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ODEP signs alliance agreement with the Professional Baseball Athletic Trainers Society

Assistant Secretary of Labor for Disability Employment Policy Kathleen Martinez and Professional Baseball Athletic Trainers Society President Emeritus Richard Bancells signed an alliance agreement to promote #disability #employment and #total #inclusion for #people with #disabilities in the #workforce today at the #Nationals Park baseball stadium.

The Office of Disability Employment Programs is delighted to join forces with #PBATS because we both agree that whether on the field or in the workplace, it’s what people can do that matters,” Martinez said. “We look forward to working with PBATS in the coming years to help shape societal attitudes and improve employment outcomes for all qualified people with disabilities.”

Since its inception in 2006, #ODEP’s alliance initiative enables organizations to work with the agency to develop and implement model policies and initiatives that #increase the #recruitment, #hiring, #retention and #career advancement of employees with disabilities. Today’s alliance stems from a multi-year PBATS initiative called “Ability Transcends Challenges,” which seeks to educate the public about the talents of people with disabilities through public service announcements, ballpark events and other activities.

“PBATS is proud to be promoting the role that people with disabilities have played throughout baseball’s history, while speaking to the important lessons of inclusion and the need to harness this valuable source of American talent,” said Bancells. “This alliance presents an opportunity to help change America’s perception about the value of people with disabilities and demonstrate that truth using the power of baseball. PBATS is honored to be joining ODEP on this issue of major national importance.”

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.

LSAC Pays to Settle Claims that it Failed to Accommodate Exam takers with Disabilities

The organization that administers the law school admission test will pay $7.73 million to settle claims that it failed to accommodate exam takers with disabilities.

The settlement was announced on Tuesday by the Justice Department, which in 2012 intervened in a class action brought on behalf of test takers in California.

The lawsuit alleged that the Law School Admission Council routinely denied accommodation requests—even in cases where applicants had a permanent physical disability or had been afforded such testing accommodations since elementary school—and had engaged in widespread and systemic discrimination in violation of the Americans with Disabilities Act.

LSAC did not admit guilt or liability in its agreement with the DOJ and the California Department of Fair Employment and Housing.

Under the terms of the agreement, #LSAC will pay $7.73 million to compensate the more than 6,000 individuals who over the past five years had requested accommodations such as extra time, which one litigant with dyslexia was allegedly denied despite extensive documentation of the diagnosis and his long history of testing accommodations on AP exams, the SAT and other tests.

The council will also reform its policies and stop flagging LSAT scores for people who receive extended time—a practice the lawsuit alleged was discriminatory because it identified to law schools that a test taker had a disability.

“The reforms will impact tens of thousands of test takers with disabilities for years to come,” DOJ said in a statement on Tuesday.

For its part, LSAC said in a statement:  “We decided to resolve this case not because we believe that we were wrong in our position, but because we do not think that continued litigation is in the best interests of our member schools or prospective law school students.”

The council noted that DOJ had known of its practice of “annotating” accommodated test scores since at least 1986, and said “it would have been more appropriate, and more productive for all concerned,” for the agency to have pursued the changes through “a traditional notice-and-comment rulemaking” instead of resorting to litigation.

 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.

Do Temporary Impairments Caused by Injury Constitute Disabilities

The following comes from Brian Spitz of the Spitz Law Firm in Ohio.

All employees are protected under #Americans With Disabilities Act (“ADA”) and Ohio #R.C. § 4112.02(A) from being #discriminated against or #retaliated against by their #employers on the basis of their actual or perceived #disability. Recently, the United States Court of Appeals for the Fourth Circuit addressed the question of whether an employee can have a “disability” under the #ADA when the #impairment in question is #temporary and #causedbyaninjury.

In Summers v. Altarum Institute, the Court held that a “temporary impairment caused by an injury” may be a covered disability under the 2008 Amendments to the ADA if the impairment is “sufficiently severe to substantially limit a major life activity.” The employee in question had fallen while getting off of a train, and according to testimony from his physician, would be injured for about seven months to a year depending on treatment. The employee requested that be allowed to work remotely until he was able to fully walk again, but instead, the employer suggested short term disability and then terminated his employment.

In its decision, the Court focused not only on the duration of the injury in determining whether it could be considered a “disability,” but also the severity of the injury as well. According to the Court, the more severe the impairment the shorter the duration needed for the impairment to substantially limit a major life activity. Thus, in the case at bar, because the employee’s injury rendered him virtually unable to walk (thus, a very severe impairment), the fact that the impairment would only last seven to twelve months did not dissuade the Court from finding that the impairment constituted a disability under the ADA.

