Fair and equal treatment is matchless of the cornerstones of this great nation. The Americans with Disabilities Act was enacted to protect those needing accommodations from discrimination and exclusion. To ensure funfair and equal treatment no matter the disability you leap out from, the Americans with Disabilities Act essential undergo many changes. Without these much require changes, the legislation once intended to protect disabled individuals forget fail its intended goal. The ADA must be rewrite to eliminate its legal loopholes, allow for the covering of workmens salary injuries, and to enact strict penalties to deter future violations.
To start, the ADA must have several sections reworded to eliminate the legal loopholes that employers exploit in their discriminatory practices. The ADAs lack of adaptability, its indistinctness, and financial hinderance have allowed the legislation to be utilized as a tool against the individuals it was intended to protect (Reynolds, 1995). To allow for the proper application of the ADA as intended by disability law, the unique(predicate) definition of disabilities that qualify under the ADA must be included (Lande, 1998).
In many instances, an employer will refuse to understand a disabled applicant for consideration, despite the employees ability to action the essential duties of the position with reasonable accommodation. These illegalities leave the individual in a catch 22 situation, as they are otiose to collect disability, because they in fact are able to work, save employer has turned the individual away because of his/her disability (Shaw, 2008). Additionally, in the slip of paper of the employee being terminated due to his disability, the employee must show at direct connection between the disability and their work duties, go forth the affected person with a large burden of test copy to show that their condition presents major limitations (J. J. Hermes, 2008).
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