The primary focus of the survey was to determine how knowledgeable HR professionals are regarding various governmental incentives for hiring individuals with disabilities. In addition, the survey sought to find out how many companies actually take advantage of employer incentives and who in companies make decisions about using them. A secondary focus of the survey was to assess HR professionals’ attitudes and opinions regarding the impact of the ADA on the employment of individuals with disabilities; determine the level of effort companies expend in recruiting individuals with disabilities; and gain insight into senior managements' personal experiences with disabilities. Furthermore, the survey sought the opinions of HR professionals on how best to improve the employment of individuals with disabilities
People with disabilities can work and want to work. Given the growing body of evidence that demonstrates that workers with disabilities meet or exceed the job performance of co-workers without disabilities, the continuing high unemployment rate and low labor force participation rate of people with disabilities deprive the nation of a valuable pool of talent. Increasing the employment of people with disabilities produces significant benefits to the economy, the nation, and people with disabilities themselves.
Learn Psychology has produced several guides that include information and actionable advice that students can utilize to maintain mental well-being in college. With more students taking on more rigorous academic loads, now, more than ever, the need for student access to mental health resources is imperative. Key elements of Learn Psychology resources include: -- A comprehensive look at the some issues that college students may experience during their academic career; -- Tips for how to identify and cope with warning signs of mental health issues with peers; -- A list of top mental health organizations and resources students can utilize; -- Advice from a number of experts who have excelled in assisting college students with mental health issues. To access these guides, please click on View Page Now or go to: http://www.learnpsychology.org/mental-health/
The Partnership on Employment & Accessible Technology (PEAT) is a multi-faceted initiative promoting the employment, retention, and career advancement of people with disabilities through the development, adoption, and promotion of accessible technology. PEAT is funded by the U.S. Department of Labor's Office of Disability Employment Policy and is managed by the Rehabilitation Engineering and Assistive Technology Society of North America (RESNA). Guided by a consortium of policy and technology leaders, PEAT is the only entity of its kind that brings together employers, technology providers, thought leaders, and technology users around the intersecting topics of accessible technology and employment. Among other resources of interest developed by PEAT are 1) Accessible Technology Action Steps – A Guide for Employers and 2) TechCheck, a powerful but simple tool to help employers assess their technology accessibility practices and find tools to improve them. To visit the PEAT website, please click on View Page Now or go to http://peatworks.org/content/peat-tools.
The Job Accommodation Network (JAN) is the leading source of free, expert, and confidential guidance on workplace accommodations and disability employment issues. Working toward practical solutions that benefit both employer and employee, JAN helps people with disabilities enhance their employability, and shows employers how to capitalize on the value and talent that people with disabilities add to the workplace. JAN’s trusted consultants offer one-on-one guidance on workplace accommodations including Assistive Technology options, the Americans with Disabilities Act (ADA) and related legislation, and self-employment and entrepreneurship options for people with disabilities. Assistance is available both over the phone and online. Those who can benefit from JAN’s services include private employers of all sizes, government agencies, employee representatives, and service providers, as well as people with disabilities and their families. JAN is one of several services provided by the U.S. Department of Labor's Office of Disability Employment Policy (ODEP). Its development has been achieved through the collaborative efforts of ODEP, West Virginia University, and private industry throughout North America. To access the Job Accommodation Network, click on View Page Now or go to: https://askjan.org/
US Department of Transportation Federal Transit Authority This U.S. Department of Transportation (DOT) Federal Transit Administration (FTA) report provides a fresh look at paratransit and how agencies can improve service effectiveness and cost efficiency. Issued in December 2014, the report presents successful strategies for providing Americans with Disabilities Act (ADA)-compliant paratransit. It features an assessment of ADA paratransit service design models, as well as an in-depth analysis of procurement and contracting practices, the report also identifies operational practices that can enhance service quality and cost efficiency, and successful examples of alternative, inclusive service designs that can provide improved transportation for all riders. To access the full report, please click on View Page Now or go to: http://www.fta.dot.gov/documents/FTA_Report_No._0081.pdf
The U.S. Department of Justice has issued technical assistance on the obligation of testing entities, both private and public, to ensure that the test scores of individuals with disabilities accurately reflect the individual's aptitude, achievement, or the skill that the exam purports to measure, rather than his or her disability. The document discusses who is entitled to testing accommodations, what types of testing accommodations must be provided, and what documentation may be required of the person requesting testing accommodations. The document also discusses prohibited flagging policies and how test scores for test-takers receiving disability-related accommodations should be reported. For a copy of the Guidance Document, please click on View Page Now or go to: http://www.ada.gov/regs2014/testing_accommodations.html or to To find out more about the ADA, visit www.ada.gov or call the Justice Department's toll-free ADA Information Line at 1-800-514-0301 or 1-800-514-0383 (TDD).
