NCJ Number
147116
Journal
Security Management Volume: 38 Issue: 1 Dated: (January 1994) Pages: 34,35,39-41
Date Published
1994
Length
5 pages
Annotation
This article describes the Reid Report, which is designed to screen out job applicants likely to steal from the employer, assesses the reliability of such tests, and discusses legislation and court decisions that specify legal criteria for these tests.
Abstract
The Reid Report consists of four major parts designed to determine the applicant's trustworthiness, prior law violations, frequency of recent drug use, and work history. The most recent and extensive appraisal of integrity tests, which was conducted by researchers at the University of Iowa, concluded that the tests assessed did predict job performance and counterproductive job behaviors. The latter included theft, disciplinary problems, and absenteeism. The discussion of legal issues pertinent to these tests focuses on the requirements of the Civil Rights Act, which provides victims of employment discrimination with legal recourse. The article also considers 1966 guidelines for nondiscriminatory hiring set by the Equal Employment Opportunity Commission. Other topics discussed are the procedures for an employment discrimination claim and restrictions on employer access to the criminal history records of applicants and employees.