Recruiting,Hiring,
Retaining,andPromoting
PEOPLEWITH
DISABILITIES
ARESOURCEGUIDEFOREMPLOYERS
A ProductoftheCurbCutstotheMiddleClassInitiative
February3,2015
Thisresourceguideisaproductof theCurb CutstotheMiddleClassInitiative,afederalcross- agencyeffortworkingtoincreaseequalemploymentopportunitiesandfinancialindependence for individualswithdisabilities.TheCurb CutstotheMiddleClassInitiativeincludes participationby agenciesacrossthefederalgovernment,includingtheDepartmentof Education, Departmentof Labor,Departmentof HealthandHumanServices,Departmentof Justice, Departmentof VeteransAffairs,EqualEmploymentOpportunityCommission,NationalCouncilon Disability,Officeof PersonnelManagement,andtheSocialSecurityAdministration.
AnupaIyerandSharonMasling,fromtheEqualEmploymentOpportunityCommission,were theprimaryauthorsof thisresourceguide.
February3, 2015
TABLEOFCONTENTS
INTRODUCTION...... 5
USING THISRESOURCEGUIDE...... 7
SECTIONONE:BESTPRACTICESFORRECRUITINGCANDIDATESWITH DISABILITIES...... 8
Whatstepscanbusinessestaketoensurepeoplewithdisabilitiesareincludedinacompany’soverall recruitmentefforts?...... 8
Whataresomestrategiestorecruityoungpeoplewithdisabilities?...... 10
WhataresomestrategiestorecruitVeteranswithdisabilities?...... 10
Whataresomebestpracticesemployerscanimplementtoprovideequalaccesstoemployment opportunitiesforapplicantswithdisabilities?...... 11
Whataresomebestpracticesforinterviewingapplicantswithdisabilities?...... 11
Whatcananintervieweraskaboutaperson’sdisabilityduringthehiringprocess?Whatquestions
maynotbeasked?...... 12
SECTIONTWO:BESTPRACTICESON RESPECTING,RETAININGPROMOTING EMPLOYEESWITHDISABILITIES...... 13
Whatcanemployersdotodevelopretentionprogramsforemployeeswithdisabilities?...... 13
Whataretailoredon-boardingprograms?...... 13
Howcanemployersprovideemployeeswithdisabilitiesequalaccesstocareerdevelopmentprograms?
...... 14
Howcandisabilityawarenessandetiquettetraininghelpemployeeretention?...... 14
Howcanworkplacementoringprogramsandemployeeresourcegroupsimproveemployment outcomes?...... 15
Howcanreturntoworkprogramsbemoreinclusiveofemployeeswithdisabilities?...... 15
Howcanworkplaceflexibilityprogramshelpemployersretainemployeeswithdisabilities?...... 16
SECTIONTHREE:BESTPRACTICESFORPROVIDING REASONABLE ACCOMMODATIONS...... 17
Whatisareasonableaccommodation?...... 17
Wherecanemployersfindresourcesonappropriateaccommodationsforspecificdisabilitiesorwork settings?...... 17
Onaverage,howmuchwillitcosttoprovideareasonableaccommodation?...... 18
Whataresomebestpracticesondevelopingaccommodationsprocessesandprocedures?...... 18
Whataresomecommonreasonableaccommodationrequests?...... 18
SECTIONFOUR:THELEGALFRAMEWORK:....THEAMERICANSWITHDISABILITIES ACTOF 1990 AND SECTION503 OF THEREHABILITATIONACTOF 1973...... 21
WhatisTitleIoftheAmericanswithDisabilitiesAct?...... 21
WhatisSection503oftheRehabilitationAct?...... 21
HowisemploymentdiscriminationdefinedundertheADAandSection503?...... 22
WhichemployeesandapplicantsarecoveredundertheADAandthenondiscriminationprovisionsof
Section503?...... 22
WhoisapersonwithadisabilityundertheADAandSection503?...... 22
WhenmustanemployerprovideareasonableaccommodationundertheADAandSection503?...... 23
WhichemployersaresubjecttotherequirementsoftheADA?...... 23
WhichemployersaresubjecttotherequirementsofSection503?...... 24
WhataresomeofthekeyrequirementsforfederalcontractorsunderthenewSection503regulations?
...... 24
APPENDIX:AGENCYAND AGENCY-PARTNERRESOURCESFOREMPLOYERS...... 25
INTRODUCTION
“Iwantfuturegenerationstoknowthatweareapeoplewhoseeour
differencesasagreatgift,thatweareapeoplewhovaluethedignityandworth ofeverycitizen– manandwoman,youngandold,blackandwhite,Latinoand Asian,immigrantandNativeAmerican,gayandstraight,Americanswith
mentalillnessorphysicaldisability.” PresidentBarackObama,January20,2015
In recentdecades,thenation’sandworld’seconomieshaveexperiencedmassiveandcontinuing changes.Technologicalinnovation,globalization,theemergenceof aknowledgeeconomyand similartrendshaveimprovedthequalityandstandardof livingfor millionsof peopleandoffer thepotentialtodo thesamefor millionsmore.
Yet,for our nationtoprosperinthe21stcenturyglobaleconomy,theAmericanDreammustbe accessibletoallthosewho work hardtoachieveit.As our nationrebuildsitseconomyand middleclass,wemustseekoutandseizeopportunitiestoenablepeoplewithdisabilitiestogain andsustaingood jobsandcareersthatcanleadtobetterself-supportingfutures.
Passageof theAmericanswithDisabilitiesAct(ADA) hasenabledmorepeoplewithdisabilities tojointheworkforcethaneverbefore.Today,young peoplewithdisabilitiesexpecttojointhe workforceandtobefinanciallyindependent.1Unfortunately,thevastmajorityof workingage adultswithdisabilitiesstillfacestructuralandattitudinalbarriersthatblocktheiraccesstosteady employmentandeconomicsecurity.2 In ordertofulfillthepromiseof theADA – equal employmentopportunityandfullinclusion– we needtocreatenewcurbcutsandpathwaysfor peoplewithdisabilities.
“Unemploymentand underemploymentforpeoplewithdisabilitiesremainincredibly high, and thatisa calltoactionforallofus. Our chargeistoseekoutand findcreative solutionstotheseoldchallenges...Theproductivityand talentthatpeoplewithdisabilities cancontributeisonlylimitedbyour ownperceptionsofwhatispossible.”
OswaldMondejar,SeniorVicePresidentfor MissionandAdvocacyfor PartnersContinuingCare,thenon-acutecaredivisionof PartnersHealthCarebasedinBoston,Massachusetts.
