Before you begin this assignment, be sure to familiarize yourself with the following laws and their amendments.
HR Hero. (2017) Americans with Disabilities Act (ADA) and ADA Amendments Act (ADAAA). Retrieved at http://topics.hrhero.com/americans-with-disabilities-act-ada-and-ada-amendments-act-adaaa/
HR Hero. (2017) Religious Accommodation (under Title VII). Retrieved at http://topics.hrhero.com/religious-accommodation/
Anti-Defamation League. (2012) Religious Accommodation in the Workplace: Your Rights and Obligations. Retrieved at https://www.adl.org/sites/default/files/documents/assets/pdf/civil-rights/religiousfreedom/religfreeres/ReligAccommodWPlace-docx.pdf
Review the sections on Reasonable Accommodation and Undue Hardship.
The U.S. Equal Employment Opportunity Commission. Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the Americans with Disabilities Act. Retrieved at https://www.eeoc.gov/policy/docs/accommodation.htmlThere are primarily two U.S. governmental agencies responsible for enforcing EEO laws. The two agencies are the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP).
In this assignment, we are focusing on the EEOC – we will consider the OFCCP in Module 2.
Address the following questions in preparing a paper of 2 to 3 page (not including cover page or reference page.)
What, specifically and succinctly, are the reasonable accommodation expectations concerning religion and disability that employers must meet under the law?
From your readings/research (stating employers by name), what are two specific private sector workplace examples of reasonable accommodations – one for religion , and one for disability?