Hopkins Syndrome: A Case Study

The right of entry to education resources is more than uncomplicated admission to a college. The right to use means to provide students with the devices they will need to be victorious in higher learning. Students with a recognized disability ought to be no omission. In reality, Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990, “ensure that all qualified persons have equal access to education regardless of the presence of any disability.” Objective replacement, class waivers, and revision of classroom management, testing and course necessities are all illustrations of behavior to supply access for the learner with a disability. A break down to the creation of such practical adjustments can place schools in breach of federal and state statutes, ensuing expensive fines.

This is not a complete list of the types of discrimination found in the workplace, there are other forms of workplace discrimination prohibited by the ADA. However, one form of workplace discrimination; the failure to reasonably accommodate the disabilities of applicants and employees, applies to all stages of the employment process. An accommodation is any change in the workplace environment or in the way things are done in the workplace that gives individuals with disabilities equal employment

The education of students with disabilities has changed over the years. During the B.C. era students with disabilities were consider a disgrace, were shun by society, and the Greek philosopher Aristotle openly declared, “As to the exposure and rearing of children, let there be a law that no deformed child shall live“(Hardman, Drew, & Egan, 2009, p. 4)

The Americans with Disabilities Act of 1990 established a standard to “public accommodations” requiring businesses to make “reasonable modifications” to the usual

Today’s society is different in its thinking when dealing with people with disabilities. There had to be many changes made in its labeling, and approach when dealing with people who may have physical/mental differences. The ostracize behavior that people were known to disturb in society has changed a great deal, due to the many federal laws that have been put in place to insure the well-being of people that have disabilities. In 1972, one very well-known case is Mill vs Board of Education of the District of Columbia this case address how the constituted rights of students were not being meet by not providing them with a public education.” Many disabled children had been excluded from public education prior to 1975,24 Congress, through the Act, sought initially to set up a process by which states would find children in need of educational services and bring them into the system”(Kotler, p.491,2014).

According to Gary Dessler, “employers with 15 or more workers are prohibited from discriminating against qualified individuals with disabilities with regard to applications, hiring, discharge, compensation, advancement, training, or other terms, conditions, or privileges of employment. It also says that employers must make ‘reasonable accommodations’ for physical or mental limitations unless doing so imposes an ‘undue hardship’ on the business.” It not only prohibits discrimination in employment but also outlaws most physical barriers in public accommodations, transportation, telecommunications, and government services.

Here, Martin suffers from a degenerative circulatory disorder, was otherwise qualified to play golf in the tournament, but was excluded because his disability made him unable to walk the course. Allowing Martin to use a golf cart in these circumstances would be a reasonable accommodation. The court ordered PGA to permit Martin to use a cart. PGA appealed to the U.S. Court of Appeals for the Ninth Circuit, which affirmed the order of the lower court. PGA appealed to the United States Supreme Court, which affirmed the lower court’s decision, ruling that a golf cart is a reasonable accommodation for a disabled athlete. PGA argued that making an exception to its “walking” rule would “fundamentally alter the sport of golf.” The Supreme Court disagreed, stating that the “use of a cart is not inconsistent with the fundamental charac­ter of the game of golf,” PGA’s tours, or the third stage of the Q-School. Golf is defined by “shot-making,” not by walking. The Court explained that the Americans with Disabilities Act (ADA) is applied case by case. In other words, “the needs of a disabled person are evalu­ated on an individual basis.” Thus, in this case, “even if petitioner’s factual predicate is accepted, its legal posi­tion is fatally flawed because its refusal to consider Martin’s personal circum­stances in deciding whether to accommodate his disability runs counter to the ADA’s requirement that an individualized in­quiry be conducted.”

Students with disabilities may require accommodations in order to find success. Some accommodations may include additional time to complete assignments and/or assessments, oral presentation of content or instructions, or allowing the student to type work vs. writing it. Accommodations must be individualized and reasonable based on the needs of the student.

As noted in the table above, there is a wide range of possible accommodations and situations where they may be employed. It is important to note that some accommodations are not restricted to students with disabilities; however, the more obtrusive ones are. For example, paraphrasing was common, but the guidelines for its use are specific, restrictive

A reasonable accommodation is a modification or adjustment to a job or things related to someone’s job that allow an individual with a disability to perform the essential functions of the position as long as it does not present too much of a hardship to the employer. For example, an employer must make existing facilities used by employees readily

People with disabilities have become an integral part of the workforce. The ADA forbids discrimination against people with disabilities when recruiting, hiring, training, and compensating employees (Sotoa & Kleiner, 2013). The ADA prohibits discrimination against people with disabilities in employment, transportation, public accommodation, communications, and governmental and establishes requirements for telecommunications relay services (activities (Stryker, R. (2013). Employers are not allowed to ask employees if they have a disability. The employers are not allowed to ask employees with disabilities to undergo a medical exam before an offer of employment unless all applicants are required to take the same exam (Kaye, Jans, & Jones,

Erythema multiform: target lesion is the classic presentation, and the 3 skin manifestations are dusky center, inner pale ring, and erythematous outer border. It usually affect age 10-40y/o. Hypersensitivity reaction is most commonly triggered by infection so treat the underlying cause. HSV is most common cause so treat with acyclovir. It is a self limiting condition.

When reviewing Situation C it’s important to clearly understand, in the context of the Americans with Disabilities Act, both the intention of the Act as well as the definitions of both “undue hardship” and “reasonable accommodation.” The Americans with Disabilities Act provides interesting context in Section 12101, in which it discusses that, in general, it’s important that a person with a disability, or perceived to have a disability, be protected and not precluded, and that these protections be “broad in scope” and “a disability under

Under Title I of the Americans with Disabilities Act, employers with fifteen or more employees are prohibited from discriminating against people with disabilities. Furthermore, the employment provisions of the Act require that employers provide equal opportunity in selecting, testing, and hiring qualified applicants with disabilities, job accommodations for applicants and workers with disabilities when such would not impose due hardship, and equal opportunity in promotion and benefits. (United States Department of Labor). If an employer is found liable for such discrimination, the fines can be extremely high. Therefore, it is important to know the definition of disability as determined by the ADA. A disability is a physical or mental impairment that essentially limits one or more of the major life activities of an individual, a record of having such impairment, or being regarded as having such impairment (Bennett-Alexander and Hartman) and the individual should be able to prove such factors to establish a prima facie case in court. Despite of these definitions, a disability is determined based on the effect the impairment

When the disability and/or the need for equipment and/or accommodation are not obvious, the employer may ask the disabled individual for reasonable documentation about his/her disability and functional limitations. The employer is entitled to know that the disabled individual has a covered disability for which he/she needs a reasonable equipment and/or accommodation.