This blog is about employees promotion
LEmployers are generally aware of federal laws prohibiting discrimination in hiring and firing, but they often do not realize that similar considerations apply to promotions.
Basically, it is as illegal to apply different standards for promotion to different members of your work force as it is to apply them to hiring. You may not use subjective standards that have a disparate impact on protected groups in either case.
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Under federal law, protected groups are defined in terms of race, national origin, sex, age, handicap (with disabled veterans a separate category), and military service in the Vietnam era. All criteria that you use in deciding who is to receive the promotion must be free of bias toward any and all workers who fall into any of those divisions.
One set of guidelines with which you should be familiar was handed down in a decision by the U.S. Circuit Court of Appeals for the 5th District. In it, the court held that these practices were unacceptable in selecting individuals for promotion:
A recommendation was the key to the promotion.
Foremen were not given any written instructions pertaining to qualifications necessary for promotion.
Standards were vague and subjective.
Hourly employees were not notified of promotion opportunities or of the qualifications necessary to qualify for the higher position.
There were no safeguards established by the company to avoid discriminatory practice.
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