1Ericksonetal,DisabilityInclusiveEmployerPracticesHiringofIndividualswithDisabilities,Rehabilitation Research, Policy,Education,p.309-328,309v.28(2014).
2In2013,approximately 17.6percentofpeoplewithdisabilitieswereemployed;incomparison,theemployment-population ratioforpeoplewithoutdisabilitieswasapproximately 64percent.U.S.LaborDepartment/BureauofLaborStatistics, PersonswithaDisability:LaborForceParticipation–2013(2014).Theemploymentrateforcollegegraduateswithdisabilitiesisabout
30%lessthanitisforcollegegraduateswithoutdisabilities.R.Nicholas,Ph.D.,R.Kauder,K.KrepcioandD.Baker.Ph.D.,
ReadyandAble:AddressingLaborMarketNeedsandBuildingProductiveCareersforPeoplewithDisabilitiesthrough
CollaborativeApproaches,pages61-79.
Tochangetheeconomiclandscapefor peoplewithdisabilities,privatesectoremployersneedto actasDisabilityEmploymentChampions.3 Employerswho havemadethiscommitmentare reapinginnumerablebenefits.Employeeswithdisabilitiescanhelpbusinessesunderstandand meettheneedsof animportantandexpandingcustomerbaseof peoplewithdisabilitiesandtheir
families.What’smore,researchshows thatconsumersbothwithandwithoutdisabilitiesfavor businessesthatemploypeoplewithdisabilities,andthatpeoplewithdisabilitiescanprovide businesseswiththeflexible,innovativethinkingrequiredfor acompetitiveedgeinthe21st century.
“Today,morethanthreeyearsafteropeningthedoors totheFlexiCenter,40% ofthe FlexiCenteremployeesareindividualswithdisabilities,workingalongsideworkerswho havenotdisclosedanydisability,performingthesamejobswiththesameexpectations and samepay.SomeofthebenefitsoftheFlexiCenterinclude:increasedproductivity, zerosafetyincidents,zeroqualityincidents,90% reductioninturnover,a significant improvementinmorale,reducedhiringcosts,reducedtrainingcosts,and increased
‘goodwill’inMaine.”
DavidBartage,PlantFinanceManagerfortheProcterGamble,Auburn,MEfacility
“Fromtheveryearlydaysweunderstoodthevalueofhiringtechnologistswith disabilities.Uniquelyqualifiedtoidentifyand developworkingsolutionstodigital accessibilitychallenges,thesecreative,knowledgeable,and dynamicprofessionalshave broughtan unrivaledlevelofinsight,passion,and dedicationtoour company.Today, nearlyhalfofour teamofaccessibilityanalysts,developers,and consultantsare individualswithdisabilities.AtSSB,weseethisas a compellingcompetitiveadvantage. Itallowsus tooffersolutionstoour customersthataddresstheircoreconcerns.”
TimSpringer,Founderand CEOofSSBBARTGroup
Thegoalof theCurb CutstotheMiddleClassInitiative– afederalcrossagencyinitiative– isto coordinateandleverageexistingresourcestoincreaseemploymentopportunitiesfor peoplewith disabilities.Thisresourceguideisanexampleof federalagenciesworkingtogethertoensure employershavethetoolsandresourcestheyneedtorecruit,hire,retain,andpromotepeoplewith disabilities.
3TheWhiteHouse, ChampionsofChange:DisabilityEmploymentChampionsofChange(October14,2014).
USINGTHISRESOURCEGUIDE
Thisresourceguideidentifiesrelevantfederalandfederallyfundedresourcesfor employers lookingtorecruit,hire,retain,andpromotepeoplewithdisabilities.Itisdesignedtoanswer commonquestionsraisedby employersandtoidentifyrelevantresourcesfor employerswho wantadditionalinformationon specifictopics.Thegoalof thisguideistohelpemployers implementcommonsensesolutionstoensurethatpeoplewithdisabilities,likeallAmericans, havetheopportunitytoobtainandsucceedingood jobsandcareers.
Theguideusesaquestionandanswerformattohelpemployersnavigatecoreissuesrelatedto theemploymentof peoplewithdisabilities.Itisby no meanscomprehensive,butitismeantto provideanswerstokeyquestionsinaneasy-to-useformat,withlinkstofederalandfederally fundedresourcesthatcanprovidefurtherinformation.Theguideisbrokenintofour sections:
1. BestPracticesforRecruitingCandidateswithDisabilities:SectionOneprovides resourceson how toconducttargetedoutreach,ensurethatthehiringprocessis accessible,andaskeffectivequestionsduringaninterview.
2. BestPracticesforRespecting,Retainingand PromotingEmployeeswith
Disabilities:SectionTwoprovidessuggestionsfor developingsuccessfulorientationand
on-boarding,careerdevelopment,andmentoringprograms.Italsoprovidesinformation on employeeresourcegroups, disabilityawarenesstraining,anddisabilityetiquette training.
3. BestPracticesforProvidingReasonableAccommodations:SectionThreeprovides resourceson commonreasonableaccommodationrequestsaswellassuggestionsfor developingreasonableaccommodationprocedures.
4. TheLegalFramework:TheAmericanswithDisabilitiesActof 1990 and Section503 of theRehabilitationActof 1973: SectionFour providesanoverviewof thetwokey civilrightslawson privatesectoremploymentof peoplewithdisabilities.
SECTIONONE
BESTPRACTICESFORRECRUITINGCANDIDATESWITH DISABILITIES
Peoplewithdisabilitiesareagrowingandhighlyqualifiedcandidatepool.Theywork inall levelsof employmentinpublicsectoragencies,privatecompanies,smallbusinesses,and nonprofitorganizations,andacrossallindustries.For examplesof successfulemployeeswith disabilities,viewtheU.S. Departmentof Labor’sOfficeof DisabilityEmploymentPolicy’s PoliciesinPracticewebpageandtheCampaignfor DisabilityEmploymentwebsite.
Whatstepscanbusinessestaketoensurepeoplewithdisabilitiesareincludedin acompany’soverallrecruitmentefforts?
In BusinessStrategiesthatWork:A Frameworkfor DisabilityInclusion,theU.S. Departmentof Labor’sOfficeof DisabilityEmploymentPolicyoutlinespracticalstrategiestoensurethata company’srecruitmenteffortsaresuccessful.Strategiesfor successinclude:
Establishinginternalpoliciesthatprioritizehiringpeoplewithdisabilities;
Ensuringthatthehiringof peoplewithdisabilitiesispartof acompany’soverallhiring plan;
Conductingtargetedoutreachtoattractqualifiedcandidateswithdisabilities;
Developingcommunitylinkages;
Retainingandreviewingapplicationsfromapplicantswithdisabilitieswhenfuture openingsoccur;and
Ensuringfullyaccessibleonlinejobapplicationsandelectronicandsocialmedia recruitmentmaterials.
