The author of this article urges employers to establish internal protocols to make sure that managers and employees understand their obligations and rights under the law, which can help in avoiding a potential lawsuit. She offers tips and best practices for reasonable accommodation procedures in the workplace.
The Office of Disability Employment Policy (ODEP) at the Department of Labor (DOL) has provided a new resource, the Disability Nondiscrimination Law Advisor, designed to help employers determine which federal disability nondiscrimination laws apply to their business or organization. The Advisor also helps recipients of federal financial assistance understand their responsibilities under these laws. The Advisor guides users through a series of questions to target the specific laws that may apply to their situation. Employees, job applicants, applicants for or participants in programs that receive federal financial assistance, and individuals receiving services from public entities, may also find this Advisor helpful to learn more about their rights under these federal disability nondiscrimination laws.
This article discusses the on-going issue of persons with disabilities being paid sub-minimum wages, primarily due to a provision in the 1938 Fair Labors Standards Act. This law includes a clause that allows any firm with a 14(c) certificate to pay out wages based on productivity or ability, even at rates below the minimum wage. These wages have been recorded to be as low as three cents per hour, which are sometimes justified by employers who say that they’re providing the workers with vocational training and jobs for those who otherwise never find one.
This article highlights the continued challenges for persons who are blind in finding and maintaining employment. It shares the most recent data from the American Community Survey indicating that 44.2% of people who are blind are employed, and 10% are unemployed, compared to an employment rate of 77.2% and unemployment rate of 4.8% for people without disabilities. It also explores some of the misperceptions employers may still have regarding employment of persons who are blind.