[Code of Federal Regulations]
[Title 41, Volume 1]
[Revised as of July 1, 2004]
From the U.S. Government Printing Office via GPO Access
[CITE: 41CFR60-3.1]

[Page 119-120]
 
           TITLE 41--PUBLIC CONTRACTS AND PROPERTY MANAGEMENT
 
                           DEPARTMENT OF LABOR
 
PART 60	3_UNIFORM GUIDELINES ON EMPLOYEE SELECTION PROCEDURES (1978)
--Table of Contents
 
Sec. 60-3.1  Statement of purpose.




Sec.

                           General Principles

60-3.1 Statement of purpose.
60-3.2 Scope.
60-3.3 Discrimination defined: Relationship between use of selection 
          procedures and discrimination.
60-3.4 Information on impact.
60-3.5 General standards for validity studies.
60-3.6 Use of selection procedures which have not been validated.
60-3.7 Use of other validity studies.
60-3.8 Cooperative studies.
60-3.9 No assumption of validity.
60-3.10 Employment agencies and employment services.
60-3.11 Disparate treatment.
60-3.12 Retesting of applicants.
60-3.13 Affirmative action.

                           Technical Standards

60-3.14 Technical standards for validity studies.

[[Page 120]]

              Documentation of Impact and Validity Evidence

60-3.15 Documentation of impact and validity evidence.

                               Definitions

60-3.16 Definitions.

                          Appendix to Part 60-3

60-3.17 Policy statement on affirmative action (see section 13B).
60-3.18 Citations.

    Authority: Secs. 201, 202, 203, 203(a), 205, 206(a), 301, 303(b), 
and 403(b) of E.O. 11246; as amended by sec. 715 of Civil Rights Act of 
1964, as amended (42 U.S.C. 2000(e)-14).

    Source: 43 FR 38295, 38314, August 25, 1978, unless otherwise noted.

                           General Principles


    A. Need for uniformity--Issuing agencies. The Federal government's 
need for a uniform set of principles on the question of the use of tests 
and other selection procedures has long been recognized. The Equal 
Employment Opportunity Commission, the Civil Service Commission, the 
Department of Labor, and the Department of Justice jointly have adopted 
these uniform guidelines to meet that need, and to apply the same 
principles to the Federal Government as are applied to other employers.
    B. Purpose of guidelines. These guidelines incorporate a single set 
of principles which are designed to assist employers, labor 
organizations, employment agencies, and licensing and certification 
boards to comply with requirements of Federal law prohibiting employment 
practices which discriminate on grounds of race, color, religion, sex, 
and national origin. They are designed to provide a framework for 
determining the proper use of tests and other selection procedures. 
These guidelines do not require a user to conduct validity studies of 
selection procedures where no adverse impact results. However, all users 
are encouraged to use selection procedures which are valid, especially 
users operating under merit principles.
    C. Relation to prior guidelines. These guidelines are based upon and 
supersede previously issued guidelines on employee selection procedures. 
These guidelines have been built upon court decisions, the previously 
issued guidelines of the agencies, and the practical experience of the 
agencies, as well as the standards of the psychological profession. 
These guidelines are intended to be consistent with existing law.