ipl-logo

Hrmn 408/6380 Employment Law For Business Case Study

1207 Words5 Pages
bulb-icon

Recommended: Griggs v duke power decision text

Assignment #2
Recruitment Exercise
University Maryland University College

HRMN 408 6380 Employment Law for Business
Professor Dawn Murphy
June 18, 2017

MEMORANDUM

TO: Fire Commission
FROM:
DATE: June 18, 2017
SUBJECT: Recruitment Practices
Recruiting and selecting the right individual for a risky, yet rewarding career in the field of firefighting can be a daunting task; however, this process is vital to the health of the department.
The purpose of this memo is to discuss previous recruitment practices within the city’s Fire Department and how the practices will improve to allow for a more diverse workforce.

The city has a population of approximately 1 million people; of that million, 30% of the city’s residents are …show more content…

The disparate impact theory of discrimination was first addressed by the Supreme Court in a 1971 case called Griggs v. Duke Power Co. In Griggs, a group of African-American workers at a North Carolina power plant alleged that their employer’s practice of requiring a high-school diploma and the successful completion of two aptitude tests as prerequisites for promotions discriminated on the basis of race. Many disparate impact cases over the past 30 years have involved challenges to the testing and promotions policies of fire departments, police departments, and other municipal agencies. For example, in Isabel v. City of Memphis, a group of African-American sergeants in the Memphis Police Department filed suit against the City of Memphis, alleging that the department’s written test governing promotions to lieutenant had a racially disparate impact. The dispute arose after the industrial psychologist who had designed the test used a cutoff score to determine which sergeants were eligible to proceed to the next step of the promotions process. That cutoff score resulted in several African-American sergeants being excluded from the pool of promotion-eligible candidates (Peeples, …show more content…

HR will continue to ensure there are no Title VII violations during the recruiting and selection process. To defend the adequacy of the recruitment and testing methods against a possible challenge, the HR department will train all hiring managers in basic employment law best practices. Also, accurate, clear, and complete records will be maintained by the HR department; demonstrating that employment decisions were based on legitimate, non-discriminatory business reasons can help defend discrimination

Show More
Related

Ricci V. Destefano Case Study

93 Words | 1 Pages

In the Ricci v. DeStefano case, Ricci a white male filed a disparate impact lawsuit under the Title VII. Ricci past the test that was given to be promoted within the fire department. Ricci was one of many (white) candidates to passed the test. The testing service hired to administer the test discarded all test because many minorities did not pass. Dothard case would fall under the disparate impact provision because unless the weight testing requirements are revised to be fair to all regardless of gender, more men will continue to outperform women.

Read More

Tennesse Valley Authority Case Summary

552 Words | 3 Pages

3. Why did the plaintiff’s disparate treatment claim succeed? What was the evidence that the employer’s reliance on interview scores was a pretext for race discrimination? A complaint of disparate treatment can be proved if the plaintiff could prove that a candidate had been disfavored and others had been favored because of race, color, religion, sex, or national origin by the employer. (P.222) TVA's selection committee established an interview scores were the interview subjective criteria has a weight of 70% and the technical expertise (skills) would account 30%.

Read More

Jordan V. City Of New London Case Study

692 Words | 3 Pages

The case of Jordan v. City of New London and Harrigan (1999) centers around Jordan bringing a civil rights action against the city and Harrington alleging that they denied him equal protection in violation of the Fourteenth Amendment and Article 4, Section 20, of the Connecticut Constitution (Jordan v. City of New London, 2000). The facts as presented to the court are that Jordan and 500 other police applicants voluntarily took the applicant screening examination for being a police officer in the state Connecticut in early 1996. The testing material included the Wonderlic Personnel Test and Scholastic Level Exam (WPT), which purports to measure cognitive ability. An accompanying manual listed recommended scores for various professions and

Read More

A Review Of Baltimore City's Fire Department

467 Words | 2 Pages

For example, test takers who grew up in economically deprived area, did poorly on the city’s entry exam. In an area that is greatly proportioned with Hispanic and African Americans, white men appear to make up the majority of the city’s firefighters. The recruitment efforts used in the past may not have intentionally been designed to rule out a class of individuals, but a job applicant could argue under the disparate impact theory an issue of discrimination. The disparate impact theory of discrimination is a legal theory recognized by the federal court system and the burden of proof bears on the employer.

