A4: Everything you wanted to know about big data (and were not afraid to ask) is here: http://ow.ly/5lyi30gS88s (Spoiler alert: it’s an EEOC hearing.) #EmpLawChat
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Employers need to not ask medically inappropriately question before conditional offer, discriminatory questions based on sex, motherhood religion, etc., ever, & make sure medical questions of current employees are job-related and consistent with business necessity.
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Small employers without
#HumanResources support make this mistake often. There is huge need to educate smaller companies on what they can and what they can't ask and do. I yell it from the rooftops, but can't reach everyone.#EmpLawChat
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A4:
#BigData is good if it helps employers hire for fit, reduce turnover, and increase productivity without having a disparate impact on any particular work group.#EmpLawChat -
Ugh. "Fit." Watch out for using "fit" as a criteria. That can be hiding discrimination.
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My "fit" comes from long time use of
@ProfilesIntl behavioral based assessments that are validated. I agree that some companies might create a "fit" that mirrors a bias they might have.#EmpLawChat
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A4: Big data can be helpful in hiring but only if not used to engage in discrimination through insidious methods of keeping historically oppressed groups out of the workplace.
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