PSY 3711 1st Edition Lecture 16 Outline of Last Lecture I Terms II Context III Examining evidence for bias IV Legal issues with subgroup differences Outline of Current Lecture V Disparate treatment VI Disparate impact VII Us legal backdrop VIII Civil rights act of 1991 IX Americans with disabilities act of 1990 X Characteristics of medical screen XI Equal employment opportunity commission EEOC XII Testing and the civil rights act XIII Clinical synthesis Current Lecture I II III IV Disparate treatment a Based on intention to discriminate b Direct evidence c Circumstantial evidence d Mixed motive Disparate impact a Based on unintentional discrimination b Common standards or procedures applied leads to substantial difference in outcomes for members of a group and unrelated to success on the job US legal backdrop a US constitution 13th and 14th amendment b Civil rights act of 1866 right to make and enforce employment contracts c Civil rights act of 1871 right to sue in federal court if deprived of constitutional rights d Equal pay act of 1963 equal pay rate across sexes for substantially equal work Civil rights act of 1991 a No separate cutoffs These notes represent a detailed interpretation of the professor s lecture GradeBuddy is best used as a supplement to your own notes not as a substitute V VI VII VIII IX b No separate norms c No bonus points d No quota Americans with disabilities act of 1990 a Employer is prohibited from discriminating against a qualified individual with a disability b Implications for employers c Accessibility of public buildings d Reasonable accommodations to be made e Pre employment physicals f Medical info must be kept separate from other work related information g Drug testing permissible Characteristics of medical screen a Is test designed to reveal impairment or physical or mental health b Is the test normally given in a medical setting c Is the test administered or interpreted by a health care professional d Is medical equipment used e For clinical personality tests the answer to i and ii are yes and iii iv are no Equal employment opportunity commission EEOC a Independent regulatory agency charged with enforcing federal civil rights law b Adverse impact occurs when the selection ratio for a protected minority group is lower than that of the majority Testing and the civil rights act a Law prohibits intentional discrimination b Unnecessary for plaintiff to prove intentional discrimination c Job related tests and other selection procedures are legal and useful d Employer bears burden of proof that requirements are related to job performance e Selection tools must be based on job analysis Clinical synthesis a Predictor scores are combined using an equation based method to create a final composite score b Predictor and final composite scores are given to expert c Expert then combines all of the info into their final rating d The ideal behind this is to give expert a foundation for making a good decision but also latitude to contribute their own expertise