1. Business Administration & Management Mr. Bernstein Human Resources: Selecting Personnel and Employment Discrimination, pp 634-640 May 27, 2015

2. Business Administration & Management Mr. Bernstein Hiring Employees One of the most costly decisions Establish the Need: What holes does the team have? Recruiting Applicants: Online, newspapers, signs, internal postings Processing Applications: Verify info, references Interviewing finalists: Focus on job qualifications Promotions, Transfers and Terminations Properly done, minimizes turnover and reduces costs 2

3. Business Administration & Management Mr. Bernstein Illegal Employment Discrimination Employers cannot discriminate based on membership in a particular group – employees must be evaluated as individuals Protected groups are identified by the law: Race, color, national origin, gender, age, religion, disability, pregnancy Covers hiring, pay, promotions, training opportunities, travel requirements, layoffs Cannot discriminate against individuals who complain about discrimination (whistleblowers) Discrimination can involve promotions, transfers, training opportunities,terminations or compensation as well as hiring 3

4. Business Administration & Management Mr. Bernstein Proving Illegal Discrimination Direct Evidence – unusual in today’s business world Indirect Evidence – employer denies membership of a protected group was a factor Typical Defenses – Business Necessity, Seniority 4

5. Business Administration & Management Mr. Bernstein Proving Illegal Discrimination Disparate Impact – Policies which are neutral on their face can result in skewed outcomes Employee does not need to prove intent Employee can show statistics proving a practice has resulted in exclusion of a protected class Practice cannot have a legitimate business rationale 5

6. Business Administration & Management Mr. Bernstein Equal Employment Opportunity Commission EEOC investigates, enforces, works to resolve issues Website: http://www.eeoc.gov 6