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Running head: BONA FIDE OCCUPATIONAL REQUIREMENT 1

Bona Fide Occupational Requirement

Student Name

Professor name

Course Name

University Name

November 4, 2018
BONA FIDE OCCUPATIONAL REQUIREMENT 2

1. State whether a Bona Fide Occupational Requirement exists?


There is need to consider the internal documents to check the Bona Fide Occupational
Requirement. The vast majority of the employees are “Loaders/Movers” making $18.00 to
$20.00 every hour. The organization also employees about 80 Owners who require a training
driving license and earn among $30.00 and $32.00 every hour. Additionally, there are a couple
of other employees in the control and clerical fields. There are various jobs opportunities in the
organizations for the employees, such as Loaders/Movers that he or she believes minimum
strength requirements are Bona Fide Occupational Requirements (BFORs).
2. State why the documents are essential in creating BFORs?
The documents are essential in creating the BFORs because these documents will provide the
legal protection to the business. BFOR documents offer the safety as different staff can produce a
lay claim for the elegance of the workplace. The job-role with workers is exact, i.e.,
Loaders/Movers. Nevertheless, the job is based on physical capability, and therefore, documents
usually are vital that you build BFORs (Price, 2011).
3. State what external legislation needs to be considered?
There is also some other legislation that needs to be considered such as the Civil Rights Act. The
Civil Rights Act was the most far-reaching anti-discrimination regulation passed. The law would
be an item associated with the civil rights mobility within the southern region to finish racial
segregation and discrimination. The majority of its protections, nevertheless, taken care of but
not only elegance based upon the kind, although on some other traits, including sex, nationwide
beginning as well as religion.
4. State the accommodation, if any is required by the employer?
The employer could provide the accommodation. However, it is not compulsory to provide
accommodation. In this case, the accommodation is not required by the employer (Martocchio &
Laio, 2009).
5. State how you will determine what and if any accommodation is necessary and if you
will give the employee the job. Justify the position.
The accommodation is not necessary in this case because the employee is not working for
full hours. However, the accommodation could be provided and there will be need of the
doctor’s note. The accommodation will be provided to the employee if he is in need of it due to
the medical issues and therefore, there will be need of the doctor’s note that accommodation
should be provided to the employee (Gusdorf, 2009).
6. Comment on the work design and if you would make any changes, justify the position?
Yes, I would recommend using tools for the lifting work. I would also suggest using GPS in
the van. It will help in removing the excess employees and make the space in the workplace. The
use of automation in the workplace will decrease the number of accidents at the workplace
(Armstrong & Taylor, 2014).
BONA FIDE OCCUPATIONAL REQUIREMENT 3
BONA FIDE OCCUPATIONAL REQUIREMENT 4

References
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Gusdorf, M. L. (2009). Recruitment and Selection: Hiring the Right Person. Society for Human
Resource Management.
Kavanagh, M. J., Thite, M., & Johnson, R. D. (2011). Human Resource Information Systems:
Basics, Applications, and Future Directions: Basics, Applications, and Future
Directions. SAGE.
Martocchio, J. J., & Laio, H. (2009). Research in Personnel and Human Resources Management.
Emerald Group Publishing.
Price, A. (2011). Human Resource Management. Cengage Learning.

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