classified disable under the Americans with Disabilities Act of 1990

Issue- The question is, are two twin sisters with myopia, classified disable under the Americans with Disabilities Act of 1990 (ADA) to rule out whether United Airlines, Inc. discriminated against them, or not
Rule- Statutory Law. Complaint filed with the Equal Employment Opportunity Commission (EEOC) seeks to find just cause that discrimination was present due to the inability to meet a requirement for a position
Analysis- The two sisters failed to provide sound evidence that their complaint holds enough merit as being discriminated against; EEOC cannot identify their impairment as being defined by the ADA for legal action
Conclusion- The two plaintiffs are found to be incapable of meeting the requirements for the intended position, yet, qualifications and requirements are met for other positions within the same company
Despite the type of employment, one acquires, the matter of discrimination within the workplace is never an easy discussion topic to have. It is, however, brought up some way or the other. After viewing the different cases for this week’s discussion questions, legal actions taken have provided greater insight on how the judiciary system handles its cases.

Sutton v. United Air Lines, Inc.

This case at first appears to be of a sensitive matter for the petitioners. Two sisters, whom of which feels as if they’ve been discriminated against by, United Air Lines, due their eye impairment. However, the courts have found that the issue in question doesn’t constitute validity under any act, nor statute and they failed to prove otherwise. This is so due to the definition—outlined by the Americans with Disabilities Act of 1990 (ADA).

They weren’t discriminated against by the airline. They just didn’t meet the requirements needed to execute all responsibilities and duties expected for the position in which they applied for but, were, if desired; met requirements for others. No controls set forth by the airline was stated and the decision-making was aligned with the ADA’s guidelines. By implementing current software tools that in which flags potential candidates that may have special inabilities to perform specific job functions can assist HRM professionals prior to interviewing. This will help avoid potential discrimination cases and help place the right person in the right position on a broader scale.

When a potential candidate undergoes an assessment to see if they meet the minimum qualifications required for their position in the categories of experience, skills, and knowledge, the same rules must apply for physical and mental capacity, as well.

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