Discrimination Against Employers

The adverse impacts aim at the restriction and the regulation of businesses and companies in the hiring, promotion and the employees of a protected group. The adverse impact seeks to protect the candidates who may be discriminated through race, ethnicity or sex. The norm is, however not illegal and can be legal under some circumstances provided the reasons are valid. The legality of the practice depends on the ability of the employer to prove that the action and the decisions made in the process of the applicant selection were, in fact, fair and was not in any manner discriminatory. The validity in cases where the veterans are given preferential hiring, however, the employer must prove that they are not discriminatory in giving the job to the applicant. For instance, where the type of work requires someone who familiar and has absolute knowledge of the particular work, the selection of a veteran cannot be treated as discriminatory. Secondly, in cases of national security concern, the selection can be strict, and a larger number of particular people may be selected (Naus & Roe, 2007). The selection here is in the interest of the public and a matter of national concern. In such cases, the decision-making cannot be discriminatory. …show more content…
In this case, the female veterans have to prove that it was unfair to have 5% of in the application process. The employer must give evidence that they required more men than women and provided clarifications on whether the number was right. In instances where the work involved required lesser women in the team, then the decision maker was right in selecting more men than women (Rosse, & Levin,1998). If in any case, the work to be done required that both men and females could do the work, then the discriminated party can file a lawsuit about Title VII of the Civil rights act 1964 which prohibits