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| disparate impact analysis rif: Adverse Impact Analysis Scott B. Morris, Eric M. Dunleavy, 2016-12-01 Compliance with federal equal employment opportunity regulations, including civil rights laws and affirmative action requirements, requires collection and analysis of data on disparities in employment outcomes, often referred to as adverse impact. While most human resources (HR) practitioners are familiar with basic adverse impact analysis, the courts and regulatory agencies are increasingly relying on more sophisticated methods to assess disparities. Employment data are often complicated, and can include a broad array of employment actions (e.g., selection, pay, promotion, termination), as well as data that span multiple protected groups, settings, and points in time. In the era of big data, the HR analyst often has access to larger and more complex data sets relevant to employment disparities. Consequently, an informed HR practitioner needs a richer understanding of the issues and methods for conducting disparity analyses. This book brings together the diverse literature on disparity analysis, spanning work from statistics, industrial/organizational psychology, human resource management, labor economics, and law, to provide a comprehensive and integrated summary of current best practices in the field. Throughout, the description of methods is grounded in the legal context and current trends in employment litigation and the practices of federal regulatory agencies. The book provides guidance on all phases of disparity analysis, including: How to structure diverse and complex employment data for disparity analysis How to conduct both basic and advanced statistical analyses on employment outcomes related to employee selection, promotion, compensation, termination, and other employment outcomes How to interpret results in terms of both practical and statistical significance Common practical challenges and pitfalls in disparity analysis and strategies to deal with these issues |
| disparate impact analysis rif: Panel Release United States. Federal Service Impasses Panel, 2004 |
| disparate impact analysis rif: Representing the Corporation Richard H. Weise, 1996-01-01 Representing the Corporation gives you the inside track on understanding the legal services the corporation is really seeking from its counsel. Richard H. Weise shares his 30 years of experience in corporate legal affairs to show you how to develop practices that are in tune with the needs and requirements of the client. Weise offers valuable guidance to in-house counsel and practitioners on: Getting client feedback effectively -- Developing a healthy interdependent relationship with the client -- Implementing an effective dispute resolution strategy...an important client satisfier -- Helping a client with ethics management issues -- Offering the client a no surprises covenant. -- Working with the client on important compliance issues and crisis management. -- Plus leading-edge coverage of vital topics such as the law of the Internet, international corporate practice, intellectual property, securities law, government contracting, tax, mergers and acquisitions, and more.Representing the Corporation contains a wealth of adaptable sample forms, checklists, spreadsheets, in-house reports, and manuals for your particular situation. |
| disparate impact analysis rif: Employment Practices Decisions , 2007 A full-text reporter of decisions rendered by Federal and State courts throughout the United States on Federal and State employment practices problems. |
| disparate impact analysis rif: Equal Employment Law Update , 2007 |
| disparate impact analysis rif: Human Resources Management , 2008 |
| disparate impact analysis rif: Practitioner's Guide to Legal Issues in Organizations Chester Hanvey, Kayo Sady, 2015-05-26 This highly useful reference outlines best practices in key areas of human resources that are not only fair and equitable, but that can withstand legal scrutiny. Industrial/organizational experts apply their empirical knowledge and practical experience to aspects of HR that are commonly litigated, including broad and specific topics in testing of potential employees, disability issues, compensation and pay equity, and work hours. The book is written to be accessible to readers currently in HR-related graduate-level training as well as HR practitioners with or without background in industrial/organizational psychology. And to add to its utility, chapters feature practical strategies for addressing each of the legal issues presented. Among the topics covered: Measuring adverse impact in employee selection decisions. Using background checks in the employee selection process. Disabilities: best practices for vulnerabilities associated with the ADA. Physical abilities testing. Wage and hour litigation. Clinical psychological testing for employee selection. Conducting compensation equity analyses. Practitioner’s Guide to Legal Issues in Organizations brings clear, up-to-date information to graduate students studying human resources, management, industrial/organizational psychology who are interested in legal issues, as well as applied HR practitioners such as industrial/organizational psychologists, human resources generalists, management and labor economists. |
