While the form and formulations of legislation governing disability rights will, in their specifics, vary from one country or region to another, the spirit of many of these laws is essentially the same everywhere: to allow the job-capable disabled to participate in work through legislated protections and assistance for them.
For instance, in many jurisdictions, the relevant legislation stipulates that a disabled person must be considered for a job if he or she is medically declared able to perform the duties required in the job. If a disabled person has taken up a job, the employer shall provide adequate infrastructure in order to ensure the job is done adequately.
Disability legislation can apply not only to the workplace but to educational institutions as well. Where they are in effect, such laws mandate that educational institutions will render equal benefits to each student, without disability-based discrimination. Effective disability-rights legislation is facilitated by sustainable development programs introduced by the government for disability rights implementation. Within this framework is embedded the ideal that persons with disability must be provided sufficient resources to maintain a standard livelihood.
Common formulations of disability rights include the provision that the disabled be allowed to access the same data and information regarding any subject as an able person would access. In some jurisdictions, an organization that employs fifteen people or more must make attempts to recruit a disabled person if he or she qualifies for the job.
Likewise, in some rights formulations, the employer cannot compel anyone to participate in a medical test before joining the company. In such instances, it is entirely a candidate's decision if he or she wants to disclose any particular disability when it does not affect his/her performance in the job. Instances of non-disclosure of disabilities are likeliest for invisible disabilities such as any chronic disease or mental illness that do not impair job performance.
When starting, changing or merely wondering about the disability rights appertaining to a (current) job, it is important for disabled employees to familiarize themselves with the specific provisions of disability rights legislation in the jurisdiction governing the new, prospective or existing job.
For global, national and specific regional disability rights reports, information and perspectives, visit sites like these:
- http://www.idrmnet.org/ (International Disability Rights Monitor)
- http://drpi.research.yorku.ca/ (Disability Rights Promotion International)
- http://www.ada.gov/cguide.htm (a U.S. Justice Department guide)
- http://www.hreoc.gov.au/disability_rights/ (Australian government guide)
- http://www.preservearticles.com/201101233658/complete-information-on-the-rights-of-a-disabled-person-in-india.html (article about disability rights in India)
- http://www.everybody.co.nz/page-ccd5ca86-35bd-4cec-9ff1-d6c8fd8dcb6d.aspx (New Zealand)
- http://www.1800wheelchair.ca/news/post/disability-rights-in-canada.aspx (Canada)
- http://hongkong.angloinfo.com/information/36/disabled.asp (Hong Kong)
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