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However, the chances that we will become disabled probably are greater than you might expect. They can be susceptible to injury leads to deactivation of disability are particularly at this time.
Moreover, according to some studies, an employee of 20 years was a three in 10 risk of becoming disabled before reaching retireme cheap nfl jerseysnt age.
Alarming, is not it? This is something that the public should be concerned that a large potential to be the subject of disability would have.
With this concern, it would be interesting to see the basic information about services for disabled people as the government has made arrangements for the public good to know.In addition, knowing these benefits is relevant, especially since American workers have paid part of their paycheck into these disability welfare insurance.
United States Disability Welfare Benefits
Several Federal Disability Welfare Benefits have been waged by the government intended for use of the disabled. These benefits have been categorized according to its subject and purpose. All of them were designed as disability welfare for all qualified disabled persons.
To name some of these benefits is worth illuminating, thus:
• Social Securit authentic nfl jerseysy (SSDI) and Supplemental Security (SSI) held under the Social Security Administration (SSA)
• Disability welfare for the veterans, held by the United States Veterans Affairs
• Housing benefits for people living with disabilities, held by the U.S. Department of Housing and Urban Development
• Disability welfare for workingmen with disability, as held by the Department of Labor
• Another resource for workingmen’s disability benefits, available and sanctioned by the American Association of People with Disabilities
From the foregoing enumeration, the most and highly invoked disability benefits come from the SSDI and SSI held under the SSA and workingmen’s disability benefits administered by the American Association of People with Disabilities.
Thus, this article will discuss and illuminate in these areas.
Two main Federal Welfare Benefits
SSI and SSDI
Those covered under the Federal disability transfer policy are the SSDI and SSI. These benefits are limited to the group of individuals with disabilities who are unable to perform any substantial gainful activity.
To be entitled for these benefits, the SSA follows a common health-based disability eligibility criterion, applicable as to both, quoting “the inability to engage in substantial gainful activity, by reason of a medically determinable physical or mental impairment that is expected to result in death or last at least 12 months”.
Both the SSDI and SSI are administered by the SSA and the same adheres to the strict definition of disability. There are however apparent variance between the programs in terms of its goals and other remaining eligibility criteria.
ADA, Employment protection
A broader group of individuals with disabilities, including those who are able to work in the labor market are covered under the Employment protection policy provided under the Americans with Disabilities Act of 1990 (ADA).
This federal welfare benefit requires employers to make reasonable accommodations to workers with disabilities unless it would cause undue hardship on the operation of their business.
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Attitudes Towards People With DiWith a more open and diverse marketplace, employee attitudes and requirements to the workplace environment vary significantly. When it comes to integration of a new employee with his personal background and value into an already existent organization, a critical role is attributed to the organizational culture and the degree of openness of organization to accept a new employee. Organizational culture is shaped by members through both meanings of their actions and interpersonal work relationships. Organizational culture is the determinant of employee’s feelings, attitudes, espoused values, and overt behaviors. As such, a corporate culture that satisfies employee’s needs for safety at the same time encourages positive and healthy behavior of its’ members.
Organizations differ in the way they view dissimilarity among its employees. Organizational stories, symbols, practices reveal to employees how an actual dissimilarity will be viewed. Traditionally, diverse people were expected to assimilate to an already existent dominant culture. As such, organizations that expect assimilation cannot be considered open to the changes and diversity. In contrast, organizations that explicitly express their will to value the diversity are more successful and reach greater through a higher rate of work satisfaction.
A healthy organizational environment that encourages diversity among its’ member and provides safety and satisfaction of employee’s needs is crucial to company’s success. Consideration for the general psychological needs of employees, even though obvious, still is not applied in every organization. As such, analysis of attitudes of employees could be applied within an organization to enhance and develop a more productive and tolerant corporate culture.
Even though it is difficult to objectively estimate the level of discrimination that is based on biased perceptions of an individual with disability, the issue is omnipresent in . As much as 43 million of individuals are covered by the Americans with Disabilities Act of 1990. Even though African Americans and other racial minorities have made significant gains in their movement towards equality in employment opportunities, a significant percentage of disabled population remains unemployed. According to , as much as 66% of unemployed individual sighted other reason then personal capabilities as the major determinants of the hiring process. One of the dominant reasons is biased behavior and poor attitudes to people with disabilities.
An estimate of 43 million of people with disabilities is not a homogeneous group and perceptions of them vary. A perception of an individual with a learning disability is very much likely to be different as compared with the perception of a person with alcoholism or epilepsy. When analyzing work attitudes, the underlying factors like the type of disability matters when it comes to perception of a person. In case if a job applicant is personally responsible for own disability, he or she is likely to receive a lower evaluation from a manager. As the current research suggests, attitudes towards people with disabilities are even though multidimensional, but almost in all cases remain to be biased. Perceptions of individuals are cheap nfl jerseysdependent on overtness, risk and response associated with disability.
One of the most direct implications of this knowledge is adjustment of the counseling process. As such, a counselor should carefully consider the level of risk factors associated with the degree of overtness and the responsiveness of an individual. These factors, being the determinants of human bias, should be carefully considered and an individual with disabilities should be prepared to questions about own disability. Another possible implication is the organizations culture itself in a company that employs individuals with disabilities. An employer should think twice before implementing a one for all disabled strategy, as not only personality factors should be considered, but also the nature of disability itself.
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