Could please check my witting and help me to make sure I have met the teacher expectation:Must have 3 sources

• In this part you will review the impact of the topic/law on how it impacts businesses, employees, and stakeholders. Example, see both sides. If there is a Quid Pro Quo happening, it not only impacts the victim but the other employees morale. How can companies prevent this issue? How are stakeholder impacted, such as the community around, customers, and business to business. What does being discriminated against do to the employee?How business avoid discrimination?
• Make sure the in-citation is correct also.
• Here is my writing:

Impact of Disability Law in Business

Picture yourself with a disability that prevents you from performing your dream job because the employers think that you could not do it. What would the consequences be? According to Disability Discrimination and Employment Decisions explain that businesses that do not comply with the request of employee with disabilities are violating the title I of the American with Disabilities Act (ADA) because the Act forbids discrimination against eligible individuals with disabilities in all aspects of works, including hiring, firing promotions and remunerations. But what does being discriminated against have to do with the employee? Businesses discriminate when they treat that person differently due to her or his disability. This paper will review the impact and implications of disability law in business.

To start with, businesses can avoid discrimination based on disability by following the requirements set forth by the law. This can be done by accommodating employees with disabilities by making reasonable adaptations to the work environment or the way work is done. To illustrate, Geyer explains that the Americans with Disabilities Act established the conditions in which managers are compelled to respond to informal and formal petitions for accommodations. Also, by implementing a discrimination and harrasment policy because this action is illegal and employees are protected under the ADA. Those reasons are important to businesses because it will help them to eliminate bad practices such as discrimination based on disability.

Also, Hartnett, explains that employers are willing to be in compliance with the ADA by accommodating their employees by 43.9% and employers with decision pending are 11.2% while 13. 3% reported that they don't accommodate their employees. This data clearly shows that the majority of businesses are willing to cooperate with people with disabilities. In short, under the ADA, employers are required to provide reasonable accommodations to employees with disabilities because the implication of ADA is that it prohibits any mistreatment against individuals with any type of disability..

Finally, businesses that commit any form of discrimination directed toward a worker who has a disability may result in serious repercussions not only for the business but for the stakeholders and professionals. If it is suspected that the business discriminates against an employee because of their disability, the company may be held accountable for damages. These damages may include back pay, expenses for attorneys, and punitive damages. In addition, the company may suffer reputational damage if the discrimination is proven.

On the other hand, disabled employees are negatively affected too. Hartnett explains that employers are directly affected by factors such as unhappiness, unproductivity, and most importantly their morality.

To conclude, the findings presented and discussed on this paper have implications for people with disabilities, employers, and professionals. Thus, this practice of discrimination based on disability should be eliminated to ensure a favorable, secure and healthy workplace in which all individuals should be treated equally in order to make a company a better workplace.

Work Cited

"Disability Discrimination and Employment Decisions."US EEOC, https://www.eeoc.gov/disability-discrimination-and-employment-decisions.

Geyer, Paul D. "Practical Considerations in Accommodation Seeking by Employees with Disabilities Under Conditions of Compelled and Voluntary Management Responsiveness."Journal of Rehabilitation, vol. 88, no. 2, Apr. 2022, pp. 21-25.EBSCOhost,chabotcollege.idm.oclc.org/login?url=https://https://search.ebscohost.com/login.aspx?direct=true&AuthType=ip,uid&db=a9h&AN=158397295&site=ehost-live&scope=site&custID=chabo.t

Hartnett, Helen P., et al. "Employers' Perceptions of the Benefits of Workplace Accommodations: Reasons to Hire, Retain and Promote People with Disabilities."Journal of Vocational Rehabilitation, vol. 34, no. 1, Feb. 2011, pp. 17-23.EBSCOhost,https://doi.org/10.3233/jvr-2010-0530.