There are many laws in place to protect both employees and employers from unfair labor practices, undue hardships and unsafe working conditions. Some of these include the American’s with Disabilities Act, the Family Medical Leave Act, and the Age Discrimination in Employment Act, the Equal Pay Act and Employment-At-Will.
Americans with Disabilities Act The purpose of the Americans with Disabilities Act is to protect workers from discrimination based on a disability they may have, be it physical, mental or emotional. An employee is considered disabled is they are limited by or unable to perform a major life activity. This impairment is defined by the courts. The ADA is enforced by the Equal Employment Opportunity Commission. A policy for the Americans with Disabilities Act should contain a general statement that covers all employer obligations under the ADA. Including all responsibilities in a policy ensures that all employees are aware of the organizations positions and accountability to disabled persons to supply reasonable accommodations to their disability. These accommodations can be limited to what the organization can financially afford, would be disruptive to the place of business, disrupts the operation of the business, or is dangerous or unhealthy to the rest of the company. Reasonable accommodations include adjustments made to physical locations such as widening doorways, providing handicap parking and installing handicap rest room stalls. It can also include making adjustments to job processes and descriptions or providing handicap specific equipment to workers. Most accommodations can be achieved using ingenuity and creativity and do not have to be expensive or disruptive to daily operations. Simple wording in the policy ensures no confusion on the part of the employee and protects the employer from unwanted litigation. It is the desire and intent of management to comply