please read this case study and answer question 2,3,4 and 6

Valso X Niss XI My Nip X Upload X .ORGS O Recrue XIO RECRUXI Assign X orgs 2 x 0176798888/cfi/6/34/4/438/2/66/2@0:100 pomoNG TOUTOU SEE THE TEC Toup WILS CIVIL I HO SEU that an OUTDOT MUST CONTROL MCIVIL employees o tre pontos imposing unge hardship upon the employer, unless it was impossible to do so. Discuss these two approaches to addressing selection practices that lead to adverse impact. Which approach do you support? Why? CASE STUDY Victim of Discrimination? Marita Smith works as a data entry clerk in a government department that is undergoing downsizing. Smith, who is severely hearing-impaired, has been a productive employee in her department for the last five years. Her performance has always been above average. Smith has received notice that her position is being eliminated as part of the downsizing. Under her w on' contract, she must be given preference for any government job for which she is qualified. She must be given the job at the expense of other workers, even those already in the position, who may have less seniority. This practice is known as "bumping." Smith has been invited to apply for a term position in another government department, which is converting archival data from paper to an electronic database. To qualify for the position, Smith will have to pass an interview, a timed typing test, an accuracy test that involves accuracy in transcribing information from a computer screen, and another accuracy test that involves following written instructions to enter written records into the computer database. These are the same tests that all candidates for the position have had to pass to become eligible for the job. Smith was interviewed one week prior to being administered the three skill tests. The interview protocol followed a standardized form used by all government departments. The three skill tests were administered to groups of nine applicants each. The applicants were sented at desks with computers, which were arranged in three rows of three desks cach. The instructions for the tests were given verbally by the test administrator Smith was provided with the services of a sign language interpreter during the testing and interview sessions Smith passed the interview but failed the skill tests. Hier scores are presented in Table 35, long with the minimum scores that had to be obtained on each test to receive a job offer. Based on her performance on the tests, Smith did not receive an offer for the job and was laid off when her current job ended. Smith now believes that she was the victim of discrimination based on her physical disability, she claims that during the interview any references were made to her disability and at the interviewer always addressed Goestions to the sign language interpreter and never mide eye contact with her. She feels that she was at a disadvantage in taking the skills tests. TABLE 25 MITH'S SCORES RELATIVE TO STANDARDS EEDED TO PASS EACH TEST Smith Interview Typing Test Accuracy-Following instructions Accuracy-Transcribing Standards 30 out of 50 points 50 words per minute with 5 errors or fewer 7 out of 10 7 out of 10 36 wpm 5 ofrons S5.5 Her prospective employer claims that had she passed the best she would have been hired and her disability would have been accommodated. The employer argues that the testing andards were reasonably necessary for the efficient performance of the work. The standards in the are being justified as bona de ocupational requirements (BROR). Smith has now filed a complaint with her provincial human rights Commission QUESTIONS 1. Should Smith have received yob offer? Why or why not? Inwering this and the following questions, base your arguments on the court cases presented in this chapter) 2. Was Smith the victim of discrimination because of her disability 3. Did she move appropriate accommodation? 4. Are the employer's standards defensible as a BFOR? 5. Based on the material presented in this chapter, do you think the human rights commission will support her claim of discrimination! 6. If you were the employer's legal counsel how would you defend the employer at a human rights tribunal that is called to hear Smith's complain? What would you advise your client to do with respect to the charge? We've updated our read aloud featurel Give it a try here // ENDNOTES Aa no