Belowarespecificstepsemployersmaywishtoimplement:
1. ConductTargetedOutreach:Successfulrecruitmenteffortscanbebuiltthrough collaborationwithcommunity-basedpartnersthathaveconnectionstoqualified candidates.Thesepartnersincludenonprofitorganizations,nationalandlocaldisability organizations,andfederallyfundedstateandlocalemploymentprogramsfor peoplewith disabilitiessuchas:
VocationalRehabilitation:Vocationalrehabilitationstateagenciesfacilitateawide rangeof servicesfor youthandadultswithdisabilitiesthathelppreparethemwith skillstomeettheworkplaceneedsof business.TheCouncilof StateAdministrators of VocationalRehabilitationhascreatedaNationalEmploymentTeam(TheNET) thatoffersbusinessesasinglepointof contacttoconnectwithqualifiedapplicants, resources,andsupportservicesintheirlocalarea.
EmploymentNetworks:EmploymentNetworksarepublicor privateorganizations thatareauthorizedby theSocialSecurityAdministration’sTickettoWorkProgram
toprovidefreeemploymentsupportservicestoSocialSecuritydisability beneficiariesages18 to64.
VocationalRehabilitationandEmployment(VR&E):TheVocationalRehabilitation andEmploymentprogram,administeredby theDepartmentof VeteransAffairs, assistsVeteranswithservice-connecteddisabilitiesandanemploymenthandicapand servicememberswho areintheprocessof transitioningfromthemilitarytocivilian employmentinpreparingfor, finding,andretainingsuitableemployment.
AmericanJob Centers:TheAmericanJob Centers,fundedby theDepartmentofLabor’sEmploymentandTrainingAdministration,providefreeemployment assistanceservicestojobseekers.LocalAmericanJob Centerscanhelpbusinesses withdraftingjobpostings,recruitingcandidates,anddevelopingretentionand trainingprograms.
Centersfor IndependentLiving(CILs):TheCentersfor IndependentLivingare federallyfundedconsumer-controllednonprofit,nonresidentialorganizations.The CILs’missionistoempowerpeoplewithdisabilitiesby providinginformationand referralservices,independentlivingskillstraining,peercounseling,andtransition services,andby developingadditionalservicesbasedon communityneeds.A growingnumberof CILsareEmploymentNetworksandofferadditionalservices suchasjobinterviewpracticeandotherpre-employmentservicestopeoplewith disabilities.
In addition,theDisabilityandVeteransCommunityResourcesDirectory,createdby the Departmentof Labor’sOfficeof FederalContractCompliancePrograms,providesasearchable, non-exhaustivelistof organizationsthatdeliveremploymentservicesfor peoplewithdisabilities andVeterans.
2. FormCommunityLinkagesorPartnerships:Communitylinkagesareon-going relationshipsthatfacilitateanemployer’sabilitytodiversifyitsworkforce.
Viewthiswebinarfor informationregardinghow communitylinkagescanbenefit businesses:CreatingEffectiveLinkagesfor EffectiveRecruitmentof CandidateswithDisabilities.
3. PostJob AnnouncementsinTargetedSpaces:Postingvacancieson jobboards designed for peoplewithdisabilities,indisability-relatedpublications,andwithdisability organizationswillincreasethediversityof theapplicantpool.Examplesof nationaljob boardsfor peoplewithdisabilitiesinclude:
WorkforceRecruitmentProgram
TheTalentAcquisitionPortal
4. Startan InternshipProgram.Internshipprogramsspecificallyfor peoplewith disabilitiesareaneffectiveandcostefficientrecruitmentstrategy.Accordingtoa ResearchBriefon DisabilityRecruitmentandHiring,businessesthathaveinternship programsfor peoplewithdisabilitieswere4.5 timesmorelikelytohireapersonwitha disabilitythanbusinesseswithoutsuchaprogram.
Moreinformationaboutstrategiesfor hiringpeoplewithdisabilitiesislocatedatRecruitingTips, fromtheEmployerAssistanceandResourceNetwork.
Whataresomestrategiestorecruityoungpeoplewithdisabilities?
Hiringyoung peoplewithdisabilitiesisno differentthanhiringyoung peoplewithout disabilities.A numberof federal,state,andprivateinitiativesfocuson ensuringthatyoung peoplewithdisabilitiescanenterandsucceedintheworkforce.
Tobuildatalentpipelineof young peoplewithdisabilities,businessesshouldconsider:
1. Startinganinternshipprogramthattargetsyouthwithdisabilities.
TheWorkforceRecruitmentProgram,arecruitmentandreferralprogram,co- sponsoredby theU. S. Departmentof Labor'sOfficeof DisabilityEmployment Policy,andtheU. S. Departmentof Defense,connectsfederalsector,private,and nonprofitemployersnationwidewithhighlymotivated,qualified,andpre-screened postsecondarystudentsandrecentgraduateswithdisabilitieswho arereadytoprove theirabilitiesinsummeror permanentjobs.
Viewthefollowingvideostoseehow thePentagon,theFederalDepositInsuranceCorporationandSSBBARTGroup(afederalcontractor)havebenefitedfromthe WorkforceRecruitmentProgram.
2. Developingregisteredapprenticeshipprogramsfor young peoplethattargetyouthwith disabilities.
3. Conductingoutreachtohighschooltransitioninitiatives,collegeanduniversitydisability studentservicesoffices,andcommunitycollegesthathaveprogramsdesignedfor students withdisabilities.
WhataresomestrategiestorecruitVeteranswithdisabilities?
A numberof publicandprivatesectorinitiativesaredesignedtohelpemployersrecruitandhire Veteranswithdisabilities.TheVeteransHiringGuideisacomprehensivetoolkitdesignedto helpemployersstartarecruitmentprogramfor Veterans.
TheVeteransEmploymentCenter(VEC):TheVECconnectstransitioningservice members,Veterans,andtheirfamiliestomeaningfulcareeropportunities.TheVEC providesemployerswithaccesstoadatabaseof verifiedcareerprofilesthatcanbe searchedby keywordand/orgeographiclocationaswellasby specialcriteria,including disability.
TheU.S. Departmentof Labor’sVeterans’EmploymentandTrainingService(VETS)
programprovidesanumberof servicesfor employerslookingtohireVeterans.
Whataresomebestpracticesemployerscanimplementtoprovideequalaccess toemploymentopportunitiesforapplicantswithdisabilities?
Toensurealevelplayingfieldfor applicantswithdisabilities,employersshould:
1. Ensurethatjobannouncementspostedon jobboardsandsocial/professionalnetworking sitesareinformatsthatareaccessibletojobseekerswithdisabilities.
