There are three types of stimuli used, which are:
1) Targets;

2) Irrelevant; and 3) Probes.

These are used "in the form of words, pictures, or sounds..." which a computer presents for a second or even a partial second. Incoming stimulus, if it is worth noting, results in a P-300, which is an electrical brain response. The P-300 is part of a MERMER or a memory and encoding related multifaceted electroencephalographic response, which is a larger brain response.

Originally event related potentials (ERP) was the method used for studying brain activity information processing. The limitation of the ERP is that it causes elimination of all patterns that are complex and results in the meaningful signals also being lost. The multifaceted electroencephalographic response analysis or MERA was developed due to the limitation of the ERP. Farwell found that incorporation of this technique resulted in the elicitation of MERMER when the individual being tested recognized….

Creswell, 2009). Given the range of resources that will come under study in this research, a meta-analysis is not readily applicable. Typically, with a retrospective study of this scale, more research is discarded than retained for analysis. Further, a number of large studies have been conducted on this general topic, including research commissioned by Congress ("CNSTAT," 2003; OTA," 1983). Using a descriptive research approach, the researcher will utilize primary and secondary data sources (Creswell, 2009). Document review will constitute a large proportion of the secondary research data. Primary research will consist of interviews with select Individuals in professional positions who are privy to agency information about the use and outcomes of polygraphs.
Instrumentation

The corpus of literature will provide a substantive amount of secondary data for analysis and will inform the direction of further efforts at primary research. A comprehensive literature review will be employed to identify pertinent documents for study.….

Employee Handbook Privacy Section
ABC Widget Company: Employee Handbook Privacy Section

What privacy rights issues should be addressed?

In the Age of Information, there are increasing concerns being voiced about what can legitimately be expected to be kept private, and how these issues affect employees' rights in the workplace. According to Hayden, Hendricks and Novak (1990, most adults spend approximately one-half of their waking hours in the workplace today, and it is therefore not surprising that employment practices affect a broad range of privacy rights. With the sole exception of polygraph ("lie-detector") testing, there are not many areas of workplace activities that are addressed by the U.S. Constitution or national privacy laws. As a result, employers in the United States have a great deal of flexibility in collecting data on their employees, regulating their access to personnel files, and disclosing the contents of employee files to those outside the organization. Besides the issue….

Employee Privacy Torts
Issues relating to employee privacy have been at the forefront of businesses for many years. This has been fuelled by the dynamic workplace which changes constantly and also by employees and employers being more litigation-conscious. Technology has also spurred on employee privacy issues with e-mail and the internet being related to heightened concerns about vulnerability of employers to litigation. Many employers have thus exacerbated their concerns relating to employee privacy and especially monitoring of employee behavior. Employee privacy is respected in many of the large corporations. However, there still exist some breaches in employee privacy. Small business owners are at most risk as a result of their increased monitoring practices and close employer-employee interaction.

Historical background

oberson v. ochester Folding Box Company

One of the major cases that brought employee privacy to the limelight was oberson v. ochester Folding Box Company

Franklin Mills Co. decided to appeal the decision. The appellate found….

The job may require x% travel, which might eliminate one of the candidates, etc. Essentially, hiring the female simply based on the demographics would discriminate against the other candidates and therefore, is illegal (Federal Laws, 2009).
Situation 5 - Our Company has a service contract with the U.S. Government (Department of Defense) to provide nurses for a military hospital. Contractual obligations require employees with patient contact to pass a physical exam and drug test; those handing fiscal matters must pass a drug and polygraph test. Because this contact is with the Federal Government, any employee is subject to laws under the Federal egister, Agencies affiliated with the Federal Government who require drug testing must follow standardized procedures established by the Substance Abuse and Mental Health Services Organization, use certified SAMHSA testing facilities, and comply with appropriate privacy laws (Section 7 -- Drug Testing, 2010). The Employee Polygraph Protection Act (EPPA)….

Employee Layoff
A friend in California has just lost his job in a layoff together with 98 other employees in the same private sector company. The company's administrators have told him that he was included in the recent layoff because of his refusal to take a lie detector test regarding some drugs that were found in his company locker. He also declined to take a drug test since he was afraid that a positive result would make the state child protection agency to take away custody of his children. This situation is an example of a scenario with legal ramifications on the basis of several regulations such as Polygraph Protection Act, Worker Adjustment and etraining Notification Act, Privacy laws, Drug Testing laws, and OSHA.

Generally, the use of lie detector tests in the workplace is not geared towards determining whether an employee is telling the truth but to examine whether the worker's….

Sir:
I feel I must tell you that I was quite shocked and dismayed when I was notified of your decision to disqualify me for the position of deputy sheriff due to the use of alleged countermeasures during the lie detector testing. First, I would like to vehemently deny that I knowingly engaged in any activity designed to explicitly deceive the lie detector or the person operating it. Since it is alleged that I engaged in some countermeasures, I feel it is safe to assume that I passed the lie detector with no false statements as I have during a previous test. That is due to the fact that I answered every question asked of me as honestly as I could. If there is any question about this, I would think that I would be permitted to take the exam again, but I am being informed that I cannot do….

Criminal Justice -- Sheriff's Departments Hiring Requirements
San Francisco County Sheriff's Department

The minimum qualifications for applying to the San Francisco Sheriff's Department (SFSD) are as follows: the candidate must be at least 18 years of age; must be a U.S. citizen or a "permanent alien who is eligible and has applied for citizenship"; must have a U.S. high school diploma (or GED certificate) or a 2-year or 4-year college degree; cannot have any felony convictions (and certain misdemeanor convictions); must be physically and mentally healthy and be of good moral character.

