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
The GAO recently issued a report on how education needs a coordinated approach to improve its technical assistance postsecondary schools in supporting students with disabilities. Students with disabilities represent approximately 11% of all postsecondary students in 2008. The proportion of students that reported having attention deficit disorder increased from 7 to 19%.
Transportation plays a critical role in providing access to employment, health care, education, community services, and other activities necessary for daily life. For people who cannot drive or afford an automobile, access to public transportation services is one of the major barriers to essential services and participation in community life. Transportation challenges can be even greater for people with disabilities, older adults, and people with limited incomes. The Federal Interagency Coordinating Council on Access and Mobility (CCAM) includes 11 federal departments, 9 of which are responsible for providing transportation for people with disabilities, older adults, and people with limited incomes. CCAM officially launched United We Ride in 2004 to: (1) Provide more rides for target populations for the same or fewer assets; (2) Simplify access; and (3) Increase customer satisfaction. CCAM asked the National Academy of Public Administration (National Academy) and Easter Seals Project ACTION to develop and host the first United We Ride (UWR) National Dialogue. The goal of the Dialogue was to help shape future policy direction and provide input to the next CCAM strategic plan. The United We Ride National Dialogue brought together key stakeholders using collaborative web-based technologies to discuss the following broad question: “What ideas can improve access to affordable and reliable transportation for people with disabilities, older adults, and people with limited incomes?” The attached docuemnt is the Final Report from the UWR Dialogue.
Disability Law Handbook (New Edition) National Network of ADA Centers http://www.southwestada.org/html/publications/dlh/index.html. The Disability Law Handbook is a 64-page guide to the basics of the Americans with Disabilities Act and other disability related laws. Written in an FAQ format, The Disability Law Handbook answers questions about the Americans with Disabilities Act, the ADA Amendments Act, the Rehabilitation Act, Social Security, the Air Carrier Access Act, the Individuals with Disabilities Education Act, the Civil Rights of Institutionalized Persons Act, and the Fair Housing Act Amendments. This publication is produced by the Southwest ADA Center, one of the ten National Network of ADA Centers funded by the National Institute on Rehabilitation and Research of the Department of Education, to provide technical assistance and training on the Americans with Disabilities Act and other disability-related laws.
As part of ongoing technical assistance to for the Disability Program Navigator Initiative, NDI Consulting Inc. hosted a recent webinar, Employer 30-Second Training Series and Resource Guide. This webinar provided an overview of the newly developed Employer 30-Second Training Series which includes eighteen 30-Second Trainings in the following four categories: 1) Compliance Benefits 2) ADA Basics 3) Recruitment and Hiring Strategies, and 4) Employment Basics. What is a 30-Second Training 30-Second Trainings are short, easy and fun and are designed to increase knowledge of disability and employment related issues. They should only take about 30 seconds to review and include national, reputable resources for follow up information. The resources—Employer 30 Second Training Series and Resource Guide—were developed to be used by those with an employer focus and were designed to educate employers, hiring managers and supervisors about proven strategies and easy-to-use resources that can assist in retaining and accommodating existing employees who experience the onset of a disability. These tools will also provide valuable information and sources of support to employers in hiring qualified employees who experience a disability, including strategies and resources that can assist in effectively accommodating all employees in achieving their maximum potential and productivity level.
As one of the key principles of WIA, universal access offered the promise of a welcoming, integrated, and user-friendly system. Job seekers would be able to independently tap into all available employment services, resulting in fewer requests for specialized assistance and more efficient use of staff resources. Under WIA and the Americans with Disabilities Act, reasonable accommodations would be provided upon request; however, One-Stop Career Centers would streamline services so that a wide-ranging population of job seekers, including job seekers with disabilities, would have direct access to their resources, programs and activities. With the addition of Disability Program Navigators (DPNs) in One-Stop Career Centers across the nation, universal access moved into the spotlight. Read the full Brief to learn how DPNs throughout the country are helping to expand universal access in One-Stop Career Centers for a more diverse population of job seekers.
