Recently, certain criteria employers use to select their workforce have come under increasing scrutiny by the EEOC and the subject of debate by academics.

A.Credit histories are quintessentially private. Yet employers routinely include a credit check in their applicant screeing process in a attempt to discern whether or not prospective employees possess such desirable traits as honesty and responsibility. Is it legal to discriminate based up on credit rating? Could the use of credit scores have a disparate impact on members of some protected classes? Is it ethical to use that information in making an employment decision? Does an applicants poor credit rating translate into a lack of integrity any more than a good credit rating translates into ethical behavior and organizational skills? What factors could account for the low rating that have nothing to do with an employees ability to perform the job?

B.Often employers also will favor persons who are currently employed over persons who unemployed, using employment as a signal of quality job performance. Is such discriminatory treatment illegal? Could it have a disparate impact on certain protected classes? Is it ethical? What are the societal ramifications of using employment status as selection criteria?