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Employment testing is the practice of administering written, oral, or other tests as a means of determining the suitability or desirability of a job applicant. The premise is that if scores on a test correlate with job performance , then it is economically useful for the employer to select employees based on scores from that test.
It turned first to tests with many factors like the Borello test [16] or economic realities test [41] used by courts in interpreting Fair Labor Standards Act claims. [42] As the Court described, these tests attempt to consider all of the circumstances on a case-by-case basis in determining whether a worker is an employee or an independent ...
Integrity tests are administered to assess whether the honesty of the potential candidate is acceptable in respect to theft and counterproductive work behavior. These tests may weigh in on the final personnel decisions. [1] Integrity testing for employment selection became popular during the 1980s. [2]
[31] UBE jurisdictions are allowed to additionally test candidates' knowledge of state-specific law, through either a test or course. [31] The UBE was created in 2011, and was first administered that year by Missouri and North Dakota. [32] It has since been adopted by 37 United States jurisdictions (out of a possible 56). [33]
The MPRE differs from the remainder of the bar examination in two ways: Virtually all states allow bar exam candidates to take the MPRE prior to graduation from law school, as opposed to the bar examination itself which, in the great majority of states, may only be taken after receipt of a J.D. or L.L.M. from an ABA-accredited law school.
The performance test or "PT" is a section of bar examinations in the United States that is intended to mimic a real-life legal task that future lawyers may face. Of the three parts of most states' bar exams -- MBE, essay, and performance test—the performance test is supposed to be the most reflective of how well a candidate will perform outside of an academic setting.
In United States employment discrimination law, McDonnell Douglas burden-shifting or the McDonnell-Douglas burden-shifting framework refers to the procedure for adjudicating a motion for summary judgement under a Title VII disparate treatment claim, in particular a "private, non-class action challenging employment discrimination", [1] that lacks direct evidence of discrimination.
The current test contains one experimental section which is referred to as the "variable section". It is used to test new questions for future exams. The performance of the examinee on this section is not reported as part of the final score. The examinee is not told which section of the exam is experimental, since doing so could skew the data.