Answer:A) There is no set of guidelines on how to take any potential disciplinary actions with disabled employees
Explanation:
The Absentee rates has no bearing on whether to hire Jay or not. Neither is a demand for higher performance based on the accommodations they will make for him. Employment Discrimination laws prevent organizations from discriminating against applicants based on their race, sex, disability, among other factors. Therefore, they cannot set a higher target for him than those set for workers without disabilities.
While option D would do more to encourage, than prevent Lulumelon from employing Jay, it is not factually correct. During recruitment, accommodations have to made to ensure that the workplace environment is as conducive to a worker with a disability as those without. These accommodations such as physical changes to ensure accessibility, changes to software and technology as well as policy changes can be substantial financially.
A valid reason for not employing Jay is the absence of a disciplinary procedure for people with disabilities in place. The company has to prepare for all possible events and consider what would happen if they had to take disciplinary measures against Jay, which is not available at the moment.
The majority of the states that did not ratify the Equal Rights Amendment are in the South-East of the US: the correct answer is A.
Those are for example Florida, Luoisiana, Missouri, Alabama, Georgia.
The first state to ratify it was in 1972: Hawaii. All states in the Northeast have ratified it.
Answer:
(A) There was an increase in women working outside of the home, and also, greater social acceptance of divorce.
Explanation:
Answer:
here's your answer
Explanation:
Socioeconomic status (SES) has a measurable and significant effect on cardiovascular health. Biological, behavioral, and psychosocial risk factors prevalent in disadvantaged individuals accentuate the link between SES and cardiovascular disease (CVD).
