What is the 4/5ths rule?

The Four-Fifths rule states that if the selection rate for a certain group is less than 80 percent of that of the group with the highest selection rate, there is adverse impact on that group.

How does the 4/5ths rule work?

The four-fifths rule prescribes that a selection rate for any group (classified by race, orientation or ethnicity) that is less than four-fifths of that for the group with the highest rate constitutes evidence of adverse impact (also called 'disparate impact'), that is, discriminatory effects on a protected group.

Is the 4/5ths rule a law?

This "4/5ths" or "80%" rule of thumb is not intended as a legal definition, but is a practical means of keeping the attention of the enforcement agencies on serious discrepancies in rates of hiring, promotion and other selection decisions.

What is the 4/5ths of 80% rule in the EEOC guidelines?

The four-fifths or 80% rule is described by the guidelines as “a selection rate for any race, sex, or ethnic group which is less than four-fifths (or 80%) of the rate for the group with the highest rate will generally be regarded by the Federal enforcement agencies as evidence of adverse impact, while a greater than ...

What is adverse impact and four-fifths rule?

Adverse impact and the “four-fifths rule.” A selection rate for any race, sex, or ethnic group which is less than four-fifths ( 4/5) (or eighty percent) of the rate for the group with the highest rate will generally be regarded by the Federal enforcement agencies as evidence of adverse impact, while a greater than four ...

What is the rule? Challenging homework question

What is the 80% rule in HR?

The 80% rule was created to help companies determine if they have been unwittingly discriminatory in their hiring process. The rule states that companies should be hiring protected groups at a rate that is at least 80% of that of white men.

What is the four fifths rule quizlet?

-The 4/5ths Rule is a rule of thumb under which they will generally consider a selection rate for any race, sex, or ethnic group which is less than four-fifths (4/5th) or eighty percent (80%) of the selection rate for the group with the highest selection rate as a substantially different rate of selection.

Why is it important to consider the 4/5 rule during selection efforts quizlet?

According to the Uniform Guidelines, a selection program has an adverse impact when the selection rate for any racial, ethnic, or sex class is less than four-fifths (or 80 percent) of the rate of the class with the highest selection rate.

How do you prove adverse impact?

To demonstrate adverse impact, a plaintiff must show that a particular policy or practice on the part of an employer results in a certain amount of discrimination towards a protected group.

What is disparaging treatment?

Disparate treatment is a way to prove illegal employment discrimination. An employee who makes a disparate treatment claim alleges that he or she was treated differently than other employees who were similarly situated, and that the difference was based on a protected characteristic.

Is adverse impact illegal?

Under this construct, you could have a selection procedure that causes unintentional adverse impact, but it's not illegal, but employers should take every measure to ensure the hiring process is fair and consistent, and most employment attorneys will encourage you to avoid adverse impact.

How is impact ratio calculated?

Calculate the impact ratio by comparing the representation rate for each group with that of the most favored group. Multiply this result by 100 to express the result as a percentage.

Does Title VII apply to private employers?

Title VII applies to private-sector employers with 15 or more employees, to state and local government employers with 15 or more employees, and to the federal government as an employer. Title VII also applies to unions and employment agencies.

Which of the following is responsible for enforcing the Age discrimination in employment Act?

The Equal Employment Opportunity Commission, or EEOC, is the agency responsible for enforcing the ADEA.

What did Title VII of the Civil Rights Act of 1964 achieve?

Title VII prohibits employment discrimination based on race, color, religion, sex and national origin.

What is the term used for adverse impact occurring when the hiring rate of one group is less than 80% of another group?

Measuring Adverse Impact: The Four-Fifths Rule

The Four-Fifths rule states that if the selection rate for a certain group is less than 80 percent of that of the group with the highest selection rate, there is adverse impact on that group.

What does the Ofccp examine when it conducts an impact ratio analysis?

An impact ratio analysis compares applicants to hires using various statistical tests in order to identify adverse impact (a substantially different selection rate for members of a protected group) as required by the OFCCP's regulations.

When hiring through a campus recruitment process the recruiter should be aware that the candidate is likely to lack?

When hiring through a campus recruitment process, the recruiter should be aware that the candidate is likely to lack: actual experience in the specific field for which they are hired.

What is the 80/20 tip rule?

Little has changed when it comes to the “80/20” part of the tip credit rule. It's just now more explicitly defined: an employee must spend a minimum of 80% of their time doing “tip-producing work” and no more than 20% of their time doing “tip-supporting work” in order to take a tip credit.

What is the 80/20 rule in marriage?

The 80/20 relationship theory states that you can only get about 80% of your wants and needs from a healthy relationship, while the remaining 20% you need to provide for yourself. Sounds like the perfect excuse to treat yourself to a spa day. This idea of an 80/20 time split is nothing new.

What is the 80/20 rule in work?

Productivity. You can use the 80/20 rule to prioritize the tasks that you need to get done during the day. The idea is that out of your entire task list, completing 20% of those tasks will result in 80% of the impact you can create for that day.

What is an example of adverse impact in layoffs?

Most of the time, adverse impact is an unwanted or unanticipated consequence of an employment practice. An often-named example is that of a company conducting background checks for one group of candidates (A) but not for another (B).

What is the purpose of the Pregnancy Discrimination Act?

The Pregnancy Discrimination Act (PDA) forbids discrimination based on pregnancy when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, such as leave and health insurance, and any other term or condition of employment.

What is systemic discrimination mean?

Systemic discrimination involves the procedures, routines and organisational culture of any organisation that, often without intent, contribute to less favourable outcomes for minority groups than for the majority of the population, from the organisation's policies, programmes, employment, and services.