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Employment policies

In an organization, there are many employment policies in the company handbook. This
handbook is given to employees at the start of the employer-employee relationship, and although
generally not construed as a binding contract against the company in a later lawsuit over the policies, it
governs the expectations of employees at the workplace. This Mini Project will have you analyze a
company handbook as it relates to the company�s disability policy(ies) and provide a written report of
your findings. The report should be at least two pages in length. Please cite your reference using APA

Provision of opportunities for the physically challenged people is essential as they make
valuable contributions at their workplaces. Determination of effective accommodation is

necessary for employers that want to enhance productivity in their companies through retaining
valued employees. I reviewed a handbook about my relative’s former company where he was an
employee (Schur et al, 2014). The company through the handbook articulates and gives the
qualification of one been a qualified disabled employee. The person has to meet legitimate skills,
education, work k experience and also able to perform necessary job duties without
accommodation. However, accommodation is provided by the company to enhance loyalty
among employees to the company and also reduction of hiring and training costs. The company’s
handbook clearly gives information on how the accommodation would be offered to employees’
e.g. through making necessary changes and providing assistance at the workplace for a better
working environment (Schur et al, 2014). The company has made adequate efforts to make
crucial adjustments to the job environment to offer the disabled full rights and privileges as the
other employees.
The company presents accommodation request criteria to the disabled employees so as to
determine if it reasonable in nature. It is the sole responsibility of the disabled person to request
an accommodation which would be offered on the individual basis (Schur et al, 2014). However,
the company would make efforts to try and identify disabled workers requiring accommodation
if they fail to communicate effectively about their needs. Before presenting an accommodation
request, the employee must have mental of physical impairment limiting crucial activities in life
(Schur et al, 2014). Another vital step is the presentation of history or record of impairment
which would make the company in making informed decisions regarding adjustments and
changes to be made for the best accommodation. Flexible, the interactive process is followed as a
vital step during provision of accommodation. Legal disability is determined where reasonable
solutions are applied by the company.

The company has formulated the process and policies to be followed in the determination
of the reasonable accommodation whether work related or disabling injuries. There is a
difference in policies guiding the company when it comes to offering accommodation. The
source of difference results from the type of injuries that the worker presents as a request for
accommodation. The policies of the company indicate that in the case of work-related injuries;
the situation is analyzed on a case by case basis (Schur et al, 2014). The people injured at work
are not protected by the accommodation policies as compared to the disabled people with the
physical and mental impairments. The injuries are not considered to be impediments to the extent
they limit life activities as compared to the disabled workers. Compensations are provided to the
injured who do not qualify for accommodation. In this case, the company does not regard them
as qualified to reasonable accommodation. However, the company has a policy that protects the
injured who are considered disabled legally. The pass of the medical, physical examination is
essential when in it comes to treatment of the workers with different types of injury (Schur et al,
A written distinctive is important when formulating policies regarding accommodation of
employees. It would provide the employees with clear information about the policies as many
legal issues might arise when the workers try to protect themselves and fight for their rights
(Schur et al, 2014). The policy is very fair as there are cases of fraud brought about by the
injured employees not meeting the criteria to have the right to accommodation. Such case can
lead to the genuine employees failing to get accommodation despite their serious disability status
in life. The policy also protects the company from incurring losses, e.g., due to accommodation
costs and undue hardships thus it is fair in nature (Schur et al, 2014).



Schur, L., Nishii, L., Adya, M., Kruse, D., Bruyère, S. M., & Blanck, P. (2014). Accommodating
Employees With and Without Disabilities. Human Resource Management, 53(4), 593-

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