To determine whether the store manager violated Ben's human rights by refusing to hire him due to a conviction for careless driving, we need to consider several factors: 1. **Nature of the Offense**: Careless driving is a legal offense, but it is important to consider if it is directly relevant to the job duties of a clerk in a goods store. If the job requires driving or operating vehicles, the manager might have a valid reason to be concerned about Ben's driving record. 2. **Relevance to Job Duties**: If the job does not involve driving or any responsibilities that could be impacted by Ben's driving history, then the conviction may not be relevant to his ability to perform the job effectively. In such cases, using the conviction as a reason not to hire him could be considered discriminatory. 3. **Human Rights and Anti-Discrimination Laws**: Many jurisdictions have laws that protect individuals from discrimination based on criminal records, especially if the record is not pertinent to the job. These laws vary widely, so it's crucial to consider the specific legal context in which this situation occurs. 4. **Manager's Discretion**: Employers typically have the discretion to make hiring decisions based on a variety of factors, including the results of reference checks. However, this discretion is not absolute and must comply with applicable anti-discrimination laws. Given these considerations, the most accurate response would be: - **No, the manager didn’t violate Ben’s human rights as it’s up to the manager to decide who should be hired and who should not**, provided that the decision complies with relevant anti-discrimination laws and the conviction is considered relevant to the job duties. In conclusion, the manager's decision may not necessarily constitute a violation of human rights if the refusal to hire is based on legitimate job-related concerns and is compliant with local laws regarding discrimination and employment.