What alternatives would you suggest to business in considering personal information in hiring, and what alternatives exist for employers?the law prohibits denying someone a job on the basis of race, religion, ethnicity, gender, or disability. The law generally allows denial of a job on the basis of drug use. Like employment at will, the burden of proof lies with the job applicant to demonstrate that the denial was based on the prohibited categories; otherwise, employers need no reason to deny someone a job. Suppose a business wanted to ensure not only a drug-free workplace but also an alcohol-free workplace. Would a business have the ethical right to deny a job, or dismiss an employee, for drinking alcohol? Courts have been asked to decide the legitimacy of dismissals for cigarette smoking, for political beliefs, and for having an abortion. Do you think any of these are legitimate grounds for dismissal? Between 50% and 60% of U.S. employers evaluate applicants’ personalities with assessment tools.* Such tests ask many personal questions, including some that concern a person’s sexual life. Would a business have an ethical right to deny employment to someone on the basis of the results of a personality test?