Part One

Answer TWO of the following questions:

1. Would you advise an employer that operates retail clothing stores to drug test? If so, under what circumstances? Using what procedures? What should be done regarding applicants or employees who test positive? Give details in your answer.

2. To improve employee health and lower insurance costs, many employers have turned to wellness programs. These programs typically entail an extensive baseline assessment of current health status and incentives for participation. What should employers do to make sure that their wellness programs comply with the ADA and GINA?

3. What should employers do to minimize adverse impact when hiring for jobs that have genuine strength and physical fitness requirements – such as a firefighter for example?

 4. It is often said that one of the benefits of a diverse workforce is that employees will better understand and relate to their diverse customers.  Does this justify making hiring decisions on protected class grounds – for example, hiring from specific minority groups? Assigning work so that the protected class characteristics of employees and customers match, for example, hiring seniors to handle Medicare claims? If so, why, if not, what should employers do? 

Part Two – interview

Watch this video where I interviewed my brother, Tom Sims, about hiring and firing practices.  What did you learn from this?

https://echo360.org/ui/player/e1087a4e-0d76-4a30-9e56-930938fbc4c8?secureLinkAccessDataId=2191e164-d223-40b0-af21-6cb1b3d24de0&autoplay=false&automute=false