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Walgreens Leads The Way In Utilizing Workers With Disabilities

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Workers with Disabilities The case study called Walgreens Leads the Way in Utilizing Workers with Disabilities covers how Walgreens innovative and progression vision improved not only disabled workers proficiency but also the rest of their workforce. Walgreens strategy requires treating all employees the same for traditional and disabled for job performance, pay, and standards and thus to create a sustainable model for the future (Walgreens.com, 2018). Seeking out disabled workers taps into an under represented employment demographic and allows companies to receive federal aid to offset upfront costs for facility modifications. Additionally, hiring a disabled veteran offers even more benefits for employers outreaching to these valuable members of society. Nearly 55 million Americans have a disability and less than 40% of working aged disabled have stable employment compared to nearly 80% of the rest of the population (Hernandez, et al., 2012). Although traditional managers and companies enjoy stating they would be …show more content…

Furthermore, non-profits companies’ hire more middle level and upper management positions while traditional companies hired mainly basic level or seasonal workers (Hernandez, et al., 2012). Similar beliefs exist between traditional and non-profit managers however; their actual hiring practices vary significantly. Walgreens and other companies whom hire disabled workers understand by reaching out to this untapped market they foster goodwill to an entire working class that creates worker bye into the company vision. Disabled worker innovate daily as part of their life and bring that thinking to companies improving their efficiency in unexpected ways (Mizrahi, Wilson, & Shields, 2014). Common misconceptions about disabled workers continue to persist but several advantages exist between disabled workers and their

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Regrettably, stereotypes associated with physical and mental disability in society often lead to discrimination against veterans in the workplace. In the things

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Disabilities that may affect productive capacity include blindness, mental illness, mental retardation, cerebral palsy, alcoholism, and drug addiction.” (Dept. of Labor). In this paper we will take a look at the pros and the cons of Goodwill employment policies, and we will try to answer a question “ Is Goodwill’s wage policy fair and ethical in todays society? There is no doubt about it that Goodwill is doing what most of the companies don’t, and that is hiring people with disabilities. In many cases it is not about the paycheck for the disabled employees, it is about doing something meaningful and fulfilling.

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What specific physical and emotional challenges do the increasing number of disabled veterans face in the workplace? Veterans who are done serving, even those that are still at present serving naturally expect regard and adoration from the general population of our general public for doing such an "honorable" demonstration. Our general public today, in advanced United States; troops are looked for after in light of the fact that their support of our nation is thought to be a fantastic and caring act. Veterans said they felt more reason in the military than in their corporate occupations. Numerous referred to far less brotherhood with their groups at work, and the individuals who were no more driving other individuals as they had in the military

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There are still problems dealing with specific disabilities and reforms for health care policies and their correlation with ADA. The limitations were caused by improper analysis of factors such as gender and ethnicity that affect the person with disabilities (Harrison, 2002). This is because it is difficult to interpret the effects of ADA for those with the aforementioned individual characteristics and the influence on outcomes that relate to quality of life. Termination is also needed of policies that limit access to government funds and insurance in order to make well-paying jobs attainable for disabled people (Harrison, 2002). With supplemental security income and disability insurance expenditures increasing it is becoming very hard to qualify for disability programs because a large portion is going to people under the age of twenty-seven (Harrison,2002).

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Disabled people who do manage to make their way into the work force tend to encounter numerous disadvantages such as advancement and on average earn around one quarter of the income of their able bodied counterparts (Barnes, Mercer & Shakespeare 1999, p.110). In addition, the majority of well paid, high skilled, and rewarding positions are commonly taken by non-disabled people (Barnes, Mercer & Shakespeare 1999, p.111). It is possible that employers are not interested or unmotivated to make possible changes or allowance for physically disabled people within their organization

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The Americans with Disabilities Act of 1990 (ADA), signed by President H.W. Bush, set out improve the “overall lifestyle” of the disabled American. While it is hard to define what that lifestyle may be and the components that make up it, the act set out to improve a variety of important factors of everyday life. While the list of coverage is extensive, the paper will focus on the factors that affect the disabled worker and their ability to interact efficiently in the workplace environment. The Americans with Disabilities Act ensures equal and fair employment, workplace accommodations, education and training, transportation, and healthcare. These basic factors of the American lifestyle contribute to the overall efficiency of the workplace.

