem<. applicant sci'\ ,ce Pfll\4 ers, and ,pphcanl scn-encrs The OFCCP' , 2005 dcfin,uon apphes only 10 data eoll«11oa 1111 record-keeprng requore mcnlS under E,ccull\C Order 112~6 (data related lo race, color, rtlipa,, nauonal ong,n. and sc, I 69 A person applying ,,,a the ln1crnc1 and related tcchnologu,s ISa "applocanr" of all four of tl,e fo lio" ong cnlcn3 arc ,au,licd

I. The: ondtvodual c,prts\Cs an mtcrc,t m J Job , ,a the Internet or rcla1cd elcc1romc d.lla 1echnolog1e'.>

2. The controclor considers lhc 1nd1v1dual for cmplo~mcnt on a pan ocular pos111on J. The 1ndl\1dual's cxpn,ss1on or mtcresl 1nd1carc, that he or ,he possesses lhc basic quihfi

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 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

Consider a contractor \\hO '-'31llS to hire n bilingual mnnufoctunng ~upcr v1~or and \C.tnho 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<h<d N>• 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 <ec~crs Under the rule o nly the 85 job ,eel,,; meeung all four basoc qualoftcauon Ill ..._ I , lhrc r • ' """ "" ntcmet arplicanh, ••"umong they mcl the othtt

e prong, o the lntcmcr opphcan1" delin11 1on ConlnlC1ors are allo" cd 10 usc d

~ luie numcncal I JU managcm~nt lcchniquc,. ~uch ~ random samplint « 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

I f 1h app ocani- ,orcn' t tndl\ ,dually n,se<Se ,or

mlcrcs1., It can drcide lh:t~ c, 1

11 c contractor r~CCI\ C"i a IJrgc number o f applican11a c~rrts"-111

Con1rac1 ll "t onl) con11dcr the firs t 200 ors OIUII ltl!lln records "od. r

in a p.irucular posuion .. and h 1.:nu )mg Job , cdcr, cnn1ac1cd rc g,.mhng their inti:n--4 • ·"" 11 n:'ipcc11o mtc I -' · • A rna ,nurnC llJt.1~a,c, . rctJ1n 1hc ro110,\ ing

record of each rkum~ adJ d • l r<cord of !he dJ c to lhc datJba1c

tc each ri ~umc v. as at.Id ti • 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

, 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 • Toe subsuinll\ c search critcna used , The da1e of 1hc searc h.

Chap<er 3 • The Legal Con1CAt 67

, Th< resum~s of job seekers who met the basic quahlica ttons for ,he pan,culnr J>O"t,on "ho nre con<idcrtd by !he contractor, C\en if they do no1 quahfy ns ln1cme1 apphcan1,

Con1roc1ors mu,t also keep all documents related to u,c Internet Joh ,cc~c rs II con1ac1' 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

A< we hO\C c<plamcd. the OFCCP's dcli n11,o n or nn Internet applicant applies only to people appl) ,ng for Jobs ",u, rederal contruc1ors "" 1he lntcmcl nnd n:latcd technolog,cs. For noncontractors and for people applyong for jobs through nonclcc1ron1c means, 1hc Uni form Guoddmcs on Employee Selection Procedures': s1a1es Iha! "The pn:cosc defimuon of 1hc tcm1 ·applocanl' depends upon the user's recrui tment and sclccuon procedures. The concept of an apphc•nt os that or a person who has md,cated an ,merest m hcmg con<idcrcd for honng, pro- m011on, or otl1cr employment opponun,ues Thts intcrc, r might bo: c,prcsscd b)' complcung an ,pplicauon fo rm. or might be cxprcsml orally, dcpcnd,ng on the cmplo)cr· ~ pracucc ""

The information coll ected allows the organ1tat1on co rrO\ 1dc th!! documcn1:111on II need') 10 JU>llfy ,ts <clccuo n dccos,ons and defend !hose dcm,ons agaonsl an y legal challcn£cs Much of the inform:.111on can also be used by firms to c,:iluatc their , 1nffing ,ystems For e'<:.impk, 3ppllcanb." a,scsMncn1 ,cores rnn noc only be u,cd as C\ 1dcn1.c in a kgal proceeding 10 sho,\ the rorm ac ted ,nan unbiased II ay, but can also be used 10 evJ!ua1c the qualll) of 1hc firm's ,an- ou_') rccrut11ng :i.ources Care must he taken to ensure 1h:11 rccorJs on protected ch:lfjClcrisllc'.!I rirc- not c:a~1ly acccss1blc during Lhc sckcuon procc" so th:u ch:ugcs of d"cnm 1na 11on c:.1nnot !,:made

THE BASES FOR EMPLOYMENT LAWSUITS

Faull) rccru1trng, hmng, promouon, anJ tcmun:ltlon procedures can all generate la Yt s u1t.s. 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<l in coun

Oispar.at e Treatment

l)isparute tr eatment Is rntcnuon.11 J1.;;cnm1n.1uon ba,cJ o n J pcr,on 's protcllc<l Lhar::h:h:n,. 1>1 ) 1•,UUTE TRJ::AT\1C..\T 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<trm tu Dt1para1c lrcatmcnt can be dira1 , us " hen II result, from a company' , poltc) to n11t lure older "'orke~ h cJn al~o ~ ,,ife,rt1d from s11uJttonal foc10~ or r..-\ult from a comt'linJt1on ot p1..·nnt1Ji· Mblc and prohtbncd 1ac1ors, both of \\h1ch "e doscu'5 n«l

AN INFERRED DISPARATE TREATMENT CASE D,<pJrJIC llca1mcnl CJn be tnfe m:J from , 11u- Jt1 on,1I f.1c10" To c-tJhl1Sh 1h1> type of ca,c of d1scnm1n,u1on, the plaonuff mu,1 ; ho" , s

I. n ,,t he or <he belongs 10 a group protected from d" cnn11nat1on (race. gende r. etc l 2. Thai he or she upphcJ for 1hc JOb und "•'s qu,,hrocd for tlic JOb for "h,ch the e mplo) er ""'

,ecking ,111phc an1, 3. That J c,p1tc be ing qualified, he ,,r <he"•' ' rCJCClcJ (The pl,11n1,ff tloc, no! need 10 pro,e

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<l )

4. TI1Jt ofter btang rejected, the pos1uo n rcmain..-J t'pcn, nnc.l 1hc employer to1111nucd 10 , c.. cl applu..ont<, \\ h(1\C q u:tliliu111on'i were sim1IJI 10 t.ho1o,· c,fth~ plnm1111

' I I \JJXCD \/Om E

Once lhe>< four ospcc1' arc e<tabhshcd. the burden shifts lo the employer 10 sho,., lhil 1h II Of a BFOQ based on bu<ine,s necc»11y. DcmonstrabJ it hmne ,Jcc1s1on \ll..) c rcsu c C\1t1-_ • - quired The dcfcnd, nt can olfer as C\Jdencc stJUstteaJ - ..., of • bus,ne<S necc«ll) ,s " re-.

