...The legislation should be amended to place a positive duty of the courts to provide reasonable accommodations to assist the person with a disability to reach the full extent of their capacity. The Act should state that any potential juror should inform the Sheriff of their disability who is obligated to ensure that all reasonable accommodations are made to assist the...
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...Introduction What exactly are reasonable accommodations and how does a person qualify? At some point in time, employees may need further assistance in the workplace. Problems may come up at work and outside of work. It is important that the employee communicates with management in regards to seeking the help they need. Reasonable accommodations can help an employee to better perform in the workplace. In some instances, an employee may need to care for a family member and it is important that the employee communicates with management to request leave as soon as possible. It is also important that employers understand their requirements in providing reasonable accommodations and leave requests by keeping up to date with the current laws and company regulations. As technology advances so does the need for higher productivity in the workplace. In the growing population and aging workforce, some people think that if they ask for a reasonable accommodation that there may be retaliation from fellow co-workers or management. Reasonable accommodation may include but not limited to: ergonomic equipment and leave options. Our body does not advance and change as technology does but there is equipment out there that can make it easier to function. These available resources do come at a price and to determine who pays for the equipment to help employees with their disabilities can be difficult. Americans with Disabilities Act (ADA) In the past several years, laws...
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...firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment. The ADA covers employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations. The ADA’s nondiscrimination standards also apply to federal sector employee under section 501 of the Rehabilitation Act, as amended and its implementing rules. An individual with a disability is a person who: has a physical or mental impairment that substantially limits one or more major life activities; has a record of such an impairment; or is regarded as having such an impairment. A qualified employee or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential...
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...Should reasonable accommodation be implemented in Quebec? “Reasonable accommodation refers to the idea that equality rights set out in section 15 of the Canadian Charter of Rights and Freedoms demands that accommodation be made to various ethnic minorities. The concept is especially applied with reference to the anti-discrimination laws in Québec's Charter of Human Rights and Freedoms.” (Rock, Hoag) Multicultural and ‘multiculturalism are terms commonly used to refer to “a social condition of ethnic and racial multiplicity, to a government policy for addressing the problems associated with such range, and to an ideal of interethnic harmony and cooperation on the basis of equality”. (Harold Troper) As an ideal or ideology, multiculturalism sets a standard for the equal treatment of new and minority members of an existing national society. It seems as though many calls for accommodation come from the advocates of mixed-up political precision, the promoters of multiculturalism, diversity and communitarianism. For them, the presence of permanent ethnic and religious groups and of collective rights attached to them is a public good. Reasonable accommodation is one of the ways of upholding differences and the negotiation of the level of accommodation. This model of Canada is what Joe Clark meant when he said that Canada is a “community of communities.” (James) The opponents of accommodation, especially in Quebec, are often inspired by French republicanism, by views of secularism...
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...an adjustment to his new work schedule. The company should consider countering the employee’s claim if the shift change evaluation determined an undue hardship, or the employee did not request a shift change. If the evaluation was not conducted and the employee requested a shift adjustment, the employee may have grounds for a claim. The company should consider implementation of an accommodation policy to affirm compliance with the Civil Rights Act of 1964. Constructive discharge is a legal construct to describe the situation where the employer makes the workplace environment intolerable to the employee so that the employee will quit rather than being fired. The intent of constructive discharge in this instance is to justify the act of the employee quitting his job equivalent to the action of the employer firing the employee (Dempsey & Petsche, 2006). The definition of intolerable is based on the rationality of a reasonable person. The legal concept of “the "reasonable person" is used to define the standard of care that triggers liability” (Solum, 2011). In our situation it means would a reasonable person find the work change policy harassing and coercive. The employee is attempting to assert that the triggering event for the constructive discharge claim was a violation of his Civil Rights by the company. Title VII of the Civil...
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...the employer had a right to dismiss the employee after finding out that he suffered from non-epileptic seizures. The facts for the case were; indefinite dismissal for failure to disclose a disability. Able, while applying for the job, stated that he was not disabled and thus required reasonable rather than special accommodation to perform his functions as a secretary. However, one day, Able brought a service dog to work to alert him in case of a seizure. Able explained that he suffered from non-epileptic seizures but was on regular medication to control the condition and thus had not though the issue was a factor in the job application. Crawford gave Able the rest of the day off...
