Question

"Employment Tests, Hiring and Promotion Decisions".  

Please respond to the following:

Using the e-Activity, choose two (2) of the following employment tests: drug tests, medical examinations, polygraphs or honesty tests, and scored test of ability. Next, analyze the manner in which the testing itself could be considered illegal when an organization does not properly use it during the employment hiring process. Justify your response.

Give your opinion of the purpose of the Bona Fide Occupational Qualification (BFOQ), as discussed within the text. Then, suggest two (2) occupations where the discriminatory requirement is legal. Justify your response.

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Answer 1

1

Drug Testing

Pre-employment drug testing is a strategy that businesses use to screen out drug clients to shield them from ending up some portion of its workforce. The rationale for the utilization of this type of screening is that the utilization of unlawful drugs is identified with misfortunes to American industry as far as truancy, burglary and damage. The U. S. Military started widespread testing in 1981 and is at present the biggest client of pre-employment testing as a method for screening potential representatives.

One way that drug screening could be illicit is that similar types of pee or blood tests used to identify drug utilize, can be utilized to decide other medicinal issues, for example, pregnancy, coronary illness, and epilepsy to give some examples. The outcomes could be utilized as a way to deny employment to a generally qualified candidate.

Medical Examinations

Bosses have a true legal and legitimate right for guaranteeing that candidates are physically ready to play out the undertakings required for a specific occupation. A medical examination would be unlawful on the off chance that it isn't regulated to all candidates inside an occupation classification. Our content brings up the case of requiring a medical exam since individuals who are incapacitated or look impaired. The utilization or requirement of a medical exam must be reliable with work need. Generally the organization could be infringing upon the Americans with Disabilities Act.

2

BFOQ

The Bona Fide Occupational Requirement (BFOQ) builds up legitimate exemptions to discrimination laws, for example, Title VII. A business must demonstrate that a specific ensured class characteristic fits the bill for the exemption the oppressive requirement is lawful.

Clergy

Religious associations may legally require that its clergy be individuals from its religion, or even its denomination. The special case in this occasion is legitimate because of the natural need that religious associations have as far as accommodating the spiritual wellbeing and health of its. The association may not require such participation of a candidate for a janitor position. The special case isn't legitimate in this case since religion isn't a prerequisite for playing out the janitor's activity obligations.

Airline Pilots

The airline business is permitted to discriminate against pilots based on age. While this type of segregation is denied in many cases, it is permitted because of the way that pilots have been observed to be less sheltered in the wake of achieving a particular age. Accordingly, the requirement for airline security gives the special case to what might be illicit age separation