:tJ d d • nrn te, umony pnor , ucce» ful e, pcncnce, and other evidene • ~-. \ I .11.1o n 5lU !CS • ., ' r ' C IQ ~

effect O

Q d ~ If lhe defendant ts succe,sful ,n c, 1Jbl,sh1ng a BFO_ e cn, e, the pla,nuff the n~ 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

• Wll.-~uucn.vdoj.lknlllf b:aa!rti=-rrUltli.-.c.Ut~ 1"abJ for l!!WJIIJ aa ~"fNN

A MIXED MOTIVE CASE A mixed mot he ca,c of di sparate treatment 1s one in " h1<h lbc cmplO) Cr JS accused of ha, mg both o lcg111ma1c and an 1llcg 1111na1c rea,on for making lbc employment dem,on Under lhc 1991 CJ\ tl Rights Act, a plarnuff can cs1.1bhsh an unJn ful emplo, mc nt procucc by sho" 1ng that a protected charactcnsuc (such as race, sex, C0b n,hg,on, ~r nauonJI ong,n) "as a mo11va1,ng foctor tn an cmplo) mcnl dcctston, even tfothc, lcg,umote foctor.-for eumplc, the fact 1ha1 the platnllff "as tardy, frequently abscn~ or \Jolated lhc compan) ·s rulcs- al,o mo11 ,a1ed the dec1s1on. A pla1n11ff only needs 10 llro\c that r-Jce and/or gender "as a 1110/IJ•tlfmg facror-onc of the rca,on, for the decision-ID moner how small a role 11 pla)cd If the pla,nuff sausr.es the burden of proof that discn

111 .

na11on was a mou1au ng factor ID the cmplo}cr's acuon . the emplo) e r 1s found liable n, 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

""'""~

ADI ERSE 10/Sf,tRATEJ llfl',<CT

~ lvn an tJ<flon lta.J a di '1'f'OfKHUtNJDU rffrrr on u prv1rc trd ~rorp rr1ardlns o/ thL t'1"1(1lm , ,, J uu,n1

Thc Suprtme Coun has ruled !hat pla1n11 ff, do not need a "smokrng gun" or dirtct c'tdtllll 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<ums1ances from "h,ch the JU') can infer a d1scnm1na1ory mouvc- for c.ample. pro,tdt"I c11dcncc !hat a blacL employee who had three unexcused ab, cn ccs was !i red whereas a • hik cmplo)ce w11h the sa me numbcr of uncxcu;cd ab,cnccs " "' not.

Adverse (or Disparate) Impact

Ad• •rw (dispar11t) impact occurs " hen an acuon has a d1spropor11ona1c effect on • prot«ttd 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 "'

1th 0ther pracuccs can be legally challenged. The only defen se for adverse 11npac1 is " hen d can be Jusuficd by a business necess11y or J0b rcla1cdness.

The scm,n.tl ad, crsc impact · th s . O •· p case ts e uprcmc Coun s 197 1 dcc1s1on tn Grrggs 1•. "" °''..'; Co. The Coun held that if lhe Duke Po"cr Company could no1 show n "business ncics

rny ,or rcqumng applicants to pos h I tests d II scss a ,g

1-school diploma or pass o ff-the-shelf intclhgcr,,.-. , 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

lcn•c ,nclud, , e . xamplcs of pracuccs tl1a1 may be subj ect lo an nd,crsc nnpacl cllli· • "nncn tests cducauonal re h ~ requirements (c g be 'bl quirements, e1gh1 and \\ C1gh1 requirements, sucng

· , mg a e 10 com. I I 50 h a, intcrv ,c"s Jn lar• cr or -·, • cast pounds), and subJecuvc procedures, sue • 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" '"'

in the same general area, cJu,c 0 th

e larger num bers of johs and J0b fa nul,es. or cluster> of J~J;i,

Assessment scores cannot be altered J ~roups According 10 the C I

R or cha nged to reduce the adverse impact on proiccte 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

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 10 membcn; of his or her O\\ n racia l su s·-·

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 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<pectcd hased 0 0

their ava1lob1h1y, they ore said 10 be 1111d,ruul ,~,d To proper!) conduct a ullillallon an.tlys1s. cmplo)crs mu'1 compile ,tock >I J IISIICS b) Job

~niup (a group of related jobs) and do them scpar:ucl y fo r \\ Omen and minonucs Usually rim" 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,

Tn~lc 3-4 1den11rics n rim,·, u11li1a11on rates of women ID the clcncal Job group rclauve 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)

Flow slali.~ties compare protected groups' u l, c1io11 rares. or the percentage of apphcanis 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<c gu,dchnc< ,1a1c that

• Organ11a11ons mu, 1 keep record s so the rele vant sclceuon rates (ai,o called apphcant now 11a11 s1ic,) can be cakulotcd.

• Sclccuon rates must be calc ulated 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.

• TI1e 80 percent (or 4/5) rule determines whether or not companies' procedu res have an 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

9 ncrally not be regarded by

federal en forcement agencies as evidence of ad, en;c 1111pact. • The 80 percent rule is only a gu,Jdinc, and exccpuon, 10 it can be mad: based on 1>suc,

surrounding the s1.1tistical and practic al s1gn1r.cance or the di fference, in selc-cuon rates (,uch as small sample si, e<l

liJ:1!ij• Stock Statist ics Job Categ ory: Clerical Workers

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 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

Fl.OW STATISTICS

H;I/UflCf tlwl w mpurt lht P"" t nltl,.:t of 1,ppbcw11, 111,.r;lfrom d ,Jlurnt uJ,~roupi to J111n111nt' 1/ tht') ort 11g,ufira,11I) dll]rrtn1frum t a<h CJ1l1tr

70 QJrc."T ' • The ~;aJ Con1n1 ho 114, me ,mp.i.i In 1he2009 ca,e of Rice, v D S

CO\ CC.\'TRAT/0.\ STATISTICS

.m:z.aan ~ C1lllllplD'I' dt,r ptrcntJOffl uf .,,,._ • ..,.,._ or ~ "'

nl11WJIIJJVb C'01~f ltl IU ,j Mt'ft. •lll!lt'II. • l!WIOnarJ art ~01,rrrtJroud

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<llto,'- the U.S Supn:mc Coun nMd ., on• proiec1<d £IOUP Once an employer has es1abtd

