The EEOC enforces three laws that prohibit discrimination in hiring for various protected groups: (1) Title VII of the Civil Rights Act (e.g., race, sex, religion or national origin), (2) the Age Discrimination in Employment Act (ADEA) and (3) the Americans with Disabilities Act (ADA).
In December, the EEOC issued new guidance on employment tests and selection procedures under those three laws.
The initiative was in response to two trends: Employers have increased pre-hire testing in the wake of post-9/11 security concerns, and employers are using technology to more efficiently screen large pools of applicants.
The guidance addresses employment tests, including: cognitive tests (e.g., reading, math, etc.); physical tests that measure strength or stamina; sample job tasks; medical inquiries; psychological tests; personality tests; criminal background and credit checks; ; and English...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Your handbook doesn't decide unemployment comp
- When employee's religion conflicts with duties, explore reasonable accommodations
- Self-Audit: Discussing Performance Problems
- OSHA scratches surface, finds unexpected chicken problems