GAO convened a Forum on March 16, 2010, to explore policy options and actions that could be implemented to help adults with disabilities participate in the workforce. Several challenges were identified, including the need for: 1) a more coordinated system of services and benefits; 2) additional information on benefits and work incentives; 3) additional employer incentives to hire persons with disabilities; 4) targeted information to employers to make the business case to hire persons with disabilities; and 5) a coordinated Federal policy to promote the employment of persons with disabilities. The Report and Highlights can be downloaded at: http://www.gao.gov/products/GAO-10-812SP Highlights - http://www.gao.gov/highlights/d10812sphigh.pdf
The Department of Justice issued final regulations covering Titles II and III of the ADA to incorporate the changes made by the passage of the ADA Amendments Act (ADDAA) in 2008. Title II prohibits discrimination on the basis of disbaility in state and local government services. Title III prohibits discrimination on the basis of disability by public accommodations and in commercial facilities. The Department has prepared fact sheets identifying the major changes in the rules. Title II: Final Rule amending 28 CFR Part 35: Nondiscrimination on the Basis of Disability in State and Local Government Services -- (HTML) Text of Revised Final Title II Regulation. Title III: Final Rule amending 28 CFR Part 36: Nondiscrimination on the Basis of Disability by Public Accommodations and in Commercial Facilities -- (HTML) Fact Sheets: Highlights of the Final Rule to Amend the Department of Justice’s Regulation Implementing Title II of the ADA Highlights of the Final Rule to Amend the Department of Justice’s Regulation Implementing Title III of the ADA http://www.ada.gov/regs2010/.
DOL/ETA's Disability Employment Initiative (DEI) has recently compiled a Guide, "Resources for Senior Community Services Employment (SCSEP) Grantees Working with Persons with Disabilities." This Guide is organized as follows: Disability 101/Etiquette/Definitions, Disclosure, Reasonable Accommodations, Mental Health Resources, Working with Employers, Workforce3One Web sites/Tools, National Technical Assistance Resources, Disability Laws and Regulations, and Information/ Contacts on the DEI Grants. It is directed to front-line staff.
JAN has recently released two new Fact Sheetsb on The Interactive Process for the Reasonable Acccommodations Process. According to the Equal Employment Opportunity Commission (EEOC), the interactive process is not necessarily required under the Americans with Disabilities Act (ADA), but from a legal standpoint, going through the process is a way for employers to show that they are making a good faith effort to comply with the ADA. And from a practical standpoint, it is a way to streamline the accommodation process and help insure that effective accommodations are provided. JAN Releases Fact Sheets on The Interactive Process: The Federal Sector. The Rehabilitation Act of 1973 requires the Federal sector to provide effective, reasonable accommodations for employees with disabilities. To help determine effective accommodations, the Equal Employment Opportunity Commission (EEOC), recommends that agencies use an "interactive process," which simply means that employers and employees with disabilities who request accommodations work together. An effective interactive process is essential to Federal agencies in complying with Executive Order 13548.
On March 15, 2010, the Department of Justice (DOJ)released a new publication, “ADA Update: A Primer for Small Business.” This publication is designed to assist small businesses understand the new and updated accessibility requirements. In addition, DOJ is announcing the release of a new publication explaining when the various provisions of its amended regulations will take effect. Both documents are available tomorrow on DOJ's ADA website, www.ada.gov.
Workforce3One is an e-learning, knowledge sharing webspace that offers workforce professionals, employers, economic development, and education professionals a dynamic network featuring innovative workforce solutions. Online learning events, resource information, and tools help organizations learn how to develop strategies that enable individuals and businesses to be successful in the 21st century economy. Workforce3 One offers online learning events (webinars) that highlight promising practices and provides a space to share ideas. The Disabilities Team, which oversees the Disability Employment Initiative, and previously the Disability Program Navigator Initiative, within the ETA Division of Adult Services is hosting disability- and employment-related Workforce3 One webinars through the month of June. The Disability and Employment Community of Practice will be spotlighting a few that include information, resources and strategies to help the workforce system provide more meaningful employment opportunities to job seekers with disabilities and other challenges to employment. In this spotlight, we highlight some promising practices to help the public workforce system connect with the business sector on the advantages of a diverse and inclusive workforce.
Workforce3One is an e-learning, knowledge sharing webspace that offers workforce professionals, employers, economic development, and education professionals a dynamic network featuring innovative workforce solutions. Online learning events, resource information, and tools help organizations learn how to develop strategies that enable individuals and businesses to be successful in the 21st century economy. Workforce3 One offers online learning events (webinars) that highlight promising practices and provides a space to share ideas. The Disabilities Team, which oversees the Disability Employment Initiative, and previously the Disability Program Navigator Initiative, within the ETA Division of Adult Services is hosting disability- and employment-related Workforce3 One webinars through the month of June. The Disability and Employment Community of Practice will be spotlighting a few that include information, resources and strategies to help the workforce system provide more meaningful employment opportunities to job seekers with disabilities and other challenges to employment. In this spotlight, we highlight a national “free” resource that workforce professionals can tap into to learn more about resources and workplace accommodations for persons with disabilities.
