Original work Please

 

Assignment Instructions 

Review the material in chapters seven and eight, as well any additional chapters or external sources you feel are relevant, and approach the topic from the perspective of a hiring manager. You will justify a determination of whether or not the potential employee was selected for the position. Incorporate answering the questions in each segment within your justification.

You have a choice for the topic of your writing assignment. Your choices are either the "What Would You Do" segment on page 218 or the segment on page 265. Each segment is related to selecting employees (whether a new hire or "in house" promotion) for a position.

• Written communication: Written communication is free of errors that detract from the overall message.
• APA formatting: Resources and citations are formatted according to APA (6th edition) style and formatting.
• Font and font size: Times New Roman, 12 point.
• Length: 700 to 1100 words demonstrating learning, research, and analysis.

WHAT WOULD YOU DO? Alex Bustamante is applying for the position of executive chef at the hospital where you serve as director of human resources. The hospital has more than 800 beds, and the meal service offered to patients and visitors alike is extensive. Patients in this facility are extremely ill, and because of their weakened condition, dietary concerns are an important consideration. While reviewing Mr. Bustamante’s work history with him during an interview, he states that he was let go from his two previous positions for “excessive absence.” When you inquire as to the cause of his excessive absence, Mr. Bustamante offers that it was due to the effects of alcoholism, a condition with which he has struggled for over ten years, but for which he is currently undergoing weekend treatment and attending meetings of Alcoholics Anonymous (AA). He states that he never drank while at work but sometimes missed work because he overslept or was too hung over to go in. His past employers will neither confirm nor deny Mr. Bustamante’s problem. Both simply state that he had worked for them as an executive chef and that he was no longer employed by their organizations. Based on his education and experience, Mr. Bustamante is clearly the best-qualified candidate for the vacant executive chef’s position. However, based on his life history, his ability to overcome his dependence on alcohol is, in your opinion, clearly questionable. Your recommendation on Mr. Bustamante’s hiring will likely be accepted by the manager of dietary services. 1. Have you broken the law by inquiring into Mr. Bustamante’s difficulty in prior positions? 2. Is Mr. Bustamante protected under the ADA? 3. If Mr. Bustamante were hired but needed three days off per week to undergo treatment, would you grant that accommodation? Under what circumstances? 4. How do the rights of Mr. Bustamante and the concept of negligent hiring mesh in this instance? THE HOSPITALITY INDUSTRY IN COURT To understand how difficult it is to interpret and comply with antidiscrimination laws, consider the case of Schurr v. Resorts Int’l Hotel, 196 F.3d 486 (3d Cir. 1999).