3.You decide that you will start requiring vision tests of your employees, and adopt a policy that you will either not hire or terminate anyone who does not have 20-20 vision uncorrected (that is, vision is not 20-20 without glasses). This is a legal problem. Is the test a problem? Why? Is the policy a problem? Why?

4.Bob has been an at-will employee of Glide the World for some time. For years, he drinks a lot at night and often has been late (and hung over) when he arrives to work. However, he has recently joined AA and has asked you to shift his schedule slightly so he can make the meetings. His attendance and attention at work have improved. However, his unmarried son recently returned home from active military duty with a fairly acute injury. Bob is widowed and has been missing work to care for his son and to carry him to bi-weekly appointments.

Your HR manager has reached her wits end with Bob. She recommends that you fire him for the schedule change and the absences. Do you? Why? What are the legal risks if you do?

5.You do not fire Bob. However, three months later, the bookkeeper comes to you claiming that Bob has been patting her on the behind and attempting to hug her in the office when you are not present. The bookkeeper quits her job when she finishes telling you about the inappropriate touching. You are in disbelief at this report, because you had no idea and never suspected Bob would behave in such a manner. However, when you confront Bob, he admits he has just been lonely and, though he now realizes it was very bad judgment on his part, he did touch the bookkeeper, though not as often as she claims and based on her reactions, he always thought she didn't mind (because she never said "stop that!").

Now do you fire Bob? If you keep Bob, what is your potential liability? Do you have any potential liability to the bookkeeper? Why or why not?

1.An employee of Glide the World is burned by spilling airplane fuel while fueling a plane, because safety stops and covers are not installed properly on your fuel lines. What legal concerns do you have? What remedies, if any, does the employee have?