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Even More On FedEx’s Use of the BST Testing: Is It Really Valid?

Since my posting on the EEOC’s investigation of FedEx’s use of an employment test, I have continued to find some more interesting information on FedEx’s use of an employment test.

This time, the information comes from a lawsuit against FedEx, which recently received class status.

This lawsuit includes a challenge to FedEx’s use of the Basic Skills Test (”BST”). The class certification motion sserts that the BST is not valid, based on a review by an industrial psychologist.

The plaintiffs’ arguments suggest that FedEx has not made a solid argument for the validity of the BST.

One implication of such litigation is that companies that use employment tests need to make sure that their tests are carefully validated. If they use such tests for hiring or promoting large numbers of people, they may open themselves to a class action lawsuit.

Read here for more information on the use of tests and class certification motions.

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    • Posted by Michael Harris
    on July 4, 2006
    Discrimination (generally), Discrimination Proof and Evidence, General, Testing

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