Disability General

 

A Groundbreaking Victory for Special Needs Parents & People with Disabilities

The U.S. Senate has just passed the Achieving a Better Life Experience Act (#ABLE) -- a groundbreaking victory for parents who have children with special needs and individuals with disabilities and people with disabilities. The ABLE Act allows for savings accounts for individuals with disabilities for certain expenses, like education, housing, and transportation, without jeopardizing certain important federal benefits such as #SSI and #Medicaid. The funds saved in these accounts, if managed correctly, can be another tool in planning for the #lifetime #support needs of an #individual with #disabilities. Up to $14,000 a year can be put in an ABLE account, with a cap of $100,000.  In many ways, it’s similar to the 529 account used for college savings.  The bill must now be signed by the President to become law.

This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

Workplace Mental Health

The following is an excerpt from this month’s DCA newsletter…

Diversity Council Australia (#DCA) has found that mental health issues are prevalent in the workplace and that stigma is still a major issue, despite many employers actively responding to the problem.

In a survey of more than 100 employers from a range of sectors, DCA found 86% of organisations reported mental health issues were common or very common in the workplace. Nearly three quarters of organisations felt that there was still stigma perceived about mental health issues.

This is despite the fact that 86% of organisations had carried out initiatives to address mental health in their workplace and 77% say mental health is a priority for their business.

Key results of organisations surveyed:

  • 86% said that mental health issues were common or very common in their organisation.
  • 77% said that mental health in the workplace is a priority or high priority for their business.
  • 62% have developed a business case around mental health in their organisation or are in the process of developing one.
  • 74% said stigma is commonly or very commonly attached to mental health issues and 49% of those reporting stigma were undertaking strategies to address it.
  • The top mental health initiative reported was preventing bullying in the workplace (97%) and the second top (91%) was providing access to psychological support services e.g. Employee Assistance Programs. The third most popular initiative was promoting work life balance (91%).
  • The least popular initiatives were improving job design to maximise mental health (25%) and improving employment access to people with mental health issues (30%).

“In any one year, around 1 million Australian adults have depression, and more than 2 million have anxiety. Untreated mental health conditions cost Australian employers $10.9 billion every year through absenteeism, reduced productivity and compensation claims. Clearly this is not something workplaces can ignore. They must focus not only on building resilience but on actively supporting the range of mental health issues that people may be experiencing at work,” she said.

This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

Come Be a Part of 2015 Disability Matters North America!

2015DMNA Sponsor Release Final

 

We are Disability Matters 2014 Honorees. Will you join us in 2015?

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ABOUT SPRINGBOARD®
Founded in 2005, Springboard is recognized as the expert in mainstreaming disability in the global workforce, workplace and marketplace. Serving corporations and organizations throughout the U.S., Canada, Europe and Asia, Springboard has become a trusted partner in relation to disability issues and initiatives across virtually every business category. Springboard annually honors exemplary organizational initiatives that promote the outreach, support & engagement of people with disabilities as employees and as consumers through the Disability Matters Awards.

Act Now! Registration for the OFCCP Webinar Presented By Jackson Lewis and Springboard Consulting Closes Tomorrow!

Matt and Nadine Webinar

 

OFCCP’S NEW DISABILITY REGULATIONS
AND THE DUALITY OF COMPROMISE:
How to Balance the Legal Requirement with the Practical Implications
Join Matthew J. Camardella, a Shareholder in the Long Island office of Jackson Lewis P.C., and Nadine Vogel, CEO, Springboard Consulting, as they discuss the tension employers face between legal compliance with, and practical implementation of the affirmative action regulations for individuals with a disability.

Matt will provide a point-by-point breakdown of the regulations’ legal requirements, including recruitment obligations, goal-setting, and applicant and employee voluntary self-identification.

Nadine will provide everyday implementation tools for the HR Professional, including how to request that a Company’s workforce self-identify as disabled without raising alarms, diversity outreach techniques, evaluating good-faith efforts in light of the new regulations, and ensuring an environment of inclusion.

Together, Matt and Nadine will ensure companies are poised to achieve an appropriate balance between legal compliance and practical implementation.

There is no cost to participate!  You can register at: https://consultspringboard.com/ofccp-webinar/.
Please Note: Registration will close Thursday, October 23rd at 5:00pm Eastern Standard Time.


ABOUT SPRINGBOARD CONSULTING®

Founded in 2005, Springboard is recognized as the expert in mainstreaming disability in the global workforce, workplace and marketplace. Serving corporations and organizations throughout the U.S., Canada, Europe and Asia, Springboard has become a trusted partner in relation to disability issues and initiatives across virtually every business category. Springboard annually honors exemplary organizational initiatives that promote the outreach, support & engagement of people with disabilities as employees and as consumers through the Disability Matters Awards.

Is your TA Team equipped to Recruit Candidates with Disabilities?

Springboard Logo Registered 3

RECRUITING QUALIFIED CANDIDATES WITH DISABILITIES?