Americans with Disabilities Act (ADA) regulations issued by the U.S. Department of Justice (DOJ) include specific provisions for the accommodation of service animals used by people with disabilities. DOJ receives many inquiries on this subject and recently issued a new guidance that answers many common questions about service animals and ADA rules. The 9-page document is intended to help covered entities understand their responsibilities under the ADA to accommodate people with disabilities and their service animals through "reasonable modifications" in policies, practices, or procedures. To access this FAQ, please click on View Page Now or go to: http://www.ada.gov/regs2010/service_animal_qa.html
The Job Accommodation Network (JAN) E-news (August 2015) celebrates the 25th anniversary of the signing of the ADA by encouraging businesses to educate the workforce about the ADA and disability employment issues. Informing employees, beyond simply posting an equal opportunity poster, can benefit businesses by creating a more knowledgeable and inclusive workforce, reducing the likelihood of discrimination through awareness, and improving productivity by recognizing value in providing reasonable accommodations. The E-news includes many ways to educate the workforce about the ADA and reasonable accommodation. To access this this month's JAN E-news, please click on View Page Now or go to: http://askjan.org/enews/2015/Enews-V13-I3.htm#5
The ADA National Network has published this Planning guide to provide information to assist planners, managers, operators and building owners in making temporary events such as conferences, sporting events and other temporary venues accessible to people with disabilities. This guide acquaints the reader with: -- The value of making temporary events accessible. -- An overview of the law. -- Planning strategies to help prevent discrimination. -- Typical barriers encountered by people with disabilities and solutions for removal. -- Methods of locating and coordinating available resources to achieve accessibility. This guide addresses most questions about how to host an accessible temporary event. For more information or to ask a question, please call the ADA National Network at their toll free number - 1-800-949-4232. To access the full Planning Guide, please click on View Page Now or go to: https://adata.org/publication/temporary-events-guide
The Job Accommodation Network (JAN) Multimedia Training Microsite provides training resources that may be used in group training or by individuals. They may easily be incorporated into larger training events. Some resources are for general audiences, some are quite specific. Also incorporate archived JAN Webcasts and podcasts to your training curriculum. To access JAN's Multimedia Training Mircrosite, please click on View Page Now or go to: http://askjan.org/training/library.htm
The Employer Assistance and Resource Network (EARN) is highlighting accommodations identified by the Job Accommodation Network for psychiatric conditions in honor of May is Mental Health Month. It is an opportune time for employers to consider ways they can support employees who may have mental health disabilities and retain valued employees. To view a number of accommodation options, please click on View Page Now or go to: http://askjan.org/media/psyc.htm
The Job Accommodation Network (JAN) provides a vast wealth of information and resources to business and individuals on accommodations. JAN publishes a periodic newsletter and their most recent JAN ENews topics includes information on the following: -- Best Practices in Establishing a Centralized Accommodation Fund --The Significance of Dress Codes under the ADA -- Leave and the ADA -- Sign Language Interpreters -- Current Trends in the Workplace: Considering the ADA and Accommodations for Employees -- New "Who I Am" Public Service Announcement from ODEP To access the most recent JAN ENews, please click on View Page Now or go to: http://askjan.org/enews/2015/Enews-V13-I1.htm
The Mathematica' Policy Research (MPR) Disability Research Consortium (DRC) has issued this report that explores the relative effects of adverse working conditions, job satisfaction, wages, worker characteristics, and local labor markets on voluntary job separations among employed workers with psychiatric disabilities. Data came from the Employment Intervention Demonstration Program, an eight-site study of employment interventions for 1,648 adults with serious mental illnesses. Results are reported in a working paper published on July 30, 2014. To view the full report, please click on View Page Now or go to: http://www.disabilitypolicyresearch.org/our-publications-and-findings/publications/reasons-for-job-separations-among-people-with-psychiatric-disabilities-working-paper
