The New Year: 2017 O.G. decides that with the company getting so large, it would be best to hire a Chief Executive Officer. The CEO would handle day-to-day operations, assure program quality and control, recommend staffing needs, and have overall responsibility for the SE work environment. O.G. is just as concerned about prior CEO work experience as he is about the education of the CEO. O.G. believes he would be better off molding a great mind rather than "teaching an old dog new tricks". To accomplish this, O.G. posts a job announcement with, among others, the following minimum qualifications: - A juris doctorate or philosophy degree - 10 years experience working for a Fortune 500 company - Leader: action-oriented and innovative. The ability to translate goals into action-driven initiatives. After narrowing down the applicants, O.G. was still left with 10 resumes of individuals who met the minimum qualifications for the CEO position. O.G. needed to narrow the applicant pool down so he sent a letter to each of the 20 applicants requesting they fill out a "background waiver". O.G.'s letter specifically notified each applicant that convicted felons would not advance in the hiring process. O.G. received 5 signed background waivers back.

 

Consider the following:

• O.G. tends to leave you out of the hiring process for management-level positions.  You do not find out about the letter that O.G. sent to applicants until after he receives the signed waivers back and asks you to run the background checks.

Write a persuasive e-mail giving O.G. advice as to whether or not he should run the background checks and what, if any, reliance he should place on the results.  Support your advice with reasonable arguments to persuade O.G. to comply with the law.