_WPO_WBENC_11-09:Layout 1 11/19/09 4:41 PM Page 1
Disabilities
„ Employers’ Guide to Reasonable Ac-
Retention
commodations for Job Advertisements STEP #4: Retaining Valued
and Applications
www.jan.wvu.edu/
Employees
Erguide/Two.htm#A
„ Making the Online Application Finally, employers must take steps to
Process Accessible
www.jan.wvu.edu/ keep their employees happy, healthy, and
corner/vol02iss05.htm professionally fulfilled. The resources
„ Tips for Designing Accessible Web below address career development for
Pages
www.jan.wvu.edu/media/web- people with disabilities, disability-related
pages.html Interviews. To be qualified leave, and return-to-work issues.
job candidates, individuals with disa- Career Development. One of the main THE IDEA OF A WOMAN
bilities—like all other applicants— reasons workers leave their jobs is lack
must have the necessary qualifications of career advancement opportunities. To
for the job (i.e., education, training, learn how to ensure the inclusion of em-
experience, skills, and/or licenses) ployees with disabilities in training and
and be able to perform the essential professional growth opportunities, read
PRESIDENT
functions or duties of the job. When Career Development for People with
interviewing candidates, keep in mind Disabilities at
www.dol.gov/odep/pubs/
this basic rule: Ask applicants about ek00/career.htm. ODEP also funded the
ISN’T NEW TO US.
their abilities, not their disabilities. inaugural UCLA Leadership Institute for
„ Focus on Ability: Interviewing Appli- Managers with Disabilities. For informa-
cants with Disabilities
www.dol.gov/ tion on the Institute go to http://www.an-
odep/pubs/fact/focus.htm
derson.ucla.edu/EEPlimd.xml.
„ The Employer’s Guide to Reasonable Medical- and Disability-Related Le-
Accommodations for Interviews www. ave. The following are useful resources to
jan.wvu.edu/Erguide/Two.htm help employers and human resources pro-
„ Disability Etiquette Tips for Intervi- „ Disability Awareness Information fessionals sort out which leave laws apply
ews and Speaking Engagements www. Kit (an Australian publication) http:// when employees have a disability, injury,
jan.wvu.edu/media/etipresent.html www.openroad.net.au/access/dakit/ and/or chronic illnesses:
„ Interviewing Resources for Employers disaware/disawarecontent.htm „ Employment Laws: Medical and
www.earnworks.com/employers/tools/ Accommodations. All employees need Disability-Related Leave www.dol.
index.asp#recruit the right tools and work environment to gov/odep/pubs/fact/employ.htm
WOMEN PRESIDENTS’ ORGANIZATION
effectively perform their jobs. “Reasona- „ Family and Medical Leave Act
Achieving Workplace Success
ble accommodations” are modifications (FMLA) elaws Advisor
www.dol.gov/
Created for women presidents of multi-million dollar businesses, the Women Presidents’ Organization is an exclusive
STEP #3: Helping Your Em-
or adjustments to jobs, work environ- elaws/fmla.htm
opportunity for accomplished business women to connect with one another to increase their personal and professional success.
ments, or workplace policies that enable
ployees Achieve Workplace
WPO members serve as an informal board of directors sharing resources, expertise and insights.
qualified employees with disabilities to Return-to-Work. Consult the following
Success
By providing a highly individualized confidential environment, diverse female entrepreneurs collaborate
perform the fundamental duties of their for information on transitioning ill, inju-
to tackle a wide range of challenges – from legal to financial to communication – head-on.
jobs and have equal access to benefits av- red, or disabled employees returning to
Once an employee with a disability is a ailable to employees without disabilities. work:
Membership in WPO is a badge of accomplishment for women who have taken their place among the upper echelon
part of the team, there are many resources The following resources can help you „ Business Case for Hiring People with
of the business world. The WPO puts you and your business in good company. Stand proud with us. Join WPO today.
available to help employers ensure work- understand reasonable accommodations, Disabilities
www.earnworks.com/bu-
place productivity, health, and safety. which are often easier and less expensive sinesscase
To find out more, visit
womenpresidentsorg.com, or call 212.688.4114.
Effective Communication. Employers to implement than commonly believed: „ Job Accommodations for Return-to-
and co-workers may be concerned that Job Accommodation Network (JAN) Work
www.jan.wvu.edu/media/rtw-
they will say the wrong thing, ask an in-
http://www.jan.wvu.edu/pubsandres/list. fact.doc
appropriate question, or unintentionally htm (JAN’s List of Publications)
offend an applicant or colleague with a „ Searchable Online Accommodation Uniformed Services Employment &
disability. Here are two resources with Resource (SOAR)
www.jan.wvu.edu/ Reemployment Act (USERRA). Visit the
some excellent tips: soar following web site for an on-line course
„ Effective Interaction: Communicating „ Employer’s Practical Guide to Reaso- and general information on this law that
With and About People with Disabi- nable Accommodation www.jan.wvu. details your rights and responsibilities for
American Airlines, American Express OPEN, AT&T, Avis, Chubb, Edward Lowe Foundation,
lities in the Workplace
www.dol.gov/ edu/Erguide/Three.htm#D reemploying employees who were called
Fisher College of Business, Foley & Lardner LLP, GlaxoSmithKline, IBM, KeyBank, Kimpton Hotels & Restaurants,
odep/pubs/fact/effectiveinteraction. „ Federal Accommodation Programs for active duty.
http://www.dol.gov/vets/ Office Depot, Principal Financial Group, Prudential, UPS, Wal-Mart/Sam’s Club, Wells Fargo
htm (for Federal programs/userra/ R A VA
AD: LEIBLER-BRONFMAN LUBALIN
28
www.blackeoejournal.com The Black E.O.E. Journal
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