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Make sure supervisors know these common justifications for harassment are unacceptable.
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The U.S. Equal Employment Opportunity Commission (EEOC) on Dec. 3, 2007, issued an extensive fact sheet that describes how to apply federal anti-discrimination laws to employer tests and other applicant selection and screening procedures used during the employment process.
“This fact sheet will help employers voluntarily comply with EEOC-enforced statutes, as companies seek lawful and efficient ways to screen large numbers of applicants,” said Commission Chair Naomi C. Earp. “Tests and other selection tools can be an effective means of making employment decisions, as long as they are not used to screen out individuals in a discriminatory way.”
The fact sheet describes common types of employer-administered tests and selection procedures, including cognitive tests, personality tests, medical examinations, credit checks and criminal background checks. It suggests “best practices” for employers to follow when using them. For example, the EEOC says:
For more information about experiences and challenges encountered by employers, employees and job seekers in testing, read the testimony from the commission’s meeting on testing.
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