1111ir,i,

t-n,u.., the) hl\c on oJ,m;,;:;:; ..,iecuon cn1<n•. on,aJ,daung 1he 1e,1 rc,uhs "-llhou "hedflr -<lecuon or promouon procl d ~• IJl1MCI on1ounl5 10 roc1.il preference, "-h1ch ,. t "'--•

.,. f J m""rmL<Slb e . IC,- , - , eoun•- (\ 11.K.·ncc o n I r - -t 1

" 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 ••- The couns ho,, .,,o '°""" •· I ""'-.. •. , la.« scleci,-d ond 1he num,d 1101 could be rcason••i --

b<r of memb<" of the pro1cci.-u c "" y .. ,_ ., - · "om scl«uon sys1cm " more lhan '" o or lhrcc siandarc1 clc .....,.

paled 10 b< sclectcu '" I...,., ·~ We " ,11 discuss llu1 ,o gn:a1cr dc13JI ,n Ch>plcr 8

In Table 3_5 "• ><C the d tffen:nl ;clecuon rotes (lhe pcrccn1age of apphCll!lts hued

"omen o.nd men for lhc saksossoc,aie Job cotcgol) To appl) 1he four-fifth,. or 80 P<r<,n~ Joi

f ., ~..-, . .. occurred "e ''""". by 1denufy1ng the mosi fa, orablc 1~n.lt ro dctcnrunt- 1 .-.,,ersc 1mr- 1w., •

,clecuoo rote In lhJS cumpk "' ><< 1hJ1 men "ere hired"' 1hc higher rate. and that SO

of male upphcDJtlS ",re tur<d ( 1 IXY.?00). Four-fif1hs (or 80 percent) of 50 percent is 40:::

(O 80 x SO pcn:enl ). So ,f f,m,lcs "ere sclecrcd at • rote of k ss 1han 40 pcrcen~ then lhc ._

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, p<h>1 b11t1y lhal sc, dJscnn11n,uon has occurred

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 lmlc or no auenuon 10 l.lq

; 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 w11hou1 maintaintos "

,mpro\log 115 qualuy can reduce lhc sclecuon ra1c of ccn:un pro1cc1ed subgro ups, ~

noloung lhc rule Conetnlnition statisties compart the pcrccn1agc, of people in various job catcgon., t

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 " orkforce, then " omen ma) b< underuul 11cd on managcnal posi 11ons and men underuuhzcd•

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"' "hy lhc d,ffmnccs an: occumn£

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<pamcs m lhc clcncal po>111on, t< 65 percent. By conlllS~ ,r

conccn1rnuon of "-hllcs m management pos1110ns ,s 80 pcrcen1 TI11s s uggests 1ha1 racial i.~

groups do tend 10 be cone<n1rn1cd m cerum Job caregones and may suggest discnm,nlbol

Then: an: l"- 0 posstblc mclhods (o, cvaluaung conccntrnuon datJ TI1c first is 10 compare Ur

r<JlfCS'nlJuon of emplo)ces 1n a subgroup (c g . Hi;pamcs) w11h all of the other cmplo)ct>(<I

non-Htspun,cs) The other ts 10 compare lhc reprcscntauon of employee, in one subgroup •ii

Olb<r 1pec1fic subgroups (cg . H,span,cs compared 10 Asian,. or H,,panics compared 10 "lulell 11 "often helpful lo look ai lhe conccnlrlluon dJl3 using both methods "hen 1nvesligJ11n111it

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

200 100

Number Hired

!QO

25

Selection Rat• I'll

50 25 -

l:tl'l•iD Conce nt ration Statistics: An Exam ple Job Cotogory

S•los (%) Cloric•I (%)

Whites 30 15

91, d,s so 20 Hispanics 20 65

M•nagement (%)

80 15 5

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 1 The

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 " 52

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<l, 1f an or~.u11,at1on make, no cfl on to rccrml fro m

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 RECIWIT\t£ ,\T

n11at1on to J rccru11 In o 11£hl JOh market or dunn~ pcnoJ, of low uncmplo}ment Jmon~ ,xoplc ""''" m "'""f' ,.,11 ,,.rr,tttHIII,: ,,,,. "11h lhc ,l1lls the) arc ~ cling, cmpl0)Cr'S ma) be temptc<l 10 c,aggcratc the benc lih of their 1,,f11,ror~,,,. ,~i•tu

•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 , 1

72 Cb.ir<tt l • Th< ~ ;I C""'"'' · '11\ls (one plrunuff "on SJO nH llll>n 1n n breach-or

,\ CG/JGE.\T 11/RI\ G

"""" '"' o riplmu Im,, an orrli,..,._, II lnu• f llf 1/to,Ja h.,\~ 4nc11111 Cf•w!J li.Jrm a third f\U h

fn:.i ucn1 ln"'1J1t,ontosolllM<JU 1 J)'"""'"Y ne1cr ,nlcndcJ 10 ~ccp the promises it m•;_O!tlrlq

h I med lhal an °' com,- I -= ,._, cJ..-.c: ll' ing c Ill "--"ny 's rcpuL.1uon 8.) 3n cmp oycr can compromise ~ n:cru,ung lum). the d.unJge 10 a com,,_. Us f~

15 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«)

;inJ n I • comp:in) ,or concc • f h " "'"--"" agJJ > cd a p<>S'"" pic1un: of ,1self and o I c pla1n1ifrs fuiurc pro<e<S Th< company P~:

1 "' and the sub,1an11JI mk 1ha1 the plain11ff could soon ~Ida I

. 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 h

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 crcruc a -ra1-, impression· abool the cmplo) cr 'ou1 oo an s Ulure employ.,,._ prosp,.'CIS S6

Sw;,mcnts made 10 con,,ncc a Job apphcanl 10 acccpl a po,11,on can be legally bind,

I he n no cmploimcni comrnm arc ,n,oh cd and e\Cn ,f lhc •~..:'.!

on lhc cmp O) er, even \lo' h --1.1 .. ~ ,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<cly affect a rcccnliy h,rcJ employee s compensauon or Slll1a can m~e II lnok like the emploier actcJ ,n bad fa11ll and po1cn11ally give nsc lo a frauduk11 rccrullmcn, claim To defend 11<clf, the cmplo)Cr " ould have 10 ,how 1h01 in1encn,ng ~ suincc"- :1.fkr the person was h1n..-d Ju.;.uficd the 3c11on. .

