Disability is a matter of perception. If you can do just one thing well, you’re needed by someone.” – Martina Navratilova
Photo credit: © Disability:IN
Every October, the US Department of Labor (DOL) observes the National Disability Employment Awareness Month (NDEAM). This national campaign celebrates the contributions made by workers with disabilities and also raises awareness about the issues they face in employment.
One of the great things about National Disability Employment Awareness Month (#NDEAM) is the interesting events being organized to discuss this topic and work on solutions.
It's happened too many times for me to count. A well-meaning person asks me if I work. It’s automatic. They take one look at my disability and motorized wheelchair, and think: “this person couldn’t possibly work.”
For someone who’s new in the field, it’s important to understand what reasonable accommodation is. The Americans with Disabilities Act (ADA) requires an employer to provide reasonable accommodation to individuals with disabilities in order to provide equal employment opportunities to individuals who are otherwise qualified to perform their core job functions. There are, however, a few things to keep in mind:
As companies face a war for talent and a lack of qualified workers in many fields, individuals with disabilities are being recognized as a source of engaged, committed employees. According to the 2017 Disability Statistics Report from the Institute on Disability, nearly one in eight people in the U.S. has a disability and that number is rising annually.
To mark National Disability Employment Awareness Month, SHRM supports efforts to expand the talent pool for jobs, including with people with Down syndrome
ATLANTA, Oct. 24, 2018 — Given the most competitive job market in decades, the Society for Human Resource Management (SHRM) actively advocates for employers to expand the pool of people considered for employment. Today, SHRM recognized the progressive work of the National Down Syndrome Society with a surprise to the organization to further its #DSWORKS® Employment Program.
We are operating in one of the hottest economies with some of the lowest unemployment levels in recorded history and yet, over 34 percent of people with disabilities are unemployed and looking for work. Companies who are committed to hiring the best talent and improving the candidate experience should be committed to being inclusive and accessible to all candidates, including those with disabilities.
But, will the EEOC’s bark be louder than its bite?
I’ll discuss service animals and Americans with Disabilities Act accommodations after the jump…
In the United States, one out of every five adults has a disability, according to a 2015 study published by the Centers for Disease Control and Prevention.
When was the last time that you trained your managers and supervisors on how to address disability accommodation requests? Or, how about the last time that you reminded your supervisors and managers that an employee with a disability needs to be treated respectfully?
If it’s been a while (or, maybe, I dunno, forever), have I got a case for you!
Most frequently, we draw firm conclusions about people based solely on what our experience has taught us. While that is normal and often reasonable, what we see is not always what we get.
If you have been in HR for any time you know that there is a misperception that everyone has to be treated the same in order to be “fair.” If only it were that easy. Employees bring different circumstances to every situation therefore the HR person has to consider those circumstances. The EEOC realizes this and is now suing employers who do not recognize this fact.
The HR profession is full of acronyms. Grab any three or four letters from the alphabet and throw them together and there’s probably a corresponding law for it. But there are two acronyms in particular that create a lot of anxiety for HR professionals: FMLA and ADA.
On July 22, @shrmnextchat chatted with the EEOC Commissioner Chai Feldblum (@ChaiFeldblum) and Jonathan Segal (@Jonathan_HR_Law) about the 25th Anniversary of the Americans with Disabilities Act.
In case you missed this important chat you can read all the tweets, many which include great links to ADA resources, here:
Ruling: Plan Documents Govern Discretion to Deny Claims
9th Circuit says plan document, not just summary plan description, is authoritative