By harpreet kaur 02513703912

Someone who is disabled has an illness, injury or condition, that tend to restrict the way they live their life, especially by making it difficult for them to move about. employee who is working for the organization will be termed disabled if he/she is suffering from an illness which restricts them from performing their job effectively.

1. Disabled - while employed : i.e. the person was

fit and sound during the start of employment relationship, however, during the tenure of his/her service he turned disable, which can be either: a) On-the-job: This is during the work hours while working at premises. b) Off-the-job: This is not at work premises, but surely after the start of employment relationship

2.. Disabled - prior to employment: Here the

employer is well aware of the disability yet employ the person for the job. 1. Disabled - while employed: There can be short- and long-term disability (5TD and LTD).While dealing with such a case the employer must follow the following procedure.

The Interactive Process, whereby through an informal open discussion with the disabled employee, the precise job related limitation imposed by the employee's disability are being realized and how those limitations could be overcome with a reasonable accommodation. Even if the department's ability to accommodate the employee's disability seems doubtful, the department must still conduct a good-faith interactive process.

Job Accommodation: Modification of job duties, job environment and/orwork schedule. Modified Work: Lateral transfer into an existing position for which employee is qualified. Transferable Skills: Transfer to "demoted" position or position of lesser terms/conditions ("last resort accommodation."]. Alternate Work: However, consideration should be given to his present salary and the distance of the new work place from his residence.

There could be any form of disability namely: Mental health Physical Disability Learning Disability which the employer is aware of prior to employment. But still considers their employment as a part of social responsibility, alongside trusting their capability to perform the task fit for them.

Attracting talented disabled candidates can be problematic. Experience of leading employers suggests that multiple (project based) recruitment tends to attract more disabled candidates than single-post advertising. Employer needs to build a brand which symbolize welcome and fair treatment.

Consider offering work experience and internship opportunities to disabled people. Sector based initiatives can help to change people's views of working in a particular industry.