Is your #TalentAcquisition (TA) team equipped with the tools and the know-how to appropriately and effectively recruit individuals with #disabilities?  They need to be; especially, if your company is a U.S. #Federal #Contractor required to comply with the #OFCCP’s 7% Utilization Goal.

One way to accomplish this is by equipping your TA team with #Springboard's comprehensive Talent Acquisition #Toolkit.  This toolkit provides On-Campus and Experienced Recruiters with guidance on disability considerations, builds confidence in making better-informed decisions about applicants/candidates with disabilities and, at the same time, mitigates the risk of disability discrimination.

Recruitment tool pic

Each section of this Toolkit includes four components:

  • Legal-ease Simplified highlights the Company's legal nondiscrimination responsibilities associated with the recruitment activity using easy-to-understand language. The information contained in this section applies to both On-Campus and Experienced Recruiters.
  • What This Means explains how the disability nondiscrimination requirements can affect a recruiter's interactions, impressions and decisions about potential candidates/applicants.
  • Life Preservers provide practical solutions to eliminate barriers commonly experienced by candidates/applicants across disabilities during the talent identification and selection phases.
  • Dive Deeper presents a variety of self-guided activities that reinforce understanding of new knowledge, develop problem-solving skills, help to gain confidence and finally, that promote adherence to standardized and compliant recruitment policies and processes when engaging candidates with disabilities. Where appropriate, different activities are included that applies to On-Campus Recruiters and those that apply to Experienced Recruiters.

The use of Springboard’s Talent Acquisition Toolkit will positively impact your overall disability recruiting strategy. 

Order yours today, click on the following link and download Springboard’s Product Order Form >> https://secureservercdn.net/198.71.233.87/jv5.034.myftpupload.com/wp-content/uploads/2010/10/Product-Order-Form-09192014.pdf

Please complete and return for processing to ivette@consultspringboard.com.


ABOUT SPRINGBOARD®
Founded in 2005, Springboard is recognized as the expert in mainstreaming disability in the global workforce, workplace and marketplace. Serving corporations and organizations throughout the U.S., Canada, Europe and Asia, Springboard has become a trusted partner in relation to disability issues and initiatives across virtually every business category. Springboard annually honors exemplary organizational initiatives that promote the outreach, support & engagement of people with disabilities as employees and as consumers through the Disability Matters Awards.

Exciting news – View the following video for a sneak-peek into the world of Disability Matters!!

This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

According to the EEOC Can you perform the Essential Functions of the Job?

According to the #EEOC, every job candidate should be asked,

“Can you perform the Essential Functions of the Job With or Without an Accommodation”?   

This presumes your job descriptions clearly delineate the essential and marginal functions. 

       *Do you have #EJF’s as part of your job descriptions?  If not, you should. 

      * If so, do your recruiters and hiring managers consistently ask this question? If not, they should.

And, if your company is a U.S. Federal Contractor who now has a focused recruiting effort on individual with disabilities, this is more important than ever.

There are many reasons to have accurate EJF’s…

1.      Determining if someone is truly qualified for the job.

2.      Assessing if an accommodation request is reasonable.

3.      Objectively evaluating performance management.

#Springboard has a dedicated team of experts who can write your Essential Job Functions, create easy to use tools for assigning EJF’s to future job requisitions and provide training on proper use and implementation.

EJF’s have recently become the subject of much disability related litigation.  Don’t wait for your company to become the next subject - Contact Springboard today to get started info@consultspringboard.com


This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

 

Another Large Corporation Settles with the EEOC

Walgreens Settles #DisabilityDiscrimination Suit to the Tune of $180,000.  The terms of the settlement agreement also require Walgreens to post a revised policy regarding #accommodating #disabledemployees on its employee intranet site and provide #anti-discriminationtraining, make periodic reports to the #EEOC, and post a notice regarding the decree for three years.

The EEOC brought suit on behalf of a Walgreens employee who was fired after eating a $1.39 bag of chips during a hypoglycemic episode.  The employee reached for a bag of chips to stabilize her blood sugar levels and tried to pay after the fact and was quickly terminated.

Under the #ADA, employers must provide #reasonableaccommodations to #employeeswithdisabilities unless doing so would amount to a hardship for the employer, something that would have been difficult for Walgreens to prove (allowing an employee to pay for a bag of chips after she has stabilized her blood sugar is an undue burden).  Furthermore, the Walgreens employee had no disciplinary record ,was with the company 18 years and had disclosed having diabetes 13 years prior.  Walgreens was unable to prove her termination was unrelated to her #disability.

This is a reminder to employers: engaging in the #interactiveprocess is critical for determining if an accommodation is reasonable.  Proper #training and open communication can help to avoid unnecessary and expensive lawsuits.   Remember, Springboard can help you with such guidance and #disabilitytraining and typically for much less than the cost of even the smallest settlement.

This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

Registration for Disability Matters North America 2015 is now Live – Register Today!

2015DMNA Registration Release



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