PHASE 1 INDIVIDUAL PROJECT
Luis Martinez
Colorado Technical University Online
HRMT330-1401B-01: HRM Legal Environment\
February 24, 2014
Professor Michael McRath

The Americans with Disabilities Act was enacted in 1990, oddly enough as a measure preventing or adding to the list of items a person can be discriminated for. In this case, any American (or an employee, not to say that a resident alien, which exists under separate provisions) cannot be refused, terminated, or relieved from his or her regular duty, so far as they are able to perform said job duties. In the event that an employee becomes disabled, it is the responsibility of the entity he or she is employed by to find or accommodate, reasonably his or her position. Many positions require that an employee perform his or her duties while sitting. If an employee is succumbed to a wheelchair, then the employee should have no problem carrying out his normal duty.
In the case that an employee’s job requires him to stand and carry, twist, etcetera for long periods of time, then the employer is not able to accommodate said employee in a wheelchair, as the employee is no longer capable of carrying out his duties, but if the employer has an opportunity where the employee will be operating machinery with use of his hands, then in this case it can be accommodated.
If neither, then the employee has to be accommodated to a position where he or she can perform a new job duty that the employee qualifies for.
Thus an employer gains credit in the job market for being able to accommodate a/a group of employees while maintaining a high production level.
ADA covers any person who is handicapped either physically or mentally, and does not have a usual or normal command of a body or mental function.
Another ADA accommodation example is, building a wheelchair ramp for employees who cannot climb stairs