Ethical, Legal, And Regulatory In The Workplace Research Paper

The Rehabilitation Act prohibits federal agencies from discriminating against any person(s) with a current disability or history of a disability. The ADA extends those regulations to private companies, employers, unions, public services and public accommodations. Employers are required to provide reasonable accommodations for applicants and employees unless it would create significant undue hardship for the employer. Harassment of any kind is also illegal by employers, employees, clients or customers

This competency is all about being able to make critical decisions in the case of ethical dilemmas and acting professionally in the work place. Although ethical dilemmas rarely have clear-cut solutions, this competency tells social workers to turn to the NASW code of ethics and supervision for guidance. That is exactly what I did for my "Ethic Paper" which you can find below. For this assignment, I was asked to interview a licensed MSW about an ethical dilemma they faced in their career, how they handled it, and how they came to their decisions. This assignment allowed me to better understand how an ethical dilemma is handled in the real world (as opposed to the many hypothetical situations we discuss in class) and also challenged my interviewing

According to the Ability Center, The Americans with Disabilities Act of 1990 (ADA) makes it unlawful to discriminate in employment against a qualified individual with a disability. The ADA also, outlaw’s discrimination against individuals with disabilities in State and local government services, public accommodations, transportation and telecommunications (Blanck 5). This document explains the part of the ADA that prohibits job discrimination. The U.S. Equal Employment Opportunity Commission along with State and local civil rights enforcement agencies, work to enforce this part on the law (Blanck). The law unquestionably improved the lives of people with disabilities in many ways, especially by enhancing their access to businesses and public places. But it has fallen short of one of its goals and it is to boost employment and earnings (Lengnick-Hall, Gaunt and

For anybody, being employed can have a crucial impact on their lives. It also has great importance on our social and material well being. Income, self-esteem, identity and sense of independence are just a number of benefits that people can gain from being an active and useful member of the workforce. Yet from a historical perspective, many disabled people have been denied such benefits because of their exclusion from mainstream social and societal activities such as worthwhile employment in particular. Interestingly, disable workers have in the past found themselves welcomed and encouraged into employment during time of shortage of able bodied workers during times of war (Barnes, Mercer & Shakespeare 1999, p.22). Disabled people who do manage to make their way into the work force tend to encounter numerous disadvantages such as advancement and on average earn around one quarter of the income of their able bodied counterparts (Barnes, Mercer & Shakespeare 1999, p.110). In addition, the majority of well paid, high skilled, and rewarding positions are commonly taken by non-disabled people (Barnes, Mercer & Shakespeare 1999, p.111). It is possible that employers are not interested or unmotivated to make possible changes or allowance for physically disabled people within their organization

Child labor was a huge issue in the late 1800’s to the 1900’s. Children often worked through unfair, unhealthy, and unsafe. Children often worked hard for little pay. The children often contracted diseases and lost arms, hands and fingers in accidents and even died sometimes. Young workers had dangerous jobs like working in the coal mines. Kids during the 1820’s through 1920’s went on strike because working conditions were unhealthy, unfair and unsafe.

According to American Disability Act (ADA) (2009), the ADA law “prohibits discrimination on the basis of disability in employment, State

We think it’s common sense to say hello to your neighbor, hold the door open for the person behind you, or even sit next to someone in class, but that has not always been the case. At one point in time, civil rights was not for everyone. We all remember the women suffering and the african-americans being segregated, but most forget how hard the disabled community worked to be treated as equals. By utilizing the strategies of previous civil rights movements, the American Disabilities Act (ADA) wanted to extend basic civil rights to the disabled community. It started in 1973 with Section 504 which helped people to recognize that even though there are many different variations, the disabled are a legitimate minority who are subjected to discrimination

There are a number of federal agencies. There is an agency for just about anything you can imagine. In fact, there is speculation that no one knows exactly how many federal agencies exist (Crew, 2015). With so many federal agencies out there it is important that worker know which agencies to reach out to. All agencies have different areas of expertise they operate under. For example the Department of Labor has 4 sub-agencies. The mission statement for the department of labor encourages the well-being of those who seek jobs, those already working, and retirees of the United States by improving their working conditions, progressing their chances for lucrative employment opportunities, protecting their retirement, staffing employers, enhancing

