Preventing Workplace Discrimination Organizations are all responsible for having a zero-tolerance with discrimination in their
atmosphere. Title VII and other employment laws are enforced in the responsibilities of the
organizations and also to help make the organization a equal opportunity free from any hostility
and/or discrimination. An environment such as this will help any organization thrive and be more
productive with happy and healthier employees.
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?
When an employee or pre-employee has a disability the organization needs to have a
written policy concerning the applicants who are disabled and the employees who have
disabilities. Set up a system for employees who have disabilities to help in reporting on how
certain accommodations should be provided, and make sure all the contractors who have any
contacts with the organization’s employees are ADA compliant. Organizations need to review all
job descriptions and keep them updated at all times. Make sure all department managers and
supervisors or any employee that may have the power to make employment decisions understand
all the rules that pertain to disability employees. The organization needs to make sure that all
benefit coverage’s are the same for disabled and nondisabled employees.
For the drug abuse problems, organizations need to have a drug policy that states drug and
alcohol testing is required after any applicant is accepted for the employment position. Private
organizations need to have a drug free workplace policy as the government, state organizations
do. This would make more since and also help with any confusion on the drug and alcohol
policies that are in place in other organizations. An employee with a drug abuse problem is not
covered under Title VII and/or the Americans with Disabilities Act (ADA). In most
organizations that I know the use of drugs and/or alcohol during working hours is noted as a
policy violations. A certain type of violation as this can lead to the employee being terminated
immediately or the organization may have the need to input the employee into a rehab and get
the individual help and also hold his job until he/she is released.
The simulation showed qualifications for the positions should be first and foremost before
the applicant’s disabilities are shown or spoken about. Accommodations for the position is to be
arranged for the individual to be able to perform their duties when they are offered and/or hired
Should factors like personality, attitude toward work, and future upward mobility be considered when hiring? Explain why or why not. How does the simulation demonstrate these?
As employers look to hire employees their attitude towards working, personality and future
upward mobility should be considered when in an interview. The reasoning for this, is if an
employer were to hire an employee whose attitude towards work showed in an interview to be
disapproved of and then wonder why the other employees are coming to the employer
complaining about the newbie, it would be the employers fault for hiring the individual after
knowing the way the individual was. For another example, say an individual went in for an
interview with the employer and the individual’s attitude…