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This paper addressed several controversial issues in employment law which require ethical consideration. These include the following: Under what circumstances is it legal, advisable, and/or ethical to engage in requiring pre-offer medical examinations of some applicants and not others? The paper also questions whether if is ethical to retain information generated by medical and pre-employment testing in each applicant's general personnel file. Additionally, the paper also discusses whether the NLRB provides an appropriate mechanism for union action oversight, and whether the rights of white males are protected under affirmative action. The paper concludes by examining the use of quotas.
From the Paper:" According to a statement published by the U S Equal Employment Opportunity Commission online pre-offer pre-employment medical examinations are prohibited under federal law. A medical examination can be required after a conditional offer of employment is made to an applicant being considered for a position. Any medical examination must be nondiscriminatory in that all applicants or no applicants in a given job category must be required to submit to such an examination. According to the EEOC requiring medical examinations for only those applicants that an employer believes might..."
Cite this Term Paper:
Employment Law (2008, December 01) Retrieved July 09, 2020, from https://www.academon.com/term-paper/employment-law-122036/
"Employment Law" 01 December 2008. Web. 09 July. 2020. <https://www.academon.com/term-paper/employment-law-122036/>