Reference no: EM13921384

Walsh, D. J. (2013). Employment law for human resource practice (4th ed.). Mason, OH: South-Western.

Question 1:

A truck driver was subjected to a random drug test and tested positive for marijuana use. After a confirmatory test verified the initial result, the driver was terminated. He denied having ever used marijuana. The driver passed a hair follicle test performed by an independent laboratory 84 days after the employer's urine test. The hair follicle test is aimed at identifying people who persistently use drugs over time. The driver also pointed to problems with the employer's drug tested procedures. Specifically, the drug test was given by a supervisor despite the availability of nonsupervisory employees, the container had been removed from the sealed kit before the driver arrived to be tested, the driver was not instructed to wash his hands at the proper times, access to the collection site for the specimen was not restricted, and the collection container was not kept in full view of the driver during the time between when the specimen was produced and the container was sealed. Did the employer fail to comply with the drug testing procedures required by the Department of Transportation? If so, was it negligent in how it conducted the drug testing. Why, or why not?

Your response should be at least 125 words in length.

Question 2:

A woman from New Jersey is interviewed for a job in marketing. The job is based in Georgia. She has an MBA. The interviewing manager asks her the following questions: Do you have any children? Does your husband help with the child rearing? Do you plan to have more children in the future? Would your family support you moving to Georgia if we need you to? The woman is not hired for the position. A male from Georgia with a bachelor's degree in public relations is hired. Does the woman have a legitimate argument for sex discrimination? If yes, what does she have to show in order to make a prima facie case of discrimination? What affirmative defense(s), if any, can the employer assert?

Your response should be at least 125 words in length.

Question 3:

On page 174 of your textbook, read the story of the flight attendants whose conditional job offer was rescinded for failure to disclose HIV-positive status on the medical questionnaire. What do you think the court should decide and why? Look up the case on the Internet. What did the court decide, and why?

Your response should be at least 125 words in length.

Question 4:

A 350-pound man interviewed for a job as a sales counselor for a weight loss center. He was told by the interviewer that he was the most qualified applicant, but the regional manager had concerns about his weight. He was later informed that he would not be hired now because the company is "image conscious" and his weight would "send the wrong message." He was told to re-apply for employment after losing seventy pounds. The man sued. What should the court decide? Why? (Goodman v. L.A. Weight Loss Centers, 2005 U.S. Dist. LEXIS 1455)

Your response should be at least 125 words in length.