2. Indicateon jobannouncementsthatqualifiedindividualswithdisabilitiesareencouraged toapplyandthatreasonableaccommodationswillbeprovided.
3. Ensureonlineapplicationsystems,includingonlinepre-employmenttests,areaccessible tocandidateswithdisabilities.
VisitthePartnershipon EmploymentandAccessibleTechnologyinteractiveweb portalfor employertipson ensuringaccessibleonlinejobapplicationsystems.
For generalinformationon webcontentaccessibility,reviewtheWebContent
AccessibilityGuidelines2.0.
VisitSection508.govfor accessibilityguidelinesunderSection508 of the RehabilitationAct.EventhoughSection508 appliesonlytothefederalgovernment, itcontainshelpfulstrategiesfor employerstoimprovetheaccessibilityof online content.
FederalcontractorsshouldreadtheU.S. Departmentof Labor’sOfficeof FederalContractComplianceProgramsSection503 FAQsfor up todateinformationon disabilityissuesrelatedtoonlineapplications.
4. Confirmthatinterviewlocationsarephysicallyaccessible.
VisitADA.govfor informationon buildingaccessibility.
5. Informallapplicantsaheadof timewhattheinterviewprocessmayincludeandprovide themwiththeopportunitytorequestareasonableaccommodation,ifneeded.
6. Bepreparedtoprovidereasonableaccommodationsfor applications,interviews,pre- employmenttests,andotheraspectsof thehiringprocesswhenneeded,including assigningstafftoarrangeandapproverequestedaccommodationsinatimelyfashion.
Whataresomebestpracticesforinterviewingapplicantswithdisabilities?
Theresourcesbelowidentifybestpracticesfor interviewingandhiringcandidateswith disabilities:
U.S. Departmentof Labor’sOfficeof DisabilityEmploymentPolicy’sFocuson Ability:InterviewingApplicantswithDisabilities
EmployerAssistanceResourceNetwork’swebpageon InterviewingCandidateswith
Disabilities
Whatcananintervieweraskaboutaperson’sdisabilityduringthehiring process?Whatquestionsmaynotbeasked?
In general,theADA doesnotallowanemployertoaskanyquestionsaboutdisabilityor to conductanymedicalexaminationsuntilaftertheemployermakesaconditionaljoboffertothe applicant.Althoughemployersmaynotaskdisability-relatedquestionsor requiremedical examinationsatthepre-offerstage,theymaydo awidevarietyof thingstoevaluatewhetheran applicantisqualifiedfor thejob,includingthefollowing:
Employersmayaskaboutanapplicant’sabilitytoperformspecificjobfunctionsor tasks.
Employersmayrequestthatanapplicantdescribeor demonstratehow theywould performjobtasksor achievejoboutcomes.
Employersmayaskaboutanapplicant'squalificationsandskills,suchastheapplicant's education,work history,andrequiredcertificationsandlicenses.
Moreinformationisavailableon theJob AccommodationNetwork'sfactsheeton Pre-Offer
Disability-RelatedQuestions:Dos andDon’ts.
TheADA does,however,provideanexceptiontothegeneralruleprohibitingdisability-related questionsintheinterviewprocess.UndertheADA, anemployermayinviteapplicantsto voluntarilyself-identifyasindividualswithdisabilitiesfor affirmativeactionpurposes.
If abusinessisafederalcontractorsubjecttothewrittenaffirmativeactionprogram(AAP) requirementsof Section503 (describedmorefullyinSectionFour), ithasanobligationtoinviteapplicantstovoluntarilyself-identifyasanindividualwithadisability,usingaspecific Governmentformdesignedfor thispurpose.Applicantresponsestotheformshouldbeprovided onlytoHumanResourcesoffices,andnotsharedwithinterviewing,testing,or hiring
officials.For moreinformationaboutthisSection503 requirement,visitOFCCP's FAQ’s on
self-identification.
SECTIONTWO
BESTPRACTICESONRESPECTING,RETAININGPROMOTING EMPLOYEESWITHDISABILITIES
Mostbusinessesarewellawarethathighemployeeturnoverrateshaveadetrimentalimpacton a business’sbottomline.On theotherhand,aworkplaceculturethatembracesdiversityand
fostersinclusionboostsemployeeproductivityandgeneratesrevenue.Thus,itissmartfor
businessestodevelopandimplementretentionstrategiesaspartof theiroveralldisability employmentinitiative.
For moreinformationon thebenefitsof aninclusiveworkplacecultureandstrategiesfor best practices,viewtheseresources:
CreatinganInclusiveEnvironment
RecommendedDisability-FriendlyStrategiesfor theWorkplace
Thefollowingresourcesaredesignedtohelpbusinessesassess workplacedisabilityinclusion policiesandpractices:
TheU.S. Departmentof Education’sOfficeof SpecialEducationandRehabilitative
Services’DisabilityFriendlyBusinessChecklist
TheNortheastADA Center’sMakingWorkHappenOnlineEmploymentToolkit
Whatcanemployersdotodevelopretentionprogramsforemployeeswith disabilities?
Itisnotdifficulttoimplementretentionprogramsfor employeeswithdisabilities.In fact,many existingemployeeprogramscanbetweakedtofocuson theneedsof employeeswithdisabilities. Examplesof employmentpracticesthatcanbemodifiedor implementedtoincreaseretention rates of employeeswithdisabilitiesinclude:
OrientationandOn-boardingPrograms
CareerDevelopmentPrograms(includingon thejobtraining)
MentoringPrograms
EmployeeResourceGroups
For examplesof successfulretentionprograms,readthefollowingemployercasestudieson:
RetainingaHighPerformingEmployeeandA SmallInvestmentYieldsBigGains.
Whataretailoredon-boardingprograms?
Employeeon-boardingprogramsaredesignedtoensurethatnewemployeeshavethetoolsand resourcesnecessarytosucceedintheirnewworkplace.Typicalon-boardingprogramsacclimate
newemployeestotheworkplacecultureandeducatethemon relevantpoliciesandprocedures. Theobjectiveof on-boardingthatistailoredtonewemployeeswithdisabilitiesisthesame,but includesdisabilityspecificinformationsuchas reasonableaccommodationproceduresand orientationmaterialsthatareinaccessibleformats.
Accordingtoastudyby theSocietyfor HumanResourceManagement,thelongtermbenefitsof effectiveemployeeon-boardingprogramsincludeimprovedemployeeretentionratesand increasedproductivity.In addition,structuredon-boardingprogramshavebeenshown toease
thetransitionof Veteranswithdisabilitiesintothecivilianworkforce.
