Passed by the United States Congress in 1990, the ADA addresses the barriers and discrimination that people with disabilities have traditionally faced. The ADA’s origins are in the Civil Rights Act, and expand the definitions of the Rehabilitation Act by addressing the issues of public accommodations (building and facilities must be accessible to disabled individuals including those in wheel chairs), public transportation (buses be accessible to disabled individuals including those in wheel chairs), and telecommunications (telecommunications device for the deaf). Riordan employees who have complaints regarding the above acts can contact their human recourses representative or the ADA directly.
The anti discrimination laws enforced by EEOC and ADA pertain to federal law. Most states have enacted their own anti discrimination laws. These state laws may have different remedies than the federal, and in certain situations be more favorable than the federal. Riordan operates facilities in San Jose California, Albany Georgia, and Pontiac Michigan. It is advised that human recourse representatives in each of these states make available, post and educated company managers and employees of these laws. There are four major types of employment discrimination, and other types usually can usually be addressed by referring to the basic four. They are: race, sex, age, and disability.
Discrimination by race pertains to decimation against employees or applicants for employment because of his or her race or color. Employees can not be terminated, denied promotion, denied job training, or given compensation based on their race or color. They are also protected from the use of ethnic slurs, jokes, offensive or derogatory comments, or verbal or physical conduct. Company or company managers are in violation of Title VII when minority employees are segregated by physically isolating them from other employees or from customer contact. Discrimination by sex cases may be classified in two categories: gender and sexual orientation. Title VII states that companies must view employees based on their qualifications not on their gender or sexual orientation.
The same protections listed in the racial discrimination paragraph apply. Discrimination by age applies to individuals over 40. Under the ADEA, it is unlawful to discriminate against a person because of his/her age with respect to any term, condition, or privilege of employment — including, but not limited to, hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training. Discrimination by reason of disability applies to individual who are disabled. The ADA is intended to remove the barriers preventing qualified individuals with disabilities from enjoying the employment, transportation, communication, and cultural opportunities available to persons without disabilities.
The ADA makes it unlawful for employers to discriminate in any employment practice such as recruitment, hiring, promotion, training, lay-off, pay, firing, job assignments, leave, and/or benefits because of an employee’s disability. Riordan employees have the right to be aware of the different types of discrimination as well as the company policies regarding them, and how to file complaints if their rights have been violated. Riordan has the responsibility of educating its managers of the different types of discrimination, their duty to report violations, and the procedures to follow if an employee under their charge has had their rights violated.
Managers should have regular education activities for their employees regarding appropriate in appropriate behavior, company policies, consequences of breaking those policies, and how to file complaints if the policies or their rights have been violated. In order to promote corporate responsibility and the ethical treatment of its employees, Riordan should inform its employees of the United States Equal Employment Opportunity Commission and its roles, the Americans with Disabilities Act, individual state laws regarding discrimination, the different types of discrimination, employee rights, and the company’s responsibility regarding the issue of discrimination.