This document records testimony from a hearing before the Committee on Education and the Workforce that was held to examine America's opportunities for hiring and employment. Member statements were provided by: (1) Honorable Virginia Foxx, Chairwoman, Committee on Education and the Workforce; and (2) Honorable Robert Scott,' 'Bobby'', Ranking…

This is the fourth in a series of hearings to increase the employment participation rate for all people; for all individuals with disabilities. The focus of this hearing is on persons who are deaf or hard-of-hearing, in part because they have achieved greater success in the labor market than other groups identified by the U.S. Census Bureau as…

Examines the Uniform Guidelines on Employee Selection Procedures. Emphasizes the methods of validating selection procedures. (IRT)

Reports the minimum professional standards and ethical considerations for users of the assessment center method as those standards and considerations were developed by the Task Force on Assessment Center Standards. (Author/IRT)

Compares the proposed Equal Employment Opportunity Commission (EEOC) guidelines on religious discrimination with the Court's ruling in the "Hardison" case. Concludes that the EEOC has equated "a reasonable accommodation" with affirmative action while the Court equated it with lack of discrimination. (Author/IRT)

The Senate Health, Education, Labor, and Pensions Committee held a hearing on the nomination of Margaret Spellings to be Secretary of Education. Statements were presented by: Michael B. Enzi, Chairman, Committee on Health, Education, Labor, and Pensions; Edward M. Kennedy, a U.S. Senator from the State of Massachusetts; Kay Bailey Hutchison, a…

Examines proposed legislation that would add handicapped individuals to Title VII of the Civil Rights Act of 1964. Discusses the appropriateness of this proposal, the coverage of the act, the accomodation requirements to be imposed on employers, and the advisability of having the Equal Employment Opportunity Commission administer the legislation.…

Negligent hiring and retention is a cause of action that makes the employer primarily liable for the acts of an ill-suited employee. Compares concept with "respondeat superior"; discusses governmental immunity and the scope of school officials' liability; and concludes with some general recommendations. (MLF)

This document presents the standards for social work personnel practices established by the National Association of Social Workers (NASW). A discussion of general principles notes that the standards presented in this document are based on the principles that effective social service depends on qualified staff and that staff members can give their…

Reviews employee hiring and filing policies in relation to recent court cases involving employee grievances (since 1979) and in relation to "firing at will." Discusses oral employment contracts and presents a checklist for unjust dismissal prevention. Includes an inset offering interviewing tips. (MD)

The Supreme Court decision in Martin vs. Wilks gives employees dissatisfied with affirmative action hiring plans the right to mount legal challenges to them years after adoption, even if employees did not challenge the plans originally. Some say the plans are vulnerable to new legal challenges, while others say they are not. (MSE)

This fourth revision of the Affirmative Action Plan (AAP) of the National Education Association (NEA) outlines NEA policy and regulations and incorporates quantitative information on current NEA employment levels and hiring goals for women and minorities. A brief policy statement is followed by a review of objectives, including the general…

Outlines recent court cases related to schools concerning such things as tax exempt status for private schools, minimum competency testing as a graduation requirement, religious groups meeting in schools, and racial discrimination when rehiring teachers who were laid off. (JM)

Considers the courts' and enforcing agencies' interpretations of the requirements that Title VII imposes on employers and then analyzes the implications for performance appraisal systems. Among the implications are that appraisal systems should be as formal, standard, objective, and job-related as possible. (Author/IRT)

The torts of negligent hiring and negligent retention occur when an employer breaches a duty in hiring or retaining an employee who is incompetent or unfit for the job to which the employee is assigned; and consequently, the actions of that employee proximately cause injuries to a third party. This paper examines legal issues regarding negligent…