the professor shares a sample of what his test will look like and you can take it in a simulation of an actual test and the professor will look over it and tell you the strengths and weaknesses of your writing.
well like i said, i prepared my notes from the reading and lecture so far all week. this particular test was supposed to take me an hour (the real one will be 3 hours). i sat down and started working.
after about 5 minutes i "spotted the issues" which is the first step in any law test.
i started to type.
and about 10 minutes into it i thought....yea, screw this.
so i won't be turning in my test.
all that work for nothing. but i think there really is a point that your brain just doesn't work.
plus the practice tests are more difficult in a sense that you haven't actually study-studied yet so you think things like "oh i know thats a problem but where is it in my notes, what did justice such and such say about that again?"
and on the test its all easily accessible because you've studied and studied.
want to see what the one hour practice test looked like? - you have an hour to read, spot the issues, and write about 3-4 pages (i would guess on this one) single spaced.
the class is employment discrimination.....ready, set, go....
EMPLOYMENT DISCRIMINATION
PRACTICE EXAMINATION
(APPROXIMATELY ONE HOUR)
North Area Fire Department (NAFD) is a consolidated municipal fire department and political subdivision serving five member municipalities in the northern area of Ames County in State. Civil service positions in State, such as firefighter, are subject to State’s Civil Service Act and regulations and the examination process administered by State’s Department of Personnel (DOP). As such, applicants seeking a civil service job must apply for and take an examination administered by the DOP, with the DOP controlling all aspects of the examination, from scheduling to content and scoring. Applicants who take an examination for a particular position are ranked on a list based on their test scores, and the DOP creates eligibility lists from which organizations subject to State’s Civil Service Act (such as the NAFD) may hire candidates in rank order. When the NAFD has and needs to fill a vacancy, it offers the position to the highest ranked person(s) on the list provided to it by the DOP.
Taking an examination is not the only requirement for those seeking a firefighter position with the NAFD. A candidate must also live in one of the five member municipalities at the time he or she takes the test. If an applicant does not live in one of those municipalities at the time of the administration of the examination, her name will not be placed on the NAFD list and she will not be eligible to be hired by the NAFD no matter how high her test score. This residency requirement is authorized but not mandated by State’s civil service regulations.
The NFAD currently employs 100 firefighters; 1 is an African-American, 12 are Latino/a, and 87 are white. Census data indicates that the population of the member municipalities comprising and served by the NFAD is 69% Latino, 22% white non-Hispanic, and 9% African- American.
Several firefighter candidates have timely filed a lawsuit alleging that the NAFD’s residency requirement has a disparate impact on African-Americans. According to the plaintiffs, the residency requirement should be eliminated or should be expanded to include two counties immediately adjacent to the NAFD member municipalities. (Census data reveals that the population percentage of African-Americans living in those counties is 33%.)
Upon being informed of the lawsuit, Jeff Walz, the NAFD’s operations manager, said to his boss Pat Sims, “I’ve always known that the residency requirement would limit the number of African-Americans who can try to get firefighter jobs with us, but I can’t dictate where people choose to live.” Sims asked Walz why the requirement was still being used if it was clear that the NAFD would have few, if any, African-American firefighters. Walz: “State law requires it.”
North Area Fire Department (NAFD) is a consolidated municipal fire department and political subdivision serving five member municipalities in the northern area of Ames County in State. Civil service positions in State, such as firefighter, are subject to State’s Civil Service Act and regulations and the examination process administered by State’s Department of Personnel (DOP). As such, applicants seeking a civil service job must apply for and take an examination administered by the DOP, with the DOP controlling all aspects of the examination, from scheduling to content and scoring. Applicants who take an examination for a particular position are ranked on a list based on their test scores, and the DOP creates eligibility lists from which organizations subject to State’s Civil Service Act (such as the NAFD) may hire candidates in rank order. When the NAFD has and needs to fill a vacancy, it offers the position to the highest ranked person(s) on the list provided to it by the DOP.
Taking an examination is not the only requirement for those seeking a firefighter position with the NAFD. A candidate must also live in one of the five member municipalities at the time he or she takes the test. If an applicant does not live in one of those municipalities at the time of the administration of the examination, her name will not be placed on the NAFD list and she will not be eligible to be hired by the NAFD no matter how high her test score. This residency requirement is authorized but not mandated by State’s civil service regulations.
The NFAD currently employs 100 firefighters; 1 is an African-American, 12 are Latino/a, and 87 are white. Census data indicates that the population of the member municipalities comprising and served by the NFAD is 69% Latino, 22% white non-Hispanic, and 9% African- American.
Several firefighter candidates have timely filed a lawsuit alleging that the NAFD’s residency requirement has a disparate impact on African-Americans. According to the plaintiffs, the residency requirement should be eliminated or should be expanded to include two counties immediately adjacent to the NAFD member municipalities. (Census data reveals that the population percentage of African-Americans living in those counties is 33%.)
Upon being informed of the lawsuit, Jeff Walz, the NAFD’s operations manager, said to his boss Pat Sims, “I’ve always known that the residency requirement would limit the number of African-Americans who can try to get firefighter jobs with us, but I can’t dictate where people choose to live.” Sims asked Walz why the requirement was still being used if it was clear that the NAFD would have few, if any, African-American firefighters. Walz: “State law requires it.”
PLEASE ANSWER THE FOLLOWING QUESTION:
You are a lawyer and employment discrimination law specialist. The NAFD has retained you, has related the foregoing facts to you, and has asked for your advice concerning the merits of the plaintiffs’ disparate-impact suit and NAFD’s potential legal exposure. Please respond to and answer the NAFD’s questions and advise your client of any need for further factual and legal inquiry (if any).
You are a lawyer and employment discrimination law specialist. The NAFD has retained you, has related the foregoing facts to you, and has asked for your advice concerning the merits of the plaintiffs’ disparate-impact suit and NAFD’s potential legal exposure. Please respond to and answer the NAFD’s questions and advise your client of any need for further factual and legal inquiry (if any).
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