In Harrison V

question 21

Multiple Choice

In Harrison v. Benchmark Electronics , a temporary employee was asked by his supervisor to apply for the job as a permanent worker. He did so, and took a pre-employment drug test, which was positive. The Medical Review Officer, upon learning that the applicant had epilepsy, and his drugs were legally prescribed, cleared him to be hired, but his supervisor, who sat in on the Medical Review meeting, fired him. The court ruled that: ​

• A)employers are permitted to make pre-employment medical inquiries prior to a conditional offer of employment
• B)non-disabled applicants are not protected from pre-employment inquiries under the ADA
• C)the firm had a legal right to ask questions about the drug use, but not to inquire about disability pre-employment
• D)because the applicant had tested positive for drugs, the employer could lawfully proceed to ask questions regarding disability prior to making a conditional offer of employment

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Definitions:

Corrective Action

Corrective action is a process aimed at identifying, addressing, and rectifying issues, errors, or deviations from standards to prevent recurrence.

Growth Phase

A period in the development of entities such as organizations, economies, or individual careers characterized by expansion and increased activity.

Future Benefits

Prospective advantages or positive outcomes that are expected to occur as a result of current actions or investments.

Level 5 Leadership

The paradoxical combination of personal humility and professional will that makes a potent formula for the highest level of leadership success. Personal humility refers to consideration and service to others; professional will refers to conviction and fierce resolve. Together, these define the caring leader who is able to catapult a group or an organization from merely good to truly great. See caring leadership.