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Preventing Workplace Discrimination
The American with Disabilities Act (ADA) became law in 1990 and since then has been the main instrument to make employment opportunities available to as many people as possible, even if it meant that the employer had to go out of its way to make accommodations for "the special needs of a particular employee." (Licht) In the past it has been up to the courts to decide what is considered a "special need," and these have included such things as installing equipment such as fans and air purifiers for those with respiratory disabilities. It has also been decided that the law requires companies to reassign those who cannot lift or carry heavy weights to other duties that do not require such lifting, as well as allowing for employees to alter their work schedule due to a disability, redesigning offices to suit their needs, even allowing an employee with a disability to work...
(Licht)
Another problem faced by society is the ever growing numbers of illicit substance abusers. Drug abusers cost companies in many ways so it is in their interest to help those with drug problems. Companies should make initial and random drug tests to all employees mandatory as a condition for employment. But instead of simply firing those who test positive, the company should be willing to pay for the employee to undergo treatment for substance abuse. The ADA also considers recovering drug abusers to be "covered persons" and protected by the act. (Steven, 2001)
A workplace is a community of people who all work together towards a common goal. And when it comes to additions to the community, there are a number of factors that must be taken into consideration. An employer must take into consideration the applicants personality, particularly if the applicant will…
Works Cited
"Title VII of the Civil Rights Act of 1964." U.S. EEOC Home Page. Retrieved from http://www.eeoc.gov/laws/statutes/titlevii.cfm
Licht, Tillinghast. "Reasonable Accommodation and the ADA- Courts Draw the Line" Library | Legal Professional. Retrieved from http://library.findlaw.com/2004/Sep/19/133574.html
Steven, Daniel. (2001) "Employment Law Primer" publishlawyer.com. Retrieved from http://www.publishlawyer.com/employ.htm
Preventing Workplace Discrimination The relevance of enhancing equality at the workplace cannot be overstated. It is important to note, from the onset, that discrimination at the workplace could assume various forms. These include, but they are not limited to, discrimination on the basis of religion, gender, race, handicap or impairment, or some other disposition. This text concerns itself with the prevention of workplace discrimination. What are some of the measures a company
Discrimination against the elderly, against pregnant women, against women with children, against people of color are all prohibited under the law. The EEOC or Equal Employment Opportunity Commission was created to administer Title VII of the Civil Rights act and specifically to "progress race, national origin, religious, and sex discrimination claims pursuant to the statue" (Gregory, 2003). Is the EEC doing its job? During the first year alone after
Workplace discrimination leads to a mismatch between qualified workers and their jobs, and it carries significant economic consequences in the American workplace. Okechukwu, Souza, Davis and Castro (2014) define workplace discrimination as unfair rules and conditions that impair the ability of group members. It is motivated by inferiority and mistreatment of the disadvantaged group over the dominant group. It is based on races and even occurs among disadvantaged groups themselves. For
Disability needs to be defined in ways that empower the disabled and create a more egalitarian society. Although some progress has been made to define disability in ways that prevents discrimination, there is still a lot that can be done to promote equality. According to the World Health Organization (2014), "people with disabilities face barriers in accessing the health and rehabilitation services they need in many settings." Barriers need to
Workplace violence (Bullying) Workplace violence can be defined as an action that manifests itself in threatening behavior, physical assault, aggression or any other violent form that may be displayed at work setting and may be directed towards coworkers, managers or even the customers themselves. These aggressions can cause emotional or to great extent physical harm or both (USLegal Inc., 2011). In the context of this paper, bullying as one of the aspects
American Meat Packing Corp., 362F.3d 418 (7th Cir. 2004). On November 15, 2001, 350 workers at the American Meat Packing Corporation (AMPC) showed up for work and were told they had been terminated. Because they were not notified 60 days prior to termination, the Worker Adjustment and Retraining Notification Act, U.S.C. § 2101-2109, the WARN Act, did not apply. The purpose of the 1989 WARN Act was to create a buffer