EMPLOYMENT OF PEOPLE WITH DISABILITIES
Employment Rights Who has Them and Who Enforces Them
ndividuals with disabilities are protect- ed from discrimination in employment primarily by two federal laws. The Americans with Disabilities Act
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(P.L. 101-336), enacted into law on July 26, 1990, prohibits private sector employ- ers who employ 15 or more individuals and all State and local government em-
ployers from discriminating against quali- fied individuals with disabilities in all as- pects of employment. The Rehabilitation Act of 1973 (P.L.
93-112), as amended, prohibits discrimi- nation in employment in three areas. Section 501 of the Rehabilitation Act prohibits federal executive branch agen-
Disabilities…Current News
100 Days to the ADA On April 17, 2010,
Disability.gov launched 100 Days to the ADA, a countdown
to the 20th Anniversary of the signing of the Americans with Disabilities Act of 1990. During this period,
Disability.gov will explore one of our nation’s most im- portant civil rights achievements, including ramifications of the ADA, historical points leading up to its creation and how supporting individuals with disabilities supports ALL Americans. The countdown will be available on
Disability.gov’s Blog, an award-winning
federal government Web site that provides comprehensive information about dis- ability-related programs, services, laws and benefits. The site is managed by ODEP, in partnership with 21 other federal agencies.
March 2010 Disability Employment
Statistics Released In March 2010, the percentage of people with disabilities in the labor force was
22.5. This translates into a total of 20,891,000 who are included in the civilian non- institutional population (16 years and older) but not in the labor force. By compari- son, the percentage of persons with no disability in the labor force is 70.2. The unemployment rate for those with disabilities was 13.9 percent, compared with 10.1 percent for persons with no disability, not seasonally adjusted.
Campaign for Disability Employment Launches
Facebook Fan Page and LinkedIn Group The Campaign for Disability Employment has officially launched its Facebook
Fan Page and LinkedIn Group. Learn how the Campaign is promoting positive employment outcomes for people with disabilities by encouraging employers and others to recognize the value and talent they bring to the workplace. Become a Fa- cebook fan and join the LinkedIn Group today! The Campaign for Disability Employment is a collaborative effort, funded under
contract with ODEP. The Campaign promotes positive employment outcomes for people with disabilities by encouraging employers and others to recognize the value and talent they bring to the workplace. Member organizations are the American As- sociation of People with Disabilities, National Council of La Raza, National Busi- ness & Disability Council, National Gay & Lesbian Chamber of Commerce, Society for Human Resource Management, Special Olympics, and the United States Busi- ness Leadership Network. Visit
http://www.whatcanyoudocampaign.org/ and learn more about the Campaign for Disability Employment.
22 PROFESSIONAL WOMAN’S MULTICULTURAL MAGAZINE CELEBRATING 10 YEARS OF DIVERSITY
cies, including the U.S. Postal Service and the Postal Rate Commission, from dis- criminating against qualified individuals with disabilities. It requires executive branch agencies to take affirmative action in the hiring, placing and advancing of in- dividuals with disabilities. Section 503 of the Rehabilitation Act
requires contractors who have a contract with the federal government for $10,000 or more, and their subcontractors who have subcontracts satisfying the same cri- teria, to take affirmative action to employ and to advance in employment qualified individuals with disabilities. Section 504 prohibits recipients of fed-
eral financial assistance from discriminat- ing against qualified individuals with dis- abilities in employment and in their programs and activities. Section 188 of the Workforce Invest-
ment Act of 1998 (WIA) forbids disabili- ty-based discrimination, in employment or in provision of services, by any organi- zation or other entity that receives Federal financial assistance under WIA, and by any program or activity that is provided as part of the nation’s One-Stop job training system by a One-Stop partner. Veterans with disabilities are protected
further by 38 U.S. Code 4212 of the Viet- nam Veterans Readjustment Assistance Act of 1974 (VEVRAA). VEVRAA re- quires that contractors or subcontractors who have a contract with the federal gov- ernment for $25,000 or more take affirma- tive action to employ, advance in employ- ment, and otherwise treat covered veterans without discrimination. Individuals with disabilities also may
be protected by their state anti-discrimi- nation laws, some of which are more stringent than the federal laws. To learn more about rights under state laws, con- tact the State Human Rights Commission or its equivalent, or contact the State Gov- ernor’s Committee on People with Dis- abilities.
Source: United States Department of Labor WWW.PROFESSIONALWOMANMAG.COM
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