Here is the synopsis of our sample research paper on Guidelines for Hiring the Physically Handicapped. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
Guidelines for Hiring the Physically Handicapped: This 6-page essay examines the issues relevant to a supervisor/ manager’s role when interviewing (and ultimately hiring) a physically handicapped individual. Additionally, what can/ should be done to facilitate his interview process under current federal statutes, and what should be done to augment his transition into his new workplace surroundings is also detailed. Bibliography lists 4 sources. SNHypoth.doc
Page Count:
6 pages (~225 words per page)
File: D0_SNHypoth.doc
Buy This Term Paper »
Unformatted sample text from the term paper:
disabled individuals who may interview for the open positions. With the implementation of the American Disabilities Act (1992) the federal government has finally put real teeth into the handicap
access laws. In 1994 the ADA affected more persons and businesses than ever before by lowering its compliance threshold. Now, any company that employs more than 15
workers must make reasonable accommodations for disabled employees, both in the workplace and in the hiring process. Moreover, the passage of the ADA mandated the removal of not only
architectural barriers, (resulting in physical accessibility and safer buildings); but it was also instrumental in the removal of communication barriers (See Also The Americans with Disabilities Act of 1990,
Titles I and V, 2001). This essay examines the issues relevant to a supervisor/ managers role when interviewing (and ultimately hiring) a forty-something, obese and apparently physically handicapped or
impaired man. Additionally, what can and should be done to facilitate his interview process under the current federal statutes, and what should be done to augment his transition into
his new workplace surroundings is also detailed. The ADA does not require employers to have written job descriptions. Nevertheless, most
of its literature suggests that properly prepared job descriptions are critical in complying with its regulations. Job descriptions can be a valuable tool in the recruitment, selection, hiring, and
accommodation assessments needed for successful ADA programs. Furthermore, strict guidelines dictate what human resources personnel can and cannot do with respect to individuals covered under the ADA, and the
necessary legal compliance. Recruiters or interviewers must be trained with regard to inquiries that are permissible under these new laws needs (Reasonable Accommodation Under the ADA, 2001).
...