Training presentation was created for an Employee and Labor Relations school course assignment. This presentation discusses ADA compliance requirements for employers.
This presentation provides an overview of the Americans with Disabilities Act (ADA) for supervisors. The ADA protects individuals with disabilities from employment discrimination and requires reasonable accommodations. A disability is defined broadly as a physical or mental impairment that substantially limits a major life activity. Employers must consider accommodations that allow applicants and employees to perform essential job functions without undue hardship. Noncompliance with the ADA can result in costly lawsuits and damage an employer's reputation.
intro & history of rehab, epidemiology.pptxRajveer71
The document provides an overview of the history and concepts of physical medicine and rehabilitation (PM&R), also known as physiatry. It discusses how rehabilitation therapies have evolved over thousands of years across various cultures to treat injuries and functional limitations. The document also defines key terms used in rehabilitation such as impairment, disability, and handicap according to the World Health Organization's international classification system. It emphasizes that the overall goal of rehabilitation is to minimize disability and handicap so individuals can lead productive lives.
This document provides guidance on checking various aspects of a lower limb prosthesis. It discusses checking the prosthesis and patient's stump in general, as well as when sitting, standing, walking, and with the prosthesis removed. Checks include ensuring proper fit and alignment of socket components, comfort and stability of the patient, and identification of any potential issues. The document focuses on checkouts for above knee prosthetics but also briefly discusses below knee prosthetics. The goal of prosthetic checkouts is to assess proper functioning and make any necessary adjustments before training the patient.
The rehabilitation team conventionally includes the physiatrist, rehabilitation nurse, physical and occupational therapist, speech pathologist, rehabilitation psychologist, and social worker or case manager, with availability of other services such as nutrition and respiratory therapy.
This document discusses vocational rehabilitation, independent living, and consumerism for people with disabilities. It covers several topics:
Vocational rehabilitation programs help prepare and employ people with various disabilities. The government has set up 20 vocational rehabilitation centers with objectives like assessment, rehabilitation planning, and job placement assistance.
The vocational rehabilitation process involves evaluation, job skills training, job analysis, job placement and accommodations, and follow up.
Independent living centers are consumer-controlled and aim to maximize self-sufficiency through services like housing assistance, transportation, peer counseling and advocacy. They differ from vocational rehabilitation in focusing on independence rather than employment.
The document also outlines various livelihood opportunities, government schemes
Vocational rehabilitation aims to assist individuals with impairments to overcome handicaps and reintegrate into society using their skills. It involves vocational evaluation and assessment of interests, abilities, and strengths. Treatment objectives are set and procedures ensure job placement. Individuals learn about their vocational potential, barriers, and accommodations needed. Evaluations assess transferable skills, occupational requirements, and empower career decision making. Vocational rehabilitation centers provide vocational assessment, training, education, counseling, and job placement assistance.
This presentation provides an overview of the Americans with Disabilities Act (ADA) for supervisors. The ADA protects individuals with disabilities from employment discrimination and requires reasonable accommodations. A disability is defined broadly as a physical or mental impairment that substantially limits a major life activity. Employers must consider accommodations that allow applicants and employees to perform essential job functions without undue hardship. Noncompliance with the ADA can result in costly lawsuits and damage an employer's reputation.
intro & history of rehab, epidemiology.pptxRajveer71
The document provides an overview of the history and concepts of physical medicine and rehabilitation (PM&R), also known as physiatry. It discusses how rehabilitation therapies have evolved over thousands of years across various cultures to treat injuries and functional limitations. The document also defines key terms used in rehabilitation such as impairment, disability, and handicap according to the World Health Organization's international classification system. It emphasizes that the overall goal of rehabilitation is to minimize disability and handicap so individuals can lead productive lives.
This document provides guidance on checking various aspects of a lower limb prosthesis. It discusses checking the prosthesis and patient's stump in general, as well as when sitting, standing, walking, and with the prosthesis removed. Checks include ensuring proper fit and alignment of socket components, comfort and stability of the patient, and identification of any potential issues. The document focuses on checkouts for above knee prosthetics but also briefly discusses below knee prosthetics. The goal of prosthetic checkouts is to assess proper functioning and make any necessary adjustments before training the patient.
The rehabilitation team conventionally includes the physiatrist, rehabilitation nurse, physical and occupational therapist, speech pathologist, rehabilitation psychologist, and social worker or case manager, with availability of other services such as nutrition and respiratory therapy.
This document discusses vocational rehabilitation, independent living, and consumerism for people with disabilities. It covers several topics:
Vocational rehabilitation programs help prepare and employ people with various disabilities. The government has set up 20 vocational rehabilitation centers with objectives like assessment, rehabilitation planning, and job placement assistance.
The vocational rehabilitation process involves evaluation, job skills training, job analysis, job placement and accommodations, and follow up.
Independent living centers are consumer-controlled and aim to maximize self-sufficiency through services like housing assistance, transportation, peer counseling and advocacy. They differ from vocational rehabilitation in focusing on independence rather than employment.
The document also outlines various livelihood opportunities, government schemes
Vocational rehabilitation aims to assist individuals with impairments to overcome handicaps and reintegrate into society using their skills. It involves vocational evaluation and assessment of interests, abilities, and strengths. Treatment objectives are set and procedures ensure job placement. Individuals learn about their vocational potential, barriers, and accommodations needed. Evaluations assess transferable skills, occupational requirements, and empower career decision making. Vocational rehabilitation centers provide vocational assessment, training, education, counseling, and job placement assistance.
This topic is meant for the study purpose for the final year undergraduate Physiotherapy students, who are studying under The Tamilnadu Dr.MGR Medical University (Govt University).
