Research Paper on:
Physically Handicapped Hiring Guidelines

Unformatted Sample Text from the Research Paper:
disabled individuals who may interview for the open positions. With the implementation of the American Disabilities Act (1992) the federal government has finally put real teeth into the handicap  access laws. In 1994 the ADA affected more persons and businesses than ever before by lowering its compliance threshold. Now, any company that employs more than 15  workers must make reasonable accommodations for disabled employees, both in the workplace and in the hiring process. Moreover, the passage of the ADA mandated the removal of not only  architectural barriers, (resulting in physical accessibility and safer buildings); but it was also instrumental in the removal of communication barriers (See Also The Americans with Disabilities Act of 1990,  Titles I and V, 2001). This essay examines the issues relevant to a supervisor/ managers role when interviewing (and ultimately hiring) a forty-something, obese and apparently physically handicapped or  impaired man. Additionally, what can and should be done to facilitate his interview process under the current federal statutes, and what should be done to augment his transition into  his new workplace surroundings is also detailed. The ADA does not require employers to have written job descriptions. Nevertheless, most  of its literature suggests that properly prepared job descriptions are critical in complying with its regulations. Job descriptions can be a valuable tool in the recruitment, selection, hiring, and  accommodation assessments needed for successful ADA programs. Furthermore, strict guidelines dictate what human resources personnel can and cannot do with respect to individuals covered under the ADA, and the  necessary legal compliance. Recruiters or interviewers must be trained with regard to inquiries that are permissible under these new laws needs (Reasonable Accommodation Under the ADA, 2001).