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ADA Today and Its Application
Title I of the Americans with Disabilities Act of 1990, which took effect July 26, 1992, stops private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions and privileges of employment. An individual with a disability is a person who, according to the EEOC:
Has a physical or mental impairment that substantially limits one or more major life activities;
Has a record of such an impairment; or Is regarded as having such an impairment.
A qualified employee or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question. (EEOC, 1990)
Reasonable accommodation may include, but is not limited to:
Making existing facilities used by employees readily accessible to and usable by persons...
(EEOC, 1990)
According to the EEOC, "An employer is required to make an accommodation to the known disability of a qualified applicant or employee if it would not impose an "undue hardship" on the operation of the employer's business. Undue hardship is defined as an action requiring significant difficulty or expense when considered in light of factors such as an employer's size, financial resources and the nature and structure of its operation.
An employer is not required to lower quality or production standards to make an accommodation, nor is an employer obligated to provide personal use items such as glasses or hearing aids." (EEOC, 1990)
There are differing recent interpretations of ADA. In Townsend v. Quasim, 328 F.3d 511 (9th Cir. 2003), the…
Bibliography
http://filebox.vt.edu/users/dgc2/staffinghandbook/performanceappraisal101/litreview.htm
Townsend v. Quasim, 328 F.3d 511 (9th Cir. 2003).
EEOC ADA Data, 1990. www.eeoc.gov.
The resulting legal ramifications have created an environment of sensitivity to all types of potential discrimination through pre-employment testing procedures. The ADA Act of 2008 became effective on January 1, 2009. A significant change in the way "disability" is defined is incorporated in the language, so the EEOC is preparing to evaluate the impact of how the language affects the ADA and how it is enforced. Pre-job testing, even though
The only thing that is missing is the freedom to make that choice, the freedom to do it without pain or sacrifice. But freedom always comes with a price, especially for women. In the process of gaining her choice, Ada loses a finger, loses her piano, and almost loses her life. We have to also look at history in the film. The Piano seems historically correct because women didn't have
disabled had nothing or little to contribute to the world in the educational, social, or employment arena. For the most part those that were disabled either physically or mentally were shuffled off to the side and largely ignored. They would be taken care of by family members or institutions and any discussion of growth or accomplishment was quickly discouraged. While this seemed natural for many years, recent history has
History Of Communication Timeline TIMELINE: HISTORY OF COMMUNICATION (with special reference to the development of the motorcycle) 35,000 BCE. First paleolithing "petroglyphs" and written symbols. This is important in the history of communication because it marks the first time humans left a recorded form of communication. Also, these written symbols became the ultimate source of later alphabets. Wikipedia, "Petroglyph." 12,600 BCE. Cave paintings at Lascaux show early representational art. This is important in the history of communication
Mainstreaming People who have severe disabilities have lived under centuries of legalized reliance and exclusion. With every law that showed the liberalizing of society's commitment to disabled people has come the realization by disabled people that prejudice in the community didn't really end. This discrimination continued because oppressive changes were introduced to limit society's responsibility and the few progressive changes that were introduced were never supported financially. It has become evident
Sometime the debtor is able to successfully reduce its liability and returns to profitability but quite often it returns to seek the court's protection again and sometime the end result is liquidation. Under Chapter 11 protections, the debtor gets an automatic protection from all creditors. The unsecured creditors cannot lay a claim on assets and secured creditors are also prevented from foreclosing on their collateral. A Chapter-11 company also gets