Adverse Impact
MEMO
To: Marilyn Gonzalez and Daryl Perrone
From: Trina Perry
Subject: Adverse Impact
Date: April 30, 2013
-------------------------------------------------
The success of Tanglewood’s strong culture is due to the company’s original mission. The company must continue to be dependent on and carry out its original operation. Meanwhile the company has assessed the practice of past predictors because of numerous complaints from managers about employees that have not been adhering to the company’s mission. The company has since improved its hiring strategy. In addition to this adjustment, it is essential that the company assess any new outcomes such as adverse impact and respond to the reactions of store managers.
The company must make certain its new hiring strategy does not inadvertently affect any member of a protected group. All managers must understand the potential allegations of this policy. They must be comprehensive on how to manage the business to avoid adverse impact claims. The managers must comprehend the implications of this policy and be aware of how to manage the business in such a way as to avoid this type of claim. Listed below are guidelines on how to avoid an adverse impact claim. 1. Provide an accurate job analysis and job description.
Managers must remain persistent in aligning the job document with the company’s strategies and goals. They must also update the job documents as often as they alter the strategies and goals.
2. It is essential to document everything.
Make a record of any and everything that pertains to the hiring or potential hiring of employees, selecting, training, and firing employees. Documentation delivers legitimate proof of all decisions assuring they are job related and founded on the company’s strategies and goals.
3. Conduct precise performance assessments.
Measure the employees job performance based on job related standards. This will confirm whether the employee is performing to
To: Marilyn Gonzalez and Daryl Perrone
From: Trina Perry
Subject: Adverse Impact
Date: April 30, 2013
-------------------------------------------------
The success of Tanglewood’s strong culture is due to the company’s original mission. The company must continue to be dependent on and carry out its original operation. Meanwhile the company has assessed the practice of past predictors because of numerous complaints from managers about employees that have not been adhering to the company’s mission. The company has since improved its hiring strategy. In addition to this adjustment, it is essential that the company assess any new outcomes such as adverse impact and respond to the reactions of store managers.
The company must make certain its new hiring strategy does not inadvertently affect any member of a protected group. All managers must understand the potential allegations of this policy. They must be comprehensive on how to manage the business to avoid adverse impact claims. The managers must comprehend the implications of this policy and be aware of how to manage the business in such a way as to avoid this type of claim. Listed below are guidelines on how to avoid an adverse impact claim. 1. Provide an accurate job analysis and job description.
Managers must remain persistent in aligning the job document with the company’s strategies and goals. They must also update the job documents as often as they alter the strategies and goals.
2. It is essential to document everything.
Make a record of any and everything that pertains to the hiring or potential hiring of employees, selecting, training, and firing employees. Documentation delivers legitimate proof of all decisions assuring they are job related and founded on the company’s strategies and goals.
3. Conduct precise performance assessments.
Measure the employees job performance based on job related standards. This will confirm whether the employee is performing to