The Summers decision, in effect, adds another way for an employee to seek protection under disability discrimination laws even when their impairment is not a permanent condition. Indeed, if the impairment is severe enough, the fact that it is temporary may not be enough for the employer to get the claim dismissed. Not only would similar holdings expand the definition of “disability” under the ADA and allow for expanded protection for employees under the law, but it also would affect claims for reasonable accommodations as well, forcing employers to have that conversation with an injured employee before sending them packing.

Other courts have used a lesser standard of temporary disability. As our disability discrimination lawyers previously blogged, a simple broken leg has been held to be a disability under the ADA for the purposes of being able to request accommodations and determining if there was a wrongful termination.

 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.

Most Recent Statistics on the Prevalence of Autism

We have all heard the news of the last few days about the most recent #statistics on the prevalence of #Autism.  If these staggering numbers are #accurate, #employers will really need to consider their understanding of how to appropriately outreach, communicate and engage with these individuals as candidates, employees and customers.  Remember, #Springboard can help.

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.

Are You Disabled? Your Boss Needs to Know

I thought you would be interested in the following story from The Wall Street Journal.

Are You #Disabled? Your #Boss Needs to Know

http://online.wsj.com/article/SB10001424052702303287804579447450295914372.html

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.

ONLY 20-BUSINESS DAYS!

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ONLY 20-BUSINESS DAYS!

Until the Most Important Corporate Conference on Disability...

 

What:   The 2014 #DisabilityMattersNorthAmerica Conference & Awards            

When:  April 8-10, 2014 

Where: #Morgan’sWonderland, San Antonio, Texas 

Why:  Because you must not miss this #amazing #opportunity to be #educated and inspired by leading authorities in government and corporate America who will share #best #practices on the issues, opportunities and practices of mainstreaming disability in the workforce, workplace and marketplace.  In addition, you will want to celebrate and network with these amazing individuals, but most of all, it will make a positive difference in your company’s bottom line.

Join #SpringboardConsulting, LLC 

Our Host: #Toyota Motor Sales USA Inc.

Our Sponsors:

Platinum: Dell, Inc.,

Gold: Adecco Group N.A., Colgate-Palmolive Company, EMC Corporation*, Prudential Financial, Inc., UNUM;

Silver: AIG, Ingersoll Rand, Intuit, Office Depot Inc, Sprint;

Bronze: 3M, Abercrombie & Fitch, AT&T, Allstate, Capital One, CSX Corporation,

CVS Caremark, ESPN, Genentech, General Motors Company, L’Oreal USA,

Life Technologies Corporation*, Pfizer, Procter & Gamble Co, PwC, UPMC. *Global Disability Matters Sponsor

 And 

Our Honorees: 

Workforce Award: AT&T ◦ Exelon Corporation ◦ Office Depot Inc ◦ UPMC

Workplace Award: Fifth Third Bank ◦ Rush University Medical Center,

Steps To Success Award: Brown-Forman ◦ Genentech ◦ PricewaterhouseCoopers,

Disability Champion Award: 

Dawn Ehrhart, Senior VP, Adecco Group NA

Margaret Madden, VP, Assistant General Counsel, Pfizer

Brad Hopton, Partner, PricewaterhouseCoopers

For an experience you will never forget and one that will benefit your company long after the conference ends.  To obtain additional information and to register, click here>> https://consultspringboard.com/2014nadm-reg-singletkt-welcome/Should you still have questions, please contact Jill Frankel at T: 1-973-813-7260 x. 106; E: jill@consultspringboard.com.


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 though the Disability Matters Awards.
www.consultspringboard.com

ABOUT TOYOTA MOTOR SALES USA, Inc.

Toyota, the world’s top automaker and creator of the Prius, is committed to building vehicles for the way people live through our Toyota, Lexus and Scion brands.  Over the past 50 years, we’ve built more than 25 million cars and trucks in North America, where we operate 14 manufacturing plants (10 in the U.S.) and directly employ nearly 40,000 people (more than 37,000 in the U.S.).  Our 1,800 North American dealerships sold more than 2.3 million cars and trucks in 2012 – and about 80 percent of all Toyota vehicles sold over the past 20 years are still on the road today.

