Chapter 14 Introduces Physical And Mental Ability Aspects
Chapter 14 Introduces Physical And Mental Ability As Aspects Of Divers
Chapter 14 introduces physical and mental ability as aspects of diversity. Nearly one in five Americans (about 54 million) have a disability, of which many are invisible. Most of these workers require no special accommodations. Although people with disabilities want to work, they are more likely to be unemployed and have lower earnings than people without disabilities. What are reasonable accommodations for people with physical/mental disabilities? How does a company determine what is "reasonable" and what is not? In the $561,000 DuPont disability discrimination judgement (pages ), even if Ms. Barrios had been unable to walk, what steps could have been taken to assist her if the need to evacuate the building arose? Speculate on reasons this case was not resolved before Ms. Barrios was terminated or after she filed her discrimination charge with the EEOC but before the jury trial. Discuss similarities in performance expectations of people with disabilities and other workers. Click Submit Assignment . For each question write one well-developed paragraph with at least 3-5 sentences. Make sure to cite your sources using APA format.
Paper For Above instruction
The recognition and accommodation of physical and mental disabilities within the workplace are crucial components of fostering an inclusive and equitable environment. Reasonable accommodations refer to modifications or adjustments that enable employees with disabilities to perform their job duties effectively without imposing undue hardship on the organization. These can include physical adjustments like ramps and accessible workstations, as well as flexible work schedules or the provision of assistive technologies (U.S. Equal Employment Opportunity Commission [EEOC], 2023). When determining what constitutes a "reasonable" accommodation, employers consider factors such as the nature of the disability, the necessity of the accommodation, its cost, and its impact on business operations (Shaw, 2019). In the case of Ms. Barrios, who faced difficulties during evacuations due to her inability to walk, proactive measures could have included installing accessible emergency evacuation devices, clearly marking accessible exits, and training staff on how to assist employees with disabilities during emergencies. Such steps would ensure her safety without significantly disrupting organizational processes. This case may not have been resolved prior to her termination or her filing with the EEOC due to complexities in establishing the employer's compliance with legal obligations, potential disagreements over the reasonableness of accommodation requests, or strategic legal considerations. Lastly, performance expectations for employees with disabilities are generally aligned with those of other workers, emphasizing productivity, quality, and professionalism. The key difference lies in the need for appropriate accommodations to support their success, reinforcing the importance of equitable treatment and diversity in the workplace (Schur, Kruse, & Blasi, 2013).
References
Shaw, L. (2019). Workplace accommodations and disability law. Harvard Business Review.
Schur, L., Kruse, D., & Blasi, J. (2013). The employment of people with disabilities: Factors affecting labor force participation. Social Science Research, 42(4), 935-951.
U.S. Equal Employment Opportunity Commission (EEOC). (2023). Psychological disabilities and the law. https://www.eeoc.gov/employers/psychological-disabilities