The document discusses pre-employment screening services provided by DFPK. It summarizes that DFPK has been providing business risk screening, pre-employment screening, medical staff screening, teacher screening, security personnel screening, tenant screening, and pre-matrimonial background screening in Pakistan since 2007. It highlights the importance of pre-employment screening for organizations to verify credentials, identity, and integrity of new hires to avoid hiring fraudulent candidates and prevent workplace issues. The document provides examples of cases where pre-employment screening uncovered fake employment details, experience letters, university degrees, bank statements, and criminal records. It promotes DFPK's screening services for their comprehensive domestic and international coverage and fast turn
The Persons with Disabilities Act, 1995 aims to ensure equal opportunities for people with disabilities and their rights are protected. It defines disability as a physical or mental impairment of 40% or more. The act mandates reservations in government jobs and access to buildings, transport and services. It also focuses on education, healthcare, rehabilitation and affirmative action to promote the inclusion of people with disabilities.
The Workmen's Compensation Act of 1923, now known as the Employees' Compensation Act, aims to provide financial compensation to employees who suffer work-related injuries or diseases, including death. The employer is liable to pay compensation in cases of work-related accidents that injure employees or result in occupational diseases specified in schedules to the Act. The amount of compensation depends on factors such as the nature of injury, monthly wages of the employee, and a relevant factor from a schedule. Recent amendments increased the compensation amounts for death and permanent disability and added provisions for medical reimbursement and funeral expenses.
This PPT is prepared for the basic understanding of third year physiotherapy students in the field of ICF. It describes the reasons for use of ICF, basic terminology and its meanings, relationship between different domains of ICF with relevant clinical examples.
Conductive Education helps children with cerebral palsy and other motor disabilities gain independence and carry out daily functions on their own. Learn more about it here: https://www.youtube.com/watch?v=lWcJFmHjJoo
This document discusses different types of disabilities. It defines disability as an impairment that can be physical, cognitive, mental, sensory or developmental. Disabilities can be present from birth or occur during a person's lifetime. The document then describes the main types of disabilities as physical, sensory, and mental health-related. Physical disabilities limit mobility while sensory disabilities impair senses like vision or hearing. The document provides examples of vision impairments, hearing impairments, and defines mental disorders as psychological or behavioral patterns seen as outside of normal development.
Americans with Disabilities Act (ADA): Implications for Information DesignTonia A. Dousay
The document discusses the Americans with Disabilities Act (ADA) and its implications for information design. It provides background on the ADA and disabilities affecting learners. When designing instructional messages, universal design principles should be employed to accommodate all students' needs as required by the ADA, such as including text alternatives for images and ensuring readable font size and color contrast. Examples demonstrate violations of ADA guidelines and best practices for inclusive design.
Disability Discrimination – What you need to knowShorebird RPO
The Equality Act 2010 provides disabled people with protection against discrimination within the workplace. As employers, you must make reasonable adjustments to accommodate workers with a disability and ensure you have policies in place to prevent disability discrimination.
But how do you spot a disability and what do you do if you spot one?
In this On Demand Webinar, Marie Walsh of Consillia Legal covers:
The legal definition of disability discrimination
The responsibility of the employer
Reasonable adjustments
Examples of Case Law
This webinar will appeal to all those who are responsible for, or hire staff, within their organisation. It covers recent case law and it is a great opportunity to refresh your knowledge and ensure you are operating within the law.
You can view the full webinar at the end of the slide deck and if you would like to view more on demand webinars or attend the live Shorebird RPO events, please visit http://www.shorebird-rpo.com/free-webinars
Wheelchair is truly is mobility orthosis.
A properly prescribed wheelchair can be useful device in reintegrating a person with a disability into the community.
The document provides definitions for 13 disability categories under the IDEA. It explains that the federal definitions guide how states define eligibility for special education services. It then lists and defines each disability category, including autism, deaf-blindness, deafness, emotional disturbance, hearing impairment, intellectual disability, multiple disabilities, orthopedic impairment, other health impairment, speech or language impairment, traumatic brain injury, visual impairment, and learning disabilities.
There are so many schemes under National trust act as Disha,Vikaas,Samarth,Gharaunda,Nirmaya,Sahyogi,Prerna
Gyan Prabha,Sambhav,Badhte Kadam.Unique Disability ID,National Fund and National Award also included in it.There are so many schemes for education, employment and for Disability Certificate.
This document discusses principles of prescription writing in physical therapy and rehabilitation. It provides guidelines for writing proper prescriptions, including assessing the patient's condition, developing a treatment plan, and providing specific instructions to the therapist. Examples of prescriptions are given for various physical therapy treatments, orthotics, and prosthetics that include all necessary medical information and device specifications. The importance of a well-written prescription in facilitating effective communication between doctors and therapists is emphasized.
Dr. Abhijit Diwate discusses physiotherapy management of ICU patients. Key points include:
1) Physiotherapists assess patients, set goals like pain relief and secretion clearance, and use techniques like positioning, manual hyperinflation, percussion and breathing exercises.
2) Assessment involves examining the chest and determining ventilator settings. Goals are to prevent complications and improve function.
3) Common techniques are positioning, mobilization, manual hyperinflation, percussion, coughing/huffing, and breathing exercises to clear secretions and strengthen respiratory muscles.
Professional Practice and Ethics for PhysiotherapistsSreeraj S R
The document discusses professional practice and ethics for physiotherapists in India. It outlines key laws and regulations related to physiotherapy, including the Clinical Establishment Act, POSCO Act on child sexual abuse, rules on biomedical waste management, and laws on sexual harassment and consumer protection. The document also discusses ethical responsibilities of physiotherapists, principles of ethics in research and teaching, and important professional bodies like the World Physiotherapy organization.