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...EEOC v. Convergys Customer Management Group, Inc. Author Note: This paper was prepare for Managing Employment Law in Business HRM 306 Contents Abstract 3 Introduction 4 Body 4 Conclusion 6 References 7 Abstract One part of the American Disability Act, states that “employers must try to offer reasonable accommodation to an employee, unless doing so would cause significantly difficulty to the employer or too costly.” This case is about did the employer offer reasonable accommodation to a wheelchair bound call center employee or did they unjustly terminate him because of his disability. The employee did make his employer aware of his special needs but did the company try to make reasonable accommodations for this disabled employee Introduction Convergys Customer Management Group, Inc. is a call center that hired a wheelchair bound employee named Demirelli. Mr. Demirelli was constantly late from breaks, lunch, and to work. The company did not have assigned workstations or sufficient parking for people who are disabled in their parking lot. Convergys Customer Management call center had a very strict tardy policy in place for the company to be profitable. Mr. Demirelli was ultimately terminated from the company. Mr. Demirelli sued Convergys Customer Management Group, Inc. and won. Body “Do you believe the employer made a good-faith effort to reasonably accommodate the employee? “ Mr. Demirelli is wheelchair bound due his disease of brittle...
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...Memorandum To: Management CC: Employee claim From: Natasha Miller Date: 8/20/2014 Re: JDT2 Confidential This memo is in reference to the filing of the claim by former employee. This memo is to prepare management for the factors that will support or disprove the claims. The term constructive discharge refers a wrongful termination, which is initiated by the employee voluntarily resigning based on a policy change that affects the employee so drastically they have to no choice other than to terminate their position. “Punitive transfer to a dangerous job , demotion to a humiliating position, hostility, harassment, and coercion are each an example of an intolerable working-condition change that might establish a legal case for a constructive discharge claim, particularly if the employee willfully made or allowed the change as a form of illegal discrimination.” (Unknown 2013) To support this claim, the following conditions must apply * Recent and intolerable change * Decision must be deliberate and unjustifiable for business purposes * The employee must have a cause and effect claim that was presented in a timely manner to the change This is relevant because the employee claims that the policy change affects her/his religious beliefs and for this reason he/she had no other choice but to resign. The schedule change is mandatory has now been extended to include Sundays on a rotating calendar, which it is assumed that this conflicts with the religious belief...
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...Situation A - Family and Medical Leave Act Rules of the Law The Family and Medical Leave Act (FMLA) of 1993 was designed to provide employees with up to 12 weeks of unpaid job protected leave each year. During the leave, their group health insurance coverage will be continued with the same coverage as if they were not on leave. To be eligible the employee must have worked with the employer for at least 12 months and during those 12 months, worked at least 1250 hours. The employee must also work for an employer that has 50 or more employees within 75 miles of its location. Employees who are covered under FMLA are entitled to leave under certain situations. These situation are the following: Pregnancy and care for the child within the first year of birth; Adoption or foster care for a child; Care for a family member (child, spouse or parent) with a serious illness or injury; or To care for their own serious illness or injury. FMLA has three different kinds for leave Continuous Leave: This takes place when the employee has been treated by a doctor and is absent from work for 3 or more continuous business days. Intermittent Leave: This leave takes place when an employee takes time off work in blocks of hours, days or weeks. This type is more common with employees who need to have conditions that require ongoing treatments. Reduced Schedule Leave: This type of leaves results when an employee needs to work a reduced amount of hours in a day or week. When caring for...
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...|Toy Company| Memo To:|CEO| From:|Roger Smith - Elementary Division Manager| Date:|January 5, 2013| Re:|Constructive Discharge and Title VII of the Civil Rights Act of 1964| || The work change policy enacted on January 1st, 2013 has lead a former employee claiming constructive discharge due to religious accommodation under Title VII of the Civil Rights Act of 1964. The following content will show the legal associated with his case, our defense against his claim and legal judgments that will assist us on our defense. The Title VII of the Civil Rights of 1964 was enacted to ensure all workers regardless of race, color, religion, sex, or national origin would have a fair working environment, and to prevent employers from using the aforementioned criteria as a basis of discrimination or possible discharge. This case involves three separate issues pertaining to the Title VII legal statute: religious discrimination, religious accommodation, and constructive discharge. Religious Discrimination Title VII states employers are prohibited from discriminating against individuals because of their religion in hiring, firing, and other terms and conditions of employment. (EEOC, 2013) In this case, the former employee is stating our company used his religious beliefs or practices as a basis to remove him from our work force. This was done (as stated by the employee) by the change his work schedule. By working a rotating 4 day on/4 day off schedule, our company would require him to...
