Each reply must incorporate at least 3 scholarly citation(s) in APA format. Any

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Each reply must incorporate at least 3 scholarly citation(s) in APA format. Any sources cited must have been published within the last five years. In addition, the student must integrate a minimum of 2 citations of biblical scriptural support as well as the course textbook in each post/reply.
The
Americans with Disabilities Act of 1990 was implemented as a federal initiative
as a result of the work and support of the Equal Employment Opportunity
Commission. One of the turning points this act contributed to society and
business practices lies in one of the first statements in the document. The
Americans with Disabilities Act outlines how Congress found that physical or
mental disabilities do not diminish the right of an individual to participate
in all aspects of society (Titles I and V of the Americans with Disabilities
Act of 1990, n.d.). Up until this point, many individuals with physical or
mental disabilities were segregated from society and faced discrimination,
making it impossible for many to enter the workforce. The purpose of the Americans
with Disabilities Act was to provide a mandate for the elimination of
discrimination against these individuals, as well as provide clear, consistent,
and enforceable standards to address discrimination and ensure the Federal
Government has a central role in said enforcement of the policies (Titles I and
V of the Americans with Disabilities Act of 1990, n.d.).
While many
individuals may be aware of the Americans with Disabilities Act, it is
important to outline what information and behaviors are expected of the
individual as well as the business in regard statements and documentation of
disability, employment practices, and necessary accommodations in the
workplace. One of the major responsibilities of employers under the ADA is to
provide an equal and adequate work environment for staff with disabilities.
Under the ADA, employees who identify as having a disability must have equal
access to any benefits and/or privileges to employees in a similar role without
a disability (The ADA: Your responsibilities as an employer, n.d.).
While this act
will apply to most companies, it is not all encompassing of every business. It
is important to remember that the Americans with Disabilities Act only applies
to employers at all levels (private, state, federal, etc) that have more than
15 employees (The ADA: Your responsibilities as an employer, n.d.). If the
company has more that 15 employees they are expected to comply with all
expectations of the ADA in the workplace. Prior to the implementation, it was
not difficult for companies to discriminate against employees based their
disability in any scope of employment. This act makes it illegal for an
employer to discriminate against an employee on the basis of recruitment, pay,
hiring, firing, or promotion, job training, leave and other benefits, and any
other activity that is linked to their employment with the company (The ADA:
Your responsibilities as an employer, n.d.).
In order to be
protected by the Americans with Disabilities Act, the employee must have, had,
or be thought to have a substantial impairment that significantly restricts a
major life activity such as hearing, seeing, speaking, learning, or working,
among other activities (The ADA: Your responsibilities as an employer, n.d.).
Their scope of such needs that would be required to complete job
responsibilities is necessary for the employee to discuss with the employer,
but legally the employer cannot inquire about the nature or severity of such
disability or require the applicant to complete additional medical examinations
above what is required for basic screening purposes. If an individual
identifies as disabled, they must be able to perform the essential functions of
the job with or without accommodations and satisfy ongoing requirements related
to education, skills, licensure, and other qualifications required for the job
(The ADA: Your responsibilities as an employer, n.d.). This it not to say they
cannot meet these expectations without additional help, because the company is
required to make modifications where feasible to make employment successful for
the individual. The employer is required to offer reasonable accommodations for
an employee who is disabled, to include (but not limited to) job restructuring,
modifying or adding equipment, devices, and training materials necessary for
the job, modification of work schedules or duties, and/or potentially
reassigning the individual to a vacant position (The ADA: Your responsibilities
as an employer, n.d.). However, it is not required for the company to provide accommodations
if it would cause undue hardship such as an excessive cost, if the
accommodations would be substantial or disruptive, or if they would alter the
nature or operation of the business (The ADA: Your responsibilities as an
employer, n.d.).
I think that the
creation of this act helped to level the playing field in business. While each
person has their own individual gifts and downfalls, we all have something to
bring to the table. A verse from the book of Leviticus reads “…do not show
partiality to the poor or favoritism to the great, but judge your neighbor
fairly” (Leviticus 19:15, New International Version). One individual should not
be favored over another with similar experience or knowledge simply because one
of them does not have a disability. We are all created equal and should be
treated as such.
While the
Americans with Disabilities Act dictates employer behavior on this topic from a
federal level, it is necessary that company policies also reflect the
expectations to not leave any area up to negotiation. The policy involving the
ADA should include comments discussing how it is the policy of the company to
comply with all federal and state laws that are applicable to accommodations as
well as that they will behave in accordance with any other regulations that may
be in place (ADA/ADAAA Policy, 2018). The policy should further discuss the
expectation of the employee to fulfill the job requirements successfully with
the addition or modification of accommodations if they are required. As with any
policy, it is important to clearly define certain terms since the nature of
some that coincide with this act may be incorrectly or improperly understood by
individuals on either side of the party line. These terms should include what a
disability is, as well as what major life activities include and what
substantially limiting is since that is something that could vary in the mind
of different individuals (ADA/ADAAA Policy, 2018). Overall, this is not a
policy that will likely be highly intricate in nature since many of the
expectations of compliance are guided on a federal level.
As a Christian, I
not only want to understand something like the Americans with Disabilities Act
for my own personal knowledge, but I also want to be able to view it through a
biblical lens and reflect on how it relates to scripture and the Lord’s desire
for his children. As previously discussed, individuals with disabilities were
discriminated against or segregated from the general public for many years.
However, Jesus gave each one of a gift, however different from our peers. One
verse reads “now to each one the manifestation of the Spirit is given for the
common good” (1 Corinthians 12:7, new International Version). It is important
to remember that everyone beings something to the table, not just those that
are deemed “normal” or “acceptable” by society.

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