Interactive_Simulation_Paper

Interactive Simulation Paper What are some measures a company may take to reasonably accommodate people with disabilities, or those with a known drug abuse problem, and how does the simulation demonstrate these' Employers must reasonably accommodate employees or applicants to prevent any negative actions that can obstruct a qualified applicant or employee's performance. Employment laws are in place to ensure individuals are not discriminated because of a mental or physical disability. However, if an employer can demonstrate that the necessary accomidation will cause an undue hardship for the organization the organization may be relieved of this responsibility. An employer is also relieved of the responsibility if the individual who requires the accommodation chooses not to accept the benefit. Employers should ensure that the company’s hiring practices do not discriminate against individuals. If an organization uses stanard testing for a specific position, the test must be specific to the requirements of the position (Bennett-Alexander & Hartman, 2007). If an employer requires an individual to take a drug and alcohol test once an offer is made, the organization must have a clear policy that dictates the action that will be taken based on the results of the test. The employer must also communicate the policy to the employee or potential employee prior to the exam (Bennett-Alexander & Hartman, 2007). Additionaly, employers may have a separate policy for active employees indicating the requirements for testing and how a negative result will be delt with. Some companys may have a no tolerance policy or a policy that offers an individual the opportunity to enter a mandatory program in effort to keep his or her employment with the company. The first scenario of the simulation provided specific guidelines on the repsonsibilites for dealing with individuals with disabilities and individuals with a drug problem. This part of the simulation also provided HHP’s recruitment policy. The policy indicated that the company is an equal opportunity employer and that all advertisement must be precise and in compliance of the applicable laws. The purpose of an accurate advertisement is so to avoid any information from being construed as discrimantory (University of Phoenix, 2010). Should factors like personality, attitude toward work, and future upward mobility be considered when hiring' Explain why or why not. How does the simulation demonstrate these' Factors like personality and attitude can assist an employer to identify if the individual will fit in the company’s culture or how he or she may adapt to others in the organization. It can also help an organization identify the individual’s interest in working for the company or if the individual is just in need of a job. An individual’s attitude toward work will show an employer if he or she has the abilitiy to meet deadlines and proivide quality work. Individuals with a future upward mobility will have the attitude and determination of being a leader. Individuals with this factor are ones who want to grow and succeed in a company and in his or her career path. The recruitment process of the scenario demonstrates some of the factors above by using the performance of their inverview and applicant scores as key factors in recruiting for the creative supervisor positions (University of Phoenix, 2010). Can Title VII override the employment environment and conditions detailed in a written employment contract between an employer and an employee' Explain why or why not. How does the simulation demonstrate this' Yes, Title VII can override the environment and conditions of a written contract. The intent of a written contract is to outline the services that will be provided and the compensation for the services. The purpose of the law is to protect individuals from discrimination. However, exceptions of these laws exist for multi-national companies (U. S. Equal Employment Opportunity Commission, 2002). The simulation demonstrates this senario when it specifies that the job opening is an at-will position and the employee or employer can terminate the work agreement within 60 days (University of Phoenix, 2010). References Bennett-Alexander, D. D., & Hartman, L. P. (2007). Employment law for business, (5th e). Boston, MA: The McGraw-Hill Company University of Phoenix. (2010). Interactive Simulation: "Preventing Workplace Discrimination". Retrieved from Univeristy of Phoenix, Simulation, MGT434-Employment Law U. S. Equal Employment Opportunity Commission (nd). Title VII of the Civil Rights Act of 1964. Retrieved May 24, 2010 from http://www.eeoc.gov/laws/statutes/titlevii.cfm