Title VII of the Civil Rights Act of 1963 prohibits employment discrimination based on race, color, religion, sex, or national origin (Equal Employment Opportunity Laws, 2004)." Companies are responsible for ensuring that employment discrimination is nonexistent in their organizations. Employees need to work in an environment that is clearly free from hostility. This paper will discuss measures that companies take to accommodate people with disabilities, individuals with an identified drug problem, and how the simulation addressed these issues. This paper will examine the factors of personality, attitude toward work, and future upward mobility when hiring and what was the simulation's focus on these issues. Finally, this report explains whether Title VII supersedes the employment contract as it relates to the employment environment, conditions, and the simulation's response to this situation.
When employers offers reasonable accommodations, it provides an opportunity for individuals with disabilities to become employed. Employers can grant accommodations on a case-by-case basis, but an employee must disclose his or her disability.
For example, an employer might make a restroom handicap accessible for employees who are in wheelchairs. When employee has a drug addiction, the employer has the right to require this individual to adhere to the same standards as a regular employee. The American Disabilities Act of 1990 (ADA) does not cover individuals with drug habits; employers have the right to dismiss these individuals.
The simulation immediately addresses that fact that one of the Creative Supervisors has a drug addiction. Marc Corrigan, the Executive Creative Director noticed Rod a Creative Supervisor acting erratically and missing project deadlines. Marc enters the human resources Manager's office ask that she terminate Rod's service based on his continued drug habit. Employers are responsible ensuring the security of the office for all employees and with Rod's unstable and unpredictable behavior Mr. Corrigan...