Which of the following Is a Prediction about Legal Issues regarding Employment in the United States

The Committee recommends that the EEOC recognize that the language of the Americans with Disabilities Act protects presymptomatic individuals with a late-onset disorder genetic profile, unaffected carriers of disorders that may affect their children, and individuals whose genetic profile indicates the possibility of an increased risk of multifactorial disorder. The committee also recommends that state legislators pass laws to protect individuals from genetic discrimination in the workplace. In addition, the committee recommends amending the ADA (and passing similar laws in states) that limit the type of medical tests employers can order or the medical information they can collect to what is work-related. The answers to these questions depend in part on the importance given to four important ethical and legal principles: autonomy, confidentiality, privacy and justice. An examination of the importance of these concepts and how they are currently protected by law provides a starting point for developing recommendations on the degree of control people should have in deciding whether or not to undergo genetic testing and what use should be made of the results. The task is urgent. In a 1992 National Probability Survey sponsored by the March of Dimes, 38% of respondents said new types of genetic testing should be stopped altogether until privacy issues are resolved.1 Answer (B) is wrong because the author of passage B knows that at least one factor other than the melting of ice sheets – namely the expansion of water as it warms – can cause sea level rise (third sentence of the second paragraph). There is no evidence that the author of passage B believes that those making the predictions cited in passage A are unaware of this additional factor, or that the melting of the polar ice sheets is the only causal mechanism they rely on in their predictions. The Committee recommends that confidentiality be violated and that relatives be informed of genetic risks only if attempts at voluntary disclosure fail, if there is a high probability of irreversible or fatal harm to the parent, if disclosure of information prevents harm, if disclosure is limited to information necessary for the diagnosis or treatment of the loved one; And there is no other reasonable way to avoid damage. If disclosure is to be attempted by the patient`s refusal, the onus should be on the person who wants to disclose in order to justify to the patient, to an ethics board and perhaps to the court that the disclosure was necessary and met the committee`s test.

Most reading comprehension sentences for individual passages include a question that asks about the main point or central theme of the passage or the author`s primary purpose in writing. The same is true for most comparative reading sentences, but in comparative reading sentences, the questions may focus on the main point, main purpose, or central theme of the two passages, as is the case here. It could be argued that health professionals working in the field of medical genetics have disclosure requirements similar to those of a physician whose patient has an infectious disease or a psychotherapist with a potentially violent patient. Because of the heritability of genetic diseases, a medical professional who obtains insight into a person`s genetic status through research, counseling, examination, testing, or treatment often has information that is valuable not only to the patient, but also to their spouse or relatives, as well as to insurers. employers and others. However, a counter-argument could be made that since the health professional does not have a professional relationship with the parent and the patient does not harm the loved one (unlike violence or infectious diseases), there should be no duty to warn. Answer (C) is incorrect because neither passage deals with the measures that should be taken to reduce global warming. The author of passage A believes that global warming is a serious problem for which human activity bears considerable responsibility, so he or she probably believes that some action should indeed be taken. But he or she doesn`t actually discuss such steps. Meanwhile, the author of Passage B is not even convinced that human activities bear much responsibility for global warming; Accordingly, passage B does not deal at all with the question of what measures should be taken to solve the problem. Not all candidates are honest in their resumes and applications, and some may embellish or lie about education.

Studies continue to show an increase in gaps between educational credentials and information provided by applicants. In addition, recent fraudulent news — from the CEO of a well-known electronics retailer to a cable TV personality — illustrates the risks of fake school records and transcripts. Recruiters and employers should verify credentials directly through the school or a background check service. Many colleges and universities have a credential verification program or refer employers to the National Student Information Centre, which charges a small fee for verification. Another option is to ask the employee to ask the school to send a certified transcript directly to the employer. See Background check: Why should an employer review a candidate`s education? and auditing financial statements and protecting the company from resume fraud. There appear to be significant differences between institutions and providers in terms of attention to autonomy, confidentiality and privacy. For example, some obstetricians recognize the patient`s autonomy in providing information about maternal serum alpha-fetoprotein (MSAFP) screening, but recognize the patient`s right to decide whether or not to be tested. Other obstetricians perform the test using blood taken from the woman for other purposes, so the woman does not even know that she was the subject of the test unless the obstetrician gives the bad news that she had an abnormal result. The Committee recommends that, as a general rule, children in clinical settings be tested only for disorders for which curative or preventive treatment is available and that they begin at this early stage. Screening in childhood is not adapted to carrier status, incurable childhood diseases and late illnesses that cannot be prevented or prevented by early treatment.

Since only certain types of genetic testing are suitable for children, tests specifically aimed at obtaining information on carrier status, untreatable childhood diseases or late illnesses should not be included in multiplexing tests for children. Research should be conducted to determine the appropriate age for screening and screening for genetic disorders to maximize the benefits of therapeutic interventions and to avoid the possibility of generating genetic information about a child if there is no likely benefit to the child in the immediate future. It is generally accepted that confidentiality rules are limited in at least two ways: (1) some information may not be protected, and (2) rules may sometimes be overridden to protect other assets. First, not all information is considered confidential, and patients have no right to expect that this information will be protected from disclosure to others. For example, laws often require medical professionals to report gunshot wounds, STDs and other communicable diseases such as tuberculosis. Second, health professionals may also have a moral or legal right (and sometimes even a duty) to violate confidentiality rules, for example to prevent serious harm. In such cases, privacy rules protect the information, but they can be overridden to protect another value. Judgments on such cases depend on the likelihood of serious harm, unless confidentiality is violated. Any justified breach of confidentiality rules should comply with the conditions previously set out in the examination of justified breaches of the principle of respect for autonomy. The three main objectives of the interviews are to learn as much as possible about the candidates` knowledge, to learn how they have applied and tested their professional skills and to determine where their skills lie, thus defining the path for future growth and development. Ideally, each of the 10-12 questions asked by interviewers during a typical one-hour interview should provide the best insight into candidates` knowledge, skills, and abilities. Reviewing interview questions before using them can help improve their strength and effectiveness and ensure that both the interviewer and candidate get the most out of their conversation.

To explore the usefulness of each interview question, interviewers must answer the following questions about each question: What is the most likely answer to this question? Does this answer give me concrete data to help me make a hiring decision? If one of the tests falls flat, the question needs to be worked on. If both tests fail, the interviewer must drop the question and start again. The majority of the Committee recommends that the carrier status of newborns and other children be reported to parents only after they have been informed of the possible advantages and disadvantages of knowing their children`s carrier status.