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HR Process
The well-known Americans with Disabilities Act (ADA), the EEOC, Department of Homeland Security and the Department of labor outline the various provisions that are formatted to ensure the people with disability, the minority groups, and every caliber of Americans have equal access to the employment opportunities. The laws and provision are meant to ensure the people with disability live a normal and comfortable life, there is a reduce discrimination in term of color, race, country of origin, religion or sex. The EEOC for instance ensures that the rule of law is followed in employment and no single organization uses the neutral laws to disadvantage a given group or individual.
The ADA is mandated to ensure the Americans living with disability enjoy equal employment opportunities, equal rights to access and enjoy State and Local Government Activities, easy access to public transport, access and equal utilization of public accommodations, fair housing, fair access and treatment in the airport covered by Air Carrier Access Act, Voting Accessibility for the Elderly and Handicapped Act, Civil Rights of Institutionalized Persons Act and Individuals with Disabilities Education Act (U.S. Department of Justice, 2006). The HR managers and departments will have to adhere to the set standards of various government agencies and ensure that the regulations are followed in their organizations. The role of the HR will shift from just being one of recruitment, regulation of behavior and dismissal on valid grounds, but also to ensure that the ADA, Department of Labor and EEOC regulations are followed to the letter.
Legal...
Interview and recruitments: ADA criminalizes cases of open discrimination against people with disability during advertisements and consequent interviews where the panel may go as far as questioning the capacity of an individual to carryout some assignments based on the physical disability or the recruitments being skewed towards people without prominent disabilities or with no disability at all. EEOC also criminalizes advertisements for jobs that suggest a preference for or discourages a particular group of people like encouraging females or some education level to apply (U.S. Equal Employment Opportunity Commission, 2011).
ii. Remuneration; it is illegal to discriminate on the pay of the employees or the allowances based on their disability. The HR must also be aware that the EEOC illegalizes discrimination on the remuneration in terms of race, religion, color, origin, sex, age (40 years and above), disability or genetic information. The HR must also be aware of the statutory benefits like the sick and vocational leave, access to overtime and the accompanying pay, insurance and retirement benefits.
iii. Job assignments and promotions; there must be a proven equality in the allocation of jobs and while conducting promotion appraisals. The HR must be careful not to make job assignments that would be based on the aforementioned discriminatory grounds. For instance…
References
Edie Grace, (2010). Discrimination against the Disabled in the Workplace. Retrieved May 5,
2011 from http://www.ehow.com/about_6744403_discrimination-against-disabled-workplace.html
U.S. Department of Justice, (2006). A Guide to Disability Rights Laws. Retrieved May 5, 2011
from http://www.ada.gov/cguide.htm#anchor62335
Policies/Practices. Retrieved May 5, 2011 from http://www.eeoc.gov/laws/practices/index.cfm
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Pay Equity As American business enters the 21st century the issue of unequal pay for equal work continues. The course of attaining the objectives of just wages for all workers by eradicating the wage disparities between men and women workers is known as pay equity. It necessitates that the unequal jobs of comparatively same value to the employer is to be given the equal wages. Pay equity is considered to be a
Economic Motivators for Employers on Employment Rates for People With Disabilities in Atlanta Qualitative Research Quantitative Research Definition of Disability Statistics for Individuals with Disabilities Effects Of ADA On Persons With Disabilities Economic Motivators for Employers Hiring People with Disabilities Factors Affecting Economic Motivators for Employers Lack of Information and Knowledge Regarding Economic Motivators Misconception about Individuals with Disabilities Inaccessible Hiring Strategies Conflicts with Existing Programs Lack of Appropriate Planning and Difficulties in implementations Economic Incentive Programs Unemployment Among People with Disabilities Summary Conclusion CHAPTER