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From an “In Flair” hiring software program, a female applicant applied for a job. The website has the ability to send a resume to In Flair or to apply directly to the company. The female applicant chose to apply directly to the company, completed the application process and submitted the application electronically. Very quickly the company contacted the female applicant and set up a virtual interview. At the virtual interview, standard interview questions were asked by the company HR rep and answered by the female applicant.
After the virtual interview was over, the HR Rep talked with the female applicant and asked, “tell me about yourself.” The female applicant did so and during this brief period, she mentioned that she was married and had two children and lived in Virginia and was looking forward to working for the company.
The interview began with standard interview questions, and all seemed well until one of the interviewers asked the applicant whether she was married, had children, if so, how many and their ages. After answering these questions, the second interviewer then asked what her childcare responsibilities were, and how her family felt about her weekly commute between the business’s headquarters in New York and the family home in Virginia, which she returned to on the weekends.
The female applicant was visibly shaken but attempted to answer these questions as professionally as she could. When the interview was over, the three male interviewers got up and left without even thanking the female applicant for her time. The applicant slowly gathered her things and departed the interview room, nobody escorted her out of the building, and she left the building, truly believing it was the worst interview of her professional career. She flew to her home and later told her husband about the interview and the questions the three male interviewers asked her.
Her husband was so mad, for what he perceived to be improper, even illegal questions, that he suggested his wife contact an attorney, be ready to present a written recollection of the interview and see if she had a potential claim against the interviewers and the company. The applicant did so, wrote out her statement, made a legal appointment and soon met an attorney, regarding her recent interview and if she had a potential claim for wrongful mistreatment during an employment hiring interview.
You are the attorney; you read the written statement and talk with the female applicant. The attorney must consider the following:
1. Was the company interviewer’s line of questioning a violation of Title VII? If so, what violation(s)? Why or why not?
2. Was the interview “tainted” to begin with, as the interviewers were all male and the applicant was female? Why or why not?
3. What else would the attorney need for facts or other written evidence before the attorney decides there is sufficient grounds to file a grievance or complaint against company?
4. Would it matter that the applicant has yet to hear from the company, regarding their hiring decision, and it is now going on three weeks?
For this Assignment, the student will write at least 500 words, but not more than 600 words. The student must support their assertions with at least two scholarly citations in current APA format. Any sources cited must have been published within the last five years. The student must also integrate at least 1 biblical principle with citations. Acceptable sources include the textbook, provided articles, video, the Bible, and other scholarly sources.
Note: Your assignment will be checked for originality via the Turnitin plagiarism tool. The tool is a starting point for instructors to check overall Academic Integrity and higher scores generally indicate a higher probability of Academic Misconduct. The higher a score the higher the probability that there are too high a percentage of quotations included in the narrative, and/or there are passages that have not been properly cited.
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