PSY 3711 1st Edition Lecture 16Outline of Last Lecture I. TermsII. ContextIII. Examining evidence for biasIV. Legal issues with subgroup differencesOutline of Current LectureV. Disparate treatmentVI. Disparate impactVII. Us legal backdropVIII. Civil rights act of 1991IX. Americans with disabilities act of 1990X. Characteristics of medical screenXI. Equal employment opportunity commission (EEOC)XII. Testing and the civil rights actXIII. Clinical synthesisCurrent LectureI. Disparate treatmenta. Based on intention to discriminateb. Direct evidencec. Circumstantial evidenced. Mixed motiveII. Disparate impacta. Based on unintentional discriminationb. Common standards or procedures applied  leads to substantial difference in outcomes for members of a group and unrelated to success on the jobIII. US legal backdropa. US constitution  13th and 14th amendmentb. Civil rights act of 1866  right to make and enforce employment contractsc. Civil rights act of 1871  right to sue in federal court if deprived of constitutional rightsd. Equal pay act of 1963  equal pay rate across sexes for substantially equal workIV. Civil rights act of 1991a. No separate cutoffsThese 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.b. No separate normsc. No bonus pointsd. No quotaV. Americans with disabilities act of 1990a. Employer is prohibited from discriminating against a qualified individual with a disabilityb. Implications for employersc. Accessibility of public buildingsd. Reasonable accommodations to be madee. Pre-employment physicalsf. Medical info must be kept separate from other work related informationg. Drug testing permissibleVI. Characteristics of medical screena. Is test designed to reveal impairment or physical or mental healthb. Is the test normally given in a medical settingc. Is the test administered or interpreted by a health care professional d. Is medical equipment usede. For clinical personality tests, the answer to i and ii are yes and iii/iv are noVII. Equal employment opportunity commission (EEOC)a. Independent regulatory agency charged with enforcing federal civil rights lawb. Adverse impact occurs when the selection ratio for a protected minority group is lower than that of the majorityVIII. Testing and the civil rights acta. Law prohibits intentional discriminationb. Unnecessary for plaintiff to prove intentional discriminationc. Job related tests and other selection procedures are legal and usefuld. Employer bears burden-of-proof that requirements are related to job performancee. Selection tools must be based on job analysisIX. Clinical synthesisa. Predictor scores are combined using an equation based method to create a final composite scoreb. Predictor and final composite scores are given to expertc. Expert then combines all of the info into their final ratingd. The ideal behind this is to give expert a foundation for making a good decision but also latitude to contribute their own