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Essay / Research Paper Abstract
This 5 page paper uses the Burlington Northern Santa Fe Railway Company case as a springboard for discussion. It argues that employers should not be able to test based on utilitarian and deontological principles. Bibliography lists 4 sources.
Page Count:
5 pages (~225 words per page)
File: RT13_SA919gen.rtf
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Unformatted sample text from the term paper:
result stopped its practice of genetic testing (Schafer, 2001). What happened was that genetic testing was done on employees who filed claims for work related injuries (Schafer, 2001). The company
then went about making decisions on the fate of employees based on the genetic test results (Schafer, 2001). Prior to the eruption of this case, there had been a debate
in Iowa regarding biological screenings in the workplace, but the discussion was primarily theoretical (Schafer, 2001). Of course, today, there are so many possibilities when linking certain tests with the
probability of diseases that an employer could conceivably make important hiring decisions based on health. The Americans with Disability Act clearly prohibits discrimination and other laws protect people from being
fired for illnesses, for example, but this case makes it clear that some companies have actually engaged in unsavory practices anyway. Also, ADA and other laws may not be enough
to cover new scientific findings. In the lawsuit involving Burlington Northern Santa Fe Railway Company, Schafer (2001) remarks that the firm had actually been doing genetic testing
on employees without their knowledge for some time. It is unclear how prevalent the practice is, but what is known is that 22 states have passed legislation making the practice
illegal (Schafer, 2001). One would think that ones blood is private as are medical records, but apparently this is not the case or legislation would not be needed. Miller (2007)
reports that "some are concerned that courts will find that the ADA does not cover genetic predisposition discrimination" (p. S47). Of course, with the Burlington case, there is a new
precedent set to protect future workers. Soon afterwards, a bill was created to prohibit the use of such information to discriminate not only in regard to employment but also in
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