Chapter 7 discussion

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  Focusing on the Hospitality Industry

1. Write a short job description (at least 100 words) for the safety sensitive job that fairly establishes the job requirements, so applicants are aware of what is required. Integrate evidence from the assigned reading in your own words in every posting.

2. Describe key steps that will be used to screen applicants for the safety sensitive job. Incorporate all four of the screening methods described in Chapter 7 (at least 100 words). Discuss the type of pre-employment testing to be used and why, and some of the employer risks and responsibilities when a background check is required. Integrate evidence from the assigned reading in your own words in every posting.

3. Describe specific steps involved in legal selection of employees and methods that will be used to eliminate discrimination in the hiring process (at least 100 words). Integrate evidence from the assigned reading in your own words in every posting.

To earn points, submit well-developed postings before the due date. Apply details, lessons, and examples from the assigned textbook chapter in every posting (interpreted in your own words). 

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Chapter 7
Legally
Selecting
Employees

Images used under license from Shutterstock.com

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Legally Selecting Employees

 Employee Selection
 Discrimination In the Selection Process
 Verification of Eligibility to Work
 The Employment Relationship

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

In This Chapter, You Will Learn:

1. To utilize job descriptions, qualifications,
and other tools for legally selecting
employees.

2. To avoid charges of discrimination by
knowing the classes of workers that are
protected under the law.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

In This Chapter, You Will Learn:
3. To understand the procedure for verifying the

work eligibility of potential employees before
offering them employment.

4. To distinguish the rights of both employers
and employees under the at-will employment
doctrine.

5. To understand the concept of collective
bargaining and the legal obligations when
interacting with labor unions.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Employee Selection

 Job Descriptions

 Job Qualifications

 Bona Fide Occupational Qualifications (BFOQ)

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Employee Selection

 Legalese:
Job Description – A written listing of a
specific job’s basic responsibilities and
reporting relationships.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Employee Selection

 Legalese:
Job Qualifications – The knowledge or

skill(s) required to perform the
responsibilities and tasks listed in a job
description.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Employee Selection

 Legalese:
Bona Fide Occupational Qualification

(BFOQ) – A job qualification established
in good faith and fairness that is
necessary to safely or adequately
perform the job.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Bona Fide Occupational
Qualification

Physical attributes necessary to complete the duties
of the job include these:
The ability to lift a specific amount of weight
Education
Certifications
Registrations
Licensing
Language skills
Knowledge of equipment operation
Previous experience
Minimum age requirements (for serving alcohol or
working certain hours)

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Employee Selection

 Applicant Screening
 Applications
 Interviews
 Pre-employment Testing
 Background Checks
 References

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Analyze the Situation 7.1

Cruz Villaraigosa owns and manages The
Cruz Cantina, a lively bar and dance club that
serves Cuban and other Caribbean-style cuisine.
The club has a dance floor, has small tables, and
serves outstanding food.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Analyze the Situation 7.1
Cruz’s clientele consists mainly of 20-to

40-year-old males who frequent the Cantina
for its good food as well as the extremely
low-cut, Spanish-style blouses worn by the
young female servers who bring the food and
drinks to the tables. The Cruz Cantina
advertises to women and families as well as
to young men, but the reputation of the
facility is predicated upon the physical
attractiveness of the women whom Cruz has
hired to serve the guests and the uniforms
these servers wear.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Analyze the Situation 7.1
Ms. Villaraigosa employs women and men of

all races and nationalities, but all food and drink
servers are female. When she elects not to hire
a young man for a job as a server, Ms.
Villaraigosa is contacted by the young man’s
attorney. The attorney alleges the young man
has been illegally denied a server’s job at the
Cantina because of his gender and that cannot
be a bona fide occupational qualification for a
food and beverage server position.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Analyze the Situation 7.1
Ms. Villaraigosa replies that her operation

employs both men and women, but that one
necessary job qualification for all servers is that
they be “attractive to men,” and that the
qualification of “attractiveness to men” is a
legitimate one, given the importance of
maintaining the successful image, atmosphere,
and resulting business the Cantina enjoys. She
maintains that the servers not only serve food
and beverages, but also play a role in
advertising and marketing the unique features
of the Cantina.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Analyze the Situation 7.1
Ms. Villaraigosa also maintains that

attractiveness is indeed an occupational
characteristic that she can use to promote his
facility, citing modeling agencies and TV casting
agents as examples of employers who routinely
use attractiveness as a means of selecting
employees. She states that her right to choose
employees she feels will best benefit her
business is unconditional, as long as she does
not unfairly discriminate against a protected
class of workers.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Analyze the Situation 7.1
1. Do you think that the requirement that servers

be “attractive to males” is a bona fide
occupational requirement and “necessary” for
the continued successful operation of The Cruz
Cantina?

