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Please write a discussion post reply to the attached discussion post. Must be at least 450 words with at least 3 scholarly citations in APA format. Sources must have been published within the last five years. Must also integrate a minimum of 2 citations of scriiptural support as well as the textbook. Bible is not a reference.
Instructions for post are here: Diversity of the healthcare workforce is a current trend as detailed in Module 1: Week 1. The Equal Employment Opportunity Commission (EEOC) enforces Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), the Equal Pay Act of 1963 (EPA), and the Rehabilitation Act of 1973. Select 1 law you believe is important to employees and provide a brief descriiption of that law and its impact on employees. How can association policies or employer policies be used to supplement legal requirements if an organization would like to protect its employees or clients from discrimination? Defend your answer(s). Pot you will reply to is here: One law that is important for employees is the Americans with Disabilities Act (ADA), which provides the same level of protection to those with disabilities that are given to minorities and other protected groups under the Civil Rights Act of 1964 (McConnell, 2021). The ADA does not allow employers to deny an applicant because the applicant cannot complete minor or nonessential activities associated with the job (McConnell, 2021). However, for this law to benefit the employee, the employee must disclose that they have a disability during the hiring process or when the disability arises (McConnell, 2021). It has been found that individuals who request accommodations due to their disability had a higher success rate of obtaining the accommodations if the request was done in an informal fashion and if the employee did not mention the ADA (Dong et al., 2020). This law impacts employees by providing a sense of confidence that they cannot be discriminated against due to a disability as long as they are able to complete the job’s major functions. Another beneficial aspect is this law is always expanding to include more diagnoses as legal challenges continue with this law (McConnell, 2021). This act provides protection to the employee; however, it also provides protection to the employer and the organization. If the employee cannot perform the major functions of the job, then the organization is able to end their employment agreement and hire someone that is able to meet the demands of the position (McConnell, 2021). Additionally, if the employee does not disclose that they have a disability, then they are not protected and the organization does not have to make accommodations (McConnell, 2021). Supplemental Employer Policies
The use of supplemental employer policies could be seen as a positive or a negative depending on the policy. However, policies can be implemented, managed, and enforced by the human resource (HR) team (McConnell, 2021). These policies must meet the requirements of the law at a minimum but could exceed the requirements to provide additional coverage to staff (McConnell, 2021). However, other policies could be put into place that violate the ADA and the employee’s rights. An area for healthcare staff that has been quite controversial is the enforcement of vaccinations. These policies can violate the ADA if enforcement is pursued. This can be seen when an employee has an underlying condition that may create an increased risk to side effects or other ailments due to receiving the vaccination (Yang et al., 2020). However, there is a clause in the ADA that states employers can permit mandatory vaccinations; however, there must be reasonable accommodations that can be implemented if the employee cannot participate (Yang et al., 2020). The employer does not have to provide accommodations if it will mean a change in the workplace would cause significant increase in expense for the company (Yang et al., 2020). However, these policy implications can be subjective to constitutional restrictions (Kaminer, 2023). If the policy being implemented stems from a government regulation requirement, then it is subject to constitutional restrictions; however, if a privately owned company wanted to enforce a vaccine mandate then this is a private decision and not subject to constitutional restrictions (Kaminer, 2023). Therefore, either of these policy enforcements can lead to a shortage of healthcare employees and professionals to handle the community they serve. Biblical Integration
Galatians 5:14 states, “For the entire law is fulfilled in keeping this one command: “Love your neighbor as yourself” (New International Version Bible, 2011). This verse indicates that as Christians we are to treat everyone we encounter with respect. The same level of respect we would want to have given to us. Therefore, this verse indicates there is no room for discrimination against individuals with disabilities. Healthcare organizations are required by law to not discriminate, which is seen through the ADA. However, having a relationship with God would also deter Christians from conducting themselves in this manner, whether or not certain laws had been implemented. Conclusion
The ADA is an important law that provides protection to those that are disabled, which includes more than physical disabilities; however, the employee must disclose that they are disabled in order to have protection (McConnell, 2021). It provides the opportunity for accommodations to be implemented for employees to meet the requirements of the position; although, it also protects the employer as staff must be able to complete the required functions of the job (McConnell, 2021). Some employer policies can be used to provide further protection; however, in healthcare this can also be seen in mandatory vaccination policies where a disabled individual may not be able to take the vaccination due to possible consequences (Yang et al., 2020). References Dong, S., Geyer, P., Hinton, T., & Chin, A. (2020). Accommodation request strategies among employees with disabilities: Impacts and associated factors. Rehabilitation Counseling Bulletin, 63(3), 168-178. https://doi.org/10.1177/0034355219834630Links to an external site.
Kaminer, D. (2023). Vaccines in the time of COVID‐19: Using vaccine mandates to teach about the legal and ethical regulation of business. The Journal of Legal Studies Education, 40(1), 53-84. https://doi.org/10.1111/jlse.12130Links to an external site.
McConnell, C.R. (2021). Human resources management in Healthcare Management: Jones & Bartlett.
New International Version Bible. (2011). Zondervan. (Original print in 1978). Yang, Y. T., Pendo, E., & Reiss, D. R. (2020). The americans with disabilities act and healthcare employer-mandated vaccinations. Vaccine, 38(16), 3184-3186. https://doi.org/10.1016/j.vaccine.2020.03.012Links to an external site.
Textbook is: McConnell, C.R. (2021). Human resources management in Healthcare Management: Jones & Bartlett. ISBN: 9781284155136. Link for textbook: https://mbsdirect.vitalsource.com/reader/books/9781284205329/epubcfi/6/2[%3Bvnd.vst.idref%3Dicover]!/4/2/2%4051:3 Login credentials for textbook: