Workforce adapting to comply with the American with Disabilities Act.

Essay by sapper_oneUniversity, Master'sA+, August 2006

download word file, 9 pages 5.0



For years, big companies have set the rules for which employees had to follow in order

to maintain their jobs. Discrimination for language barrier, race, color, age, disability

and more was nothing easy to fight against; until The American with Disabilities Act of

1990 (ADA) came into effect. Such an important law has brought many changes in all

directions within management, employees, hiring process, ergonomics, new job opening

as EEO or Human Resources specialist. These changes are not only seen at the work

place but at the educational level, as engineers learn to design a better and accessible

working place for the disabled. We will review some examples of how the ADA has

made it possible for employers and employees to understand and modify

misconceptions and how human resource managers to comply with laws and

regulations in this subject.

Workforce adapting to comply with the American with Disabilities Act of 1990

Society behaves in accordance to their values and experiences and for the majority

of us, we do not have to deal with a disabled person.

Yes in deed, we all know

someone in the family or a friend, but this group of people is a minority in our society. In

the early 1900's, as the industry became a major factor in our economy, the need for

more competent workers was created. The main directional (top to bottom) leadership

was to direct the workforce for many years to come. During this time, they selected

their employees as they wanted and the Constitution said very little about equality at

work. So they did, as they perceived. Eventually a more educated and aggressive

society was booming, and the laws concerning minorities were changing also. In 1990,

the Congress presented a new Act that changed forever the "old ways"...