the Equal Employment Opportunity and Employee Rights Review
The Americans with Disabilities Act (ADA) makes it unlawful for an employer with 15 or more employees to discriminate against a qualified individual with a disability. HR department must manage employee and employer relations by ensuring that all laws pertaining to the ADA act are followed. The ADA applies to a person who has a physical or mental impairment that substantially limits one or more major life activities (like walking, standing, or breathing).
Examples include individuals who have physical conditions such as epilepsy, diabetes, severe forms of arthritis, hypertension, or carpal tunnel syndrome, as well as individuals with mental impairments such as major depression, bipolar (manic-depressive) disorder, and mental retardation (Muskovitz, 2006).
Human Resource Department when hire individuals with disabilities must ensure the managers that they are able to satisfy the job requirements and have adequate tools to be efficient on the job. HR must work with employers to make sure they understand the company policy and discrimination against individuals with disabilities will not be tolerated (Muskovitz, 2006).
Employers cannot refuse to hire a women if she is pregnant and Human Resource are responsible for making sure Women who are pregnant must be treated in the same manner as other applicants or employees with similar abilities or limitations. If an employee is temporarily unable to perform her job due to pregnancy, the employer must treat her he same as any other temporarily disabled employee. For example, if the employer allows temporarily disabled employees to modify tasks, perform alternative assignments or take disability leave or leave without pay, the employer must allow an employee who is temporarily disabled due to pregnancy to do the same. Pregnant employees must be permitted to work as long as they are able to perform their jobs. If an employee has been absent from work as a result of a pregnancy-related condition and recovers, her employer
Examples include individuals who have physical conditions such as epilepsy, diabetes, severe forms of arthritis, hypertension, or carpal tunnel syndrome, as well as individuals with mental impairments such as major depression, bipolar (manic-depressive) disorder, and mental retardation (Muskovitz, 2006).
Human Resource Department when hire individuals with disabilities must ensure the managers that they are able to satisfy the job requirements and have adequate tools to be efficient on the job. HR must work with employers to make sure they understand the company policy and discrimination against individuals with disabilities will not be tolerated (Muskovitz, 2006).
Employers cannot refuse to hire a women if she is pregnant and Human Resource are responsible for making sure Women who are pregnant must be treated in the same manner as other applicants or employees with similar abilities or limitations. If an employee is temporarily unable to perform her job due to pregnancy, the employer must treat her he same as any other temporarily disabled employee. For example, if the employer allows temporarily disabled employees to modify tasks, perform alternative assignments or take disability leave or leave without pay, the employer must allow an employee who is temporarily disabled due to pregnancy to do the same. Pregnant employees must be permitted to work as long as they are able to perform their jobs. If an employee has been absent from work as a result of a pregnancy-related condition and recovers, her employer