Rights to Persons with Disabilities Act 2016 New Law for PwDs in IndiaRajnish Kumar Arya
The salient features of the Bill are:
i. Disability has been defined based on an evolving and dynamic concept.
ii. The types of disabilities have been increased from existing 7 to 21 and the Central Government will have the power to add more types of disabilities. The 21 disabilities are given below:-
1. Blindness
2. Low-vision
3. Leprosy Cured persons
4. Hearing Impairment (deaf and hard of hearing)
5. Locomotor Disability
6. Dwarfism
7. Intellectual Disability
8. Mental Illness
9. Autism Spectrum Disorder
10. Cerebral Palsy
11. Muscular Dystrophy
12. Chronic Neurological conditions
13. Specific Learning Disabilities
14. Multiple Sclerosis
15. Speech and Language disability
16. Thalassemia
17. Hemophilia
18. Sickle Cell disease
19. Multiple Disabilities including deafblindness
20. Acid Attack victim
21. Parkinson's disease
The Fullerton test comprises 6 trials that enables the assessment of the upper and lower body strength, aerobic endurance, motor coordination, and balance.
Before the tests are started, a five- to ten-minute warm-up should be conducted as well as general stretching exercises performed. Prior to the commencement of and after the termination of the trials, arterial blood pressure and heart rate should be measured.
The document provides guidance on safely transferring patients from one surface to another. It describes different types of transfers that vary based on a patient's abilities and needs. Key points include:
1) Assessing a patient's physical, cognitive, and medical status is important for determining the best transfer method.
2) Common transfer techniques include dependent, assisted, and independent transfers using devices like draw sheets, sliders, and boards.
3) Proper body mechanics and communication are essential to avoid injury for both the patient and caregiver. Bend knees, keep back straight, and get help for heavy transfers.
- The Rights of Persons with Disabilities Bill 2016 expands the definition of disability from 7 to 21 recognized disabilities. It aims to bring Indian laws in line with the UN Convention on Rights of Persons with Disabilities.
- Key provisions include non-discrimination, equal opportunities, accessibility, social security, employment reservation and education inclusion for persons with disabilities.
- The bill mandates time-bound accessibility measures for public buildings and transport and aims to empower persons with disabilities through social participation and independent living.
The document discusses key concepts in US employment law, including the employment-at-will doctrine and its exceptions, major federal statutes governing wages/hours and workplace safety/health, leave laws like FMLA, and protections against discrimination based on characteristics like race, gender, age, and disability under laws such as Title VII, EPA, ADEA, and ADA. Defenses to discrimination claims include business necessity, BFOQ, seniority systems, and after-acquired evidence of employee misconduct.
Compliance Overview - Americans with Disabilities Act (ADA)ntoscano50
The Americans with Disabilities Act (ADA) is a federal law that makes it illegal for covered employers to discriminate against qualified individuals with disabilities in all employment practices, such as recruitment, compensation, hiring and firing, job assignments, training, leave and benefits. Employers with 15 or more employees are covered by the ADA.
The ADA requires a covered employer to provide a reasonable accommodation to an employee or job applicant with a disability, unless doing so would impose an undue hardship on the operation of the employer's business. Reasonable accommodation might include, for example, making the workplace accessible for wheelchair users or providing a reader or interpreter for someone who is blind or hearing impaired.
This topic is meant for the study purpose for the final year undergraduate Physiotherapy students, who are studying under The Tamilnadu Dr.MGR Medical University (Govt University).
The document discusses pre-employment screening services provided by DFPK. It summarizes that DFPK has been providing business risk screening, pre-employment screening, medical staff screening, teacher screening, security personnel screening, tenant screening, and pre-matrimonial background screening in Pakistan since 2007. It highlights the importance of pre-employment screening for organizations to verify credentials, identity, and integrity of new hires to avoid hiring fraudulent candidates and prevent workplace issues. The document provides examples of cases where pre-employment screening uncovered fake employment details, experience letters, university degrees, bank statements, and criminal records. It promotes DFPK's screening services for their comprehensive domestic and international coverage and fast turn
The Persons with Disabilities Act, 1995 aims to ensure equal opportunities for people with disabilities and their rights are protected. It defines disability as a physical or mental impairment of 40% or more. The act mandates reservations in government jobs and access to buildings, transport and services. It also focuses on education, healthcare, rehabilitation and affirmative action to promote the inclusion of people with disabilities.
The Workmen's Compensation Act of 1923, now known as the Employees' Compensation Act, aims to provide financial compensation to employees who suffer work-related injuries or diseases, including death. The employer is liable to pay compensation in cases of work-related accidents that injure employees or result in occupational diseases specified in schedules to the Act. The amount of compensation depends on factors such as the nature of injury, monthly wages of the employee, and a relevant factor from a schedule. Recent amendments increased the compensation amounts for death and permanent disability and added provisions for medical reimbursement and funeral expenses.
This PPT is prepared for the basic understanding of third year physiotherapy students in the field of ICF. It describes the reasons for use of ICF, basic terminology and its meanings, relationship between different domains of ICF with relevant clinical examples.
Conductive Education helps children with cerebral palsy and other motor disabilities gain independence and carry out daily functions on their own. Learn more about it here: https://www.youtube.com/watch?v=lWcJFmHjJoo
This document discusses different types of disabilities. It defines disability as an impairment that can be physical, cognitive, mental, sensory or developmental. Disabilities can be present from birth or occur during a person's lifetime. The document then describes the main types of disabilities as physical, sensory, and mental health-related. Physical disabilities limit mobility while sensory disabilities impair senses like vision or hearing. The document provides examples of vision impairments, hearing impairments, and defines mental disorders as psychological or behavioral patterns seen as outside of normal development.
Americans with Disabilities Act (ADA): Implications for Information DesignTonia A. Dousay
The document discusses the Americans with Disabilities Act (ADA) and its implications for information design. It provides background on the ADA and disabilities affecting learners. When designing instructional messages, universal design principles should be employed to accommodate all students' needs as required by the ADA, such as including text alternatives for images and ensuring readable font size and color contrast. Examples demonstrate violations of ADA guidelines and best practices for inclusive design.
Disability Discrimination – What you need to knowShorebird RPO
The Equality Act 2010 provides disabled people with protection against discrimination within the workplace. As employers, you must make reasonable adjustments to accommodate workers with a disability and ensure you have policies in place to prevent disability discrimination.
But how do you spot a disability and what do you do if you spot one?
