Legal and Regulatory Issues. Morris & McDaniel, Inc., has
given expert testimony in federal courts on the interpretation of the Uniform
Guidelines on Employee Selection Procedures issued by the Equal
Employment Opportunity Commission, the U.S. Civil Service Commission (now
the Office of Personnel Management), and the Departments of Justice and
Labor. In addition to our activities in interpreting the Uniform
Guidelines, Morris & McDaniel, Inc., officers have broadened these
efforts by developing and presenting numerous conference seminars and
courses for personnel managers, psychologists and lawyers in the public
and private sectors in this country and in Great Britain. Therefore, we
know the difference between the demands of the Uniform Guidelines
and the demands of the Courts and the profession.
Employment Discrimination Law. Morris & McDaniel, Inc., is a
firm of industrial/
organizational psychologists, one of whom is also a
licensed attorney experienced in employment discrimination law, who has had
broad experience in Title VII litigation. This includes preparation of
case materials, delivering depositions and expert testimony, conducting
validation studies and statistical analyses of employment practices, and
also developing and implementing new personnel systems to comply with
consent decrees. Our projects have included performing adverse impact
analyses and evaluating employer compliance with legal and regulatory
requirements. We have assisted clients on the "how to" of
developing a legally defensible selection system including the
consideration of minimum qualifications.
Legally Defensible Personnel Assessment and Training
Performance
appraisals frequently become an issue in employment litigation. Often
litigation may be avoided by considering legal issues in designing or
redesigning your testing, assessment, and selection systems. There are
ways to make a performance appraisal system more legally defensible.
Morris & McDaniel, Inc., uses this philosophy when designing testing
instruments.
