Pre-Employment Testing Prediction Of Employee Success And Legal Issues: A Revisitation Of Griggs V. Duke Power
Pre-Employment Testing Prediction Of Employee Success And Legal Issues: A Revisitation Of Griggs V. Duke Power
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就业前测试预测员工的成功和法律问题：重温格里格斯诉杜克电力公司
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发表时间：
2011
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通讯作者：
Martin D. Carrigan
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作者：
Martin D. Carrigan
入职前测试已经成为组织中用来选择成功员工的增长最快的工具之一。人力资源经理和招聘经理可以使用各种各样的测试工具。自西格蒙德·弗洛伊德（Sigmund Freud）时代以来，对员工的测试就已经发展起来，随着格里格斯诉杜克电力公司（Duke Power）一案的影响，测试进入了法律领域。自格里格斯案以来，“测试”在就业背景下必须是“相关的”和“有效的”，并将举证责任留给雇主，以证明其雇佣做法不存在歧视，任何不同的影响都是由企业明确证明的。自格里格斯案以来，雇主们已经开发出了在法律上符合法律条文的测试，但仍然允许非法歧视，可能会违反法律精神。本文对近年来的判例法进行了梳理，并得出结论。
Pre-employment testing has become one of the fastest-growing tools used to select successful employees within organizations. A variety of testing tools are at the disposal of Human Resource managers and hiring managers. Testing of employees has developed since the time of Sigmund Freud, and testing entered the legal arena with the seminal case of Griggs v. Duke Power. Ever since the Griggs case, “tests” need to be “relevant” and “valid” when given in the employment context, and left the burden of proof on the employer to demonstrate that its employment practices were not discriminatory, and that any disparate effects were clearly justified by the business. Since the Griggs case, employers have developed tests that legally comply with the letter of the law, but may violate the spirit of the law by still permitting illegal discrimination. This paper looks at recent case law and draws a conclusion.