To" '" a case ,n, olving an allcgauon of fraudulent recru11men1 and hmng , lhc plllJlu" mus1 pro,e the following fi,e 1hings·88

1. Thal lhc emplo)er made a fal,c reprcscnwt,on of a matcnal fact. z.. That the cmplO)Cf lncw or hel1c\ CJ lhc rcprc~cnl3tlon was fal~ or thJt there 'A·as an ID.Sllf

lic1cn1 basts for a.sscn,n,g th.:it II "a~ true 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>

coung. res,gning from Ille finn. or r<JCCllng 01hcr offers

A u nauon on frauJulcnt hmng occurs "hen on employer u,es fraud 10 keep on emplO)cr from rc,1g mng. In one 1n,1ancc. folio" ing 1he pun:h:1.<e of a coniroll ing interest in another cont- p:iny. a man's emplo) cr assured h,m 1h01 "absolutely no changes would be made" tho1 could hun lus Joh sccun1y The man staied ""h the firm, "a.soon subJwcd 10 a pay cul, and e,en1UAll7 laid off In 1h1s case, 1he coun allo"cd 1he man', claun for fraudulcn1 nusreprcscntnuon to Co to tnJJ 59

Emploim can reduce Ille hkehhood of being faced with such law, u1L, by instrucung all 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<c, concern ing a Job's fu ncuon~ p:,y. benefits. or Job sccunty that lhc emp loyer doc, no1 intend iu keep. Ahl1ough 11 ,s onl) no1u ml to wanl to present the Job ,n a pos,u,c hght, 11 ,s a good idea 10 qualify sud, statemenu 10 1hcy nre not !al.en as guarnn1ccs Any "'"nen emploimcnt agreement , hould clearly spell outlhe tcnns of employmem, including lhe 1cmporary nature of the employment ,f the job is noc ptr· mancni, and staic 1ha1 1he "rlltcn agreement supersedes all pnor agreements or undcrs1anJ1ng1 concerning the emplo) ment Wnncn reminders that employmcn1 ":it " ill can nlso rcfu1c forurt em plo) ecs· claims or ha\lng been promised long-tenn Job sccuruy.90

Negligent Hiring

Negligent hiring 1s a tort eta b d 1 I bl

•m asc on 1 ,c common law conccp1 1hn1 an cmplo)cr ha.1 1 genera o 1go11on not 10 hire an 3 I k th nl

Es PP 1<an1 11 now, or should ha ve ~nown could hJrm a I

party ,enllally, an organll.1110 d r cmplo•ecs f I r I d n " con,i ered rcspon\l blc for the dwnagrng Jcnons o

1~ J

1 1 a1 c 10 c,crn1c rca ~onabl h •' h -The,e issues arc 1 1

c care '" 1nng lhe employee "ho cau,ed u1c a, ... pamcu Jr y 1mporuin1 "hen th I h tilt

puM,c cu,1omcrs plt ccmp O) ec '"II have a 101 of contact"'' · • 1en1<, orch,ldrcn ornhe 1h fi b ulJ

gl\ e 1hcm acct\s 10 homes d · · n c inn 1'\ hmng employee'\ \\ hO~CJ0 s uo anJ 1he like an •partmen1-.-in51allc~. main1cnancc workers. dcll\ CI) dn"rs.

Chlplcr J • The L<gal Con1c,1 73

A cornp:iny can be round legally hable for neghgeni h,nng ,f II ra,1, 10 uncover • Job 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

I. n,c c"stencc ~f an employment rclallonslup bc1"cen the cmplo) er and the " orkcr 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

in, csugatc an employee 's bad:~round can lead to a finding of con~trucuvc knowledge) 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-

uff s tnJunes

An cmplo)er's ohligauon to Its employee, and lh1rd p;1r11e, for negligent hin ng depe nd, 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- <ourcing bacl ground checks 10 qualified professional, can help the firm rcfu1e later claims that

11 fo,leJ 10 make a rcasonoble effon 10 lcom about the employee's hi,tory. 92 Pcrfonning hac~-

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 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<l in "omc incident a1 hh or her new \\Orlplacc that might h:l\c hccn pred,ctcd h.i<cd on pnor behavior. For c.amplc. suppo,c an emplo) ee of Company /I ,s a JX'lt1f pcrfonncr or ha-, ,1olcnt tendencies and the company \\an1.s 1hc cmp l0) CC to lcJ, c. 11,c cmplo)CC then apphes for a JOb "ilh Company 13, " ho calls Company ;\ for a reference on the cmploi ee Company A provides cuhcr rmn, mal info nnauon about lhc employee or gl\cs a posi- 11\1.· reference. , o Company D hire., the cmplo)·Cc v. ho suh"cqucntl) IOJUfCli someone in his nc" po, 111on N01 onl) could Compony 13 end up ,n court for negligent lunng, Company A could Jbo fi nd 11scl r defending a negligent referral claun broughl by Compan) 13 or 1hc pe rson inJurcd 9" Unfor1unJlcl y, 1herc have hecn sc, eral incide nts in the United Stale, in " htch nurses killed their pauc nt< and then mo,cd on to do 1hc mnc thing 31 ne" hosp11ab Ho" could th1> hove hap· pcned' h happened l>ceau,e odm1 n1<trnlor> at 1he nur-;c's former hosp11als fai led Iv d1>clo<e the 1n fonna11on dunng their reference chct~S fo r fear of being sued for defamauon 91 Defcrmtrfw11 IS defi ned a, "an unpnv,l cged puhhcJIIOn of false statemeni. to third parl1cs tha1 tend, to harm lhc rcpu1a11on of the plaintiff 1n 1hc commun,t) ."96

Clearly. checking a person\ reference, 1> an 11npor1an1 part of conduc11ng a thorough 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<lcr thl.',c law" \\1II ,uf1ii.1Cntly p1otr..:t (onncr cmplo )'-·~ rrum <lcfom.mon Dc f.,mati<m 1, um~ntl) the n,Ch l common cau)c of ac11on u,r<l ~)

,VeGLJGE.\7 REFE RRAL

"u"rprr 1r1111rw or fmlm1t ,., d,~,lntt u ,n111lt1t IHIJ1 a« urtJft mfumMJIU"I ,b,ut a Jv nutr t1t1rlu>rr

74 CJuri,r 3 • The ~..i Conte,t , • 0 ,,cn b, a fonncr employer. V1nual) y u

. ,1 c a rc,crcncc e • ~ fonncr cmplo)CC> to ch.u cnf ' l-1cn111na11on )awsut1s has become a gro111n " d [ uon ,n " ronc,u r. d g ,,._,t

Pnor to the 1990s, e ama ·bl n ,nfonnauon the ,,rm nee s lo know a1... • ...._ be uaincd 10 o 31 1 uuu1 a,., Basicall), rccruum can

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 candidate from a reference check. to exercise cauuon in giving references for 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,.. 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

1'"1 being sued for dcfamauon da:~ ~l~h:uld This, 100, could lead 10 a la" su11 for lhc corn~ uon about fonncr cmplo)<C: be>I ad, ,cc ,s IO say 35 hule as possible cxccp1 in lh05c s,iu!:, Some °'perts behc, • that lh Id · '••aer oihcrs ,n lhc nc" \I orkplace. Saying nru•.

