Mgt Week 3 Simulation

Week 3 Simulation

Preventing workplace discrimination

Rochelle Albert

MGT 434 Employment Law

Professor Clint Heiner

•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?

The EEOC Enforcement Guidance on Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act provides guidelines of reasonable accommodations for employers to follow for qualified current and potential employees who have a disabilities or a known drug abuse problem. Accommodation measures can range from wording in an advertisement of the position, assistance with the application process, and can include modifications to the position. The simulation demonstrated discrimination and the laws against it in the position advertisement section. The Executive Creative Director composed two advertisements and the task was to proofread and eliminate any discriminatory or offensive phrases. An employer is not allowed to discriminate based on age, gender, race, or disability and the simulation described how a phrase such as “nimble on your feet” is discriminatory and excludes applicants with physical disabilities and “make men stop and look” is discrimination towards women.

•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?

Personality, attitude towards work, and future upward mobility are not primary factors that should be considered when hiring. An applicant’s skills, experience, and qualifications should be at the top of the list for consideration. Once a qualified applicant is identified, their personality can be viewed to confirm if they will be a good fit for the team. Reviewing an applicant’s attitude towards work will help eliminate applicants who could diminish employee morale with extreme or unenthusiastic work...