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Even if you are placed on a roster, we recommend that you sign up for the Job Alert (for instructions, please see the Applicants Manual (section 5.2, page 55) available in .pdf on the top left of this page.) and/or regularly search our website for job openings and actively apply for positions for which you think you are qualified. Make sure that what you write won't land you in trouble with our guide to reference law... Basically, EEOC takes the position that because statistical evidence shows that a higher percentage of minorities than non-minorities has had financial or criminal history problems in the past, taking an adverse job action based upon such factors has an disproportionate and unfair impact (in EEOC terms, "disparate impact") upon minorities, and the burden will be on the employer to show a legitimate, job-related reason for taking the adverse job action.

Pages: 24

Publisher: Holiday House (July 1, 2014)

ISBN: 0823431827

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