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.
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.
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.
Do Ask, Do Tell: Tapping the Power of Disability Diversity & Encouraging Self-Identification
February 18, 2016, 3:00 – 4:30 p.m. ET
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.
Placing an Emphasis on Total Accessibility in the Workplace
February 23, 2016, 11:30 a.m. – 1:00 p.m. ET
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.
How Can We Help Workers Keep Their Jobs After Injury, Illness
February 24, 2016, 1:00 – 2:30 p.m. ET
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.
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.
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.
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.