Studies have shown that working women with disabilities often experience “double” discrimination due to the combination of negative stereotypes about women and about people with disabilities. Researchers recently conducted focus groups with working women with disabilities to find out more about their experiences in disclosing disabilities and receiving accommodations at work. Participants represented a wide range of ages, disabilities, and job types. They also reported a variety of experiences and strategies in how they approach disability issues with employers and co-workers.
The writer of this article urges employers to take steps to create workplaces that are supportive of individuals with disabilities.
This article reports on a program that pairs mentors and individuals with disabilities to develop employment skills while serving as volunteers in community settings.
This article reports on the D.C. District Court decision ordering the U.S. Equal Employment Opportunity Commission (EEOC) to reconsider rules on employer wellness programs that require employees to undergo medical exams or answer disability-related questions. Such programs must be “voluntary” for employees.
The EEOC issued rules in 2016 under both the ADA and the Genetic Information Nondiscrimination Act (GINA), which allowed employers to offer incentives or impose penalties, up to 30% of the cost of an employee’s health plan, for employees who decline to participate.
The AARP sued the EEOC, arguing the 30% incentive/penalty was so significant it would render a wellness program involuntary.
The court let the rule stand during a reconsideration period, but the period will end January 1, 2019.