,L. I ' 's behaviors cou CllUJHe • =•or~ "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.....,

Mana2crs should a ,o bo r I . ...., . - . L ~cdln lf manaccrs' commenls a u1 ,onncr cmp oyccs arc inconslllcl

nc1work1ng sites hketh'" :nauon the cmplo)CC m1gh1 be able lo prove lha1 lhe com"'•r· \\'llh the reason fo r e,r 1cnn1 , .

1 . ,,_ 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!' 1crm1na1ed for poor pc .. onn an · h d 99 1

. th I J:un ,c was ihe bcsl employee she ever a . former manager s1aung J

Triid• Surd Litigiition 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

Trade sccrei litigauon can 1akc place aflc r an employee is hired by a compc1i1or, ord11 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,.

102 E1cn asking a candida1e 10 lis11he cuslomers wuh whom he or shcrtp

lar ly d°'.'s business. or whom lhc candidate could bnn g ove r as new cusmmcrs, could kad 1011 ?ccusauon of " rongful conduct Virtually any em ployee may be in possession of confidtnllli 1nfonna11on.

The bcsl defen se from lradc seem li11ga 11on is 10 pre, cni Job candida1es from dtsclO!II/ 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

· , 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 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 ,

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, ~,onal ong1n, disab1l11y, or age 1s 1llcgal, as 1s re1aha11on against an ind1v1dual for filing a

nla gc of d1scn mina11on, part1c1pa11 ng in an in,cs11 ga11on, or opposing d1sc nm1na1ory pracucc,. c 1ar . . 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 also ,llcgal. IOI

Tulc v u·s broad proh1b111ons ag:unsl <ex d1scnn11n o11on spcc,lically cover sexual hara,smcnl. which includes pracuccs ranging from dirccl rcq ucsls for sex ual favors 10 " or~place cond,lions thal crcalc a hos11 le CO\ ironmcnl for person, of e11hcr gender, including same -sex harassment The "hostile cnv,ronmcnl'' standard al,o apphc, 10 harassmenl conduc1cd on 1he basis of race, color, nauonal origi n, rcltgmn. age. and d11ab1li1y. Sct ual hara,smcnl 11 recog- nllcd as in1cn11onal d1scnmina11 on, and companies ma) be 1ubJcc110 punlll\ C and cornpcnsa1ory damages by a jury 1f found gu1hy of 11.

EEOC BEST PRACTICES

In addi1ion 10 en fo rcing EEO la--s, 1he EEOC provides programs 10 cduco1c 1he pubhc and 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

• Complies wilh 1hc law. Promotes equal crn ployrncnl oppor1 un11y.

• Addresses one or more barriers 1ha1 adversely affec1 eq ual employmcnl opportuni1y. Ma nifcslS rnanagcmcnl cornn111mcn1 and accoun1abd11y. Ensures managemcnl and employee communica1ion. Produces note" onhy resuh, Docs nol cause or rcsuh in unfairness.

Tlus general sci of key clcmcnlS 1ha1 support ,ucccs,ful EEO programs correspond, lo lhc acronym SPLENDID: t07

• Study-know 1hc la"·> and s1andards, remove EEO bamcrs, and seek assis1ancc from 1hc 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.

• Dtscuss-comrnuntcalc and reinforce the mc,sagc 1ha1 d1vcn,i1y is a business a,,c1. 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.

BARRIERS TO LEGALLY DEFENSIBLE STAFFING

Straicgically responding 10 ihe legal conic XI surrounding 11Jffin£ rcq~ircs le i craging la\\S nnd 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<s Slralcgy In adJ iiion 10 obeying s1affing Ju",, 11 rs cn11cal thm organllall un, JCI, nllf) and reuucc lhc harriers 111:11 cxisi 10 legall) clcfrnsiblc ,1affing and pro, tdc ,·qual cmplo) mcn1 oppor1uni1ic~.

75

76 .ti ·m lo) mcnl opportunit) ex 1st Some of thc,c bamcrs lend

~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 ~~~71 c: uccs or nonns tend to be c,1cmal to lhc cmplo)',:~"'1\1.

~Cf" N....'-t"J '" ' l'-=tct:iJ orcu I r nN"tfiC bamcrs to cqulll cmplO) mcnt o pponun11y ,,.~ \\C dc!...cntx some ot the genera an Sr- .

Genual Ba1Tiers EEOC has ,J-:nu fied the mos1 common equal cmpl~ymcn t opportunity~

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 m1Lc their 1rnp,:u:t an . \\ C di!tcuss each next > or ,nrenuonally m its ~taffing pracuces,

THE "LIKE ME" IIAS People tend 10 assoc,ote w1tl1 other peo ple" ho they perceive 10 be lih 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

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 in equal em ployment opponuniucs bring denied people.

Because the - 1ikc me" bias can mnucncc 1he asscs:i.mcnt of pcrfonmmcc nom1s, thtrt 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.

STUlEOTYPES A sruto()p~ 1s a belief about an tndl\ 1duaJ or 3 group based o n the ide:1 Iha 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<e they Judse an_ ind1 ~1dual based solely on h1.1 or tier being part of a parucular group. regard.less of his or her unique 1denut y.

People 1113y ha\C stereotypes or other and1\lduab based o n their race. color. rtllgiOI. 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

A c-0mmon exam ple of !ilercotypmg occ urs whe n rcJcCting an applican t as ··ovcrq u3lificd.* 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

IGN~CE Some emplo)crs, particularly smaller organizatio ns. arc no t aware o_f 1111 of the 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

PREJUDIO: It IS olso poss,blc thot ou1ngh1 h1go1ry sull occurs on the p·,n of an emplo)<f " us managemen t fo r or a('O.u , . • • 1enC'C for o,cr ~O )Cars 11: Ee n;; a targeted group, dc,p11c TIiie VII no" having bee n ,n cxts . •nt ·\en 1 3 n org3mlat1 on h3.s a strong com m11111 c nt to eq ual emp loy"1'

Chapter .) • The Legal Contc\l

,,ppartunll)', II 1, po, ~iblc that _the beliefs nnd actions or the finn 's ind ividual hin ng managers or rccnutcrs arc 1ncons1Mcnl with the organ1 za1ion's pol1c1cs and values. Organizations can help 10

n.-dUL' C the occurrence . o f prcJud icc by carefully sclcc11ng and training hiring managers and 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

n<E PERCEPTION OF LOSS IV PEIISONS THREATENED IV EEO PRACTICES As , oluntary ,ilons arc mode by compnmcs 10 address EEO and ra,mc:.ss concerns, 1nd,.,idunls or groups who ir.iJiuonally have bee n the predomi nant employees of a parucular v. orkforce or occupauon may 1row anxious or angry, bcheving they arc "losing out" on employment opponumucs. Some or Lhcsc l'((ll)lc may fee l that tl1ey need to protect their own pro:,pcc,s by impeding the prospects or oth• ~~ \1\ This can influence employees· "'illingncss 10 refer diverse candidates for n pos1uon. obJI.:<'• U\ cly screen d1ve~e recruits. and help pcrsullde them to occcpt the Job offer.; extended to them .

