As long as hiring managers can logically explain why one applicant was selected instead of another, courts probably won’t question the choice.
Recent case: Lynette, who is black, worked for the U.S. Department of Transportation (DOT) for 16 years, climbing the ranks from mail clerk to telecommunications specialist. She sought out training and experience and was generally regarded as a good worker.
When a promotion opened up, she applied. The job required technical skills in addition to administrative ones. Instead of Lynette, the hiring manager chose a white man with an engineering background.
Lynette sued, alleging race and sex discrimination.
Her case was dismissed after the DOT showed that the manager believed he needed someone with more advanced technical skills, not someone with mainly administrative experience. (Dupree v. LaHood, No. 10-1499, 7th Cir., 2012)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/33284/use-rational-criteria-to-make-hiring-decisions "
- EEOC bias complaints near record high in 2012
- Be on guard for age discrimination suit if older worker offers to work for less
- Conducting a do-it-yourself audit of your company policies
- Worried about ADA: Can we discipline for misbehavior caused by medical condition?
- North Carolina Legislature considers new employment laws