Must Answer ONE scenario question and Question 2 for full points: Short Answers for Q1a or Q1b are fine. This week we discuss ADA, Sexual Harassment Laws and staffing. In the following scenarios, assume you are a HR manager faced with making a decision on how to resolve the problem presented. Make a decision, then support your decision with evidence it was the correct one. Once you have posted your answers, look for the instructor's post for the correct answers.

Q1a A supervisor wants to fire an employee who he reports is an auto mechanic who is making many mistakes - not changing the oil when asked to do so, installing parts backwards, misdiagnosing car problems and making unnecessary repairs. He suspects that he is having emotional problems, but he has never done anything directly to an employee or customer. You have given him reminders, verbal warnings about his mistakes and taken extra time to help him correct his repairs, such as extra training. After failure to improve, you and the supervisor calls the mechanic into the office to terminate his employment. The mechanic tells you that he has an anxiety disorder and is taking medications. Do you have to keep him on the job because of this disclosure or can the termination continue? Explain and support your answer with source(s).

Q2 Chapter 8 in our text discusses the staffing process. Find a technical job, either a welder, CNC operator, business accountant, or sales job, and design a selection process for one of these positions. Items to include are recruiting a diverse workforce through actual job offer to candidate. Ensure you discuss how this process is legal and reliable and valid. Hint, what methods would you use to ensure you are hiring the right candidate. Don't forget to use sources.