The Americans With Disabilities Act: Employing People with Capabilities
- Topics:
- Equal Opportunity,
- Talent Management
- Tags:
- Americans With Disabilities Act,
- Americans With Disabilities Act (ADA),
- Cathy Fyock,
- Disability,
- Gender And Diversity,
- Hiring,
- Human Resources,
- Recruitment & Selection,
- Workforce Management
- Source:
- Cathy Fyock
FREE Registration is required
Overview: In an organization, employers must hire and/or retain those individuals who can perform the major functions of the job, unless it can be demonstrated that the accommodation would impose an undue hardship on the organization. To follow the spirit of the law, organizations will need to adhere to various guidelines, discussed in the article. Equal consideration of hiring persons with disabilities is not just the law, infact it is the way to get great people, and is in keeping with an organization's commitment to equal employment opportunity. Thus, instead of looking at ADA as another bureaucratic obstacle to be complied with, think of it as an opportunity for finding excellent employees. Hiring people with disabilities can be a win/win situation for the employer and employee. The employer only needs to take a little time to do some planning.
(Is this item miscategorized? Does it need more tags? Let us know.)
Format: HTML | Date: Jan 2003 | Pages: 1
People who downloaded this item also downloaded
 |
Performance Evaluation |
 |
Disability: Integration Vs. Accommodation |
 |
Studying The Employment Of Persons With Disabilities |
|
Unreasonable Accommodation |
|
Reassignment as 'Reasonable Accommodation' Under ADA |
