Accommodating people with disabilities in the workplace
The Act This federal government website covers a variety of topics related to employment of people with disabilities: advice for individuals with disabilities seeking work; help for employers looking for hard-working and dedicated employees; information on employment rights, laws and regulations; resources for employment programs and job accommodations for people with disabilities. The Patient Advocate Foundation is a national non-profit organization that seeks to safeguard patients through effective mediation assuring access to care, maintenance of employment and preservation of their financial stability. Individual level variables (education, race/ethnic origin, tenure, union membership) were combined with organizational level variables (disability-related organization, grievance procedures, accommodation procedure) in a single model of perceived inequality.
Perceived workplace discrimination (as measured by allegations filed with EEOC) does occur at higher levels in Group B, especially when serious issues involving discharge and disability harassment are involved. "Coworker distributive fairness judgments of the workplace accommodation of employees with disabilities." Academy of Management Review, 26(1): 100-116.The author thus presents factors influencing the salience and relevance of accommodation. We examine coworkers' procedural justice inferences about the accommodation of another employee when they believe it is for disability-related reasons.She also argues that fairness judgments are based on equity and need rules and therefore explores factors influencing equity comparisons and perceived warrantedness. Legal constraints that prevent the release of information about the accommodation process may lead to negative inferences about fairness.The three major categories were work cultural issues, job match, and employer experience and support. Level of information, either none, basic information, or basic information with justification, was expected to interact with the level of accommodation, either strong (staying home two days per week and telecommuting) or weak (leaving 45 minutes early two days per week), in predicting fairness perceptions of the organization and of general accommodation.