Friday, May 4, 2012

Reasonable Ccomadation

If you order your custom term paper from our custom writing service you will receive a perfectly written assignment on Reasonable Ccomadation. What we need from you is to provide us with your detailed paper instructions for our experienced writers to follow all of your specific writing requirements. Specify your order details, state the exact number of pages required and our custom writing professionals will deliver the best quality Reasonable Ccomadation paper right on time.

Out staff of freelance writers includes over 120 experts proficient in Reasonable Ccomadation, therefore you can rest assured that your assignment will be handled by only top rated specialists. Order your Reasonable Ccomadation paper at affordable prices with Live Paper Help!



werwerwerwer werer werwr werwer we werw werwer wer


werwewermioijrpoj w0rti wit 0i0it-wiet


slieThere may be as many as one thousand different disabilities that affect


over forty-three million Americans. Of all the laws and regulations governing


Help with essay on Reasonable Ccomadation

cheap essay writing service



the treatment of those Americans the American with Disabilities Act (ADA) is the


most recent major law. It was passed in 10 and although it is spelled out in


a technical ADA manual that is several hundred pages in length. Two of ADAs


two major sections, Titles II and III concern the operation of state and local


government and places of public accommodation. They require new public and


commercial facilities to be accessible to people with disabilities.


Modifications to existing facilities need to be made only if the cost is


readily achievable and does not cause an undue financial or administrative


burden. This essay will concentrate on Title I, the employment aspects of the


law. This section forbids employment discrimination against people with


disabilities who are able to perform the essential functions of the job with or


without reasonable accommodation.


This definition poses three main questions Who is considered disabled?


What is an essential function of a job? What is considered Reasonable


Accommodation?


To be protected under the ADA an individual must have a physical or


mental impairment that substantially affects one or more major life activities.


The impairment may not be due to environmental, cultural, or economic


disadvantages. For example a person who cannot read because they have dyslexia


is considered disabled but a person who cannot read because they dropped out of


school is not. In addition persons who are perceived to be disabled are


protected by ADA. For example, if a person were to suffer a heart attack, when


he tries to return to work the boss might be scared the workload will be too


much and refuse to let him come back. The employer would be in violation of the


ADA because he perceives the employee as disabled and is discriminating based on


that perception. Two classes that are explicitly excluded from protection under


ADA are those individuals whose current use of alcohol or illegal drug is


affecting their job performance. However those who are recovering from their


former use of either alcohol or drugs are covered.


The Equal Employment Opportunity Commission (EEOC), the federal agency


responsible for enforcing the ADA and other EEO laws that apply to most public


and private employers, separates job duties into two categories essential and


marginal. Essential functions are those duties that each person in a certain


position must do or must be able to do to be an effective employee. Marginal


functions are duties that are required of only some employees or are not


critical to job performance. The ADA requires that employers make decisions


about applicants with disabilities solely on the basis of


their ability to perform essential job functions.


Reasonable accommodations are the actions taken to accommodate the known


disabilities of applicants or employees so that disabled persons can enjoy equal


employment opportunities. Since it is not generally acceptable for a potential


employer to ask about a disability or conduct test such as HIV test to look for


disabilities, it is the responsibility of the applicant or employee to inform


the employer of the disability and needed accommodation. At that point the


employer must make reasonable accommodation for the known disability. An


employer may not deny employment in order to avoid providing the reasonable


accommodation unless it would cause an undue hardship. Even then the applicant


or employee should be given the option of providing accommodation himself.


The employment provisions began to be enforced for business with 5 or more


employees on July 6, 1. This affected approximately 64,000 employers. The


second phase of the employment provision went into affect July 6, 14, and was


implemented for the approximately 666,000 U.S. employers with 15 or more


employees.


Many opponents of the ADA suggested that the law would cost small


businesses too much. They contended that the legislation would backlog the


courts with lawsuits from scorned job applicants. However this has not been the


case. Over eighty percent of the discrimination complaints filed with the EEOC


have been entered by current employees who claim a prior disability or recently


disabled workers who contend that their employers have not reasonably


accommodated their needs under the law. According to EEOC records the most


common type of disabilities suffered by workers who claim employment


discrimination is back problems, which account for about eighteen percent of


complaints. Mental illness has the next largest portion of complaints, making


up about ten percent. It is followed by heart trouble, neurological disorders,


and diabetes. Only around twenty percent of all complaints filed argue that the


employer failed to provide them with reasonable accommodations for their jobs.


Ten percent of compla ints received claim that they have unfairly disciplined


because of their disability, while nearly four percent contend they have been


denied rightful benefits. Although the ADA was passed to bring disabled people


into the mainstream, these numbersjto jj jute0 i0uerjt





Please note that this sample paper on Reasonable Ccomadation is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on Reasonable Ccomadation, we are here to assist you. Your cheap custom college paper on Reasonable Ccomadation will be written from scratch, so you do not have to worry about its originality.

Order your authentic assignment from Live Paper Help and you will be amazed at how easy it is to complete a quality custom paper within the shortest time possible!