Examples Of Disability Discrimination

Introduction

. As a supervisor, your performance is critical to the overall success of this organization. From setting objectives for subordinates so that attainable goals are present and dividing the work between subordinates, your position is very important. While motivating and communicating with your subordinates and developing the team, it is important that you respect subordinates and treat them as they want to be treated in regards to respect. Providing purpose, direction and motivation to your team will go a long way as a leader. Publication of this manual will assist you in your duties as a supervisor and will guide you by covering your responsibilities as a leader. As a leader you must understand and be familiar with the guidance

This behavior is prohibited by the Americans with Disabilities Act (ADA) which prohibits employers from discriminating against individuals with a serious disability if they can perform job functions with rational accommodations without excessive hardship on the operation of the employer’s organization. (Szypszak, 2011, p. 161) People with disabilities can make valuable contributions within the workforce just as those that do not have any disabilities if they are afforded the opportunity. Their ability to adapt to different situations add to the diversity of an organization by offering different avenues of approach to solving problems and can greatly affect the public’s perception of an organization.

Age Discrimination in Employment Act (ADEA)

The dynamics of the workforce is continually changing. There are many workers of various ages with varying work experiences. According to Szypszak (2011), the ADEA prohibits employers that employ twenty or more employees from discrimination of workers who are forty years of age or over the age of forty. Discrimination based upon age can arise within the recruitment, selection and promotion processes. Discrimination is also prohibited in relation to job benefits, retirement packages and wages. (p. 161)

Title VII of the Civil Rights Act of

It is important that managers and employees alike understand that sexual harassment can transpire in an assortment of situations. This form of discrimination cannot be considered as an occurrence that can only occur as male to female. With the influx of the changes in societal norms and changes of gender roles, this discrimination can occur as female to male, female to female or even male to male. Because sexual harassment is such a complex and evolving practice, it is necessary to keep all employees of the organization up to date on the latest trends. For example, online sexual harassment via social media networks while in an office setting can be a problem. If an employer that had employees working in an office setting and addressed this issue by stating employees are not authorized to be on websites of or similar to Facebook, Instagram, Twitter, etc. while in the workplace, this could be considered a measure to combat that form of cyberspace sexual harassment. Franks (2012) contends that this form of online harassment has led to victims committing suicide, losing jobs, dropping out of school and decreasing in employment participation. (p. 658) Training subordinates