Write 3 seperate discussion posts. Must each be around 150 words each.
Three postings per module are required, with a maximum of five. Be respectful of other opinions. You can disagree without humiliating another person. Personal attacks will not be tolerated in this course.
In each post you will need two citations. The first is from the course textbook material. I want you to keep this simple. Do it within the blog itself, parenthetically citing the author and page number that you are referring to. As an example, you could show it like this. (Noe p.32) What you can’t do is just shoot from the hip with whatever crosses your mind. Connect your posts to the text material.
You will need a second citation at the bottom of each blog entry from a source beyond your text material. Where did the idea come from? In most cases you can cite a URL from an internet article, or you may use a text from another course. Never use Wikipedia!
Finally, proofread your work before posting it. Assume that you are submitting it for an English class. Take some pride in yourself. Don’t treat your entries like a text message. Above all, always use uppercase for the word “I” in any written work. The length of each blog should be approximately 100 words. No Attachments!
Joel Hernandez, worked for Hughes Missile Systems for 25 years. Hughes was later acquired by Raytheon. In July of 1991, his appearance and behavior at work suggested that he might be under the influence of drugs or alcohol. Pursuant to company policy, he took a drug test, which came back positive for cocaine. He subsequently admitted that he had been up late drinking beer and using cocaine the night before the test. Because his behavior violated workplace conduct rules, he was allowed to resign in lieu of termination.
More than two years later, in January of 1994, Hernandez applied to be rehired by Raytheon. He stated on his application that he had previously been employed by Raytheon, and attached two reference letters to the application, one from his pastor, stating that he was a “faithful and active member” of the church, and the other from an Alcoholics Anonymous counselor, stating that respondent attends Alcoholics Anonymous meetings regularly and is in recovery.
Joanne Bockmiller, an employee in the company’s Labor Relations Department, reviewed his application. Bockmiller later testified that since Joel’s application disclosed his prior employment with the company, she pulled his personnel file and reviewed his exit summary. She then rejected his application. Bockmiller insisted that the company had a policy against rehiring employees who were terminated for workplace misconduct. Thus, when she reviewed the employment separation summary and found that he had been discharged for violating workplace conduct rules, she rejected his application. She testified, in particular, that she did not know that Hernandez was a former drug addict when she made the employment decision and did not see anything that would constitute a “record of” addiction.
Hernandez subsequently filed a charge with the Equal Employment Opportunity Commission (EEOC). His charge of discrimination indicated that Raytheon did not give him a reason for his non-selection, but he believed he had been discriminated against in violation of the Americans with Disabilities Act (ADA).
Raytheon maintained its right to deny re-employment to employees terminated for violation of rules and regulations.
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