If such a situation occurred in your workplace and you were the Director of Human Resources:
Would you deem Karina disabled under the ADAAA? If so, what reasonable accommodations would you offer to her?
From an ADA policy standpoint, what would your ideal be in terms of an employer ADAAA policy? What would your ideal be as to what the employee (Karina) should be told by the HR Department in regards to her rights and obligations pursuant to the ADAAA? From the employer policy perspective, focus on identification of reasonable accommodation requirements under applicable law, application of the legal requirements for this scenario, determinations as to whether reasonable accommodations can be made, and steps that can be taken to make specific accommodations if requested.
Your assignment should be between 500-750 words. Properly cite your sources using APA format.
This question was answered on: May 23, 2022
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