HllllNG MANAGERS Hinng managers orten lack an unders1andmg of cmploymenl 13"-.!> and 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

Hmng managers arc also often untrained and unprcpnrcd 10 as k the right lands or ques11ons 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~

Specific Barriers

Unhke the general bamcrs j U.!tl disc ussed. there a.re additional hJ..rricrs to equal employ ment 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

•t-i:\•i@ Barriers to Equal Employment Opportunity Identified by the EEOC117 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

An over-rel,ance on informal networks for recruitment (such as the " good old boy" network.) A lack of or no formal systems for recruitment

B.1rriers t o Advance ment and Promotion: Deficient feedback, performance evaluatJon, and promotion processes of employees A lack of access to informal networks o f commun1ca11on by employees of protected classes

• Different standards of performance used for different classes of employees A lack of equal access to assig nments that prov ide key career experiences, v1s1bil,ty, and 1nteract1on wi th senior managers

• Equal opportunity HR personnel excluded from the recrv1t1r'lg process when 11 comes to the firm 's higher-level positions

Birriers in Terms an d Conditions: ' Unequal pay

Counterproductive beha-.i 1or and harassmenl 1n the workplace 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

(ConMued)

77

~

I II

r

78 Qurla 1 .. Tb( ~,ll(i._'ff.l C\l

ih•ifl (Connnuedl . . . . d 0ownsiz,ng . f

S.rritrt In Term,n• b0 • •• 1 ff deoSJons. different bene ,ts g ,ven to diffe rent"'"-·

Summary

• Unfa r standards used to ma~e ayo ·,~a 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

I ob placement assistance, and training to laid-off

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 In June 2003. 3 la"" sull ",~

9 ~ ~ EEOC contendt'd th.u Abcrcromb1e'!t r~nuuog and stamng pqc.

of the c,v,i Rig hts A~_'.'. ,, and m3ll ctmg ,u-at,gJ by fcotun ng predominantly white, ltlrlcti,, 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,.

l g p,op and ., . "" pla,nuffs romplwned that when they applird for Jobs. they "''"' Slttral era! blx k. H1~pamc. ""''"'' · 111 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 , ,

The coosen, dem< r,quir,d Abcn-romb,e 10 abandon ,ts pract1<c of rccn111tng employ.,. from ~ donww>tly •lute frau,rn,UCS and ,o,onUe,--4 practlce tltl1t helped 11 d.-elop 115 trad,mark loot. Al pan of the ,..~,mc:nt. Atxmomb,c agrt<d to h,r, ll dl'tnll)' n,cn,11e.- and >et bcnchnutrk! far hws \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<her11!img to encourage mir101'1la

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 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

Tr, mg 10 m ate II parucubr .. lool '" for a sales fcwct is no1 inhe rently unla"' ful .. Bui if rec:nuim 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~"

Alxrcromb1e has made s1gnirican1 undcs in the area of dhe~ily , 111cc the settlement. The num~ 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<ad people "'1th cultural dlffm- Abercrombic also no" ho!ts a btannu.11 COnlc.\l to unco\cr mlcmJ I d1, r~1t) thamp,ons.1"

- 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

encouraging orgam,allon, 10 he proac1i,c when it comes 10

resolving any undcrreprc1en1a11on that nught extst in tJ,,u .,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<ater re,ru11men1 and sc lect,on o f prcv1ousl) o,eriQ()led sources of talent

Takeaway Points

I. c " mpl)Ing "'th s1arting la"' s I) ob\lou \l) a good uJc.i from a 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

l. Employees. independe nt coniractors. and con11 ngcn1 " orktrs 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

J. Da-.p:irJtc 1reatmC'nt t\ 1ntcnuonal d1scnm.inat1on based on a pc-non· s 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

Discussion Questions

1. Do ll 'A S proh.Jb111ng certain kinds or hinng d1srnmm3J..1on benefit <'nly Job scclen') Or do companies bcntlit from the tnforc-cmcnt of d1scrimmnuon laws" Ir ~u. how.,

2. \\ha.L 1s mean! by "al•\l.·1II emplo)ment" and "hat ad\ iCC \\ Ould you g11e an orgmllallon considering this type or employment rtlJIIOO}l11p'>

J. WhJI 1s the d1lfcrcnce bcl"' t'en now, Siad . and conCt'nlrallon \IJ· MIIU ! II 0\11 I( t'JCh t)pe or ~(Jlt~I I C used'

Exercises

I. S1rottJ) fatrru t Anal)'11ng AdHrsc lmpJCI 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

Stock Statl,tlu

Chapter 3 • The Legal Con1c.i 79

f.ul1ng 1o dJsclosc complete and llCcuratc ,nfo rmauoo about J. ronncr 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. •

4. EquaJ tmploymcnt opponun11y m staffing means that lhe firm ) 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<brd.) an tmplo)er "' 111 taLc to rcmcd) 1hc undcrrmplo)mc-nt of crna.i n groups AffinnatJ\e acuon plJns can include. but are noc hmlled to, provisions for nond1scnmina- 1ory rccnutmcnt. tnunmg. tt.nd promotion

5. V11nous bamtrs 10 k~aJly dcfcm 1blc Maffi ng t,1,1 Some bamen 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

4. What 15 affirml\lJ\C ac11on-» \\ lut 1> an arrinnJ.U\ C ncuon plan" Do ) Ou fC"C I thJt arnrm1111\c acuon ,s n good "a) 10 remedy pa,;1 di scnmm:iuon? Why or why nut'

S. Which Lhrcc gtncnl bamcB 10 lt'ga.lly defensible Maffing do you feel are mo>t common? Wh:11 can companies do to remove thes. bamc~'>

" omrn MJI)• gcner:ueJ the follo"'mg reports from the company' s i:mplO) CC dlllaba~ 10 u:,e in her anJl)!IC'-

Workmg m groups ur 1hrcc to fou r Mudcnh use 1h1s mforma• 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

Job Category: Cashiers

t,.1en

\o\ornen

Current Cashlen (%)

JO

Avail,bllity In Rtlev,nt Population (%)

