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.
<span>A strong study establishes validity because it is important that the researcher measures what he or she intends to measure.
Validity in a study means that it is logical, sound, and reasonable - that the researcher has done his or her job properly, measured everything correctly, and has come to certain conclusions which could be proven and checked if necessary.
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<span>Assuming that this is referring to the same list of options that was posted before with this question, the correct response is "liberty" although that's not the best equivalent. </span>
