Final answer:
Arbitrators are likely to consider an employee's work record as the most significant factor since it reflects their job performance and qualifications. Age, arrest record, religious affiliation, and gender are protected categories under the EEOC and cannot legally influence the arbitrator's decision.
Step-by-step explanation:
Arbitrators in employment situations are tasked with making decisions that are fair and just, taking into account criteria that directly relate to the job performance and the qualifications of the employee. When considering an employee's case, the factor that is most likely to be given significant consideration by an arbitrator is the employee's work record. A strong work record can indicate attributes like energy level, work ethic, and abilities which are essential in the workforce. It is important to note that factors such as age, arrest record, religious affiliation, and gender are protected categories under the U.S. Equal Employment Opportunity Commission (EEOC) and are not legal grounds for employment discrimination. The EEOC enforces laws that prevent discrimination based on these and other personal characteristics. Therefore, these factors should have no bearing on an arbitrator's decision or a company's hiring practices.