#InclusionWorks Reflecting the important role disability plays in workforce diversity, this year’s official National Disability Employment Awareness Month (NDEAM) theme will be “#InclusionWorks,” the U.S. Department of Labor’s Office of Disability Employment Policy announced last week. Observed each October, NDEAM is a nationwide campaign that celebrates the contributions of workers with disabilities and educates about the value of a diverse workforce inclusive of their skills and talents. The annual theme is announced each spring to facilitate advance planning of events.
Employer-Provided Leave and the ADA In some circumstances, leave may be a reasonable accommodation under the Americans with Disabilities Act (ADA). To help employers and employees understand such situations, the U.S. Equal Employment Opportunity Commission (EEOC) issued a new resource with common questions about leave requests related to disability. The document is the latest in a series of “Resource Documents” that explain how existing EEOC policies and guidance apply to specific situations by providing examples illustrating existing legal requirements and obligations for employees and employers.
Wellness Programs and People with Disabilities The U.S. Equal Employment Opportunity Commission (EEOC) last week released final rules describing how the Americans with Disabilities Act (ADA) as well as the Genetic Information Nondiscrimination Act (GINA) apply to employer-sponsored wellness programs that are offered as part of group health plans. Specifically, the new rule provides guidance on how such programs can comply with the ADA and GINA consistent with the Health Insurance Portability and Accountability Act, as amended by the Affordable Care Act.
Functional Affirmative Action Program Directive The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) recently published an approved revised “Functional Affirmative Action Program Directive.” This directive outlines procedures federal contractors must follow when requesting OFCCP’s approval to develop affirmative action programs by business or functional unit. In addition to Section 503 of the Rehabilitation Act, which requires federal contractors to take affirmative action to hire people with disabilities, OFCCP enforces the Vietnam Era Veterans’ Readjustment Assistance Act and Executive Order 11246.
Join the Partnership on Employment and Accessible Technology for its monthly Twitter chat by using the hashtag #PEATTalks to participate in a conversation focused on social media usage by jobseekers with disabilities and how employers can ensure that recruiting posts are accessible.
PEAT Talks – Social Media & Job Recruiting–Leveling the “Playing Fields”
June 16, 2016, 2:00 – 2:30 p.m. ET
SPEAKER SERIES
As part of its monthly “PEAT Talks” webinar series, the Partnership on Employment and Accessible Technology will host an online presentation by digital marketer Eliza Greenwood, who will speak about best accessibility practices for using popular social media platforms for employee recruitment.
Talent Matters: Leveraging Disability-Inclusive Outreach and Recruitment Strategies
June 30, 2016, 1:00 – 2:30 p.m. ET
WEBINAR
This EARN webinar will address strategies that employers can leverage to build a disability-inclusive talent pipeline. The panel will specifically focus on partnering with community-based organizations, and connecting with service providers that can identify and prepare individuals with disabilities for specific workforce needs.
Employer Spotlight
Cause Café
At the newly opened Cause Café on Long Island, NY, nearly half of the staff members work have disabilities. Stacey Wohl, who has two children with autism, and her mother founded the business to provide job opportunities and training for adults with cognitive disabilities. Once a week, café staff works with a psychologist on key job skills, such as time management and goal setting.
Recognizing the importance of a workforce that reflects the diversity of the citizenry they serve, some state governments take proactive steps to recruit and retain qualified people with disabilities. Furthermore, some have policies that encourage or require their contractors to do the same. To help state policymakers and human resource professionals understand these types of initiatives, the EARN website has a page dedicated to state government.
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.
