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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 Register, 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) prohibits most private employers from utilizing lie-detector tests except in certain circumstances. However, if there are federal legal requirements that tests be administered, they must be done in accordance with law, EPPA fact sheets and posters must be visible, and employees...
In this case, checks, screenings, and tests may be done on applicants who have access to controlled substances, who administer the substances, who have direct contact with patients, or have access to certain information. Since all of the employees will be under Federal Law, it is legal to do this testing as long as privacy is maintained, document storage mandated by law, testing done in a professional manner, and employees are forewarned about the requirement.
REFERENCES
Americans With Disabilities Act of 1990, as Amended. (1990). United States Department of Justice. Retrieved from: http://www.ada.gov/pubs/ada.htm
Federal Laws Prohibiting Job Discrimination Questions and Answers. (2009). The U.S. Equal Opportunity Employment Commission. Retrieved from: http://www.eeoc.gov / facts/qanda.html
Section 7 -- Drug Testing. (2010). United States Department of Labor. Retrieved from: http://www.dol.gov/elaws/asp/drugfree/drugs/screen92.asp
The Employee Polygraph Protection Act (EPPA). 2010. United States Department of Labor. Retrieved from: http://www.dol.gov/compliance/laws/comp-eppa.htm
REFERENCES
Americans With Disabilities Act of 1990, as Amended. (1990). United States Department of Justice. Retrieved from: http://www.ada.gov/pubs/ada.htm
Federal Laws Prohibiting Job Discrimination Questions and Answers. (2009). The U.S. Equal Opportunity Employment Commission. Retrieved from: http://www.eeoc.gov / facts/qanda.html
Section 7 -- Drug Testing. (2010). United States Department of Labor. Retrieved from: http://www.dol.gov/elaws/asp/drugfree/drugs/screen92.asp
The Employee Polygraph Protection Act (EPPA). 2010. United States Department of Labor. Retrieved from: http://www.dol.gov/compliance/laws/comp-eppa.htm
Application of Polygraph Testing in Selection c. Methodological Issues in Application of Polygraph Testing VI. Officer Selection Outcomes with and without Polygraph Testing a. Selection of Police Officers without Polygraph Testing b. Selection of Police Officers with Polygraph Testing c. Police Misconduct Incidents among Officers Selected without Polygraph Testing d. Police Misconduct Incidents among Officers Selected with Polygraph Testing VII. Conclusions a. The Effect of Polygraph Testing on Hiring b. The Effect of Polygraph Testing on Officer Integrity c.
Detecting Deception Polygraph Testing: A Critique One of the most commonly used methods for detecting deception is the polygraph test. This is a procedure that combines skillful questioning techniques with physical measurements in order to determine stress levels that would indicate the presence of deception. It is widely used and is reliable enough to be used in a court of law, if it is properly handled and interpreted by an expert
Public policy makers in general and the police agency in particular should refrain from using the polygraph test in their selection of employees, particularly since, at worst, they may end up including potential robbers and murderers as part of their organization. The purpose of the followign study is to evalaute these conclusions by investigating the efficacy of polygraph tests in assessing police candidates Source Brett, a. Phillips, M., & Beary, J (1986)PREDICTIVE
(p. 214). In short, even if one is willing to overlook all of the glaring flaws with polygraphs and the ultimate impossibility of accurately measuring their accuracy, the best that can be said about them is that they detect deception better than random chance. Though it likely need not be said, "better than flipping a coin" seems a paltry justification for the still-widespread use of polygraphs in the criminal justice
Polygraph There has always been a search for a way in the social order regarding the degree of truthfulness or dishonesty in an individual. History reveals that there has been almost a universal constant endeavor to uncover the falsehood and know the truth. The Ancient Chinese, Arabs and Indians are known to have used methods from torture to duel fight for obtaining the truth and distinguish innocent and guilty (White Jr.,
Polygraph Reliability and Validity The validity and reliability of polygraph testing has been a subject of debate since such testing was first implemented almost a century ago (OTA, 1983, par. 1). Abundant research has been done on modern polygraph machines and techniques that has served to validate their use and their accuracy, however controversy still remains in the minds of many (Gougler et al., 2011, 196-201). One way to go about