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February 17th, 2016 by

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February 17, 2016

What’s New

Accommodating Pregnancy in the Workplace
Supporting expectant or new mothers is an important component of fostering a flexible and inclusive work environment. Now, a new guide from the Job Accommodation Network (JAN) provides guidance for employers on how best to do so. Accommodation Ideas for Employees Who Are Pregnant addresses employer responsibilities under the Pregnancy Discrimination Act and Americans with Disabilities Act and describes common accommodations for employees who are pregnant or nursing, touching upon everything from flexible scheduling to restroom access.

Read the JAN guide.

Building the Defense Talent Pipeline
In a recent article disseminated via the Defense Video and Imagery Distribution System, the Defense Contract Management Agency encouraged its hiring managers to use the Workforce Recruitment Program (WRP) to help fill staffing needs and advance disability inclusion goals. Managed by the U.S. Department of Labor’s Office of Disability Employment Policy in cooperation with the U.S. Department of Defense, the WRP connects federal employers with highly qualified students and recent graduates with disabilities seeking internships or permanent jobs.

Read the DCMA article or learn more about the WRP.

American Heart Month and Age-Related Macular Degeneration/Low Vision Month
February is both American Heart Month and Age-Related Macular Degeneration/Low Vision Month – and thus an opportune time to learn about workplace accommodation ideas for employees who may have heart conditions or vision impairments. As part of its Accommodation and Compliance Series, the Job Accommodation Network (JAN) offers a wealth of information regarding both. Like EARN, JAN is funded by the U.S. Department of Labor’s Office of Disability Employment Policy.

Read more about accommodations for employees with heart conditions or vision impairments.

Has Disability.gov Helped You?
Disability.gov – the Federal Government’s central source for disability-related information at the national, state and local levels – is currently seeking examples of how people have used the site to find information or services, including related to employment. As part of this, employers are encouraged to share how they may have used the site, for example when seeking to support an employee with a disability or advance disability inclusion goals organization-wide through training or partnerships with disability-related organizations.

Visit Disability.gov or learn how to contribute an example.

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Mark Your Calendar

Do Ask, Do Tell: Tapping the Power of Disability Diversity & Encouraging Self-Identification

February 18, 2016, 3:00 – 4:30 p.m. ET WEBINAR

In 2014, updates to Section 503 of the Rehabilitation Act strengthened federal contractors’ responsibilities to recruit and retain qualified people with disabilities. One major component of these updates is a requirement that they invite applicants and employees to voluntarily self-identify. This webinar will address strategies for achieving disability inclusion goals under Section 503 or a voluntarily adopted program by helping employees with disabilities understand the value of doing so. It is approved for 1.5 HR general recertification credit hours through the HR Certification Institute.

Register for the EARN webinar.

Placing an Emphasis on Total Accessibility in the Workplace

February 23, 2016, 11:30 a.m. – 1:00 p.m. ET WEBINAR

In this webinar, the DC Metro Business Leadership Network will welcome Harris Rosenswieg, Director of Accessibility at TCS Associates, LLC., who will provide guidance on accessibility across the employment lifecycle. The presentation will focus on actionable recommendations that organizations can implement to improve their overall accessibility in the hiring process, digital and physical infrastructure, and staff awareness of disability etiquette. Participation is free, but registration is required.

Register for the DC Metro BLN webinar.

How Can We Help Workers Keep Their Jobs After Injury, Illness

February 24, 2016, 1:00 – 2:30 p.m. ET WEBINAR

This webinar, hosted by the Stay-at-Work/Return-to-Work Policy Collaborative, will feature a panel of state and local leaders focused on helping workers maintain their jobs after developing a career-threatening medical condition. Speakers will both discuss and invite feedback on the reasons behind avoidable work disability and job loss, the benefits of stay-at-work/return-to-work policies for state and local governments and their constituents, and state and local policies that could help workers keep their jobs after an injury or onset of illness.

Register for the SAW/RTW webinar.

Employer Spotlight

Tim Hortons

Tim Hortons

Mark Wafer is the owner of multiple Tim Hortons restaurants, a Canadian franchise known for its coffee and donuts. Now, because of Wafer, it’s becoming known for a commitment to disability inclusion as well. Currently, 46 of the 250 employees in Wafer’s franchises are people with disabilities, and recently he reached out to former Goodwill employees with disabilities, inviting them to apply for open positions. In a recent op-ed, Wafer noted the many benefits of disability inclusive recruitment, including lower absenteeism and turnover, higher employee morale, and stronger customer support.

Read Wafer’s op-ed.

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AskEarn.org Spotlight

Effective Employment Practices: Veteran Targeting

Effective Employment Practices: Veteran Targeting

Businesses across the nation are increasingly recognizing the skills and talent of military veterans, including those with disabilities sustained during active duty. Veterans are known to possess qualities strongly associated with workplace success, including strong commitment and the ability to work well both independently and in teams. Fortunately, numerous resources are available to employers seeking to recruit veterans.

Read more about veteran targeting.

The Employer Assistance and Resource Network on Disability Inclusion (EARN) is a resource for employers seeking to recruit, hire, retain and advance qualified employees with disabilities. It is funded by the U.S. Department of Labor’s Office of Disability Employment Policy under a cooperative agreement with The Viscardi Center. For more information, visit AskEARN.org

 

Preparation of this material was funded by the Office of Disability Employment Policy, U.S. Department of Labor, Grant No. [OD-26451-14-75-4-36]. This document does not necessarily reflect the views or policies of the Office of Disability Employment Policy, U.S. Department of Labor, nor does the mention of trade names, commercial products, or organizations imply endorsement by the U.S. Government.

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