Employment Law Essay Example | Topics and Well Written Essays - 750 words

Employment Law - Essay ExampleSummary Based on the information availed from this organization we get to know that the employer does not have a programme to deal with employees with different conditions. As a result, the employer must implement certain recommendations in line with organizational policy and management. One of the requirements that should be enforced is that the employee with back up should be recognized as disabled. Since according to the ADA act, disability cases are assessed on a case to case basis and this should include the employee unworthy from AIDS. As a recommendation the employee suffering from AIDS should be accommodated according to the provisions of the ADA act (Goren, 2010). Moreover, the employer should identify with its employees that discrimination is not allowed within the wee-weeplace. As a result, the employer in this case should adhere to the provisions of the ADA and not to conduct HIV/AIDS testing at the workplace currently or in the future. In the process of preventing job disruption, the employer should come up with a strict adherence policy that allows all co-workers to work together irrespective of their medical exam condition (Goren, 2010). Apart from these recommendations, the employer in this case should come up with organizational policies that are meant to deal with these issues. One of the policy implementation points is to come up with a policy that allows for hiring of all kinds of employees and implementation of the ADA act. The employer should also implement a policy that allows all employees to learn all laws and policies that deal with workplace employment. This would assist the caller-out to implement policies concerning disability within the company. Moreover, the company should come with a policy whereby co-workers are empowered with education concerning illnesses and disabilities. This policy volition enable company employees to experience various issues concerning disabilities and make them more tolerant in interacting with either ill or disable patients (Blanck, 2009). The implementation of a non-discrimination policy for employees will assist in boosting the work and make it easy for supervisors to work with other employees. A non-discrimination policy will also greatly assist employees and the employer in respecting the rights of all workers in the wider system of rules of implementing equal right as envisaged in different laws and regulations. The best plan to deal with these issues that have arisen in the workplace is to make use of employee training. The training plan will look into ways of ensuring scientific information is disseminated in the office and employees do not necessarily stigmatize other workers. The training plan will focus of risk assessment at the office and how to control exposure unto other employees in the company (Goren, 2010). Moreover, training should be provided on how to handle employees with AIDS in terms of work assignments and proper worki ng conditions. Most AIDS afflicted individuals suffer greatly from stigma and thus training will develop an easy atmosphere of acceptance and work continuation (Blanck, 2009). Above all the training program is supposed to assure AIDS afflicted employees are guaranteed of work continuation and rights like all other employees. Training of employees on the risks, facts and information concerning AIDS gives a better