Case Study 1
History and Background of ADA
ADA stands for Americans with Disabilities Act. The ADA was passed and signed into law on July 26, 1990 by President George Bush Sr. (ADA, 2016, Timeline of). This Act was put in place to protect people with disabilities whom are able to perform a job, with reasonable accommodations. Employers with 15 or more employees are required to following the ADA. Some examples of disabilities are hearing or seeing impairment, wheelchair bound, etc. In other words, it a physical or mental impairment that limits one from functioning in a major life activity. A reasonable accommodation should be something that does not cause the employer undue hardship (Harrison Law Group, 2011).
The US Department …show more content…
Disability and Discrimination – Employment Laws
In addition to the ADA and the USERRA, there are additional laws that were put in put into place to protect people with disabilities from discrimination in employment. These laws include; the Rehabilitation Act, the Workforce Investment Act and the Civil Service Reform Act.
The Rehabilitation Act which was effective March 24, 2014, supports funding for programs, training and research that assist individuals with disabilities. This includes the work of the National Council on Disability. The US Department of Labor has specific laws against discrimination with disabilities from federal agencies, employers/businesses contracting with federal agencies and programs receiving federal financial assistance (US Dept. of Labor, 2016, …show more content…
Ms. Sallard applied for a barista position at a local El Paso Starbucks location. The position she applied for was listed as no experience necessary. Ms. Sallard was hired and began orientation training. During the training Ms. Sallard indicated that a small stepladder or stool would help her perform the job easier. Ms. Sallard made this request because she is small in stature, also known as dwarfism. This is a visible disability and no further explanation of why a stool or small ladder was needed. The manager not only disregarded this request but also fired her. The manager claimed that Ms. Sallard would impose danger to the employees and customers. (U.S. Equal Opportunity Commission, 2011,
History and Background of ADA
ADA stands for Americans with Disabilities Act. The ADA was passed and signed into law on July 26, 1990 by President George Bush Sr. (ADA, 2016, Timeline of). This Act was put in place to protect people with disabilities whom are able to perform a job, with reasonable accommodations. Employers with 15 or more employees are required to following the ADA. Some examples of disabilities are hearing or seeing impairment, wheelchair bound, etc. In other words, it a physical or mental impairment that limits one from functioning in a major life activity. A reasonable accommodation should be something that does not cause the employer undue hardship (Harrison Law Group, 2011).
The US Department …show more content…
Disability and Discrimination – Employment Laws
In addition to the ADA and the USERRA, there are additional laws that were put in put into place to protect people with disabilities from discrimination in employment. These laws include; the Rehabilitation Act, the Workforce Investment Act and the Civil Service Reform Act.
The Rehabilitation Act which was effective March 24, 2014, supports funding for programs, training and research that assist individuals with disabilities. This includes the work of the National Council on Disability. The US Department of Labor has specific laws against discrimination with disabilities from federal agencies, employers/businesses contracting with federal agencies and programs receiving federal financial assistance (US Dept. of Labor, 2016, …show more content…
Ms. Sallard applied for a barista position at a local El Paso Starbucks location. The position she applied for was listed as no experience necessary. Ms. Sallard was hired and began orientation training. During the training Ms. Sallard indicated that a small stepladder or stool would help her perform the job easier. Ms. Sallard made this request because she is small in stature, also known as dwarfism. This is a visible disability and no further explanation of why a stool or small ladder was needed. The manager not only disregarded this request but also fired her. The manager claimed that Ms. Sallard would impose danger to the employees and customers. (U.S. Equal Opportunity Commission, 2011,