The Goals Of Disability Management Programs

The article “introducing disability Studies” by Ronald J. Berger was an eye opener in uncovering the past history of negative stigma associated with having a disability. Through history people have felt the need to stare at people with disabilities or to turn away in fear of maybe contracting the “disease”. This negative attitude was positively reinforced by ordinances such as the Chicago “ugly law” in which a person with physical deformities would have to pay a fine for simply being too “disgusting” looking to other citizens. This law was in place from 1880 to 1973, which is pretty recent in history. However there are positive glimpse in history when it came to uncovering and defining disabilities. Men like Leo Kanner and Asperger have dedicated

The human resources process has to accompany both the employee and employer in regard to safety issues. An employee wants the assurance of safe and healthy working conditions; anything less exposes danger to their own wellbeing. In addition employees must take heed to precautions design by the organization. However an employer wants to avoid expenditures in overhead by cutting cost or corners often putting their employees at harmful risk. In addition, organizations also have a lawful obligation in which they have to provide a safe workplace by preventing accidents, hazards, serious injuries or accident-related deaths. Negligence on either behalf can result in determination, fines, citations, work-related

The impact of workplace injury is wide reaching because when hazards of physical and psychological type affect a worker, the impact is not only on the person, but also on the life, the family and of course on the future plans,as well as high

As part of a united front, Alpoint Disability Services would like to extend an invitation to member of print, television and other news media in Humboldt County area. Alpoint Disability Services combined with ten local agencies including 211 Humboldt, HCAR, Senior Resource Center, Etc. are holding a press conference to lay out its plans as a united front to advocate for the government of Humboldt to put pressure on our state legislatures to raise the amount California contributes to SSI.

Employers are beginning to recognize the importance of accommodating those suffering from a disability. Employers are increasing incentives for employees to remain on the job with health related problems. However, most employees suffering from health related issues have not received much on the job accommodation. This is unfavorable as the ADA mandates employers to provide reasonable accommodations for employees. However, with stronger communication between employer and employee, the turn-over-rate will slow down. To shed light on the topic, more disability accommodation information is provided from The Department of Labor's Job Accommodation Network. The Network offers free, expert assistance to employers and individuals on workplace accommodation and disability employment

The three colleges I chose to compare and contrast for disability services are Swarthmore College, Bowdoin College and Haverford College.

The American Disability Act is a federal civil rights law passed in 1990 and went into effect at the beginning of 1992. The purpose of the Act is to protect people with disabilities from discrimination in employment, programs and activities offered by state and local governments (Peak, 2011). This essay will explain how the job design in criminal justice agencies need to take into account the provisions of the Americans with Disabilities Acts in making reasonable accommodations for disabled employees. I will also discuss the rationale of the majority, concurring, and dissenting opinions of Tennessee v. Lane, as to whether Congressional passage of the ADA exceeds its authority under Section 5 of the Fourteenth Amendment.

Employers operate disability management programs because it gives them a structured way to manage workplace costs associated with workplace illness and injury. Costs can be controlled through maintaining skilled workers and limiting absences to maintain a productive workforce. The program is also thought to “prevent workplace injury and illness and to accommodate workers in a manner that facilitates early and safe return to work.” (Management of Occupational Health and Safety, 2011, 329) I also feel that employers operate disability management programs as a way to keep themselves out of financial hardship and legal issues which could stem from a workplace injury or illness.

The workplace should be a safe area where you can practice your trade. Employers should provide the appropriate training and safety measures to minimize risk of accident and injury. Sometimes, however, though negligence or accident, injuries occur. Workers’ compensation generally provides for the coverage of medical treatments and lost wages after such incidents. Occasionally, overzealous insurance companies deny claims and leave injured employees wondering where to turn for help.

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.

Insufficient Documentation to show conformance to procedural requirments when a disability determination is based on failure to cooperate

According to the Bureau of Labor, statistics indicate that more than 4.1 million people were hurt or injured on-the-job in 2006 and 5,488 were killed in 2007 (Gomez-Mejia, Balkin, & Cardy, 2010, p. 511). Laws and regulatory requirements are currently in place to standardize and promote workplace safety. Organizations with extensive safety programs have reduced number of accidents, decreased workers’ compensation claims and lawsuits and lesser accident-related expenditures (Gomez-Mejia, et al, 2010, p. 511). This paper discusses the effects of legal, safety and regulatory requirements in

At 2012, the population of the workforce in the United States was estimated by the U.S. civilian labor force as 155 million workers. Having a stable job can contribute positively to that individual’s physical and psychological health. However, work environment can be a source of many hazardous issues that may lead to work-related injuries or illnesses, which may be fatal and in many cases nonfatal. On the other hand, occupational injuries can have a negative effect on the United States’ economy; it is estimated that nonfatal injuries can cost the economy approximately $200 billion annually, while fatal injuries are estimated to cost $6 billion annually. Managing these issues is an important task which could be approached in many different ways. Dealing with the issues helps in the protection of workers, not to mention it can decrease the losses to the economy associated with this matter. An example of prevention efforts, is the CDC Health Disparities and Inequalities Report (CHDIR), which assess disparities across a wide range of diseases, behavior risk factors, environmental exposures, social determinants, and health-care access. But in order to establish such programs and reports, an initial and important step is having information on the most frequent occupational fatal and non-fatal injuries and illnesses in the United States, which should be provided through routine, if not annual statistical reports. Fortunately, such information exists in the United States, those

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.

Costs associated with workers compensation can be greatly curtailed if companies initiate safety programs and safety awareness at the workplace. Most of the workers who come to see me at my law practice say they have suffered injuries while doing mundane things like stocking shelves without a step ladder or other related devices. Poorly maintained equipments and lack of basic safety devices also contributes greatly to worker injuries causing an increase in the number of workers seeking