Accommodating disabled employees pagdating ng panahon lyrics by
In 1990, the Americans with Disabilities Act (ADA) was enacted to protect the employment rights and opportunities of people with disabilities, and ensure their access to public services and accommodation. Equal Employment Opportunities Commission (EEOC) develops and applies employer standards, facilitates lawsuits by aggrieved employees, and can enforce ADA directly by filing its own lawsuits.In September 2008, the ADA Amendments Act of 2008 repudiated several U. Supreme Court decisions interpreting ADA narrowly, and provided additional clarifications intended to ensure the broad availability of ADA’s protections. ADA covers an employer that is “a person engaged in an industry affecting commerce who has fifteen or more employees for each working day in each of twenty or more calendar weeks in the current or preceding calendar year, and any agent of such a person.” State and local government agencies are also covered, as are Congress and the Office of the President (most federal agencies are instead subject to the Rehabilitation Act).These regulations also define major life activities as: (A) In General …major life activities include, but are not limited to, caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating, and working. major life activity also includes the operation of a major bodily function, including but not limited to, functions of the immune system, normal cell growth, digestive, bowel, bladder, neurological, brain, respiratory, circulatory, endocrine, and reproductive functions.ADA defines a disability as any of the following: EEOC regulations define a physical or mental impairment as: “(1) Any physiological disorder, or condition, cosmetic disfigurement, or anatomical loss affecting one or more of the following body systems, such as neurological, musculoskeletal, special sense organs, respiratory (including speech organs), cardiovascular, reproductive, digestive, genitourinary, immune, circulatory, hemic, lymphatic, skin, and endocrine; or(2) Any mental or psychological disorder, such as an intellectual disorder (formerly termed “mental retardation”), organic brain syndrome, emotional or mental illness, and specific learning disabilities.” However, traits and behaviors are not, in themselves, mental impairments.For example, the EEOC Guidance on Psychiatric Disabilities states that stress, irritability, chronic lateness, and poor judgment are not impairments although they might be linked to such impairments.
Too often they are excluded from the mainstream of American life by attitudes and inaccessible environments.You should note, however, that questions about whether an impairment infringes on a “major life activity” still drive a significant number of court cases—and not always to consistent determinations.The impairment/disability need not necessarily be readily apparent, since they may qualify as disabilities when active, qualify as a history of disability if cured or in remission, or managed by medication, and mean that a person whose employer suspects the condition would be “regarded as” disabled.Sixty-seven percent of all people with disabilities are unemployed, even among college graduates.Each of us has a 20 percent chance of becoming a person with a disability and a 50 percent chance of having a family member with a disability.