Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
ADA Compliance
The American with Disabilities Act, often shortened to ADA, is one of the most prominent and significant acts of legislation to come through Congress in the last half century when it comes to the protection and rights of people that are vulnerable. Of course, many people rightly point to Title VII and/or the Civil Rights Acts of the 1960's (and their subsequent amendments) but the ADA is right up there as well. Indeed, disabled Americans have been deemed to be worthy of the same basic rights that able-bodied people have when it comes to finding and retaining employment and that is precisely what the ADA was meant to address. While complying with the ADA may require the management of some employers to make accommodations for disabled employee who are otherwise qualified, these accommodations are generally not cumbersome and employers are required by law to provide said reasonable accommodations when the situation calls for it.
Analysis
The enforcement mechanism and basis for the ADA hinges on two words, those being "reasonable accommodations." Indeed, employers are not expected to put out great expense and tremendous effort to allow a disabled person to work for their company. However,...
For example, if an employee has back issues and needs a special chair with lumbar support or something like that, the employer can allow the employee to use their own chair or they can provide one that meets the necessary specifications. If the height of a desk needs to be altered to make it useable and more practical for someone in a wheelchair, then that is another fairly easy thing that an employer can do to make work much easier and welcoming to an employee. Regardless, the ADA is but one of many laws that human resources and management professionals need to be mindful of when they are perusing applicants and working with existing employees (ADA, 2016).
The ADA has issued a "brief overview" of the law and who it applies to. Indeed, the protections and rules of the ADA apply if any of the following are applicable to an applicant or employee:
1) The person has a physical or mental impairment that substantially limits one or more major life activities (ADA, 2016).
2) The person has an ongoing record and substantiation of said impairment (ADA, 2016).
3) The person is regarding as having an impairment…
References
ADA. (2016). ADA - A Brief Overview. Carleton College. Retrieved 4 June 2016, from https://apps.carleton.edu/campus/human_resources/assets/ADA_workshop_handouts9_03
.pdf
For example, as a sales representative, if I were to slip on a slick office floor while representing the company, I would be entitled to worker's compensation while I was unable to come to work while my broken leg was being treated. Then, my physical therapy should also be accommodated by my work schedule and medical bills and physical therapy related to my injury would be covered as well.
To the extent the respondents expressed their perceived need for improvement, the areas implicated relate to functions that reflect executive decisions and operational management decisions rather than human resources decisions, notwithstanding the fact that those functions might be administrated by the human resource department. . Two Appropriate Human Resource Evaluation Methods Two appropriate human resource evaluation methods that are applicable to the organization are (1) the proportion of new hires that
Human Resource Management HRM (Human Resource Management) is the advancement and management of workers of an organization. It includes recruitment processes, representation and classification of positions at work. For these to be accomplished, laws governing human capital should be followed, and appropriate strategies should be kept in place including paying attention to the employees. Good Management of human capital, determines the success of many organizations Action training for supervisors Disciplinary training is a
Employment Compliance Employment law for a limousine service in Austin, Texas with 25 employees would consist of the American with Disabilities Act, Fair Labor Standards Act of 1938, Equal Opportunity Law, OSHA, and Unemployment Benefits Law. The Americans with Disabilities Act requires employers to make reasonable accommodations for disabled individuals. The Fair Labor Standards Act set minimum wage and overtime requirements. Equal Opportunity Law prohibits discrimination and sets standards for equal
Limitations on ADA Requirements: The ADA does not require employers to provide accommodations that pose an undue hardship on the employer or the business entity. The ADA defines "undue hardship" as accommodations that exceed the employer's financial resources or that would constitute significant hardship or difficulty for the employer (Halbert & Ingulli, 2008). In that regard, the ADA analysis of what accommodations are unduly difficult or expensive depends on specific
Such is the case with Tennessee v Lane, a case in the Supreme Court that focused on the legality of Congress to enact laws such as the Americans with Disabilities Act under section V of the Fourteenth Amendment. The High Court ultimately found that Congress does have the power to enact a law which may run contrary to an individual state's sovereign immunity in cases that implicate access to