50

Flow st,tlstlu

~1en Women

Concen1,, tlon Statistics

f!Je n

W Of"en

10

Number of AppllcantJ

200 150

C.1hlers(%)

JO 70

so

Job Category. Cuhltrs

Number Hired Selection Rato (%)

100 50 75 50

Job category:

Stocktr1 ( %) CIHners ( "4)

70 €5 JO JS

~ J i I

'

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 !. ~J , ·,r,wce Evrror Th< op..·,ung ,,sr,ctlt' d~~ fi;l

,U,ac:roml:it~ &: Filch ~--J tn -Cff'all\C- l't"Cf\llUng 10 I ,.Jes J<ll>s . ,111 c,n;!JdJlcs • oo ITIJICh<d th< romp.ni ·, ca,<full/ ~ nurla:tlo" un:ig< The high-prufil< clotlung r<UJlcr ~cJ its '-k-""'lf'CS ..,,th ~tool.mg )OUng \ll hHC mc.o and "omen :iod in..-ll<J off a LI•=• lhll ulom31d) cost Ill< romp;iny S-IO """""'anJ l ~ or Nd pub~CII)

\\ ~ mr CC' i.n a group of lh'tt to ti,·c sn,idcnls. w1,1,er the (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

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 • 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

Semester-Long Active Learning Project

You should tu\c finl.111.C'd )our ch01cr or Job and organization and bepm coUecung 1nfonmuon abour II from lhe orgamzauon. Lhc lmcmC"I.. il.!ld from bupJ/onlilX' on~crnrer org.. This "'eek. finish ) Our

Job- r<illed ncccss11y ror asking the qucs1ton. Bccau,c ~ intent behind the qucsuon and ho" the mform.:u.ion is to be It the ,mpl0) Cf ar, 1mponin1. "'.' employer should con.idc,c ~bi the QllS\loCf'S 10 the qucsuon. 1f used 10 make lhc h.Jnng drv-..~ W1II Gl.h cn.cly affect and screen out minorities or me~

one >C' nu, chaplet's [)c,clop Your Sl1 1ls fe~ture p-lll<d fi improper tnlCJ'\1 CW qucsuons (prm 1dcd agam here), aioac 't 10

e,pl,n3UOO of • hy each ques11on should be a, 01dcd W "11 ',ti lth a partner. idcnufy what 1hc empl oyer rcaJly wants 10 ~ asLJng each question, and

1 ~ mc up ,,1Lh an alternative way to~

oul the s:une informau on. • I !low many cht ldrcn do ) ou ha, e? 2: \VhJI is your nJU\e language? ). To • ha! clubs or organiz.iuons do you belong? 4. Wh4t 1s your he1gh1 ? What 1s your" eight? 5. Are ) OU :able 10 work on Chns1mas Day'>

Amencan. and LGBT cmp1 1 ~t ccs. 10 bc ucr apply their ideas ID

tnfluence company res ult.>. •

Questions I. Why ,s Pfizer 1n tcrcS1cd in improving d1vcmty and U1Clu.

s1on a1 1hc company'! 2. How docs a proacuvc focus on diver..i1y and inclll!Mll

improve Pfi1c r·s legal compliance? 3. If you we re in charge of d,vcrsuy and inclu sion • • Pfiur,

\\ ha1 \\ Ould you do lO funhcr improve divcrsi1y and tnclus ,on at 1he company?

background research on lhc Job and organ11auon. and add tu )lll' n:-pon a dcscnpllon of the ct1)tmg Marring systems fo r the job

Case Study Assignment: Strategic Staffing at Chern

See the append" al the Md of lhis book for th" caic S1udy m1gnmenL

Endnotes

Leung. R .• 'The Look or Abcmombu: & Firch.- w Mmutt's. Fchru:iry I l.100J, hnp//•w• ,b,n,-scom/8301-18560 16' - 65760J h1ml - •

!. Le, mson. S . HAbcn.i0mb1c & Fitch CEO &plains Wh) He HJtcs Fat Chicks." l:.lttedai/, rom. Ma) J, 20!3. hupJ/chtc dail) com/ne\, Yu orlJ/abcrcrombi c-fitch-ceo-c-. plJmH-, h ,. he-h:lles-rJt-chick,/ l

Gerstein. J .. "Sun Ch.trge~ Comp.Illy Discriminaied AP"' Min_on111,s. Women:· Nr" Yor( S1111. April 15. 2005. ~all~ sccuon. 7. Hwmn . F . " Reeru11111c 0 11 1hc Righi Side of the La• Worlcforr, Ma11agm,e,u Onlm,,~ May 2006. wv. w uorU~ coml..,ct1011/06/fea1ure/24/38/ 12 Siumpf. V, "Abercromhic & fi1d1 10 Pay S40 Millton m $clllol l..a-wsun." Cabfnnu"a f:~11! rom. November JO • .2()()-1 1· "~•

c,1trom1oagi;ic com/modio/S1oragc:lpapei'/8 i/news/2()()-l/l l/30/ frontPagc/Abcrcro mb1c F11ch To.Pay .io M1 ll1on ln.Scn kd La• suu-1318914 >h1ml ?norewrilc20060719 I 309&sourcedo mttin:i:cwww cal1fomu1ng,glc com. "AF Ju s11ce ~tcdia Center ... hltp)/\\ ',t, v.• afjus11ce comlmcd1a.htm Egon Zehnder Jn1emot1onal. Tl1~ l...l'udmg £dgt of Dm•rsU} and lnr/1m on Jl1h l111~ma11onal £.'f«llln•t Pant/. October 2012. http //www cgonzchnder com/filcs/2012_1cp_di\ers11y_and_ inclu sion pdf Sec Mende. D • "Controlling Risk with Employment Contracts.'' CararJo,.nral.com, J11nuary 26. 1998. hup://v.·v.,w carecl)our n:llcuropc.com/salM) h1ring/negotia1c/l 9980126--mcndc html Per.sonnet Policy Scn icc. Inc. "Us,c At. \Vill to Defend Your Policies. Not as a Reason to Tcrmina1e." 2004, w1,1,w pps publishers com/art1clcs/gl/atwill_tcrm1nate htm see Poli,lo. A. E . and Nardone. T. "On the Dcfini1ion or ·Conungcnt Work.' .. Mo111l1/\• labor Rtv1tw. Dec-c-mbcr 1989. 9-16 Ibid.