2. If you were on a jury, would you allow Ms.
Villaraigosa to hire female servers exclusively,
if she so desired? Why or why not?

3. What damages, if any, do you feel a male job
applicant not selected for employment at the
Cantina would be entitled to?

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Employee Selection

 Legalese:
Negligent Hiring – Failure on the part of an

employer to exercise reasonable care
in the selection of employees.

Negligent Retention – Failure to terminate
an employee after the employer
becomes aware that an employee is a
danger or threat to others and is
unsuitable for the job.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Employee Selection
 Legalese:

Defamation – False statements
that cause someone to be
held in contempt, lowered in
the estimation of the
community, or to lose
employment status or
earnings or otherwise suffer
a damaged reputation.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Employee Selection

Wording of Classified Advertisements
 Do not use terms that exclude or

discriminate against individuals
 Avoid references to age, sex, national

origin and religion
Some exceptions (BFOQ) but be prepared to
document and defend the chosen language

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Discrimination in the Selection
Process

 Civil Rights Act of 1964, Title VII (applies to
employers with 15 or more employees who are engaged in interstate commerce)

 Americans with Disabilities Act of 1990
 Age Discrimination in Employment Act of

1967
 Pregnancy Discrimination Act of 1978
 Genetic Information Nondiscrimination Act

of 2008 (GINA)

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Discrimination in the Selection
Process

 Legalese:

Interstate Commerce – Commercial trading
or the transportation of persons or
property between or among states.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Discrimination in the Selection
Process

 Legalese:
Affirmative Action – A federally mandated

requirement that employers who meet
certain criteria must actively seek to
fairly employ recognized classes of
workers. (Some state and local
legislatures have also enacted
affirmative action requirements.)

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Analyze the Situation 7.2

Jetta Wong is the owner and manager of the
Golden Dragon oriental restaurant. The
restaurant is large, inexpensive, and enjoys an
excellent reputation. Business is good, and the
restaurant serves a diverse clientele.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Analyze the Situation 7.2
Ms. Wong places a classified ad for a table

busser in the employment section of her local
newspaper. The response is good, and Ms.
Wong narrows the field of potential candidates
to two. One is of the same ethnic background as
Ms. Wong and the rest of the staff. The second
candidate is Danielle Hidalgo, the daughter of a
Mexican citizen and an American citizen. Ms.
Hidalgo was born and raised in the United
States.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Analyze the Situation 7.2
While both candidates are pleasant, Ms.

Wong offers the position to the candidate
who matches the background of the
restaurant and Ms. Wong. Her rationale is
that, since both candidates are equal in
ability, she has a right to select the candidate
she feels will best suit her business. Because
it is an oriental restaurant, Ms. Wong feels
diners will expect to see oriental servers and
bussers.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Analyze the Situation 7.2

No one was discriminated against, she
maintains, because Ms. Hidalgo was not
denied a job on the basis of race, but
rather on the basis of what was best for
business. Ms. Wong simply selected her
preference from among two equal
candidates. Ms. Wong relates her decision
to Ms. Hidalgo.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Analyze the Situation 7.2

Ms. Hidalgo maintains that she was not
selected because of her Hispanic ethnic
background. She threatens to file a charge
with the EEOC unless she is offered
employment.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Analyze the Situation 7.2
1. Do you think Ms. Hidalgo was denied the

position because of her ethnicity?
2. In the situation described above, does

Ms. Wong have the right to consider race
as a bona fide occupational qualification?

3. How should Ms. Wong advertise jobs in
the future to avoid charges of
discrimination?

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Americans with Disabilities Act
of 1990

There are three different groups of individuals
who are protected under the ADA:

1. An individual with a physical or mental impairment that
substantially limits a major life activity. Some examples
of what constitutes a “major life activity” under the act
are: seeing, hearing, talking, walking, reading, learning,
breathing, taking care of oneself, lifting, sitting, and
standing.

2. A person who has a record of a disability.
3. A person who is “regarded as” having a disability.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Accommodating Disabled
Employees

1. Can the applicant perform the essential functions of
the job with or without reasonable accommodation?

2. Is the necessary accommodation reasonable? (Will
this accommodation create an undue financial or
administrative hardship on the business?)

3. Will this accommodation or the hiring of the person
with the disability create a direct threat to the health
or safety of other employees or guests in the
workplace?

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Search the Web 7.1
Go to: www.eeoc.gov.
1. Under About EEOC, select: Laws, Regulations,

Guidance, & MOUs.
2. Select: Discrimination by Type
3. Select: Disability
4. From the document displayed on Disability

Discrimination, determine:
a) What must an employer do after receiving a request for a

reasonable accommodation?
b) Is the restructuring of a job to meet the needs of a disabled

person considered a reasonable accommodation?

