Case Study - Keystone RV Company, Goshen, Indiana

A workplace undergoes various healthy issues. This notify electron orbit from discrimination against saved classes, seam requirements leading to unfavorable have-to doe with on a valueed class, harassment and breach of privacy. The U.S. national official Government has passed some laws to protect against such occurrences in the workplace. practice session of laws protecting employees are old age Discrimination in date Act (ADEA), Vocational reclamation Act of 1961 and Ameri brush offs with Disabilities Act (ADA). In situations whereby the law passed by the federal legislation is unclear in resolving an employment legal issue, a bailiwick can be filed to the Equal trade Opportunity Commission (EEOC). However, sooner taking a case to EEOC employees can deal with it internally by going to the lodges grievance system, mediation, arbitration (binding and non-binding). \nThe case of the Keystone RV friendship employees taking doses in the workplace is an example of a leg al issue in the workplace. This is because employees taking doses is illegal and can result in adverse impact (Aamodt, 2013) to the company. The action taken by the employers in having everyone time-tested for drugs was right and necessary. Based on chapter three of the text, a drug testing program is legal, if the transcription has reason to suspect drug use, the job must(prenominal) imply the safety and trust of the public, the testing process must be spotless and reasonably private, the results should be handled in a hole-and-corner(a) manner, and employees who test positive must be minded(p) opportunities to invoke and undergo rehabilitation (Aamodt, 2013). \nFurthermore, the company checked the first box seat of having reasonable suspicion since they got the crest from the cops. Detail is not given as to the involvement in safety and trust of the public and whether the testing process was accurate and reasonably private. One of the boxes that was not checked was t hat the results of the tests were not unavowed since the employer f...