1. State the group’s selected HR Legal topic, as approved by Dr. Gresch: Our group selected to work on the Legal topic of Disability Discrimination.
2. Detail the HR functions(s) that is/are the focus of this case. Practices include recruitment, selection, training and development, performance appraisal, compensation (including benefits), internal employee relations (including discipline and termination), and safety.
The Human Resource function involved in the case of Cullen v. Verizon Communications is internal employee relations because the plaintiff filed a discrimination lawsuit for discontinuing his accommodation and wrongful termination.
3. Provide an APA style list of all information sources used for this case, including hyperlinks. No EEOC or DOJ press releases as these agencies are legally representing plaintiffs and do not represent an unbiased news source. Failure to cite all sources used is a form of plagiarism.
TOLLE, N. L. (2015). Plaintiff's Alleged Alcoholism Was Insufficient to Find Him Disabled under the ADA, Court Rules. Employee Benefit Plan Review, 69(8), 20-21.
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This is the right thing for a company to do if it’s feasible. After a period of time, the accommodation should be reviewed and the impact measured from a business standpoint. In this case, one could assume that it caused Verizon hardship, therefore Verizon had grounds for termination according to ADA law. The only other thing a company could do to prevent such a law suit would be to search for alternative positions within the company that are compatible with the employees job skills. In addition, the company could offer to help outside of work with the addiction of alcoholism, i.e. a counselor, AA meetings, and periodic reviews of the employee’s
Hamblett, M. (2004, August 26). 2nd Circuit: Impact of Employer Acts Grounds for Suit: Court rules on disparate impact theory of recovery. New York Law Journal. Retrieved April 4, 2005 from http://www.law.com/jsp/article.jsp?id=1090180422885
b. The Human Resources (HR) department uses many systems to accomplish its mission. These systems all function to benefit both soldiers and the mission.
The HR Department has the task of communicating in writing and orally, to conduct training, makes referrals, and provide on personnel program policies and procedures. In addition, personnel prepare reports, claims documents, and training materials.
Regulations issued by the EEOC implementing the ADA are specifically intended to, “provide a clear and comprehensive national mandate for the elimination of discrimination against individuals with disabilities, and to provide clear, strong, consistent, enforceable standards addressing discrimination.” These regulations not only define “Disability” and what constitutes a “Qualified Individual with a Disability”, but also set the qualification standards for tests and other selection...
The ADA prohibits employer discrimination against qualified individuals with a disability in regard to application procedures, hiring and firing, promotions, pay, training, and other terms, conditions, and privileges of employment (Hernandez, 2001). This applies to the entire range of employer-employee relationships, including testing, work assignments, discipline, leave, benefits, and lay-offs. In addition, the ADA prohibits retaliation against individuals w...
Thank you for choosing Verizon to satisfy your communication needs. Saint Vincent’s Catholic Medical Center (SVCMC) is a valued customer and the delinquency of two accounts has resulted in this communication. We have recently been in contact with Ryan Pirchio in regards to severely delinquent accounts SVCMC holds active with Verizon, 000705079960 and Y2218422. We are reviewing each invoice with Mr. Pirchio and have determined all invoices over the last year have billed correctly. We will continue our review into later dated invoices; however Verizon is requesting that in an effort to demonstrate good faith SVCMC remits payment for the invoices from November 2016 to present, totaling $85,827.82 for undisputed services provided.
The Americans with Disability Act of 1990 (ADA) was put into force to protect employees from discrimination with disabilities in the area of employment. A person with a disability can be defined under the ADA as someone who has a physical or mental impairment which considerably limits one or more of major life activities. “It has been estimated that nearly one in five Americans has one or more physical or mental disabilities”(law book pg115). The ADA federal law requires that employers with 15 or more employees not to discriminate against applicants and current employees with disabilities and, when needed, provide reasonable accommodations to these individuals who are more than qualified to work. These individuals are protected in regard to the application process, hiring, advancement, firing, compensation/benefits, training or other privileges of employment. If an individual is requesting accommodation due to a disability and can be reasonably accommodated without creating an undue hardship or causing a direct threat to workspace safety must be given the same consideration for employment as any other applicant. An employer is not obligated to hire anyone that is not qualifies to what is considered the essential functions of the job according to the ADA. An accommodation under the ADA must allow the employee enjoy equal benefits, given an equal opportunity for the person with the disability to be considered for the job and to perform the essential functions.
During my time in the ward, I recently had a patient with alcohol dependency in my care. My patient, Mr Grey was a 51 year old male patient who was admitted with a fractured neck of femur and consistent hypertension. Mr Grey required a vast amount of medical treatment for his injuries. As well as Mr Grey’s physiological problems he also had poor mental health problems such as depression and anxiety. We later discovered my patient had some social issues and that he was homeless.
The Americans with Disabilities Act, TITLE 42 - THE PUBLIC HEALTH AND WELFARE U.S.C. § 12101 - 12117 et seq. (Author 1990 ).
Our family’s cell phone has increased tremendously over the past two years. Verizon is continuing to raise our bill while offering new customers lower rates. Our family of six is consistently paying $350 a month for our cell phone bill. This equates to $4,200 per year spent on cell phone coverage. My family has been a loyal Verizon customer for over 15 years. We believe that we should be getting the same rates as people who join the network today get. Below I have put our bill for August 2016 which was a total of $356.89.
A. Employment discrimination is prohibited against "qualified individuals with disabilities." This includes applicants for employment and employees. An individual is considered to have a "disability" if s/he has a physical or mental impairment that substantially limits one or more major life activities, has a record of such an impairment, or is regarded as having such an impairment. Persons discriminated against because they have a known association or relationship with an individual with a disability also are protected.
DDS determined the claimant is disabled at step 5 of sequential evaluation, without first completing step 4. A review of the case file shows there is insufficient vocational evidence to make a vocational decision. In addition, if an allowance is supported an earlier onset date is warranted.
Human Resources are an essential function within an organization. The Human Resource Department has the responsibilities that will allow agencies to remain competitive and achieve their goals (site source). Compasión started out as a small company and rapidly grew within their first year of business. Companies who grow quickly experience growing pains (site source). Compasión crossed a lot of bumps in the road because they were not equipped to handle the growth from the start of the company. The company lost money due to their lack of resources and organizational structure of the company. Due to the lack of organization the agency has been fined which resulted in the agency reimbursing the Department of Medical Assistance for funds that were paid due to
Fact Summary of the Case While working for U.S. Airways, Robert Barnett injured his back. Since he was a senior, he demanded seniority rights and transferred to a mailroom that was less demanding physically. The position that he transferred to became open to employees who were seniors and they got to bid on the job. He transferred to the new position in 1990 and the position became opened to seniority-based employees in 1992. Barnett found out that 2 other employees were going to bid on the job, therefore, he asked US Airways to make an exception and let him keep the job by accommodating his disability.
As an organisation grows and expands, the human resource department. will know that the organisation needs to recruit more staff and they plan carefully and carefully. Recruiting staff in an organisation is very expensive. and costly, so the human resource function helps the organisation to.