The Legal Implication of Job Analysis - Essay Example

Task-oriented approach of job analysis states that the approach is concerned with the performance of the employees with regard to respective tasks assigned to them in order to measure their efficiency and accuracy for improvement (Siddique, 2004). Discuss the legal implication of job analysis The legal laws pertaining to employment in the United States are identified as title VII of the Civil Right Act, i.e. Equal Employment Opportunity Act (1972), Uniform Guidelines on Employee Selection Procedures (1978) and American with Disabilities Act (1990).

Civil Right Act states that the companies should frame its selection process in such a manner, so that there should not be any kind of cultural diversification and all the employees should enjoy equal rights and opportunities in a company. Uniform Guidelines on Employee Selection Procedures (1978) reveals that the company should have a proper design and guidelines for their selection process so that every cultured individual can apply for the job available. American with Disabilities Act (1990) relates to the actuality that every company should reserve a certain number of vacancies or seats for the disabled individuals (Oregon State University, 2003).

The case Wards Cove Packing Co. vs. Atonio, 490 U.S. 642 (1989), states that a few of the cannery workers belonging to the nonwhite community had filed a law suit in the District Court under Title VII of the Civil Right Act of 1964 against Wards Cove Packing Co for its ‘discriminatory hiring practices’. Furthermore, the court asked the company to “provide legitimate justification” for continuing the business process further. With regard to the referred case, it can be stated in relation to Johnson that the enterprise should not engage any form of favoritism in their recruiting process because such prejudices could lead to the collapse of the company (Scanlan, 2004).

Discuss Uniform Guidelines on Employee Selection Procedures (1978) and its implications on acceptable selection procedures According to the US legal law, Uniform Guidelines on Employee Selection Procedures (1978) state certain principles which include the need for uniformity, purpose of guidelines and relation to prior guidelines. Furthermore, need for uniformity can be stated as the Federal government’s desire which is related to the unvarying principles considered in the selection procedure such as questions used in the tests and other selection criteria among others.

The other principle, that is the purpose of the guidelines state that these principles have been formulated in order to serve every employer with the same principles. Moreover, the guidelines ensure that the principles are considered as a single set for assisting the employer, labour organisations and employment agencies along with certification boards to abide by the regulations laid down by the Federal government. Additionally, this principle helps to prohibit the practice of inequity in the selection process such as race, religion, national origin and sex along with colour.

Lastly, the aspect of relation to proper guidelines states that the guidelines of the selection procedure pertaining to the employees are based upon certain guiding principles (U.S. Government Printing Office, 1999).