Digital accessibility is a key factor in engaging disabled employees

http://goo.gl/iq8LdW

Cornell regularly conducts studies to get a pulse on current employer practice in disability inclusive policies. As Dr Bruyère noted, the Americans with Disabilities Act is 25 years old and whilst that might have been an early driver, more recent regulations and approaches have had an impact.

“Several things impact on this. Employers are increasingly aware of their responsibilities and more recently regulations around federal government sub-contracting require them to move towards an aspirational goal of 7% of the workforce having a disability,” said Dr Bruyère.

She also recognised a desire for employers to look more broadly at a more diverse workforce and the talent that people with a disability may be able to offer. There are also some potential benefits to people who are already employed who acquire a disability. Through the disability accommodations already in place, those employees are less likely leave the workforce and end up on social security. Dr Bruyère thinks that the impact on workplace ‘climate’ is also very important in that it sends a message that individuals who acquire a disability or chronic health-related condition are valuable employees and proactive retention policy and practice is a part of good business practice.

Promising Practices In Achieving Universal Access and Equal Opportunity: A Section 188 Disability Reference Guide

http://goo.gl/5Ysm7e

The Section 188 Disability Reference Guide provides updated information and technical assistance that can help American Job Centers and their partners in the workforce development system meet the nondiscrimination and universal access requirements for individuals with disabilities in Section 188 of the Workforce Investment Act. This reference guide includes examples of promising practices that can help promote equal access for individuals with disabilities to the American Job Center (One Stop) system.


IRS Proposes Rules For New ABLE Accounts

http://goo.gl/T2tpI6

Six months after a federal law paved the way for tax-free savings accounts for people with disabilities, officials are providing details on how they expect the new program to operate.

In a proposed rule issued Monday, the Internal Revenue Service unveiled guidelines for the Achieving a Better Life Experience, or ABLE, Act. The federal law is designed to allow people with disabilities to save money without risking their government benefits.

The proposal offers specifics for the first time on how the new accounts should function and clarifies what types of expenses money saved in an ABLE account could be used for.

Advocates say they’re pleased that the IRS took a lenient view in determining what counts as “qualified disability expenses” under the law. Though the ABLE Act mandates that money can be used for specific purposes including transportation, housing and education, the law also allows for “other expenses” and it is up to regulators to determine what should qualify.


What is BenchmarkABILITY?

http://benchmarkability.org/

BenchmarkABILITY is a self-assessments tool that affords organizations an opportunity to track progress and develop strategies toward the implementation of effective disability-related human resource policies and practices in five specific categories: Recruitment & Hiring; Technology & Accessibility; Total Compensation; Retention; and Workplace Inclusion. Take one or all of the surveys and receive a report indicating your current status in each category with recommendations and resources for future action.


Grassley Bill to Help Individuals With Disabilities Gain Independence Earns Support in Iowa

http://goo.gl/4PiQBo

“A key public policy goal is giving individuals with disabilities every chance to live and work as fully in the community as possible,” Grassley said.  “Medicaid is one of the biggest programs that provides support for the disabled, and it doesn’t do enough to achieve the policy goal.  States have financial disincentives to do more under the current system.  This bill would try something different.  For participating states, it would change the incentives and help states do what they’d really like to do to better serve individuals with disabilities.”

The Transition to Independence Act, S. 1604, would create a five-year, 10-state Medicaid demonstration program to give bonuses to states for helping individuals with disabilities achieve the goals of working and living in the community.  It would encourage coordination among those who provide health services, housing, education and workforce training, transportation and other support to people with disabilities to maximize the outcome for the individual.  The bill would be deficit-neutral.  Grassley introduced the bill with Sens. Ron Wyden and Bob Casey.


United Airlines to pay $1.04 million to settle employment case

http://goo.gl/LPn2vD

After nearly six years of litigation, the nation’s largest airline employer has agreed to pay compensation to a set of employees who lost their jobs under a reassignment policy that was struck down in federal court.

The Americans with Disabilities Act mandates that employers provide reasonable accommodations to employees with disabilities. Under United Airlines’ policy, employees unable to work at a prior job due to their disabilities were required to reapply for vacant positions.


JAN Second Quarter Newsletter

http://goo.gl/Fk3trN

The JAN E-News is a quarterly online newsletter. Its purpose is to keep subscribers informed about low-cost and innovative accommodation approaches; the latest trends in assistive technologies; announcements of upcoming JAN presentations, media events, trainings, and Webcasts; and legislative and policy updates promoting the employment success of people with disabilities.

An e-mail announcement is sent to an opt-in list when a new issue is available. Please use the links at the end of this document to subscribe or unsubscribe.


Do Ask, Do Tell: Encouraging Employees with Disabilities to Self-Identify

http://goo.gl/uCg89S

New regulations require that government contractors that have 50 or more employees and do more than $50,000 in business with the federal government invite every job applicant, new hire, and current employee in the United States to indicate whether they have a disability. This report investigates what companies are doing to build a diversity-inclusive culture and encourage employees with disabilities to voluntarily self-identify. It will help organizations meet the threshold as government contractors to create an environment in which employees may feel comfortable self-identifying. The report is based on a survey of 98 companies and interviews with disability experts.