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Human Resources: Equal Employment Opportunity & HRM
"Reasonable accommodations" are required by law for protected groups such as those based on disabilities and religion. The nature and specificity of those accommodations may differ according to the protected group. In addition, the showing of "undue hardship" that may relieve an employer from providing reasonable accommodations can differ according to the protected group. Finally, the agencies enforcing "reasonable accommodations" can differ but also overlap, depending on the protected group.
Reasonable Accommodation Regarding Disability and Religions
Expectations and Examples
Title I of the American with Disabilities Act of 1990 (ADA) mandates that employers provide reasonable accommodation to qualified people with disabilities who are employees or applicants, unless doing so would cause undue hardship to the employer (U.S. Equal Employment...
Those accommodations are to be made upon the employee's, applicant's or his/her representative's request, and are divided into 3 major categories: those to a job application process, enabling the disabled applicant to be considered for a desired position; those to the work environment, enabling the disabled individual to perform his/her job's essential functions; those of equal benefits and privileges of employment, allowing the disabled individual to enjoy his/her position as do non-disabled individuals similarly situated (U.S. Equal Employment Opportunity Council, 2002). Specific accommodations can include: accessibility of facilities; restructuring of jobs; modification of work schedules; obtaining or modifying equipment; modifying tests, training materials or policies; providing adequate readers/interpreters; and reassigning the individual to a vacant job (U.S. Equal Employment Opportunity Council, 2002). The employer is relieved of the duty of "reasonable accommodation" if it would cause "undue hardship" by causing significant expense to the employer or by requiring accommodations that would "fundamentally alter the nature or operation of the business" (U.S. Equal Employment Opportunity Council,…
Connecting Theory and Meaning of Disability Studies in Schools The connecting theory application in the system of basic education has contributed to the development and establishment of a trans-disciplinary scientific strategized framework. This framework bases on the specified reverence for a considerable orientation in long-term and the engagement of decision makers in the education system on its application. The connecting theory involves work that cuts across education disciplines. This is with
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
This modification of the Civil Rights Act failed to define what was meant by "financially detrimental." This issue was left for the courts to decide and there was wide variability in case law. In 1977, Title VII was modified to include widespread employer exemption, even in cases where the cost was minimal or caused little difficult to the employer (Ontario Consultants on Religious Tolerance, n.d.). This modification shifted the balance
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
Under these circumstances, an ethical dilemma is born. Should society control its development or leave it to chance? And in the case that it should control it, which categories should it help? If the person in the above mentioned example is helped, we could assume that in a certain way, the person who was not helped because he or she already disposed of the necessary means, the latter one might