Skydiving company - Essay Example

Skydiving Company Skydiving is one of the popular adventures in many countries of the world. It can be practiced by peoplewho have an age of over 14 years provided they can jump. Westbound is a skydiving company that I intend to run and should employ 30 members of staff. They should have the responsibility of managing the operation of the entity. There are various legal issues that one should consider when starting a skydiving company (Kyle 15). The issues include business name, business structure, business licenses, Non-disclosure agreements, and zoning.

The management of an organization should ensure that they take legal issues into consideration from an extremely dedicated position. This is to ensure that the business will not suffer from problems which may occur after implementation of the business (Kyle 32). The measures that would be used to assess employees in order to hire them into my company are interviews, work samples, cognitive ability tests and personality inventories. The interview is one of the more vulnerable methods of hiring that can have the disparate impact through which a lawsuit could be the result.

The interview process, of the four measures listed, is the most intimate and subjective measure through which a hiring practice is implemented. It is a crucial element of hiring, but also creates an atmosphere that can instigate discriminatory actions, or the perceptions of discriminatory practices. In the interview the potential employee will likely reveal their gender, age, ethnicity, any obvious physical disabilities, and possibly their sexual orientation, all of which cannot be the reason for denying them employment through various discrimination laws.

These groups are vulnerable as disadvantaged groups within society. According to Utts, the United States government has determined that if the rates of passing on hires that are classified as minorities exceeds four fifths of the number of passes on the majority then discriminatory hiring practices are being represented (231). In order to prevent an accusation of discriminatory hiring practices based on any of the criteria that could be a basis for such an accusation, records of specific reasons for which a person was passed on for hiring must be kept as a defense.

When a disadvantaged individual sues a person in a court of law, one should use evidence which is in the form of documents to support the defense of actions that were taken (Schneid 12). It is not legal to deny employment to a person who is deaf. Title 1 of the American Disability Act prohibits private and public employers from discriminating people who have physical or mental disabilities (Schneid 77). The act requires employers to create a number of positions for people with disabilities.

It would be illegal to discriminate the deaf or those who only have the use of one arm..Work citedKyle, Terry. Small Business Ideas: 400 Latest & Greatest Small Business Ideas. Terry Kyle, 2008. Print. Schneid, Thomas. Legal Liabilities in Safety and Loss Prevention. Jones & Bartlett Learning, 2011. Print.Schneid, Thomas. Legal Liabilities in Emergency Medical Services. Taylor & Francis, 2001. Print. Utts, J. M. (2005). Seeing through statistics. Belmont: Thomson, Brooks & Cole.