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T
<br />
<br /> Thc st)cction/hinn~ Process and
<br />minat,on, if nm done umD:~'k', may
<br />t~ ~ cra' m ~ cosdv ~c~
<br />Tnt .incrc~tn, volume of c~m ~-
<br />)cnTes re~d~ng cmpiovcc ~icction
<br />
<br />discrimination in cmp}oymcm. A thor-
<br />ough review o£ Se iaw, both £cdcraJ
<br />and state, w~ ~i6: ~d ~sis; ~c Ci~'
<br />at ~ ph~c of ~ cmpioycrtcmpioycc
<br />rdationship.
<br />S~atc ~d fcdcr~ iaws specifiC)'
<br />p~hibh ~ cmmio~cnt ~,stcm ~at
<br />
<br />of whether im employer must
<br />rcasonab}c accommodations for a par-
<br />ticuizr disabg,y whcthcr mcnt~ or
<br />
<br /> Under mmc l~w, ~c hum~
<br />act (M.S.A. 363, et scq) adds tamer
<br />
<br />non. in p~c~ ~t
<br />hum~ n~h~ am prohibit~ ~
<br />imm discriminating afl. st ~
<br />.employee bemuse of a~c, dtsab~hy,
<br />
<br />public ~mst~cc, or membership or
<br />acm'iW in to~ h~ ri~h~s
<br />commission.
<br /> 1t ~SO spccifi~y dcd~cs ~ab)cd
<br />ind~vidu~s ~ a protected ~s
<br />~quircs ~ cmp}oycr to m~c
<br />~b)c ~c~mmod~tions ~or qu~dc~
<br />didatcs ~d cmpJoyccs. ~c law s~tcs
<br />"~c employer must antrum ~onab)c
<br />ac~mmodadons ~css ~c cmpioycr
<br />~ demonstrate ~at ~c
<br />
<br />mom to aoom z formahzcd imaiox,- I '
<br />
<br /> ~nt ~,stcm shoed insum~ondis=i-
<br />minatom, ~cnt of m~ m~}vidu~
<br />~ smuts of cm~ovmcm, in~udmt
<br />zpp]i~6on, s:ic~io~scUoh,
<br />
<br /> Cid=s v~, m ~c ~mccdutcs ~cy
<br />us: for '~c s~ion ~d zppOm~cm
<br />of dw employees w~ is
<br />b~:d on ~: io~ of ~ove~cn:; mere
<br />is a c~, ~:r ~6 wh~mcr 2 ci~, h~
<br /> ~ .
<br />z m:fi~ or d~ s~icc ~tm m p~a~
<br />/or cmp)oy~s of ~ p~ '
<br />
<br /> ~ms ~idz offers a broad
<br />mz: may ~s~s~ mdcs m rcv~cw
<br />
<br />Emp~oy~cm law ~s ~p~my o~vciopmg
<br />
<br />m~ bais ~ s~tc ~d f~ lc~s-
<br />i~6on ~~ ~o cmp~oy~mpio),er
<br />~zdon~ps. Ad.ess
<br />to ~ dO' anom~y or ~ ~: of
<br />M~n~sma Cider.
<br />
<br />~e inkial ~a~c c~ck
<br />the sy~em to avoid
<br />discHmiaation
<br />
<br /> Ckics have a d~- obii~do~ to ~or-
<br />ou~y ~dzm~d ~c laws go~e~g
<br />
<br />"The selectio n
<br />process a_ud term nation[' g
<br />not done properly, ma).'
<br /> a ci , in a costly teg
<br />sink hole,"
<br />
<br />excludes a D~mon based on favors such
<br />as rac~, color, nadon~ on.mn, rcii~on,
<br />s~, age, or h~di~p ~b~W. '
<br /> As ~c majoh~, of our pop~adon
<br />
<br />· 6on. Tn~ fcdz~ samtc sp:cifi~y ..-
<br />s;mcs ~at a dis~mato~, practice .
<br />oc~ when ~ cmpioy~- m~s~ m
<br />
<br />tion will impost undue hm-dship on the
<br />agent>'." Thc statute appii~ to
<br />cmpioy.-rs with 50 or mort ?_rmmn*~nt,
<br />fult-timc cmD)ovccs. ~dso ~c )v[mnc-
<br />sma human r4. gh~s am si~ a mudn
<br />broader bzs: for thc protected ~zss
<br />with r~spc~, to ~gc discrin4nzdon ia
<br />that it proh!bits d2s-~Lminsdon of an),
<br />individual over tht ~gc of 18.
<br />
<br />Defining 'the job
<br /> At m~ time a job vacancy, oc_,'u.r~,
<br />dw has an opportunity to r~,4~w r. he
<br />position and DSn'orrn an objccfivc n~ds
<br />~sstssm~nt. A n~tds ~stss~t ~ow5
<br />m: city to ~yz: ~: du6=s ~d
<br />~ponsib~itics of mt ~sid~n.
<br />~d pm~: definition of ~c ~sidon
<br />
<br />perforate ~pccmdom ~d n~s~'
<br />~d~datc
<br />In rcv~c~ ~c ~s~d~ job
<br />rcquimmcms, ~e ci~ ~ ~g
<br />
<br />hire an ~ndividu~ who is 40 vca_,'s of,... .~at may, rcsuh in ~c c.~dida~e scrccn-
<br />ag~ or mom. (Scc~ thc a~e dism~rnin~: '. "in~ process..'gn*~ city should bas~ thc
<br />
<br />6on in cmp)o}vncm am of !96~, .~ID~'a.
<br />29 U.S.C. 62!-34 !975, Supp. !982)=
<br /> Fcdzr~ la~,' ~so abmow]sdg=s p~p~c
<br />who m~ dibbled ~ ~mg a ~oup
<br />cndficd to prommed d~s stores. Thc
<br />~ch~ di~b~i~ am ad~sscs issues
<br />
<br />ua!. Oncr ~c cky ~~ ~c
<br />m~tcr~z, ~t~ ~e 6at~z6on of
<br />ifi~tions is f~cd. ~nc ou~hd~6ons
<br />must b: app~pfiztc for ~c s~chqc
<br />~sidon.
<br />
<br /> ~]tf~j~lX C~T~E5 .' FEERUARY 19~I
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