Americans with Disability Act (ADA)
Diversity of people come in many forms. These different forms describe specific variations of diversity. The many different variations of people have led the government to propose specific reforms in the workforce. These reforms have been implemented by the Equal Employment Opportunity Commission (EEOC). Some types of diversity reforms adhere to and can include, but are not limited to: race; gender; ethnic groups; age; personality; cognitive style; and education. One important law regarding this matter is the Americans with Disability Act of 1990 (ADA), which includes the ADA Amendments Act of 2008. The Americans Disability Act is a law passed by congress that was set in place in July of 1992. The importance of this law is to protect individuals seeking employment that may have a disability. It provides safety by qualifying individuals against discrimination on the “basis of disability in all aspects of the employment relationship, from the application stage through retirement,” (Pynes and Lombardi, 2011, p.90). The ADA was only standard for organizations with over twenty-five or more employees. Two years later, in 1994, the law added protection to individuals with disabilities for employment with organizations that have fifteen to twenty-four employees staffed. Before the implementation of the Americans Disability Act, many people that suffered a disability could not find work, but they may have desired to enter the workforce. The foundation of the ADA has provided individuals with accommodations to aid in leading more “independent, self-sufficient lives,” through employment opportunities (Mondak, 2000, p.43). In 2008, President George W. Bush signed the ADA Amendments Act (ADAAA). The ADA Amendments Act was the first substantial revision and redefined the term “disability,” while improving standards and clearer guidelines for employers to follow.
WE WRITE PAPERS FOR STUDENTS
Tell us about your essay and we will find the best writer for your paperWrite My Essay For Me
Pynes and Lombardi (2011) describe what the ADA recognizes as categories of disabilities:
“Having a physical or mental impairment that substantially limits one or more major life activities,” (p.91).
“Having a record of such an impairment,” (p.92).
“Being regarded as having an impairment,” (p.92).
In order for an individual to qualify under the ADA, they must be able to perform job duties that are written in the job description with or without employer aid. Accommodations of certain circumstances must be provided by employers for an individual to carry out the job, unless it proposes a huge impact that is not suitable for the operation of the organization. This can be considered “undue hardship” on an organization. Employers should consider making “accommodations within a timely manner, and the process should always start by assessing the needs and preferences of the individual,” (Mondak, 2000, p.45).
Companies and organizations should protect themselves and all employees from discrimination. It is always safe for employers to assume an individual is protected by the ADA if there is evidence that shows limitations to the individual’s ability to perform a job. Also, employers should keep management policy books up to date. Adequate training should be in put in place by human resources so that supervisors are trained properly to support each accommodation that may be necessary in the organization. Investigating and engaging in each “disability” situation will help minimize errors. Management should maintain positive recordkeeping to provide proof of consistency with each employee. Recordkeeping and documentation will also be important in the applicant process if for any reason an employer chooses not proceed with an applicant, (ADAAA, 2011).
“A new command I give you: Love one another. As I have loved you, so you must love one another,” (John 13:34, NIV). The Bible tells us to love one another as we love ourselves. Loving one another can be accomplished by verbally expressing thoughts or concerns, or by physically showing emotions or helping accomplish tasks that will help a person better themselves. The ADA demonstrates these characteristics. Unless a person is not equipped to follow the description of the position in an organization, it is important for management to help guide and provide equality to employees who may be limited over others.
- Confidentiality & Authenticity Guaranteed
- Plagiarism Free Content Guarantee
- APPROVEDSCHOLARS Guarantee Timely Delivery of All Papers
- Quality & Reliability
- Papers Written from Scratch and to Your Instructions
- Qualified Writers Only
- APPROVEDSCHOLARS Allow Direct Contact With Your Writer
- Using APPROVEDSCHOLARS.COM Means Keeping Your Personal Information Secure
- 24/7 Customer Support