1. You are a newly assigned top HRM professional in your organization that offers carnival rides around the U.S.. Your organization has 250 employees traveling carnival circuits and 200 more back at the plant creating and making new carnival rides (Ferris Wheel, Tilta-Whirl, etc.).
Your boss has just entered your office shaking his head in disbelief. He handed you an article written by someone named Jacobs. He said "I am sure you know all of this stuff, but it is a foreign language to me." He wants you to develop an ADA policy/procedures document for your new Employee Handbook.
Your boss is concerned with staying in compliance with the ADA while achieving high productivity, keeping costs in line and maintaining employee morale.
Use the Jacobs article as a spring board to your approach (since this is the focus of your boss' attention at this time). Hint: Be sure to look at the employer information on the EEOC website.
2. After you have developed your policy and procedures section for the Employee Handbook, discuss how you determined what should go into a policy/procedures statement to employees. Did you lean on policies/procedures of other employers? If so, which ones?
3. Would you issue the same Employee Handbook and/or a different document to your supervisors? Why or why not?© BrainMass Inc. brainmass.com June 4, 2020, 2:11 am ad1c9bdddf
Employment discrimination laws are designed to prevent discrimination based on race, sex, religion, national origin, physical disability, and age by employers. Discriminatory practices include bias in hiring, promotion, job assignment, termination, compensation, retaliation, and various types of harassment. The main body of employment discrimination laws consists of federal and state regulations.
Explains how to write and evaluate an anti-discrimination policy.