you were assigned a physical challenge to use for this assignment. Your physical challenge for this Lesson “Accommodation Challenge assignment” is: Migraine Headaches

Disability in the Workplace

·         Lesson Commentary

Mental Health Conditions in the Workplace and the ADA
The Office of Disability Employment Policy

This is an individual assignment.
In Lesson 02, you were assigned a physical challenge to use for this assignment.
Your physical challenge for this Lesson “Accommodation Challenge assignment” is:
Migraine Headaches
Limit 600 words

Search the internet for jobs. You can also use your organization recruiting efforts for this assignment.
Select two job postings. Make them as different as possible (different types of jobs, different levels, different industries etc.). Try to select jobs with which you have some familiarity.
Assume that someone with the physical or mental challenge assigned to you is by far the best qualified candidate for the job and that the candidate has requested an accommodation.
Based on the disability assigned to you, you must decide and describe what aspects of the challenge that candidate potentially possesses.
With those aspects of the challenge in mind, research the physical challenge, noting how many Americans are afflicted, and the several likely impacts the disability could have on the employee’s ability to perform the two posted jobs you have selected.
In the form of a memo to the Director of HR, devise a customized Reasonable Accommodations Plan that will comprehensively provide a plan for a successful work experience appropriate to the challenge. Your ideas for accommodation may reflect conventional examples, but at least two should qualify as unusual or creative.  Submit your recommendation with your rationales for each respective accommodation.
If there is a reason why reasonable accommodation cannot be made, please specifically state your finding in your memo to the HR Director.
In addition, to reasonable accommodation, please indicate if there are policies/procedures, if any, that would need to implement in the workplace.
Make sure to include your plan, tailored to the employee, for ensuring that the interactive process is handled with confidence, competence and sensitivity. Suggestions:  You may present a list of guidelines for the discussion, with particular reference to the challenge.
Please make sure you cite appropriate sources and all references you have used to conduct your  research.

Lesson Commentary 
The Americans with Disability Act (ADA) has made it possible for people with disabilities to enter the workplace. Under the ADA, employers cannot discriminate against a person who is qualified disabled applicants or employees in hiring, promotion, training, termination, layoff, pay recruiting, position assignment, and other benefits that are available to other employees.  However, while the ADA prohibits the above actions, it has not eliminated discrimination, prejudices, stereotypes, and misconception about people with disability in the workplace. These negative attitudes and stereotypes often make it difficult for disabled individuals to obtain employment by raising questions on their ability to perform on the job. Inaccurate perceptions and prejudices also deny the employer a pool of talented people with disability because an employer may believe there is cost associated with hiring a person with disability. Yet, many workers who are disabled are capable of performing the essential functions of the job with or without accommodation.
But how do employees interact with people who have mental health disabilities, physical disability, learning disability, developmental disability, hearing, visual or speech impairments? Are obesity, HIV, cancer, or chronic pain disabilities?
Review ADA Questions and Answers.
The ADA defines an individual with disability as:

A person may be disabled if he or she has a physical or mental condition that substantially limits a major life activity (such as walking, talking, seeing, hearing, or learning).
A person may be disabled if he or she has a history of a disability (such as cancer that is in remission).
A person may be disabled if he is believed to have a physical or mental impairment that is not transitory (lasting or expected to last six months or less) and minor (even if he does not have such an impairment).

In 2008, congress passed the ADA Amendments Act (ADAAA), which broadened and clarified the definitions of terms that are contained in the ADA.  Major life activities include walking, talking, breathing, seeing, hearing, learning, sitting, performing, sleeping, working manual tasks, and caring for oneself.
ADA also covers intellectual disability.  There are over 2 million people in the U.S. with intellectual disability. According to the National Institute for Mental Health, “[n]early one in five U.S. adults lives with a mental illness (44.7 million in 2016). Mental illnesses include many different conditions that vary in degree of severity, ranging from mild to moderate to severe.” Often, we fail to recognize mental illness and that the ADA’s definition of “disability” is not limited to only physical disabilities.
ADA Questions & Answers about Persons with Intellectual Disabilities in the Workplace
Once it has been determined that a person is “disabled” under the ADA, the next analysis is to determine if the person is qualified for the position, and does it require the employer to make reasonable accommodation to enable the individual to perform the essential functions of the job.  However, the employer is not required to provide accommodation if it would impose an undue hardship on the employer. The final analysis is to see if the employee has suffered an adverse employment decision, such as termination or demotion.
While the ADA protects persons with disabilities from discrimination in the workplace, it does not require employers to treat disabled individuals equally to persons without disabilities. It simply requires the employer to make the workplace accessible and agreeable to individuals with disabilities. But unlike race and gender, and color (protected under Title VII), it is not always obvious whether the employee or a job applicant is disabled. If an employer believes an applicant or an employees has a disability even though the individual does not have a disability, he/she is protected against discrimination based on misconception.
Why is there a need to protect individuals who may not be disabled but are perceived as having a disability? The law is also designed to eliminate stereotypes faced by an individual who has a visible or diagnosed condition but does not limit that person’s ability to perform the assigned job, but the employer or the co-worker wrongly perceives the individual is limited—thus resulting in discrimination. An example of this would be where an employee is extremely thin and has a skin rash and gets fired because the former employer believes he has HIV.
The ADA also provides protection against workplace harassment. The workplace harassment occurs when it creates a hostile environment against persons with disability.

You can assume a position as HR Director OR Manager OR staff. Give yourself a title.
Focus on ways to prepare an advertisement and/or notice for a job, with PERSONS WITH DISABILITIES intended for employment.
For a company or firm that hires with interest in DIVERSITY – do what your know is correct by ADA and company mission and aims.
Often – Companies or businesses can anticipate expenses associated with employment of persons with disabilities.

MEMO format expected.
Here is a Google prompt for business MEMO
Writing Business Memos | Guides › guides › writing-business-memos
Writing Business Memos WHAT IS A BUSINESS MEMO? A business memo is a short document used to transmit information within an organization. Memos…
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Writing a Business Memo | Ashford Writing Center › writing-business-memo
Memos are meant to be brief, clarifying, single-subject documents. They may be delivered via email or sent through inter-office mail, but regardless of the form, …
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