do not copy Chegg or I will give dislike.

QUES-7 Please give me as much information as possible so that I can better comprehend this subject. There will be no plagiarism from other answers or websites. If it's your answer, I'll "upvote" it! Thank you for your assistance! PLEASE DO NOT COPY PASTE FROM CHEGG/OTHERWISE I'LL REPORT YOU Honda Canada Inev. Keava, 2008] Mr. Keays was hired in 1985 by Honds as an assembly line worker. In 1997 he was discharged with chronic fatigue syndrome and consequently went on disability benefits until the insurer declared that he was tt to return to work. When he returned the employer put him into its disability program, which required him to submit medical reports for every absence from work. The employer began to doubt the veracity of Mr. Keay's doctor's reports and therefore, in 2000, ordered him to see a doctor it had selected. Mr. Keays obtained legal advice recommending that he not see the employer's doctor unless the employer dearly indicated the purpose of the comination. The employer ignored the swyer's request and summarily diamissed Mr. Keays for cause without notice when he refused to meet with the employer's doctor. The employer claimed that this was inoubordination, entitling to dismiss Mr. Keays without notice Mr. Keays sued for wrongtul diamissal. He argued that his employer did not have a contractual right to force him to attend a different doctor chosen by the employer simply because the employer did not like opinion of the employee's own doctor. Therefore, he was not being insubordinate by refusing an order that the employer had no right to make. Moreover, he argued that the requirement to submit to a medical domination by the employer's doctor amounted to harassment and discrimination on the basis of his disability and was part of a conspiracy between the employer and the doctor ntended to enable the employer to dismiss him for cause after doctor issued a report saying Mr. Keays was able to work. Therefore, he argued that in addition to reasonable notice damages, he should be entitled to damages for bad taith in the manner in which he was dismissed and to punitive damages to for the employer's egregious conduct Source: Belcourt, M., Singh, P., Bohinder, G. & Shell, S. (2014) Managing Human Resources (7th ed) Taranto, ON: Nelson Education Led Questions 1. Do you believe Mr. Keays' employer should be permitted to fire him without providing him reasonable notice? Please explain why. 2. Is it legal for an employer to require employees to undergo medical examinations by doctors appointed by the employer? Please explain why. 3. Should the employer be able to fire Mr. Keays if the doctors tell him that his absences are attributable to his chronic fatigue syndrome and that they are expected to persist in the future? Please explain why. 4. Willthe court require Honda to return Mr. Keays to his old position if he wins his wrongful dismissal case? Is that something it should do?.. QUES-7 Please give me as much information as possible so that I can better comprehend this subject. There will be no plagiarism from other answers or websites. If it's your answer, I'll "upvote" it! Thank you for your assistance! PLEASE DO NOT COPY PASTE FROM CHEGG/OTHERWISE I'LL REPORT YOU Honda Canada Inev. Keava, 2008] Mr. Keays was hired in 1985 by Honds as an assembly line worker. In 1997 he was discharged with chronic fatigue syndrome and consequently went on disability benefits until the insurer declared that he was tt to return to work. When he returned the employer put him into its disability program, which required him to submit medical reports for every absence from work. The employer began to doubt the veracity of Mr. Keay's doctor's reports and therefore, in 2000, ordered him to see a doctor it had selected. Mr. Keays obtained legal advice recommending that he not see the employer's doctor unless the employer dearly indicated the purpose of the comination. The employer ignored the swyer's request and summarily diamissed Mr. Keays for cause without notice when he refused to meet with the employer's doctor. The employer claimed that this was inoubordination, entitling to dismiss Mr. Keays without notice Mr. Keays sued for wrongtul diamissal. He argued that his employer did not have a contractual right to force him to attend a different doctor chosen by the employer simply because the employer did not like opinion of the employee's own doctor. Therefore, he was not being insubordinate by refusing an order that the employer had no right to make. Moreover, he argued that the requirement to submit to a medical domination by the employer's doctor amounted to harassment and discrimination on the basis of his disability and was part of a conspiracy between the employer and the doctor ntended to enable the employer to dismiss him for cause after doctor issued a report saying Mr. Keays was able to work. Therefore, he argued that in addition to reasonable notice damages, he should be entitled to damages for bad taith in the manner in which he was dismissed and to punitive damages to for the employer's egregious conduct Source: Belcourt, M., Singh, P., Bohinder, G. & Shell, S. (2014) Managing Human Resources (7th ed) Taranto, ON: Nelson Education Led Questions 1. Do you believe Mr. Keays' employer should be permitted to fire him without providing him reasonable notice? Please explain why. 2. Is it legal for an employer to require employees to undergo medical examinations by doctors appointed by the employer? Please explain why. 3. Should the employer be able to fire Mr. Keays if the doctors tell him that his absences are attributable to his chronic fatigue syndrome and that they are expected to persist in the future? Please explain why. 4. Willthe court require Honda to return Mr. Keays to his old position if he wins his wrongful dismissal case? Is that something it should do