Why is job analysis important for managers in disparate treatment cases? How are they used by HR professionals?
-Job Analysis clearly communicates the minimum qualifications for any employment decision outcome. Also gives us KSAs.
-If individual does not meet the minimum requirements for the position vacancy, the individual can hardly make the argument that his or her protected class membership was the reason for the rejection. If the individual were not qualified, the individual would not have been hired.
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Civil Rights
- Why are legitimate nondiscriminatory reasons and BFOQs not the same thing?
- How can an employer be innocent of unlawful discrimination and still violate Title VII's prohibition on retaliation?
- What are the additional remedies authorized under the Civil Rights Act of 1991? Can these remedies also be imposed in situations involving disparate impact?
- What are the legal proofs required to establish a prima facie case for disparate treatment under Title VII?
- What must an employer prove to rebut the complaining party's prima facie case of disparate treatment?
- How can a complaining party show that an employer's legitimate nondiscriminatory reasons are pretextual?
- Under what circumstances can Title VII be extraterritorially applied?
- What statute created extraterritorial application?
- What are the 2 criteria that must be considered in determining whether or not an employer can use a BFOQ defense?
- What are the traditional remedies under Disparate Treatment?
- What is extraterritorial application?