Equal Employment Opportunity HRM
Running Head: REASONABLE ACCOMODATIONS
Reasonable Accommodations
TUI University
Nicole M. Hawkins
MGT 516
Module 1
Session Long Project
Dr. Peggy Swigart
Introduction Organizations large and small should recognize that not everyone is cut from the same mold. At times, reasonable accommodations will be required; either at the time of employment, or upon disposition of a disability or religious need. The first of four session long projects will explore the Equal Employment Opportunity Commission (EEOC). This paper will discuss the reasonable accommodation expectations, and who enforces them. It will also present two private sector workplace examples one religion, and one disability.
Expectations and Enforcement
Americans with Disabilities Act (ADA) became law in 1990. The ADA is a civil rights law that prohibits discrimination against individuals with disabilities in all facets of public life, included but not limited to, jobs, transportation, and schools. It prohibits discrimination against individuals with disabilities whether they are workers or job applicants. The ADA affects employment matters as well as public accessibility for individuals with disabilities and other areas. Organizations with 15 or more employees are covered by the provisions of the ADA.
The Equal Employment Opportunity Commission (EEOC) enforces the laws and regulations of the ADA and applies it to private employers, employment agencies, and labor unions. State government employees are not covered by the ADA; in essence this means that said persons are unable to sue in federal courts for reparation and/or damages, however; an individual may still bring suit under state laws, and in state courts. Religious discrimination under Title VII of the Civil Rights Act identifies it illegal to discriminate on the basis of religion. In both, ADA and Title VII of the Civil Rights Act, two very important words, reasonable accommodation, must be made by the employer.
Reasonable
Reasonable Accommodations
TUI University
Nicole M. Hawkins
MGT 516
Module 1
Session Long Project
Dr. Peggy Swigart
Introduction Organizations large and small should recognize that not everyone is cut from the same mold. At times, reasonable accommodations will be required; either at the time of employment, or upon disposition of a disability or religious need. The first of four session long projects will explore the Equal Employment Opportunity Commission (EEOC). This paper will discuss the reasonable accommodation expectations, and who enforces them. It will also present two private sector workplace examples one religion, and one disability.
Expectations and Enforcement
Americans with Disabilities Act (ADA) became law in 1990. The ADA is a civil rights law that prohibits discrimination against individuals with disabilities in all facets of public life, included but not limited to, jobs, transportation, and schools. It prohibits discrimination against individuals with disabilities whether they are workers or job applicants. The ADA affects employment matters as well as public accessibility for individuals with disabilities and other areas. Organizations with 15 or more employees are covered by the provisions of the ADA.
The Equal Employment Opportunity Commission (EEOC) enforces the laws and regulations of the ADA and applies it to private employers, employment agencies, and labor unions. State government employees are not covered by the ADA; in essence this means that said persons are unable to sue in federal courts for reparation and/or damages, however; an individual may still bring suit under state laws, and in state courts. Religious discrimination under Title VII of the Civil Rights Act identifies it illegal to discriminate on the basis of religion. In both, ADA and Title VII of the Civil Rights Act, two very important words, reasonable accommodation, must be made by the employer.
Reasonable