Howcanemployersprovideemployeeswithdisabilitiesequalaccesstocareer developmentprograms?
Careerdevelopmentprograms– suchasconferences,trainings,tuitionassistance,androtational assignments– areprovenemployeeretentionstrategies.Belowaresomebestpracticestoensure employeeswithdisabilitieshaveequalaccesstosuchprograms:
Holdsupervisorsaccountablefor implementingmanagementpracticesthatsupport diversity;
Ensureallonlineprofessionaldevelopmentclassesandmaterialsarefullyaccessible;
Reserveaportionof employeetrainingfunds toprovidedisabilityrelated accommodationsfor trainingopportunities;
Offerspecializedleadershipprogramsfor employeeswithdisabilitiessimilartoexisting leadershipprogramsfor othertraditionallyunderrepresentedgroups;
Ensureworkplaceeventsareaccessibletoemployeeswithdisabilities.
Howcandisabilityawarenessandetiquettetraininghelpemployeeretention?
Disabilityawarenesstrainingisacosteffectivewaytoaddressunconsciousbias,increase workplaceinclusivity,andattractprospectivecandidateswho arepeoplewithdisabilities.
DisabilityHRisanonlinedisabilityawarenesstrainingprogramfor HumanResource professionalsfundedby theNationalInstituteon DisabilityandRehabilitationResearch.
MakingWorkHappenisanonlinetoolkittohelpemployersintegratedisabilityinto existingdiversityprograms.MakingWorkHappenalsohasaseparateToolkitonVeteransEmployment.
Educatingallstaffon disabilityetiquettebuildsacorporateculturethatembracesdiversity. Belowaresomeresourceson disabilityetiquette:
U.S. Departmentof Labor’sOfficeof DisabilityEmploymentPolicy’sEffective
Interaction:CommunicatingWithandAboutPeoplewithDisabilitiesintheWorkplace.
TheAssociationof UniversityCenterson Disabilities’Portrayalof Peoplewith
DisabilitiesCommunicationTable.
Howcanworkplacementoringprogramsandemployeeresourcegroupsimprove employmentoutcomes?
Workplacementoringprogramsandemployeeresourcegroups aretoolsbusinessescanuseto addresstheneedsof theirincreasinglydiverseworkforce.Bothtoolshelpincreaserecruitment andretention,improveorganizationalculture,andprovideguidancetoemployeesandmanagers aboutdisabilityissues.
For resourceson workplacementoringprograms,viewtheEmployerAssistanceand
ResourceNetwork’sWorkplaceMentoringPrimer.
For informationon startingor expandingaDisabilityEmployeeResourceGroup, view:
Toolkitfor EstablishingandMaintainingSuccessfulEmployeeResourceGroups
EmployerAssistanceandResourceNetwork’sDisabilityFocusedEmployeeResource
Groups webinar
Howcanreturntoworkprogramsbemoreinclusiveofemployeeswith disabilities?
ReturntoWork(RTW)programsaredesignedtoreturnaninjured,disabled,or temporarily impairedworkertotheworkplaceassoon asmedicallyfeasible.Suchprogramscanhelp businessesboostemployeemorale,saveorganizationalresources,reduceworkerscompensation costsandretaintoptalent.
Theanticipatedresultof anRTWprogramistheprogressivereturnof theinjuredor recuperating employeetofullduty.RTWprogramsarehistoricallyassociatedwithreturningemployeesfrom occupationalinjuries,butmanycompaniesarenow integratingRTWprogramsfor non- occupationalinjuriesandhealthissuesintotheiroveralldisabilitymanagementstrategy.
Manyindividualswithdisabilitieswho wishtoreturntowork afteraperiodof leavemayneed reasonableaccommodationsinordertodo theirjobs.As aresult,anRTWprogramwill generally includetemporaryor permanentaccommodationssuchasmodifiedschedules, modified jobduties,modifiedmethodsfor completingjobduties,or reassignmenttoanalternate position.
Theresourcesbelowprovideadditionalinformationon RTWprogramsandaccommodations:
TheJob AccommodationNetwork’sAccommodationandComplianceSeries:Return-to-WorkPrograms
TheDepartmentof Labor’sOfficeof DisabilityEmploymentPolicy’sReturn-to-Work
Toolkitfor EmployeesandEmployers
TheEqualEmploymentOpportunityCommission’sdiscussionof returntowork issuesin itsguidanceon WorkersCompensationandtheADA
Howcanworkplaceflexibilityprogramshelpemployersretainemployeeswith disabilities?
Increasingly,businessesareimplementingworkplaceflexibilityprogramsinanefforttoremain competitive.Flexiblework arrangementsincludeawidevarietyof solutionsincludingflexible startandendtimes,compressedwork weeks,shiftswaps,andteleworkprograms.
TheU.S. Departmentof Labor’sOfficeof DisabilityEmploymentPolicy’sWorkplaceFlexibilityToolkitisacomprehensivecollectionof resourcesdesigned,inpart,tohelp employersunderstandandimplementworkplaceflexibilityprograms.
SECTIONTHREE
BESTPRACTICESFORPROVIDINGREASONABLE ACCOMMODATIONS
Whatisa reasonableaccommodation?
A reasonableaccommodationisanychangeinthework environmentor inthewaythingsare usuallydonethatenablesanindividualwithadisabilitytoenjoyequalemployment opportunities.Reasonableaccommodationsinclude:
1. Changestothejobapplicationprocess;
2. Changestothework environmentor thewaythejobisdone;and
3. Changestoenabletheemployeetoenjoyequalaccesstothebenefitsandprivilegesof thejob.
For informationon reasonableaccommodations,read:
U.S. EqualEmploymentOpportunityCommission’sReasonableAccommodation
EnforcementGuidance.
U.S. Departmentof Labor’sOfficeof DisabilityEmploymentPolicy’sInvestingin
People:Job AccommodationSituationsandSolutions.
TheJob AccommodationNetwork’sPracticalGuidetoReasonableAccommodationsundertheADA.
TheEmployerAssistanceandResourceNetwork’swebpagesfor employerson
UnderstandingAccommodationsandMakingAccommodations.
For amultimediawebbasedtrainingon reasonableaccommodations,visittheJob
AccommodationNetwork’smultimediatrainingmicrosite.
Wherecanemployersfindresourcesonappropriateaccommodationsforspecific disabilitiesorworksettings?
Employersshouldbeginby askingtheemployeeor applicantwithadisabilityaboutthetype(s) of accommodationsheor sheneeds.Theaccommodationmaybeachangeor modificationthat caneasilybeprovided.
For moreinformationon appropriateaccommodationsfor specificdisabilitiesor work settings, visit:
Job AccommodationNetwork’sSearchableOnlineAccommodationResourcetoexplore accommodationoptionsby employmentsetting.
