A fifty-question self-audit on ADA (American with Disabilities Act) compliance.
Three converging trends should cause employers to go beyond the minimum requirements of the ADA in recruiting, hiring, retaining, and promoting disabled workers. 1. The number of entry-level employees, ages eighteen to twenty-five, is decreasing to the extent that many businesses are finding it difficult to fill open, entry-level job positions. Hiring disabled people can help fill these positions. 2. The Education for the Handicapped Act of 1975 that requires mainstreaming disabled students is responsible for ensuring full educational benefits for all individuals with disabilities. 3. As we become more of an informational society, employees' brainpower becomes more important than their physical abilities. Therefore, effective compliance not only with the letter of the ADA, but also with the spirit of this law is simply good business.
Frierson
J G
JG
College of Business, East Tennessee State University.
D006233:Persons with Disabilities / Q000331:legislation & jurisprudence*; D016832:Employment, Supported / Q000331:legislation & jurisprudence*; D006801:Humans; D007221:Industry / Q000331:legislation & jurisprudence*; D007587:Job Description; D008330:Management Audit / Q000331:legislation & jurisprudence*; D016272:Occupational Health; D016134:Organizational Policy; D010559:Personnel Management / Q000331:legislation & jurisprudence; D011287:Prejudice; D012456:Salaries and Fringe Benefits; D015813:Substance Abuse Detection; D011795:Surveys and Questionnaires; D014481:United States; D000078329:Workforce