Washington, DC 20507 ___, 24 EPD 31,455 (S.D. Under that rule, which was adopted in the Uniform Guidelines on Employee Selection Procedures (UGESP) at 29 C.F.R. strength necessary to successfully perform the job. (iii) Bottom Line - Under the bottom line concept which can be found in 4(C) of the UGESP, where height and weight requirements are a component of the selection procedure, even if considering all the components together there is no 71-1418, CCH EEOC Decisions (1973) 6223, the Commission found, based on national statistics, that a minimum 5'5" height requirement disproportionately excluded large numbers of women and Hispanics. that the minimum weight requirement is a business necessity. This is because many court and administrative determinations have found that height and weight requirements The respondent can either establish a uniform height requirement that does not have an adverse impact based on race, sex, or R imposed this minimum weight requirement upon the assumption that only persons 150 lbs. This was adequate to meet the charging parties' burden of establishing a prima facie case. females, not the males, to be "shapely". The standards include physical aptitude tests and a requirement that officers' waistlines be 40 inches for men and 35 inches for women. The employer, if it wants to retain the requirements, must show that they constitute a business In this case, a 5'7" male is being treated differently because of his sex or national origin if he is excluded because of failure to meet the height requirement since a The general provisions of Title VII prohibiting discrimination have a direct and obvious application where the selection criteria include height or weight requirements. exclusion from employment based on their protected status and being overweight. This was sufficient to establish a 76-31, CCH Employment Practices Guide 6624, the Commission found no evidence of adverse impact against females with respect to a bare unsupported allegation of job denial based on sex, because of a minimum height requirement, where there was no neutral height policy, and no one had ever been rejected based on height. The court was not persuaded by respondent's argument that taller officers have the advantage in subduing suspects and observing field situations, so as to make the In the 1977 Dothard v. Rawlinson case, the plaintiffs showed that the height and weight requirements excluded more than 40 percent of women and less than 10 percent of men. who were over 6'5" and that R employed White pilots who exceeded the maximum height. Example (1) - Prison Correctional Counselors - In Dothard v. Rawlinson, supra, the Supreme Court found that applying a requirement of minimum height of 5'2" and weight of 120 lbs. weight requirement. In order to establish a prima facie case of adverse impact regarding use of maximum weight requirements, a protected group or class member would have to show disproportionate exclusion of his/her protected group or class because of defense for use of the requirement since a reasonable alternative, e.g., use of platforms to compensate for difference in height, existed. They also MUST be US citizens. In terms of health concerns, at least where different charts are used potentially rendering compliance by females more difficult and a health hazard, reference should be made to Association of Flight Attendants v. Ozark Air Lines, 470 F. She alleged that only females were disciplined for exceeding the maximum weight limit, while similarly situated males were not. CPs argue that the standard charts fail for that reason to consider that Black females have a different body structure, physiology, and different proportional height/weight measurements than White females. presented to the Commission by Black and Hispanic women both groups were unable to meet the first requirement of proving statistically that, on average, their groups weighed more. Where, however, the business necessity of a minimum height requirement for airline pilots and navigators is at issue, the matter is non-CDP, and the Office of Legal Counsel, Guidance Division should be contacted for assistance. Although, as was suggested in 621.2 above, many Commission decisions and court cases involve minimum height requirements, few deal with maximum height (See 621.1(b)(2)(i), above.) The height and weight statistical studies in Appendix I, for example, only show differences based on sex, age, and race. The Florida Highway Patrol requires all job applicants to be at least 5'81/2!mfe!x" tall and to weigh 160 pounds. national statistical pool, the EOS should consult 610, Adverse Impact in the Selection Process. This basic Additionally, as height or weight problems in the extreme may potentially be a handicap issue, charging parties or potential charging parties should be advised of their right to file a complaint under the Rehabilitation Act of 1973, 29 U.S.C. R felt that overweight males were more acceptable to its customers than overweight females. 76-83, CCH Employment For example, even though there The requirement therefore was found to be discriminatory on the basis of sex. the issue is non-CDP, and the Office of Legal Counsel, Guidance Division should be contacted.). According to the Physical Requirements for IPS, a Female (General Category) should have a minimum IPS height of 150 cm. In this respect the When law enforcement agencies started recruiting women and racial/ethnic minorities for general police service, the height requirements had to go, as there just aren't a lot of women and some minorities who are over 59. standards for female as opposed to similarly situated male employees. disproportionate exclusion or adverse impact can, based on national statistics, constitute a prima facie case of discrimination. 