Final answer:
Refusing to hire someone for being too large and heavy is not typically considered a bona fide occupational qualification (BFOQ). BFOQs must be essential for the job function, and all hiring decisions are subject to anti-discrimination laws enforced by the U.S. EEOC.
Step-by-step explanation:
Refusing to hire an individual for a security guard position on the basis that he or she is considered too large and heavy is not necessarily an example of a bona fide occupational qualification (BFOQ). BFOQs are legitimate reasons for which employers can legally make employment decisions based on characteristics that would otherwise be considered discriminatory. However, the characteristic in question must be essential to the job's function. The Americans with Disabilities Act restricts employers from discriminating based on a disability unless it is a BFOQ. Clearcut BFOQ examples include hiring someone of a specific religion for a leadership position in a worship facility, or an age restriction like the mandatory retirement age for airline pilots.
To determine whether an employment qualification is a BFOQ, courts have established several tests. These include examining if all or substantially all individuals of a certain gender would be unable to perform the job requirements, if the essence of the business would be compromised by not discriminating, or if reasonable accommodations cannot be made. Physical requirements such as 'able to lift 30 pounds' usually do not constitute a BFOQ because most people irrespective of gender can lift this weight.
Furthermore, it is important to note that distinctions based on group characteristics must directly relate to job performance. Otherwise, such decisions can be considered discriminatory. Hiring decisions must be made on individual abilities, and all employer's hiring practices are subject to federal anti-discrimination laws administered by the U.S. Equal Employment Opportunity Commission (EEOC).