If an employer does not thoroughly check information provided by a potential employee who later commits a crime while an employee, the company can be held liable for a negligent hiring.
Indicate whether this statement is true or false.
Question 2
Refer to Additional Case 5.3. Given the nature of the firm, which of the following laws is most relevant at this time?
Additional Case 5.3
You are a middle manager looking for a first-line supervisor. The selection criteria in priority order are: 1) the ability to learn and adapt to a changing job, 2) willingness to perform the job assigned under its current conditions, and 3) strong verbal and quantitative skills. In addition, the cost of the selection process is a concern since you want to look at a broad range of candidates.
The firm has about 500 employees and is a federal contractor. There is a racial imbalance among the management team, which favors white males. No evidence of discrimination exists, and the firm has never received a discrimination complaint. The firm's hourly employees are about 50 female and 35 minority. You have actively sought to provide access to disabled employees. Two years ago, the firm experienced an incident in which one employee became violent and injured several other employees. The firm was held liable for the occurrence.
A) Vocational Rehabilitation Act
B) Americans with Disabilities Act
C) Equal Pay Act
D) Executive Order 11246
Urinometer. In this procedure, a urine sample and urinometer are placed within a tube, and the liqui
Mitosis + Check Points 4 of 5
Laboratory Requisition Information
Neuronal action potential.
The averaging of an auditory evoked potential. Averaging increases the signal-to-noise ratio.
Kinetic versus Potential Energy