As reported by Guangzhou Daily, Lin Zhiyong, the chairman of a company that makes paper for various devices, told his workers that their year-end bonuses had been...
Fair (and I’d actually just come back to edit that I realise this isn’t in the US), but the point still stands - this is blatant discrimination, no matter where it’s happening…
ADA only requires “reasonable accommodation”. A couple alternatives to running were presented, indicating the company is willing to cooperate with the specific needs of workers. That the article fails to mention any specific accommodations for handicapped workers does not mean that such accommodations won’t be made.
A blanket policy covering all disabled employees is not ADA compliant. Accommodations are supposed to be made on a case-by-case basis, based on the specific needs of the specific employee. Without knowing the capabilities and needs of a specific employee, we cannot determine what would constitute a reasonable accommodation.
Yes, strictly applying this policy to disabled employees would be discriminatory, but there is precisely zero evidence suggesting that it will be applied that way.
Chinese company. No idea what disability discrimination laws they have in place, if any.
Fair (and I’d actually just come back to edit that I realise this isn’t in the US), but the point still stands - this is blatant discrimination, no matter where it’s happening…
For sure. I’d be first in line to complain if I worked there… assuming my mobility impairment didn’t get in the way of that 😅
Lol, same… 😬
ADA only requires “reasonable accommodation”. A couple alternatives to running were presented, indicating the company is willing to cooperate with the specific needs of workers. That the article fails to mention any specific accommodations for handicapped workers does not mean that such accommodations won’t be made.
A blanket policy covering all disabled employees is not ADA compliant. Accommodations are supposed to be made on a case-by-case basis, based on the specific needs of the specific employee. Without knowing the capabilities and needs of a specific employee, we cannot determine what would constitute a reasonable accommodation.
Yes, strictly applying this policy to disabled employees would be discriminatory, but there is precisely zero evidence suggesting that it will be applied that way.