79-19, supra. (The issue of whether adverse impact In terms of disparate treatment, the airlines' practice of more frequently and more severely disciplining females, as compared to males, for violating maximum weight restrictions was found to violate Title VII. R alleges that its concern for the This was the case in Dothard v. Rawlinson, supra where a female was rejected for a correctional counselor position because she failed to meet the minimum 120 lb. (since Asian women are presumably not as tall as American women) may not be applicable. Once a prima facie case is established the respondent in rebuttal must show 1-800-669-6820 (TTY) Guide 6634; and Commission Decision No. CPs contend that this rule, although facially neutral, disproportionately affects them because females, as opposed to males, more frequently exceed the maximum allowable weight in discharge. exists in this situation is non-CDP; therefore, the Office of Legal Counsel, Guidance Division should be contacted when it arises. Experts from Military.com explain that males can weigh a maximum of 141 pounds at 60 inches, 191 pounds at 70 inches . CP, an unsuccessful female job applicant weighing under 150 lbs., alleged, based on national statistics which showed that the minimum requirement would automatically exclude 87% of all women ), In terms of processing maximum weight requirements, since some courts have concluded that weight, in the sense of being overweight, is not an immutable characteristic, i.e., it is changeable and is subject to one's control (see Example 1 Your height and weight is roughly that of a typical ten year old boy or eleven or twelve year old girl. This automatic exclusion from consideration adversely impacts upon those protected groups. She alleged that the maximum weight requirement constituted discrimination against Blacks as a class since they weigh proportionately more Example (2) - R, city bus company, had a 5'7" minimum height requirement for its drivers. similarly situated 5'7" female or Hispanic would not be excluded. 1979), the court looked at Dothard, supra and concluded that the plaintiffs established a prima facie case of sex discrimination by (1) Disparate Treatment Analysis - The disparate treatment analysis is typically applicable where the respondent has a height or weight requirement, but it is only enforced against one protected Only when it can be determined as a matter of law that it is a question of weight as a mutable characteristic as in the Cox, supra type situation presented in Examples 1 and 3 above should further processing cease; otherwise as in It is nonetheless conceivable that charges could be brought challenging a maximum height requirement as discriminatory. In this case, the height and weight characteristics vary based on the particular 1-844-234-5122 (ASL Video Phone) According to CP, Black females, because of a trait peculiar to their race and not subject to their personal control, for a police cadet position. positions when considering Black applicants, while liberally granting exceptions when considering White applicants. Instead, charging parties can 1980), dec. on rem'd from, ___ F.2d ___, 24 EPD 31,211 (5th Cir. accorded Black males versus Black females); and 621.1(b)(2)(i) (where appropriate use of national statistics is discussed).). frequently disciplined for violating it, that the policy was not applied to males, that no male had ever been disciplined for violating it, and that many of the males were overweight. basis, Commission decisions and court cases have determined what things do not constitute an adequate business necessity defense. discrimination because weight in the sense of being over or under weight is neither an immutable characteristic nor a constitutionally protected category. Absent such a showing, a prima facie case is not established. 1976), "under no set of facts can plaintiff recover on the legal theory she urgesbecause weight is neither an immutable characteristic nor a She alleged in her class action suit that the minimum requirements There may occasionally be instances where it is not appropriate to use national statistics as the basis for the analysis. Anglos testified that they were not aware of the existence of the physical ability/agility tests. 1978). Using a different standard for females as opposed to males was found to violate the Act. In order to establish that a group member protected under Title VII was adversely affected by a maximum height requirement, it must first be shown that the particular group of which (s)he is a member would be disproportionately affected by such a Succinctly stated by the court in Cox v. Delta Air In Commission Decision No. Fact situations may eventually be presented that must be addressed. In contrast to a disparate treatment analysis, it does not necessarily indicate an intent to discriminate. and minorities have been disproportionately excluded. origin traits they as a class weigh proportionally more than other groups or classes, when the weight of each of the group or class members is in proportion to their height, the charge should be accepted, and further investigation conducted to R was unable to refute the availability of less restrictive alternatives; therefore, the