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Essay / Research Paper Abstract
This 3 page paper examines compliance issues including the amendment that went into effect in 2009. Bibliography lists 3 sources.
Page Count:
3 pages (~225 words per page)
File: RG13_SA1111ada.rtf
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Unformatted sample text from the term paper:
people with disabilities. As a result, discrimination would not be tolerated. A recent amendment to the law in 2009 will expand that protection and is quite challenging to many organizations
that already have diversity programs and protocols in place. Summary Sharon Nelton (1992) reports in the context of a magazine article a story about a bakery
opened by Allen Parsons and Jane Umanoff. When they began the company fifteen years ago, most of the workers were white Americans but today, they find that like many businesses
around the nation, the labor pool is changing (Nelton, 1992). The labor pool is increasingly diverse (Nelton, 1992). The author reports that a survey of almost 600 firms reported
that they have taken some form of action in respect to diversity, and with the Americans with Disabilities Act of 1990, compliance programs for the disabled are expected to increase
(Nelton, 1992). The author touches on a number of issues and makes recommendations for employers in regard to how they can best comply with ADA (Nelton, 1992). Nelton
adds that regulations included in ADA go to promoting, hiring and compensating the disabled (Nelton, 1992). Legal Considerations The intent of the Americans
with Disabilities Act is the provision of social and economic justice for people with disabilities (Stein, 2004). Yet, the ADA is more important than a law that would just level
the playing field because it requires employers to provide accommodations (Stein, 2004). In other words, if someone who is disabled needs a certain type of chair or desk, and it
is of a reasonable cost to the employer, then the employer cannot discriminate against the person by not hiring them, and further, they would be required to make the special
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