Reasonable accommodation defined

Title 1 of the ADA prohibits employers from discriminating against qualified individuals with disabilities. It requires covered employers to provide reasonable accommodation to the known mental or physical limitations of a qualified person with a disability, unless doing so would create an undue hardship on the employer. The meaning of the basic terms used to define Title I of the ADA are discussed below. 

Section 101(8) defines a qualified individual with a disability as any person who, with or without reasonable accommodation, can perform the essential functions of the employment position that such individual holds or desires. Consideration shall be given to the employer s judgment as to what functions of a job are essential, and if an employer has prepared a written description before advertising or interviewing applicants for the job, this description shall be considered evidence of the essential function of the job. The Equal Employment Opportunity Commission (EEOC) provides additional clarification of this definition an individual with a disability who satisfies the requisite skill, experience and educational requirements of the employment position such individual holds or desires, and who, with or without reasonable accommodation, can perform the essential functions of such position. ... 

Safety professionals should note that Title 1 provides that if a company or organization does not make the reasonable accommodations for the known limitations of a qualified individual with disabilities, this action or inaction is to be considered discrimination. However, if the company or organization can prove that providing the accommodation would place an undue hardship on the operation of the business, the claim of discrimination can be disproved. Section 101(9) defines reasonable accommodation as ... 

Safety and health professionals should recognize the important and pertinent issue of direct threat to the safety and health of the individual or others. Safety and health professionals should recognize this situation when the treatment of the disabled individual, as a matter of fact or due to prejudice, is believed to be a direct threat to the safety and health of themselves or others in the workplace. This sensitive issue often places the burden directly on the shoulders of the safety and health professional to evaluate and render a decision that will impact not only the individual with a disability but also the company or organization. To address this issue, the ADA provides that any individual who poses a direct threat to the health and safety of others that cannot be eliminated by reasonable accommodation may be disqualified from the particular job. The term direct threat to others is defined by the EEOC as creating a significant risk of substantial harm to the health and safety of the individual or others that cannot be eliminated by reasonable accommodation. The determining factors that safety and health professionals should consider in making this determination include the duration of the risk, the nature and severity of the potential harm, and the likelihood that the potential harm will occur. ... 

Only if the employer can prove that providing the accommodation would place an undue hardship on the operation of the employer s business can discrimination be disproved. Section 101(9) defines a reasonable accommodation as ... 

For these reasons, high-risk, high vulnerability is the terminology chosen for this discussion, because it is both inclusive and accommodates those individuals and populations whose needs may not be clearly defined during the preparedness phase of the disaster continuum. It should be clear, however, that this choice does not settle the argument, which will continue indefinitely. 

Oral administration is the most popular route due to ease of ingestion, pain avoidance, versatility, (to accommodate various types of dmg candidates), and, most importantly, patient compliance [119]. In addition, solid oral delivery systems do not require sterile conditions and are, therefore, less expensive to manufacture. Orally delivered pharmacologically active compounds must have favorable absorption and clearance properties, and satisfactory metabolic stability to provide adequate systemic exposure to elicit a pharmacodynamic response. If the compounds possess reasonable physicochemical properties have low to intermediate clearance and reasonable absorption, adequate oral bioavailabdity may be achieved [120]. Indeed, oral bioavailability, defined as the rate and extent to which the active dmg is absorbed from a pharmaceutical form and becomes available at the site of dmg action [121], is influenced by several factors including solubility, permeability, intestinal and liver metabolism, rapid biliary and other efflux pump-mediated excretion, and conditions in the gastrointestinal milieu [122,123]. Thus, both absorption and elimination processes determine the oral bioavailability F of a given dmg. Accordingly, F can be estimated as... 

Once you know the function of your paper and have identified its audience, review your material for completeness or excess. Then, organize your material into the standard format introduction, experimental details or theoretical basis, results, discussion, and conclusions. This format has become standard because it is suitable for most reports of original research, it is basically logical, and it is easy to use. The reason it accommodates most reports of original research is that it parallels the scientific method of deductive reasoning define the problem, create a hypothesis, devise an experiment to test the hypothesis, conduct the experiment, and draw conclusions. Furthermore, this format enables the reader to understand quickly what is being presented and to find specific information easily. This ability is crucial now more than ever because scientists, if not all professionals, must read much more material than their time seems to allow. 

---