Accommodating disabled workplace

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By requiring employers to make reasonable accommodations, the ADA has had a positive effect on the placement of disabled individuals in the workforce, and has raised the consciousness of U. employers while reducing discrimination against the disabled.

The language of the ADA, however, is not precise as to the "accommodations" that an employer is required to make for disabled persons during hiring and employment.

) is responsible for promoting and safeguarding a merit-based, representative and non-partisan public service that serves all Canadians, in collaboration with its stakeholders.

It also manages the tools for public service recruitment, providing applicants and managers with a single portal to access all public service job opportunities.

Questions about the use of legal and illegal drugs are complicated.

With regard to the current use of legal drugs, such questions are likely to elicit information about a disability and are prohibited.

A medical examination is a procedure or test that seeks information about an individual's physical or mental impairments or health.[7] The following questions are helpful in determining whether a procedure or test is "medical": A doctor or health care provider who conducts a medical examination (and/or inquiry) for an employer should not be responsible for making employment decisions or deciding whether or not a reasonable accommodation can or should be made.[15] The employer is responsible for such decisions. 151B does not contain any specific language requiring confidentiality of information obtained by an employer from medical examinations (and/or inquiries). Employers may not ask applicants about handicaps or disabilities until after the applicant has been given a conditional job offer. The purpose of this restriction is to isolate consideration of an applicant's job qualifications from any consideration of his/her medical or disability-related condition. In determining the type of reasonable accommodation required for an applicant or employee, the employer need not provide the best accommodation available, or the accommodation specifically requested by the individual with the handicap. Rather, the employer must provide an accommodation (at its own expense) that is effective for its purpose.

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