Job AccommodationNetwork’sAccommodationInformationby Disabilitywebpageto exploreaccommodationideasby disability.
TechChecktoobtaintoolstoassess andimprovetheaccessibilityof informationand communicationstechnology.
Onaverage,howmuchwillitcosttoprovidea reasonableaccommodation?
Generally,employershavefound thatitmaycostlittletonothingtoaccommodatemost employeeswithadisability.Studiesby theJob AccommodationNetworkhavefound:
Approximately56% of accommodationshaveno associatedcosts;
Approximately37% of accommodationshaveaonetimecostof $500 or less;
Approximately4% of accommodationsresultinongoingexpenseson anannualbasis. Therearealsoanumberof taxbenefitsavailabletohelpemployersoffsetthecostsrelatedto
accommodations.Employerswho hireVeteranswithdisabilitiesmightbeentitledtoadditional
taxcredits,salarysubsidies,andsalaryreimbursement.
Whataresomebestpracticesondevelopingaccommodationsprocessesand procedures?
AppendixBtotheregulationsissuedtoimplementSection503 of theRehabilitationAct providesguidancetofederalcontractorson developingproceduresfor handlingreasonable accommodationrequests.Therecommendationsareusefulfor allemployers.
TheU.S. EqualEmploymentOpportunityCommission’sguidanceon ReasonableAccommodationProceduresdevelopedfor useby federalagenciesisanothercomprehensive resource.Manyof therecommendationsinthisdocumentarealsousefulfor theprivatesector.
Whataresomecommonreasonableaccommodationrequests?
Somecommonaccommodationrequestsincluderequestsfor:
Adjustingormodifyingtestsand trainingmaterials– suchasprovidingmaterialsin alternateformats(e.g.,Brailleor largeprintor readinginstructionsoutloudtoaperson withavisionor cognitiveimpairment).
Allowingtheuseof a job coach– permittingajobcoachpaidby apublicor private socialserviceagencytoaccompanyanemployeeatajobsiteinordertoassistthe employeeinlearningandaccuratelycarryingoutjobduties.
Modifyingoracquiringequipmentordevices– suchasraisingtheheightof adeskto accommodateanemployeewho usesawheelchair,purchasingamplifiedstethoscopesfor useby nursesandphysicianswithhearingimpairments,or providingassistive
technology,suchascomputerscreenreaders,for employeeswithvisionimpairments.
Modifyingpoliciesorworkplacerules– suchasallowinganemployeewithdiabetesto eatatherdeskor allowingaretailstorecashierwithabackimpairmenttouseastool.
Modifyingworkschedules– suchasadjustingarrivalor departuretimes,providing periodicbreaks,or alteringthetimeswhencertainjobtasksareperformed.
Providingqualifiedreadersorinterpreters– suchasareadertoreadwrittenmaterials toanemployeewithavisionimpairmentor asignlanguageinterpreterfor apersonwho isdeaf.
Job restructuring– makingchangestowhenand/orhow ataskisperformed,or shifting responsibilitytootheremployeesfor minortasksthatanemployeeisunabletoperform becauseof adisability.
Leave– allowinganemployeetouseaccruedpaidleave,andprovidingadditionalunpaid leaveonceanemployeehasexhaustedallavailableleave,for disabilityrelatedreasons suchasreceivingor recoveringfromtreatmentor whenacondition“flaresup.”
Reassignmentto a vacantposition– movingacurrentemployeetoanexistingvacant positionfor whichheor sheisqualifiedwhentheemployeecanno longerperformhisor hercurrentjobbecauseof adisability.
Telework– allowinganemployeetowork fromhomeor aremotelocation. Belowareresourceson specificreasonableaccommodations:
Resourceson ModifyingWorkSchedules and Telework
TheEqualEmploymentOpportunityCommission’sWorkAtHome/TeleworkasaReasonableAccommodationfactsheetexplainshow teleworkprogramscanbeusedasa reasonableaccommodation.
TheOfficeof DisabilityEmploymentPolicy’sWorkplaceFlexibilityToolkitincludesa numberof resourceson flexiblework arrangements,includingmodifiedwork schedules andtelework.
Resourceson AcquiringorModifyingEquipmentorDevices
AssistiveTechnologyResources,whichoperatesunderagrantfromtheU.S Department of Education’sRehabilitationServicesAdministration,providesresourcesfor statewide assistivetechnologyprograms.
TheJob AccommodationNetwork’sfactsheeton AlternateInputDevicesprovidesan overviewof varioustoolsdesignedtoimprovecomputeraccessibilityfor individualswith avarietyof impairments.
Resourceson ModifyingTestsand TrainingMaterials
TheJob AccommodationNetwork’sTestingAccommodationspublicationprovides backgroundinformationon testingaccommodationrequests.
Resourceson Leave
TheEmployerAssistanceResourceNetwork’sdocumenton ManagingEmployeeLeaveprovidesanoverviewof someof theissuesthatmayneedtobeaddressedwhenan employeeison leave.
TestimonyfromtheEEOC’sOfficeof LegalCounseladdressessomeadditionalleave- relatedissues.
Resourceson Job Coaches
WorkingwithJob CoachesandEmploymentSupportSpecialistsdiscussestheemployer benefitsof allowinguseof ajobcoachasareasonableaccommodation.
TheJob AccommodationNetwork’sfactsheetJob CoachingintheWorkplaceprovides examplesof how jobcoachesimproveemploymentoutcomesfor workerswith disabilities.
Belowareadditionalresourceson emergingaccommodationtopics:
Travel
Job RelatedTravel
CommutingToandFromWork
Epilepsy,DrivingandEmployment
MentalHealthConditionsand OtherHiddenDisabilities
AccommodatingServiceMemberswithPTSD
Job Accommodationsfor EmployeeswithMentalHealthConditions
EmergencyPlanning
Employers’GuidetoIncludingEmployeeswithDisabilitiesinEmergencyEvacuation
Plans
PandemicPreparednessintheWorkplaceandtheADA
ServiceAnimals
ServiceAnimalsintheWorkplace
ServiceAnimalsandEmotionalSupportAnimals-- Wherearetheyallowedandunderwhatconditions?
SECTIONFOUR
THELEGALFRAMEWORK:
THEAMERICANSWITHDISABILITIESACTOF1990ANDSECTION
503OFTHEREHABILITATIONACTOF1973
Theprecedingsectionsdescribebestpracticesfor employerswho wishtoincreasethenumberof employeeswithdisabilitiesintheirworkforce.As employersprogresstowardthisgoal,they must remaincognizantof therequirementsunderTitleI of theAmericanswithDisabilitiesAct. Federalcontractorsmustalsobecognizantof additionalrequirementsunderSection503 of the RehabilitationActof 1973.
