HIRING PRACTICES AND LEGAL COMPLIANCEAnother important aspect to finding the best person to hire is pre-hire assessments. Read the following:Rhodes, J. (Oct. 26, 2016) Physical Skills Test for Paramedics Violated Title VII Retrieved from https://www.shrm.org/resourcesandtools/legal-and-compliance/employment-law/pages/physical-skills-test-paramedics.aspxMaurer, R. (Aug. 24, 2017) EEOC: Strength Tests Risk Bias Against Women. Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/eeoc-strength-tests-risk-bias-against-women.aspxNow imagine you are an HR Professional for a large warehouse company. You have been asked to prepare a 2- to 3-page memo for your company’s hiring managers, explaining to them the employment law issues to consider in preparing pre-employment physical tests or assessments. Many of the warehouse jobs require physical skills of varying kinds, so pre-hiring physical tests are appropriate.In your memo, you should address the key legal concepts hiring managers should keep in mind when working with medical consultants to design pre-employment physical tests. Be sure to discuss disparate treatment, disparate impact and how the EEOC might assess the test, among any other relevant issues. You should do your own additional research to make sure you are confident about the contents of your memo.Turn in this memo by the module due date. Paper length: 2-3 pages, not counting the cover and reference pages.SLP Assignment ExpectationsYour submission will be assessed on the criteria found in the grading rubric for this assignment:Meets assignment requirementsCritical thinkingWriting and assignment organizationUse of sources and mechanicsTimeliness of assignment
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