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Disability Hiring

Individuals with disabilities, whether physical, mental, or emotional, are the nation’s largest minority. Those who weren’t born with a disability have about a 20 percent chance of becoming disabled at some point during their work life. The Americans with Disabilities Act (ADA) was passed to prohibit employment discrimination on the basis of workers’ disabilities. This act mandates that any employer with 15 or more employees must provide reasonable accommodation for individuals with disabilities, unless doing so would cause undue hardship. The ADA plays an important role in ensuring Equal Employment Opportunities for all.

As a part of Affirmative Action hiring, it is important to consider your company’s accessibility and recruitment directed toward disabled individuals. Aside from focusing your hiring efforts toward individuals with disabilities, it is also important to understand ways to help ease their transition into your office as well as your legal requirements as an employer under the ADA. The resources below are meant to educate employers on how to effectively engage, hire, and create an environment of professional growth for individuals with disabilities.

Disability Laws and Legislation

ADA Information

EARN: Helping Employers Hire and Retain People with Disabilities – EARN is a program of the National Employer Technical Assistance, Policy and Research Center on employment of people with disabilities. They collaborate with several national employment partners with the goal of increasing the inclusion of employees with disabilities in the workforce.

Accommodating Disabled Employees

Adult Autism and Employment – This is a useful guide that includes insights and suggestions from a national expert on autism & employment. This guide can help employers better understand the needs of employees with autism.

Job Accommodations Network – The Job Accommodation Network (JAN) is the leading source of free, expert, and confidential guidance on workplace accommodations and disability employment issues. Working toward practical solutions that benefit both employer and employee, JAN helps people with disabilities enhance their employability, and shows employers how to capitalize on the value and talent that people with disabilities add to the workplace.

Emergency Evacuation Procedures in Assisting Persons with Disabilities – Interest in emergency evacuation planning has increased dramatically over the last decade. This publication discusses the importance of Emergency Evacuation Planning for companies employing individuals with disabilities.

Techniques for Supervising Employees with Learning Disabilities – Individuals with learning disabilities encounter difficulties at the work place which are not widely recognized. It is important for employers to understand the needs of individuals with learning disabilities in order to accommodate them appropriately in the workplace.

Recruiting Young People with Disabilities – Thanks to advancements in technology, young people with disabilities can do virtually any job that someone without a disability can perform. Expanding your workplace to include young people with and without disabilities is a positive way to help shape the future workforce-and benefit your business.

Disability Hiring

Ability Jobs – ABILITYJobs is the leading website dedicated to employment of people with disabilities. It is the largest resume bank with tens of thousands of job seekers with disabilities, from entry level candidates to PhD’s – if your company is looking for talent you’ve come to the right place.

Workforce Recruitment Programs – The Workforce Recruitment Program for College Students with Disabilities (WRP) is a recruitment and referral program that connects federal sector employers nationwide with highly motivated undergraduate students and recent graduates with disabilities who are eager to prove their abilities in the workplace through summer or permanent jobs.

AbilityOne – The AbilityOne Program helps thousands of people who are blind or have other severe disabilities find employment.

disABLEDperson – disABLEDperson is a public organization whose primary focus is disability employment. They work to connect employers with disabled employees.

AbilityLinks – If you’re an inclusive business seeking to identify qualified candidates with disabilities, you can use AbilityLinks to post jobs, search resumes and review job applications submitted through the AbilityLinks website. Posting jobs and searching resumes are free.

 

 

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Implicit Bias and Microaggressions

Date TBD

Re-evaluating long-standing beliefs, behaviors, and institutions, companies need to continue moving forward with attracting talent, developing their workforce, forming productive teams, maximizing innovation, and tackling internal and external challenges.

Key approaches in this endeavor include maximizing thoughtful awareness and deepening understanding of beliefs and tendencies that occur below the surface level of individual awareness. In other words, astute organizations realize that a holistic diversity and inclusion program must include information, explanations, and directions toward addressing unconscious biases and microaggressions.

Often, we don’t realize that implicit biases can sometimes result in microaggressions. In this course, we will demonstrate how subtle or unintentional comments and actions towards others can have a negative impact not just on individuals but on the overall culture of an organization, too.

AAP A01 – Understanding AAP Requirements

Date TBD

“Written AAP” is one of the top violations cited by the OFCCP, implying a great need for companies under the OFCCP’s jurisdiction to really get a handle on AAP creation. Part 1 is designed to overview the foundation of written Affirmative Action Plans and their necessity, focusing primarily on the background and structure of an Affirmative Action Plan.

AAP A02 – Organizational Profile and Job Group Analysis

Date TBD

This webinar is designed to provide Supply and Service federal contractors with best practices for performing an organizational profile and job group analysis.

