Critique of Ada and Affirmative Action Essay Example
Running head: CRITIQUE OF ADA AND AFFIRMATIVE ACTION
Critique of ADA and Affirmative Action
April Phillips
University of Phoenix
Critique of ADA and Affirmative Action For years, big companies have set rules for which employees had to follow in order to maintain their jobs. Discrimination for language barrier, race, color, age, disability and more was nothing easy to fight against; until The Americans with Disabilities Act of 1990 (ADA) came into effect. Such an important law brought many changes in all direction of management, employees, hiring process, ergonomics, and new job opening as Human Resources Specialist. These changes are not only seen at the work place but at the educational level, as engineers learn to design a better and accessible working place for the disabled. This paper will discuss and critique The Americans with Disabilities Act and Affirmative Action based on readings and research. Personal views of ADA and Affirmative Action will be discussed along with the pros and cons of these programs that help Americans avoid discrimination through legislation. The issues of an agency offering accessibility to all clients will be discussed and the impacts it has on the company such as cost for remodeling, avoiding lawsuits, and enforcing regulations among employees.
The Americans with Disabilities Act (ADA) was signed into law by President George H.W. Bush on July 26, 1990. The world's first comprehensive civil rights law for people with disabilities was put into place to protect the people in this country who have physical and mental disabilities. The ADA defines an individual with a disability as a person who has a physical or mental impairment that substantially limits one or more major life activities; has a record of such an impairment; or is regarded as having such an impairment (EEOC, 2008). To protect human rights, ban segregation, and discrimination against those with disabilities, the act prohibits private
Critique of ADA and Affirmative Action
April Phillips
University of Phoenix
Critique of ADA and Affirmative Action For years, big companies have set rules for which employees had to follow in order to maintain their jobs. Discrimination for language barrier, race, color, age, disability and more was nothing easy to fight against; until The Americans with Disabilities Act of 1990 (ADA) came into effect. Such an important law brought many changes in all direction of management, employees, hiring process, ergonomics, and new job opening as Human Resources Specialist. These changes are not only seen at the work place but at the educational level, as engineers learn to design a better and accessible working place for the disabled. This paper will discuss and critique The Americans with Disabilities Act and Affirmative Action based on readings and research. Personal views of ADA and Affirmative Action will be discussed along with the pros and cons of these programs that help Americans avoid discrimination through legislation. The issues of an agency offering accessibility to all clients will be discussed and the impacts it has on the company such as cost for remodeling, avoiding lawsuits, and enforcing regulations among employees.
The Americans with Disabilities Act (ADA) was signed into law by President George H.W. Bush on July 26, 1990. The world's first comprehensive civil rights law for people with disabilities was put into place to protect the people in this country who have physical and mental disabilities. The ADA defines an individual with a disability as a person who has a physical or mental impairment that substantially limits one or more major life activities; has a record of such an impairment; or is regarded as having such an impairment (EEOC, 2008). To protect human rights, ban segregation, and discrimination against those with disabilities, the act prohibits private