| disparate impact analysis rif: Federal Register , 2012-03 |
| disparate impact analysis rif: BNA's Employment Discrimination Report , 2010 |
| disparate impact analysis rif: Litigation Services Handbook Roman L. Weil, 2010-04-26 In the last twenty years, the need for a financial expert to act as a witness and consultant to litigating attorneys has grown even more than litigation itself. This handbook includes all aspects of litigation services, including current environments, the process itself, a wealth of cases, how to prove damages, and practical considerations of court appearances. It thoroughly covers the fine points of trial preparation and testimony presentation. Also, discussion is offered for understanding Sarbanes-Oxley rulings and fraud investigations. Accountants and attorneys working in litigation will benefit from this book. |
| disparate impact analysis rif: Fair Employment Practice Cases , 2004 With case table. |
| disparate impact analysis rif: A Guide to Merit Systems Protection Board Law and Practice Peter B. Broida, 2001 This Guide has been used around the world by federal agencies, labor unions, attorneys, arbitrators, and adjudicators for research, quidance, and training. The text analyzes thousands of published decisions of the Court of Appeals for the Federal Circuit. It is updated annually. |
| disparate impact analysis rif: Handling Mergers & Acquisitions in High-tech and Emerging Growth Environments Michael J. Kennedy, Practising Law Institute, 1998 |
| disparate impact analysis rif: Reductions in Force , 2001 |
| disparate impact analysis rif: Federal Affirmative Action Efforts in Mid-America , 1983 |
| disparate impact analysis rif: Federal Labor Relations Reporter , 2005 Contents: v. 1. Decisions -- 2. Arbitrations. |
| disparate impact analysis rif: Handbook of Employee Selection James L. Farr, Nancy T. Tippins, 2017-03-27 This second edition of the Handbook of Employee Selection has been revised and updated throughout to reflect current thinking on the state of science and practice in employee selection. In this volume, a diverse group of recognized scholars inside and outside the United States balance theory, research, and practice, often taking a global perspective. Divided into eight parts, chapters cover issues associated with measurement, such as validity and reliability, as well as practical concerns around the development of appropriate selection procedures and implementation of selection programs. Several chapters discuss the measurement of various constructs commonly used as predictors, and other chapters confront criterion measures that are used in test validation. Additional sections include chapters that focus on ethical and legal concerns and testing for certain types of jobs (e.g., blue collar jobs). The second edition features a new section on technology and employee selection. The Handbook of Employee Selection, Second Edition provides an indispensable reference for scholars, researchers, graduate students, and professionals in industrial and organizational psychology, human resource management, and related fields. |
| disparate impact analysis rif: Handling Mergers & Acquisitions in a High-tech and Emerging Growth Environment Michael J. Kennedy, 1997 |
| disparate impact analysis rif: Advanced Strategies in Litigating, Settling, and Avoiding Unjust Dismissal and Age Discrimination Claims, 1987 , 1987 |
| disparate impact analysis rif: Decisions of the United States Merit Systems Protection Board United States. Merit Systems Protection Board, 1983 |
| disparate impact analysis rif: Employment Law Update , 2002 |
| disparate impact analysis rif: Age Discrimination , 1998 |
| disparate impact analysis rif: Principles of School Business Management R. Wood Craig, David C. Thompson, Lawrence O. Picus, Don I. Tharpe, 2015-04-16 A must-read for anyone involved in school business management, this comprehensive textbook addresses a broad range of topics—from the basics of accounting principles to strategic planning, legal liability, taxation, purchasing, budgeting, and management information systems. Chapters focus on such key issues as total quality management, site-based management, and the future of school business management. Each chapter is designed to serve as a stand-alone teaching unit or as a reference to an area of particular interest. |
| disparate impact analysis rif: West's Federal Reporter , 2003 |
