Management

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timer Asked: Feb 9th, 2019
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Please use APA format, please use 3 scholarly references for in-text-citations with page numbers for each question.Please use reference, please include page numbers in every question cite. Please write 500 words before reference is added to bottom.

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Please use APA format, please use 3 scholarly references for in-text-citations with page numbers for each question. Please use reference, please include page numbers in every question cite. Please write 500 words before reference is added to bottom. Complete analyses on the case study and respond by Sunday by 11:59pm CT. Please make sure you use proper academic resources and proper APA standards for each answer. A call center representative suffered from a rare condition known as “brittle bone disease” that permanently confined him to a wheelchair. The call center has a strict policy on tardiness. Employees are penalized for reporting to work or returning from lunch more than three minutes late. The representative was frequently late, especially returning from lunch. His tardiness was caused by a variety of factors including an insufficient number of disabled accessible parking spots in the company lot, a policy of not assigning specific cubicles to representatives, cluttered aisles that made it difficult to maneuver between cubicles, and lack of equipment in some cubicles. The representative requested that he be given a grace period of an additional fifteen minutes when returning from lunch. He would be responsible for working the same total amount of time, but he would be allowed to start a few minutes later if needed. Adjusting his work schedule in this manner would have eliminated almost all of the incidents of tardiness. His supervisors refused the grace period request and terminated the representative. 1. Did this employer fail to reasonably accommodate this employee? (Please use APA format, please use 3 scholarly references for in-text-citations with page numbers for each question. Please use reference, please include page numbers in every question cite. Please write 500 words before reference is added to bottom). 2. Under which Law or Act is this employee possibly covered? Please use APA format, please use 3 scholarly references for in-text-citations with page numbers for each question. Please use reference, please include page numbers in every question cite. Please write 500 words before reference is added to bottom. 3. What would be a “reasonable” accommodation in this case? Please be specific.Please use APA format, please use 3 scholarly references for in-text-citations with page numbers for each question. Please use reference, please include page numbers in every question cite. Please write 500 words before reference is added to bottom. ...
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TutorLeal
School: University of Virginia

Attached.

OUTLINE
INTRODUCTION
BODY
CONCLUSION


Running Head: POLICY ON TARDINESS

Americans with Disability Act
Student’s Name
Professor’s Name
Institutional Affiliation
Date

POLICY ON TARDINESS

2

Question one
This case about the employer accommodating the employee was quite complicated.
According to this report the employee was actually affected by this condition while he was
already a member of the company. This business policy is very clear and there are no
exceptions that have been made. I believe that the employer in this case was not reasonable
by failing to accommodate this employee; there are so many reasons that support this
employee. First of all, there should be uniformity when it comes to the business policies as
well as the law. If in any case this employer decided to deny the employee the grace he asked
for it meant that his or her services will be terminated. The grace would mean that the policy
was subject to adjustment to fit the individuals which would compromise the provisions of
the law. The management and many employers normally want to make the employees and
other stakeholders to be equal before the set rules and regulations. So in as much as the
element of uniformity and equality before the policy is concerned the employer was not right
by the move of failing to accommodate the employee.
The other reason why I think the employer failed to reasonably accommodate the
employee is on the basis of trying to avoid future loopholes in the law. If this particular
employee was accommodated by the employer, his or her service provision would remain
advantageous to the company so long as the plea for more time is headed. This would
definitely build a good reputation for the organizations. It is very important to make the
business rules very strong and straight forward by making it reasonably flexible to suit
individuals both physically fit and challenged feel comfortable working by them (Tushnet,
2017, pp. 34).
This call center as it appears did not put into consideration the issues like the
employee being unable to perform properly due to their status or disabilities. This is basically

POLICY ON TARDINESS

3

why the facilities did not make it easy for the individual in the wheelchair. According to this
issue the way it appears the employee actually developed the condition while working for the
organization, if he was employed with that condition he would have ev...

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Anonymous
Tutor went the extra mile to help me with this essay. Citations were a bit shaky but I appreciated how well he handled APA styles and how ok he was to change them even though I didnt specify. Got a B+ which is believable and acceptable.

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