Disability Employers And The Ada

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A major part of training for disability is getting employers to hire prospects for their skill sets and ability to learn.  In fact, a recent trend since the turn of the century has been to hire employees based on “trainability,” emphasizing the role of emotional quotient in worker potential.  For example, a job candidate with a high EQ (speficically conscientiousness) represents a good potential hire for jobs that require good customer communication skills.  Employers of persons with disabilities are particularly attuned to this concept.  These organizations proactively search for diversity and look to leverage it for gain.  For these workplaces, success is built upon continual disability training and inclusion among all levels of employees.
Such workplaces must be prepared for the special needs of their diverse workplace, however.  Specifically, employers must be prepared to provide work leave for persons with disabilities in accordance Federal and state level law.  One main piece of legislation with which employers must educate themselves is the Americans with Disabilities Act.  Gaining a full understanding of this law enables employers to insulate themselves from liability associated with noncompliance as well as provide fair and lawful benefits to their employees. 

The ADA is perhaps the most groundbreaking piece of legislation to come to fruition after the post 1960s era Civil Rights movement.  The act precludes employers from discriminating against a qualified job applicant because of their disability.  Moreover, reasonable accommodations must be made should a qualified job applicant be hired, so long as those accommodations do not prove unduly burdensome for the employer.  For example, an employer may be required to retrofit the entrance to an office with a wheelchair ramp to make the building excessible to an employee in a wheelchair.  The employer is released from this obligation, however, if it were to involve a piece of assistive technology that the business simply cannot afford.  In this context, granting disability leave works much the same way and cannot impose undue hardship.  Typical work leave, here, would include work scheduled modification to allow an employee to attend physical therapy of medical appointments.

It is advisable for employers of those with disability to assemble internal departments to handle compliance with Federal laws and regulation.  Moreover, organizations should develop etiquette training workshops to help build inclusion among employees, both with and without disability.  Disability training programs go a long way in creating inclusion that makes business operations more efficient and profitable.  


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