What factors must be considered in determining whether an individual with a communicable disease that is a disability is otherwise qualified for the job? Does the employer still have a defense in case he or she terminates an employee based on such a disability?
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What factors must be considered in determining whether an individual with a communicable disease that is a disability is otherwise qualified for the job? Does the employer still have a defense in case he or she terminates an employee based on such a disability?
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- There isn't a said law that prevent against recruitmtechniques result in the exclusion of women or a racial group from consideration for employment opportunities? If groups are excluded, wouldn't the practice potentially give rise to a claim of disparate impact?_________ is a legal obligation that requires a person to conform to a specific standard of care to protect others. A) Causation B) Breach of duty C) Duty to use due care D) Standard of careAn American Company refuses to hire people from the Quebec region of Canada. Their justification is that the accent from this province can be difficult to understand. If a Quebecois woman sues the American Company under Title VII, which of the following is true: Her lawsuit will be unsuccessful because she’s not an American citizen Her lawsuit will be unsuccessful if the Company can prove a bona fide occupational qualifier Her lawsuit will be unsuccessful if the Company can prove a business necessity Her lawsuit will only be successful if she can prove that the Company enacted the policy due to its animus toward Quebecois people.
- How can the Americans with Disabilities Act support educators with the threat of termination due to an unknown disability?A grievance is defined as any real or imagined feeling of personal injustice that an employee has about the employment relationship. This feeling does not have to be expressed to become a grievance and does not have to be true or correct. Discuss sources of employee grievances in an organizationIn 2004, Wal-Mart was sued when an employee with prior criminal convictions for sexually-based offenses was accused of sexually assaulting young girls during his working hours. A background check with previous employers would have revealed the employee's conviction records. But Wal-Mart did not begin background checks until a year after the employee was imprisoned. The lawsuit was an example of a(n) _____ lawsuit. A. adverse impact B. disparate treatment C. affirmative action D. negligent hiring E. employer responsibility
- You are caught in the middle of a dilemma. You have been subpoenaed to be a witness in a work-related sexual harassment case involving your boss and a coworker. On more than one occasion, you heard your boss make statements to this employee that could be interpreted as sexual advances. Your boss has made it clear that he will make things difficult for you at work if you testify in favor of the employee. You could choose to testify in a manner that would make it appear that your boss was not serious and that the employee was overreacting. However, you truly thought that your boss was not joking with the employee and that he was harassing her. What kind of repercussions could there be if you testify in favor of your coworker? Would you be willing to risk those repercussions?Assume the following hypothetical situation: A company is being sued for negligent hiring. They hired an employee who at the time of recruitment disclosed verbally and stated in writing about their prior drug addiction. They have successfully completed a rehab program. Was this a negligent hire? Why or why not? If the employee came to work one day under the influence but no one noticed and the employee ran a hand truck into a customer causing injuries, was this a negligent hire? Why or why not? Ignoring the information from Question B, how do you reconcile not hiring a recovering addict for safety concerns with this from the EEOC? "Current illegal drug use is not protected, but recovering addicts are protected under the ADA." According to the EEOC's manual, "Persons addicted to drugs, but who are no longer using drugs illegally and are receiving treatment for drug addiction or who have been rehabilitated successfully, are protected by the ADA from discrimination on the basis of…You are caught in the middle of a dilemma. You have been subpoenaed to be a witness in a work-related sexual harassment case involving your boss and a coworker. On many occasions, you heard your boss make statements to his employee that could be interpreted as sexual advancements. Your boss has made it clear that he will make things difficult for you at work if you testify in favor of the employee. You could choose to testify in a manner that would make it appear that your boss was not serious and that the employee was overreacting. On the other hand, it was clear to you that your boss was not joking with the employee and that he was not joking with the employee and that was harassing her. What kind of repercussions could there be if you testify in favor of your coworker? Would you be willing to risk those repercussions? Does it really matter if the case is dismissed because of your testimony?
- Bill Estes works at Clifford Company in the central receiving department. He unpacks incoming shipments and verifies goods received. Over the weekend, Bob pulled a muscle in his back while playing baseball. When he came to work on Monday and started unpacking shipments, he started to hurt again. Bob called the human resource department and told them he got hurt lifting a package at work. He was told to fill out an accident report and send it to an orthopedic clinic with a workers' compensation form. The doctor at the clinic told Bob not to lifting for about two and stay home for at least one week. Is Bob entitled to workers' compensation? Why or Why no? What effect will Bob's claim have on Cliffrock Company's Workers' Compensation Insurance Premium? Write a short memo from the human resource department to Cliffrocks Company employees explaining the purpose of workers' compensation. In small groups discuss the job-related illness or injury risks of a computer input operator and…Title VII requires that employers make reasonable accommodations for employees' OR applicants' religious beliefs that do not cause undue hardship. how frequent do you think requests for religious accommodations are?After reviewing the legal definition of Disparate Impact," do you think it would be possible for an applicant to successfully argue that a company's employee referral program results in a "disparate impact" on a protected class?