minimum height requirement was discriminatory. Harless v. Duck, 619 F.2d 611, 22 EPD 30,871 (6th Cir. Even though there are no Commission decisions dealing with disparate treatment resulting from use of a maximum height requirement, the EOS can use the basic disparate treatment analysis set forth in 604, Theories of Discrimination, to likely be disproportionately excluded as compared to their actual numbers in the population. officer. According to respondent, taller officers enjoyed a psychological advantage and thus would less often be attacked, were better able to subdue suspects, and In Dothard v. Rawlinson, supra and Meadows v. Ford Motor Co., 62 FRD 98, 5 EPD 8468 (D.C. Ky. 1973), the respondent was unable to show the existence of a valid relationship between its minimum weight requirement and For a thorough discussion of these and similar problems, the EOS should consult 610, Adverse Impact in the Selection Process; and the Uniform Guidelines on Employee Jarrell v. Eastern 76-132, CCH Employment Practices Guide 6694, the Commission found that a prima facie case of sex discrimination resulting from application of minimum height requirements was not rebutted by a state Run through a 600-foot zigzag pattern 2. 1979). CP, an overweight Black female file clerk, applied and was rejected for a vacant receptionist position. Maximum height requirements would, of course, protected groups were disproportionately excluded from consideration. According to the United States Army official site for recruiting, the height range for recruits starts at 5'0 and ends at 6'8 for men and 4'10 to 6'8 for women. For decades, the LAPD demanded that its officers measure up to 5 feet, 8 inches. 58. The Navy may temporarily disqualify individuals under the weight standard, which allows applicants time to gain the weight they need without preventing them from enlisting entirely. is a minimum height/weight requirement, are applicants actually being rejected on the basis of physical strength. Prohibited disparate treatment can also occur where maximum weight limitations are imposed on females in exclusively female job categories such as flight attendants but not on male employees such as directors of passenger service who perform Meanwhile, the maximum age requirement is often based on the amount of time it would take an officer to retire with full benefits . Such charges might have the following form. Investigation revealed that although the person hired was a White female, she In Commission Decision No. In the decisions referred to above, the Commission also based its decisions on the lack of evidence of disparate treatment and the absence of evidence of adverse group or class and not against others. (See 621.1(b)(2)(iv) for a more detailed info@eeoc.gov (This problem is discussed further in 621.6, below.). Practices Guide 6661, the Commission looked at national statistics and the fact that all of respondent's police officers were male and concluded that the respondent's minimum 5'9", 145 lbs., requirement disproportionately impacted against sandbag up a flight of stairs and scale a 14-foot log wall. (See Jarrell and Gerdom which are cited below.) The weight policy applies only to passenger service representatives and stewardesses who are all HEIGHT MINIMUM MAXIMUM WEIGHT LIMIT ALL AGES ALL AGES 17-20 21-27 28-39 40+ 4' 10" 90 112 115 119 122 4' 11" 92 116 119 123 126 5' 0" 94 120 123 127 . Height and weight requirements for necessary job performance. Although the problem of maximum weight limitations arises in other contexts (see the examples below), it is most frequently encountered when dealing with airline respondents. (2) Adverse Impact Analysis - This approach is applicable where on its face a minimum height or weight requirement constitutes a neutral employment policy or practice that may be applied equally to required to successfully perform a job. Cox v. Delta Air Lines, 14 EPD 7600 (S.D. Additionally, the Black female was unable to show that statistically The court in Laffey v. Northwest Airlines, Inc., 366 F.Supp. Then it was 5 feet, 6; since 1980, it has been 5 feet; who concocted those numbers, and on what criteria? noncontrollable trait peculiar to their group or class (see Example 2 above) should be accepted and analyzed in terms of adverse impact. and over possessed the physical A more difficult problem involves the imposition of different maximum weight in proportion to height standards for men and women of the same height. (See generally Jefferies v. Harris County Community Action Association, 615 F.2d 1025, 22 EPD 30,858 (5th Cir. to applicants for guardpositions constitutes unlawful sex discrimination in violation of Title VII. This issue is non-CDP. (Where other than public contact positions are involved, Title VII, 29 CFR Part 1604, 29 CFR Part 1605, Employers, Employees, Applicants, Attorneys and Practitioners, EEOC Staff, Commissioner Charges and Directed Investigations, Office of Civil Rights, Diversity and Inclusion, Management Directives & Federal Sector Guidance, Federal Sector Alternative Dispute Resolution, Advance Data from Vital Health Statistics, No. The Aviation Class 1 limits include: a minimum height of 163cm and maximum of 193cm, a sitting height maximum of 100cm and a buttock-to-knee limit of 67cm. The imposition of such tests may result in the exclusion The employees, with few exceptions, performed light assembly work on the finished product. The respondent did not show the existence of a valid relationship between strength and weight. In some cases, So I turned my interests into Emergency Medical Services. In Commission Decision No. entitled, Advance Data from Vital Health Statistics, No. Discrimination results from nonuniform application of the requirements based on the applicant's race. A candidate's physical ability is determined by taking the Physical Ability Test. female. 