As of July 2011, there is a 40 percent gap between the employment rate of people without disabilities and that of people with disabilities. The Disability Employment Initiative, or DEI, is a joint effort by the U.S. Department of Labor’s (DOL) Office of Disability Employment Policy and its Employment Training Administration to facilitate systemic change in the workforce system in order to “increase the effective and meaningful participation of people with disabilities in the workforce” (DOL, 2010). One year ago, nine states were awarded DEI grants and set forth to change policy, practices, and, ultimately, culture, as they relate to the employment of people with disabilities. In tandem with this effort, a comprehensive evaluation was launched to maximize this opportunity to learn from each state’s implementation of the DEI. As DEI progresses, the evaluation will also be able to answer key questions related to the initiative’s outcomes and impacts. This first synthesis report on the Evaluation of the Disability Employment Initiative reviews DEI evaluation activities through July 31, 2011.
The Role of Public Transportation as a Job Access Mode: Lessons from a Survey of Persons with Disabilities in New Jersey by Andrea Lubin and Devajyoti Deka, Ph.D., researchers at the Alan M. Voorhees Transportation Center at Rutgers University, examines the role of public transportation in providing job access to persons with disabilities. The paper draws from a survey of persons with disabilities implemented during a seven-month period beginning in September 2010. The survey was distributed through the New Jersey Division of Vocational Rehabilitation Services and other venues. The survey was distinctive in that, unlike many other studies, it acquired data from persons who are actively seeking employment. The paper provides information on the availability, usage, needs, barriers, and perceptions of the survey respondents about different public transit modes, and discusses the implications for agencies providing public and human services transit. The report also includes a review of recent literature on accessible work transportation and the role of public transportation for people with disabilities. Survey data show that public transit is widely used by people seeking employment. In spite of accessibility improvements, challenges remain. The cost of service has increased, making cost optimization a significant challenge for public transit agencies providing services to people with disabilities. Although public transit agencies could reduce costs by attracting larger numbers to fixed-route transit, people with certain disabilities may avoid fixed-route transit due to difficulties in accessing and interpreting service-related information, such as understanding transit schedules and announcements. Safety perceptions can also serve as barriers to public transit for people with disabilities. The authors conclude that public transportation is critical to job access for persons with disabilities.
Minnesota's career , education, and job resource Newsletter, ISEEK, just issued an article, entitled, "Hidden Disabilities in the Workplace: Do You or Your Co-Worker have a Hidden Disability?" This article gives examples of hidden disabilities (non-visible), information on disclosing non-visible disabilities (including the pros and cons, and when to disclose).
This Guide was provides employers, human resource personnel, hiring managers and supervisors with relevant Federal, state and local level information around their legal obligations, along with resources that can assist in identifying, paying for, and implementing effective accommodation strategies, in hiring and/or retaining qualified employees with disabilities.
The Job Accommodation Network (JAN) has released annually updated findings on the costs and benefits of workplace accommodations. This JAN study has been on-going since 2004. The study results have consistently shown that the benefits employers receive from making workplace accommodations outweigh the cost. Employers reported that providing accommodations resulted in such benefits as retaining valuable employees, improving productivity and morale, reducing workers’ compensation and training costs, and improving company diversity. In addition, the employers in the study reported that a high percentage (57%) of accommodations cost nothing to make, while the rest typically cost around $500. Study findings include the following: 1. Of the employers who called JAN for accommodation information and solutions, most were doing so to retain or promote (83%) a current employee. 2. Of the employers who gave cost information related to accommodations they had provided, 336 out of 590 (57%) said the accommodations needed by employees cost nothing. Another 221 (37%) experienced a one-time cost. Only 24 (4%) said the accommodation resulted in an ongoing, annual cost to the company and 9 (2%) said the accommodation required a combination of one-time and annual costs. The typical one-time expenditure by employers was $500. 3. Employers who made accommodations for employees with disabilities reported multiple benefits as a result. The most frequently mentioned direct benefits were: (1) the accommodation allowed the company to retain a qualified employee, (2) the accommodation increased the worker’s productivity, and (3) the accommodation eliminated the costs of training a new employee.
