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Prevent Workplace Discrimination / Simulation a. What are some measures a company can take to reasonably accommodate people with disabilities, or those with a known drug abuse problem, and how does the simulation demonstrate these? Disability- -Company need to have a written policy concerning applicants who are disabled and employees who have disability (Bennett-Alexander & Hartman, 2007). -Setup a system for employees with disability to report on how accommodations can be provided, and make sure all contractors who have contact with company employees are ADA compliant. Companies need to review all job description and keep the description updated. -Make sure department heads and managers, who have the power to make employment decisions, fully understand all the rules pertaining disability employees. -Make sure benefit coverage are same for disabled and nondisabled employees. Drug Abuse Problems- -Companies need to have a drug policy stating drug and alcohol tests after applicants accept the position. -Private companies need to impose a drug free workplace policy. Simulation-
Simulation showed qualifications for the position should come first before applicant’s disabilities. Accommodations, after the job is offered, is to be arranged for the person to get the job done b. Should factors like personality, attitude toward work, and future upward mobility be considered when hiring? Why or why not? How does the simulation demonstrate these? -Personality, attitude toward work, and future upward mobility are all needed to be considered when hiring. Although one can not discriminate against anyone, but these are essential elements for the effectiveness of the workplace. The simulation demonstrated applicants history in teamwork is important, because the job is to be performed in a team environment. For example, Jessica’s background indicates she might have different outlook in life than the rest of the team she is to be working with. The atmosphere employee creates will have a direct affect on the job performance. c. Can Title VII override the employment environment and conditions detailed in a written employment contract between an employer and an employee? Why or why not?
How does the simulation demonstrate this? -Yes, Title VII overrides the employment environment and conditions detailed in a written employment contract between an employer and an employee. For example, sometimes employee does not fully aware of all aspects of his or her rights until later, a complaint can still be file with the EEOC. -The simulation demonstrated when Oscar Rosenberg declined to work on the “Pork It Up” campaign due to his religion; he has refused to do the job he was hired to do.
Under normal circumstances, Employer has the right to terminate the employee on the grounds of insubordination. But Title VII, Oscar has the right to file for discrimination for his religion. The employer has to offer other accommodations for Oscar, If Oscar still refuses, then the company has the right to terminate him. Reference Bennett-Alexander, D. D. , & Hartman, L. P. (2007). Employment Law for Business. [University of Phoenix Custom Edition e-text]. Boston: The McGraw-Hill Company. Retrieved August 1, 2008, from University of Phoenix, MGT434 Web site.