States as Model Employers Infographic
By Kathy Krepcio
Executive Director, Disability Employment, Research Design, Workforce Policy at the John J. Heldrich Center for Workforce Development
Earlier this month, the nation celebrated Labor Day, a national holiday designed to pay tribute to the contributions and achievement of American workers. As many of us know, work is an important part of our lives. Itâ€™s not only a source of income and economic support, it also provides daily structure and focus; makes life meaningful; offers an outlet for acquiring, developing, and mastering skills and knowledge; and for building social relationships.
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Americans work in all kinds of job settings, sometimes for themselves, and for all types of employersâ€”large, small, private companies, and public agencies. While a very large portion work in the private sector, more than 19 million Americans work in some type of full- and part-time public-sector job, and more than (more…)
The employment landscape has changed greatly in the years since the passage of the Americans with Disabilities Act. The huge leap in technological advances has created both new opportunities and new challenges for people with disabilities in the workplace. In honor of the ADA anniversary, EARN reached out to Wendy Strobel-Gower, Director of the Northeast ADA Center, and asked her to blog about the importance of accessibility and access in online application systems.
Online application systems, which allow people to apply for open positions within a company using the internetÂ or related electronic data technologies, are becoming increasingly common for all employers. As such, the Department of Laborâ€™s Office of Federal Contract Compliance Programs has addressed this issue in its recently issued a final regulations implementing Section 503 of the Rehabilitation Act of 1973. The final rule adds new language stating that the reasonable accommodation obligation extends to the contractorâ€™s use of electronic or online job application systems. Federal contractors must ensure equal access to job opportunities for all applicants, including people with disabilities. Simply stated, accessible online application systems are the most expeditious way to do this.Â Â The gold standard in accessible online systems are the Web Content Accessibility Guidelines (WCAG) 2.0, published by the World Wide Web Consortium (W3C). According to the World Wide Web Consortium, WCAG 2.0 has 12 guidelines that are organized under 4 principles: (more…)
by Kathleen Lee, Business Outreach Specialist atÂ Cornell Universityâ€™s National Employer Technical Assistance, Policy and Research Center on Employment of People with Disabilities
OnÂ March 24, 2014, the Office of Federal Contract Compliance Programs (OFCCP) implemented new Section 503 regulations for federal contractors. Contractors with more than 100 employees are now required to set an aspirational goal to achieve a workforce inclusive of 7 percent of individuals with disabilities in each job category, while businesses with fewer than 100 employees will apply that goal across their workforce as a whole.
Contractors covered under Vietnam Era Veteransâ€™ Readjustment Assistance Act of 1974 (VEVRAA) are required to establish an 8 percent benchmark for hiring individuals defined as â€śprotected veterans,â€ť with the option of establishing benchmarks based on regional workforce data at each location of operation.
Across the nation, contractors have (more…)