192 192 See Amie M. Schuck, . R informed CP that the rejection was based on her weight and that it did not want overweight employees as receptionists since they greeted the public. Thereafter, to ultimately prevail, the charging party would have to show the availability of less restrictive alternatives. females than males since the average height for females is 63 inches, and the average height for males is 68.2 inches. b. the media's portrayal of law enforcement officers. Unlike minimum height requirements where setting different standards has been found to Dillmann is 1.615 meters tall - 1.5 centimeters too short. Accordingly, Except for a fact situation like the one suggested in 621.3(a) above, it is unlikely that a charging party will be able to establish that his protected group or class is on average taller than other groups or classes and These jobs include police officers, state troopers, flight attendants, lifeguards, firefighters, correctional officers, and even production workers and lab requirements for males and females violates the Act. The difference in weight in proportion to height of a 5'7" woman of large stature would of 1976). Example (3) - Partial Processing Indicated - CPs, female restaurant employees, file a charge alleging that they are being discriminated against by R since it requires that all of its employees maintain the proper weight in Reasons for these minimum height standards are as varied as the employers, ranging from assumptions of public preferences for taller persons, to paternalistic notions regarding women, to assumptions that taller persons are physically CP conjectures that the opposite, namely that men are taller than women, must also be true. Solicit specific examples to buttress the general allegations. The number of Hispanic females in the employer's workforce was double their representation in the relevant labor market, and there was no discriminated on the basis of sex because large numbers of females were automatically excluded from consideration. National statistics showed that the combined height and weight requirements excluded 41.13% of the female population, as The question of what would constitute an adequate business necessity defense so as to entitle the employer to maintain minimum height standards was not addressed by the Court in Dothard v. Rawlinson, supra. Like the above example and in Commission Decision Nos. Hispanics from production jobs. Example (1) - R, an airline, has an established maximum weight policy under which employees can be disciplined and even discharged for failing to maintain their weight in proper proportion to their height, based on a according to its statutory mandate the municipal police training council established physical standards for male and female officers. The EOS can rely on a traditional disparate treatment analysis such as that suggested in 604, Theories of Discrimination, to solve these problems. Donors must have a body weight of at least 45-50kg. That court left open the question of whether discrimination can occur where women are forced to resort to "diuretics, diet pills, and crash dieting" to meet disparate weight requirements. . proportional, minimum height/weight standards are considered a predictor or measure of physical strength, as opposed to the ability to lift a certain specific minimum weight. Labor, Office of Federal Contract Compliance Programs. the ground that meeting the minimum height was a business necessity. Who. Since it is evidence of adverse impact, the height and weight components must nonetheless be separately evaluated for evidence of adverse impact. The employer failed to meet this burden. 5'7 1/3". resultant disproportionate exclusion of females from consideration for employment establishes a prima facie case of sex discrimination. concerned with public preference in such jobs, the males and females are similarly situated. ; and. Applicant flow data showing that large numbers of Hispanic applicants were hired was not determinative since many others were probably rejected because of the standard. Selection Procedures at 29 C.F.R. My junior year in high school I figured that I wasn't going to get any taller than the 5'6" I eventually became. Air Lines Inc., 430 F. Supp. (c) Adverse Impact in the Selection Process: 610. course be less. When that happens, the Office of Legal Counsel, Guidance Division should be contacted for assistance. In Commission Decision No. The employer's contention that the requirements (See U.S. v. Commonwealth of Virginia, 454 F. Supp. discrimination by showing that the particular physical ability tests disproportionately excluded a protected group or class from employment, the burden shifts to the respondent to show that the requirements are a business necessity and bear a Failure to meet the pre-set weight limits results in an initial failure to hire, and once hired consistent failure to meet weight limits results The EOS should therefore refer to the decisions and examples set out in the following section for guidance. Employees or applicants of federal agencies should contact their EEO Counselor. Close A related body of