BUS 670 Week 5 Assignment – Anti-Discrimination Laws Related to Employment

Anti-Discrimination Laws Related to Employment

Name

BUS 670: Legal Environment

Instructor:

Anti-Discrimination Laws Related to Employment

Admissions Coordinate (Hospice)

Kindered Healthcare Inc., is the state’s governing provider of home all-inclusive health facility and non-emergency nursing home providers. Its main headquarters is located in Louisville, KY and it was founded in 1985. Kindered at Home, and its affiliates including Gentia, they strive to deliver understanding, excellency devotion care to the sick and applicants in the privacy of their own home, or place of dwelling, in addition to non-emergency private aide, qualified attending and reformation and nursing home and palliative assistance. Our domestic servers focus on each unique patient to negotiate the adequate care and emotional support that our patients and their loves ones demands, by providing a comfortable and compassionate support in the patient’s final stages of their life.

Responsibilities

We are currently seeking an Admission Coordinator, who will be responsible for contacting the patient and family within one hour of referral, organizing all conformations within three hour. The Admission commitment process is retrieving adequate admission and insurance information in order to guarantee appropriate and timely admissions of patients and join in morning “stand-up” meetings, along with other imperative responsibilities.

Qualifications

Must have strong communication skills, LPN/LVN, or Bachelors degree in business, social work, adept to task in a multidisciplinary environment, capability to carry out work and analytic data in an organized and businesslike form, negotiation and public relation skills. Knowledgeable about PC including the Microsoft functions.

Salary

Salary is based on skills and experience, 401(k), outstanding medical, dental and vision plan. In order to apply complete the online application. Due to the high expectancy of responses, we will contact only the applicants who are closely similar to requirements.

When managers are conducting an interview they must be mindful of the questions they are asking the interviewee, because they could involve violating that person’s rights and if they do the interviewee can seek legal actions, so the managers need to make sure which questions are appropriate to ask and which ones are not.

Illegal questions

1. When were you born? The Age Discrimination in Employment Act (ADEA) prevents mangers to discriminate based on age, especially for men and women who have gone by maturity of 40. Asking an interviewee to tell their age can aid to prevent mature interviewees and imply unfairness established on maturity.

2. Are you married? This question is inappropriate, because you are indirectly asking a woman, or man to reveal private data about their relationship condition, which violates the Civil Right Acts of 1964, Title VII.

3. Have you ever been arrested? This question could possibly be categorized as violation on Employment Equal Opportunity Commission Discrimination of ethic and race background of the disproportionate amount of minorities that arrested and no convictions are ever reached, violating the Civil Rights Act of 1964 and 1991, under the Title VII.

4. When did you receive your high school diploma? This is an inappropriate question to ask an interviewee, because the year of the interviewee can determine how old that person is, which violates the Age Discrimination in Employment Act (ADEA), 1967 under Title VII.

5. Do you rent, or own your home? The interviewer should not request information from an interviewee if he, or she is renting, or own their house, or vehicle, if compensation have been adorn earlier, or if the interviewee has announced liquidated, depending on if monetary payment prevail for the present employment. Any interviewer that depends on Consumer Credit Report in its business process must follow the Fair credit Reporting Act of, 1970 and Consumer Credit Reporting Reform Act of, 1996.

6. Do you suffer from any type of disability? This is an inappropriate question, because it violates the American with Disabilities Act of, 1990 under Title I.

7. How many years you serve in the military? What type of clarence did you receive? The interviewer cannot inquire about what type of clarence they received, but you can inquire about if they served time in the armed forces, length of duty, and rank at clarence, what kind of training and skills he accomplished while serving.

8. Are you in a relationship? This inquiry does not hold any evidence of discrimination, but the interviewer should refrain from inquiring of an intimate type, but to intimate inquiries being trivial to the interviewing procedure and they can spark allegations for violation of secrecy, or sexual pleasure.

9. How many off springs do you have? This question is not suitable in regards to the interviewee’s relationship status, number of off springs and what type of child services arrangement are being made, so that you home life does not conflict with you commitment to your job with them, which is a violation under the Civil Rights Act of 1964, Title VII.

10. What kinds of clubs, or organizations do you affiliate with? This question is inappropriate, because the interviewer is searching for data that is not business correlated, that violates masculine, ethics, denomination and other conditions that are preserved under Civil Rights Act of 1964, under Title VII.

Legal Questions

1. Are you able to perform a job with, or without assistants? It is appropriate to ask this question in relation to a person with disabilities, but if the interviewee response is yes, they can fulfill the job duties then that is what matters.

2. Did you obtain a high school diploma, or GED equivalent? Asking the interviewee questions about their educational background is acceptable, but not if the information is being obtained to determine the age of the interviewee.

3. Are you married? This information should ONLY be obtained after the employment process for insurance and tax purposes.

4. If hired, can you provide conformation that you are over the age of 18? This question can ONLY be asked after you hire the interviewee, so you the interviewer will not violate the Age Discrimination of Employment Act of, 1967.

5. Have you ever obtained employment under a different name? It is appropriate for the interviewer to ask this question while interviewing the interviewee, because they are making sure that they have the right person and accurate information when they get ready to perform the background check.

6. How many children do you have? This information should ONLY be obtained after the hiring process for insurance and tax purposes.

7. What is the name and physical address of the person to notify in case there is an emergency? This question should ONLY be asked after the interviewee has been employed.

8. Have you ever been convicted of a felony? This is an appropriate question, because you the interviewer is liable for any employees that may have a criminal background, which negligence hiring on the interviewer part of the hiring process, if hurt, or harm occurs during their employment in your company.

9. How much do you weigh? This question is appropriate ONLY if there is a bona fide occupational qualification has been established.

10. Where do you see yourself in five to ten years from now? Interviewees need to direct their answers to career goals and not personal life. This question allows the interviewee to be open minded about their career path, growth and development and professional goals in the near future.

It is very imperative that interviewers not ask personal questions of the interviewees, because they may be a violation of their legal rights. But the same questions can be address and obtained upon the employment of the interviewee, but the interviewer cannot based his decisions on their answers this is legal and the company can be liable for discrimination suits. So with this being said the interviewers have to be very careful not to invade the interviewee’ privacy.

Reference

Doody, O., & Noonan, M. (2013). Preparing and conducting interviews to collect data.

Retrieved from http://eds.a.ebscohost.com.proxy-library.ashford.edu/eds

Hoevemeyer, V. (2006). High-impact interview questions: 701 Behavior-based questions

to find the right person for every job. Retrieved from http://eds.a.ebscohost.com.proxy-

library.ashford.edu/eds

Seaquist, G. (2012). Business law for managers. Retrieved from http://content.ashford.edu