Employment law for Business Question 2022

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Employment law for business
Q1. Unconscious bias in the workplace may bring a lot of bias in employment.
Screening is important for a person before employment. It may involve the following
steps;
1. Screen resumes based on minimum qualifications
2. Shortlisting of candidates based on preferred and shortlisted qualifications
3. Shortlisting of candidates based on the minimum qualifications and a criminal search
on the candidates background
4. Some may require certificates of good conduct from relevant authorities like the
police department.
Factors to consider in criminal background check includes the pre- employment include
the availability of a conviction record, crime affecting the person, and duration of time served
or rehabilitation time (Harun, and Puluhulawa, 2016).
Q2. Does the ADA automatically protect Pat from discipline? Why or why not? Does
your answer change if the other employee received no discipline? Why or why not?
Under the ADA guidelines, employers of the company are able to provide
accommodations that are reasonable in a situation they are aware of like Pats condition. They
know Pats condition so they will not take any disciplinary measures. The answer does not
change if the other employee receives no discipline.
Q3. Explain how this could lead to affecting older workers. If your business used
the salary criterion, describe at least one way that an employer could mitigate the risk
of receiving an ADEA claim.