Final answer:
Employees and job applicants have the right not to participate in lie detector tests, and the use of such tests by employers is limited to prevent employment discrimination. Lie detector tests are only permitted by police officers during criminal investigations. The legal restrictions on the use of lie detector tests aim to protect privacy and prevent potential bias in hiring practices.
Step-by-step explanation:
Employees, including job applicants, have specific rights regarding lie detector tests as outlined by employment laws. They have the right not to take a lie detector test, not to be asked to take one, and not to be compelled to take one. These protections are in place to prevent potential employment discrimination and to preserve the privacy and rights of individuals. The use of such testing by employers is heavily restricted, with the exception being when a police officer requests a lie detector test during an official investigation of an offense.
It is important to note that, despite their use, the effectiveness and validity of polygraph tests are controversial due to the lack of consistent physiological responses associated with lying. In the context of preventing discrimination in hiring, employers must adhere to federal laws enforced by the U.S. Equal Employment Opportunity Commission (EEOC), which prohibit discrimination based on a range of personal characteristics. These laws are part of a broader effort to ensure fair and equal treatment in the workplace.