Despite resilience of the overall labor market, economic indicators continued to soften in October for Americans with disabilities, according to the most recent National Trends in Disability Employment - Monthly Update (nTIDE), issued by Kessler Foundation and the University of New Hampshire's Institute on Disability (UNH-IOD).
Diane Winiarski, the director of vocational rehabilitation at Allsup Employment Services, provides insight on the current state of disability employment in the country. In doing so, she debunks various myths that employers have about workers with disabilities, provides best practices on hiring and accommodating disabled workers, and explains the work Allsup is doing to promote financial stability among people with disabilities.
The Job Accommodation Network (JAN) posted the annual update of its Accommodation and Compliance: Low Cost, High Impact report on the cost and benefits of providing workplace accommodations to employees with disabilities. Employers who participated in the JAN survey reported that 58% of accommodations cost nothing to make. Providing accommodations resulted in such benefits as retaining valuable employees, improving productivity and morale, reducing workers' compensation and training costs, and improving company diversity.
This news release from the U.S. Department of Labor provides the details of a recent event recognizing National Disability Employment Awareness Month (NDEAM) at the U.S. Department of Labor’s headquarters in Washington, D.C. The focus of this event included discussion on the importance of supporting individuals with mental health conditions in the workplace.
In this article, Caroline J. Berdzik, a partner with Goldberg Segalla and chair of the firm’s Labor and Employment and Health Care Groups, shares her thoughts on the issues of employers navigating employee substance abuse and drug use. She offers insight and ideas on how employers should proceed when an employee demonstrates some indication of substance abuse, what the concerns are for employers, and some thoughts on how to move forward, keeping in mind changing attitudes on addiction and the laws that may apply.
In this article, the author, who is both an attorney and a Type I diabetic, provides advice for employers on ADA compliance, especially for employees whose disabilities are not overtly visible. She stresses the need for employers to have clear policies outlining how employees should request an accommodation, to help foster better communication with those who have invisible disabilities.