To date, Toyota has contributed more than $700 million to American nonprofit groups.  For more information about Toyota’s contributions in the U.S., visit www.toyotainaction.com .


 

OFCCP Publishes New FAQ on Section 503 and VEVRAA

The Office of Federal Contractor Compliance Programs (#OFCCP) recently posted new FAQs for the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehab Act. These FAQs help clarify expectations for contractor compliance in preparation for the March 24th implementation date. #Springboard is available to help answer your questions about these new regulations and provide required training for your organization. Join us for #DisabilityMatters in San Antonio, TX April 8 -10 to hear the latest on the new regulations. https://consultspringboard.com/disability-matters/dmus2014/

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.

Philadelphia Adopts Pregnancy Accommodation Law

#Philadelphia recently became the latest city to #enact a #law #banning #discrimination based upon #pregnancy, #childbirth, or a related #medical #condition and imposing new #workplace #accommodation requirements on employers. Unlike the Pregnancy Discrimination Act and the #ADA, this new law #requires Philadelphia #employers to make reasonable workplace accommodations for #female #employees “#affected #by #pregnancy” #regardless of whether those employees have a #pregnancy-related #disability. The law also identifies a number of possible accommodations that may be required. Call #Springboard now to discuss how your organization can best position itself to respond to this trend to protect employment rights of pregnant women.

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.

DISABILITY MATTERS 2014 – Get Your Tickets Today!

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2014 Disability Matters North America

Conference and Awards

Following our recent announcement of this year’s speakers, including the very special session with Patricia Shiu, Director of the Office of Federal Contract Compliance Programs (#OFCCP), #registrations are at an all time high with many of our #sponsors and #honorees requesting additional tickets. As with any conference, there are a limited number of seats so if you and your colleagues are planning on attending, we strongly encourage you to register right away. 

To Register please visit: https://consultspringboard.com/2014nadm-reg-singletkt-welcome/ 

Please also do not forget about #Springboard's #Disability #ERG Professional Development Summit, which will also take place in #San Antonio, #Texas on April 8, 2014. If you intend on being at the #Disability #Matters #Event, you may also be interested in the ERG Summit. For more information and/or to purchase a ticket and register, please visit >> https://consultspringboard.com/erg-pdl-summit-2014/


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.


 

 

 

 

Barriers? What Barriers?

In a #commercial aired during the #2014 #Super #Bowl, #Microsoft Corporation #explores how new #technology is# changing the #lives of #people with #disabilities.  From a #woman #hearing for the #first #time to a #child using #prosthetic #legs to #run, the commercial illustrates how you can #make the #impossible #possible.  #Barriers? What barriers?

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.

2014 Disability Matters North America Honorees are Selected!

 

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The 2014 Disability Matters North America Honorees are Selected!

Mendham, NJ (2/13/14) – Springboard Consulting, LLC® is pleased to announce the Disability Matters North America honorees for 2014.

#WORKFORCE AWARD

AT&T ◦ Exelon Corporation ◦ Office Depot Inc ◦ UPMC

#WORKPLACE AWARD

Fifth Third Bank ◦ Rush University Medical Center

#STEPS TO SUCCESS AWARD

Brown-Forman ◦ Genentech ◦ PricewaterhouseCoopers

#DISABILITY CHAMPION AWARD

Dawn Ehrhart, Senior VP, Adecco Group NA

Margaret Madden, VP, Assistant General Counsel, Pfizer


Brad Hopton, Partner, PricewaterhouseCoopers

This year’s winners will be honored at our 8th annual #Disability #Matters North America Conference & Awards Banquet to be held April 8-10, 2014, in San Antonio, Texas. They represent the best of the best when it comes to the commitment required and actions necessary to successfully mainstream disability in the workforce, workplace and marketplace. They are the role models we all strive to become.

As the founder and CEO of #Springboard #Consulting and the Disability Matters Conference, and the mother of two children with special needs, one of whom is currently transitioning from college to the workplace, Nadine Vogel says, “it’s personally and professionally gratifying to see the incredible commitment of our honorees to fully include individuals with disabilities as employees and as customers. Their passion fuels the work. Their award winning initiatives inspire everyone.”

In addition to celebrating our honorees and learning about their journeys to success, attendees will be educated by #speakers representing the #U.S. and #Canadian #governments, #post secondary #education, #disability #non-profit and service disabled veterans. If that’s not all, this year’s Conference, hosted by Toyota Motor Sales USA, Inc will continue to inspire attendees with two outstanding Keynote speakers Muffy Davis and Gordon Hartman.

