The Americans with Disabilities Act of 1990 or ADA is a law based on civil rights that prevents discrimination based on a disability. It was enacted into law on July 26, 1990. This year marks the 30th anniversary of this Act. This law initiated into the mainstream workforce workers who had an impairment(s) who would not otherwise have been hired.
There are myths about persons with disabilities that they are not like other people, such as they are “handicapped in some way,” they lead lives filled with unending sadness, they're sick or chronically unwell, and impaired cognitively.
Moreover, hiring the disabled doesn't mean chronic absences, or insurance rates will skyrocket, they don't need protection from failing and my personal favorite, they can't meet their number or metrics within the organization.
For example, in the legal field I have worked with those with physical and mental diagnosed "impairments". They all brought novelty, origination and imagination to the team environment. Oh and metrics? Yes, all us had to meet production. We all met our production too.
It's been reported that corporations are falling short on hiring the disabled. However, Walgreens has been working with organizations, vocational rehabilitation groups and state and local social services to include the disabled into their training programs.
The U.S. Department of Labor's Office of Disability Employment Policy (ODEP) has several ways that offer assistance to employers interested in hiring the disabled. One service in particular offered by the Labor Department is EARN or the Employer Assistance and Resource Network which offers jobs listings as a resource for those looking for work.
I worked for the Federal Government and they are a resource for job seekers who are disabled as well. Accommodations are always supplied for those to help them prosper and succeed.
This blog is intended for information purposes only and does not establish legal representation or financial guidance.