* The Americans with Disabilities Act of 1990 protects people with disabilities from wrongful employers. “The goal of the ADA is to give people with disabilities equal access to services, employment, telecommunications and public spaces” (Law, 2012, p. 1). This company is also in violation of this Act.
| Equality focuses on those areas covered by the law, Equal wages for the employees with same qualification, experience doing the same job. | Inclusion | Inclusion is about ensuring that there are no barriers that would exclude people or make it difficult for them to fully participate in society. People must be included in all aspects of life, not excluded from some of them because of an illness or disability. | Providing a ramp to give wheelchair access to a building and Providing information in a range of languages and in audio format. | Discrimination | Discriminating people on the grounds of age, gender, race, sexuality or ability can damage persons self esteem and reduce their ability to develop and maintain a sense of identity.
Case Studies Unit 4 Individual Project Management Information Systems MGMT305-1302A-08 AIU 5/26/2013 Abstract The advancement of technology has an impact on life as it is known. The marketing field has seen many new revenues open up thanks to augmented reality. Flash crash is an example of programming of computers that were in trading high frequency and something went hay wire. This will be discussed further in this paper. Systems that track innovative information for Valero Energy performance is also further divulged in this paper.
2. Legislations relates to employment in order to protect the rights of the employee, employer. Due the enforceability of law it ensures regulations, policies and procedures are put in place and are complied with. Where an employee finds they are not being adhered to an employer is liable e.g, national minimum wage, redundancy and employment contract. These three features are put in place to protect employees and employers within the law system.
Axia/ HCS 341 | Legal, Safety, and Regulatory Requirements | The United States have federal, state, and local laws that help regulate organizational employment practices. These requirements affect human resources and how it operates in the workplace. These regulations are required and necessary for current and future workforce practices. Common sense and compassion may have been replaced by litigation can have an effect on regulations in the process that human services goes through. In 1964 a law passed stating that there is to be no discrimination in the hiring process or in its practices this law was The Civil Rights Act.
Matthew Wilday Science, Ethics, and Technology Dr. Celeste Friend April, 5th, 2014 Do you want your private life to become public? In the article “Bigger Monster, Weaker Chains” Stanley and Steinhardt describe a world in which this exact situation happens and what would come to realization. They begin describe the tyrannical grasp the government has on surveillance and data collection, in addition the repercussions of this data reaching the outside world. Government and general surveillance is growing at an enormous rate in which Stanley and Steinhardt warn the public about. In addition give possible solutions to help ratify the problem.
Title VII is most relevant to the employment context because it prohibits discrimination on the basis of race, color, religion, sex, or national origin in all aspects of employment (including apprenticeship programs). Title VII is the most important federal EEO law because it contains the broadest coverage, prohibitions, and remedies” (Cascio, 2013, p.83). This law was passed to provide fairness for all people to make sure they are employed for their talents and not a bias on their backgrounds to determine if they are fit for the job. Noncompliance may result in disciplinary actions if courts can prove punitive and compensatory damages for the employee under the Title VII by establishing a prima facie case of discrimination (Cascio, 2013, p.85). The Equal Pay Act of 1963 The Equal Pay Act, which is part of the Fair Labor Standards Act of 1938, as amended Fair Labor Standards Act (FLSA), and which is administered and enforced by the EEOC, prohibits sex-based wage discrimination between men and women in the same establishment who perform jobs that require substantially equal skill, effort and responsibility under similar working conditions.
People have different needs and ambitions thus everyone should simply put have equality of opportunity. I know of 2 models that link equality, diversity and inclusion. The first is the social model of disability which views discrimination and prejudice as being embedded in the work place. This social model focuses on who the adult is as a person not what their disability or diagnosis are, the focus is on how to improve and empower the individual to lead as much independent life as possible. The second model is the medical model of disability which views adults as having impairment, it focuses on impairments that the adult has and finding ways to correct them.
The job should be decided on the experience not the age of the individual Age, Gender, Race Americans with Disabilities Act of 1990 Prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against individuals that are qualified for the job, but are in a wheelchair or can’t hear or have some form of disability. This act helps to prohibit discrimination against any qualified individuals that has disabilities, but are knowledgeable and can perform the job requirements. Age, Gender, Race, Religion,
In addition the DOL, EEOC, ADA, and DHS administer policies and procedures that promote equal employment laws to uphold and maintain workplace equality, safety and security. Human resources are put in place to make sure all rules and regulations are followed and no one is discriminated for any reason. References: Human Resources IQ. (2011). Americans with Disability Act (ADA of 1990.