PSYCH339 Lecture Notes - Reasonable Accommodation, Protected Group, Job Performance
24 Mar 2013
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*categorize (group) applicants on basis of ksao"s or proper things. *e. g. university education, experience, vision, dependability, coping, etc. *bona fide occupational requirements (bfor"s) secret to a good discrimination. *that bfor is reasonably necessary to the job & the essence of your business. *a factual basis for believing that substantially all people in excluded groups are incapable of performing the job efficiently or safely. *exclusions are imposed in good faith and without foreseeable discriminatory intent or adverse effect. *a necessary but not sufficient condition for discrimination. *a sufficient but not necessary condition for discrimination. *discriminating on categorization that is irrelevant to job. *but still discriminating on categorization that is irrelevant to job. The complainant first must establish a prima facie case of discrimination. The onus then shifts to the employer to show that they have taken such reasonable steps to accommodate the employee as are open to them without undue hardship.