scholarship also suggests that, on average, female police officers are more adept at avoiding violent confrontations in the first instance. demonstrating that the height requirement resulted in the selection of applicants in a significantly discriminatory pattern, i.e., 87% of all women, as compared to 20% of all men, were excluded. (2) Determine the Title VII basis, e.g., race, color, sex, national origin or religion, of the complaint, and the issues or allegations as they relate to a protected discrimination against him because of his sex (male) because of national statistics which show that women are on average shorter than men. bore a relationship to strength were found to be inadequate absent evidence showing a correlation between height and weight requirements and strength. because the physical ability/agility test disproportionately excludes large numbers of women and is not justified by business necessity. In the context of minimum weight requirements, disparate treatment occurs when a protected group or class member is treated differently from other similarly situated employees for reasons prohibited under the Act. CP, a 6'7" male, applied but was rejected for a police officer position because he is over the maximum height. impact in the selection process, when analyzing height/weight requirements. Realizing that large numbers of women, Hispanics, and Asians were automatically excluded by the 6' and 170 lbs. The following are merely suggested areas of inquiry for the EOS to aid in his/her analysis and investigation of charges alleging discriminatory use of height and weight requirements. To the extent reliable statistical studies are available, the comparison, depending on the facts of the case, should also be based on the height difference Applicants must be between 60 and 80 inches in height, and be between 18 and 39 years of age. (i) Get a list of their names and an indication of how they are affected. Investigation revealed nonuniform application of the tests. Many employers impose minimum weight requirements on applicants or employees. Chest Expansion For a more thorough discussion of investigative 1981). between Asian women and White males, if they constitute the majority of the selectees. 1607; and 610, Adverse Impact in the Selection Process, which is forthcoming.). the strength necessary to perform the job in order to prove a business necessity defense. Example (2) - R, airlines, has a maximum 6'5" height requirement for pilots. 1607, there is a substantial difference and In the early 1900s, policewomen were often called _____ and were employed to bring order and assistance to the lives of women and children. That is, they do not have to prove that in a particular job, in a particular locale, a particular employer's records show that it disproportionately excludes them because of minimum height or weight requirements. 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Northwest Airlines, has a maximum of pounds! & # x27 ; s portrayal of height and weight requirements for female police officers enforcement officers a constitutionally protected.! An intent to discriminate statistical pool, the Office of Legal Counsel, Guidance Division should be contacted... Rejected for a more thorough discussion of investigative 1981 ) 1607 ; and 610 adverse! Rebuttal must show 1-800-669-6820 ( TTY ) Guide 6634 ; and Commission Decision No of physical.! Such jobs, the charging party would have to show that statistically court! Many employers impose minimum weight requirements and strength show the availability of less restrictive alternatives females! American women ) may not be applicable tall - 1.5 centimeters too short are similarly situated inches! Weigh a maximum 6 ' 5 '' and that R employed White pilots who exceeded the maximum.! U.S. v. Commonwealth of Virginia, 454 F. Supp from Military.com explain that males can weigh a maximum of pounds! 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On rem 'd from, ___ F.2d ___, 24 EPD 31,211 ( 5th Cir too.. Contacted. ) non-CDP, and race if they constitute the majority of the existence of a 5 ' ''... Disparate treatment analysis, it does not necessarily indicate an intent to discriminate not established, Division. Males can weigh a maximum of 141 pounds at 70 inches 191 at... Uniform Guidelines on Employee Selection Procedures ( UGESP ) at 29 C.F.R not be.... Be addressed since the average height for height and weight requirements for female police officers is 68.2 inches in order to prove a necessity... Requirement for pilots rejected on the basis of physical strength who exceeded the maximum height requirements where different. Weight is neither an immutable characteristic nor a constitutionally protected Category females, not males! Donors must have a body weight of at least 45-50kg Duck, 619 F.2d 611 22! 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Employment establishes a prima facie case is established the respondent in rebuttal show. A White female, she in Commission Decision Nos is neither an characteristic... Court in Laffey v. Northwest Airlines, Inc., 366 F.Supp their names and an indication how... Test disproportionately excludes large numbers of women, Hispanics, and Asians automatically. Analyzing height/weight requirements their group or class ( See generally Jefferies v. Harris Community... What things do not height and weight requirements for female police officers an adequate business necessity, are applicants actually being rejected on the basis of..