William worked for a utilities company, Power,Inc., in an installation and maintenance
position which sometimes required that William use man-lift equipment and climb utility
poles. William was obese, and the utility company had safety regulations that required that
employees who worked in William’s position not weigh more than the load limits of the
equipment that was regularly used in that position. William weighed more than the safe load
limits of the equipment used in his position, so his supervisor made sure that the job
assignments given to William did not require him to use the man lift equipment or to climb
utility poles.
As part of a regular workers’ compensation insurance review, the insurance company for
Power, Inc. determined that William’s weight presented an unreasonable risk of injury if he
continued to work in the installation and maintenance position, so William’s supervisor
advised William that he would have to lose weight in order to continue being employed by
Power, Inc. Although William tried to lose weight, he was not able to lose enough to satisfy
the insurance company. William said his inability to lose weight was due to the fact that he
suffered from a lack of self-confidence and that he had never been able to control his weight.
When William did not lose the weight necessary for him to perform his duties safely as
determined by the insurance company, he was terminated. Did Power, Inc. improperly
discriminate against William on the basis of a disability?
Must Be Minimum of 300 Words.
ANSWER:
Discrimination against Disability
According to the US Equal Employment Opportunity Commission, whenever an
employer treats an employee with a disability in spite of being qualified person, it is
called discrimination based on disability. But, according to the clause, employee must
have fulfilled the requirement for the job (US Equal Employment Opportunity
Commission, 1997). In the case of Power inc. and William, William is not able to fulfill the
criteria for the job. There is need of a person who weighs less than the weight of climb
utility. It is for the benefit of employee himself. Insurance company would be covering
incidents only if the employee is weighing less than weight of climb utility.
William was given advice by his supervisor to reduce his weight to avoid the termination.
But, unfortunately, he was not able to do so. Organization was having no option other
than terminating him from the position. Only the person with desirable weight was
required for the job. In case of any accident, person on the job can be insured only if the
person weighs according the norms. It becomes organization’s responsibility to take care
of its employee (Moran, 2014). If William was not terminated by the company, and
unfortunately he would meet an accident, whole blame would be coming on organization
itself. To avoid such situation, it was a good decision to terminate William. It was
position which sometimes required that William use man-lift equipment and climb utility
poles. William was obese, and the utility company had safety regulations that required that
employees who worked in William’s position not weigh more than the load limits of the
equipment that was regularly used in that position. William weighed more than the safe load
limits of the equipment used in his position, so his supervisor made sure that the job
assignments given to William did not require him to use the man lift equipment or to climb
utility poles.
As part of a regular workers’ compensation insurance review, the insurance company for
Power, Inc. determined that William’s weight presented an unreasonable risk of injury if he
continued to work in the installation and maintenance position, so William’s supervisor
advised William that he would have to lose weight in order to continue being employed by
Power, Inc. Although William tried to lose weight, he was not able to lose enough to satisfy
the insurance company. William said his inability to lose weight was due to the fact that he
suffered from a lack of self-confidence and that he had never been able to control his weight.
When William did not lose the weight necessary for him to perform his duties safely as
determined by the insurance company, he was terminated. Did Power, Inc. improperly
discriminate against William on the basis of a disability?
Must Be Minimum of 300 Words.
ANSWER:
Discrimination against Disability
According to the US Equal Employment Opportunity Commission, whenever an
employer treats an employee with a disability in spite of being qualified person, it is
called discrimination based on disability. But, according to the clause, employee must
have fulfilled the requirement for the job (US Equal Employment Opportunity
Commission, 1997). In the case of Power inc. and William, William is not able to fulfill the
criteria for the job. There is need of a person who weighs less than the weight of climb
utility. It is for the benefit of employee himself. Insurance company would be covering
incidents only if the employee is weighing less than weight of climb utility.
William was given advice by his supervisor to reduce his weight to avoid the termination.
But, unfortunately, he was not able to do so. Organization was having no option other
than terminating him from the position. Only the person with desirable weight was
required for the job. In case of any accident, person on the job can be insured only if the
person weighs according the norms. It becomes organization’s responsibility to take care
of its employee (Moran, 2014). If William was not terminated by the company, and
unfortunately he would meet an accident, whole blame would be coming on organization
itself. To avoid such situation, it was a good decision to terminate William. It was
