Disability Act Case Study

Bettina, I really enjoyed reading your post about the Americans with Disabilities Act (ADA). As you stated, ADA will be the protection that the employee will have to safeguard them against violating the company’s policy of being drunk on the job. ADA seems to be very similar to the act that I talked about, Rehabilitation Act of 1973 which prohibits discrimination on the basis of a disability in regards to one’s job; one cannot get fired for having an alcohol or drug addiction unless they cause harm to others or themselves. Also, the Employee Assistance Program (EAP) that you talk about sounds very similar to mine in regards to offering help to their employees in regards to addictions that one might have. I found it very interesting how the

Disability Discrimination Act (1995) and (2005)- The DDA bought in to support the rights of disabled people to take a full and active part in society. It gives them equality of access and the same opportunities to participate in society as a non-disabled people. This important piece of legislation gives disabled people rights regarding the way in which they received services, facilities or goods. This also included education, care and play services. A disabled person is someone who has a physical or mental impairment that affects their ability to carry out normal day to day activities. This will be long-term.

The equality act 2010 protects everyone from discrimination in their work place and all together in the society. It has replaced previous antidiscrimination laws, making the law different so it is easier to understand and making the protection stronger in some situations. It helps those who are treated in an unlawful manner.

There are many acts that help the employees within the workforce. The acts we will be discussing are as follows: Americans with Disabilities Act, Age Discrimination in Employment act, Occupational Safety and Health Act, Family Medical Leave Act, and Fair Labor Standards Act. We will also be discussing harassment, diversity, and grievances.

Simcoe county is mostly focusing on finances when it comes to disabled people. Simcoe County supports the Ontario disability supports program, which supplies finical assistance to those who have trouble seeking and maintaining employment because of their disability (County of Simcoe, 2012d). Simcoe County should revision the current plan using a family impact lens by fully implementing the Ontario disability support program and applying assistance to those who are disable through helping them gain skills to maintain and receive a job. This recommendation aligns with Ontario’s policy’s, as Ontario offers employment support to those who are disabled by supplying; job coaching, assistance finding jobs, transportation assistance, equipment needed

The federal government pays qualified workers who are or become disabled and their families’ monetary benefits known as social security disability (SSD). The Social Security Administration defines a disability as the inability to do any substantial gainful activity by reason of any medically determinable physical or mental impairment which can be expected to result in death or which has lasted or can be expected to last for a continuous period of not less than 12 months. To meet this definition, you must have a severe impairment(s) that makes you unable to do your past relevant work or any other substantial gainful work that exists in the national economy.

Specified legislations have been processed as a response to the concerns surrounding the protecting of rights for intellectually and physically disabled individuals. Sanctions have been imposed for those who fail to comply with legislation outlines, including that of the Disability Discrimination Act 1992. The aforementioned act clarifies the definition of disability discrimination to be “when those with a mental, intellectual or physical disability are treated less fairly than people without a disability, under the same and/or similar circumstance”. The disability discrimination act elucidates penalties enforceable by the law, as well as the legal services to which complaints can be lodged. Thus, under the same act, a subordinate body was

Appropriate education- As a part of FAPE (Free and Appropriate Public Education) means that students will be able to attend school and have a chance to learn among peers while being properly accommodated for.

The Equality Act of 2010 governs organizational, personal responsibility, and liability towards the equality of opportunity and diversity. The Act seeks to protect workers against any form of discrimination through the aforementioned protections. These protections include: race, culture, ethnicity, religion, age, gender, disability, and sexuality. In the case of an opportunity, workers should be judged based on their qualifications, experience, and skills whereas, for diversity, people from all walks of life have the right to employment provided that they meet the required criteria. The Act requires both employers

As the selecting official of the announcement in question he would know I applied under the VRA and 30 percent or more veteran’s status and all paperwork regarding my disability would be sent to him by the Human Resources Department. In the statement made by Vincent Harmon (Kevin’s second line supervisor) he admitted to knowing the category which I applied under (VRA). Additionally Kevin McKay has had numerous conversations when I started and during my time at DLA regarding the VA disability process. He has at times even given my advice on how to increase the amount of money I receive for my disabilities. Therefore he knowingly perjured himself when he stated he has no knowledge of my disability, which speaks to his character and candor.

I attended a hearing on your behalf in the above-referenced matter before Judge Whispell in New Windsor, New York on 09/19/17. The claimant was present and represented by attorney Jonathan Jacobson.

Your practice is slowly withering away. It wasn’t supposed to happen like this, but it’s happening. When you established your practice, you thought the cases would find you. Disability law was supposed to be the hot, new trend. You even put together a couple of local television and radio advertising spots, so potential clients would know how to get in touch with your firm. That strategy didn’t bring in many leads. Other disability law firms seem to be thriving, why not yours?

I called the constituent, she answered the phone. She said that she was referred by Matthew Denney and Lisa Henning of Disability Rights because she feels discriminated against.

Equal employment opportunities (EEO) revenues abolishing barriers to guarantee that all employees are well thought-out for the employment of their optimal and have the fortuitous to perform to their maximum potential. It also makes certain that workplaces are at liberty from all forms of unlawful discrimination and harassment, and providing programs to assist members of EEO, groups to incredulous past or current disadvantage. Equal employment opportunity covers discrimination, privacy and related topics such as harassment, bullying and victimisation.

Eloise, a supervisor at the Federal Administration Agency (FAA), was faced with trying to ensure productivity when one of her workers became ill, and was not maintaining her level of work. Brenda, who had been a computer programmer for the Management Information Systems Support Division of the FAA for nine years, was diagnosed with breast cancer in January of 1991. She left work immediately to have an operation and to start treatments. Brenda was supposed to return to work after the medical procedure so Eloise reached out to her in February. Brenda stated that she did not feel up to it, that she would continue to use her sick leave and would return in March. Seeing that Brenda would not be