Two smaller companies ABZ Company consisting of 8 employees and ZBA Company consisting of 14 employees have merged. The new company ZAB will have 22 employees effective upon the merger. The new CEO will be John Jones and the new CFO will be Mary McGregory. The Director of Human Resources is be hired from outside and the interviews are presently being conducted. The salary is higher than the range you're looking for and you seem very qualified for the position. I thought that it would be a perfect job for you and I wanted to explain the interview requirements to you. Male: Sounds great. Let's hear it. Female: The candidate for a Human Resource position should have experience with drafting of policy and procedures in conjunction with legal council on Title VII matters, as you do. For the interview candidates are being asked to presentation about Title VII as pertains specifically to disparate impact and disparate treatment policies that should be implemented to avoid liability for potential Title VII violations. The presentation should focus on the different between a disparate impact and disparate treatment claim, the complaint procedure for disparate impact and disparate treatment claims as pertains to the EEOC, the defenses available to the company should be a disparate claim and/or a disparate treatment claim be lodged against ZAB, and suggestions for avoiding potential EEOC claims and complaints. The interview will be conducted next week. The presentation must be completed by Sunday at midnight. Give it your best shot. It will be a great job for you. Male: Thanks so much. It sounds great. I'll start working on it im -

After viewing the scenario, completing the reading and reviewing the lecture notes in conjunction with the CO, answer the questions that follow. Candidates for the Director of HR position of the newly merged company ZAB are being asked to presentation about Title VII as pertains specifically to disparate impact and disparate treatment policies that should be implemented to avoid liability for potential Title VII violations. The presentation should focus on the different between a disparate impact and disparate treatment claim, the complaint procedure for disparate impact and disparate treatment claims as pertains to the EEOC, the defenses available to the company should be a disparate claim and/or a disparate treatment claim be lodged against ZAB, and suggestions for avoiding potential EEOC claims and complaints.

As noted in the EEOC tutorial (located in this week's lesson), candidates for the Director of HR position of the newly merged company, ZAB, are being asked to presentation about Title VII, as it pertains specifically to disparate impact and disparate treatment policies that should be implemented to avoid liability for potential Title VII violations. Do research to prepare for your presentation, and brief set of answers to the following questions:

• the difference between a disparate impact and a disparate treatment claim;
• the complaint procedure for a disparate impact and a disparate treatment claim as it pertains to the EEOC;
• the defenses available to the company should a disparate impact claim and/or a disparate treatment claim be lodged against ZAB; and
• suggestions for avoiding potential EEOC claims and complaints.