As manager of staffing for your organization (or a former employer), you are res

Question

As manager of staffing for your organization (or a former employer), you are responsible to ensure that your talent management systems are both legal and ethical. You just received a formal complaint from the Equal Employment Opportunity Commission stating an applicant who had applied for a position with the company alleges discrimination by not being hired. The complainant is an African American female, age 55, who served in the military from 1965–1995 and received the Purple Heart for losing a leg in Vietnam. You are a governmental contractor.

Please describe, in detail, the legal issues that you must address in your response to the EEOC to defend your company in this claim.

Please provide a minimum of two outside academic sources (not including your textbook) to support your response.

Explanation / Answer

Evidence should be provided to ensure that all the recruiting and screening practices on job related. Documentary evidence of job relatedness for any tests used should be provided. Make sure that all recruiters workinv in organization are knowledgeable and understsnd discrimination laws. Broadening recruitment program to include sourced that target minorities and women. Enough evudence should be provided regarding percent of racial and ethnic minorities working in the company and the screening tests are not screening minorities more heavily. The standardization of practices including use of documented job requirementd, and qualifications will help to defend.

Outside sources:

In May 2008 , Chicago best leading chemical manufacturer of high quality surfactant Polymers and cosmetic preservatives paid 175000 dollars to settle a class race discrimination and retaliation lawsuit filed by the EEOC. According to the lawsuit a class of African American employees had been subjected to race discrimination and retaliation for complaining about the misconduct. The company agreed to conduct EEO training and refrain from future acts of discrimination and retaliation.

In June 2005 POC obtained and 8 million dollar settlement from Ford motor co and a major National Union in a class based discrimination lawsuit alleging that a test had disproportionately negative impact on African American hourly employees seeking admission to an apprenticeship program.

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