HOSPITALITY 204
Being a hiring manager proves to be difficult and trying on many occasions. I have encountered many different candidates in my past 5 years since I was employed under this title but never have I faced a difficult decision as the one when we were looking to hire our new executive chef. We had numerous applicants but one stood out more than others. Typically is would be because of his skill level and past experience, in which Mr. Bustamante did have, but he also had a secret that not many would be eager to talk about. However, Mr. Bustamante was very open about his past. He shared with me about his alcoholism and his excessive absences at his past employment. I was not going beyond my legal right by being inquisitive. Mr. Bustamante was sharing information freely and I’m sure he is well aware of his rights as far as the hiring of one with a disability goes. If the absences were due to pure laziness the outcome of whether he was hired or not would be a totally different story as I would have had a totally different outlook on his work ethic. Alcoholism is a disease and the fact that he is trying to get himself better and improve upon his responsibilities shows courage and strength. Mr. Bustamante is protected under the American Disability Act. Alcoholism is clearly defined as a disability within the Act. (Barth, 2012) Also, a business cannot refuse to hire a person because of a disability when they are able to perform the duties of the position. Considering Mr. Bustamante is the most qualified candidate he would be the ideal choice regardless of his disability. Although it would be somewhat of a risk to hire Mr. Bustamante considering his past, his skills and experience are what will help to set our hospital apart from the others. I would encourage Mr. Bustamante to continue his AA classes, counseling and to undergo treatment. I would ask Mr. Bustamante what the requirements of such treatment are. Would he have to take three...