You are a consultant who specializes in job candidate evaluation and employee selection. A moving company is seeking your advice about the appropriate selection measures to evaluate candidates for the position of driver/mover. When people are moving from one home to another, they contact the moving company to take care of relocating their belongings. The people responsible for the move are the driver/movers. Because driving a truck is an essential function of the job, applicants must not only be physically capable of driving, but must also have an impeccable driving record. Driving a truck is a dangerous safety hazard if the applicant is not a good driver. Also, the job description requires that applicants for a driver/mover position with the moving company must have the physical ability necessary to move heavy furniture safely and without damage. An applicant unable to perform this task would be a risk to the employer, as well as to the safety of co-workers, clients, and the clients' belongings. 1. If you had a qualified candidate who requested an accommodation in regard to the physical abilities test, for example, they stated they could meet the lifting requirements with assistance from another employee, would you consider this request reasonable? If so, how would you go about accommodating this candidate once they were on the job? If not, why do you believe it wouldn't be considered reasonable? 2. Let's say you hire an individual who has stated they could meet the requirements of the job with or without reasonable accommodation and you later learn, from another colleague, the individual has previously been diagnosed with narcolepsy. You have also learned this employee has had multiple instances in which he has run off the road and almost hit a vehicle and or pedestrian due to falling asleep at the wheel. As the HR Director, what would your next steps be? Explain.

Understanding Business

12th Edition

ISBN:9781259929434

Author:William Nickels

Publisher:William Nickels

Chapter1: Taking Risks And Making Profits Within The Dynamic Business Environment

Section: Chapter Questions

Problem 1CE

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You are a consultant who specializes in job candidate evaluation and employee selection. A moving company is seeking your advice about the appropriate selection measures to evaluate candidates for the position of driver/mover. When people are moving from one home to another, they contact the moving company to take care of relocating their belongings. The people responsible for the move are the driver/movers. Because driving a truck is an essential function of the job, applicants must not only be physically capable of driving, but must also have an impeccable driving record. Driving a truck is a dangerous safety hazard if the applicant is not a good driver. Also, the job description requires that applicants for a driver/mover position with the moving company must have the physical ability necessary to move heavy furniture safely and without damage. An applicant unable to perform this task would be a risk to the employer, as well as to the safety of co-workers, clients, and the clients' belongings. 1. If you had a qualified candidate who requested an accommodation in regard to the physical abilities test, for example, they stated they could meet the lifting requirements with assistance from another employee, would you consider this request reasonable? If so, how would you go about accommodating this candidate once they were on the job? If not, why do you believe it wouldn't be considered reasonable? 2. Let's say you hire an individual who has stated they could meet the requirements of the job with or without reasonable accommodation and you later learn, from another colleague, the individual has previously been diagnosed with narcolepsy. You have also learned this employee has had multiple instances in which he has run off the road and almost hit a vehicle and or pedestrian due to falling asleep at the wheel. As the HR Director, what would your next steps be? Explain.

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