| disparate impact analysis rif: West's Federal Supplement , 1998 |
| disparate impact analysis rif: Employment Discrimination Law Robert Belton, 2004 Reflecting the dominate theme of workplace equality, the authors go beyond this general consensus to affirm that the fundamental purpose of laws prohibiting employment discrimination is to implement the national civil rights policy. Organized around an examination of the reach and limits of laws, the book scrutinizes the federal statutory protection against employment discrimination. Constitutional provisions and state laws are included where appropriate. In addition, this new edition extensively uses scholarship drawn from the work of critical race theorists and feminist legal scholars. It also has materials on the law and economics approach to employment discrimination. |
| disparate impact analysis rif: A Guide to Federal Sector Equal Employment Law & Practice , 1999 |
| disparate impact analysis rif: Clearinghouse Review , 1995 |
| disparate impact analysis rif: Equal Employment Law Update B N A Books, 2003 |
| disparate impact analysis rif: The Oxford Handbook of Personnel Assessment and Selection Neal Schmitt, 2013-12-15 Employee selection has long stood at the practical forefront of industrial/organizational psychology. Today's social, business, and economic climates require ongoing adaptations by those who select organizations' personnel, and research on the topic helps gauge the impact of these adaptations and their implications for human performance and potential. The Oxford Handbook of Personnel Assessment and Selection codifies the wealth of new research surrounding employee selection (web-based assessments, social networking, globalization of organizations), situating them alongside more traditional practices to establish the best and most relevant research for both professionals and academics. Comprising chapters from authors in both the private sector and academia, this volume is organized into seven parts: (1) historical and social context of the field of assessment and selection; (2) research strategies; (3) individual difference constructs that underlie effective performance; (4) measures of predictor constructs; (5) employee performance and outcome assessment; (6) societal and organizational constraints on selection practice; and (7) implementation and sustainability of selection systems. While providing a comprehensive review of current research and practice, the purpose of this handbook is to provide an up-to-date profile of each of the areas addressed and highlight current questions that deserve additional attention from researchers and practitioners. This compendium is essential reading for industrial/organizational psychologists and human resource managers. |
| disparate impact analysis rif: A New Approach to Journalism Alexandra Kitty, 2020-07-09 This ground-breaking textbook finally provides a new approach to journalism. With the Internet and the collapse of traditional journalism created in a pre-social media era, this book presents an alternative through both an empirical and experimental approach. This exciting new model allows a bold new method of connecting with the world, where diversity and multiple perspectives are now the norm. This book shows students a bright new path: one that is narrative-free, and presents verified facts in a simple, interconnected way. We can see how the world interconnects, shifts, changes, evolves, and diverges over time. The focus here is not on labels, roles, or stories; rather, the book provides facts that are both refined and empirically tested. It is a form of applied psychology that brings the laboratory to the real world. With unique experiments and exercises, the reader will see reality and truth in a whole new light, where new worlds are waiting to be explored. |
| disparate impact analysis rif: West's Federal Practice Digest 4th , 1989 |
| disparate impact analysis rif: Federal Equal Opportunity Reporter , 1998-04 |
| disparate impact analysis rif: Government Employee Relations Report , 2010 |
| disparate impact analysis rif: The Federal Reporter , 1982 |
| disparate impact analysis rif: Cases Adjudged United States. Court of Appeals (District of Columbia Circuit), United States. Court of Appeals (District of Columbia Circuit)., 1981 |
| disparate impact analysis rif: United States Court of Appeals for the District of Columbia Circuit United States. Court of Appeals (District of Columbia Circuit), 1981 |
| disparate impact analysis rif: Bender's Labor & Employment Bulletin , 2004 |
| disparate impact analysis rif: Civil Rights , 1994 |
| disparate impact analysis rif: West's New York Digest, 4th , 1989 |
DISPARATE Definition & Meaning - Merriam-Webster
The meaning of DISPARATE is markedly distinct in quality or character. How to use disparate in a sentence. Did you know? Synonym Discussion of Disparate.
