September 24th, 2016
Recruitment and Selection MAN4320
“Homework week 6”
My first approach to this issue would be to understand that the Title I of the ADA act requires an employer to provide reasonable accommodation to qualified individuals with disabilities who are employees or applicants for employment, except when such accommodation would cause an undue hardship. Secondly, I would have a firm understanding of what “reasonable accommodations” are defined as. For example, there are three categories of “reasonable accommodations s that fall under the American Disabilities Act;
"(i) modifications or adjustments to a job application process that enable a qualified applicant with a disability to be considered for the position such qualified applicant desires; or
(ii) modifications or adjustments to the work environment, or to the manner or circumstances under which the position held or desired is customarily performed, that enable a qualified individual with a disability to perform the essential functions of that position; or
(iii) modifications or adjustments that enable a covered entity's employee with a disability to enjoy equal benefits and privileges of employment as are enjoyed by its other similarly situated employees without disabilities." (EEOC.gov)
According to the case study, the applicant had provided notice to the employer ahead of time that he was in need of adjustments to help the in the testing process due to his vision impairment. To avoid these types of issues, I would implement an action plan to my policies that call for a redevelopment of the hiring process when it comes to applicants that are requesting reasonable accommodations due to a bona fide medical condition. Which would start with reviewing any practices that might obstruct applicants with disabilities to gain access to reasonable accommodations during the interview process? Identify areas in need of change and develop realistic...