Grant macewan residence fees

For the exclusive use of n. alla, 2019. W16813 MACEWAN RESIDENCE SERVICES: A RISKY ACCOMMODATION? Mike Annett and Dana Dzivinski wrote this case solely to provide material for class discussion. The authors do not intend to illustrate either effective or ineffective handling of a managerial situation. The authors may have disguised certain names and other identifying information to protect confidentiality. This publication may not be transmitted, photocopied, digitized, or otherwise reproduced in any form or by any means without the permission of the copyright holder. Reproduction of this material is not covered under authorization by any reproduction rights organization. To order copies or request permission to reproduce materials, contact Ivey Publishing, Ivey Business School, Western University, London, Ontario, Canada, N6G 0N1; (t) 519.661.3208; (e) cases@ivey.ca; www.iveycases.com. Copyright © 2016, Richard Ivey School of Business Foundation Version: 2017-07-27 In late November 2014, Clint Galloway, the director of Residence Services at MacEwan University (MacEwan), in the province of Alberta, Canada, was about to make his employee selection for a residence assistant (RA) position. The new hire would replace a vacancy due to a recent employee resignation. The full selection process had just concluded, and one of the top candidates was Mikayla Benson. She and two other candidates were deemed equal in their overall qualifications. Benson was stronger in some regards, but the other candidates were stronger in other areas. These differences were not material to the role, so all three candidates could be successful in the position. One significant consideration was that Benson used a wheelchair, which meant that functional and structural accommodations would be required for her. Galloway leaned toward hiring Benson because of his own personal values of diversity and inclusive employment. The fact that the Alberta Human Rights Act1 prohibited employment discrimination on the basis of a disability unless a bona fide occupational requirement was present also helped direct Galloway’s thinking (see Exhibit 1). However, Galloway also recognized that his values of inclusiveness and affirmative action could lead him toward several issues: (a) engaging in reverse discrimination for the other candidates, (b) minimizing the need to hire an RA that could fully respond to an emergency situation, and (c) making a choice that unnecessarily increased his supervisory load. Choosing the other candidates meant that Galloway would not need to worry about their physical capacity to respond to emergency situations. He would also avoid potential negative reactions from his team or student clients regarding working with a