To: Senior VP of Operations From: Jessica Torres‚ director of Human Resources Date: May 20‚ 2012 Subject: Federal Act Violations for 3 cases Situation A: The Family and Medical Leave act of 1993 states‚ that any eligible employee can take twelve weeks of unpaid time off for a family emergency. The family emergency must be one of the four cases: a birth of a child‚ being a caregiver for immediate family members with a serious illness‚ placing a child in foster care or placing them up for
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Inc. Nicole Hopper University of Phoenix On June 22‚ 1999‚ the Supreme Court ruled to uphold the Olmsted decision and affirmed the right of individuals with disabilities to live in their community. Under Title II of the Federal Americans with Disabilities Act‚ “states are required to place persons with mental disabilities in community settings rather than in institutions when the states treatment professionals have determined that community placement is appropriate‚ the transfer from institutional
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The Americans with Disabilities Act (ADA) makes it unlawful for an employer with 15 or more employees to discriminate against a qualified individual with a disability. HR department must manage employee and employer relations by ensuring that all laws pertaining to the ADA act are followed. The ADA applies to a person who has a physical or mental impairment that substantially limits one or more major life activities (like walking‚ standing‚ or breathing). Examples include individuals who have physical
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city of Aspen Falls asked the author to review its website and make recommendations for making it more accessible to those with disabilities. The Americans with Disabilities Act recognizes a broad array of people with disabilities and provides standards for creating web sites that are accessible to them. In California‚ 10% of the population reports some type of disability. In ages 65 or older‚ this increases to 37%. (U.S. Census Bureau 2010). This report discusses the results and recommendations of
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Examining Government Relations The U.S government has implemented various rules and regulations to care for the needs of the disabled people. Firstly‚ The U.S government implemented the rule of Americans with Disabilities Act that prohibits discrimination of people based on their disabilities. Subtitle AT of the Act protects the disabled people from discrimination in terms of services‚ activities or any programs undertaken in the state and local levels of government. The adoption of the rule has been effective
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Identify and explain at least three ethical considerations. I believe that the first ethical consideration is the fact that the potential employee was upfront in revealing that he had a degenerative progressive condition that could result in a disability. He did not have to bring this to our attention and his physicians are not even able to predict when the disabling condition will appear or if it will appear at all. The candidate was demonstrating his own highly ethical behavior which is ultimately
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and regulations are the same across the United States. Some of the Federal laws would be; • FLSA – Fair Labor standards Act which covers the wages and hours of the employees. • OSHA – Occupational Safety and Health Administration which creates a safe and healthy workplace. • ADA – Americans with Disabilities Act which prohibits discrimination against people with disabilities in employment‚ transportation and public accommodation. If you do not follow the rules and regulations for the federal
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do we have Affirmative Action? Affirmative action was designed to counteract the lingering effects of generations of past discrimination. The main criteria for inclusion in affirmative action programs are race‚ sex‚ ethnic origin‚ religion‚ disability‚ and age. Affirmative action began as a government remedy to help‚ educate‚ and improve employment opportunities for members of minority groups and for women. There were policies‚ programs and procedures developed to give preferences to minorities
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LEGAL‚ SAFETY‚ AND REGULATORY REQUIREMENTS 1 Legal‚ Safety‚ and Regulatory Requirements Tara Thompson HCS/341 October 1‚ 2012 Norman Greene LEGAL‚ SAFETY‚ AND REGULATORY REQUIREMENTS 2 According to Peterson‚ (2012)‚ “The Human Resource Department is responsible for compliance of a multitude of employment- and workplace- related laws. Human resource managers are also responsible for
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display symptoms that interfere with her ability to perform her duties. By taking medication‚ Karina is mitigating (reducing) the effects of her illness. However‚ her employer cannot consider this information in determining if she has a protected disability under the ADAAA. Karina and her employer should agree on an acceptable resolution that will meet her medical requirements‚ easily identify her as an employee‚ and ensure she presents a professional appearance. To accommodate Karina reasonably
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