 To learn more about our keynote speakers, please click the links below:

Muffy Davis: https://consultspringboard.com/2014dmna-muffy-davis-bio/

Gordon Hartman: https://consultspringboard.com/2014dmna-gordon-hartman-bio/

 2014 Disability Matters Sponsors:

Host Sponsor: Toyota Motor Sales USA, Inc; Platinum: Dell, Inc., Gold: Adecco Group N.A., Colgate-Palmolive Company, EMC Corporation*, Prudential Financial, Inc., UNUM; Silver: AIG, Ingersoll Rand, Intuit, Office Depot Inc, Sprint; Bronze: 3M, Abercrombie & Fitch, CSX Corporation, CVS Caremark, ESPN, Genentech, General Motors Company, L’Oreal USA, Life Technologies Corporation*, Pfizer, Procter & Gamble Co, PwC, UPMC.

*Global Disability Matters Sponsor


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 though the Disability Matters Awards.
www.consultspringboard.com

ABOUT TOYOTA MOTOR SALES USA, Inc

Toyota, the world’s top automaker and creator of the Prius, is committed to building vehicles for the way people live through our Toyota, Lexus and Scion brands.  Over the past 50 years, we’ve built more than 25 million cars and trucks in North America, where we operate 14 manufacturing plants (10 in the U.S.) and directly employ nearly 40,000 people (more than 37,000 in the U.S.).  Our 1,800 North American dealerships sold more than 2.3 million cars and trucks in 2012 – and about 80 percent of all Toyota vehicles sold over the past 20 years are still on the road today.

To date, Toyota has contributed more than $700 million to American nonprofit groups.  For more information about Toyota’s contributions in the U.S., visit www.toyotainaction.com .

New Technology Making the Impossible Possible

In a #commercial aired during the 2014 #Super Bowl, #Microsoft Corporation explores how new #technology is changing the #lives of people with #disabilities. From a women #hearing for the first time to a #child using #prosthetic #legs to #run, the commercial illustrates how you can make the #impossible# possible. #Barriers? What barriers?

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.

2014 Disability Matters North America Conference and Awards

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 2014 Disability Matters North America Conference and Awards

April 8-10, 2014 at Morgan’s Wonderland - San Antonio, TX

Hosted by: Toyota

Who does the OFCCP and the 2014 Disability Matters North America Conference have in common?

MENDHAM, NJ (02/06/14) -- Springboard Consulting LLC announces a special focus on key legislative issues at the Eighth Annual U.S. Disability Matters Conference and Awards to include all of North America. 

Who does the Office of Federal Contract Compliance Programs of the U.S. Department of Labor (OFCCP) and the 2014 Disability Matters North America Conference have in common?

Patricia Shiu, the Director of the OFCCP.  Patricia will not only present at this year’s conference, she will participate in a fireside chat with Springboard’s CEO, Nadine Vogel where she will address your most pressing questions relative to best practices and the implementation of the new OFCCP regulations impacting Section 503 of the Rehabilitation Act. Whether your responsibilities reside in Diversity, EEO, Talent Acquisition, Human Resources or Learning & Development, this is a session you will not want to miss. 

In addition, this year’s event will feature other important legislative issues not before addressed at Disability Matters such including The Uniformed Services Employment and Reemployment Rights Act (USERRA), the recent legislative change in Canada known as the Accessibility for Ontarians with Disabilities Act (AODA) and of course the Americans with Disabilities Amendment Act (ADAAA) but with a specific focus on its alignment with the new OFCCP regulations. 

Add to all of this, a specialty session on service disabled veterans, a specialty session addressing accessibility, two keynote presenters and of course the always highly anticipated honoree sessions in categories such as workforce, workplace, and even our newest, Steps to Success and the result is an action packed two days of education, inspiration, celebration and networking that you will not get anywhere else.

Join our Host: Toyota,

Our 2014 sponsors are as follows

Platinum: Dell;

Gold:  Adecco Group NA, Colgate-Palmolive, EMC*, Prudential, Unum;

Silver: AIG, Ingersoll-Rand, Intuit, Office Depot, Sprint;

Bronze: 3M, Abercrombie & Fitch, CSX, CVS, ESPN, Genentech, General Motors, Life Technologies*, Pfizer, Procter & Gamble, PwC, UPMC.