The selection requirements include: a) testing reading and writing ability (an acceptable score must be obtained on the POST Entry-Level Law Enforcement Test Battery); b) an oral interview (the department head and another department employee, or an oral panel, gives this oral interview; a candidate's "experience, problem solving ability, communication skills, motivation/interest, interpersonal skills and community awareness / involvement are covered);….

The resulting legal ramifications have created an environment of sensitivity to all types of potential discrimination through pre-employment testing procedures.
The ADA Act of 2008 became effective on January 1, 2009. A significant change in the way "disability" is defined is incorporated in the language, so the EEOC is preparing to evaluate the impact of how the language affects the ADA and how it is enforced. Pre-job testing, even though it is done for the right reasons, may now be affected.

The National Institute on Disability and ehabilitation esearch (NID) has established 10 regional centers providing information, technical assistance and training to people with disabilities, employers, and others having responsibilities under the ADA (Nester, Mary Ann, 2008). Even though historically, job applications and interviews could request information concerning an applicant's mental and physical condition, because it was used to discriminate against and even exclude applicants with disabilities, it has created legal….

Psychological test or assessment method. "The Substance Abuse Questionnaire -- Adult Probation III
Brief Description of the Test

The recent release of one of the youngest convicted child murders in our nation's history, Lionel Tate, now an adult, into the general population, has highlighted the difficulty of determining if a former prisoner should be eligible for parole. Psychologists have attempted to answer this difficult and subjective question by designing the objectively-assessed test known as "The Substance Abuse Questionnaire -- Adult Probation III" exam. (Risk & Needs Assessment, Inc., 1997) This test was originally designed in 1987 exclusively for adult prisoners eligible for probation to determine the risk of paroling them and assessing their risk to society and has since been updated, in 1997, to include inventories for truthfulness. (Spies, 2003)

The SAQ is 165-item questionnaire. It can be administered either in a paper and pencil format or on a computer. All of the….

This number would then be compared to the number of people who worry about having their privacy violated. Since it is presumed that more than 16% of the population worry about such items as government intervention into their daily lives, and their concern about how to keep their private information to themselves. One study stated, "protests from certain quarters prompt public-sector officials to think long and hard about how to balance open government and the right to privacy" (Douglas 2006-page 1). ith this information in mind, the study would have to lean towards the better good for most people being when their privacy is respected rather than catching individuals who are using drugs.

Other questions such as smoking after hours, and having unprotected sex can also be categorized as a right to privacy issue rather than a cost issue and as such should be left alone by employers as well. It….

Police Selection
The Selection Process for Aspirant State Police Officers

Becoming a police officer at the state level requires dedication, courage and tenacity. Indeed, the process for state officers can often be more streamlined, bureaucratic and selective than that engaged at the municipal or local levels. Therefore, becoming a State Trooper will call for a commitment to the recruitment, preparation, testing, and training processes that are streamlined and specific to each state. As the discussion here shows, there are a number of eligibility requirements, guidelines and expectations which can help the aspirant officer navigate the process.

According to the Law Enforcement Preparation Center (LEPC), the process of being hired into a department as a state level officer can actually take up to 9 months. This is because of the lengthy testing, monitoring and training periods which follow the acceptance of the candidate's application. According to the LEPC, "the requirements to be a….

Authors present the results of a national law enforcement technology survey and comparable forensics technology survey that was conducted by the RAND Corporation to assess the effectiveness of this support and constraints to applying forensic technologies at the state and local level. Authors devote several chapters to different types of forensic analyses, including what types of techniques are best suited for various types of crimes and the evidence that may be present. A discussion concerning the types of evidence, including controlled substances, firearms, explosives, fire debris, bullets, footwear, vehicle tire marks, latent fingerprints, blood, gunpowder residue and so forth that are typically encountered in different crime scenes is followed by a useful description concerning how and why specific forensic technologies are used. Authors also present a description concerning how computer-based technologies are facilitating the application of these forensic investigatory methods to achieve higher conviction rates by providing improved testing….

In order to address the issues, efforts would be made towards the creation of stress free interviews and the preservation of objectivity.
c) the psychological interview

The psychological interview is characterized by assessment of the mental state of the individual. It is usually constructed based on standards of psychological testing and the results are interpreted by a specialist.

d) the interview with the top management

Finally, the interview with the top management would be the final stage of the selection process and it would be structured around an informal interaction between candidate and the top managers. Throughout the conversation, the managers would once again test the communication skills, the commitment to the firm as well as the candidates' perceptions over which features made them suitable for the managerial position within the firm.

At this level, more emphasis would be placed on the individual's commitment to the firm and sensitive questions would be asked. These….

The APA noted that employee background tests and surveillance can be costly and cause problematic legal concerns that are burdensome for businesses screening part-time employees. Although the OTA found that 95.6% of integrity test takers who fail to pass are incorrectly classified as dishonest, overall, the APA stated that the social value conveyed by such tests to employers outweighed such concerns. Rather than condemn integrity tests, the APA instead issued guidelines for test administration, including the demand that test publishers take more aggressive actions to ensure that qualified individuals administer and score the tests.

However noble such a balance between employer and employee rights might seem, the APA's findings seem to overlook a critical, practical point -- the reason employers use such tests is because of their ease of administration. Employing an expensive professional to administer such tests to a group of prospective part-time employees might be just as costly as….