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A reasonable accommodation is an adjustment made in a system to accommodate or make fair the same system for an individual based on a proven need. That need can vary. Accommodations can be religious, physical, mental or emotional, academic, or employment-related, and law often mandates them. Each country has its own system of reasonable ...
failure to make a "reasonable adjustment". "Reasonable adjustment" or, as it is known in some other jurisdictions, 'reasonable accommodation', is the radical [citation needed] concept that makes the DDA 1995 so different from the older legislation. Instead of the rather passive approach of indirect discrimination (where someone can take action ...
Tasks in the test were selected to be teachable, learnable, and have a positive effect on academic success. For example, a meta analysis by Beesley and Apthorp (2001) identified summarizing as a key academic skill for promoting learning. [17]. The authors repeated the meta analysis on a larger data set in 2010, the conclusion of which was ...
Accordingly, under s 6(3)(c), the duty to make reasonable adjustments included transferring an employee to "fill an existing vacancy" and this can include the possibility that a disabled person be placed at the same or higher grade without any competitive interview if that is reasonable under the circumstances.
Adjustment disorder occurs when there is an inability to make a normal adjustment to some need or stress in the environment. [2] Those who are unable to adjust well are more likely to have clinical anxiety or depression, [ 3 ] as well as experience feelings of hopelessness, anhedonia , difficulty concentrating, sleeping problems, and reckless ...
For example, a student may be placed into the special education programs due to a mental health condition such as obsessive compulsive disorder, depression, anxiety, panic attacks or ADHD, while the student and his parents believe that the condition is adequately managed through medication and outside therapy. In other cases, students whose ...
The Court of Appeal (Ward, Sedley and Hooper LJJ) dismissed Mrs O'Hanlon's appeal and held in favour of the Revenue. It held that it would be invidious for an employer to have to determine whether to increase sick pay payments for everyone, or separate a disability related element out, merely because it created additional financial hardship for a disabled claimant.
The Worker Adjustment and Retraining Notification Act of 1988 (the "WARN Act") is a U.S. labor law that protects employees, their families, and communities by requiring most employers with 100 or more employees to provide notification 60 calendar days in advance of planned closings and mass layoffs of employees. [1]