We all know the drill..., unless you're born with a 'silver spoon' in your mouth (now adays, it needs to be 'double platinum'), the job pool could be slim pickins'! [aside from sheer luck, God's favor, self-determination, nepotism, chronyism, etc...] Depending on the job, career, profession one chooses, you definitely need targeted high school performance, competitive standardized test scores, a dash of community service, strategic career-ready courses, a college-payment plan, a relevant New Millennium degree; and well-maintained, discreetly selective, high-profile SOCIAL NETWORK ACCOUNTS! Once you do all of this - after you've acquired your ideal job, career, profession - reports/stats/trends prove you must continue with professional development and stay in tune with this global tech-savvy world!
Oh, let's not forget, employers and venture-capitalist, secretly know that EVERYTHING must be tailored to the X, Y and Baby Boomer Generations, as well as, the 'Disability' Workforce.
That's right! "People with disAbilities are Value-Able." "DisabilityVOICE - Disability Rights Advocate" espouses it and 'Think Beyond the Label' keeps proclaiming it with facts, not just opinion and sentiment.
And, the Americans with Disabilities Act backs it up!
Thus, Employers need to know the ground rules when hiring a workforce that includes individuals with a disability. Moreover, Employees with a disAbility, need to know how to acquire and maintain a job.
But,
'did ADA really mean that?... "Reasonable" and ''unreasonable' accommodations can scare off prospective employees and seem like to much of a headache to an employer. Before we get a quick review of 2 articles about ADA Employment Accommodations, let's give a round of applause for Achieving in the Workforce with Acadia Windows and Doors | The Arc Blog . Review an enlightening Q 7 a with Acadia's Vice President of Manufacturing, Neill Christopher, about partnering with The Arc NR.
This collaboration reflects that success of Accommodations for Employees with disabilities who are hired by companies that seek to appropriately apply fair-hiring and workplace accommodation laws.
"People with disAbilities are Value-Able." PWD are a viable, competitive, educated, trained and skilled workforce. So, stay abreast of ADA employment laws regarding 'reasonable and 'unreasonable ' Accommodations.
Now, for some instances that are common concerns in the workplace when an individual with a disAbility is employed and/or when a business is considering hiring someone with a disAbility. The Americans with Disabilities Act is accessible from any computer, smartphone, tablet and other devices. Libraries, your schools and places of employment and federal government agencies can assist with referring you to disability employment laws as delineated in the ADA laws. Gear up for National Disability Employment Month!
5 reasonable accommodations an employer almost never has to make - Posted by Robin E. Shea on July 06, 2012 - Last week, I posted about five ADA reasonable accommodations that employers never dreamed they would have to make. This week is the happy antithesis to that -- five ADA accommodations that an employer almost never has to make. As with last week's post, every one of these is 100% guaranteed true.
1. Create a job. It's always tempting, but you are not required under the ADA to create a job to accommodate an employee with a disability.
2. Displace another employee to make a spot for an employee with a disability. You never, ever, ever have to let an employee with a disability "bump" a non-disabled employee out of a job.
3. Reduce your bona fide productivity requirements
4. Make accommodations that require you to have ESP. ... If Joe's disability is not obvious and he hasn't said anything to you about it, then it's Joe's problem, not yours. If Joe wants a reasonable accommodation, he is responsible for telling you about his condition and providing any necessary medical documentation, as well as participating in "the interactive process." (Of course, the employer is also responsible for participating in the interactive process once it becomes aware of the need for a reasonable accommodation.)
5. The bestest, most disruptivest, most expensivest accommodation option if cheaper, easier ones will still be effective. The EEOC says that the employer is always expected to ask for the employee's feedback about which accommodation he or she prefers, and the employer is always required to give the employee's preference first consideration.
