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.
“Diversity” may often be associated solely with individuals who represent multi-cultural minority groups. However, it is representative of individuals who exhibit a myriad of unique and differing attributes, characteristics and life experiences. Diversity is evident in aspects of race, culture, religion, age, language, gender, disabilities, sexual orientation, class and any traits which make us different from one another. Along with the nation’s growing diversity is a rise in globalization, in which communities, cultures and economies around the world have become more interconnected through the expansion of technology, communication and trade. As a result, all types of associations and the public sector must aim for the highest quality and most effective workforce to compete in a global marketplace.
Employer Assistance and Resource Network (EARN) has released information on accommodation enhancements and tools that employers can utilize for their employees with disabilities. All employees need the right tools and work environment to effectively perform their jobs. Similarly, people with disabilities may need workplace adjustments, or accommodations, to maximize their productivity. Having a clear process for requesting and providing accommodations is an easy step small businesses can take to send a clear signal about their commitment to a disability-inclusive workforce. Whether they realize it or not, accommodations are something most employers provide—to employees both with and without disabilities—every day. They span the tangible, such as certain technologies or special chairs or desks, to the non-tangible, such as a flexible schedule or the opportunity to telecommute. Regardless, most accommodations are no or low cost, while yielding considerable direct and indirect benefits through increased retention and productivity. To access more information on approaches employers can utilize, please click on View Page Now.
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/
The Employer Assistance and Resource Network (EARN) has issued Disability Etiquette in honor of National Disability Awareness Month. The norms for being courteous and respectful to people with disabilities, including co-workers, are generally the same as those for being courteous and respectful to all people. National Disability Employment Awareness Month is an opportune time to ensure employees, especially those who may be new to an organization, understand this. To help in doing so, the Employer Assistance and Resource Network offers a primer, including tips for communicating with people with different types of disabilities. To access this resource, please click on View Page Now or go to: http://askearn.org/refdesk/Inclusive_Workplaces/Etiquette
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 US Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) has released a new interactive tool to help federal contractors assess their compliance with the affirmative action program (AAP) requirements of Section 503 of the Rehabilitation Act. The Checklist for Compliance with Section 503 of the Rehabilitation Act of 1973 was developed by OFCCP in coordination with the US Department of Labor Office of Disability Employment Policy. While contractors are not required to use it (and using it doesn't ensure compliance), doing so may prove beneficial in enhancing awareness of AAP obligations and flagging potential problem areas in need of correction. To access this interactive tool on Section 503, please click on View Page Now or go to: http://www.dol.gov/ofccp/regs/compliance/ChecklistforCompliancewithSection503_JRF_QA_508c.pdf
The Employer Assistance and Resource Network (EARN) conducted this webinar in celebration of 25th anniversary of the Americans with Disabilities Act (ADA) and released the archive in early August 2015. This webinar showed how companies, recognized as top employers for people with disabilities, actively align disability inclusion with corporate goals to strengthen their brand, both internally and externally. To access this webinar archive, please click on View Page Now or go to: http://www.askearn.org/m-archive.cfm#2015-07-09_webinar
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
National Employer Policy, Research and Technical Assistance Center for Employers on the Employment of People with Disabilities (EARN) has issued a Fact Sheet to help employers capitalize on the value and talent that people with disabilities offer America’s workplaces. The Federal Government offers a number of tax credits for employers. Overall, these incentives are intended to serve two purposes: 1) to encourage the hiring of individuals with disabilities, and 2) to support modifications and accommodations designed to enhance the accessibility of the workplace and productivity of workers with disabilities. This new Employer TA Center fact sheet provides an overview of these incentives and links to further information. To access the Fact Sheet, please click on View Page Now or go to: http://askearn.org/docs/AskEarn_TaxIncentives_factsheet.pdf
