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There is a certain classification set by A.D.A. on what constitutes a person with a disability, that is if the person has a physical or mental disability that substantially limits a major life activity. Also, in order to be protected by the A.D.A. this person must have a long standing record of this disability and how it impairs his or her life. Once this has been established and the person has been hired there are still other guidelines set by the A.D.A. on how the employer goes about bringing this person into the company.

This can be a very sensitive area for employer, applicant and existing employees. Because of the fact that the person has a disability, undue assumptions made by all parties involved. For instance, the new employee with the disabilitiy may assume that the existing employees will think that he or she needs help with many trivial things. Or the employer may tell the other workers to watch over this person for a while.

What should be happening is what ever happens when any other person comes in for a new job, that is introductions, respect, and of course training. The guidelines for introducing a disabled worker are manualized in a book entitled "Employers Guide to The Americans With Disabilities Act, Second Edition."

Requirements of the Employer

Probably the most important aspect of hiring a person with a disability is to determine if that person is qualified to perform the job that he or she is applying for. There is a standard definition of what defines a qualified person, "...an individual with a disability who, with or without reasonable accommodations, can perform the essential function of the employment position that such individual holds or desires"(Frierson, p. 106). This means that a worker is qualified to hold any job that he or she can perform without an excess of changes to the business itself, as stated by the Americans With Disabilities Act.

There is one aspect of the hiring process that could be mistaken as discrimination, but is not. That is the employer is free to hire the most qualified person for the job. For example, if there are two applicants for a secretarial job, applicant A types 65 words per minute and applicant B, who happens to have a disability only types 50 words per minute, even if the slower typing rate is caused by the disability, the employer should hire applicant A because A is the most qualified for the job. However, there are exceptions to every rule, and this is no different. Each instance is case sensitive and must be handled accordingly. If there were two applicants for a telephone operator, both are equally qualified but one has a hearing impairment which would require an amplifier placed on the headset. This is not cause for choosing the applicant with no disabilities, for the reason that a telephone amplifier only costs a few dollars and is not considered to be an excessive accommodation.

In Frierson's book, "Employers Guide to The Americans With Disabilities Act", There are five practical tips on hiring practices which will keep employers from violating any laws on hiring practices as stated in the A.D.A.:

1. In determining if a person with a disability can perform the job,

consider only essential tasks of the job.

2. Consider all reasonable accommodations.

3. After applying 1 and 2, treat job applicants with disabilities the same

as applicants without disabilities.

4. Hire the person who is mo本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。