Human Resource Management and the Americans with Disabilities Act

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Greenwood Publishing Group, 1995 - Business & Economics - 216 pages
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Veres, Sims and their contributors focus on the nuts-and-bolts issues in human resource management (HRM) created by passage of the Americans with Disabilities Act (ADA), then identify future issues and their projected impact. With practical discussion of traditional HRM activities and innovative activities the act has created, they help alleviate fears and, in doing so, fill a wide gap in the literature on ADA compliance. A welcome resource for human resource professionals and their academic colleagues as well.

The history of federal regulation in the United States is such that fears in the human resource management community with regard to the Americans with Disabilities Act are hardly irrational. Especially disconcerting is the act's scope; and, to make matters worse, its provisions are often vague and even obscure. Writing from the viewpoint of human resource professionals, Veres, Sims, and their contributors look closely at some of the major issues raised by the act's passage, then forecast what other issues will be in the future. In doing so they provide practical advice on how to comply with the act in day-to-day situations and on crucial management topics.

Veres, Sims, and their contributors examine the act's provisions and the ways in which it demands that managers scrutinize and reassess their essential functions. Compliance issues and how to avoid running afoul of the act's provisions are examined next, followed by a discussion of how the act applies to recruiting, testing, and employee selection. The performance appraisal process and how non-imparied employees will respond to accommodations required for their non-impaired colleagues is carefully laid out, and the interaction of the Equal Pay Act and the ADA is examined. Training needs in an ADA context and other problems are also treated, with special focus on ways in which employee discontent can be minimized as such problems are met and solved. A valuable guide and resource for human resource professionals and their academic colleagues.


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The Americans with Disabilities Act Description and Analysis
Defining Essential Functions through Job Analysis
Reasonable Accommodation
The Use of Screening and Selection Techniques under the ADA Implementations for Employers
Perceptions of Inequity in Performance Appraisal Resulting from the Implementation of the Americans with Disabilities Act
The Americans with Disabilities Act and Compensation
ADA and Its Implications for Job Training
ADA and the Role of Human Resource Management in Managing the Diverse Workforce of the 1990s
Improving HRMs Responsiveness to the ADA

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Page 13 - A qualified individual with a disability is an "individual with a disability who satisfies the requisite skill, experience, education and other job-related requirements of the employment position such individual holds or desires, and who, with or without reasonable accommodation, can perform the essential functions of the job.
Page 11 - In addition, with respect to the major life activity of working, the term substantially limits means significantly restricted in the ability to perform either a class of jobs or a broad range of jobs in various classes as compared to the average person having comparable training, skills and abilities.

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About the author (1995)

JOHN G. VERES III is Director of the Center for Business and Economic Development at Auburn University, Montgomery, and teaches Psychometric Theory and Instrument Design in the Department of Psychology. A consultant in the private sector, Veres has also worked with public-sector organizations at the city, county, state, and national levels.

RONALD R. SIMS is the Floyd Dewey Gottwald Professor of Business Administration and Director of the Masters in Business Administration Program at the College of William and Mary./e Author or coauthor of over 20 books on topics in human resource management and organizational behavior, he is also a consultant to organizations in the public and private sectors.

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