Is Julia's Right To Discrimination Against Disabled Employees?

Once diagnosed, MS patients are classified as disabled, thus can inform their employer of diagnosis but most are apprehensive. However, research suggests that those individuals who do inform their employer, are more likely to remain employed and stay in work longer than those who do not (Mssociety.org.uk, 2017). Once an individual has informed their employer reasonable adjustments can be considered as suggested in the Equality Act 2010 (Appendix 2).

Nancy Mairs is a woman who lived with an incurable disease known as Multiple Sclerosis, however, with the assistance of a cane and wheelchair, she was functioning her life almost identically to she was before. In Mairs’ essay “Disability,” she described how she has been examining the media to find similar representations of herself. Mairs found only one example of a woman with Multiple Sclerosis on television, which the main focus of that individual was on how terrible their life was, and how they have no hope to live a normal life. Mairs views this representation as a problem, and believes that “physical disability looms pretty large in one’s life. But it doesn’t devour one wholly” (Mairs 13). Mairs continues to explain how she was fairly similar to all the women her age, and how she engaged in the same activities women her age do. Nancy Mairs is a perfect example of a woman who was continuing to live her life normally, even with the drawback of a severe disease.

The topic in regards to the disabled worker is of interest to the author. The commentary is titled “Accommodation for Disabled Workers: Knowledge of Rights a Good Start” at the Rand Corporation blog by author Kathleen Mullen. The article describes how employees quitting their jobs because of healthcare decline and applying for social security benefits. As a number of social security benefits increase it puts US funding at risk. The author knows several disabled workers that are faced with working with a health-related disability. Additionally, they are challenged to take care of their families in spite of their disability. The disabled subgroup often expresses that they feel misunderstood by the world. The disabled person is betwixt and in between.; society expects the

There are several issues that create obstacles for disabled workers, negative perceptions, lack of external hiring support, and lack of internal hiring support (Wharton University of Pennsylvania, 2013). There can be the perception on the part of the employer that disabled workers create additional work for the colleagues, regardless of whether or not the fear is founded. There is frequently a lack of external hiring support as in no program by the corporation

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,

Writer, Nancy Mairs, in her essay, “Disability, “she portrays that there is no representation for people with disabilities in media, “especially television” (par 1). She supports this claim by exemplifying that the one time she saw a women with multiple sclerosis it was on a “medical drama” (par 2) that had romanticized the disability, and how that is not the type of representation that people with disabilities deserve since the doctor from the television drama “uses his medical power to strip” the woman from her independence. Mairs’ purpose is to announce to the public that people with disabilities are still people and they do normal people stuff like “talk on the telephone” or “order pizza” (par 4) in order to claim that people with disabilities

It is expected that the ruling will operate to permit disabled individuals expanded opportunities within healthcare fields. This ruling is important to employers, especially those in healthcare, who must be aware of their duties to provide reasonable accommodations to employees where there is no significant safety risk. That a disabled individual is working within the healthcare industry is insufficient in and of itself to demonstrate a safety risk, as are obscure and unlikely risks that may be articulated by an employer. Thus, employers must be sure to provide the reasonable accommodation unless they can demonstrate an actual significant safety risk, or risk liability for failing to do so.

According to Margret Vickers the Sociologists have been concerned about the inequality of patients that have a chronic to life altering disease especially at work. A person with a disability is categorized as being other, different, and outside the norm, faces obstacles of trying to fit in to the working environment. Furthermore, employees who don’t possess the physical, emotional or cognitive attributes that others present maybe stigmatized or discredited. The workplace remains difficult for people with a life altering illness to negotiate and be secure furthermore employment has actually decreased worldwide.

In 1973, the Americans with Disabilities Act (ADA) was a "national movement to end discrimination against people with disabilities" (Hardman, Drew, Egan 10). ADA has substantially closed the gaps between those with and without disabilities, however, it has not been enough. Individuals with disabilities deserve the same opportunities, rights, and respect as others. A key area that the community should pay more attention to is the employment rates of the disabled compared to the non-disabled. For example, "only 21 percent indicated that they are employed, compared to 59 percent of people without disabilities" (Hardman, Drew, Egan 13). This is sad because there are discrimination laws that protect the disabled, but obviously they are not being

Accommodating employees with disabilities may seem challenging, but with the right resources, organizations can capitalize on the benefits of hiring disabled workers. The ADA stress the nature of, reasonable accommodations and employers who prove otherwise may not have to hire the individual. Reasonable accommodations may consist of installing a ramp, modifying a workspace, providing screen reader software, providing sign language interpreters, providing materials in Braille or large print are some of the few accommodations employers can provide to individuals with disabilities. There are organizations available such as the Job Accommodation Network to provide employees and employers with assistance concerning job

Searching for employment can be a difficult task for a number of reasons. In the cases of the disabled, that search is much more difficult. Discrimination toward disabled job applicants and employees was so rampant that the government stepped in and the Americans with Disabilities Act was drawn up. The intention was to give the disabled the same rights as any other job-seeking citizen.

Many jobs excluded him because he was autistic. Even when he found the job of his interest (as per an important man’s recommendation), at the beginning, his employer did not believe in his abilities, but hired him because of the company’s policy that obligated him to hire some people with a special need. The UN Convention on the Rights of Persons with Disabilities (2006) as well as the Equal Opportunity Act (2010) focused on the equal employment opportunities and the importance of respect for difference and acceptance of persons with disabilities as part of human diversity and humanity (Dempsey, in Foreman,

    A person with a disability, or handicap, can be defined as someone with a physical or mental impairment, which has a substantial or long-term adverse affect on his or her ability to carry out normal day-to-day activities (Employment 2). Handicap workers face many challenges in the work place that the average person overlooks. Also, many special arrangements and alterations have been made to the workplace for people with handicaps. Accessibility, transportation, workload, and salary are just some of the many issues that must be considered with the prospect of employing the handicap.

Although employment discrimination is against the law, it is sad that some individuals may be unwillingly reveal their illness or disability to prospective employers for fear of being passed over for a vacancy. I think the most grief part of the chapter is that people

Over the years, the workplace has experienced several instances of discrimination. In attempt to stop the discrimination, Title VII was passed. Although Title VII helped employers in terms of race, color, gender, religion and national origin, those who had disabilities continued to face the frustration of disability barriers in the workplace, given disability was not one of the listed protected classes. Employers abstained from hiring the disabled in fear of them not being able to perform at the same level as the other employees or the attitudes of such employees towards the disabled workers. Of course, there was some legal protection against discrimination: The Vocational Rehabilitation Act of 1973, but this law only applied to employees