Walgreens Company Video Analysis

Most Americans with a disability are usually laid-off and if they do have a job it is usually part time, dead end or under minimum wage. Many organizations do not want to hire disabled workers because they do not expect anything from them, which is due to the way society treats the disabled. People believe they are not strong or capable of doing anything or worthwhile. There are laws put against this matter, but no one who is being treated this way is not saying anything because they accepted it. This makes them feel isolated and causes depression (APA

People with disabilities suffer discrimination such as the refuse of companies to hire those peoples. An estimated 386 million of the world’s working-age persons have some kind of disability, according to ILO. In a recent research, they found that two-third of the unemployed and disable persons said that they would like to work but they could not find jobs.

Individuals with disabilities continually encounter various forms of discrimination, including intentional exclusion from certain work areas, that denies them the opportunity to compete on an equal basis and to pursue those opportunities that guarantees success in the society. To guarantee success there is expectation regarding the relationship between the employer and employee, giving close attention to the various factors that should be considered to make the person with disability successful. This paper outlines the Americans with Disabilities Act (ADA) and the terms and conditions covering employees and employers as stated in Title 1. Title 1, as amended by the ADA amendment 2008, states that no covered entity will discriminate against a qualified individual based on disability (EEOC, 2015).

On the surface, this may seem like a progressive step of destigmatizing the disabled, but it is crucial to pay attention to the intentions. Are the use of disabled people really progressive, if the companies and corporations including these people are not entirely universally accessible for both customers and employees? For every dollar that advertisement brings into the company, how much of it will be going to disabled employees? Or are these people only a means of bringing in sales?

Disabled people can be discriminated everyday. For example, Kelly Trick is was a administrator for engineering company. she has a condition called muscular dystrophy it is a condition where your muscles waste away, because of her condition she has been falling and she fell twice at work. She could not get up without the help of her coworkers and one time a lady helped her, unfortunately the lady her her back. Her manager was not happy because of this she received a letter that said she was suspended until further notice.

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

Having workers with disabilities can be beneficial to organizations. Sotoa & Kleiner, 2013, recommend to incorporate disability into the agency’s diversity statement, increase supervisor knowledge of the employment of people with

The emerging trend covered in for this week’s readings involves workers with disabilities. The title of the case is Walgreens Leads the Way in Utilizing Workers with Disabilities (Gomez-Mejia, Balkin, & Cardy, 2012). This case gives the reader the ability to understand the need for Equal Employment Opportunity Laws. Also, the case gives one an opportunity to see how these laws actually help these cases. Even more, it supports the idea of how it is very important to give those individuals with disabilities an opportunity to seek work and maintain and healthy life style. The law that this group affects is the Americans with Disabilities Act (ADA) signed in 1990 (Gomez-Mejia, Balkin, & Cardy, 2012). This law helps and benefits many individuals in America. It also helps organizations to bring positive attention to their corporations, if they choose to employ workers with disabilities. Above all, it is very important that human resource departments across the nation pay very close attention to these laws. Not only will it be against the law to break regulations set by such acts, but it will also be unfair not to give these individuals an opportunity to apply for a job. This project will summarize the case and will focus on two key learnings from it.

Employers should hire disabled workers and pay them at least minimum wage. People, that are willing and capable of working should be able to have a job that is enough to keep them off the streets. One of the nation's best-known charities, Goodwill is a multibillion dollar company where the executives make six figure salaries. This is company is just one of many that are allowed to pay their disabled workers far less than minimum wage, with as little as 22 cents an hour. This is aloud in the workforce because of the federal law known as Section 14 (c). “If they really do pay the CEO of Goodwill three-quarters of a million dollars, they certainly can pay me more than they’re paying,” says Harold Leigland. A legally blind citizen who hangs clothes

The American Disabilities Act requires employers to make reasonable accommodations that enable disabled employees the opportunity to work. According to Roberts, Betts, and Huzey (2014), Employers are responsible for, “Making the workplace easily accessible, Providing or modifying equipment and devices, Restructuring jobs, Changing work schedules, Reassigning staff to a vacant position, Providing readers or interpreters, Adjusting exams, training materials, and policies.” Employees have requirements too. Employees must identify themselves as disabled and request an accommodation (ADA, 2010). The employee and employer

Since it was signed into law in 1990, the Americans with Disabilities Act (ADA) has been a challenge for employers to implement. This law prohibits discrimination against people with disabilities in both public and public businesses. There were numerous lawsuits where disabled employees have charged that employers have failed to accommodate his or her needs in the workplace. However, Supreme Court decisions interpreted the act in a way that made it difficult to prove that an impairment was a disability thereby ruling in favor of an employer. As a result, the ADA Amendments Act of 2008 (ADAA) was enacted to “clarify the definition of disability “(United States, Department of Justice, Civil Rights Division, 2014, para. 1). Companies from every industry struggle to ensure that it meets the requirements to ensure that no disparity between individuals with a disability and those without a disability. In Accommodations of Patients with Disabilities in Primary Care: A Mixed Methods Study of Practice Administrators, the author addresses the disparities in how health care facilities treat individuals with disabilities compared to individuals with no disability (Pharr, 2013). This paper will summarize the findings of this study and the impact of the Americans with Disabilities Act and the ADA Amendments Act of 2008 on health care.

    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.

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

The goal of Walgreens is “Second is to hire a significant number of people with disabilities in our South Carolina distribution center, scheduled to open in 2007, and achieve 20% productivity gains there.” This goal is not specific. Walgreens does not give a specific number of people with disabilities that they aim to hire, just a generalization of a significant number. They also have a goal of 20% productivity gains; however, this distribution center is just opening

There are many people out there in need of a job now a days due to the economy, we hire people over the age of 16 that need a job, if they’re under 18 they need a working permit, that have the want to grow within a company, handicapped/disabled people are always welcome. We follow the state regulation that’s why we only hire over the age of 16. Always in the search for people that want to grow within a company, there are always opportunities to grow here and we encourage people to take the position if it is available. We always welcome handicapped or disabled because they deserve an equal opportunity.