Personal information should remain private unless a relationship exist s between the business and the individual that legitimates collecting and using personal information about that individual. Some of the most common mistakes employers make concern inquiries into an applicant’s medical history–such as asking whether the applicant ever filed a worker’s compensation or disability claim or has ever been hospitalized, and if so, for what condition. The Americans with Disabilities Act strictly prohibits employers from asking applicants any questions that would reveal whether an applicant has a mental or physical disability. Employers should provide the applicant with the essential job functions of the position applied for and inquire whether the applicant can perform those essential job functions with or without a reasonable accommodation.
Employers also should not request the applicant’s age, date of birth, dates of high school or college graduation, or any other information that would tend to identify applicants over the age of 40. Such questions may violate the Age Discrimination in Employment Act. An applicant’s religion is another topic that is off-limits. Employers may not inquire about an applicant’s religion or religious days observed. If there is a requirement that the applicant will have to work weekends, the application can state the regular days, hours or shifts to be worked and inquire whether there is any reason that the applicant could not fulfill those requirements.
Running head: ETHICS OF TERM PAPER SERVICE1 Discussion on the Ethics of the Term Paper ServiceStudent’s NameInstitutional Affiliation Discussion on the Ethics of the Term Paper ServiceA term…