Oversight Hearing on EEOC's Proposed Modification of Enforcement Regulations, Including Uniform Guidelines on Employee Selection Procedures: Hearing Before the Subcommittee on Employment Opportunities of the Committee on Education and Labor, House of Representatives, Ninety-ninth Congress, First Session, Hearing Held in Washington, DC, October 2, 1985U.S. Government Printing Office, 1986 - 331 halaman |
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ability tests administration adverse impact affirmative action Albemarle Paper Co amended American Psychological Association analysis applicants average blacks Blumrosen Chairman Thomas Civil Rights Act Clarence Thomas Coder coding COMMITTEE FOR CIVIL CONGRESS THE LIBRARY criterion decision differences discriminatory document Education EEOC EEOC's effect Employee Selection Procedures employers Employment Opportunity Commission enforcement Equal Employment Opportunity Equal Pay Act Executive Order Executive Order 11246 Federal agencies filed goals and timetables Griggs Guidelines on Employee GUNDERSON hiring Hispanics individual interpretations interrater reliability issues Labor Legal Defense LIBRARY OF CONGRESS litigation MARTINEZ ment meta-analysis minorities and women NAACP national origin personnel predictor problems proposed race regulations regulatory reporting quality revision RIGHTS UNDER LAW sample Schmidt scores SEBERHAGEN situational specificity standards statement statistical subcommittee Supreme Court Terpstra tion Title VII UGESP Uniform Guidelines unlawful validity studies variables
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Halaman 98 - ... (2) to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual's race, color, religion, sex, or national origin.
Halaman 102 - Company had adopted the diploma and test requirements without any "intention to discriminate against Negro employees." We do not suggest that either the District Court or the Court of Appeals erred in examining the employer's intent; but good intent or absence of discriminatory intent does not redeem employment procedures or testing mechanisms that operate as "built-in headwinds" for minority groups and are unrelated to measuring job capability.
Halaman 59 - ... absent explanation, it is ordinarily to be expected that nondiscriminatory hiring practices will in time result in a work force more or less representative of the racial and ethnic composition of the population in the community from which employees are hired.
Halaman 99 - ... any professionally developed ability test provided that such test, its administration or action upon the results is not designed, intended or used to discriminate because of race, color, religion, sex, or national origin.
Halaman 116 - A selection rate for any race, sex, or ethnic group which is less than four-fifths (4/5) (or eighty percent) of the rate for the group with the highest rate will generally be regarded by the Federal enforcement agencies as evidence of adverse impact...
Halaman 304 - Thank you again for this opportunity to testify. I will be happy to answer any questions you may have.
Halaman 330 - Congress has now provided that tests or criteria for employment or promotion may not provide equality of opportunity only in the sense of the fabled offer of milk to the stork and the fox.
Halaman 101 - The Act proscribes not only overt discrimination but also practices that are fair in form, but discriminatory in operation.
Halaman 143 - ... furnish to the Commission upon request a detailed description of the manner in which persons are selected to participate in the apprenticeship or other training program. Any employer, employment agency, labor organization, or joint labormanagement committee which believes that the application to it of any regulation or order issued under this section would result in undue hardship may...
Halaman 129 - Columbia having positions in the competitive service, and in those units of the legislative and judicial branches of the Federal Government having positions in the competitive service, and in the Library of Congress shall be made free from any discrimination based on race, color, religion, sex, or national origin.