Certified Human Resource Professional (CHRP) Practice Exam

When is the four-fifths rule applied?

1. When measuring adverse impact in employment selection rates

2. When assessing annual employee attendance rates

3. When measuring forced distribution ratings in performance evaluations

4. When counting employee votes during a union certification process

The correct answer is: When measuring adverse impact in employment selection rates

The four-fifths rule is specifically applied when measuring adverse impact in employment selection rates. This rule is a guideline used by the Equal Employment Opportunity Commission (EEOC) to determine if a selection procedure has an adverse impact on a particular group of individuals, particularly those based on race, color, religion, sex, or national origin. According to the four-fifths rule, if the selection rate for any group is less than four-fifths (or 80%) of the rate for the group with the highest selection rate, this may indicate adverse impact. Therefore, this rule serves as a tool for assessing whether hiring practices, promotions, or other employment decisions may unintentionally discriminate against certain groups of applicants or employees. The other options do not relate to the concept of adverse impact or the analysis of selection procedures, hence they are not applicable in this context. For example, assessing annual employee attendance rates or counting employee votes during a union certification process does not involve an evaluation of selection rates and potential discrimination based on group characteristics. Similarly, measuring forced distribution ratings in performance evaluations pertains to performance management rather than the legal and statistical frameworks used to analyze employment selection processes.