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

ADEA of 1967

 The Age Discrimination in Employment Act
of 1967 (ADEA) protects individuals who
are 40 years of age or older form
employment discrimination based on age.

 Applies to employers with 20 or more
employees, as well as labor unions and
governmental agencies.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Pregnancy Discrimination Act of
1978

Amends the Civil Rights Act
of 1964 and creates a claim
of discrimination by a
prospective employee if
denied employment on the
basis of pregnancy,
childbirth and/or related
medical conditions.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

GINA of 2008
The Genetic Information Nondiscrimination Act of
2008 (GINA) protects prospective employees from
discrimination (and current employees from
harassment as well) because it is illegal to deny
employment based on genetic information of the
candidate and the candidate’s family.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Verification of Eligibility To Work

 Immigration Reform and Control Act of
1986 (IRCA)

 Fair Labor Standards Act of 1938 (FLSA)
 Form I-9

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

The Employment Relationship

 At-Will Employment
 Labor Unions and Collective Bargaining

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

The Employment Relationship

 Legalese:
Employer – An individual or entity that

pays wages or a salary in exchange for
a worker’s services.

Employee – An individual who is hired to
provide services to an employer in
exchange for wages or a salary.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

The Employment Relationship
 Legalese:

At-Will Employment – An employment relationship
where employers have a right to hire any
employee, whenever they choose, and to dismiss
an employee for or without cause, at any time, so
long as the employee’s civil rights are not violated;
the employee also has the right to work for the
employer or not, or to terminate the relationship
at any time.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

The Employment Relationship

 Legalese:
Collective Bargaining Agreement (CBA) – A formal

contract between an employer and a group of
employees that establishes the rights and
responsibilities of both parties in their
employment relationship.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Analyze the Situation 7.3
Walter Horvath is the executive housekeeper

at the Landmark Hotel. This 450-room historic
property caters to leisure travelers. Occupancy
at the hotel is highest on the weekends.

Like many hotels in large cities, the
housekeeping staff is difficult to retain. Turnover
tends to be high and the labor market tight. Mr.
Horvath works very hard to provide a work
atmosphere that enhances harmony and
encourages employees to stay.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Analyze the Situation 7.3
Although he has little control over wage

scales, his general manager does allow him wide
latitude in setting departmental policies and
procedures as long as these do not conflict with
those of the management company that
operates the Landmark.

Housekeepers in Mr. Horvath’s department
highly prize weekends off, yet these are the
busiest times for the hotel.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Analyze the Situation 7.3
In a staff meeting, Mr. Horvath and the

housekeepers agreed to implement a policy that
would give each housekeeper alternating weekends
off, with the stipulation that those housekeepers
who are working on weekends might be required to
work overtime to finish cleaning all the rooms
necessary to service the hotel’s guests. The
housekeepers agreed to this compromise, and the
policy was written into the department’s procedures
section of the employee handbook, which all new
housekeeping employees must read and sign prior
to beginning work.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Analyze the Situation 7.3
When the holiday season approaches, Mr.

Horvath finds that his department is seriously
understaffed. The hotel is filling to capacity
nearly every weekend as guests flock to the
city to do their holiday shopping. During a job
interview with Andreanna White, Mr. Horvath
mentions the alternating weekend policy for
housekeepers. Ms. White states that she is
the choir director for her church. “I could,”
she says, “miss alternating Sunday mornings,
because I could arrange a substitute.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Analyze the Situation 7.3

Working overtime on Sundays,
however, would cause me to miss both
the morning and evening services, and I
would not be willing to do that. I could,
however, work an eight-hour day on
Sundays with no problem, because then I
could go to either the morning or evening
service.”

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Analyze the Situation 7.3
1. Should Mr. Horvath hire Ms. White, despite her

inability to comply with the departmental policy
in place at the hotel?

2. If Mr. Horvath hires Ms. White, can he still
enforce the alternating weekend policy with
currently employed housekeepers, who also
might prefer not to work overtime on Sundays?

3. Do you believe Ms. White’s choir director
position warrants an exception to the
departmental policy?

4. How should Mr. Horvath advertise position
vacancies in the future?

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

What Would You Do?
Alex Bustamante is applying for the

position of executive chef at the hospital
where you serve as director of human
resources. The hospital has more than 800
beds, and the meal service offered to
patients and visitors alike is extensive.
Patients in this facility are extremely ill, and
because of their weakened condition, dietary
concerns are an important consideration.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

What Would You Do?