The Americans With Disability Act is one who defines individuals with disabilities as people who who have a physical or mental obstacle that does not allow them to do “major life activities” (Jones). The definitions of both the Supreme Court and the lower courts of state governments sometimes do not meet on one singular definition of disabilities.It is also important because it lays the most important layouts for protection against discrimination. Many of the issues that arise from court cases for people who have claimed to be discriminated under the Americans With Disability Act, have been because of the lack of understanding of the Supreme Court 's interpretations. In one case the Supreme Court held that a woman who was HIV positive had a disability due to the fact that her obstacle for the major life activity, was her hardships in being able to reproduce. In a second and third case the Supreme Court held that some disability impairments are not associated in the working class of the. For example one might say that a vision problem might be an obstacle if wanting to be a pilot, but “being precluded from the job of a global airline pilot was not sufficient since they could obtain other...jobs as regional pilots, or pilot instructors” (Jones 3). In both the Sutton and Murphy case the disabilities did not make the cut for impediments because they were not held for making life obstacles for more than one major life activity. Instead the conclusions it came to just went

Imagine if you will, a factory full of machinery with no cover guards for the equipment. Imagine that factory being run by employees with no safety training and being managed by people with little to no regard for those employees’ health or well being. What you’re imagining isn’t too far off from what working conditions were like before the establishment of the Occupational Safety and Health Administration (OSHA). This paper will cover the history of OSHA, who and what is covered under its acts and standards, and the effect it has had over the health and safety of millions of workers in the United States.

What differentiates disability discrimination law from traditional discrimination law is that disability law requires distinct treatment of an protected class, at the same time accounting for the dependency of employees, importance of strategic communication in the pursuit of goals, and the overall interest of noeclaimants make up for disability discrimination law distinguishable. Of course you may find that there is a little overlap between the two, that is permissible.

Employment discrimination has become one of the most prominent areas of modern litigation. Businesses are sued more often by their employees than by any other category of litigant -- more than by competitors, customers or regulators. The great majority of those lawsuits by employees involve the allegation of employment discrimination. The threat of employment discrimination lawsuits has changed the nature of the employment relationship and caused employers to implement safeguards, procedures and technicalities they would have never considered fifty years ago. Further, discrimination has entered the popular consciousness as a legal concept much more successfully than many older legal concepts or categories. Employment discrimination

Every aspect of the employment process has discriminated against them from advertising vacancy in positions, appointment processes, wages, dismissal and post-employment actions according to the article Disability, Sight Impairment and the Law (C Casserley). When it comes to employment, the visually impaired are placed under the category of being handicapped, which makes them subject to prejudice. Employers are quick to make the assumption that handicapped workers are less productive and more costly to train to those who are not handicapped. Employers are also likely to reduce the wages of their visually impaired employees to compensate for any uncertainty about their productivity and to also compensate for the costs of hiring and training these individuals. “Civil rights advocates allege that because discrimination limits job opportunities, firms that hire handicapped workers can exploit them through slower promotions and lower pay increases than those of non-handicapped workers” (William G Johnson). No matter what, the handicapped or visually impaired individual gets the short end of the stick. They are not treated as competent employees, instead they are regarded as dispensable tools that employers can utilize when they please. In 2011 in The Bureau of Labor statistics, they reported that about 2 million individuals from the ages of 16 to 64 (working age adults) self-identified as visually impaired. Of these 2 million people, 63.3% reported to not be a part of the civilian labor force. That means that only 36.7% of the visually impaired were a part of the labor force and at that time 13.8% of the 36.4% were unemployed. These statistics are in no doubt due to the job availability and discrimination of the visually impaired. “The rate of employment is inversely related to the degree of the disability” (Edward C. Bell). It is clearly fact that the disabled are not

Hopewell hospital has developed a culture that has a harmless environment, has integrity and also trust within the workplace. Hopewell management is working very hard in ensuring that maximum productivity takes place and conflict is prevented in order to promote harmony and peace in the workplace. The HR Practitioner of the Hopewell Hospital is aware that all employees originate from different backgrounds that have diverse cultures that mould their perception and understanding about life, thus resulting in conflict. This causes conflict within the organisation thus limiting communication barriers between the employees and the management. Productivity ends up being below the average due to disruptive behaviour within the workplace. Preventing conflict and

and then create strategies that align with those objectives, as well as those of the