Reports Address Transportation Strategies in New Jersey. "Connecting to Jobs by Connecting to Transit." During an 18-month period, the Alan M. Voorhees Transportation Center at Rutgers University, in collaboration with the nonprofit, travel training organization NJ TIP Inc., developed, piloted, and refined a transportation orientation/familiarization training program targeted to New Jersey's vocational rehabilitation community that assists persons with disabilities seeking employment. The program is entitled Connect to Transit. Connect to Transit was implemented at eight host sites located in New Jersey during the pilot period, training a total of 100 vocational rehabilitation professionals on topics including but not limited to: the universe of transportation options available in their respective service area; trip planning guidance and tools; eligibility criteria for certain services; ADA rights as they relate to transportation; transportation advocacy; and an overview of travel training. This initiative also produced a Connect to Transit resource guide/curriculum, see http://policy.rutgers.edu/vtc/new/C2T_Appendix_V1.pdf. Additionally, the report includes an evaluation of the Connect to Transit training program.
On July 11,2013, the Federal Transit Administration (FTA) issued a notice of the availability of a proposed circular and request for comments in the Federal Register (78 FR 41824-41829). The FTA has issued proposed guidance in the form of a circular to assist grantees in implementing the Enhanced Mobility for Seniors and Individuals with Disabilities Program. The Moving Ahead for Progress in the 21st Century Act (MAP-21) blended the New Freedom Program and the Elderly Individuals and Individuals with Disabilities Program into a new Enhanced Mobility for Seniors and Individuals with Disabilities Program. FTA is updating the circular (Circular 9070.1F, "Elderly Individuals and Individuals with Disabilities Program Guidance and Application Instructions") to incorporate changes in the law and invites public comment on the proposed circular for this program. The new program (also referred to as the new Section 5310 Program in the Federal Register notice) authorizes grants for the activities previously authorized under the two separate grants programs, including public transportation capital projects planned, designed, and carried out to meet the special needs of seniors and people with disabilities when public transportation is insufficient, unavailable, or inappropriate; public transportation projects that exceed the requirements of the Americans with Disabilities Act (ADA); and alternatives to public transportation that assist people with disabilities with transportation. Of note, the new program is no longer administered exclusively by the states. In addition, seniors and people with disabilities must be included in the development and approval of the coordinated plan. Comments on the proposed circular are due by September 9, 2013. The Federal Register notice is available at http://www.gpo.gov/fdsys/pkg/FR-2013-07-11/html/2013-16624.htm. To view the proposed circular, visit http://www.fta.dot.gov/legislation_law/12349_15555.html
This guide was developed to provide both public and private business, human resource personnel, hiring managers and supervisors with relevant federal, state and local level information around their legal obligations, along with resources that can assist in identifying, paying for, and implementing effective accommodation strategies, in hiring and/or retaining qualified employees who experience a disability.
The U.S. Department of Homeland Security (DHS) Office for Civil Rights and Civil Liberties (CRCL) issued, "A Guide to Interacting with People Who Have Disabilities."-This short guide was develped to assist DHS personnel, contractors, and grantees in their interactions with individuals with disabilities. This resource is available to other organizations and members of the public. The FEMA Office of Disability Integration and Coordination also have a Disaster Recovery Center (DRC) Assisted Technology Communication Kit. The kit contains equipment and materials that enable DRCs to be accessible, especially to people with sensory and physical disabilities. Visit: http://www.dhs.gov/disability-access-department-homeland-security
On September 26, 2013, Senator Harkin released a report, "High Expectations: Transforming the American Workforce as the ADA Generation Comes of Age." This report provides steps to improve employment opportunities for the "ADA Generation" – the young men and women who have come of age since the Americans With Disabilities Act (ADA)was enacted. Chairman Harkin was the Senate author of the landmark ADA. "The enactment of the Americans with Disabilities Act, 23 years ago, helped grant the promise of equality to Americans with disabilities. But today, more work remains to be done to knock down one of the last remaining barriers—the gap in workforce participation that exists for millions of young adults," Senator Harkin said. Chairman Harkin's report identifies four key areas of opportunity to improve support for members of the ADA generation as they seek competitive employment. These areas are: • Increasing support for high school students as they plan for their transition into the workforce; • Improving the transition of the ADA generation as they enter postsecondary education and the labor market; • Changing the assumptions in disability benefit programs that discourage young people with disabilities from working; and • Leveraging employer demand, correcting misconceptions about employing people with disabilities, building strong pipelines from school to the competitive workforce, and establishing supportive workplaces.