*Global Sponsor

To learn more about this event, how to become a sponsor, or purchase tickets, please visit https://consultspringboard.com/disability-matters/dmus2014/ or contact Sigrid Senamaud at 973-813-7260 x5 or Sigrid@consultspringboard.com.

While planning your trip to 2014 Disability Matters NA, be sure to arrive one day earlier to attend the 2014 Disability ERG Professional Development and Leadership Summit, Hosted by Time Warner Cable and held at their headquarters in San Antonio.


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.

ABOUT TOYOTA
Toyota, the world’s top automaker and creator of the Prius, is committed to building vehicles for the way people live through our Toyota, Lexus and Scion brands. Over the past 50 years, we’ve built more than 25 million cars and trucks in North America, where we operate 14 manufacturing plants (10 in the U.S.) and directly employ nearly 40,000 people (more than 37,000 in the U.S.). Our 1,800 North American dealerships sold more than 2.3 million cars and trucks in 2012 – and about 80 percent of all Toyota vehicles sold over the past 20 years are still on the road today. To date, Toyota has contributed more than $700 million to American nonprofit groups. For more information about Toyota’s contributions in the U.S., visit www.toyotainaction.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.

 

 

 

 

OFCCP – New Disability Disclosure Rules

The #OFCCP’s #revised #rules implementing #Section #503 of the #Rehabilitation #Act go into effect on #March 24, 2014. As you may remember, the new #rules require covered #federal #contractors to #invite each #job #applicant to #voluntarily #disclose (#“self-identify”) whether he or she has a #disability as #defined by the Rehabilitation Act at the pre and post offer phases of the application process. Covered federal contractors also must invite their #current #employees to voluntarily self-identify any #disabilities every five years. The #new #approved #form that federal contractors must use to invite applicants and employees to voluntarily self-identify has been released. Please contact #Springboard if you need additional information about the form or the process.

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.

Effective immediately: #New Jersey Employers Now Have to Accommodate Pregnant Employees

This #new #law prohibits employment #discrimination against #pregnant #women and those who suffer #medical #conditions related to pregnancy and #childbirth, including recovery from childbirth. You may #recall this #same law going into effect recently for #New York City #employers.

This means an employer must make reasonable #accommodations for these women so long as the requests do not put an #undue #hardship on the #business #operations of the employer. Examples of such reasonable accommodations include #bathroom #breaks; breaks for increased #water #intake; #periodic rest; assistance with #manual #labor, job restructuring or modified work schedules; and temporary transfers to less strenuous or hazardous work. The amendment #does #not specifically #require leave as an accommodation, but does note that leave must be given to a pregnant employee in the same manner as employees not affected by pregnancy but who are similar in their ability or inability to work. Because of this, employers should insure that all #leave and #light duty #policies are reviewed to insure #compliance with the new #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.

Leave Policies Still a Complicated Issue for Employers

The #EEOC rang in the New Year with an #announcement of a $50,000 #settlement #agreement with a #North Carolina-based #nursing and #rehabilitation center who reportedly #discriminated #against an #employee with #breast cancer. According to the settlement, the center #denied the employee’s request for #6-week leave to have #surgery to #treat her #breast #cancer. Her #request for leave was #denied nearly a #month after she #left work and she was #terminated for #failure to #report to work.
Unfortunately, this type of #settlement continues to be a frequent occurrence in the corporate world as employers struggle with #leave #policies and leave as a form of reasonable accommodation under the #ADA. It’s important to remember that employers should accommodate their employees with #disabilities requesting leave unless doing so would create an undue hardship. It’s also vital that employers comply with other laws involving leave such as FMLA.
If you have questions about leave policies and accommodations for your employees with disabilities, #Springboard has numerous resources to help. Give us a call to discuss options for you.

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 readers. Users should seek appropriate legal advice tailored to address their specific situation.

Federal Government Making Strides in Employment of People with Disabilities

The #U.S. #Office of #Personnel Management (#OPM) closed out 2013 with the announcement that the number of #federal workers with #disabilities reached its #highest level in more than three decades. The federal added over #16,000 #new #employees with #disabilities during the 2012 FY, bringing the total to nearly 220,000. This #progress allows the federal government to continue to #develop as a #model #employer for #people with #disabilities.

