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

Employment Law - Essay ExampleSummary Based on the randomness availed from this organization we get to know that the employer does not have a plan to ask 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 implemented is that the employee with AIDS should be recognized as disabled. Since according to the adenosine deaminase act, disability cases be assessed on a case to case basis and this should include the employee torture from AIDS. As a recommendation the employee dumbfounding 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 at heart the operationplace. As a result, the employer in this case should adhere to the provisions of the ADA and not to conduct human immunodeficiency virus/AIDS testing at t he workplace currently or in the future. In the process of preventing tune disruption, the employer should come up with a strict adherence policy that allows all co-workers to work together disregarding of their medical 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 too implement a policy that allows all employees to learn all laws and policies that deal with workplace employment. This would sanction the company to implement policies concerning disability within the company. Moreover, the company should come with a policy whereby co-workers are sceptred with education concerning illnesses and disabilities. This policy will enable company employees to understand various issues concerning disabilities and make them more patient in interacting with either ill or disable patients (Blanck, 2009). The implementation of a non-discrimination policy for employees will financial aid 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 scheme 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 planning. 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 track employees with AIDS in terms of wor k assignments and proper working conditions. Most AIDS afflicted individuals suffer greatly from stigma and thus training will create 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