DISPARATE | English meaning - Cambridge Dictionary
German newspapers have carried reports of sightings in such disparate places as Switzerland, Iran, and Paraguay. In the remaining two cases, two factors emerge, the disparate nature of …
DISPARATE Definition & Meaning | Dictionary.com
Disparate definition: distinct in kind; essentially different; dissimilar.. See examples of DISPARATE used in a sentence.
disparate adjective - Definition, pictures, pronunciation and ...
made up of parts or people that are very different from each other. Want to learn more? (of two or more things) so different from each other that they cannot be compared or cannot work …
Disparate - Definition, Meaning & Synonyms - Vocabulary.com
Disparate things are very different from each other. Near synonyms are unequal and dissimilar. The adjective disparate is from Latin disparātus, from disparāre "to separate, divide," from the …
DISPARATE definition and meaning | Collins English Dictionary
Disparate things are clearly different from each other in quality or type. Scientists are trying to pull together disparate ideas in astronomy. The nine republics are immensely disparate in size, …
What does DISPARATE mean? - Definitions.net
Disparate refers to things or elements that are fundamentally distinct or diverse in kind, character, or quality; they are so unlike each other that they cannot be easily compared or grouped …
disparate - Wiktionary, the free dictionary
Jan 2, 2025 · disparate (comparative more disparate, superlative most disparate) Composed of inherently different or distinct elements; incongruous . The board of the company was …
disparate, adj. & n. meanings, etymology and more | Oxford ...
What does the word disparate mean? There are five meanings listed in OED's entry for the word disparate . See ‘Meaning & use’ for definitions, usage, and quotation evidence.
disparate
The term 'disparate' is a fascinating word that highlights the beauty of difference. Derived from Latin, it captures the essence of variety and contrast, making it a valuable addition to …
DISPARATE Definition & Meaning - Merriam-Webster
The meaning of DISPARATE is markedly distinct in quality or character. How to use disparate in a sentence. Did you know? Synonym Discussion of Disparate.
DISPARATE | English meaning - Cambridge Dictionary
German newspapers have carried reports of sightings in such disparate places as Switzerland, Iran, and Paraguay. In the remaining two cases, two factors emerge, the disparate nature of …
DISPARATE Definition & Meaning | Dictionary.com
Disparate definition: distinct in kind; essentially different; dissimilar.. See examples of DISPARATE used in a sentence.
disparate adjective - Definition, pictures, pronunciation and ...
made up of parts or people that are very different from each other. Want to learn more? (of two or more things) so different from each other that they cannot be compared or cannot work …
Disparate - Definition, Meaning & Synonyms - Vocabulary.com
Disparate things are very different from each other. Near synonyms are unequal and dissimilar. The adjective disparate is from Latin disparātus, from disparāre "to separate, divide," from the …
DISPARATE definition and meaning | Collins English Dictionary
Disparate things are clearly different from each other in quality or type. Scientists are trying to pull together disparate ideas in astronomy. The nine republics are immensely disparate in size, …
What does DISPARATE mean? - Definitions.net
Disparate refers to things or elements that are fundamentally distinct or diverse in kind, character, or quality; they are so unlike each other that they cannot be easily compared or grouped …
disparate - Wiktionary, the free dictionary
Jan 2, 2025 · disparate (comparative more disparate, superlative most disparate) Composed of inherently different or distinct elements; incongruous . The board of the company was …
disparate, adj. & n. meanings, etymology and more | Oxford ...
What does the word disparate mean? There are five meanings listed in OED's entry for the word disparate . See ‘Meaning & use’ for definitions, usage, and quotation evidence.
disparate
The term 'disparate' is a fascinating word that highlights the beauty of difference. Derived from Latin, it captures the essence of variety and contrast, making it a valuable addition to …
