Lulumelon owns a chain of fashion stores that serve men's, women's, and children's clothing categories, Jay, a motorcycle accident victim with an amputated leg, applies for a position at one of the stores in an upmarket location. Which one of the following assumptions by Lulumelon would prevent them from hiring him?A) There is no set of guidelines on how to take any potential disciplinary actions with disabled employeesB) Absentee rates for sick time are virtually equal between employees without disabilitiesC) A person with disability for whom workplace accommodations have been provided has obligations and rights as far as job performance is concernedD) Most workers with disabilities require no accommodation but for those who do, more than half of the workplace modifications cost $500 or less

The Absentee rates has no bearing on whether to hire Jay or not. Neither is a demand for higher performance based on the accommodations they will make for him. Employment Discrimination laws prevent organizations from discriminating against applicants based on their race, sex, disability, among other factors. Therefore, they cannot set a higher target for him than those set for workers without disabilities.

While option D would do more to encourage, than prevent Lulumelon from employing Jay, it is not factually correct. During recruitment, accommodations have to made to ensure that the workplace environment is as conducive to a worker with a disability as those without. These accommodations such as physical changes to ensure accessibility, changes to software and technology as well as policy changes can be substantial financially.

A valid reason for not employing Jay is the absence of a disciplinary procedure for people with disabilities in place. The company has to prepare for all possible events and consider what would happen if they had to take disciplinary measures against Jay, which is not available at the moment.