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...Daniel Claro MGMT2402 Employment and Labor Law February 13, 2013 AIU Amanda is a 40-year-old Asian female. She has been with a law firm for 5 years as a receptionist. The company has 120 employees. Recently, Amanda has been missing work because she has been taking care of her mother who has Stage V cancer. Amanda will usually call out of work at the last minute as she never knows how her mother is feeling until her mother wakes up in the morning. Amanda has been reprimanded on several occasions and given a warning that she will be terminated if this behavior continues. Amanda needs her job as she helps to cover the expenses of her mother’s home, and she is fearful she will lose her job. She also recently found out she is 2 months pregnant and is fearful that she will lose her health benefits if she is let go from the company. Please discuss what Amanda’s recourse is at the present time and what she can do (if anything) if she is terminated. She is contemplating legal action if necessary. Also, what will happen to her health benefits if she is terminated from the company? Amanda can go her human resource department explaining her situation about her mother being sick and file for Family and Medical Leave Act (FMLA). The Family and Medical leave Act, which became effective on August 5, 1993, addresses these concerns. Employees should not be forced to forfeit their jobs when required to take leave because of their own illness or medical emergency involving their family...
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...Memorandum concerning alleged religious discrimination Religious discrimination is similar to all discrimination and yet completely different. Discrimination is broadly defined by giving preferential treatment or undue hardship on another person due to their religion, physical impairment, race, marital status, ethnic back ground or a number of other reasons. Religious discrimination is more difficult to access by appearance than say physical impairment. A person in a wheel chair or with a foreign accent is easy to distinguish as in a protected class. Religious beliefs are the individual’s beliefs and it is only the individual that knows this belief. This fact puts more burden of evidence on the plaintiff. This is a choice that the individual is allowed to change at any given moment. We must allow these choices to be made and accommodate but we must be made aware of the conflict. Religious discrimination is the lowest of all EEOC claims but this number has doubled in recent years (EEOC compliance Manual, 2008). It is obvious by the rapid increase in claims that a potential for unseen lawsuits may be developing within our organization without our deliberate attempt or without our knowledge. During World War II, the United States confined thousands of US citizens of Japanese descent. Currently, the climate in our country is one of discontent with those of Muslim backgrounds or appearing of Arab descent. This fear by outsiders of those cultures stems...
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...STUDENT HANDBOOK Adult Student Program Handbook TABLE OF CONTENTS INTRODUCTION ....................................................................................................................................................... 1 OFFICE LOCATION .......................................................................................................................................................... 1 OFFICE HOURS ............................................................................................................................................................... 1 CONTACT INFORMATION ................................................................................................................................................ 1 School of Professional Education Faculty ..................................................................................................... 1 MISSION AND PURPOSE OF THE COLLEGE ................................................................................................... 2 ACCREDITATION ............................................................................................................................................................ 2 STRATEGY & OUTCOMES ............................................................................................................................................... 2 PERFORMANCE OUTCOMES .........................................................................................................
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...when the employee's personal religious beliefs require that the employee abstain from work during certain periods of the workday or workweek. (c) For the purpose stated in paragraph (b) of this section, the employee may work such compensatory overtime before or after the grant of compensatory time off. A grant of advanced compensatory time off should be repaid by the appropriate amount of compensatory overtime work within a reasonable amount of time. Compensatory overtime shall be credited to an employee on an hour for hour basis or authorized fractions thereof. Appropriate records will be kept of compensatory overtime earned and used. (d) The premium pay provisions for overtime work in subpart A of part 550 of title 5, Code of Federal Regulations, and section 7 of the Fair Labor Standards Act of 1938, as amended, do not apply to compensatory overtime work performed by an employee for this purpose. [43 FR 46288, Oct. 6, 1978, as amended at 51 FR 23036, June 25, 1986] RELIGIOUS DIVERSITY ACCOMMODATION by James M. Shaker Religious diversity accommodation is not a new subject matter. However, the events of September...
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...ACCOMMODATION ACCOMMODATION Consultation Report Prepared By Consultation Report Prepared By DISCLAIMER This material is based upon work supported by Brenau HR Consultation Professionals. Any opinions, findings, conclusions, or recommendations are those of the authors and do not reflect the views of Brenau HR Consultation Professionals, its employees or its administration. TABLE OF CONTENTS I. Introduction 4 A. BHRCP – Disclaimer 2 B. BHRCP – About US 4 C. Purpose 4 D. Engineer Job Responsibilities 5 II. Circumstantial 5 A. Engineer’s Specific Occupation 5 B. Engineer’s Health Issues 6 III. ABC’s Dilemma 6 IV. Employment Regulations 7 A. Laws to Consider 7 B. American Disabilities Act (ADA) 10 C. Burden of Proof 11 V. Recommendations 12 VII. Conclusion 13 VIII. References & Acknowledgements 14 INTRODUCTION BHRCP - ABOUT US Brenau Human Resource Consultation Professional (BHRCP), is a full service human resources management consulting and professional services firm headquartered in Atlanta, Georgia. Our work is grounded in innovation, thought leadership, and performance excellence as we work in collaboration with clients to recruit, develop...
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