The U.S. Department of Justice (DOJ) announced on August 15, 2014, the settlement of its investigation into complaints the Judge David L. Bazelon Center for Mental Health Law filed on behalf of two Louisiana attorneys who faced discriminatory questions concerning their mental health and discriminatory requirements for "conditional" admission to the bar solely because of their mental health diagnosis and treatment. The DOJ says the agreement "ensures the right of qualified bar applicants with mental health disabilities to have equal access to the legal profession as required by the Americans with Disabilities Act (ADA)." The Department previously sent a letter to Louisiana officials in February informing them that its investigation of the Bazelon Center's complaints found that the state's policies on admission to the bar violated the ADA on several grounds, including by making discriminatory inquiries regarding bar applicants' mental health diagnoses and treatment, subjecting applicants to burdensome investigations into mental health status or treatment, and "implementing burdensome, intrusive, and unnecessary conditions on admission that are improperly based on individuals' mental health diagnoses or treatment." "We are pleased that the settlement reiterates what our complaints made clear," said Ira Burnim, the Bazelon Center's legal director. "The ADA prohibits bar examiners from inquiring into applicants' mental health conditions when the applicants' past conduct and performance demonstrate that they are fit to practice. There are state bar examiners that continue to operate under policies similar to those Louisiana had used. Those states are on notice that they also must end such policies." To learn more about the DOJ decision, please click on View Page Now or go to: http://campaign.r20.constantcontact.com/render?ca=db7146de-4952-4c29-ac85-d60a1c483ca2&c=08357320-4dca-11e3-9b0c-d4ae528e486a&ch=08c3a960-4dca-11e3-9b1e-d4ae528e486a
The Institute for Community Inclusion has developed the community rehabilitation provider (CRP) Promising Practices website to highlight stories of CRPs that are making integrated employment a priority outcome. Their practices include engaging schools and other community partners, focusing on the needs of customers, increasing staff development opportunities, and making creative and efficient use of resources. CRPs that use these promising practices increase opportunities for individuals with intellectual and developmental disabilities (IDD) to transition from school directly into community employment, or move from facility-based or group supported employment into competitive employment. Visit the site here: http://www.communityinclusion.org/doc.php?doc_id=92&type=project&id=54
The goal of the South Dakota Disability Employment Initiative (DEI) grant program, funded by the U.S. Department of Labor's Employment and Training Administration and Office of Disability Employment Policy, I is to improve the education, training, and employment opportunities and outcomes of young adults, ages 18-24, with disabilities who are unemployed, underemployed, and/or receiving Social Security disability benefits. Through the DEI grant, SD created this informative video profiling individuals speaking about their decisions regarding disclosing their disability. SD describes the purpose of the video: Every job seeker with a disability is faced with the same decision: “Should I or shouldn’t I disclose my disability?” This decision may be framed differently depending upon whether you have a visible disability or a non-visible disability. Ultimately, the decision of whether to disclose is entirely up to you. Below is a video developed by South Dakota Disability Employment Initiative with personal testimonies by South Dakotans on their choice to disclose or not disclose their disability in the education and workplace setting.
This Computer/Electronic Accommodation Program (CAP) online training includes important information on providing reasonable accommodations for wounded, ill, and injured Service members. Learn more about services and assistive technology (AT) provided by CAP to help transitioning Service members from injury to re-employment. To access this on-line training program or to learn more about other (AT) and accommodation tools, please go to: http://www.cap.mil/newsevents/Training.aspx
The Job Accommodation Network's (JAN) most recent ENews issue includes information on the dos and don'ts related to the ADA when interviewing job seekers at the application stage of the hiring process. The JAN ENews also includes information on establishing workplace policy for fragrance sensitivities and how to accommodate individuals with gastrointestinal disorders, among other updates. To view the JAN ENews, click on Download or go to: http://askjan.org/enews/2014/Enews-V12-I2.htm#2
As part of ongoing technical assistance, the Employment and Training Administration's Disability Employment Initiative (DEI) Technical Assistance Team, NDI, created a series of 30-Second Trainings that address Job Center Access. These trainings were developed for Disability Resource Coordinators and other workforce professionals to share with their Job Center staff and partners. In addition to creating the American Job Center Access 30-Second Training Series, the NDI Team also created an American Job Center Access Resource Guide that will serve as a "take-away" or desk-top resource for Job Center staff and partners. This guide contains useful information and resources found in the correct answers of the American Job Center Access 30-Second Trainings and other national, regional, state, and local resources that can support Job Center staff and partners in serving job seekers with disabilities. To access the series and resource guide, please click on Download or go to: https://disability.workforce3one.org/page/tag/1001403833465878171