Answer

It is important for an employer to be aware of and comply with all state, local, and federal laws during the recruitment, selection, and hiring processes as well as for all current employees. Not understanding and complying with these laws can be very costly for employers in terms of dollar amount and damage to their public image. There are many laws that serve to protect employees such as Title VII of the Civil Rights Act of $1964,$ the Age Discrimination in Employment Act, and the Americans with Disabilities Act $($Heneman et al$.,2019).$ In the case outlined above, the employer could be in breach of all three of these federal laws if discrimination is found based on the applicant's race, age, or ability status. If the applicant is alleging disparate treatment, the employer explains why the practices are not discriminatory and the burden of proof lies with the plaintiff $($Heneman et al$.,2019).$ In disparate iprove the practices beind burden of proof lies with the employer $($Heneman et al$.,2019).$ As an employer, I would make sure all of my hiring practices and policies are clearly written and outlined. I would also make sure anyone involved in the hiring process was properly trained on these policies and discouraged from deviating from them. In response to this claim, I would work with my human resources and legal team to prepare