WhatisTitleIoftheAmericanswithDisabilitiesAct?
TitleI of theAmericanswithDisabilitiesAct(ADA) prohibitsdiscriminationagainstqualified personswithdisabilitiesby privateemployers,stateandlocalgovernments,employment agencies, andlaborunions.TheADA alsorequiresthatemployersprovidereasonable accommodationstoemployeesandapplicantswithdisabilities.TitleI of theADA isenforcedby theU.S. EqualEmploymentOpportunityCommission(EEOC).
For moreinformationabouttheADA, view:
TheregulationsimplementingTitleI of theADA.
TheU.S. EqualEmploymentOpportunityCommission’sdisabilitywebpage,which includes:TheADA:Your ResponsibilitiesasanEmployerandtheADA PrimerforSmallBusiness.
TheU.S. Departmentof Justice’sDisabilityRightsSection’sinformationandtechnical assistancewebsite:
TheADA NationalNetwork,acomprehensiveresourcefor informationandtrainingon theADA.
TheJob AccommodationNetwork’seasytounderstandADA glossaryof commonlyused
ADA terminology.
WhatisSection503oftheRehabilitationAct?
Section503 of theRehabilitationActof 1973(Section503) prohibitsemploymentdiscrimination by coveredfederalcontractorsandsubcontractorsagainstqualifiedindividualswithdisabilities.
Italsoimposesanaffirmativerequirementupon coveredfederalcontractorsandsubcontractors totakestepstorecruit,employ,accommodate,train,andpromotequalifiedindividualswith
disabilities.Section503 isenforcedby theOfficeof FederalContractCompliancePrograms
(OFCCP) withintheU.S. Departmentof Labor.For nondiscriminationpurposes,therulesof
Section503 arethesameasTitleI of theADA. For moreinformationaboutSection503, view:
TheregulationsimplementingSection503 of theRehabilitationActof 1973.
OFCCP’s Section503 resourcewebpagefor federalcontractors.
TheEmployerAssistanceandResourceNetwork’sFederalContractorwebpagefor additionaltipson complyingwiththenewregulations.
HowisemploymentdiscriminationdefinedundertheADAandSection503?
Disabilitydiscriminationoccurswhen:
1. A coveredemployertreatsaqualifiedemployeeor applicantwithadisabilityless favorablybecausesheor hehasadisability;
2. A coveredemployertreatsaqualifiedemployeeor applicantlessfavorablybecauseshe or hehasahistoryof adisabilityor becausesheor heisbelievedtohaveadisability;
3. A coveredemployertreatsaqualifiedemployeeor applicantdifferentlybecauseof heror hisrelationshiptoapersonwithadisability;
4. A coveredemployerfailstoprovidereasonableaccommodations,absentsignificant difficultyor expense,for aqualifiedemployeeor applicantwithadisabilityor ahistory of adisability.
WhichemployeesandapplicantsarecoveredundertheADAandthe nondiscriminationprovisionsofSection503?
In ordertobeprotectedundertheADA (andthereforeprotectedunderthenondiscrimination provisionsof Section503), apersonmustbe:
A. Qualifiedfor thejob,i.e.,abletoperformtheessentialfunctionsof thejob(withor withoutreasonableaccommodation);and
B. Haveadisabilityasdefinedby thestatute.
Whoisa personwitha disabilityundertheADAandSection503?
A personhasadisabilityif:
1.Heor shehasaphysicalor mentalconditionor impairmentthatsubstantiallylimitsa majorlifeactivity(suchaswalking,talking,seeing,hearing,learning,or majorbodily functions,suchasfunctionsof theimmunesystem,cardiovascularsystem,or normalcell growth);or
2.Heor shehasahistoryof aphysicalor mentalconditionor impairment(suchascancer thatisinremission);or
3.Heor sheisbelievedtohaveaphysicalor mentalconditionor impairmentthatisnot minorandtransitory.
Thestandardfor showingthatanemployeeor applicanthasadisabilityundertheADA and
Section503 isnothigh.Thelawismeanttohaveabroadscopeof protection.TheU.S. Equal
EmploymentOpportunityCommission’sQuestionsandAnswerson theADA AmendmentsActprovidesmoreinformationaboutwho isapersonwithadisabilityundertheADA.
Physicalor mentalconditionsthatarealmostalwayscoveredundertheADA andSection503 include:
/ Autism
Bi-polarDisorder /
/ HIV
IntellectualDisability /
/ MuscularDystrophy
ObsessiveCompulsive
/ Blindness
Cancer / / MajorDepressive
Disorder / / Disorder
Partiallyor completely
/ CerebralPalsy
Deafness / / MobilityImpairment
requiringtheuseof a / / missinglimbs
PostTraumaticStress
/ Diabetes
Epilepsy / / wheelchair
MultipleSclerosis / / Disorder
Schizophrenia
ThefollowingfactsheetsaddressdisabilityspecificADA obligations:
CancerintheWorkplace
DeafnessHearingImpairmentsintheWorkplace
BlindnessVisionImpairmentsintheWorkplace
DiabetesintheWorkplace
EpilepsyintheWorkplace
PeoplewithIntellectualDisabilitiesintheWorkplace
Whenmustanemployerprovidea reasonableaccommodationundertheADA
andSection503?
An employermustprovideareasonableaccommodationifitwillenableanapplicantor employee toenjoyequalemploymentopportunitiesanditdoesnotimposean“unduehardship”on the operationof theemployer'sbusiness.An accommodationimposesanunduehardshipifit requires significantdifficultyor expensewhenconsideredinlightof factorssuchasan employer's size,financialresources(includingtheresourcesof theparentcompany),andthe natureandstructureof itsoperation.An employerisnotrequiredtolowerqualityor production standardstomakeanaccommodation.Employeesareexpectedtoperformtheessentialfunctions of thejob,withreasonableaccommodationsifneeded.
WhichemployersaresubjecttotherequirementsoftheADA?
Employerswho employ15 or moreindividuals,andemploymentagencies,labororganizations, andjointlabor/managementcommitteesaresubjecttotherequirementsunderTitleI of the ADA. TheU.S. EqualEmploymentOpportunityCommission’swebpageon CoverageRequirementsfor employersoffersadditionalinformation.
WhichemployersaresubjecttotherequirementsofSection503?
Thenondiscriminationrequirementsof Section503 generallyapplytoallcompanieswitha federalgovernmentcontractor subcontractinexcessof $15,000. In addition,covered contractors andsubcontractorswith50 or moreemployeesandacontractof $50,000 or moreare requiredtodevelopandmaintainawrittenaffirmativeactionprogram.Federallyassisted
constructioncontractorsdo notneedtodevelopanaffirmativeactionprogramunderSection503.
