Share
Explore BrainMass

Equal Employment Opportunity and HRM

Please help on how to address the following. Before you start this assignment, be sure that you are familiar with the following laws and their amendments:

Americans with Disabilities Act
http://topics.hrhero.com/americans-with-disabilities-act-ada-and-ada-amendments-act-adaaa/

Title VII—specifically Religious Accommodation for this work. http://topics.hrhero.com/religious-accommodation/

"Reasonable Accommodation" and "Undue Hardship"
http://www.adl.org/assets/pdf/civil-rights/religiousfreedom/religfreeres/ReligAccommodWPlace-docx.pdf
EEOC Enforcement Guidance on Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act
http://www.eeoc.gov/policy/docs/accommodation.html
---
There are primarily two U.S. governmental agencies responsible for enforcing EEO laws. They are the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP). In this assignment we will focus on the EEOC, and in Module 2 we will look at the OFCCP.

Integrate your responses to the following as you prepare your paper:

1) Under law, employers must meet reasonable accommodation expectations concerning religion and disability.

2) What, specifically and succinctly, are these expectations?

3) Who enforces these expectations?

4) Provide two specific private sector workplace examples of reasonable accommodations, stating employers by name.

The paper should be 2-3 pages, not counting the cover and reference pages.

Assignment Expectations:

Demonstrate critical thinking and analysis of the relevant issues and HRM actions, drawing on your background reading and research.

Information Literacy: Evaluate resources and select only library/Web-based resources that provide reliable, substantiated information.

Solution Preview

Introduction
Americans with Disabilities Act (ADA) was passed in 1990 and prohibits discrimination against individuals with disabilities whether they are workers or job applicants. The ADA affects employment matters as well as public accessibility for individuals with disabilities and other areas. Firms with 15 or more employees are covered by the provisions of the ADA. The Equal Employment Opportunity Commission (EEOC) enforces the laws and regulations of the ADA and applies to private employers, employment agencies, and labor unions. State government employees are not covered by the ADA, which means they cannot sue in federal courts for redress and damages; however, they may still bring suites under state laws in state courts. Religious discrimination under Title VII of the Civil Rights Act identifies it illegal to discriminate on the basis of religion. In both, ADA and Title VII of the Civil Rights Act, two very important words, reasonable accommodation, must be made by the employer (Mathis & Jackson, 2008).

Reasonable Accommodation
The American with Disabilities Act (ADA) defines a disable person is someone that has a physical or mental impairment that substantially limits their major activities in life, with a record of such impairment, or who is regarded as having an impairment (Mathis, et al., 2008). According to the Equal Employment Opportunity Commission (EEOC), the first part of the definition includes substantial impairments such as hearing, seeing, speaking, walking, breathing, learning, caring for oneself, and working. For example, a person with epilepsy, paralysis, mental retardation, or ...

Solution Summary

The solution discusses the equal employment opportunity and HRM.

$2.19