Search results
Results from the WOW.Com Content Network
First, Break All the Rules, subtitled What the World's Greatest Managers Do Differently (1999) is a self-help book authored by Marcus Buckingham and Curt Coffman about improving employee satisfaction. The book appeared on the New York Times bestseller list for 93 weeks. [1]
Earnings differentials or occupational differentiation—where differences in pay come from differences in qualifications or responsibilities—should not be confused with employment discrimination. Discrimination can be intended and involve disparate treatment of a group or be unintended, yet create disparate impact for a group.
Employer's burden of production: To rebut the inference of discrimination, the employer must articulate, through admissible evidence, a legitimate, non-discriminatory reason for its actions. The employer's burden is one of production, not persuasion; the ultimate burden of persuasion always remains with the plaintiff.
A basic definition of equality is the idea of equal treatment and respect. In job advertisements and descriptions, the fact that the employer is an equal opportunity employer is sometimes indicated by the abbreviations EOE or MFDV, which stands for Minority, Female, Disabled, Veteran.
Discrimination learning teaches us more about what other animals are capable of conceptual thought. Humans can use discrimination learning to detect danger, learn about differences, and more. One example of discrimination learning in humans would be a baby who reacts differently to their mother's voice than to a stranger's voice. [5]
(Jury Trial-Morning Session)XIII - February 11, 2015 Pledger v. Janssen 1 IN THE COURT OF COMMON PLEAS OF PHILADELPHIA COUNTY FIRST JUDICIAL DISTRICT OF PENNSYLVANIA 2 CIVIL TRIAL
[2] Where a disparate impact is shown, the plaintiff can prevail without the necessity of showing intentional discrimination unless the defendant employer demonstrates that the practice or policy in question has a demonstrable relationship to the requirements of the job in question. [3] This is the "business necessity" defense. [1]
Inc., told me that the journal “never discloses who its peer reviewers are.” Then how would one know the qualifications of the reviewers, or even that anyone did review an article, I asked, explaining that one such article had since been the subject of a dispute over its handling of data. “We exist on trust,” she said. “Doctors know ...