The Impaired Employee and Liability Essay

I believe that the first ethical concern is the fact the potential employee was in advance in disclosing that he had a degenerative progressive state that could result in a disability. He did not have to bring this kind of to our attention and his medical professionals are not actually able to forecast when the devastating condition will be or if it will appear by any means. The prospect was demonstrating his personal highly honest behavior which is ultimately what we should are looking for within an employee. The second ethical consideration is that were responsible for exhibiting the same kind of honest behavior we expect from your employees.

The basis for any ethical decision is founded on what is morally right or wrong. The ideal thing to do in a hiring circumstance is to work with the best possible prospect. The prospect in question went through the verification and interview process the number one decide on of acquire and the screening process committee. His potential health conditions have not do along with his professional talents and whether or not he would manage to competently execute his tasks. A third honest consideration is the fact that I shared my problems with other high ranking firm officials and instead of taking a look at the skills of the candidate they checked out the economic risk the candidate may impose around the company later on.

I believe we ought to have considered what an asset his skills and abilities may have been to the company versus a mysterious financial risk due to a possible disability that may not happen. Identify and explain in least three legal factors. The initially legal thought would be in denying the candidate work because of any sort of disability.

The Americans with Disabilities act prohibits virtually any employer from discriminating against a qualified person with a incapacity in the job application procedure, employing, firing, improvement and other liberties of work (EEOC, 2008). The certification of the individual ought to be the only determining factor on whether or not they will be hired. The other legal consideration could be that the screening committee shared private information about the prospect without his knowledge. The physicians of the candidate would not even understand whether or not the handicap would arise or to what extent and so there was zero reason to talk about this information with anyone else. The final legal account is the the liability that could feature hiring this kind of candidate.

Healthcare organizations have a corporate responsibility to workout reasonable care in choosing and retaining employees (Showalter, 2008, pg. 137). In case the Health Services organization would be to hire this candidate understanding he can become incapable and then obtain hurt on the job because the center did not properly accommodate his disability they would be accountable for any injuries that the worker might incur while on the work.

Identify and explain in least three Business things to consider. One business consideration is actually the applicant could potentially bring to the business. His skills and qualifications ranked him because the number one prospect which tends to make him an asset to the company. The possibility of the candidate charging the company money is a obscure at best but the potential very good he may do the organization is set out in his requirements.

Another organization consideration would be the cost to the company in the event the candidate were hired and did end up having a incapacity. Even though they can not discriminate against the candidate for having a possibility handicap they should evaluate the cost the fact that company might incur whether it had to accommodate his handicap in the future. You have the potential with the employee missing time because of his disability and the expense of providing reasonable accommodations. The last business consideration is that the testing committee provides a duty to gauge and display screen potential staff with no opinion.

If they deny work to a candidate based on this info they are reducing their ethics. They need to have got and stick to specific pair of guidelines in searching, screening and promoting potential prospects for career. Another business consideration is the possibility that if the applicant were not hired that he’d file a complaint stating that having been discriminated against because he uncovered his overall health status.

Even if he could hardly prove it there might still be an investigation, a trial and promotion about the situation that could probably hurt the reputation of the facility. Give your decision while the Vp for overall health Services and the rationale pertaining to the decision. The search and screening panel found an outstanding candidate to get the mid-level management position.

It is not ethically or lawfully right to get rid of this prospect based on a possible disability in his future. It really is my obligation to hire the most qualified candidate and even though he might have a health issue down the road he is, in today’s, my applicant of choice. His skills and abilities will be an asset to the organization. Any future impairment will be dealt with when the period comes. References Facts about the Americans with Disabilities Work. (2008).

Recovered February 7, 2012 via http://www.eeoc.gov/facts/fs-ada.html Showalter, J. S i9000. (2008). The law of healthcare administration (5th ed. ). Chicago: Well being Administration Press.