In this On Demand Webinar, Marie Walsh of Consillia Legal covers:
The legal definition of disability discrimination
The responsibility of the employer
Reasonable adjustments
Examples of Case Law
This webinar will appeal to all those who are responsible for, or hire staff, within their organisation. It covers recent case law and it is a great opportunity to refresh your knowledge and ensure you are operating within the law.
You can view the full webinar at the end of the slide deck and if you would like to view more on demand webinars or attend the live Shorebird RPO events, please visit http://www.shorebird-rpo.com/free-webinars
Wheelchair is truly is mobility orthosis.
A properly prescribed wheelchair can be useful device in reintegrating a person with a disability into the community.
The document provides definitions for 13 disability categories under the IDEA. It explains that the federal definitions guide how states define eligibility for special education services. It then lists and defines each disability category, including autism, deaf-blindness, deafness, emotional disturbance, hearing impairment, intellectual disability, multiple disabilities, orthopedic impairment, other health impairment, speech or language impairment, traumatic brain injury, visual impairment, and learning disabilities.
There are so many schemes under National trust act as Disha,Vikaas,Samarth,Gharaunda,Nirmaya,Sahyogi,Prerna
Gyan Prabha,Sambhav,Badhte Kadam.Unique Disability ID,National Fund and National Award also included in it.There are so many schemes for education, employment and for Disability Certificate.
This document discusses principles of prescription writing in physical therapy and rehabilitation. It provides guidelines for writing proper prescriptions, including assessing the patient's condition, developing a treatment plan, and providing specific instructions to the therapist. Examples of prescriptions are given for various physical therapy treatments, orthotics, and prosthetics that include all necessary medical information and device specifications. The importance of a well-written prescription in facilitating effective communication between doctors and therapists is emphasized.
Dr. Abhijit Diwate discusses physiotherapy management of ICU patients. Key points include:
1) Physiotherapists assess patients, set goals like pain relief and secretion clearance, and use techniques like positioning, manual hyperinflation, percussion and breathing exercises.
2) Assessment involves examining the chest and determining ventilator settings. Goals are to prevent complications and improve function.
3) Common techniques are positioning, mobilization, manual hyperinflation, percussion, coughing/huffing, and breathing exercises to clear secretions and strengthen respiratory muscles.
Professional Practice and Ethics for PhysiotherapistsSreeraj S R
The document discusses professional practice and ethics for physiotherapists in India. It outlines key laws and regulations related to physiotherapy, including the Clinical Establishment Act, POSCO Act on child sexual abuse, rules on biomedical waste management, and laws on sexual harassment and consumer protection. The document also discusses ethical responsibilities of physiotherapists, principles of ethics in research and teaching, and important professional bodies like the World Physiotherapy organization.
Rights to Persons with Disabilities Act 2016 New Law for PwDs in IndiaRajnish Kumar Arya
The salient features of the Bill are:
i. Disability has been defined based on an evolving and dynamic concept.
ii. The types of disabilities have been increased from existing 7 to 21 and the Central Government will have the power to add more types of disabilities. The 21 disabilities are given below:-
1. Blindness
2. Low-vision
3. Leprosy Cured persons
4. Hearing Impairment (deaf and hard of hearing)
5. Locomotor Disability
6. Dwarfism
7. Intellectual Disability
8. Mental Illness
9. Autism Spectrum Disorder
10. Cerebral Palsy
11. Muscular Dystrophy
12. Chronic Neurological conditions
13. Specific Learning Disabilities
14. Multiple Sclerosis
15. Speech and Language disability
16. Thalassemia
17. Hemophilia
18. Sickle Cell disease
19. Multiple Disabilities including deafblindness
20. Acid Attack victim
21. Parkinson's disease
The Fullerton test comprises 6 trials that enables the assessment of the upper and lower body strength, aerobic endurance, motor coordination, and balance.
Before the tests are started, a five- to ten-minute warm-up should be conducted as well as general stretching exercises performed. Prior to the commencement of and after the termination of the trials, arterial blood pressure and heart rate should be measured.
The document provides guidance on safely transferring patients from one surface to another. It describes different types of transfers that vary based on a patient's abilities and needs. Key points include:
1) Assessing a patient's physical, cognitive, and medical status is important for determining the best transfer method.
2) Common transfer techniques include dependent, assisted, and independent transfers using devices like draw sheets, sliders, and boards.
3) Proper body mechanics and communication are essential to avoid injury for both the patient and caregiver. Bend knees, keep back straight, and get help for heavy transfers.
- The Rights of Persons with Disabilities Bill 2016 expands the definition of disability from 7 to 21 recognized disabilities. It aims to bring Indian laws in line with the UN Convention on Rights of Persons with Disabilities.
- Key provisions include non-discrimination, equal opportunities, accessibility, social security, employment reservation and education inclusion for persons with disabilities.
- The bill mandates time-bound accessibility measures for public buildings and transport and aims to empower persons with disabilities through social participation and independent living.
The document discusses key concepts in US employment law, including the employment-at-will doctrine and its exceptions, major federal statutes governing wages/hours and workplace safety/health, leave laws like FMLA, and protections against discrimination based on characteristics like race, gender, age, and disability under laws such as Title VII, EPA, ADEA, and ADA. Defenses to discrimination claims include business necessity, BFOQ, seniority systems, and after-acquired evidence of employee misconduct.
Compliance Overview - Americans with Disabilities Act (ADA)ntoscano50
The Americans with Disabilities Act (ADA) is a federal law that makes it illegal for covered employers to discriminate against qualified individuals with disabilities in all employment practices, such as recruitment, compensation, hiring and firing, job assignments, training, leave and benefits. Employers with 15 or more employees are covered by the ADA.
The ADA requires a covered employer to provide a reasonable accommodation to an employee or job applicant with a disability, unless doing so would impose an undue hardship on the operation of the employer's business. Reasonable accommodation might include, for example, making the workplace accessible for wheelchair users or providing a reader or interpreter for someone who is blind or hearing impaired.