10 Gale. S F.. "Companies Turning to Tools 10 Manage Conungent Labor," \Vorkforrt .rom, March 19. 201 3. http.// www • orkforee com/anicle/20130319/NEWS0:?/I 30319980/ comp3n1es-tuming-to-tool.s-10- manage-conungent-labor

11 011rrry v Por 1fir Ga, & Elrcrnr. 159 F 3d 388. 98 DA R 10924 (91h Cir, 1998)

12. Bahl\. J. E. . "Lease on Life? Leasi ng Worters Can Reduce Your Paperwork. But Don'1 forg<1 Your L,gai Obhga11on< 10 Those Employees." Emrt/Jrt!nrur. No\ ember 200.t http)/ \\ ww cntrcpn:-neur com/maga11nc/entrcprcncur/200.Uno, ember/ 73188 html

13 Sec ~ v. \\ nlrb gov 1-l Sec lniemal Rc\C~nuc Se rvice. " lndcpend('nt Contrae1ors Vrrw~

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15 Ibid 16 Grttnhou~c. S . "US Cracks Oov.n on 'Contractors' As a Ta.,

Dodge," rl1P Nrw York T1111ts. February 18. 2010 At 17 Ibid 18 "50 pc of Fonunc 500 Cos to fta,e M:--.C Ccnire III India b)

2015." Tlif' &ot101111c T11t1~s. Apnl 8, 2013, hnpJ/:u,1t'les.cco nom1c11mc~. ind1111 imcs com/2013-0.t-08/ncws/3 83 7~096_ I _mnc--ccn trcs-nc,, -<.·cntres-1 n<.ha.

19 Pc1mh0<·k. R . "Consider the Legal Issue< Before Outsourcing Offshorc, " \Visco,i.1111 TrrJ111ology Ntlh ork. Jul) 18. 1005, hllp II• 1stcchnology,eom/.nk b /2007/,

20 Ibid 21 Sec also hupJ/www.hrtools com/resources a1.px ~yp<;-Sl3lC11 10

Lav.~ for :i dcscn ption of cmplo) mt'nt l."l" s 1n d1ffcrcn1 i;t.itcs 22 Stcphcn\on, C. E . "Family Rl•\,.pam1bil11ics Oiscmmn:11 ,on

Claims on 1hc Upswing," IAw)nS \\'u(h, Jul)' 7. :!007. "v. ,, l.1Y. ~c rs" cd,J) u~:u·om

l3 See Sec 2000e-2. 1Scctl on 7031 ur the Civil Rights Act of 1964. \ ~\\\i. , CCOC gov/policy/, 11 html

~4 Sec 703 (m) ofTi1le VII . 25 See. U,S Depanmen t of Labor. "E,ccu11 , c Onkr 112J6.

As Amended," hllp /fo ww doter o,;,t doLgo,·/J,'\Cumcnt✓}cr/

co l 1246 htm 26 "OrG:tnizauon Srulcs Se, D1scmnin J11 on Allc£JU011, \\'1II

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Choptcr 3 • The Legal Con1cxt 81

27 u s Equll Employment Opponum1 y Commjss1on. ''Fede~! Laws Prnhibiung Job Discriminauon Questions and Answers. No,embcr 21 . 2009. w\\ w «.'OC gov/foc1.s/qanda.h1ml

28 omcc for c" ii R1ghis. "Your Rights Under Scc11on 504 of the Rchabihumon Ac1." Unucd States Dcpanmcnt or Health and Human &f\' IC'C~. June 2006. w\\ w hhs gov/ocr/S04 html

29 u S Equal Employment Opponun11y Commi ssion. "The Age O,,;.cnm inauon m Employ ment Act or 1967," 2013. hn p://wv. "'· reoc. go\/lav. s/typ,:s/age crm

30 Gcorgeto'4n Um\ersny UJw Center. " L'lws lmpacung Wor~placc Flc.x1 bil1ty:· \Vorl.plau Flt.n b,l,ty 2010. www.law gcorgclO\\ n.cdu/v.orkplaccflc:<ibtlity'201 O'law/adca.cf m.

31 See h11pl/" •ww.>1S1e,nj us/lps/dcr/downlo.1ds/fac1_ag< rxJ f 32. Manscn, F. ... Compliance Issues Put Recruners on the Hot

Seal ... Wo rl..foret Managemrnt 011linr. February 1008, hllp II ""w ..., orkforcc com/scction/06/fcature/25/36179/i ndcx html

33 See hnp://ww" ,dhs.go"/f, lcs/programs/gc_ I 1852 21 b78 I 50.>hun for more mfonn:nion about E•Vcn ry

3-t Han}Cn , ""Compliance Issues Put Rccnutcr~ on the Ho1 Seal " 35 ''Ille Worl..cr AdJU'-tmcnt and Re training No11ficat1on Act," US

D~partmtnt of lt.Jbor Emplow1rm a11d Tra111111g Admmu1ra11011 Fart Shrrt. 2013. httpJ/wv.,\ do kll.g:o,/prog:mms/facts ht/ \\ 3m him

36 Sec hupJ/w\\ w dole1a.gov/progrums/foctshl/v. am htm. 37 Dw:. ,• P,111AmWor/dA1n,ms. 442F2d385(5thCir 197 1) 38, GnggH D11ke l'owrrCo .401 US 414(197 1) 39 BllScd on Kuclcr. D G . ··i ntcr.iew Questions Legal or Illegal,. ..

Worl..foru c-om. wv. w v. orkforce com/archive/fcaturcn21'..Jn.J/ ,nde, php. KFDS General A.ss1:,tancc Cemcr ... Leg:iVlllcgal ln1en·icw Questions." Office of Human Rrs o11rrts M a11agrmNH, U,ifftrsm · at A llxm y. http.I/hr albany cdu/con1cnl/legJlqtn asp. "Legal b ,ucs 1n Employment Inter\ 1cwmg," Uni\Crsll) of Kansas MeJ 1cal Ccmer. Equll Opponunuy Onice. wwwJ,.umc cdu/eoo/in1crvic" hlml. "Conducling n L...nv. ful EmplO} mcnl lntcrvic .... . " State or lc.Jaho Dcpa.nmcnt or Labor. hup//bbor idaho ~o,/la\, ml,\\ ) htm.t,1 _Toc.t26-i25135

40 See Dmis ,, Cow , ry of /..o5 t\,igrlts. 655 F '2d 133-' (9lh Cir 1977). \ aca1cd and rcm:indc<l as moot on other £round:, . .WO U S 625 ( 1979): Doi hard,. R,rn lm,011. 433 U S 321 ( 1977)

41 Du\\ hng. D C. Jr . " HR I s Going Global." Nnt1onal lt1w Jo .. mal. 26, 41 (June 14. 200!) SI

.n. Atlncu. N ... Soci:il Dumping nrv.J European Econom ic lntcg- r.ition ." Jo11nwl ofEuropt'on Soc1t1/ 1'0 l1n •. 5. I ( 1995)· 1- 12

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