Sample content Interactive Simulation Paper MGT 434 Employment Law Workplace discrimination may take different forms-gender, age, race, national origin, faith, or disability-and might have big legal as well as financial ramifications for organizations. Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act (ADEA), and the Americans with Disabilities Act (ADA) are a few of the laws and regulations which make discrimination unlawful in the conditions and terms of job, for example hiring, leave policy, performance evaluation, as well as promotion. It’s important for administrators to understand different types of discrimination and defend against them in the workplace. (University of Phoenix, 2010) The simulation avoiding workplace discrimination concentrates on a few types of discrimination in the context of hiring, workplace issues, and performance evaluations in an advertising company. The assignment needs students to analyze each scenario and

1. MGT 434 Employment Law Interactive Simulation Paper
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Sample content
Interactive Simulation Paper
MGT 434 Employment Law

2. Workplace discrimination may take different forms-gender, age, race, national
origin, faith, or disability-and might have big legal as well as financial ramifications
for organizations. Title VII of the Civil Rights Act of 1964, the Age Discrimination in
Employment Act (ADEA), and the Americans with Disabilities Act (ADA) are a few
of the laws and regulations which make discrimination unlawful in the conditions
and terms of job, for example hiring, leave policy, performance evaluation, as well
as promotion. It’s important for administrators to understand different types
of discrimination and defend against them in the workplace. (University of Phoenix,
2010)
The simulation avoiding workplace discrimination concentrates on a few types of
discrimination in the context of hiring, workplace issues, and performance
evaluations in an advertising company. The assignment needs students to analyze
each scenario and judge how to avoid discrimination or fix issues arising out of
discrimination.
What are some measures a company may take to reasonably accommodate
people with disabilities, or those with a known drug abuse problem, and how does
the simulation demonstrate these?
The Americans with Disabilities Act (ADA) was introduced into federal law on July
26, 1990. The aim of the ADA is to make job opportunities offered to as many
people as is possible. The ADA relates to all organizations or companies with
fifteen or more workers as well as all state and regional governments and
organizations. It defends usually qualified individuals from discrimination that have
handicaps and can carry out the main works of a job irrespective of whether a good
lodging by a company is required. Companies can’t discriminate against
individuals with handicaps in any and all stages of work, including pre-hiring, hiring,
employment and firing. The company might have to result to annoying ways to
accommodate the specific requirements of handicapped workers. The disabled will
require a wheel-chair reachable work station and bathroom. Workers who are
handicapped might have a more detailed and longer training phase compared to
other employees in the organization.
There must be a good faith effort at accommodation. Credentials come prior to the
impairment. Getting or changing equipment or tools, changing or adjusting exams,
training substances, or rules, and providing qualified readers or interpreters are
practical methods of accommodation. The simulation has candidates with different
handicaps, sex or religious values. Companies or organizations must have a
written human resources plan about handicapped candidates and handicapped
workers. (Bennett-Alexander & Hartman, 2007).

3. As per the EEOC, “Title I of the Americans with Disabilities Act of 1990 (the
“ADA”) demands a company to offer good accommodation to
eligible people with handicaps that are workers or candidates for job, until to do so
would result in unnecessary difficulty.”Generally, an accommodation is any kind of
alternation in the work atmosphere or in the way things are usually carried out
which allows a person having a handicap to enjoy equal job opportunities.”
There are 3 types of “fair accommodations”:
“(i) Changes or adjustments to a job application procedure that enable a
competent candidate having a handicap to be taken into consideration for the
placement such compet
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