ADAAAThe Americans With Disabilities Act As AmendedThe.docxAMMY30
ADAAA
The Americans With Disabilities Act As Amended
The Americans with Disabilities Act (ADA), which became effective in 1992, is an uncompromising proclamation of this country’s commitment to equal opportunity for the disabled.
The ADA is enforced by the EEOC
The act specifically provides that the procedures and remedies under Title VII of the Civil Rights Act of 1964 shall be those used or available under the ADA
Remedies available include
Injunctions
Hiring or reinstatement order (with or without back pay)
Attorney fees
The Civil Rights Act of 1991 amended 42 U.S.C. Section 1981A to allow suits for compensatory and punitive damages against parties accused of intentional discrimination in violation of the ADA
A disability is defined as a physical or mental impairment that substantially limits a person’s ability to walk, see, hear, perform manual tasks, learn, work, or care for him/herself.
Under the ADA, disability is broadly defined as:
A physical or mental impairment that substantially limits one or more of the major life activities of such individual
A record of such an impairment; or
Being regarded as having such an impairment
To qualify for ADA protection the disability must be long term (generally longer than six months) or permanent.
Individuals can establish that they are “regarded as having such an impairment” if they show that they have been subjected to discriminatory treatment because of an actual or perceived physical or mental impairment, whether or not the impairment limits or is perceived to limit a major life activity
Essential functions are the core responsibilities of a job as distinguished from marginal or incidental assignments.
The ADA applies to employers with a minimum of 15 employees.
Disability discrimination occurs when an employer or other entity covered by the Americans with Disabilities Act, as amended, or the Rehabilitation Act, as amended, treats a qualified individual with a disability who is an employee or applicant unfavorably because she has a disability.
Disability discrimination also occurs when a covered employer or other entity treats an applicant or employee less favorably because she has a history of a disability (such as cancer that is controlled or in remission) or because she is believed to have a physical or mental impairment that is not transitory (lasting or expected to last six months or less) and minor (even if she does not have such an impairment).
The law requires an employer to provide reasonable accommodation to an employee or job applicant with a disability, unless doing so would cause significant difficulty or expense for the employer ("undue hardship").
The law also protects people from discrimination based on their relationship with a person with a disability (even if they do not themselves have a disability). For example, it is illegal to discriminate against an employee because her husband has a disability.
The ADA encourages woul.
Applying for Employment With a Disability: Reasonable Accomodations, Undue Ha...Richard Celler
Unfortunately, individuals who have a real or perceived disability continue to suffer discrimination in the workplace though, hindering their ability to earn a living and enjoy an independent life. Learn more about employment with a disability in this presentation.
Accommodation Conversation: Strategies for Effective ADA Reasonable Accommoda...America's Job Exchange
America's Job Exchange (AJE) hosted a webinar in August to discuss provisions of the Americans with Disabilities Act (ADA). A hallmark of the ADA is the provision of reasonable accommodation to ensure equality in the workplace. This webinar will discuss what is reasonable accommodation. How is disclosure of disability handled? What are my responsibilities when someone discloses? Many employers consider the ADA too "mysterious" to understand. This session will "de-mystify" the ADA by providing practical information on ADA rights and responsibilities.
This webinar will covered:
-Reasonable accommodations as they relate to essential job functions
-Employer obligations when someone discloses a disability
-What protections do I have as an employer under ADA
This newsletter provides a summary of 3 key articles:
1) The EEOC issued new guidance on applying the ADA to cancer, diabetes, epilepsy and intellectual disabilities. It defines these conditions as disabilities and provides examples of reasonable accommodations.
2) Employers must continue complying with IRS regulations for nonqualified deferred compensation plans to avoid penalties. The IRS provides voluntary correction programs for document and operational failures.
3) Comprehensive immigration reform being debated in Congress would impact recruiting, benefits and HR for many employers. The Senate may pass a bill by July and the House is considering separate reform bills.
This document discusses several key aspects of equal employment opportunity laws and avoiding discrimination in the workplace. It covers requirements under the ADA to reasonably accommodate disabled employees. It also discusses defenses against discrimination claims including validating employment tests. Finally, it outlines steps to establish a diversity management program including assessing the situation, providing leadership and training, changing culture and systems, and evaluating the program.
Kris Tanner & Dan Ditto provide detailed information about recent HR updates and laws to help keep your business compliant in 2021.
As a co-employer, we're excited to help our clients continue to grow and achieve their business goals in 2021.
The document summarizes key US acts that prohibit discrimination in employment: the Equal Pay Act (EPA), Pregnancy Discrimination Act (PDA), and Age Discrimination in Employment Act (ADEA). The EPA requires equal pay for equal work regardless of sex. The PDA prohibits discrimination based on pregnancy, childbirth, or related medical conditions. The ADEA protects workers age 40 and older from discrimination in hiring, firing, compensation, terms of employment, or harassment based on age. Examples of violations and suggestions to reduce violations are also provided.
The document discusses disability equal employment opportunity laws in the United States, including the Americans with Disabilities Act and amendments. It provides definitions of disability, accommodation, and other key terms. It also summarizes several important court cases related to disability discrimination in employment. Overall, the document outlines the legal framework and history around disability rights in the workplace in the US.
The document provides a six step model for resolving issues under the Americans with Disabilities Act (ADA). It begins with determining if the individual meets qualification standards, then if they are disabled as defined by the ADA. Next it addresses whether the individual can perform essential job functions with or without reasonable accommodation. It notes accommodations cannot cause undue hardship or pose a direct threat of harm. The document also discusses pre-employment inquiries and issues related to physical exams and drug screens under the ADA.
