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A disabled person is an individual whose probability of finding, retaining, and advancing in employment is phenomenally reduced due to a recognized physical, mental, intellectual, or sensory impairment (Spellman & Bieber, 2011). Our company, Lesly Group of Companies, is a multi-national consortium that manufactures steel products. Several offshore small companies rely on the administrative arm of its headquarters in Pittsburg, USA. It has been involved in hiring and integrating people with disabilities into its workforce since its inception in 1987. In the early 1990s, it declared all forms of discrimination, including origin, disability, gender, color, nationality, health, and religion, as illegal in its premises.
It has cultivated that culture with augmentation of it in its mission goals. The company has organized several projects such as information day for disabled students to learn and meet the industry’s requirements. They are subsequently selected and offered permanent positions at the company’s branches. In some other branches, it has introduced on-job training for disabled people in various areas such as housekeeping, kitchen areas, and laundry free of charge and without any hidden costs (Spellman & Bieber, 2011).
Our company provides several modalities for an employee to be accommodated in the company with matters concerning disability. One of the steps followed is the proof of the disability, either a clinical proof or if it is evidently physical enough. Another proof is an official declaration by the employee of his/her inability to disseminate services normally as previously at the time of admission.
Finally, the company needs proof of any preferential treatment or handling that the employee expects to be given in his/her future dissemination of occupation duties and, if applicable, a change in the level of salary in line with the number of duties he/she is subjected to in the future (Spellman & Bieber, 2011). All in all, the company enhances accommodation for disability by providing an environment where employees with disability can discharge their duties conveniently while enjoying equal benefits and privileges to those provided to other employees of normal status.
In the event of an injury, minor or major, occurring at the workplace, the employer must provide medical facility for the employee, compensation if the accident attracts such measures, and a statutory paid sick leave. All accidents within the company’s premises are normally reported and recorded in the accidents books for the assessment on how to compensate and avoid the occurrence of such accidents in the future. Other injuries that are disabling but occur outside the company premises are normally outside the employer’s control, and they usually do not attract any compensation from the employer.
If the employee becomes sick or disabled with no relation to the occupation that he/she is involved in for the company, the employer is not liable to his/her welfare. Subsequently, his/her disability to disseminate occupational requirements as required may necessitate his/her dismal. A written contractual form signed articulating this position is important to avoid disparities. This policy is not fair to an extent, as the employer’s benevolence to employees should be extended out of their realms of the company; this creates an attachment and a sense of loyalty by the employee for the company (Spellman & Bieber, 2011).
References
Spellman, F., & Bieber, R. (2011). Physical Hazard Control: Preventing Injuries in the Workplace. Washington DC, USA: Government Institutes.
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