Question

Steve, the Human Resources Manager at Dusk Auto Services, is informed that Arthur, one of the contract-based mechanics, is HIV-positive. Upon asking, Arthur admits to it. Consequently, Arthur is terminated from his employment even though his condition did not affect the quality of his work. Which of the following holds true in this scenario?
a. Arthur's termination creates no cause of action against Dusk Auto Services for wrongful discharge as he is an employee-at-will.
b. Arthur's termination is not justified because Dusk Auto Services failed to conduct an HIV test before hiring him.
c. Arthur's termination is a violation of the Americans with Disabilities Act because his HIV status did not affect his performance on the job.
d. Arthur's termination is not a violation of the Americans with Disabilities Act because he did not willfully inform his employer as required by the Act.

Answer 1

Answer:

The scenario that holds true is the fact that " Arthur's termination is a violation of the Americans with Disabilities Act because his HIV status did not affect his performance on the job."

Explanation:

The American with disabilities act was established in 1990. This is a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life including jobs and all other public and private places that are open to the general public.