12 Dec Which of the following Is Not a Disability Protected by Law Brainly
Example: A heterosexual employee is ridiculed because of his sexual orientation, implying that he is gay. The people making the comments don`t know for sure if he`s gay or not. The employer knows that this employee is not gay and dismisses these comments as harmless jokes. In this case, the employee is protected by the Code and it can be established that the employer has contravened the Code. Once an employer has hired a person with a disability, the employer is required to make arrangements to the extent possible so that the person can do his or her job as easily as other employees in similar positions. For example, if she is in a wheelchair, the employer can ensure that her desk is at an appropriate height so that she can work comfortably. Her workplace could be close to the office entrance, with free passage to the elevator, accessible washrooms, meeting rooms, and the desks of colleagues she has to work with. If her job allows, she may sometimes be allowed to work from home. Arrangements should also be made for signage, communication and other accessibility factors, including an evacuation plan that their staff are aware of. Devices used by people with disabilities to access the Internet include screen readers, which translate text on the screen into speech, and voice control software, which translates voice commands into mouse clicks and keystrokes. According to the Americans With Disabilities Act (ADA), “the term `disability` means that a person has or is considered to have a physical or mental impairment that significantly limits one or more of his or her most important activities in life.” Caused by injury, illness or illness, or neurological, chemical or developmental factors, severe disabilities affect about 12 percent of the U.S.
population. As with most social changes, advocacy must play a major role here. It was aggressive advocacy by people with disabilities and the organizations that support them that facilitated the passage of the Americans with Disabilities Act, and advocacy continues to be important in refining what equal access and opportunity means for people with disabilities in the United States. Advocacy is what will change attitudes and laws in countries that do not currently recognize the rights of persons with disabilities or that do not go far enough in pursuing equal opportunities and non-discrimination. 13. The establishment, strengthening and expansion of national funds for the compensation of victims should be encouraged. Where appropriate, other funds may also be established for this purpose, including in cases where the State of which the victim is a national is unable to compensate the victim for the damage. The “Baltimore seats,” created after a lawsuit for America`s crippled veterans, are now often included in newly built Major League Baseball stadiums. This type of seat allows a stadium seat to be moved for wheelchair users if necessary. According to the ADA, there should be enough accessible seating to accommodate at least 1% of the stadium`s capacity (for example, this would represent at least 1,000 accessible seats in a 100,000-seat stadium). Any discrimination, such as access to health care and the means and rights to achieve it, shall be based on race, colour, sex, language, religion, political or other opinion, national or social origin, property, birth, physical or mental disability, health status (including HIV/AIDS), sexual and civil orientation, political, social or other situation. that are intended or have the effect of impairing the equal enjoyment or exercise of the right to health.
In the second half of the 20th century. In the nineteenth century, the rights and needs of persons with disabilities were increasingly understood and taken into account. In 1990, the United States passed the Americans With Disabilities Act, which recognizes and codifies these rights and needs in a set of standards for access to physical areas (the ability to enter, move freely, and use public buildings and spaces) and opportunities (access to employment, services, education, entertainment, etc.) for persons with disabilities. The United Nations followed suit in 1993 with the United Nations Standard Rules on the Equalization of Opportunities for Persons with Disabilities. To date, more than 50 countries around the world have passed laws or interpreted or rewritten their constitutions to reflect the rights of persons with disabilities. More recently, since 2008, the UN Convention on the Rights of Persons with Disabilities has been ratified by at least 21 countries (although the United States has not yet adopted it). Example: A plant specialist successfully applies for a position in her field. However, a pre-employment medical exam shows that his spine looks slightly different from the norm. The medical examination also shows that she could perform the normal duties of the position in question and that she has no functional limitations. The employer perceives that she has a “disability” and does not hire her. It is discriminatory.
This definition does not mean that workers must be 18 years of age before they can be protected under the Code. Employees under the age of 18 are protected for other Code reasons, such as sex, race, disability, etc. The Equal Employment Opportunity Commission provides information on federal laws that make it illegal to discriminate against an applicant or employee on the basis of race, color, religion, sex (including pregnancy), national origin, age (40 years of age or older), disability, or genetic information. It also provides information to employers on prohibited practices. While “persons with disabilities” sometimes refer to a single population, they are in fact a diverse group of people with a wide range of needs. Two people with the same type of disability can be affected in very different ways. Some disabilities may be hidden or difficult to spot. Example: Women with disabilities may feel very vulnerable to sexual harassment and assault.
Inappropriate gender-related comments or behaviours, which may not be considered problematic by some, may be considered particularly offensive or threatening to a woman with a disability. The right to equal treatment without discrimination on grounds of sex also applies to gender identity and pregnancy, both of which are the subject of specific Commission policies and will be discussed in more detail below. 3. The provisions hereof apply to everyone, without distinction of any kind, including race, colour, sex, age, language, religion, nationality, political or other opinion, cultural belief or practice, property, birth or marital status, ethnic or social origin and disability. There are periods in the life and personal development of almost all people who present challenges that can lead to temporary states of depression or anxiety, all of which can resemble the symptoms of long-term mental disabilities. However, these are not actual disabilities because, in most cases, they are resolved relatively quickly by the natural life course, and although they can cause emotional pain at that time, most people can continue to function while coping with them. True mental disabilities can be: The following links provide information from the CDC`s National Center for Birth and Developmental Disabilities on some disability-related health issues: Basically because everyone is a human being and therefore a moral being. The majority of individuals, if shown to violate the personal dignity of others, will try to refrain from doing so. In general, people don`t want to hurt others.
In addition to the moral sanctions of one`s own conscience or the conscience of others, however, in most countries of the world, there are now laws that oblige governments to respect the basic human rights of citizens, even if they are not prepared to do so. The reason for “sex” is not specifically defined in the Code, although it is generally considered to be related to the biological sex of a person, male or female. Men and women enjoy equal protection for this reason. The raison d`être of “gender” also includes a broader notion of “gender,” which can be described as the social characteristics attributed to each gender. The Code protects men and women from harassment and discrimination in the workplace, including assumptions about their job skills stemming from stereotypes about how men and women “should” behave, dress or interact. These changes stem from the Ontario Court of Appeal`s decision in Halpern v. Attorney General of Canada, in which the Court defined marriage as “the voluntary union for life of two persons to the exclusion of all others.” The Canadian government did not appeal this decision, and Ontario became the first jurisdiction in Canada where same-sex couples could legally marry. In 2005, a number of provincial statutes, including the Code, were amended to amend the definitions of spouse and marriage and eliminate other heterosexist biases. 40h In July 2005, the Civil Marriage Act was signed, which legalizes same-sex marriage across Canada by defining civil marriage as “the lawful union of two persons to the exclusion of all others.” The reason for disability also specifically protects injured or disabled individuals who apply for or receive benefits under Ontario`s Workplace Safety and Insurance Act (WSIA). It is not necessary to prove that the condition itself is a disability, but only that these benefits have been claimed or received, or that it is intended to claim such benefits.