Enforcing EEOC laws
As formulated, the law should endeavor to protect all categories of persons irrespective of their difference or challenges. In the United States, there is established an Equal Employment Opportunity Commission (EEOC) whose principal objective is to actualize the following labor laws; the Americans with Disabilities Act (ADA), Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act (ADEA), the Rehabilitation Act of 1973 on the Equal Pay Act of 1963 (EPA) (EEOC, 2002). The EEOC places responsibility on an employer as well as on an individual to observe and respect the rights of disadvantaged workers. Claims on discrimination based on religion and disability and retaliation, especially on protected actions should be reported to the EEOC.
Reasonable accommodation is provided under Title 1 of Americans with Disabilities Act which refers to effecting of change in the job environment or adjusting normal working conditions so that an individual with disability or different religious practice can cope and enjoy employment opportunities (EEOC, 2002). The ADA bestows upon the employer the obligation to make reasonable accommodations, especially to candidates or workers with outright disability. However, an initial obligation is on the employee to inform the prospective employer that he/she would require certain accommodations or exemptions. Various companies have adopted EEOC rules. For example, the American Airlines-Fort Worth in Texas allows for a flexible schedule during the Holy month of Ramadan and hold Eid al-Fitr dinner (Anti-Defamation League, 2012). In addition, the Google human resource department has policies that benefit the disabled such as providing low desks to the group and hearing equipment.
Under the law, reasonable accommodations are classified into three categories. First, adjustments to job application process that allows a qualified applicant with disability to be taken into consideration for that opportunity. Secondly, a customary change in the work place to enable the applicant to perform his or her functions effectively. The third category involves making changes that enable a disabled employee to realize benefits similarly to other employees without disabilities (Anti-Defamation League, 2012). The EEOC ensures that employers enforce the general guidelines under the ADEA and ADA and provide a platform for disabled employees to request for reasonable accommodation. A company with disabled employees may adopt policies that enable them to operate maximally such as providing equipment such as hearing aids, making facilities accessible, flexible schedules, modeled trainings, and floor rotations among others (Anti-Defamation League, 2012). With regard to religion, Title VII of the Civil Rights Act of l964 forbids an employer from discriminating an employee on religious grounds (HR Hero, n.d). Under religion, reasonable accommodation refers to measures aimed at reducing conflict between an employer’s religious practice and work requirements. This does not result to undue hardship on the employer, for instance, incurring more than minimum costs when accommodating such a worker (HR Hero, n.d.). The employees have an obligation to inform their employers of religious commitments so as to avoid conflict between job duties and religious practices.
An employer should bend attendance rules so as to ensure that an employee is adequately catered for to ensure their maximum productivity (HR Hero, n.d). For instance, with regard to dress code, once an employee has demonstrated that certain attires are important for his/her religion, an employer should accommodate such a person by easing a little on dress code rules. However, these should not interfere with the professional code of dressing at the workplace. Therefore, employers have a responsibility of ensuring that they meet reasonable expectations, especially on issues religion and disability.
Anti -Defamation League. (2012). Religious Accommodation in the Workplace: Your Rights and Obligations.
Equal Employment Opportunity Commission. (2002, October 17). The U.S. Equal Employment Opportunity Commission.
HR Hero. (n.d) ADA Accommodations for Employees and Job Applicants.