Part 1 of this article focused on the important role that “disposition codes” play in the employer’s ability to perform its own meaningful adverse impact analyses and the employer’s ability to defend an allegation of discrimination/demand for back pay based on the OFCCP’s analyses of the data it provides…that is, the importance of Counting the Right Numbers.

In my experience, most disposition codes do a fairly good job of disclosing when each individual fell out of the process. That is probably because the systems many employers currently are using are built out of an original Applicant Tracking System (ATS). In fact, in the “