Accomodating company

The program of the internship is defined in agreement with the internship tutor within the host company, who will monitor and evaluate the trainee.

As regards the practical application of theoretical knowledge of the trainee, the company must give the trainee tasks and responsibilities that correspond with the qualifications and skills set out in the diploma they are studying towards.

However, once an employee informs you of his or her disability, you must engage in what the law calls a "flexible interactive process" -- essentially, a brainstorming dialogue with your worker to figure out what kinds of accommodations might be effective and practical.

You do not have to give your worker the precise accommodation he or she requests, but you must work together to come up with a reasonable solution.

In addition, JAN, in partnership with the West Virginia University School of Social Work (formerly School of Applied Social Sciences), interviewed 1,157 employers between June 28, 2008, and July 31, 2016.However, it is the responsibility of the company to cover possible social security costs related with the reception of trainees.The trainee can claim no salary from the host company.The main federal law is called the Americans With Disabilities Act (ADA), and it and similar state laws have changed the face of the American workforce by prohibiting discrimination against people with disabilities and by requiring employers to accommodate the disabilities of employees -- and applicants -- when possible.The ADA and most state laws protect "qualified workers with disabilities." Thus, someone must be a qualified worker and must have a legally recognized disability to be protected by the ADA. A qualified worker is a worker who can perform most basic and necessary job duties, with or without some form of accommodation.

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