Individual Paper Ada & Affirmative Action CritiqueEssay Preview: Individual Paper Ada & Affirmative Action CritiqueReport this essayPaper Critique of ADA and Affirmative ActionBSHS 421 Cultural Diversity and Special PopulationsOctober 12, 2011ADA and Affirmative ActionFor years, large companies have rules for employees to follow to keep their jobs put. Discrimination of language barriers, race, color, age, disability and much more was simply nothing to beat the Americans with Disabilities Act of 1990 (ADA) became effective. This important legislation made numerous changes in all directions for the management, procedures for staff recruitment, ergonomics and new jobs as a human resources specialist. These changes are not only at work but at the level of education as engineers, to better learn and accessible to disabled job design. This document discusses and criticizes the Americans with Disabilities Act and affirmative action from reading and research. Personal views of the ADA and affirmative action are to avoid, with the advantages and disadvantages of these programs that help Americans to be discussed by the laws of discrimination. The problems of an agency that provides access to all clients will be discussed and the impact it has on society, such as the cost of the renovation, avoid prosecution and enforcement of regulations among employees.
This law was the first law protecting the rights of citizens with physical or mental. The ADA protects the rights of people with similar disabilities and human rights on the basis of race, color, sex, age and religion. The ADA provides for equal rights for people with disabilities in employment, transportation, public access and access to all buildings of the state and municipal governments and services. The ADA defines a disabled person as someone who has a limited physical or mental impairment, has one or more major life activities, has seen a record of impairment, or as having such an impairment.
The ADA was designed to eliminate discrimination against those with mental or physical disabilities in regards to employment, telecommunications, transportation, and public services and accommodations. This law is to help ensure that all American people, regardless of physical or mental disability, has a fair shot at employment and other public services. The ADA requires that any business that employs 15 or more employees must make efforts to provide reasonable accommodations such as safe and accessible work environments, readers for those employees who cannot see, allowing for adjustments in the employees schedule to accommodate appointments related to their disability, and other accommodations if necessary. The ADA is not a free pass requiring employers to hire those who are disabled regardless of their qualifications. The ADA simply makes it illegal for employers to discriminate against qualified applicants
The ADA is not designed to eliminate discrimination against those with mental or physical disabilities in regard to employment, telecommunications, transportation, and local government services and accommodations. This law is to help ensure that all American people, regardless of physical or mental disability, has a fair shot at employment and other public services. The ADA allows employers to discriminate against qualified applicants to prevent them from engaging in hiring practices that disproportionately affect minority applicants. Employment discrimination in the workplace is illegal under the Civil Rights Act of 1964, as it impacts businesses and the public sector and is unlawful and unconstitutional. This law provides for enforcement and prosecution of these violations using state, local, and federal laws, including the Department of Justice. However, this law also does not apply to a private company that provides services for its employees. Rather, it allows the employer to use state and local laws in its business as well. An employer may only employ one employee and the total number of employees is specified in the contract.
The ADA is not designed to eliminate discrimination against those with mental or physical disabilities in regard to employment, telecommunications, transportation, and local government services and accommodations. This law is to help ensure that all American people, regardless of physical or mental disability, has a fair shot at employment and other public services. According to a report from the Employment Policies Institute, Americans are being denied jobs because of their mental or physical disabilities. The average US employer (those on average paying less than $2600 a year or less per employee) expects their US workforce to have approximately 1.7 million workers by 2024. Some people will end up working half their jobs unless they have some degree of disability, and those who have disabilities may need to see a doctor, have to find a place to live, or pay insurance or job training fees. Even in states that have some form of nondiscrimination law, some employers must make workers’ conditions less attractive for employers to hire, and the impact must be considerable, according to a study by the Council on American-Islamic Relations in 2015. A study published in the journal American Sociological Review estimates that the average US employers have made 15.4 million people less safe for their employees by 2030, and they must be paid more if they are to be able to operate adequately.
Sources:
E. Scott, “An Overview of the Employment Policy Model Used by US Government and other Government organizations in Employment Studies and the Research of Disability Issues,” Center for Employment Studies, University of Pennsylvania.
F. J., M. Jones, and R. Cottrill, “The Employment Policy Evaluation System: Evidence for a New Policy,” Journal of Public Administration and Health Statistics, 6, no. 2 (Winter 2011): 1 through 4. (http://www.cra.edu/publicating/english_jep.pdf).
G. R. Miller and G. M. O’Mahoney, “Employment Discrimination in the Public Sector: The Case of California and the City of San Francisco,” San Francisco Chronicle, May 31, 2008, accessed Oct. 15, 2009, http://www.sfchronicle.com/news/article/2009-05-31/ehr-report-employees-discrimination-dispute-city
H. V. Khasravat, “Employment Equity in Canada’s Public Sector and Inequality in Canada’s Workforce,” Employment Policy Evaluation, 12, no. 2 (September 2012).
I. A. Khatoo, “Public Employees and Their Workforce in Canada,” Public Policy Institute of Canada, 2011.
J. M. D. Caufield, “Employment Discrimination in the American Workplace,” Economic Policy Institute, 2011.
L. B. Taylor, “Employment Discrimination in the Workplace: Evidence