(a) Standard –
These jobs include police officers, state troopers, flight attendants, lifeguards, firefighters, correctional officers, and even production workers and lab aides. Reasons for these minimum height standards are as varied as the employers, ranging from assumptions of public preferences for taller persons, to paternalistic notions regarding women, to assumptions that taller persons are physically stronger. The overall effect, however, is to disproportionately exclude women, Hispanics, and certain Asians from employment because on average they are shorter than males or members of other national origins or races. The resultant disproportionate exclusion or adverse impact can, based on national statistics, constitute a prima facie case of discrimination. The employer, if it wants to retain the requirements, must show that they constitute a business necessity without which the business could not safely and efficiently be performed. And, if a job validity study is used to show that the practice is a business necessity, the validity study should include a determination of whether there are alternatives that have less of an adverse impact. The employer must use the least restrictive alternative.
This matter try handled in detail when you look at the § 610, Adverse Impression on Choice Procedure. New EOS must relate to the new Uniform Advice with the Personnel Choices Actions which are reprinted since an appendix so you can § 610.
Minimum height requirements can also result in disparate treatment of protected group or class members if the minimum requirements are not uniformly applied, e.grams., where the employer applies a minimum 5’8″ height requirement strictly to exclude Black applicants, while liberally granting exceptions to White applicants. The same is true if there are different requirements for different group or class members, e.g., where the employer has a 5’5″ minimum height requirement for women or Hispanics and a 5’8″ requirement for other applicants. In this case, a 5’7″ male is being treated differently because of his sex or national origin if he is excluded because of failure to meet the height requirement since a similarly situated 5’7″ female or Hispanic would not be excluded. In both instances, the practice results in prohibited discrimination if its use cannot be justified by a legitimate, nondiscriminatory reason. If the employer presents a justification for its actions, the employee has the opportunity to show that the employer’s reason is merely a pretext for discrimination.
In addition, as height, including weight, trouble regarding the extreme could potentially make up a handicap, brand new EOS should be aware of the necessity to build billing parties otherwise possible asking parties conscious of their straight to go-ahead under other laws. (Comprehend the running instructions in the § 621.5(a).)
(b) Different Procedures –
When it comes to a disparate therapy research of minimum top requirements, the difference for the cures shall be predicated on possibly new nonuniform application of a single peak specifications or other peak criteria for females in lieu of men. These two methods is depicted on advice which go after.
Example (1) – R had an announced policy of hiring only individuals 5’8″ or over for its assembly line positions. CP, a 5’7″ Black female, applied for but was denied an assembly line position because she failed to meet R’s minimum height escort service Davie FL requirements. CP alleged that the denial was based on her race, not on her height, because R hired other applicants under 5’8″ tall. Investigation revealed that R had no Black assembly line workers and that a substantial number of R’s existing employees and new hires were under 5’8″ tall. Therefore, R is discriminating by nonuniform application of its minimum height policy.