Eeo_and_Ada

Running Header: PHASE 1 DB                   EEO & ADA Terry Tomera Colorado Technical University Online  Michael Lenzner   HRM315-1003A-09: Managing Human Resources    July 12, 2010 EEO & ADA 1 Abstract As the newly appointed Human Resource Manager of the National Lewis and Clark Corporation (NL&C) it has been brought to my attention that we have a number of disabled employees. In interviews with them, it has been gathered that they feel they are not being treated fairly (CTU online 2010). As the HRM I have decide to do some research on the protections afforded employees under the Americans with Disabilities Act (ADA). NL&C wants to create a work environment that is inclusive and offers appropriate accommodations for employees with disabilities. EEO & ADA 1 Since National Lewis and Clark Corporation (NL&C) is only a two years old company we want our company to be a diversified one. As the human resource manager it is my duty and responsibility to provide our key stock holders with an insight to “The Americans with Disabilities Act of 1990” and explain the importance of abiding to this law. There are five titles to this act, title one covers employment. The EEO States “No covered entity shall discriminate against a qualified individual with a disability because of the disability of such individual in regard to job application procedures, the hiring, advancement, or discharge of employees, employee compensation, job training, and other terms, conditions, and privileges of employment.” Title two covers Public Transportation, no one shall be discriminated against because of their disability from traveling on any public transportation. Title three covers Public accommodations and services operated by private entities. This section covers areas like motels, hotels, restaurants and any other place that the general public can go to or travel to. Title four covers Telecommunications; this section is covered by the states programs and makes devices available to the hearing-impaired and speech-impaired individuals this is mandated by the FCC. Now title five is insurance for titles one through four to make sure that this Act shall not be construed to prohibit or restrict anyone (EEO 2010). Recommendations for NL&C are to educate all personnel from the top executives to the lowest employee on “The Americans with Disabilities Act.” Next is to make sure that the Human Resource Department personnel post the ADA where everyone can access it and read it. Then the HR department along with management should review our current policies and assure that we are in compliance with ADA. As for the employees that were interviewed NL&C should EEO & ADA 2 try to accommodate their needs so that we stay in compliance with ADA. Now let it be known that after some extensive research the department found that NL&C can be recouped for the money that is spend accommodating our disabled personnel. This can be beneficial to the company, this would also allow for future upgrades of accommodations if needed. EEO & ADA 3 References EEOC. (n.d.). Americans with disabilities act of 1990. In EEOC [The Act]. Retrieved July 12, 2010, from http://www.eeoc.gov/eeoc/history/35th/thelaw/ada.html Mondy, W. R. (2010). Part one: Introduction 2. In Human resource management (11th ed., pp. 2-20) [Introduction]. One lake street, Upper Saddle River, New Jersey: Prentice Hall.