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It Sounds Easy, So Why Is It Hard?The process for identifying reasonable accommodations under the ADA boils down to conversations between employers and employees with disabilities to identify accommodations. How hard can that really be? Turns out, it can be painstaking.
Retaining Workers With DisabilitiesA company that wants to hire people with disabilities embeds a website video emphasizing its inclusive business culture, but the company can't attract job seekers. Why not?
Lack of Expert Medical Evidence Dooms ADA ClaimExpert medical evidence is required to establish that a plaintiff is disabled under the ADA. x
Arbitration Not Needed Before Disability Discrimination SuitA school worker didn’t have to exhaust her union arbitration rights before suing for disability discrimination under Ohio law.
No ADA Claim Where Employee Quit
A diabetic former department store employee lacks an ADA claim because she quit while negotiating a disability accommodation.
No Disability Bias in Refusal to Reinstate Mentally Challenged CopA Michigan appeals court rejected a police officer's claim that the city discriminated against him because of a mental disability when it refused to reinstate him to his job.
Avoid assumptions about illness; explore creative schedules, new tasks.
Telecommuting is Reasonable Accommodation Under ADAEmployers may have to let workers telecommute
even if teamwork is an important part of the employee’s job, a federal appellate court ruled.
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About This Page
The Society for Human Resource Management (SHRM) is an
Alliance partner of the
U.S. Department of Labor’s Office of Disability Employment Policy (ODEP). SHRM and ODEP work together to increase the employment of individuals with disabilities. As part of this partnership, SHRM has joined The Campaign for Disability Employment, a nationwide effort to highlight the value and talent people with disabilities bring to the workplace as well as the dividends realized by their full inclusion at work. An IntroductionRead an overview of the strategic, legal and practical issues associated with employing persons with disabilities.
What Can YOU Do?The Campaign for Disability Employment encourages employers to:
Current U.S. Unemployment Statistics for Persons with Disabilities, Not Seasonally Adjusted
Source: November 2015U.S. Bureau of Labor Statistics
list of helpful and ready-to-use resources such as recruiting sources, hotlines, legal guidance and etiquette tips
SHRM/DOL Campaign 'Who I Am' A new public service announcement titled “Who I Am” addresses the question: “When we look at someone, do we see all of who they are?” It features nine people who aren't defined solely by their disability, but by sum of their many life roles—which include jobs they love.
New FAQs on Recruitment, RetentionThe Employer Assistance and Resource Network has
answers to FAQs on recruiting and retaining people with disabilities, including veterans.
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