Search results
Results from the WOW.Com Content Network
A cafeteria plan or cafeteria system is a type of employee benefit plan offered in the United States pursuant to Section 125 of the Internal Revenue Code. [1] Its name comes from the earliest versions of such plans, which allowed employees to choose between different types of benefits, similar to the ability of a customer to choose among available items in a cafeteria.
Discrimination testing is a technique employed in sensory analysis to determine whether there is a detectable difference among two or more products. The test uses a group of assessors (panellists) with a degree of training appropriate to the complexity of the test to discriminate from one product to another through one of a variety of experimental designs.
Village of Arlington Heights v. Metropolitan Housing Development Corp, 429 U.S. 252 (1977), was a case heard by the Supreme Court of the United States dealing with a zoning ordinance that in a practical way barred families of various socio-economic, and ethno-racial backgrounds from residing in a neighborhood.
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.
Two-alternative forced choice (2AFC) is a method for measuring the sensitivity of a person or animal to some particular sensory input, stimulus, through that observer's pattern of choices and response times to two versions of the sensory input.
Griggs v. Duke Power Co., 401 U.S. 424 (1971), was a court case argued before the Supreme Court of the United States on December 14, 1970. It concerned employment discrimination and the disparate impact theory, and was decided on March 8, 1971. [1]
Executive Order 10925, signed by President John F. Kennedy on March 6, 1961, required government contractors, except in special circumstances, to "take affirmative action to ensure that applicants are employed and that employees are treated during employment without regard to their race, creed, color, or national origin".
It held a "disproportionate impact is not irrelevant, but it is not the sole touchstone of an invidious racial discrimination forbidden by the Constitution." The Court also examined whether Test 21 had a discriminatory effect. After applying the disparate impact analysis, it held that Test 21 did not have a discriminatory effect on blacks.