Open your doors to disabled workers

Article Abstract:

The American Disabilities Act (ADA) requires companies with at least 25 employees to make reasonable accomodations for qualified applicants with disabilities. In order to deter potential discrimination lawsuits under the ADA, employers should write job descriptions with essential and marginal functions and weed out discriminatory questions during the interview. Employers may ask the applicantsto demonstrate their abilities but should not ask about their disabilities. Medical examinations are only allowed to see the person's abilities which are essential to the job.

Laws, regulations and rules, Prevention, Human resource management, Discrimination against disabled persons, Handicapped discrimination

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ADA makes good business sense

Article Abstract:

The number of disabled adults without employment will be substantially reduced with the enactment of the Americans with Disabilities Act (ADA), which promises to provide the handicapped with supported employment, more accessible work environments and reasonable accomodations. These objectives can be realized provided companies perform job analyses to obtain safety and health information necessary for the creation of ergonomic workplace features required by disabled persons.

Evaluation, Interview, Buildings, Ergonomics, Access for the disabled

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Is there a future for workplace genetic testing?

Article Abstract:

Genetic testing can be a very effective tool for predicting whether a given employeee is susceptible to or likely to develop a certain disease. In fact, several companies are already using genetic tests to some extent but the expense involved has put it out of reach to the vast majority of employers. However, critics also contend that genetic testing is largely unnecessary as it will only cause excessive worry on the employee's part.

Health aspects, Testing, Workers, Genetics

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