The document summarizes key aspects of disability discrimination law under the Americans with Disabilities Act (ADA). It defines a qualified individual with a disability as someone who can perform essential job functions with or without reasonable accommodation. Reasonable accommodation may include adapting workspaces or adjusting schedules. Employers must provide accommodation to known disabilities unless it poses an undue hardship. Employers cannot discriminate in hiring and can only reject applicants if no accommodation exists or the person poses a direct safety threat. The document provides guidance for employers to avoid liability, including focusing on abilities rather than limitations and engaging in interactive discussions of accommodation needs.
HRM UNIT II Lesson 1 EQUAL EMPLOYMENT OPPORTUNITY (EEO)_58f235c213585377c241c...VielMarvinPBerbano
Equal employment opportunity (EEO) laws prohibit discrimination in hiring and employment decisions based on certain protected characteristics. Under EEO, all qualified candidates should have an equal chance of being hired or promoted based solely on job-related merits regardless of their race, gender, religion, or other protected attributes. EEO regulations require employers to make employment decisions only based on factors like qualifications, performance, and conduct, rather than personal characteristics. Employers who violate EEO laws can face lawsuits and penalties.
Volunteer advocacy project - ADA PresentationPatti Singleton
The document discusses strategies for reasonable accommodation under the Americans with Disabilities Act (ADA) and Section 504. It provides an overview of the ADA and its titles relating to employment, public entities, public accommodations, and telecommunications. Key points include the definition of a qualified individual with a disability, the interactive reasonable accommodation process, disclosure of disabilities, and requirements for postsecondary schools to provide accommodations to students with disabilities.
The document summarizes the services, processes, and guidelines of the Montana Human Rights Bureau. It discusses what types of discrimination cases the Bureau handles, the complaint and investigation process, definitions of key terms like harassment and reasonable accommodation, employer responsibilities, and resources for employers and employees.
The document provides an overview of the challenges of managing employee absences and disabilities in compliance with the Family Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA). It discusses the rising costs of absences, challenges of complying with FMLA and ADA regulations, and steps employers can take to better manage absences through integrated disability management, wellness programs, and return-to-work programs. The document recommends employers work with brokers to evaluate their absence management programs and ensure compliance with complex leave laws and regulations.
The Equality Act of 2010 harmonized UK discrimination law and extended some protections to new groups. One key aspect was restrictions on pre-employment health questions. Currently, many employers ask health questions or require questionnaires before offering jobs. However, the Equality Act only allows health inquiries before offering a job in limited circumstances, such as when questions are necessary to establish if a candidate can perform intrinsic job functions. Employers must also avoid questions about previous health conditions and may face legal claims if their questions violate the Act. It is generally safest for employers to avoid health questions until after making a job offer, unless specific job requirements clearly warrant such inquiries.
Sangyun Lee, 'Why Korea's Merger Control Occasionally Fails: A Public Choice ...Sangyun Lee
Presentation slides for a session held on June 4, 2024, at Kyoto University. This presentation is based on the presenter’s recent paper, coauthored with Hwang Lee, Professor, Korea University, with the same title, published in the Journal of Business Administration & Law, Volume 34, No. 2 (April 2024). The paper, written in Korean, is available at <https://shorturl.at/GCWcI>.
Guide on the use of Artificial Intelligence-based tools by lawyers and law fi...Massimo Talia
This guide aims to provide information on how lawyers will be able to use the opportunities provided by AI tools and how such tools could help the business processes of small firms. Its objective is to provide lawyers with some background to understand what they can and cannot realistically expect from these products. This guide aims to give a reference point for small law practices in the EU
against which they can evaluate those classes of AI applications that are probably the most relevant for them.
The Future of Criminal Defense Lawyer in India.pdfveteranlegal
https://veteranlegal.in/defense-lawyer-in-india/ | Criminal defense Lawyer in India has always been a vital aspect of the country's legal system. As defenders of justice, criminal Defense Lawyer play a critical role in ensuring that individuals accused of crimes receive a fair trial and that their constitutional rights are protected. As India evolves socially, economically, and technologically, the role and future of criminal Defense Lawyer are also undergoing significant changes. This comprehensive blog explores the current landscape, challenges, technological advancements, and prospects for criminal Defense Lawyer in India.
Matthew Professional CV experienced Government LiaisonMattGardner52
As an experienced Government Liaison, I have demonstrated expertise in Corporate Governance. My skill set includes senior-level management in Contract Management, Legal Support, and Diplomatic Relations. I have also gained proficiency as a Corporate Liaison, utilizing my strong background in accounting, finance, and legal, with a Bachelor's degree (B.A.) from California State University. My Administrative Skills further strengthen my ability to contribute to the growth and success of any organization.
Receivership and liquidation Accounts
Being a Paper Presented at Business Recovery and Insolvency Practitioners Association of Nigeria (BRIPAN) on Friday, August 18, 2023.
सुप्रीम कोर्ट ने यह भी माना था कि मजिस्ट्रेट का यह कर्तव्य है कि वह सुनिश्चित करे कि अधिकारी पीएमएलए के तहत निर्धारित प्रक्रिया के साथ-साथ संवैधानिक सुरक्षा उपायों का भी उचित रूप से पालन करें।
Business law for the students of undergraduate level. The presentation contains the summary of all the chapters under the syllabus of State University, Contract Act, Sale of Goods Act, Negotiable Instrument Act, Partnership Act, Limited Liability Act, Consumer Protection Act.
Lifting the Corporate Veil. Power Point Presentationseri bangash
"Lifting the Corporate Veil" is a legal concept that refers to the judicial act of disregarding the separate legal personality of a corporation or limited liability company (LLC). Normally, a corporation is considered a legal entity separate from its shareholders or members, meaning that the personal assets of shareholders or members are protected from the liabilities of the corporation. However, there are certain situations where courts may decide to "pierce" or "lift" the corporate veil, holding shareholders or members personally liable for the debts or actions of the corporation.
Here are some common scenarios in which courts might lift the corporate veil:
Fraud or Illegality: If shareholders or members use the corporate structure to perpetrate fraud, evade legal obligations, or engage in illegal activities, courts may disregard the corporate entity and hold those individuals personally liable.
