Practitioner's Guide to Legal Issues in Organizations by Chester Hanvey, Kayo Sady

By Chester Hanvey, Kayo Sady

This hugely necessary reference outlines most sensible practices in key components of human assets that aren't purely reasonable and equitable, yet which may stand up to felony scrutiny. Industrial/organizational specialists follow their empirical wisdom and functional event to features of HR which are mostly litigated, together with extensive and particular issues in checking out of capability staff, incapacity matters, repayment and pay fairness, and paintings hours. The ebook is written to be obtainable to readers at present in HR-related graduate-level education in addition to HR practitioners without or with heritage in industrial/organizational psychology.

And so as to add to its software, chapters function functional innovations for addressing all of the felony concerns offered.

Among the subjects lined:

  • Measuring hostile influence in worker choice decisions.
  • Using heritage exams within the worker choice process.
  • Disabilities: top practices for vulnerabilities linked to the ADA.
  • Physical talents testing.
  • Wage and hour litigation.
  • Clinical mental checking out for worker selection.
  • Conducting reimbursement fairness analyses.

Practitioner’s consultant to criminal concerns in Organizations brings transparent, up to date info to graduate scholars learning human assets, administration, industrial/organizational psychology who're attracted to felony matters, in addition to utilized HR practitioners equivalent to industrial/organizational psychologists, human assets generalists, administration and hard work economists.

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Extra info for Practitioner's Guide to Legal Issues in Organizations

Sample text

Statistical issues in litigation. In F. J.  132–166). San Francisco: Jossey-Bass. Tarone, R. E. (1985). On heterogeneity tests based on efficient scores. Biometrika, 72, 91–95. S. Equal Employment Opportunity Commission, Civil Service Commission, Department of Labor, & Department of Justice. (1978). Uniform guidelines on employee selection procedures. Federal Register, 43(166), 38295–38309. Wagner, C. H. (1982). Simpson’s paradox in real life. The American Statistician, 36(1), 46–48. Zedeck, S.

Dunleavy et al. used in some way to make employment decisions. Disparate treatment—pattern or practice: Pervasive, systematic disparate treatment against a protected group. Effect size: A statistic that represents the magnitude of a phenomenon, such as the size of a disparity in employment outcomes. Statistical significance testing: A decisionmaking paradigm relying on probability theory to evaluate the likelihood that an observed difference in employment outcomes between groups in a sample could have occurred simply due to chance or random fluctuations, given a neutral selection procedure.

Epidemiologic Perspectives & Innovations, 8(1), 1. Agresti, A. (2002). ). New York: Wiley. Agresti, A. (2007). ). New York: Wiley. American Psychological Association. (2010). Publication manual of the american psychological association. Washington, DC: Author. Baker, S. , & Kramer, B. S. (2001). Good for women, good for men, bad for people: Simpson’s Paradox and the importance of sex-specific analysis in observational studies. Journal of Women’s Health and Gender-Based Medicine, 10, 867–872. Biddle Consulting Group.

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