All of DCI’s consultants have advanced degrees in Industrial/ Organizational (I/O) Psychology. I/O psychologists are uniquely qualified to understand the intersection of work and human behavior because they are trained to evaluate employment decision-making, work performance, and organizational behavior. In addition, each consultant has a firm understanding of statistics, psychometrics, affirmative action plan regulations, and compensation analysis.
The U.S. Department of Labor today announced two final rules to improve hiring and employment of veterans and people with disabilities.
6th CIRCUIT’S RULING IN JOHNSON V. CITY OF MEMPHIS: END OF THE LINE FOR ALTERNATIVES WITH LESS (OR NO) ADVERSE IMPACT
Recently, I wrote two Alerts related to Lopez v. City of Lawrence [2014 U.S. Dist. LEXIS 124139]. One of the Alerts related to the implications of District Court Judge D.J. O’Toole’s ruling against aggregation of data for purposes of proving adverse impact. Eric Dunleavy and Rachel Gabbard wrote a subsequent Alert on the implications of the aggregation ruling for federal contractors. The other Alert I wrote related to Judge O’Toole’s rejection of the plaintiff’s argument that the defendant had alternatives with less adverse impact, an argument he also rejected. Although O’Toole’s ruling was certainly a bad sign for the alternatives argument, I didn’t see it as a “death blow”, but rather, as just another instance in which a district courtRead More