Accommodating dyslexia in the workplace

Posted by / 15-Nov-2017 09:42

There often appears to be a gap between the individual’s potential and actual achievement.

This is why learning disabilities are referred to as "hidden disabilities": the person looks perfectly “normal” and seems to be a very bright and intelligent person, yet may be unable to demonstrate the skill level expected from someone of a similar age.

Quick links: Modules | Fees and Funding | Entry Requirements | How to apply The Language, Literacies and Dyslexia programme, is aimed at teachers, language teachers, speech and language therapists and other professionals working with children, young people and students in further and higher education at pre-16 and FE/HE education levels who have difficulties with learning literacy skills.

This distance learning masters level programme is essential for practitioners seeking to become specialist practitioners, employable to assess and teach learners with dyslexia and literacy difficulties of school age or in further/higher educationin monolingual as well as bi/multilingual contexts.

For example, Title II of the ADA protects qualified individuals with disabilities from discrimination by the state or local government.

The ADA was passed by Congress in 1990 as Public Law 101-336, and signed into law by President George H. Therefore, as of 2009, significant changes in the law have taken place with respect to employment rights under the ADA. 471 (1999), the United States Supreme Court held that mitigating measures should be used when determining whether an individual was substantially limited in one or more major life activities.

In particular, the ADA-AA now expressly defines the terms major life activities and substantially limits, which it had previously left undefined and for interpretation by either the courts or the U. Equal Employment Opportunity Commission through administrative regulation. In rejecting this holding from Sutton, the ADA-AA now expressly rejects the mitigating measures case law that followed Sutton in almost all circumstances.

Under the law, EEOC must provide reasonable accommodation to qualified employees or applicants with disabilities,[1] unless to do so would cause undue hardship.

EEOCs Procedures fully comply with the requirements of the Rehabilitation Act of 1973.

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These Procedures replace those issued in February 2001.

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