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…