With the pending effective date for new #OFCCP regulations calling for an #increase in #employment of people with disabilities with #federal #contractors in March, employers can adopt many of the promising practices being used by the federal government:

  • Visible  top  management commitment to the employment of individuals with disabilities
  • Increased recruitment of individuals with disabilities including internship programs and national, regional, and local outreach
  • Increased staff training, including supervisor training to help recognize accommodation requests.

#Springboard is available to help implement these and many other promising practices to increase the utilization of people with disabilities in your #workforce. Call us today to discuss how we can help you with OFCCP compliance.

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 readers. Users should seek appropriate legal advice tailored to address their specific situation. 

Recent NYC Employee Fraud Case a Helpful Reminder to Employers

Earlier this week, more than 100 retired #NYC #employees were #arrested and #charged with #Social Security fraud. Former #police officers, #firefighters, and #jail guards are accused of falsifying claims to receive #federal #disability #benefits. Many were #coached by other retired employees on how to feign #depression and other mental health conditions, some claiming conditions that resulted from the #9/11 #terrorist #attacks. #Prosecutors claim those charges fraudulently claimed #$22 million in #bogus benefits over 26 years and estimate that the fraud case involves hundred more #retired NYC employees and as much as $400 million in benefits.

While this case involves federal benefits eligibility, it offers sobering insight for #employers in the US.  First, it’s important to remember that mental health conditions such as depression, bipolar disorder, and schizophrenia are protected conditions under the ADA if those conditions limit an applicant’s or employee’s ability to perform a major life activity. Employers should not assume accommodation requests for mental health limitations are fraudulent or falsified. However, if you feel like your employee is being dishonest, it is okay to request reasonable medical documentation to establish the need for accommodation and the severity of the functional limitation. Further, if you question the validity of the documentation presented, you can request further clarification from the provider or even request a second opinion from a provider of your choice. If you request a second opinion, the employer is responsible for the cost associated with that visit.

Documentation can be a tricky subject for employers in the disability management process. Springboard is available to assist with the development of policies related to documentation, training, and inquiries on our #ADA #Hotline. Contact us now with your questions!

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 readers. Users should seek appropriate legal advice tailored to address their specific situation. 

2014 DISABILITY MATTERS ASIA-PAC Save the Date

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SAVE THE DATE

2014 Awards Applications

NOW available

 

The 2014 DISABILITY MATTERS ASIA-PAC Region Conference & Awards

June 30-July 1, 2014

Tokyo, Japan

Produced by Springboard Consulting

Hosted by: AXA Life Japan

What:  #Springboard Consulting’ second annual #DISABILITY MATTERS #ASIA-PAC #Region Conference & Awards, recognized as the premier #global #event for corporate executives to come together for the purpose of #learning today’s best and next practices relative to the mainstreaming of individuals with #disabilities in the global #workforce, #workplace and #marketplace. 

This two day event, hosted by AXA Life Japan, features #executive presenters from #corporations along with experts from #government, #academia and the #non-profit sector as well as #keynote speakers that are sure to educate and inspire everyone. 

The highlight of the conference includes an award ceremony at which time winning corporations are honored with the prestigious Disability Matters Award for their outstanding commitment to, and success with, related Workforce, Workplace and/or Marketplace initiatives.  To request your application to be considered for the 2014 Disability Matters ASIA-PAC Region Award contact Sigrid@consultspringboard.com

     Who:   Corporate executives representing such areas as human resources,

                   diversity, marketing, disability employee resource groups, corporate social responsibility.

     Where:  #Sheraton Miyako Hotel

                      1-1-50, Shirokanedai,

                     #Minato-ku, #Tokyo 108-8640, #JAPAN

  Information:  Companies interested in becoming a #proud sponsor, #purchasing tickets, requesting an #Award application or requiring additional information, contact: Sigrid Senamaud (T: 973- 813 - 7260 x5); Sigrid@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.

Federal Gov’t may not meet 2010 Executive Order

At the end of fiscal year 2012, the #U.S. federal government employed the highest percentage of people with #disabilities than any time in the last 32 years, making up 12% of their #workforce. People with #target disabilities are getting hired at the highest percentage in the last 17 years. Of the 220,000 individuals with disabilities working in #federal service, 18,000 had a target disability, such as #blindness, #deafness or an #intellectual disability.

Although this is great news, the government is still not meeting the goals of the 2010 #executive order from #President Barack Obama calling on agencies to hire 100,000 people with disabilities in the following five years. If they were meeting this goal, agencies would be onboarding about 20,000 people with disabilities each year.

