Challenges of Terminating Employees with Illness or Disability

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Running head: HUMAN RESOURCE MANAGEMENT LAW
Issues Dealing with Human Resource Management Law
Name
Institution
Author’s Note

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HUMAN RESOURCE MANAGEMENT LAW
Terminating employees with Illness or disability can be challenging
Introduction
Within any organization, there are vast types of employees known to be originating from
different backgrounds. At the same time, there are those who are disabled but one important
thing about them is that they possess the required skills that are required to perform various
functions within the organization. Within each and every organization where all the employees
are known to be attached, irrespective of all their physical conditions, they are always protected
by the spirit of brotherhood that allows all of them to work together without discriminating on
another on the basis of age, gender or even race (Birdi et al., 2016). At some point, there are
those organizations that might be having an employee or even a specific group of employees
who might be experiencing some illness related conditions or eve they might be disabled due to
various factors that they were able to encounter within the surrounding environment (ChuangH
& Liao, 2010).
The issue of terminating such employees who are known to be having some illness related
conditions or disability is something that can be really challenging both the entire organization
together with the senior management officials who are known to have the capability of
coordinating a vast range of operations within the organization’s boundaries. Before the
termination of such kind of employees takes place, various individuals who know the benefits of
ethics normally ask themselves a variety of questions regarding the entire situation (Birkinshaw,
Bresman & Håkanson, 20160. It is a decision that might be looking simple but yet it can lead to
the emergence of one of the strongest impacts that is capable of adequately affecting the entire
organization in term of its performance. Moreover, it might even go as far as spoiling the entire

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organization’s reputation thus creating a bad image across various personalities who are known
to be existing in the outside boundaries of the whole organization (Brewster, Wood & Brookes,
2017). This paper therefore aims towards providing on of the strongest and reliable information
pertaining how challenging it can be to terminate various employees known to be having some
form of illness or even the ones who have some disability related conditions. Moreover, the
paper also aims to provide further recommendations that are also reliable with an intention of
creating awareness across a wide range of personalities for them to be aware of what is taking
place in relation to the entire situation. Implementation of a vast range of ethical considerations
is vital thing that is also going to be discussed throughout this paper thereby creating some
boundaries regarding what should be done together with what should always be avoided when
making decisions that are meant to terminate the employees with a particular organization (Truss
et al., 2016).
How challenging terminating employees with illness or disability?
Aforementioned, there are quite a number of challenges that are likely to emerge as a result of
terminating the employees with illness together with the ones who are known to be having
various forms of disability. Various top management officials that are attached to specific
organizations are likely to find it very difficult to terminate the employees with such
characteristics since they are fully protected by the law and any efforts that are geared towards
terminating any one of them without following the appropriate regulations can be termed as an
offense thus anyone who is involved in such actions is likely to be charged according to what the
law states. On the other hand, terminating such employees requires a deep analysis of various
situations together with the consideration of a wide range of ethical implications since when they
are terminated from their work environments it is not only them who are going to suffer but also

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their families who are left back at home. These personalities are also on the mission of providing
for their families and therefore terminating them from work as a result of their illness conditions
or even their disability is something that is going to add them more and more burden in their
lives (Guest, 2011). On the other hand, terminating the employees with illness and disability is
something that is totally unethical since it brings on board some conditions that are related to
discrimination (Paré & Tremblay, 2017). One thing that makes the entire situation to develop
various aspects of discrimination is that it will lead to the elimination of the employees with
illness and disability without any apparent reason yet they have the qualifications and the
required skills that are needed to perform various tasks within their respective work
environments (Ferris & Judge, 2016).
How statutory job protections fully impact on managing the employees with illness and
disability
In relation to the recent case decisions that were made with an intention of addressing various
aspects of the law, statutory job protection is known to have impacted on the management of the
employees having some illness and disabilities (Jabbour & de Sousa Jabbour, 2016). One of the
major impacts that is associated with the statutory job protections is that is has worked hard to
fight for the rights of these personnel thus giving them one of the best opportunities to carry out
their operations without any disturbance or even discrimination from the rest of the individuals
who might be existing either at the internal part of the organization or even at the external
environment. The statutory job protections have been able to do this by creating an equality
platform that clearly indicates that these individuals also have the right to perform various tasks
just like the rest of their counterparts provided that they have the skills and qualifications that are
required within their work environment (Hecklau, Galeitzke Flachs & Kohl, 2016). On other