Employment Issues and Situations- UOP Bus-Law

Essay by adelescent88University, Bachelor's June 2009

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University of PhoenixBUS Law415April 13, 2009In 2008, a life changing event took place that put me in the position of having to learn about my civil rights as a disabled employee. After several years of fighting a crippling bone disease I found myself at the verge of being terminated from employment because I was no longer able to perform the tasks required to do my job in an efficiently. Stopping work or changing jobs was not an option that I was willing to except, and because of the ADA I did not have to. The ADA was implemented on July 26, 1990 and since then has had taken on many amendments, the most recent in 2009 (Mayerson, 1992). The ADA was designed to protect people of all ages with disabilities from being treated unfairly, discriminated against and segregated (Mayerson, 1992). The employment section of the ADA is a vast area covering topics such as protecting the rights of disable employees, enforcing that employees be held under law to make reasonable accommodations for employees with disabilities and ensuring equal employment opportunities.

Citizens with illness and physical disabilities such as Diabetes, Epilepsy, Down syndrome and Spinal Bifida had to be given a fair chance to earn a living (Chesseman, Legal Environment Of Business ) No longer could an employer say “We would love to hire you but we cannot accommodate your wheelchair”. In 1990 the ADA posed as a beacon of light for many handicap Americans and in 2008 that light touched my life and ultimately saved my employment. The ADA recognizes a person as handicap when the person has a physical or mental impairment that substantially limits one or more major life activities; or has a record or history of such impairment; or is perceived or regarded as having such impairment...