One of the biggest challenges of managing a business of your own is the understanding of employment law. If you are the only worker in your business, this matter of employment law need not be your immediate concern. However, if you have people working in your company, a knowledge of employment law is a must.
Employment law covers a number of employment-related aspects, which you will not even be aware of till you are right in the middle of a critical issue that requires your immediate attention. One of the employment aspects that this law covers is the employment of the disabled. When viewed from two different angles, this is what the law reveals: you have to throw your company open to all who wish to work in it, and you have to hire the disabled.
How to Hire a Disabled Person
If you don’t have any idea about hiring a disabled person, you had better contact the US Business Leadership Network. It comprises over five thousand American employers who aim at employing disabled people. They accomplish this task by creating a number of jobs for the disabled in various businesses.
Employment of the disabled in a sensitive area, and it is imperative that you understand this law very well. The law protects the disabled from being discriminated against. Disabled people who feel that they have suffered discrimination can sue the company.
Tips for Disabled Employees
If you are a disabled person who wants to lodge a complaint against discrimination, you should first study and know the employment law well. For instance, you can lodge complaint only if the offence is related to employment-related factors such as hiring, accommodation, training, benefits, promotion, or dismissal, to mention a few.
Before filing a complaint against discrimination research the various aspects of the law. Seek legal assistance if you don’t understand certain aspects of it. If you are a private sector employee, the set of laws that protect your interests are different from those that protect public sector employees. The various acts of these laws comprise timelines within which you have to complain. So, if you feel you have a reason to complain, don’t hesitate. Act immediately.
As per employment law, your duty is to try to resolve the problem as quietly as possible. First determine if your company has a conflict resolution policy for minor, internal disputes. Many companies do have such policies, and instead of going to court first, you could try an Alternate Dispute Resolution (ADR) procedure that could consume less time and money.