How can you ensure that work rules are not discriminatory?

When reviewing existing work rules or designing new ones, employers should ask themselves:

Does the rule single out a protected group for different treatment?

• If yes, is there a business justification for the rule?

• Does the rule relate to job performance?

Is the rule uniformly applied?

• How often was it violated in the past and by whom?

• What was the employer's response?

• If violations of the rule resulted in different degrees of discipline, what were the reasons for the differences?

• Is the rule and the consequences for violating it adequately communicated to all employees?

Does the rule adversely affect a protected group?

• If yes, is it justified by business necessity?

• Are there alternative ways of accomplishing the rule's objective?