According to the 2000 Census, nearly one out of every five Americans has a disability. Approximately 70 percent of people with disabilities who are unemployed, 2/3 of them would like to work. People with disabilities have a unique perspective that a smart employer can take advantage of, because customers also have disabilities and by employing people with disabilities, companies can learn about that target market. It also shows the company’s commitment to the community.
I will provide protections during application, hiring, discharge, promotion, job training and other conditions of employment. It is very important to avoid stereotyping and preconceive ideas about the sort of work the employee can execute. I would look for the relevant job skills of the applicant, not the limitations. In order to know what my potential employee can work with, I need to ask questions relevant to that person’s ability to perform the essential activities of the job; just as I would do with any other applicant.
Normally in case of needing to accommodate the work space for the employees especial needs, I can use the funds provided by the government, although it’s not likely that many accommodations will be needed. If changes are needed, a reasonable accommodation may include job restructuring and/or work site modifications. This would be implemented depending to the disability the individual has. A person in a wheel chair will need space to move in, a wide door and ramps and/or elevators if the building has more than one floor.
The Department of Labor proposes other modifications or adjustments that may be included, such as to “provide assistive equipment, supply certain types of personal assistants (e.g., a reader for a person who is blind, an interpreter for a person who ...