How do you assess disparate impact?
Do your company’s employment tests have a disparate impact that could subject your company to legal ramifications? Does your company properly validate an employment test to make sure it is truly testing a worker’s abilities to do a job? This video provides best practices to make sure you are able to determine disparate impact by using the 4/5 Rule; compares uniform guidelines to validity generalization; and offers tips for implementing pre-employment testing.
Agenda
Faculty
Mallory Stumpf
Ogletree, Deakins, Nash, Smoak & Stewart, P.C.
- Associate, Ogletree, Deakins, Nash, Smoak & Stewart, P.C.
- Practice emphasizes all aspects of employment law
- Conducts regular seminars and workshops on numerous topics for employers, such as employee handbooks and performance appraisals
- Author of several publications related to the areas of pre-employment testing and gender identity and sexual orientation discrimination
- J.D. degree, Saint Louis University School of Law
- Admitted to practice in Missouri and Illinois
- Can be contacted at [email protected] or 314-898-4078
Sarah Kuehnel
Ogletree, Deakins, Nash, Smoak & Stewart, P.C.
- Of Counsel, Ogletree, Deakins, Nash, Smoak & Stewart, P.C.
- Practice emphasizes all aspects of employment law
- Conducts regular seminars and workshops on numerous topics for employers, such as recent employment law news, hiring practices, telecommuting arrangements, and retaliation
- Author of several publications related to the areas of pre-employment testing, disparate impact, wage and hour issues, and disability accommodations
- J.D. degree, Washington University School of Law
- Admitted to practice in Missouri, Illinois, and Florida
- Can be contacted at [email protected] or 314-412-8059
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