PLEASE ANSWER ALL PARTS. I WILL GIVE BRAINLIEST Imagine you are a human resources manager tasked with hiring new employees. You have put together a small team of supervisors to help you with this task. Together, the team interviews select candidates and shares their recommendations for hiring with you. Each scenario poses a potential compliance issue. For each scenario, identify the federal law, or executive order, that must be considered as you review the hiring team’s comments and recommendations. Then, write a detailed description of how you would respond to ensure the company’s hiring practices are in compliance with federal laws.
Scenario 1:
Your company is looking to hire “greeters” to place at the front doors of your warehouse stores. “Greeters” are expected to be friendly, waving and welcoming customers to the store. They must have knowledge of the stores layout and point customers to the appropriate isle when asked about specific product locations. The team felt that John was the best candidate they interviewed. He had the personality traits the team was looking for in a “greeter” and was already very familiar with the store. He showed an eagerness and capability to learn more details about the store’s layout and products. However, John is in a wheelchair. The team is concerned that John will not be able to use the small set of stairs at the front of the store’s entrance. Currently, there is no ramp installed at the store. Because of this, they suggest you hire their second choice candidate, Debbie.

What federal law is the team at risk of breaking? How would you respond to ensure the company hires the best candidate and remains in compliance with federal laws?

Scenario 2:
Your company is looking to hire a new employee in the merchandising department. This person should be skilled in visual merchandising and have experience designing store layouts, displays, and store signage. The team felt that Megan was the best candidate they interviewed. She had the most experience of all candidates, a degree from a reputable college, and an impressive portfolio of her previous work. However, Megan was clearly pregnant. The team did not ask her about her pregnancy, but they are concerned that Megan may take a short leave-of-absence to care for her newborn shortly after being hired. The team isn’t sure if the company wants to hire someone who will need short-term leave. While Megan is an outstanding candidate and would bring much needed experience to the merchandising department, the team suggests you pass on hiring her and keep looking.

What federal law is the team at risk of breaking? How would you respond to ensure the company hires the best candidate and remains in compliance with federal laws?

Scenario 3:
Your company is looking to hire a new bus driver for your commercial bus line. This new employee will replace a driver who has been with your company for twenty years, but has just reached the company’s maximum driving age – seventy. Your team agrees that the company’s maximum age for drivers is an important safety policy, however they feel the current driver has a stellar career with the company and will be reluctant to leave. They advise you to think carefully about replacing this driver because of his age and seem leery of a discrimination accusation.

What federal law could the aging driver accuse the company of breaking? What defense could you use to support your company’s maximum driving age policy and your decision to hire a new employee for this position?