Answer:
The order of answers is given: 2, 1, 2, 2, 1
Explanation:
hope this helps, brainliest if it does!
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.
This is most likely because of the ease when making judicial rulings. If there is an odd number of judges, then there will rarely be a tie vote. This can only occur when judges decide to abstain from voting. Most likely, the current court has an odd number of Justices to prevent an evenly split decision.
The answer is the system is based on habits and planners
I would say A.) The students grace, because if you're not very graceful, then you're more likely to stumble or lumber around. I hope that makes sense.
