Abstract Previous studies have not always resulted in consistent results on the success or lack of success while mainstreaming students with disabilites and special needs. The paper shows, however, that in 50 studies comparing the academic performance of mainstreamed and segregated students with mild handicapping conditions, the mean academic performance of the integrated group was in the 80th percentile, while the segregated students score was in the 50th percentile. This paper proposes a study to prove the marked improvement in the scholastic achievement of mainstreamed ADHD students participate.
Table of Contents:
Introduction
Questions to be Asked by Parents / School
Ethical Questions
Definition of Subject / Participants
Hypothesis
Definition of Procedure
Sample Evaluation Form
Bibliography
From the Paper "Prior to mainstreaming, the family needs to be informed of what will transpire if the move to a regular classroom does not work out. What if a bully in the art class makes fun of the child s disability? Who handles that, if the teacher cannot always control the bully? What if the child is an African-American and the class he is moved into is largely Caucasian, with redneck roughnecks in the back of the room making racially inappropriate remarks? What if the child is Middle Eastern, with a name such as Mohammed, and rude boys in the new class re-name him bin Laden or another derogatory title?"
Abstract This paper studies the rules and regulations presented to the people by the area of law that provides anti-discriminatory laws, thereby offering equal employment opportunities to all the people entering and wanting to be the part of the corporate world. The second part of the paper applies this knowledge and the information given in the first part of the paper to a problem or an issue faced in an organizational setting.
Outline
Part One: Equal Employment Opportunity and Anti-Discriminatory Laws
Title VII of the Civil Rights Act of 1964
All About Religious Discrimination
All About Race-Color Discrimination
All About Pregnancy Discrimination
All About National Origin Discrimination
The Age Discrimination in Employment Act of 1967
The Equal Pay Act of 1963 (EPA)
Employment Non-Discrimination Act (ENDA)
Employment Discrimination Against Gays and Lesbians
The Civil Rights Act of 1991
The American With Disabilities Act
Part Two: Review of An Organizational Problem Based on Race/Color Employment Discrimination
From the Paper "Law offers equal opportunity in employment to all the citizens worldwide with the aid of Equal Employment Opportunity Commission. This is done because the people of the world particularly those that constituted the under privileged lot felt a strong need to speak up their minds and raise their opinions against the discrimination that is prevalent in varied forms at different levels of the society. Thus in order to curb the problem of discrimination in the employment sector, the Equal Employment Opportunity Commission abbreviated as EEOC came into existence under Title VII of the Civil Rights Act of 1964 and started functioning on July 2, 1965 (U.S. EEOC: An Overview, Office of Communications and Legislative Affairs, 1998). Thus, with the aid of the drafting and implementation of several anti-discriminatory laws, the Equal Employment Opportunity Commission provides its citizens with the employment opportunity that strictly forbids discrimination at all grounds and on all basis and in any form."
Abstract Workplace violence, which is the second most common cause of death at work, often gets little or no attention. This paper first discusses the three groups that the Department of Justice has classified as workplace violence. It then looks at the cost to businesses, the warning signs of workplace violence, and ways of preventing it.
From the Paper "In spite of the steady rise in workplace violence, including everything from robberies to raging employees to stalking and domestic violence by third parties, IOMA found that more than 20% of the companies they questioned had no formal policy, and almost 40% had no training programs, either for management or rank and file employees. Even more startling, about 10% didn?t even have any system for tracking complaints when they occurred. A company cannot implement a thoughtful and effective workplace violence prevention policy and program if they are not even keeping track of the risk within their own walls."
