Author Question: Which of the following is an example of adverse impact? A. At a large manufacturing company, only ... (Read 69 times)

LaDunn · **on:** Jul 7, 2018

Which of the following is an example of adverse impact?

A. At a large manufacturing company, only employees with college degrees are considered for supervisory positions. The employees working in the factory are predominantly Hispanic and Asian, but there are no Hispanic or Asian supervisors.
B. A small police department has implemented a physical agility test for all its current police officers. The test includes a short distance sprint, a wall to be climbed, and a requirement that each participant do four underhand, free-hang pull-ups. If any officer fails the test, they will be given three months to retest, and if they fail again, they are terminated. Fifteen percent of the police officers currently employed at this department are women, and they all failed the test on the first try. Five percent of male officers failed the test on the first try.
C. Language interpreters for a telephone-based interpreting firm are given written and verbal tests to ensure that their language skills are sufficient for certain types of jobs. If employees fail the test, they are given three months to retest and if they fail again, they are terminated. One quarter of the employees failed the written test the first time they took it.
D. One particular supervisor at an insurance company consistently gives lower performance ratings to employees who are Hispanic or black than he gives to employees who are white or Asian. Low performance ratings effect promotions and pay increases.

Question 2

Describe what a decision-making leave is and what it is used for.

What will be an ideal response?

Melissahxx · **Reply #1 on:** Jul 7, 2018

Answer to Question 1

B

Answer to Question 2

A decision-making leave is a once-in-a-career day of contemplation in which an employee is allowed to take a paid one day leave to stay home and decide whether working in this organization is what he or she really wants to do. Its purpose is to give the employee an opportunity to evaluate his or her current work effort, to see if the employee will improve his or her performance in the work place. In addition, a decision-making leave holds the employee responsible for their future actions with the organization.