For moreinformationon determiningwhetheranorganizationisafederalcontractoror subcontractor,visittheU.S. Departmentof Labor’sFederalContractorComplianceAdvisoror contacttheOfficeof FederalContractComplianceProgram’sHelpDeskat1-
800-397-6251 for assistance.
Whataresomeofthekeyrequirementsforfederalcontractorsunderthenew
Section503regulations?
TheU.S. Departmentof Labor’sOfficeof FederalContractComplianceProgramsrevisedits regulations[effectivein2014] implementingSection503 of theRehabilitationAct.In addition toupdatingtheregulations’nondiscriminationprovisionstoconformtotheADA Amendments Act,thenewregulationsstrengthenedfederalcontractors’obligationstoengageinaffirmative action.Examplesof theregulations’keyrequirementsinclude:
Establishmentof a7% utilizationgoalfor individualswithdisabilities;
A requirementtomaintaindataon applicantsandnewhireswithdisabilitiesinorderto creategreateraccountabilityinemploymentdecisions;and
A requirementthatcontractorsinviteapplicantstovoluntarilyself-identifyasan individualwithadisabilityatthepre-offerstageof thehiringprocess,inadditiontothe existingrequirementthatcontractorsinviteapplicantstovoluntarilyself-identifyafter receivingajoboffer.
For informationon developinganaffirmativeactionplan,view:
TheU.S Departmentof Labor’sOfficeof FederalContractCompliancePrograms’ SampleAffirmativeActionProgram.
TheEmployerAssistanceandResourceNetwork’swebpageon AffirmativeAction
Plans.
APPENDIX
AGENCYANDAGENCY-PARTNERRESOURCESFOREMPLOYERS
FederalAgencies
Departmentof Education,RehabilitationServicesAdministration(RSA)
RSA overseesgrantprogramsthathelpindividualswithdisabilitiesobtainemploymentandlive moreindependently.RSA’s majorformulagrantprogramprovidesfunds tostatevocational rehabilitation(VR) agencies.
Departmentof Healthand HumanServices,AdministrationforCommunityLiving(ACL)ACLfunds andprovidesprogrammaticsupportfor IndependentLivingprograms,includingthe Centersfor IndependentLiving.
Departmentof Justice,CivilRightsDivision,DisabilityRightsSection(DOJDRS)
DOJ DRS enforcestheprovisionsof TitleII (StateandLocalGovernments)andTitleIII (Public
Accommodations)of theADA. Itprovidestechnicalassistanceandguidancetothepublicvia thewebandatoll-freeADA InformationLine.
Departmentof Labor,Officeof DisabilityEmploymentPolicy(ODEP)
ODEPpromotestheadoptionandimplementationof policystrategiesandeffectivepracticesthat
willimpacttheemploymentof peoplewithdisabilities.
Departmentof Labor,Officeof FederalContractCompliancePrograms(OFCCP)OFCCP enforcesSection503 of theRehabilitationActandtheVietnamEraVeterans ReadjustmentAssistanceAct(VEVRAA).
Departmentof Labor,VeteransEmploymentand TrainingServices(VETS)
VETSpreparesveteransandservicemembersfor meaningfulcareersandprovidestechnical
assistanceservicestoemployers.
Departmentof VeteransAffairs,VocationalRehabilitationand EmploymentProgram
(VR&E)
TheVR&EprogramhelpsVeteranswithservice-connecteddisabilitiespreparefor, find,and
keepsuitableemploymentopportunities.
EqualEmploymentOpportunityCommission(EEOC)
TheEEOCenforcestheemploymentprovisions(TitleI) of theAmericanswithDisabilitiesAct.
NationalCouncilon Disability(NCD)
NCD isanindependentfederalagencychargedwithadvisingthePresident,Congress,andother federalagenciesregardingpolicies,programs,practices,andproceduresthataffectpeoplewith disabilities.
SocialSecurityAdministration(SSA)
SSA administerstheTickettoWorkprogram,afreeandvoluntarySocialSecurityprogramthat helpspeoplewho receivedisabilitybenefitsreturntowork or work for thefirsttime.
Federally-FundedAgencyPartners
ADA NationalNetwork
TheADA NationalNetworkprovidesinformation,guidance,andtrainingserviceson theADA
throughtenregionalcenterslocatedacrosstheUnitedStates.
Associationof UniversityCenterson Disabilities(AUCD)
AUCD isamembershiporganizationthatsupportsandpromotesanationalnetworkof federally
fundeduniversity-basedinterdisciplinaryprogramsincludingtheUniversityCentersfor
ExcellenceinDevelopmentalDisabilitiesEducation,ResearchService.
CareerOneStopBusinessCenter
TheCareerOneStopBusinessCenterprovidestools,includinglinkstotheAmericanJob
Centers,tohelpbusinessesrecruit,hire,train,andretainworkers.
CentersforIndependentLiving
Centersfor IndependentLivingareconsumer-controlled,community-based,cross-disability, nonresidentialprivatenonprofitagenciesthataredesignedandoperatedwithinalocal communityby individualswithdisabilitiesandprovideanarrayof independentlivingservices, includingpre-employmentservices,topeoplewithdisabilities.
EmployerAssistanceand ResearchNetwork(EARN)
EARNisaresourcefor employersseekingtorecruit,hire,retainandadvancequalified employeeswithdisabilities.EARNsupportsemployersthroughtoll-freetechnicalassistance,
individualizedconsultation,customizedtrainings,webinarsandevents,andregularupdateson disabilityemploymentnews.
EmploymentNetworks
EmploymentNetworksarepublicor privateorganizationsthatprovidefreeemploymentsupport
servicestoSocialSecuritydisabilitybeneficiariesages18 to64.
Job AccommodationNetwork(JAN)
JAN providesfree,expert,andconfidentialguidanceon workplaceaccommodationsand disabilityemploymentissues.
TheNET,Councilof StateAdministratorsof VocationalRehabilitation(CSAVR)
TheNET,theNationalEmploymentTeamof CSAVR,offersbusinessesadesignatedsingle
pointof contacttoconnectwithqualifiedapplicants,resources,andsupportservicesintheir localareathroughthestatevocationalrehabilitationagencies.
WorkforceRecruitmentProgram
TheWorkforceRecruitmentProgramconnectsemployersnationwidewithhighlymotivated,
qualifiedandpre-screened,postsecondarystudentsandrecentgraduateswithdisabilitieswho are readytoprovetheirabilitiesinsummeror permanentjobs.