CDR Legal Compliance & EEO Flashcards

What is the primary purpose of an Adverse Impact Analysis in recruiting?

Answer: To detect selection procedures that disproportionately screen out protected groups

Adverse impact analysis examines whether selection rates for protected groups fall significantly below those of other groups, signaling potential discrimination in the hiring process.

The 4/5ths (80%) rule is used to determine:

Answer: Whether a selection rate indicates adverse impact

The 4/5ths rule states that if the selection rate for any protected group is less than 80% of the rate for the group with the highest selection rate, adverse impact may be indicated.

Which form do employers with 100+ employees use to report workforce demographic data to the EEOC?

Answer: EEO-1

The EEO-1 Component 1 report requires employers with 100 or more employees to submit workforce demographic data by race/ethnicity, sex, and job category annually.

Under the Genetic Information Nondiscrimination Act (GINA), employers are prohibited from:

Answer: Using genetic information in hiring, firing, or compensation decisions

GINA prohibits employers from using genetic information — including family medical history — when making employment decisions such as hiring, firing, or setting pay.

What does 'ban the box' legislation typically require of employers?

Answer: Delaying criminal history inquiries until later in the hiring process

Ban the box laws require employers to remove the criminal history checkbox from job applications and delay background checks until a conditional offer has been made.

Which principle requires that employment tests used for hiring be job-related and consistent with business necessity?

Answer: Validity

Validity requires that any employment selection procedure be demonstrably related to the job duties and consistent with business necessity, especially if it produces adverse impact.