Motion for Dismissal: This is a motion which asks the court to dismiss a particular cause of action. The document must include the reasoning behind wanting the dismissal, as well be signed in front of a Notary Public. Also included, is a sample Order Granting Dismissal. This would be signed by the Judge and filed with the clerk's office. This form is available in both Word and Rich Text formats.
Alleges Adverse Gives Foreigners
Category:
State:
Arizona
Control #:
AZ-CV-6-AI
Format:
Word;
Rich Text
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How to fill out Arizona Motion For Dismissal?
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FAQ
The four-fifths rule is a guideline used to determine if there is adverse impact in the selection process of a specific group. The rule states that the selection ratio of a minority group should be at least four-fifths (80%) of the selection ratio of the majority group.
Measuring Adverse Impact: The Four-Fifths Rule Dividing the lowest selection rate (6%) by the higher (58%), we get 6/58 = 10.3%: significantly lower than the legal minimum 80%.
Adverse impact is the negative and discriminatory effect on a minority group that can occur during seemingly unbiased selection procedures. Similar to unconscious bias, it can result in fewer qualified minorities being hired, promoted, or considered for other employment opportunities based on discriminatory reasons.
An adverse impact is an often unseen yet negative consequence of an employment policy or practice. Most often, adverse impact is found in policies and practices that inform candidate or employee assessments, such as: Job requirements listed in a job description.
In most cases, adverse impact is unintentional. For example, conducting strict criminal background checks without business necessity might have a disproportionate effect on members of a protected class. Disparate treatment is another type of discrimination that occurs along with adverse impact.