The paper business has many stages ~ even the company is agreeing that you don't need to know how to read to do the job at the stage where they use the most "utility workers".
And if they operate like most other businesses, those “utility worker” positions are stepping stones to higher-level positions. So why shouldn’t GP be able to hire the most capable candidate for the position, even if that position doesn’t require the skills being tested for?
It should be up to the employer and no one else to formulate hiring tests and policies.
If so and so person wants to change the company’s policies, then they should simply buy the company and then do it.
At GP, utility workers have varied job requirements,many of which involve using caustic chemicals. After a specified time in that position, employees are eligible to apply for any other position in the mill. The paper making process is one that employs a lot of technology and a lot of potentially deadly chemicals. Functional literacy is vital. Training can’t cover every possible exposure, despite what OSHA and the government try to regulate. GP also promotes from within from hourly to salary. I am employed at a GP mill that makes similar products to Port Hudson. Over 50% of our salary force was promoted from the hourly work force. Our current owner, Koch, strives for compliance with all regulatory issues. That may be why Port Hudson didn’t pursue the lawsuit. Just my educated $0.02.
(Snoitan5’s wife)