Question 1

What is the difference between disparate treatment and disparate impact under Title VII?

Accepted Answer

Disparate treatment refers to intentional discrimination where an employer treats a protected group less favorably. Disparate impact, or adverse impact, involves neutral employment practices that are not intentionally discriminatory but result in a significantly lower selection rate for protected groups. Both theories are recognized under Title VII of the Civil Rights Act.

Question 2

What was the significance of the Griggs v. Duke Power Supreme Court ruling?

Accepted Answer

Griggs v. Duke Power established that employment practices&mdash;like high school diploma requirements&mdash;are unlawful if they have a discriminatory effect on protected groups, regardless of intent. Unless an employer proves the criteria is a job-related business necessity, unintentional discrimination via neutral hiring requirements is prohibited under federal law.

Question 3

How is adverse impact calculated using the four-fifths rule?

Accepted Answer

The four-fifths rule is a simplified metric where adverse impact is identified if the selection rate for a protected group is less than 80% (four-fifths) of the rate for the highest-selected group. While standard deviation analysis provides more sophisticated statistical evidence, the four-fifths rule remains a common thumb-rule for employers.

Question 4

What qualifies as a "test" or selection criteria under federal employment law?

Accepted Answer

Under the law, a "test" encompasses any selection criteria used to make employment decisions, not just written exams. This includes educational requirements, prior experience levels, criminal record checks, and physical or electronic screening systems. Any of these criteria can be challenged if they produce a substantial adverse impact.

Question 5

How can an employer legally defend a hiring practice that has an adverse impact?

Accepted Answer

Employers must demonstrate that the criteria is a "job-related business necessity" through validity studies. This involves proving the test accurately predicts successful job performance using criterion-related, content, or construct validity. Common examples include showing that an experience requirement or a specific skill test directly measures essential work functions.

Question 6

Is the EEOC still enforcing adverse impact or disparate impact cases?

Accepted Answer

The EEOC and Department of Justice recently shifted enforcement priorities to focus on individual rights and intentional discrimination rather than statistical "numbers games." While the federal government may no longer investigate or sue based on adverse impact theories alone, private plaintiffs still aggressively pursue these cases in court.

Question 7

Should employers maintain applicant flow logs with race and sex data?

Accepted Answer

While the EEO-1 report requires data on current employees, there is no federal obligation to maintain racial or sexual identification logs for unsuccessful applicants. Not keeping this data makes it significantly more difficult for private plaintiffs to establish the statistical evidence required to bring an adverse impact lawsuit.

Question 8

How is the NLRB changing under the current administration?

Accepted Answer

The administration is shifting toward more employer-friendly policies, though changes are occurring slowly due to a previous lack of a quorum and appointed general counsel. The board is currently working through a backlog of approximately 700 cases. Time: 01:03

Question 9

What are the benefits of participating in the Department of Labor's voluntary programs?

Accepted Answer

Employers who participate in these voluntary programs can "straighten up" their policies and reach mutual agreements that reduce potential fines and entirely eliminate liquidated damages in wage and hour matters. Time: 03:05

Question 10

Will the Cemex ruling and "captive audience" meetings change?

Accepted Answer

It is anticipated that the Cemex case, which allows for union bargaining orders based on card checks, will be among the first rulings to be reversed. Additionally, the board is expected to quickly restore the legality of "captive audience" meetings, such as one-on-ones and small group sessions during organizing campaigns. Time: 05:06

Question 11

What is the current status of the U.S. border and immigration enforcement?&nbsp;

Accepted Answer

Illegal border crossings have reportedly dropped by 95% due to the deployment of several military divisions. While deportations continue, the current administration is also cutting back on legal immigration programs like TPS, parole, and DACA, as well as temporary guest worker entries. Time: 07:00

Question 12

How should companies manage I-9 compliance and immigration audits?&nbsp;

Accepted Answer

Companies should conduct regular internal audits of their I-9 forms because rules change frequently. It is recommended to have a formal immigration policy that instructs supervisors to report any knowledge of undocumented workers to upper management rather than acting on it themselves. Time: 08:56

Question 13

Is DEI still legally required for employers?&nbsp;

Accepted Answer

The legal landscape for Diversity, Equity, and Inclusion (DEI) has changed significantly; the EEOC now prioritizes rooting out "unlawful DEI-motivated race and sex discrimination". Employment decisions must now be based on individual merit and equal employment considerations for every single decision, rather than group representation. Time: 12:02

Question 14

What is the "adverse impact" theory and is the government still enforcing it?&nbsp;

Accepted Answer

Adverse impact occurs when a neutral policy (like a lifting requirement) disproportionately affects a protected group. The current administration has announced that the government will no longer prosecute cases based on this theory, though private individuals can still file lawsuits based on it. Time: 18:57

Question 15

Should my company keep applicant flow logs?&nbsp;

Accepted Answer

There is no longer a government requirement to keep applicant flow logs unless required by state law. Removing these logs may improve defense opportunities because they often provide the statistical data plaintiffs need to bring an adverse impact lawsuit. Time: 23:39

Question 16

What is the current legal standard for religious accommodations at work?&nbsp;

Accepted Answer

The Supreme Court has raised the bar for denying accommodations; employers must now prove that an accommodation causes "substantial harm to the business as a whole" rather than just a "de minimis" cost. Time: 28:53

Question 17

What are the risks of using AI in hiring and performance reviews?&nbsp;

Accepted Answer

AI tools can lead to legal issues if they result in disproportionate exclusions of protected groups, which may trigger private "adverse impact" lawsuits. Additionally, feeding company data into AI could result in the loss of trade secrets or attorney-client privilege. Time: 36:33

Question 18

Can an employer fire someone for a social media post?

Accepted Answer

This is a complex area because many social media posts may be "legally protected speech" under the National Labor Relations Act. Employers should avoid "shooting from the hip" and instead use carefully drafted policies and specific protocols, such as taking screenshots of the post immediately. Time: 43:14

Discrimination

Status of Disparate Impact Theory of Discrimination – Hiring Procedures Disproportionately Affecting One Racial or Sexual Group Over Another

The Issue of Black Worker’s Use of Anti-black Racial Slur

Top 10 Most Important Labor and Employment Law Changes in 2025

Transgender Worker Bathroom Access Addressed by EEOC

Would you like to receive timely legal alerts, upcoming webinar announcements, and the Employment Law newsletter in your email inbox?