Disability Employment Resource Page

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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 Disabilities
A 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 Claim
Expert medical evidence is required to establish that a plaintiff is disabled under the ADA. x

Arbitration Not Needed Before Disability Discrimination Suit
A 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 Cop
A 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.

Human Rights Commission Rejects Holding that Strep Throat Can’t Be Disability

Flextime to Accommodate Disabilities More Common at Small Companies
Large employers should try harder to ‘reinvent the way work is done,’ report concludes.   ​

Cancer Patient’s Firing Raises ADA Accommodation Questions

Avoid assumptions about illness; explore creative schedules, new tasks.  

Telecommuting is Reasonable Accommodation Under ADA
Employers 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 Introduction
Read an overview of the strategic, legal and practical issues associated with employing persons with disabilities.

SHRM Resources

What Can YOU Do?
The Campaign for Disability Employment encourages employers to:

Current U.S. Unemployment Statistics for Persons with Disabilities, Not Seasonally Adjusted


Unemployment rate for people with disabilities
 4.5% Unemployment rate for persons with no disability, not seasonally adjusted
19.2% Percentage of people with disabilities in the labor force
68.3% Percentage of people with no disability in the labor force

Source: November 2015
U.S. Bureau of Labor Statistics

Featured Resources

Find a list of helpful and ready-to-use resources such as recruiting sources, hotlines, legal guidance and etiquette tips here.

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, Retention
The Employer Assistance and Resource Network has answers to FAQs ​on recruiting and retaining people with disabilities, including veterans. 

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