Workforce Adapting To Comply With The American With Disabilities Act.

2323 words - 9 pages

MILLENNIUMS WORKFORCE RIGHTSAbstractFor years, big companies have set the rules for which employees had to follow in orderto maintain their jobs. Discrimination for language barrier, race, color, age, disabilityand more was nothing easy to fight against; until The American with Disabilities Act of1990 (ADA) came into effect. Such an important law has brought many changes in alldirections within management, employees, hiring process, ergonomics, new job openingas EEO or Human Resources specialist. These changes are not only seen at the workplace but at the educational level, as engineers learn to design a better and accessibleworking place for the disabled. We will review some examples of how the ADA hasmade it possible for employers and employees to understand and modifymisconceptions and how human resource managers to comply with laws andregulations in this subject.Workforce adapting to comply with the American with Disabilities Act of 1990Society behaves in accordance to their values and experiences and for the majorityof us, we do not have to deal with a disabled person. Yes in deed, we all knowsomeone in the family or a friend, but this group of people is a minority in our society. Inthe early 1900's, as the industry became a major factor in our economy, the need formore competent workers was created. The main directional (top to bottom) leadershipwas to direct the workforce for many years to come. During this time, they selectedtheir employees as they wanted and the Constitution said very little about equality atwork. So they did, as they perceived. Eventually a more educated and aggressivesociety was booming, and the laws concerning minorities were changing also. In 1990,the Congress presented a new Act that changed forever the "old ways" the industry andemployers run businesses, concerning discrimination in the workplace and disabilityworkers. N. Davidovich (2000) describes discrimination as "the process of makingdecisions affecting an employee based wholly, or partly, upon the real or perceiveddisability of the employee, in those cases where the employee is a qualified individualunder the American with Disabilities Act" (ADA). (p.1). Such discrimination can result asnot selecting a qualified person, not promoting, comments or jokes about disabledpersons, less favorable employment conditions or even layoff without a justifiablecause. Davidovich continues, " Employers have the right to discipline and fireemployees with disabilities, as long as the decision is not based upon discriminatory orother impermissible factors". (p.1). The ADA objective is to protect individuals thatqualify as disable individuals, to receive fair participation and opportunities in ourworkforce, public places and society.Because the many years of human behavior and management attitudes against thispopulation in the workforce, training and development has to be implemented in theworkforce, in order to alleviate confrontations and hostile environment. ADA...

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