Undercapitalization: If a corporation is formed with insufficient capital to conduct its intended business and meet its foreseeable liabilities, and this lack of capitalization results in harm to creditors or other parties, courts may lift the corporate veil to hold shareholders or members liable.
Failure to Observe Corporate Formalities: Corporations and LLCs are required to observe certain formalities, such as holding regular meetings, maintaining separate financial records, and avoiding commingling of personal and corporate assets. If these formalities are not observed and the corporate structure is used as a mere façade, courts may disregard the corporate entity.
Alter Ego: If there is such a unity of interest and ownership between the corporation and its shareholders or members that the separate personalities of the corporation and the individuals no longer exist, courts may treat the corporation as the alter ego of its owners and hold them personally liable.
Group Enterprises: In some cases, where multiple corporations are closely related or form part of a single economic unit, courts may pierce the corporate veil to achieve equity, particularly if one corporation's actions harm creditors or other stakeholders and the corporate structure is being used to shield culpable parties from liability.
Genocide in International Criminal Law.pptxMasoudZamani13
Excited to share insights from my recent presentation on genocide! 💡 In light of ongoing debates, it's crucial to delve into the nuances of this grave crime.
What are the common challenges faced by women lawyers working in the legal pr...lawyersonia
The legal profession, which has historically been male-dominated, has experienced a significant increase in the number of women entering the field over the past few decades. Despite this progress, women lawyers continue to encounter various challenges as they strive for top positions.
2. What is the Americans with Disabilities
Act?
The Americans with Disabilities Act was established in 1990 to
protect individuals with disabilities from discrimination.
The ADA prohibits private employers, state and local governments,
employment agencies, and labor unions from discriminating against
potential qualified candidates based on a disability or impairment
(Americans with Disabilities Act of 1990 (ADA), n.d.).
This protection applies during the hiring, firing, promoting,
training, compensation, etc., and covers employers with 15 or more
employees.
3. Disability under the ADA
The ADA defines a disability as “a physical or mental impairment
that 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”
(Introduction to the ADA, n.d).
Qualified candidates or applicants with disabilities are individuals
who can perform the job in question with or without reasonable
accommodation (Americans with Disabilities Act of 1990 (ADA),
n.d.).
4. What is Reasonable Accommodation?
modified work schedules (i.e and. employee needs to attend dialysis on a
daily or weekly basis).
making all areas accessible to disabled individuals (i.e. installing ramps and
wheelchair lifts).
Making all areas accessible to a service animal assisting a disabled individual.
providing interpreters, readers, modified equipment and/or training material.
(i.e. a sign language interpreter for a person with a hearing and/or speaking
impairment.
5. Providing Reasonable Accomodation
An employer must provide reasonable accommodation unless this
would create undue hardship for the employer.
Refusing to accommodate an employee because the
accommodation requires an expense, such as purchasing special
equipment is not allowed under ADA.
An employer is not required to make the exact accommodation the
employee is requesting. If more than one option is available to
accommodate that works, the employer may decide which to
provide (Disability Discrimination, n.d.).
6. Defining “Undue Hardship”
Undue hardship can be anything that poses a significant expense
difficulty for the employer when compared to its size and resources.
Undue hardship for example can have a negative effect on
business, such as putting up bright lights in a relaxing spa (When
does a reasonable accommodation create undue hardship? -
Nolo.com, n.d.)
7. Alternatives when undue hardship exists.
An employer must demonstrate that attempts have been made to
accommodate in spite of undue hardship.
In the example of a spa, it may not be good for business if the
lighting of the business changed. However, the employer may
consider assigning the employee to administrative duties in the
management office if bright lighting is necessary.
8. Disability Discrimination
Disability discrimination is when a covered employer treats an
individual differently because of his/her disability.
Disability discrimination also occurs when an employer treats an
employee or applicant less favorably than other individuals because
of a history of illness or because he/she is perceived to have a
physical or mental impairment (Disability Discrimination, n.d.).
Disability discrimination also protects individuals based on their
relationship with a disabled person (Disability Discrimination, n.d.).
9. Examples of Disability Discrimination
An applicant is denied a position for employment because of an existing
disability.
An applicant is given less consideration or denied a position because he/
she is accompanied by a service animal.
An employee is denied a promotion because he/she has a history of
cancer but is now in remission.
A top performing employee is terminated without reason because
health benefit costs are too expensive due to a disability.
Giving a qualified candidate less consideration for a position because
their spouse is disabled and may require care at times.
10. Disability Discrimination cont.
It is prohibited to discriminate during employment based on disability.
This includes hiring, firing, promoting, pay, job assignments, training,
providing benefits, etc.
The ADA also prohibits anyone from harassing an individual because of a
disability.
Although the law is not specific to teasing or offensive comments in the
workplace, it is considered harassment if the actions are frequent and/or
create a hostile work environment.
This is applicable to an employee’s supervisor, a coworker, a supervisor
from another department, or a company client.
11. Disability Prescreening
A hiring manager cannot prescreen candidates for disabilities. This
includes asking medical questions during the application/interview stage
or requesting they take a medical exam prior to extending a job offer.
A manager must not ask any questions in order to determine whether a
disability exists. An alternative is to ask if the candidate can perform the
duties of the position with or without reasonable accommodation.
If the company requests candidates take a medical exam post job offer,
the medical exam must be justifiable and related to the job in question.
12. Enforcement Agencies
The Department of Labor is one of the enforcement agencies
responsible for enforcing the Americans with Disabilities Act.
The other four agencies are:
The Equal Employment Opportunity Commission
The Department of Transportation
Federal Communication Commission
Department of Justice
These agencies may file suit on an employee or applicant’s behalf if
there is evidence of discrimination.
13. Cases of ADA Violations
A candidate was hired for a position at Kmart and was asked to take
a urine drug test as a condition of the offer. The candidate
mentioned to the hiring manager that he would not be able to
provide a urine sample due to his kidney disease. The candidate
requested an alternative such as a blood, hair test or any other test
that did not require a urine sample. The company refused this
reasonable accommodation request and denied the candidate the
job as a result. The EEOC sued under ADA for failure to provide a
reasonable accommodation.
