.
The Americans with Disabilities Act prohibits discrimination against qualified individuals with disabilities. The law requires that accommodations be made for the person with the disability. It also requires that the disability not be used as the reason for not offering the qualified applicant a job offer. JetBlue has to consider all applicants based on the qualifications of the individual involved and their ability to complete the task at hand. The disability of the candidate cannot be considered when making the hiring decision. The Civil Rights Act of 1866 states that individuals have the right to enforce contracts. Employment is a contractual agreement and if a person of color feels that they have been discriminated against based on race then they can sue. There is no statute of limitations and complaints can be filed at any time. The Civil Rights Act of 1866 could impact JetBlue, if there were an incident that happened in the past and the individual decided to use the Civil Rights Act of 1866 vice Title VII of the Civil Right Act of 1964. JetBlue can avoid this by not discriminating based on color and being in compliance with Title VII.
Section B.
JetBlue uses both internal and external recruitment methods. Internal methods are advertising job openings via message boards in the office, talking to employees for recommendations from people they already know, company email,. Typically the candidates are formed from a pool of employees already working for the company or from within the specific industry that the company works in. The pool of candidates tends to be smaller than with external reruitment methods. External recruitment methods are wide reaching efforts and the pool of candidates is varied. The methods are posting on a job website, newspaper classifieds, advertisements on television, radio and other media. .
JetBlue used internal recruitment methods in hiring pilots. The company talked to the pilots it had already hired to gather a group of pilots to interview for future pilot jobs.
