Accommodating people with
The laws do not require them to lower the standards of performance or change the qualifications needed to gain entry into a job or school program.
What they are expected to do is be flexible about the way the work gets done.
In an attempt to improve the occupational endeavors of individuals with disabilities, the Americans with Disabilities Act of 1990 (ADA) was passed by the United States Congress and signed into law by President George H. In terms of employment, qualified individuals with disabilities are protected from on-the-job discrimination, as procedures outlining the criteria for application, hiring, advancement, firing, workers' compensation, and job training cannot be determined based on the presence of a disability.
Under the ADA as amended, in order to be considered to have a disability, an individual must exhibit some form of physical or mental impairment that substantially limits his or her functioning in one or more major life roles (2008).
The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations for any qualified individual with a disability.
By examining the ongoing evaluation data from the Job Accommodation Network (JAN), this study seeks to investigate whether or not gender differences are present in the reasonable accommodation process.
Both employee and student have the necessary skills to do what’s required if these adjustments are made.
According to a 2011 report by the World Health Organization, over one billion individuals worldwide are estimated to live with some form of disability, which equates to approximately 15 percent of the world's population. in 2009, there were approximately 19.5 million non-institutionalized working-age people with disabilities.
In the United States, people with disabilities represent a largely untapped pool of labor. Of those, about 12.7 million were unemployed, while 6.8 million were employed (Brault, 2010).
People with disabilities are twice as likely to be unemployed as people without disabilities. Similar to civil rights laws that were passed over the preceding 25 years, which upheld the rights of women and ethnic minorities, this legislation protects individuals with disabilities from facing discrimination in virtually all realms of life, such as travel, communications, leisure, and work.
Open and closed-ended data are collected using a 20-minute structured telephone interview of JAN customers (n= 1,247; 44% response rate).
The results show very few differences between men's and women's accommodation request types, whether or not accommodations were granted, the costs of requested accommodations, and satisfaction with JAN.