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One in 10 veterans return disabled post service primarily because of combat (Veterans Inc.). A handicapped veteran limits their job exploring opportunities as they feel lame, or incapable. In return this inhibits their transition into civilian life, an imperative step to avert homelessness. Studies show that serious injury exists as the second biggest reason vets struggled to adapt (Morin). Physical disabilities lead to unmotivated spirits to acquire employment, and easy routes towards destitution.

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According to the Ability Center, The Americans with Disabilities Act of 1990 (ADA) makes it unlawful to discriminate in employment against a qualified individual with a disability. The ADA also, outlaw’s discrimination against individuals with disabilities in State and local government services, public accommodations, transportation and telecommunications (Blanck 5). This document explains the part of the ADA that prohibits job discrimination. The U.S. Equal Employment Opportunity Commission along with State and local civil rights enforcement agencies, work to enforce this part on the law (Blanck). The law unquestionably improved the lives of people with disabilities in many ways, especially by enhancing their access to businesses and public places.

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 Veterans struggle to gain employment because of culture gaps between civilian society and military pasts.   The government needs to make it easier for veterans by giving veterans a chance to work and get the treatment they need to

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Barriers to employment are decreased through services that address psychological, vocational, social and behavioral issues (O’Sullivan & Bates, 2014). Moreover, services include, but are not limited to, psychological and vocational assessments, individual and group counseling, training, job placement, and assistive technology. Public sector rehabilitation counselors are known to work with more severe disabilities and

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Physical and mental injuries affect a veteran's chance of getting a job drastically. These veterans have serious injuries that they suffered from defending and fighting for our country. Now when they return, they find that their injuries are causing them to be put at a disadvantage in the job market. The National Coalition for Homeless Veterans says that “47,725 veterans are homeless on any given night”. That is around 9% of all homeless people and more than half of that 9% is between 18 and 30(Faq About Homeless Veterans).

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They bring a different view point, equal in more teamwork with employees, and are capable at doing something if they really want to; this not only has to do with just people who suffer from post-traumatic stress disorder, but also people with other mental disabilities. Employers report that accommodations provided to workers with disabilities typically cost little or nothing but are generally effective and “worth the investment”, in terms of retaining experienced workers and increasing productivity as well as improving organizational culture and climate,” (Kaye, Jans, and Jones). If the person did not have the disability when born and has one now, before they could have gone to college, knew what they wanted to do in their career, and now their disability is just a setback. Both a PTSD individual or another individual with a different disorder is applying for a job, it means they want to be there and can do their best job possible. Not only will a company benefit from hiring someone with a disability, but they person will also benefit as well.

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Our nation’s veterans and the governmental support for their disability have been an issue for a long time now. The disabled often struggle with poverty and are reliant on the government to support them because of their inability to work. Imagine being disabled, perhaps bound to a wheelchair, and being entirely dependent on the government to compensate for that. The inability to do certain daily activities alone is a scary thing, and having to live with that is even more terrifying. This is why veterans need support from the government and other organizations especially.

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A business can’t fire an employee who is disabled – People with disabilities are protected by the law and employers will be penalized if such an employee is dismissed because of this reason. The Americans with Disabilities Act 1990 prohibits employment discrimination against qualified applicants or employees with a physical or mental disability (Reference for Business, n.d.). Disabled persons most often assume that they can’t be fired because of their disability. It is common for employers to be hesitant on firing these employees because of the fear of litigation even if they have not acted unlawfully. But this doesn’t mean that an employer CANNOT fire or discipline that employee (Kielich, 2015).

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Frontiers in Psychology, 11. https://doi.org/10.3389/fpsyg.2020.567401 Lindsay, S., Cagliostro, E., Leck, J., Shen, W., & Stinson, J. (2018). Disability disclosure and workplace accommodations among youth with disabilities. Disability and Rehabilitation, 41(16), 1914–1924. https://doi.org/10.1080/09638288.2018.1451926 Roberts, S. O., Bareket-Shavit, C., Dollins, F. A., Goldie, P. D., & Mortenson, E. (2020).

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