Industry Regulations & Compliance Flashcards

A vendor advertises its assessment as 'EEOC approved.' What is accurate?

Answer: The EEOC does not approve or certify specific tests

The EEOC does not endorse or certify tests; employers must ensure validity and lawful use.

An employer uses a vendor's assessment that produces adverse impact. Who may be held legally responsible?

Answer: The employer using the assessment

Employers remain responsible for selection procedures they use, even if a vendor developed them.

A company rejects every candidate with a low 'S' (Steadiness) score for a role where steadiness is not job-relevant. The main risk is:

Answer: Violating a non-job-related selection standard

Screening on a trait unrelated to the job lacks business necessity and invites legal challenge.

Using DISC mainly for team-building and communication training, rather than hiring, typically:

Answer: Carries lower selection-related legal risk, though fairness and privacy still matter

Developmental use avoids selection-decision exposure, but confidentiality and non-discrimination still apply.

A candidate declines to take a DISC assessment for personal reasons. A fair employer should:

Answer: Consider alternative job-related evaluation methods where feasible

Offering an alternative job-related evaluation supports fairness and consistency.

Which practice best reduces bias risk when interpreting DISC reports?

Answer: Training interpreters to avoid stereotyped conclusions and rely on job-related data

Trained interpreters using consistent, job-related standards limit stereotyping and bias.

Which action best demonstrates ongoing compliance monitoring of an assessment program?

Answer: Reviewing selection rates by group and revalidating periodically

Regularly monitoring adverse impact and revalidating keeps the program defensible.