Discussion 2: The Legal Implications of Selection Methods
Although reading the legal decisions in this week’s Learning Resources at first may appear cumbersome, you should now realize that they could provide good insight into the world of personnel psychology. You now may have a better understanding about the areas concerning disparate impact and intentional discrimination. There certainly have been many challenges to organizations’ selection methods. For example, in Connecticut v Teal, the Supreme Court decided that an organization is liable for discrimination when any part of its selection process is not shown to be valid and has an adverse impact, even if the final hiring outcome is racially balanced (The U.S. Equal Employment Opportunity Commission, n.d.). The Supreme Court made clear that the fair employment laws protect the individual and not the overall group. After Connecticut v Teal, do you agree with the Supreme Court’s decision? Whether you agree or not, the Supreme Court decision is the law of the land. How do you think it may help you as a future consultant?
For this Discussion, select a litigated employment case from the Learning Resources or another court case of your interest. Please do not use Connecticut v Teal. Consider whether you agree or disagree with the court’s decision in the case.
The U.S. Equal Employment Opportunity Commission. (n.d.). Selected Supreme Court decisions. Retrieved February 15, 2012, from http://www.eeoc.gov/eeoc/history/35th/thelaw/supreme_court.html
With these thoughts in mind:
Post by Day 5 a brief summary of the court case you selected, including the employee selection method and the selection issue. Summarize the opposing positions and explain whether you agree with the court decision and justify your position. Support your response with the Learning Resources and current literature.
Your post should be three paragraphs. Be sure to support your postings and responses with specific references to the Learning Resources. APA format.