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Preventing Workplace Discrimination

Preventing Workplace Discrimination

University of Phoenix

Employment Law MGT/434

Patrice D. Carrington, Esq.

March 18, 2009

Preventing Workplace Discrimination

The company can adjust or modify equipment and access points in order to accommodate the disabled. In other words, HHP must make reasonable accommodations and make their decisions toward an employee or potential employee according to their qualifications, personality, attitude toward work and the future upward mobility. As far as a drug problem, a company can have an employee assistance program to help them with their problem and have in writing, guidelines of using drugs on the job or having a drug problem. They must provide reasonable help for an employee if the employee seeks assistance from the employer. HHP terminated Rod because of his drug use and coming to work under the influence which caused them to implement a pre-employment drug screening which can be construed as unlawful unless they include it in their policies, rules and regulations (University of Phoenix, n.d.).

Factors such as attitude toward work, personality, and future upward mobility should be considered so that the managers can get an idea of the type of applicants they are dealing with. This will give them some idea of their attitude and their mindset even though some things can be misleading. HHP did look at these things and used them as a guideline for hiring considerations. They needed to know these things to see if they are team players, if they would make good leaders, if they are right for the company and the company is right for them(University of Phoenix, n.d.).

Title VII can override the employment environment. HHP demonstrated this by hiring and placing Jessica in an environment that consisted of being all white and all male. According to Title VII it is unlawful to discriminate against a person because of his/her race, religion, color, or affinity orientation. Since HHP uses pre-employment tests as...