Job Hunter Handicap

The Americans with Disabilities Act (ADA) “prohibits discriminating against an individual in the selection process” (Moran, 2014, p. 32) due to a potential disability. A disability can be defined as a mental or physical condition that can result in some sort of handicap. As a result, the employer may be required to accommodate the people who are considered as disabled, to help them perform his or her job duties.

People with disabilities suffer discrimination such as the refuse of companies to hire those peoples. An estimated 386 million of the world’s working-age persons have some kind of disability, according to ILO. In a recent research, they found that two-third of the unemployed and disable persons said that they would like to work but they could not find jobs.

Disabled persons are as able for employment as any other normal person. They usually face a discrimination for being a disabled person. The main thing is that the perspective of the person towards them. Some people have a negative attitude towards disabled persons that they are physically and mentally not strong as a normal person. Whereas the people who have positive attitude believes that intelligence, work ethics, and dedication has no relation with a disability. Those attitude difference create ethical questions. The common question is

"Disability: Employers are prohibited from engaging in discrimination against qualified individuals with a disability by the Georgia Equal Employment for People with Disabilities Code, The Rehabilitation Act of 1973 and the Americans With Disabilities Act of 1990. A "qualified individual with a disability" is an individual who possesses the requisite skills, experience, education, and other job-related requirements of the position and who can perform the essential functions of the job with or without reasonable accommodation. An "individual with a disability" is a person with a physical or mental impairment which substantially limits one or more major life activities, has a record of such impairment or is regarded by the employer as having such an impairment." (State of Georgia, Secretary of State, 2012)

According to an overview of the Americans with Disabilities acts, "The ADA is a civil rights law that prohibits discrimination against individuals with disabilities "(2015). What this means is someone who has a serious disability such as being in a wheelchair or cannot see will not be judged or turned down from a job. Also, according to “The Rehabilitation Act and ADA Connection”, Section 504 ADA fought for people in regards of the possibility of being discriminated against where section 504 did not put their focus towards that part of the issue. (2009).

Having workers with disabilities can be beneficial to organizations. Sotoa & Kleiner, 2013, recommend to incorporate disability into the agency’s diversity statement, increase supervisor knowledge of the employment of people with

One of the major problems that these individuals experience is the lack of inappropriate infrastructure to enable them take on their works efficiently with much ease. Most business corporations have therefore put up extra infrastructural provisions for their disabled staff while some have gone an extra mile of providing their disabled employees with particularly skilled and trained dogs as guides. When it comes to enrollment processes companies and businesses are not legalized by the law to discard job applicants from disabled people. Some major large corporations give predilections to the disabled candidates during their selection procedures.

One common job seeking skill deficit can be found in the area of resume and cover letter building. Many times due to a person’s disability and the reality of people with disabilities are disproportionately hired less than people without disabilities can lead to employment gaps. Limited work history and gaps in employment can be addressed by focusing on a person’s related skills rather than chronological order of former jobs S&P p. 334 (2010). In addition, designated versions of a person’s cover letter should be individualized to the job S&P (2010).

Disability is an impairment is a life changing condition that limits one’s physical or mental abilities. Disabilities comes in many forms such as blindness, hearing, speech disorder, loss of vision. and memory. As well as, chronic illness such as diabetes, HIV, obesity. Under Title I of the Americans with Disabilities Act of 1990 (“ADA”) employers, cannot discriminate against qualified individuals with disabilities when hiring, firing, job promotion, distribution of benefits and privileges. In addition, by law, employers must make reasonable effort to modify work equipment and job settings for people with disabilities. Such as job schedules, employee training and communication devices; without causing an undue hardship, significant difficulty

The American Disabilities Act requires employers to make reasonable accommodations that enable disabled employees the opportunity to work. According to Roberts, Betts, and Huzey (2014), Employers are responsible for, “Making the workplace easily accessible, Providing or modifying equipment and devices, Restructuring jobs, Changing work schedules, Reassigning staff to a vacant position, Providing readers or interpreters, Adjusting exams, training materials, and policies.” Employees have requirements too. Employees must identify themselves as disabled and request an accommodation (ADA, 2010). The employee and employer

This wasn't always easy since many employers don't always hire disabled individuals or know how to act around them. I believe that all disabled people struggle with this kind of discrimination however the obstacles or disabilities people face vary. Disabilities can be caused by genetics, chemical imbalances, traumas, or accidents. They can challenge learning, senses, mental health, or physical abilities. Another example in the reading was the story of Edward Murphy.

The first title of the ADA prohibits discriminative practices in the working environment. It applies to state and local governments, to legislative and judicial branches of the Federal Government, to employment agencies and labor unions. That means that private employers or others of the above mentioned entities who have more than 15 employees cannot oppress qualified occupation candidates and workers on the premise of their handicap. This implies that it is illicit to get some information about an inability amid the employment interview. The person who applies for a job can decide if he or she wants to talk about an inability when requesting changes that will help in doing something. This incorporates job restructuring and equipment modifications. If required, managers must roll out a few improvements to empower the job candidate with an impairment to perform the crucial elements of the employment (Rehabilitation Institute of Chicago, "Americans with Disabilities Act (ADA): Summary of Key Points", 2014). Despite everything,

In a study, when recruiters were asked to choose a suitability applicant for employment in a hypothetical administrative assistant position. They ended up giving less employability rating to applicants with a disability compared to the one without disability. This clearly shows stereotyping in few work places. (Bricout, John C., and Kia J. Bentley.).

    A person with a disability, or handicap, can be defined as someone with a physical or mental impairment, which has a substantial or long-term adverse affect on his or her ability to carry out normal day-to-day activities (Employment 2). Handicap workers face many challenges in the work place that the average person overlooks. Also, many special arrangements and alterations have been made to the workplace for people with handicaps. Accessibility, transportation, workload, and salary are just some of the many issues that must be considered with the prospect of employing the handicap.

“For purposes of nondiscrimination laws (e.g. the Americans with Disabilities Act, Section 503 of the Rehabilitation Act of 1973 and Section 188 of the Workforce Investment Act), a person with a disability is generally defined as someone who (1) has a physical or mental impairment that substantially limits one or more "major life activities," (2) has a record of such an impairment, or (3) is regarded as having such an