Define what it means to have a disability, the Civil Rights Division of the U.S.

I need 90 word response to three of my classmates discussion posts. write as if you are writing to my classmates.

1. Jane
The Americans with Disabilities Act of 1990 (ADA)
COLLAPSE
The Americans with Disabilities Act of 1990 (ADA), as amended in 2008 prohibits an employer from discriminating based on a disability. This means that employers must allow the same opportunities to any person who has a disability when it comes to hiring, compensation, training and development, promotions, and even social events/activities. To define what it means to have a disability, the Civil Rights Division of the U.S. Department of Justice website notes that it is “a person who has a physical or mental impairment that substantially limits one or more major life activities, a person who has a history or record of such an impairment, or a person who is perceived by others as having such an impairment (2020).”

This law impacts appropriate organizations in multiple ways. Organizations must ensure certain policies, procedures, and facility standards are in place in order to comply with this ADA law. The following are some specific policies, procedures and/or facility requirements that should be set in place in order to meet compliance: 1) talent acquisition must set forth policies in the recruiting process to prohibit asking any questions about any applicant’s disability prior to extending an offer. 2) There also would need to be certain facility standards and policies set in place so any person with a disability can access the building such as ramps, elevators, and audio equipment with amplifiers. 3) There should be policies and procedures set in place for management to allow and provide reasonable accommodations to allow the employee to perform his/her essential duties such as modifying work schedules and purchasing of equipment to allow an employee to perform his/her essential job functions.

I found that one way management can encourage an environment that supports understanding and adherence to employment laws is through paid mandatory compliance trainings with a testing mechanism in place to ensure employees have a full understanding of the training received. For example, my employer requires all employees to take a full course on workplace violence, sexual harassment, proprietary information, and company policies and values. Our compliance courses take several hours to complete and have testing at the end where you may only pass and consider your training fulfilled if you answer 80% of the questions correctly. Each compliance test consists of a minimum of 25 questions. I think this is a very helpful way to ensure employees are educated and that they understand. In regards to the ADA law specifically, organizations really need to train management and supervisors. As indicated in our text, organizations must focus on training “supervisors, HR professionals, and anyone else who supervises employees, interviews candidates, and makes hiring decisions. Training should address who is covered under the ADA and its amendments, the process of interacting with someone who requests an accommodation, what accommodations are reasonable, and what is prohibited (harassment, retaliation) (Cascio, 2018).”

2. Morgan
Equal Employment Opportunity (EEO)

The Equal Employment Opportunity (EEO) was established to ensure that all every citizen has the same opportunity at a job position without facing discrimination. This includes race, sex, age, nationality, disability, and religion (Cascio, 2019, p. 95). This law covers a wide range of other acts and laws including the Civil Rights Act of 1964 Title VII (eeoc.gov, 2020, para. 1). This act states that it is illegal to discriminate against an individual base on the criteria above. It also holds the employers responsible for providing accommodation to their employees on a needs bases.

It impacts so many people by providing them the same opportunities as others. Disney has some amazing programs set up to assist their employees once they are hired. They look at skills and experience when interviewing and ensure that there is diversity among their cast. One way this is done is through their international programs. Disney also allows for their cast to wear name badges with their home location and any languages they speak. This instills pride in the employees knowing the company shows off their heritage. By following the policies of diversity and including everyone in all activities, the company makes sure that there is no discrimination.

Line level managers can ensure that all their employees are taken care of and their needs are met. This can include giving them time for religious prayers or allowing them to dress based on what sex they identify with. The EEO, or Civil Right Act of 1964 Title VII, helps to make sure that no one is judges and harassed based on their race and religion. One of the main roles of a manager is to make sure that their employees are not discriminated against by customers. Even though the law states that it is illegal, not every citizen obeys or shares the same views. I have witnessed a restaurant manager escort a costumer out of the building because they refused to be served by someone with autism. By protecting their employees the company is following the EEO.

3. Angela
The Family and Medical Leave Act of 1993

The Family and Medical Leave Act of 1993 (FMLA) gives workers up to 12 weeks’ unpaid leave each year which can include a birth, adoption or foster care (Cascio, 2020). It also includes caring for a spouse, parent or child that has serious health conditions as well as the workers own health. When the FMLA leave is completed, the organization is required to give the worker their previous, or comparable position and it is enforced by the U.S. Department of Labor (Cascio, 2020). By 2008-2009, military families were included and it is required to offer 26 weeks of unpaid leave to workers who provide care to wounded military personnel (Cascio, 2020).

Although I have never had to use FMLA, I know many people who have whether they just had a child or they are taking care of themselves. This law helps give people the time they need in order to take care of themselves or their families. My managers and proprietor are very helpful when it comes to employees using FMLA or wanting to know more information about it. They are able to give facts themselves, or can point you in the right direction if you need help. For example, one of my coworkers was pregnant and the managers were helpful in submitting all the paperwork needed as well in making sure everything was submitted in a timely manner.