From the Fourth Quarter JAN Newsletter... On August 27, 2013, the OFCCP announced revisions to the current regulations implementing Section 503 of the Rehabilitation Act of 1973, as amended. Section 503 prohibits Federal contractors and subcontractors from discriminating in employment against individuals with disabilities and requires these employers to take affirmative action to recruit, hire, promote, and retain these individuals. The regulations were issued on September 24, 2013, and become effective on March 24, 2014. Generating much discussion is the requirement to collect and maintain self-identification data from applicants when applications are primarily received over the Internet. Contractors are able to invite applicants to self-identify as an individual with a disability at the same time the contractor solicits demographic data on applicants. The regulation requires that the “contractor shall ensure” that applicants and employees with disabilities have “equal access to its personnel processes, including those implemented through information and communication technologies,” including providing necessary reasonable accommodations. Contractors are also “encouraged” to make their information and communication systems accessible, even in the absence of a specific accommodation request. Employers can begin to make their systems accessible by using JAN’s 15-step SNAP tool. The tool is a resource that provides a place to begin an accessibility review of any information or communication technology. To assist with making these systems accessible, follow JAN's 10 tips for making your Website accessible and work through JAN’s SNAP Process: 1) Self assess your online systems with your selected team, 2) No is not an answer to accessibility modifications, 3) Accept challenges from all types of users (internal and external), and 4) Prioritize accessibility first with support from top management.
NCD Releases Annual Survey of Federal Disability Policy – “Strength In Our Differences” On Cotber 31, 2013, the National Council on Disability (NCD) – an independent federal agency that recommends disability policy to the President, Congress and other federal agencies – released its yearly report on the nation’s progress in achieving equality of opportunity, independent living, full participation and economic self-sufficiency for an estimated 57 million Americans with disabilities. NCD's report highlights federal achievements from August 2012 to September 2013 and identifies areas where changes in public policy and additional steps are needed. Full report along with a comprehensive executive summary and overview of highlights is available on NCD's website at http://www.ncd.gov/progress_reports/10312013.
Mathematica Policy Research, Inc. just issued a paper entitled,"The Earnings Consequences of the Americans with Disabilities Act on People with Disabilities." (November 2013). To improve labor market outcomes of people with disabilities, Congress passed the Americans with Disabilities Act (ADA) in 1990. Immediately following enactment, the wages of people with disabilities decreased, but longer-term wage consequences have not been studied. Using data from the March Current Population Survey for 1988-2010, this working paper shows that the ADA led to a longer-term increase in the weekly wages of those with disabilities. Furthermore, the wage effect of the ADA varies according to level of education.
This guide was developed to provide American Job Centers and their partner agencies with relevant federal, state and local level information around their legal obligations and resources that can assist them in identifying and implementing effective accommodation strategies in serving and training job seekers who experience a disability.
Iowa Workforce Development (IWD) began planning for a more integrated service delivery approach in August 2008 with plans to move from a more siloed, self-service Job Center approach. The primary goals included: 1) Coordinating the workforce delivery system in a more efficient, cost-effective manner while improving services for customers; 2) co-location and integration of all workforce and job training programs; and 3) improving the effectiveness of the regional workforce system.
IWD developed a new service delivery model. Such a model focused on quality integrated services to customers, as opposed to operating from program of funding silos. Under this model, all local offices are integrated into functional units and are not separated by program of funding stream. The goal of Iowa Integration has been: All workers need to know their skills, have an opportunity to grow their skills, and get the best job possible with their skills. Extensive information is detailed in the IWD Guide “Iowa Work; Integration Policies Handbook” which is available in PDF format by clicking on Download. For more information on the IWD approach, please contact: Doug Keast, Program Coordinator Iowa Workforce Development 515-242-0408 / Douglas.email@example.com
Road Map to Success: West Palm Beach, Florida
The Roadmap to Success (R2S) is a comprehensive six-stage process designed to increase CareerSource of Palm Beach County's capacity to help job seekers
with disabilities to reach their full potential. The Roadmap to Success
describes the Bestwork Assessment tool and how it is being used in the Job Centers. The six stage Roadmap to Success is available by clicking on Download.
For more information, contact: Maryann Macdonald Garrett, FCWP 3 Director, Client Services, Central Career Center 561.340.1060 ext. 2377 / Email: firstname.lastname@example.org
Gene Wheeler, Director, Organizational Development Center for Business Excellence 561.853.0181 ext. 2006 | email@example.com
The U.S. Department of Labor (DOL) Employment and Training has created a number of 30 Second Trainings for business. This 30 Second Training provides quick, accessible information on what business entities and employers are covered under the Americans with Disabilities Act (ADA). Click on Download Now to access this 30 Second Training.