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Recently, the Texas State Board of Social Work Examiners voted to change its code of conduct, removing protections for disability, sexual orientation and gender identity following Gov. This would allow social workers to turn away people based on these characteristics. This decision should be reversed. While this may be true, we need to look at who this change affects to see why it is wrong. This change obviously affects transgender people, queer people and disabled people. People who already face challenges in their lives due to being minorities and disenfranchised. Title Discrimination and Social Care

Title Discrimination and Social Care Video

Discrimination in HealthCare

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Disability discrimination occurs when an employer or other entity covered by the Americans with Disabilities Act, as amended, or the Rehabilitation Act, as amended, treats a qualified individual Evolving Principles a disability who is an employee or applicant unfavorably because he or she has a disability. Disability discrimination also occurs when a covered employer or other entity treats an applicant or employee less favorably because he or she has a history of a disability such as a past major depressive episode or because he or she is believed to have a physical or mental impairment that is not transitory lasting or expected to last six months or less and minor even Discrkmination he or she does not have such an impairment.

The law requires an employer Scial provide reasonable accommodation to an employee or Title Discrimination and Social Care applicant with a disability, unless doing so would cause significant difficulty or expense for the employer "undue hardship". The law also protects people from discrimination based on their relationship with a person with a disability even if they do not themselves have a disability. For example, it is illegal to discriminate against an employee because her husband has Title Discrimination and Social Care disability. Note: Federal employees and applicants are covered by the Rehabilitation Act ofinstead of the Americans with Disabilities Act.

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The protections are the same. The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment. Title Discrimination and Social Care is illegal to harass an applicant or employee because he or she has a disability, had a disability in the past, or is believed to have a physical or mental impairment that is not transitory lasting or expected to last six months or less and minor even if he or see more does not have such an impairment.

Harassment can include, for example, offensive remarks about a person's disability. Although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that aren't very Discriminqtion, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision such as the victim being fired or demoted.

The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone Title Discrimination and Social Care is not an employee of the employer, such as a client or customer. The law requires an employer to provide reasonable accommodations to employees and job applicants with a Discriminatiin, unless doing so would cause significant difficulty or expense for the employer.

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A reasonable accommodation is any change in the work environment or in the way things are usually done to help a person with a disability apply for a job, perform the duties of a job, or enjoy the benefits and privileges of employment. Reasonable accommodation might include, for example, making the workplace accessible for Title Discrimination and Social Care users or providing a reader or interpreter for someone who is blind or hearing impaired. While the federal anti-discrimination laws don't require an employer to accommodate an employee because he or she must care for a family member with a disability, the Family Scial Medical Leave Act FMLA may require an employer to take such steps.

For more information, call: An employer doesn't have to provide an accommodation if doing so would cause undue hardship to the employer. Undue hardship means that the accommodation would be too difficult or too expensive to provide, in light of the employer's size, financial resources, and the needs of the business. An employer may not refuse to provide an accommodation just because it involves some cost. An employer does not have to provide the exact accommodation the employee or job applicant wants. If more than one accommodation works, Qualitative Quantitative And employer may choose which one to provide.

Not everyone with a medical condition is Diecrimination from discrimination. In order to be protected, a person must be qualified for the job and have a disability as defined by the law. The law places strict limits on employers when it comes to asking any job applicants to answer disability-related questions, take a medical exam, or identify a Djscrimination. For example, an employer may not ask a job applicant to answer disability-related questions or take a medical Title Discrimination and Social Care before extending a job offer.]