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PaperclipPerfector  7mo ago (text post)   26782 thread views

Culture War Roundup for the week of April 22, 2024

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That's news to me, I've had a background check done for every job I've ever worked.

Yeah, I've also been criminal background checked for professional employment. Including at major companies. That's standard practice.

The test case was announced Thursday.

The EEOC charges that Sheetz’s hiring practices disproportionately screened out Black, Native American/Alaska Native and multiracial applicants. Sheetz’s companywide hiring practices violated provisions of Title VII that prohibit disparate impact discrimination, the EEOC says. The lawsuit does not allege that Sheetz was motivated by race when making hiring decisions.

It's longstanding policy interpretation, due to disparate impact, but there was a new lawsuit last week.

According to the lawsuit, Sheetz has maintained a longstanding practice of screening all job applicants for records of criminal conviction and then denying them employment based on those records.

The EEOC charges that Sheetz’s hiring practices disproportionately screened out Black, Native American/Alaska Native and multiracial applicants. Sheetz’s companywide hiring practices violated provisions of Title VII that prohibit disparate impact discrimination, the EEOC says. The lawsuit does not allege that Sheetz was motivated by race when making hiring decisions.

Such alleged conduct violates Title VII, which prohibits facially neutral employment practices that cause a discriminatory impact because of race when those practices are not job-related and consistent with business necessity or where alternative practices with less discriminatory impact are available. The EEOC filed suit in U.S. District Court for the District of Maryland, Northern Division (U.S. EEOC v. Sheetz, Inc., et al., Civil Action No. 1:24-cv-01123-JKB, after first attempting to reach a pre-litigation settlement through its conciliation process.

“Federal law mandates that employment practices causing a disparate impact because of race or other protected classifications must be shown by the employer to be necessary to ensure the safe and efficient performance of the particular jobs at issue,” said EEOC Regional Attorney Debra M. Lawrence. “Even when such necessity is proven, the practice remains unlawful if there is an alternative practice available that is comparably effective in achieving the employer’s goals but causes less discriminatory effect.”

The federal government believes that you can't choose not to hire criminals, because blacks are more criminal, and therefore not hiring criminals is really not hiring blacks.

A point towards @Capital_Room's interpretation of what racism is in the eyes of the people who matter.

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