1. Regulatory Context
Internal job postings, applications, dispositions, and transfers constitute “employee selection procedures” under the EEOC Uniform Guidelines (§1607.2(B)) and must be:- Job-related and consistent with business necessity (§1607.3)
- Applied uniformly across all eligible internal applicants
- Documented with sufficient records to support adverse-impact analysis for at least two years (§1607.4(A))
- Free from retaliatory exposure — current managers should not learn of an employee’s interest in another role before the employee elects to disclose it (Title VII §704(a) anti-retaliation)
2. Controls Implemented (Phase 1)
2.1 Privacy Default (Anti-Retaliation)
2.2 Standardized Disposition Codes (Adverse-Impact Analysis)
2.3 Audit Trail (29 CFR 1607.4(A))
2.4 Compliance Export
2.5 Event Publishing (Downstream Audit)
All three events are registered in
KnownEventName (src/platform/events/types.ts) for type-safe publishing.
3. Open Items
- T13 Compliance CSV export — endpoint exists in plan, full builder pending.
- HR-15 pay-preview integration — promotion pay-change preview deferred to Phase 2.
- Adverse-impact reporting widget — deferred (recruiter dashboard surfaces raw counts only in Phase 1).
4. References
- Spec:
specs/hr/specs/HR-35-internal-mobility-talent-marketplace.md - Integration:
docs/architecture/integrations/HR-35-internal-mobility-INTEGRATION.md - Implementation log:
specs/hr/IMPLEMENTATION_LOG.md(2026-05-22 entry) - EEOC Uniform Guidelines: https://www.ecfr.gov/current/title-29/subtitle-B/chapter-XIV/part-1607