February 27, 2017
In this Issue: Federal Employment, Self-ID Form & More
Federal Exchange on Employment and Disability
Last week, EARN, in collaboration with the U.S. Department of Labor’s Office of Disability Employment Policy, U.S. Equal Employment Opportunity Commission (EEOC) and U.S. Office of Personnel Management, hosted the second gathering of the Federal Exchange on Employment and Disability (FEED). The agenda focused on the recent updates to Section 501 of the Rehabilitation Act, with FEED participants discussing guidance and technical assistance they anticipate needing as they institute the updates at their agencies. Read more about federal disability employment or EEOC’s FAQs on the Section 501 updates.
OFCCP Voluntary Self-ID Form
Inclusion isn’t just good for workers; it’s smart for business. Also, ensuring that all qualified people have equal opportunity is the law. That’s why the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) requires federal contractors to ask workers to voluntarily identify if they have a disability. On this note, OFCCP’s Voluntary Self-Identification of Disability form (CC-305) was recently approved for three more years. There are no changes to the form; the only difference is the expiration date. However, contractors must begin using a form with the new date now. Learn more or get the form.
Workforce Recruitment Program
It may still be winter, but many employers across the country are already planning for the warmer months ahead. Those planning to host summer interns are reminded that the 2017 Workforce Recruitment Program (WRP) can assist in sourcing highly qualified candidates. The WRP is a recruitment and referral program that connects federal agencies with pre-screened college students and recent graduates with disabilities seeking internships or permanent jobs. But, it can also be used – free of charge – by private-sector employers. Learn more about the WRP for federal or private employers.
American Heart Month
Fittingly, February is American Heart Month – and thus an opportune time to learn about and educate supervisors and employees about workplace accommodation ideas for employees who may have heart conditions. As part of its Accommodation and Compliance Series, the Job Accommodation Network (JAN) offers a wealth of information on the topic. Like EARN, JAN is a free service for employers funded by the U.S. Department of Labor’s Office of Disability Employment Policy. Learn more about accommodations for people with heart conditions or American Heart Month.
Schedule A Hiring Authority
As a result of the updates to Section 501 of the Rehabilitation Act issued by the U.S. Equal Employment Opportunity Commission last month, more and more federal agencies are interested in effective strategies for increasing the representation of qualified people with disabilities in their workforces, both in Washington, D.C. and across the nation. A key tool they can use is the Schedule A, a non-competitive hiring authority. This page of the AskEARN.org website provides the basics on Schedule A and links to related forms and resources.
MARK YOUR CALENDAR
March 1, 2017
Deadline: Disability Employment Tracker
Enrollment in the 2017 Disability Employment Tracker™ closes March 1, 2017. Sponsored by the National Organization on Disability (NOD), this tool offers companies a confidential assessment of their disability and veteran employment policies and practices. Completion is also required to be considered for DiversityInc’s list of Top 10 Companies for People with Disabilities. Learn more about the Tracker.
Avery Hall Insurance Company
Avery Hall Insurance — a small business with offices in Eastern Maryland and Delaware — is on a mission to provide its customers and the companies it represents with the highest standard of service, professionalism and dedication. Key to delivering on that mission is the people it hires, which includes people with disabilities.
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.