Hrmn 408/6380 Employment Law For Business Case Study
Assignment #2
Recruitment Exercise
University Maryland University College
HRMN 408 6380 Employment Law for Business
Professor Dawn Murphy
June 18, 2017
MEMORANDUM
TO: Fire Commission
FROM:
DATE: June 18, 2017
SUBJECT: Recruitment Practices
Recruiting and selecting the right individual for a risky, yet rewarding career in the field of firefighting can be a daunting task; however, this process is vital to the health of the department.
The purpose of this memo is to discuss previous recruitment practices within the city’s Fire Department and how the practices will improve to allow for a more diverse workforce.
The city has a population of approximately 1 million people; of that million, 30% of the city’s residents are
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The disparate impact theory of discrimination was first addressed by the Supreme Court in a 1971 case called Griggs v. Duke Power Co. In Griggs, a group of African-American workers at a North Carolina power plant alleged that their employer’s practice of requiring a high-school diploma and the successful completion of two aptitude tests as prerequisites for promotions discriminated on the basis of race. Many disparate impact cases over the past 30 years have involved challenges to the testing and promotions policies of fire departments, police departments, and other municipal agencies. For example, in Isabel v. City of Memphis, a group of African-American sergeants in the Memphis Police Department filed suit against the City of Memphis, alleging that the department’s written test governing promotions to lieutenant had a racially disparate impact. The dispute arose after the industrial psychologist who had designed the test used a cutoff score to determine which sergeants were eligible to proceed to the next step of the promotions process. That cutoff score resulted in several African-American sergeants being excluded from the pool of promotion-eligible candidates (Peeples, …show more content…
HR will continue to ensure there are no Title VII violations during the recruiting and selection process. To defend the adequacy of the recruitment and testing methods against a possible challenge, the HR department will train all hiring managers in basic employment law best practices. Also, accurate, clear, and complete records will be maintained by the HR department; demonstrating that employment decisions were based on legitimate, non-discriminatory business reasons can help defend discrimination
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