Hiring Policies and Private Security Term Paper

Pages: 3 (1102 words)  ·  Bibliography Sources: ≈ 4  ·  File: .docx  ·  Level: College Senior  ·  Topic: Careers

SAMPLE EXCERPT . . .

On the other hand, there are a wealth of court cases which demonstrate that hiring polices which are in place to protect the so-called private security of a company, can actually be discriminatory. For example, the 1971 case Griggs vs. Duke Power Co. ruled that the company's hiring requirements for certain upper level positions actually had no impact on how well the employee would be able to perform the job, and were in fact discriminatory to prevent blacks from elevating themselves to higher levels. Thus, while Duke Power Company may have argued that these hiring policies (such as the IQ test) were necessary to insure a high quality caliber employee and to protect private security, others argued that these policies reflected straight-up discrimination.Download full Download Microsoft Word File
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TOPIC: Term Paper on Hiring Policies and Private Security Assignment

Also, when it comes to protecting private security, there absolutely need to be different enforcement policies in place for the proper response to the different situations: the company needs to demonstrate that they mean business in regards to protecting their privacy. For example, this can result in early termination or other disciplines actions for a given company. However, a company needs to be extremely specific about why an employee is being terminated or why employment is being refused or not offered. In this litigious day and age, a company needs to have clear, specific reasons why an employer is not going to hire someone, and those reasons need to be valid and well documented. For example, in the case Gonzalez vs. Abercrombie and Fitch Stores, "The lawsuit, filed in U.S. District Court in San Francisco, charged that in addition to selling so-called "classic" looks, Abercrombie also practiced a classic form of discrimination against African-American, Latino and Asian-American applicants and employees. The suit alleged that Abercrombie refused to hire qualified minority applicants as Brand Representatives working on the sales floor while discouraging applications from minority candidates. It also charged that in the rare instances when minorities were hired, they were given undesirable positions to keep them out of the public eye" (naacpldf.org). Thus, the clothing manufacturer could have argued that they had to do that in order to maintain private security, and maintain the integrity of their "all American" look, as they've asserted themselves to have, eventually a settlement was reached with these individuals, where Abercrombie and Fitch did end up paying out to rectify the discrimination which the judge decreed their hiring practices had amounted to.

Thus, hiring policies need to reflect the security and privacy needs of a given company. Having hiring policies which are too lax is a certain recipe for failure as it opens the organization up to being preyed upon by agenda-laden prospective employees. However, hiring policies which are too strict can also be problematic as they can make an employee feel as though he or she is wrongly being discriminated against. As these court cases have demonstrated, it's up to the company or firm to keep a strong paper trail to defend themselves from all accusations of discrimination.

References

Desert Paalce Inc. Vs. Costa, 539 (U.S. 90, 2003).

Griggs v. Duke Power Co., 401 (U.S. 424-1971).

Naacpldf.org. (2003, June). Gonzalez v. Abercrombie & Fitch Stores. Retrieved from Naacpldf.org: http://www.naacpldf.org/case-issue/abercrombie-fitch-employment-discrimination

UofP. (2005). Employee Hiring Policies and Security. Retrieved from expertscolumn.com: http://crazyjenn33.expertscolumn.com/article/employee-hiring-policies-and-security [END OF PREVIEW] . . . READ MORE

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