The Impaired Employee

The Impaired Employee and Liability

Identify and explain at least three ethical considerations

Ethics can be described as the science of moral obligation; principles that serve in the decision making process based on values that direct towards the appropriate outcome (The American Heritage Medical Dictionary, 2007). As the vice president, three areas to consider are the selection applicants based on virtues, disclosure of health information that may interrupt an employee’s ability to perform the expected duties, and management within the organization.

The first ethical matter is to consider the choice of a qualified applicant founded on deservingness and not their disability. According to the Americans with Disability Act ([ADA], 2008) a qualified individual with a disability is an individual who meets all the requirements of employment position with qualifying legitimate skills, education and experience with or without reasonable accommodations. According to the case study, this applicant surpassed the expectations of the criteria for the position and was considered as a qualifying asset over the other candidates by the vice president and chair committee. The applicant’s virtues were passed over by the potential financial obligations the organization would confront if the applicant becomes partial or completely disabled. In the end, the decision will be made by the vice president. The vice president has the responsibility to ensure the faculty remains within the guidelines of federal and state regulations.

According to the Equal Employment Opportunity Commission ([EEOC], 2011) an employer has strict limitations when inquiring about an applicant’s disability. An employer cannot ask the applicant under any conditions questions concerning medical history or current medical status, complete a medical examination before extending a job or inquire about a possible disability (EEOC, 2011). The employer can inquire of the applicant if they can perform the...