Respond to the posting in the paper detail using the 2×2 response method: this means that your response must include 2 positive evaluative comments and 2 constructive critical comments.
The Americans with Disabilities Act of 1990 (ADA) ruled that employers cannot discriminate against a person with a disability, who is able to carry out the essential functions of a job, with or without reasonable accommodation (Gomez-Mejia, Balkin, Cardy, 2007). “For the purposes of ADA, individuals with disabilities are people who have a physical or mental impairment that substantially affects one or more major life activities”, such as walking, lifting or sitting (Gomez-Mejia, et al, 2007, p. 98).
While the ADA was meant to protect against discrimination for those who are applying for initial employment with a company, the law has more often been cited in the protection and assistance of those who are injured on the job and attempt to return to work while coping with a disability resulting from work related injury (Gomez-Mejia, et al, 2007). According to the Bureau of Labor Statistics, as of last year, more than five million workers in the United States are injured on the job each year (Bose, 2008). “There is a 50% chance of returning to work following a work-related injury or illness within six months (Bose, 2008, p. 64). Since many employees return to work after an on the job injury due to financial strain and the need for continued health benefits, the potential for discrimination against these employees is highly likely.
First, an injured worker that returns to work could face a hostile environment from their peers or their direct managers as reasonable accommodations must be made in order for the employee to continue working their original job. This resentment could also lead to decreased promotion opportunities down the road.
Next, if the injured worker decides to voluntarily terminate employment with the company at which he or she was injured, and then seeks employment at a different company, there is potential for that company to discriminate against the candidate due to his or her workers compensation case history. Under Freedom of Information laws and in the “information age”, employers are more easily able to search for worker’s compensation history and information on an applicant. However, under the ADA, these employers cannot discriminate against applicant’s who have an impairment that substantially affects one or more major life activities if the applicant can perform the essential duties of the job (Gomez-Mejia, et al, 2007), even if worker’s compensation case history exists. An example of this could be an employee who has lost a limb due to a work related injury at their former company, but who can perform the essential duties of a telephone customer service representative position within a different company. The law prohibits discrimination in these situations.
Finally, as Christian business men and women, discrimination against someone who has an impairment or discrimination as a practice against anyone categorically defies Jesus’ attitude toward how we should treat others. Matthew chapter 25 foretells of the second coming of Christ; verse 40 says that the Lord will say unto us “Verily I say unto you, Inasmuch as ye have done it unto one of the least of these my brethren, ye have done it unto me” (King James Version). I believe this clearly shows that God wants us to be kind and charitable to those who are in need. Persons with disabilities are certainly in need and our assistance for them, in turn, demonstrates our thankfulness to God for His blessing of good health and mental ability.
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