加里·德斯勒(Gary Dessler),美国佛罗里达国际大学工商管理学院管理与国际商业系教授。著名的人力资源管理和组织管理专家,并担任人事招聘、人事政策、雇员测评与甄选以及战略规划等领域的专业咨询顾问。致力于人力资源管理和组织管理领域的研究,在美国《管理学会杂志》(Academy of Management Journal)等去著名刊物上发表了大量学术论文。撰写的《人力资源管理》教科书白面世以来,被翻译成十余种文字在许多国家和地区出版。
Burden of Proof First. CRA 199 1 addressed the issue of burden of pro of. Burden of proofl in this case. what the plaintiff must show to establish possible illegal discrimination. and what the employer must show to defend its actions——plays a central role in equal employment cases. Today,the heaviest burden is again on the employer. In particular, the process of filing a discrimination charge goes something like this. The plaintiff(say,a reiected applicant)demonstrates that an employment practice(such as a test)has a disparate(or“adverse”)impact on a particular group.Disparate impact“means that an employer engages in an employment practice or policy that has a greater adverse impact【effect】on the members of a protected group under Titie VII than on other employees,regardless of in tent.”(Requiring a college degree for a job would have an adverse impact on some minority groups,for instance.)Disparate impact claims do not require proof of discrimina。tory intent. Instead.the plaintiff’s burden is to show two things. First,he or she must showthat a significant disparity exists between the proportion of(say)women m the availablelabor pool and the proportion hired. Second,he or she must show that an apparently neutral employment practice,such as word-of-mouth advertising or a requirement that the jobholder“be able to lift 100 pounds,is causing the disparity.
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