While reviewing Mr. Bustamante’s work
history with him during an interview, he states
that he was let go from his two previous
positions for “excessive absence.” When you
inquire as to the cause of his excessive absence,
Mr. Bustamante offers that it was due to the
effects of alcoholism, a condition with which he
has struggled for over 10 years but for which he
is currently undergoing weekend treatment and
attending meetings of Alcoholics Anonymous
(AA).

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

What Would You Do?
He states that he never drank while at

work, but sometimes missed work
because he overslept or was too hung
over to go in. His past employers will
neither confirm nor deny Mr. Bustamante’s
problem. Both simply state that he had
worked for them as an executive chef, and
that he was no longer employed by their
organizations.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

What Would You Do?
Based on his education and experience,

Mr. Bustamante is clearly the best-qualified
candidate for the vacant executive chef’s
position. However, based on his life history,
his ability to overcome his dependence on
alcohol is, in your opinion, clearly
questionable. Your recommendation on Mr.
Bustamante’s hiring will likely be accepted by
the manager of dietary services.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

What Would You Do?
1. Have you broken the law by inquiring into Mr.

Bustamante’s difficulty in prior positions?
2. Is Mr. Bustamante protected under the ADA?
3. If Mr. Bustamante were hired but needed three

days off per week to undergo treatment, would
you grant that accommodation? Under what
circumstances?

4. How do the rights of Mr. Bustamante’s and the
concept of negligent hiring mesh in this
instance?

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Rapid Review

1. Identify at least three exceptions to the
at-will employment doctrine, and prepare
a rationale for each exception’s existence.

2. Create a description for your most recent
job. Use that information to create a job
qualification list for the same job.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Rapid Review
3. Appraise the pros and cons of refusing to

supply detailed performance information about
past employees to those who call for reference
checks on them.

4. Use the Internet to determine the union
organization in your home state or country
that represents the largest number of
hospitality workers.

5. Discuss the relationship between affirmative
action and ethnic diversity awareness.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Rapid Review
6. Develop your rationale for determining

whether a visually impaired individual, whose
sight is fully corrected by prescription glasses,
falls under the protection of the ADA.

7. Create a checklist that could be used by a
restaurant for complying with the requirements
of the Immigration Reform and Control Act of
1986 (IRCA).

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Rapid Review

8. Using the Internet, find the state or local
agency that regulates child labor laws in
your hometown, and compile a list of
positions in the hospitality industry that
could not be filled by 14- and 15-year-
olds under its regulations.

© 2017 Stephen C. Barth P.C., Diana S. Barber, JD and John Wiley & Sons, Inc.
All Rights Reserved

Think about this
on your way out…

You are applying for a meeting planning position at a very large
company and do not want your current employer, a competitor of your
current organization, to find out that you are looking to seek other
employment. The prospective company insists on speaking with your
current supervisor to learn more about your work performance. You
know that once your boss finds out, the relationship will be different as
your loyalty with your current company will be questioned, and you’re
not even sure you want to work for the new company.

What will you do?

  • Chapter 7
  • Legally Selecting Employees
  • In This Chapter, You Will Learn:
  • In This Chapter, You Will Learn:
  • Employee Selection
  • Employee Selection
  • Employee Selection
  • Employee Selection
  • Bona Fide Occupational Qualification
  • Employee Selection
  • Analyze the Situation 7.1
  • Analyze the Situation 7.1
  • Analyze the Situation 7.1
  • Analyze the Situation 7.1
  • Analyze the Situation 7.1
  • Analyze the Situation 7.1
  • Employee Selection
  • Employee Selection
  • Employee Selection
  • Discrimination in the Selection Process
  • Discrimination in the Selection Process
  • Discrimination in the Selection Process
  • Analyze the Situation 7.2
  • Analyze the Situation 7.2
  • Analyze the Situation 7.2
  • Analyze the Situation 7.2
  • Analyze the Situation 7.2
  • Analyze the Situation 7.2
  • Americans with Disabilities Act of 1990
  • Accommodating Disabled Employees
  • Search the Web 7.1
  • ADEA of 1967
  • Pregnancy Discrimination Act of 1978
  • GINA of 2008
  • Verification of Eligibility To Work
  • The Employment Relationship
  • The Employment Relationship
  • The Employment Relationship
  • The Employment Relationship
  • Analyze the Situation 7.3
  • Analyze the Situation 7.3
  • Analyze the Situation 7.3
  • Analyze the Situation 7.3
  • Analyze the Situation 7.3
  • Analyze the Situation 7.3
  • What Would You Do?
  • What Would You Do?
  • What Would You Do?
  • What Would You Do?
  • What Would You Do?
  • Rapid Review
  • Rapid Review
  • Rapid Review
  • Rapid Review
  • Slide Number 55
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