14. Case Result
The EEOC’s lawsuit claimed that the employer violated the ADA by
failing to provide the reasonable accommodation the candidate was
requesting. The employer could not prove that undue hardship
existed by allowing the candidate to take a different test.
Kmart was required to pay $102,048 in damages and ordered to
revise its drug testing policies. In addition, training was required in
the district where the violation occurred, this applied to all managers
and HR employees (Kmart Will Pay $102,048 to Settle EEOC Disability
Discrimination Lawsuit, n.d.).
15. Ensuring compliance
In order to provide all candidates with an equal opportunity for
employment and advancement in the workplace, our managers must
maintain an open communication with Human Resources.
Open communication with HR will ensure management has the
latest compliance updates and knows how to avoid disability
discrimination.
Any concern of potential ADA violation must be reported to Human
Resources. It is management’s responsibility to take any complaints
seriously and provide swift action to investigate such complaints and
provide a speedy resolution.
16. References
Americans with Disabilities Act of 1990 (ADA). (n.d.). Retrieved October 29, 2015, from
http://www.shrm.org/legalissues/federalresources/federalstatutesregulationsandguidanc/pages
/americanswithdisabilitiesactof1990(ada).aspx
Disability Discrimination. (n.d.). Retrieved October 31, 2015, from
http://www.eeoc.gov/laws/types/disability.cfm
Introduction to the ADA. (n.d.). Retrieved October 29, 2015, from
http://www.ada.gov/ada_intro.htm
Kmart Will Pay $102,048 to Settle EEOC Disability Discrimination Lawsuit. (n.d.). Retrieved
October 31, 2015, from http://www.eeoc.gov/eeoc/newsroom/release/1-27-15b.cfm
When does a reasonable accommodation create undue hardship? - Nolo.com. (n.d.). Retrieved
October 31, 2015, from http://www.nolo.com/legal-encyclopedia/when-does-reasonable-
accommodation-create-undue-hardship.html
Editor's Notes
There are different types of reasonable accommodation depending on the disability. It is the employer’s responsibility under ADA to ensure disabled employees have equal access to the premises as other employees. Employers must also ensure that the employee can perform the job functions with or without reasonable accommodation.
Second Bullet: An employer cannot refuse an accommodation request simply because it involves the company having to pay for the accommodation. In addition, the employer should not ask the employee to purchase or pay for the accommodation on their own.
Third Bullet: This is not considered refusing an accommodation request because the employer is still accommodating. This means that the employer can perform research for more cost effective options. For example, if a Teletypewriter is required there are various options available. Although the employee may prefer a specific brand or model, the employer can choose a different teletypewriter which is less costly yet still allows the employee to perform the functions of the job.
First bullet: If the company is a small family owned business with very limited funds, it would be an undue hardship for the business to provide an accommodation which it cannot pay for.
Second bullet: A spa usually requires serene dim lighting as a part of the ambience provided to customers. If an employee has a disability requiring brighter lights, this negatively affects the business as a whole.
We will now explore alternatives to undue hardship.
The employer cannot simply fire an individual because it cannot afford to purchase a certain equipment or the accommodation is bad for the business. The company must still try to provide alternatives when the first accommodation is not an option. In the second bullet, we see the example indicates the employee can be reassigned to a different role. This is allowed under ADA, however it should be the last option to accommodate, not the first.
Any preference of one applicant over another because of a disability is not allowed. Managers must be careful not to make comments which may be perceived as discriminatory.
For example, if after an interview I am asked how it went by another manager, it may be perceived as discrimination if I reply that it went well other than the candidate having a disability.
A disability existing or not, should not be a determining factor in any employment related decision made by management.
In the third bullet, we see that an individual is covered even though the disability is no longer present. This is to ensure that the employer does not discriminate because of a concern that the disability or impairment will occur again in the future.
Terminating an employee because of healthcare costs can be an ADA violation. For example, if the employee is dependent on the employer provided health insurance plan to care for a disability, that person cannot be terminated simply because the employer wants to save money and not pay for the increased health expenses.
A spouse is also covered under ADA if their partner has a disability. We cannot refuse employment, terminate, refuse promotion of a qualified person because their spouse is disabled and may require medical care.
Let’s review the third bullet. Although the law is not specific as to what is harassment and what is not, it must be standard practice to not condone any teasing or offensive remarks about a person’s disability. This is not just to comply with ADA, it is also to show compassion and understanding for our employees and their wellbeing.
In regards to the last bullet, please take note that clients and customers are covered. It is the duty of management to protect our employees from any offensive comments or behavior from fellow employees and the customers with whom they interact.
Management must not try and ask questions to find out if any disability exists during any interaction with a candidate. It is not required for candidates to disclose their health condition, only whether or not they can perform the essential duties of the job with our without accommodation.
Requesting medical exams after a job offer should be related to the job. For example, it can be justified to request that a valet attendant or anyone else who drives as part of the job to take an exam for safety purposes. It may not be as justifiable if we request that an administrative assistant or office manager undergo the same exam.
All it takes is one complaint to any of these agencies to spark an investigation. If evidence that an ADA violation occurred, these agencies may file lawsuits on behalf of the employee and request punitive damages.
We will now look at one case in which an employer violated ADA.
Although the standard practice for the company may have been a urine test, there were other options to provide the employer with the same result they were looking for.
This case is just one of many, if an employer has a history of discriminatory behavior, the punitive damages increase. The end result was a large fine, and company time spent on retraining all management and HR within this district to avoid a similar situation in the future. This is time the company could have devoted to running the business. It is important that management understands the role they play in recognizing and preventing this behavior.
Any concerns or complaints must be reported immediately to HR. All employees have the right to receive a speedy resolution and update to their complaint. Any violations will result in disciplinary action which may include termination of employment.