 

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.

Springboard December 2013 Newsletter

Attached is Springboard's November/December 2013 Newsletter

We are close to ending 2013 and we here at Springboard just wanted to wish you and yours
A Wonderful Holiday Season and Happy New Year!

Click on the newsletter image or the link below to access the entire newsletter

December 2013 Front Page

https://consultspringboard.com/2013/springboard-december-2013-newsletter/

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.

Is Pregnancy Considered a Disability?

I’m often asked if pregnancy is a disability, entitled to a reasonable accommodation under the ADA. Well, effective January 30, 2014, legislation will require most NY City employers to provide a reasonable accommodation for an employee’s pregnancy, childbirth or related medical condition. Employers with at least four employees are subject to the law. Examples of such reasonable accommodations include bathroom breaks, leave for a period of disability arising from childbirth, breaks to facilitate water intake, periodic rest of those who stand for long periods of time and assistance with manual labor.

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.

Springboard’s Q & A Cafe

Q and A Cafe  

 

     

SPRINGBOARD’S Q & A CAFÉ

Enjoy a virtual cup of coffee, network and

get answers to your most pressing questions.

 

 

How would you like the opportunity to:

  • Regularly chat and network with other corporate leaders regarding disability issues without ever leaving your desk?
  • Ask your most pressing disability related questions and get answers from today’s leading experts?
  • Learn about the latest legislation, key issues and best practices relative to mainstreaming disability in the workforce, workplace and marketplace?
  • Experience this on a monthly basis and at no charge?

 If you’ve answered yes to one, two, three or all four of the above questions then

Springboard’s newly established Q & A Café is for you.

There’s no cost, no obligation, no commitment; only the opportunity to participate as you wish.  If interested in participating in Springboard’s Q & A Café please email us to opt-in to our communications at info@consultspringboard.com, Subject: Q&A Café, please also include your company name and telephone number.  We will only use this information only to alert you to Café dates, times and dial-in information and communicate with you about your most pressing topics.


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.
 

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.

                                   

2014 Disability Connect Forum & Awards

DC - FINAL

The 2014 North America

Disability Connect Forum & Awards

"We're Better Together"

February 25, 2014

 

MENDHAM, NJ (11/2113) - #Springboard Consulting, LLC is excited to produce the #2014 #North America Disability Connect Forum & Awards.  A first of its kind event, #Disability Connect is for disability and #LGBT Employee Resource Group members, leaders and their sponsors to collectively collaborate to address their common issues, intersections and resulting opportunities and in doing so, creating a more inclusive workplace.

Disability Connect is a one-day forum that will provide attendees with the perfect platform to better understand each other’s issues, make powerful connections, share best practices and formulate strategies aligning with the theme of #“Communities in Common:” LGBT & Disability.

"We are honored to have Genentech serving as the Host of this inaugural event,” said #Nadine Vogel, Chief Executive Officer of Springboard Consulting.  “Their hosting speaks volumes about their commitment to both the LGBT and disabled communities within their workplace."

This thought provoking, interactive, highly informative event will include the “Communities in Common” Luncheon and Awards Presentation which will feature Geri Jewell, a very funny; yet, inspirational keynote speaker, and the highlight of the luncheon and presentation of the "We're Better Together" Award.  This honor is bestowed on a company who has demonstrated commitment to the Disability Connect Mission through exceptional programming, sound organizational practices and success relative to the partnership between their Disability and LGBT ERG's.

We hope you will join us on February 25, 2014 in San Francisco for what is sure to be a highly educational, inspirational and powerful event.

Companies interested in becoming a proud sponsor, purchasing tickets and/or applying for the "We're Better Together Award" will find additional information by visiting https://consultspringboard.com/category/disability-connect-2014-us/

Additional information about the Disability Connect Forum can also be obtained by contacting Jill Frankel: T: 973-813-7269 x106; E: jill@consultspringboard.com


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 though the Disability Matters Awards.  www.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.

 

Germany Pushes the Barrier Free Concept

The #German National Tourist Board (GNTB) is beginning to actively look at #travel #experiences and options for individuals with #disabilities. During a presentation at the #World Travel Mart at London’s #ExCel last week, the #GNTB explained their reasons for pushing the #‘barrier free’ travel #concept for these individuals and specifically spoke about how they’ve encouraged individual towns and cities within #Germany to rethink their offering to disabled #tourists.

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.





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Thank you