1. If you were an EEO investigator, how would you evaluate this selection procedure?

Question

Tim Rowe owns a small trucking firm that specializes in local and metro-area delivery in large city in the United States.
All employment activities are handled by Tim who has always hired employees on the basis of three qualifications:

1. They must have a high school diploma;

2. They must pass a short paper-and-pencil test which is given to all
applicants; and

3. They must have a valid driver’s license if applying for the position
of driver.

The short test is interesting, as it was devised by Tim from sample questions found on a GED (General Education Degree) Equivalency Test. The test consists of 33 vocabulary and mathematical questions, each worth 3 points. Anyone scoring below 70 is automatically rejected.
Last month two drivers quit, so Tim advertised in the local paper for two new drivers. Ten people applied for the openings, but Tim rejected four applicants because they were not high school graduates. Three others were rejected because of test scores below 70. The two white males hired scored the highest on the test, had high school degrees, and also had valid driver’s licenses.
This week Tim was notified that two equal employment complaints had been filed against him and his firm. One complaint, a woman, alleges that the test does not measure a person’s ability to drive and is not a valid predictor of job success. The other complaint, a minority man, alleges that the high school diploma requirement is not related to ability to do the job and unfairly discriminates against minorities. Tim is trying to decide how to respond to these complaints.

1.If you were an EEO investigator, how would you evaluate this selection procedure?

2. Which requirements might be viewed as job-related?

Looking for opinoins. Thanks

Answer 1

Given the scenario above, the hiring process is valid and could be successfully defended if:



- the criteria are not discriminatory when tested against prevailing laws

- the criteria are not applied to a specific group of people, but are applied to all applicants

- all applicants are held to the same hiring standard

- Tim has the right to use any legal interview method he chooses to successfully find the best fit for his needs.



All interview requirements are job related as defined by Tim, and help him to select the most qualified candidates based on all of the functional requirements of the job.



Where problems arise are if the selection process is not fairly administered to everyone, if exceptions are made based on discriminatory criteria, and/or if the job function and selection criteria are overtly unrelated.

Answer 2

Your requirements sound valid and as an employer have the right to hire who you want to succeed.



But the questions I have is, how many employees does Tim have? How long have they worked for him? Are any of them minorities? If he can state that the employees he has hired have a long term of employment would be good as an indicator, but if shown that Tim does not have or hired any minorities could become an issue that you are "selectively" screening out.



Also, 1 other suggestion. Are there other companies that he could call doing similar business and ask them what their requirements for hiring new employees? Also, get a newspaper, it is rare that you do not see that someone advertises for someone who has no high school diploma, unless it is for a minor who is still in school.



good luck

Answer 3

a million. First simplify the denominator: what's the least undemanding denominator of three and a pair of? 6 for the clarification that the two are perfect 2. Multiply dazzling and backside of each and every fraction with the aid of skill of a matching quantity with the intention to not replace the fee of the fraction: a million/3 x 2/2 = 2/6; a million/2 x 3/3 = 3/6 3. upload the two jointly: 2/6 + 3/6 = 5/6. 4. Use the reciprocal rule to rework to multiplication: 3/4 divided with the aid of skill of five/6 = 3/4 x 6/5: 3 x 6 = 18 and four x 5 = 20, so which you get 18/20. 5. cut back with the aid of skill of factoring out the easy component to two: 18/20 = 9/10. you will probable have factored out the two in step 4 as nicely.

Answer 4

All 3 of those requirements are legit and no discriminatory in nature. The GED has been vetted many times to not be racially or sexually discriminatory.



Knowing basic vocabulary and math is indeed needed to be a driver.