Read More

Griggs V. Duke Power Company Selection Criteria And Analysis

600 Words | 3 Pages

After Title VII was passed, Duke Power Company made it a requirement for transfers to higher paying jobs to have a high school diploma and pass two separate aptitude tests. Due to lim-ited education and hardship, African Americans were less likely to have a high school diploma and have the aptitude to pass these tests, which effectively restricted them for promotion. Mr. Griggs claimed that Duke Power Company was in

Read More

Court Case Of Griggs V. Duke Power Co., 401 US

969 Words | 4 Pages

For the most part the opinion of the court in the Griggs case; held that the burden of establishing an employment requirement’s relationship to the performance of a job lies on the employer (Justia Law, 2017). Also, before Griggs, the employees or applicant had the burden of establishing a discriminatory intent behind an employment requirement (Justia Law, 2017). The Court concluded that the subtle, illegal, purpose of these requirements was a safeguard Duke’s long-standing policy to give job preference to its white employees (Justia Law,

Read More

Hrm/531 Week 3 Resolution Research Paper

175 Words | 1 Pages

Last year was awesome, but that does not mean I can’t fix a few things. My first resolution would be to get ready for school faster in the morning. When I wake up I am tired, and when I’m tired I’m slow. To fix this I‘m going to go to bed at 8:50 max on school nights.

Read More

Griggs V Duke Power Case Analysis

110 Words | 1 Pages

“A series of legislative initiatives and decisions made by the Supreme Court of the United States defined the possibilities of affirmative action policy” (Finkelman, 2004). Affirmative action is such a controversial topic which has been brought up in many Supreme Court cases. In Griggs v. Duke Power case in 1971, the court argued “Title VII” bans “not only overt discrimination but also practices which are fair in form but discriminatory in operation.” (Finkelman, 2004). To eliminate discrimination processes under Title VII, all employers began to hire and recruit more minorities.

Read More

California Child Support Services Strategic Analysis

805 Words | 4 Pages

The human resource department is responsible for recruiting after posting the job listing for CSSD employees with basic requirements. Today California’s Civil Service Act “created civil service commission to ensure competence, equal opportunity and political neutrality” (Crosio, MAP 643 class lecture). The “Civil service/Merit system legally established set of procedures to implement the merit principle” (Crosio, MAP 643 class lecture). This allowed employers to hire employees with the best skill set. The public sector recruitment process can be lengthy and tedious in the search for top talent.

Read More

14th Amendment Vs Title Vii

967 Words | 4 Pages

On the other hand, Title VII of the Civil Rights Act attempts to remedy the “structural imbalance of the court system” by regulating private employers (Han, Week 3 Lecture, 1/23/17). Title VII uses statutory laws to regulate private employers from discriminating against characteristics like race and sex in the workplace by threatening the profits of these private entities (Han, Week 3 Lecture, 1/23/17). Unfortunately, these Title VII claims face their own barriers in court, making it difficult to use subtle discrimination to prove inequality. The limitations of these approaches are evidenced in cases like Washington v. Davis Sup. Ct. (1976), Griggs v Duke Power Co Sup.

Read More

What Is The Mission Statement Of The Memphis Police Department

552 Words | 3 Pages

Memphis Police Officers must also have the desire to develop strong partnerships with the community and its members(Memphis Police Department Training Academy, 2018). With the city of Memphis executing plans and strategies to increase their recruiting and preserving the current personnel, they are in fact representing an organizational system that depicts the summation of all work actions required to achieve the goals and objectives of the organization as dictated in its mission statement(Ridley, 2018). By the city of Memphis government implementing quality incentives, they will enhance their recruiting and widen the reach of potential employees. Effective recruiting makes an organization appear to be valid and professional because the employment of the right people is an essential part of your organization’s success. That reflection on a company is vital as they build a positive image for their customers, peers, and competitors(Sherzay, 2015).

Read More

Giblin And Ornati Case Analysis

1321 Words | 6 Pages

Giblin and Ornati (1974), which argued that affirmative action programs must begin with a census of minority and women employees in each department and within each major job classification, which required having a salary classification system in place and encouraged employers to implement periodic performance evaluations for all categories of employees to make all employees eligible for promotion. Written performance evaluations were also thought to be essential to the successful defense of discrimination suits involving promotions. Haward Law Review (1989), Legal changes also encouraged managers to treat all employees as career oriented and self-actualizing by creating organizational structures that would allow all classes of employees to pursue promotions, including groups employers previously took to have naturally low aspirations and

Read More

Diversity In Hiring Case Study

1027 Words | 5 Pages

This paper examines Bateman and Snell’s research against the case study video entitled “Diversity in Hiring: Candidate Conundrum” to propose that additional examination be conducted to decide whether Robert Gedaliah or Paul Munez was correct in their decision making pertaining to whom to hire for the Outreach Customer Representative position. Discussion Summary This week’s video discussed diversity in hiring. Robert Gedaliah is the Founder and President of Beck ‘n Call.

Read More

Theories Of Recruitment And Selection

3190 Words | 13 Pages

THEORETICAL BACKGROUND OF THE STUDY: 3.1 RECRUITMENT & SELECTION Recruitment and selection is one of the most important management functions. The whole process represents a significant investment in both financial and other resources. Recruitment and selection are two of the most important functions of personnel management. Recruitment procedure selection and helps in selecting a right candidate.

Read More

Literature Review On Employee Performance

1158 Words | 5 Pages

The research noted that recruitment procedures that provide a large pool of qualified applicants, paired with a

Read More

More about Hrmn 408/6380 Employment Law For Business Case Study

Related Topics

Open Document