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Polygraph (Lie Detector) Tests

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Polygraph (Lie Detector) Tests Name of Student Name of University

Polygraph (Lie Detector) Tests
Employee Polygraph Protection Act
Employee Polygraph Protection Act outlawed the use of polygraph or lie detector tests in connection with employment. The Act covers private employers in security businesses and those who authorized to distribute controlled substances (Carper, 2011). However, the Act does not apply on state, federal, and local employers of Government and those work in handling sensitive information related to national defense.
Under the law, it is not legal for any private company to suggest or require any employee to submit polygraph tests. The Act does not allow accepting or inquiring the results of polygraph tests conducted on employees. It prohibits private companies from dismissal, discrimination, and even threatening the employees who rejects to take polygraph tests.
Conditions for Using Polygraph Tests
The federal law allows using the polygraph tests in connection with employment in drugs handling and investigating suspected crime or specific theft. However, employers must sent a written notice to the employees before 48 hours of conducting polygraph tests as part of an employment-related crime or an investigation (Grubin, 2005). The employers must have reasonable and provable suspicion of involving employees in theft or any other investigation.
Limitations on Polygraph Tests
The Employers must act according to number of limitations before conducting polygraph tests. They must sign a statement that does not allow asking questions related to religious beliefs, racial matters, and political affiliation. It includes information regarding legal rights and the right of an employee to deny taking the test. It provides information on how to use the test results (Iacono, 2008). The statement

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