Provision of Opportunities for Physically Challenged

Provision of Opportunities for Physically Challenged Order Instructions: In an organization, there are many employment policies in the company handbook.

Provision of Opportunities for Physically Challenged
Provision of Opportunities for Physically Challenged

This handbook is given to employees at the start of the employer-employee relationship, and although generally not construed as a binding contract against the company in a later lawsuit over the policies, it governs the expectations of employees at the workplace. This Mini Project will have you analyze a company handbook as it relates to the company’s disability policy(is) and provides a written report of your findings. The report should be at least two pages in length. Please cite your reference using APA format.

Review the employee handbook at your place of employment. If you are unemployed, you can review the handbook you might have handy from a previous employer, or ask to look at one from your spouse, another family member, or friend.
In your response, discuss what the handbook says about how the company deals with disability issues and accommodating employees with disabilities.
Explain what, if any, steps the company provides for an employee to present a request for accommodation. Use specific examples within the contract to support your answer.
Do the company policies articulate a difference in how the company treats workplace injuries as opposed to other disabling injuries (such as non-work related injuries or congenital or innate disabling issues)? If so, how? If no, do you think it is effective and/or wise not to include a written distinction?
Is the policy fair? If yes, why? If no, what could the company do to improve the policy? Think about the term “fair” from both an employer and an employee perspective.

Provision of Opportunities for Physically Challenged Sample Answer

Provision of opportunities for the physically challenged people is essential as they make valuable contributions at their workplaces. Determination of effective accommodation is necessary for employers that want to enhance productivity in their companies through retaining valued employees. I reviewed a handbook about my relative’s former company where he was an employee (Schur et al, 2014). The company through the handbook articulates and gives the qualification of one being a qualified disabled employee. The person has to meet legitimate skills, education, work k experience and also able to perform necessary job duties without accommodation. However, accommodation is provided by the company to enhance loyalty among employees to the company and also reduction of hiring and training costs. The company’s handbook clearly gives information on how the accommodation would be offered to employees’ e.g. through making necessary changes and providing assistance at the workplace for a better working environment (Schur et al, 2014). The company has made adequate efforts to make crucial adjustments to the job environment to offer the disabled full rights and privileges as the other employees.

The company presents accommodation request criteria to the disabled employees so as to determine if it reasonable in nature. It is the sole responsibility of the disabled person to request an accommodation which would be offered on the individual basis (Schur et al, 2014). However, the company would make efforts to try and identify disabled workers requiring accommodation if they fail to communicate effectively about their needs. Before presenting an accommodation request, the employee must have mental of physical impairment limiting crucial activities in life (Schur et al, 2014). Another vital step is the presentation of history or record of impairment which would make the company in making informed decisions regarding adjustments and changes to be made for the best accommodation. Flexible, the interactive process is followed as a vital step during the provision of accommodation. Legal disability is determined where reasonable solutions are applied by the company.

The company has formulated the process and policies to be followed in the determination of the reasonable accommodation whether work related or disabling injuries. There is a difference in policies guiding the company when it comes to offering accommodation. The source of difference results from the type of injuries that the worker presents as a request for accommodation. The policies of the company indicate that in the case of work-related injuries; the situation is analyzed on a case by case basis (Schur et al, 2014). The people injured at work are not protected by the accommodation policies as compared to the disabled people with the physical and mental impairments. The injuries are not considered to be impediments to the extent they limit life activities as compared to the disabled workers. Compensations are provided to the injured who do not qualify for accommodation. In this case, the company does not regard them as qualified to reasonable accommodation. However, the company has a policy that protects the injured who are considered disabled legally. The pass of the medical, physical examination is essential when in it comes to treatment of the workers with different types of injury (Schur et al, 2014).

A written distinctive is important when formulating policies regarding accommodation of employees. It would provide the employees with clear information about the policies as many legal issues might arise when the workers try to protect themselves and fight for their rights (Schur et al, 2014). The policy is very fair as there are cases of fraud brought about by the injured employees not meeting the criteria to have the right to accommodation. Such a case can lead to the genuine employees failing to get accommodation despite their serious disability status in life. The policy also protects the company from incurring losses, e.g., due to accommodation costs and undue hardships thus it is fair in nature (Schur et al, 2014).

Provision of Opportunities for Physically Challenged Reference

Schur, L., Nishii, L., Adya, M., Kruse, D., Bruyère, S. M., & Blanck, P. (2014). Accommodating Employees With and Without Disabilities. Human Resource Management, 53(4), 593-621. doi:10.1002/hrm.21607

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