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 U.S. Department of Labor Office of Disability Employment Policy (ODEP) has issued this framework that identifies promising employment policies and practices for recruiting, hiring, retaining, and advancing qualified individuals with disabilities. It is a guide for employers who want to ensure that their workplaces are truly diverse and inclusive. And it is a valuable tool, with proactive and dynamic human resource strategies, for employers who want to be successful in today’s diverse and global markets. To view the full report please click on View Page Now or go to: http://www.dol.gov/odep/pdf/BusinessStrategiesThatWork.pdf
This video highlights how the Disability Program Navigators (DPN) facilitated the establishment of an Integrated Resource Team (IRT) in Worksource Center, Portland, Oregon, and its applicability in American Job Centers nationwide. The IRT brings various partners (private and public, mandated and non-mandated) from a myriad of agencies/organizations (e.g., American Job Centers, Vocational Rehabilitation Agencies, mental health, developmental disabilities, etc.) across multiple systems to leverage resources, coordinate services/programs, and reduce duplication to better serve the individual customer with a disability and/or multiple employment challenges. The ultimate goal of the IRT is to get the person with a disability a job; not just any job but a quality, non-stereotypical job that provides a living wage, career lattice opportunities, benefits, and reflects the individual’s interests, experience, education/training goals, and desires. It also represents the blending and braiding of resources around an individual customer with a disability' to meet their employment needs. This video tells the story of how the IRT approach worked to assist a customer, who is deaf, receive training at his local community college and a paid internship, with the goal of finding a higher paying job. Please click on View Page Now to view the video.
The Disability and Employment Community of Practice (CoP) is focusing on the importance and relevance of the pubic workforce system and its engagement with the Social Security Administration's Ticket to Work (TTW) program. The Employment and Training Administration (ETA) has worked with SSA over a number of years to promote the use of One-Stop Centers, now American Job Centers, to serve Ticket Holders and being an Employment Network or involved with Partnership Plus and state vocational rehabilitation agencies. In November 2014 ETA hosted a webinar on this topic which is an excellent introduction to the effectiveness state or local workforce systems becoming Employment Networks (ENs) entitled "Disability Employment Initiative Workforce Employment Networks: Lessons Learned on Serving Ticketholders in the American Job Centers" This webinar will provided Disability Employment Initiative (DEI) grantees and workforce development professionals with key lessons learned from the DEI Workforce Employment Networks that resulted in positive employment outcomes for job seekers receiving Social Security disability benefits. Participants attending the webinar learned about: -- Key developments and practices of DEI workforce Employments Networks for successful outcomes; -- The challenges of operating a Workforce Employment Network and pitfalls to avoid; -- Performance trends of workforce Employment Networks and how to experience success at the local AJC level; and -- About two real case stories of customers who accessed AJC services and their successful employment outcomes. To access this webinar, please click on View Page Now which will bring you to the Workforce 3 One video archive, or go to: https://www.workforce3one.org/view/5001424737638913998/info
United We Ride is an initiative of the federal government’s Coordinating Council on Access and Mobility, charged with advancing the Council’s mission of improving the availability, quality, and efficient delivery of transportation services to people with disabilities, older adults and people with low incomes. United We Ride works to coordinate the more than eighty sources of federal funding to support transportation. Their efforts are furthered through a variety of partnership activities including: -- Special Initiatives supporting enhanced mobility for person-centered groups. --Veterans Transportation and Community Living Initiative that is currently working around the country to link veterans, their families and others to transportation resources with One-Click, or One-Call. -- Technical Assistance Centers that create solutions around mobility management, address barriers for specific rider groups, and promote state-level action. -- National Center for Mobility Management that includes Easter Seals Project ACTION, National Center on Senior Transportation, National Conference of State Legislatures -- Inter-Agency Work Groups that foster collaboration at the federal level -- Collaborative projects between CCAM partners agencies, such as Transit Planning for All demonstration grants to promote inclusive planning processes. To learn more about United We Ride, please click on View Page Now or go to: http://www.unitedweride.gov/
This Training and Employment Notice (TEN) was issued on January 3, 2012, by the Employment and Training Administration and Office of Disability Employment Policy to provide successful strategies in the public workforce system for connecting individuals with transportation to jobs and training and to help business access a drivers workforce. To View the full test of this TEN, please click on View Page Now or go to: http://wdr.doleta.gov/directives/attach/TEN/ten2011/ten21-11acc.pdf
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