Reference no: EM131710104

It is important for employers to articulate and apply their employment policies consistently, even if federal law does not apply to the issue. Consider the following.

A) you are the person in charge of hiring faculty in the history department. Allie applicant a native American female applied for a position and is a part of the qualified pool. She reported to HR that she had been previously convicted of petty larceny she stole a street sign in college, but ultimately returned it. The criminal background check, however, revealed that she had been convicted of underage drinking as well, which she failed to report. Do you hire her? If not, why not?

B) Adam applicant a white male applied for a faculty position in the political science department and is a part of the qualified pool. He reported to HR that he had been previously convicted of petty larceny he stole a street sign in college but he returned it. The background check however reveled that he had been convicted of under age drinking as well, which he failed to report. Is there a potential issue if the history department hires allie despite her conviction, but the political science department does not hire adam because of his conviction?