AAP A03 – Determining Availability

Date TBD

This webinar discusses the two factors federal contractors are required to consider in determining availability, as well as typical data used when calculating availability.

AAP A04 – Good Faith Efforts

Date TBD

This webinar will discuss how a company can determine existence of a potential gap in their actual hiring relative to availability of the protected groups, and how to take corrective actions through ‘good faith efforts (GFE)’ in their talent acquisition process. Details of such GFE will be covered with details of how to attract, reach and manage candidate flow of the gap areas, and how to maintain records of such GFE for successful OFCCP audits.

RECORDKEEPING R01 – Maintaining Applicant Flow Data

Date TBD

This webinar is designed to discuss maintaining applicant flow data, both for the internet applicant and traditional applicant definitions. The presentation will cover the maintenance of employment records in paper and electronic format, as well as accessibility of online systems.

COMPENSATION P01 – Analyzing for Compensation Data

Date TBD

This webinar is designed to address compensation regulations and enforcement. It also discusses case laws and related settlements, along with the best practices to mitigate risk of pay disparities.

FAAP F01 – Understanding Functional Affirmative Action Plan

Date TBD

Is FAAP the right AAP for you? Executive Order 11246, Section 503 and VEVRAA allow a contractor to set up their AAPs based on company functional or business units. This option allows the contractor to analyze data by the various operations rather than location/establishment, which may align more closely to their corporate structure. Learn more about the new FAAP Directive and how to comply. You will learn requirements to qualify for FAAP, industries using FAAPs, advantages of using FAAPs, FAAP update, and more.

C01 – Requirements for Construction Contractors

Date TBD

This webinar will provide an overview of what is expected from construction contractors during an OFCCP Evaluation. The Office of Federal Contract Compliance Programs (OFCCP) is part of the U.S. Department of Labor. The OFCCP is responsible for ensuring that employers doing business with the Federal government comply with the laws and regulations requiring nondiscrimination. Construction contractors or subcontractors have a construction contract with the federal government, and are thus subject to evaluations. In summary, this webinar will provide attendees with the “16 steps” that should be taken by construction contractors to comply with federal regulations.

C02 – What to Expect During an OFCCP Construction Evaluation

Date TBD

This webinar will provide an overview of what to expect during an OFCCP construction evaluation. The Office of Federal Contract Compliance Programs (OFCCP) is part of the U.S. Department of Labor. The OFCCP is responsible for ensuring that employers doing business with the federal government comply with the laws and regulations requiring nondiscrimination. When construction contractors face an evaluation, they will first receive a scheduling letter from the OFCCP. This webinar aims to prepare attendees for the events following the scheduling letter.

Workplace Violence

Date TBD

This webinar includes two topics that are important for business leaders and employers to educate themselves on an unfortunate, yet very real trend in the country. Join us as we review Workplace Violence, specifically causes and signs to look for, pre-attack indicators, ways that you can help to de-escalate situations and keep your workplace safe, and how to prepare and handle difficult conversations. Next, we will review history cases of active shooter incidents and understand the underlying details from investigators and law enforcement officials. Included is an examination of motivators and tactics used by active shooters. We will then review suggested reactions if you find yourself in an active shooter situation (Run, Hide, or Fight), including interacting effectively with law enforcement.

Promoting a Respectful Workplace: Preventing Harassment and Bullying

Date TBD

Harassment and abusive behavior training has become a high priority for HR practitioners, company leaders, and their organizations. Recent headlines and hashtags underscore the need to replace the old model, which trained employees on laws and rules, with a fresh approach that emphasizes what matters most – ensuring employees know how to make the right decisions and take the right actions if they experience or witness harassment, discrimination, or other misconduct in their places of work.

In this dynamic society, anti-harassment training is essential for educating employees and leaders on what is acceptable and unacceptable workplace behavior. Even beyond this, employers need to reinforce the message that it is every individual’s responsibility to speak up and report incidents of harassment and retaliation.

Training employees on how to recognize and respond to situations that can lead to harassment, bullying and related behaviors – from the obvious to the subtle – is one of the most effective ways to foster a positive, respectful workplace. Training can also help organizations avoid costly harassment complaints that can damage their reputation, recruiting, retention and bottom line.

Filing for EEO-1 & Vets 4212

Date TBD

EEO Reports / Surveys:

The EEOC collects workforce data from employers with more than 100 employees (50 employees threshold applies to federal contractors). Employers meeting the reporting thresholds have a legal obligation to provide the data; it is not voluntary.

You will learn:

  • Filing for the EEO-1
  • Latest deadline for filing the 2018-EEO-1
  • Other types of EEO reports

 

VETS-4212 Federal Contractor Reporting:

According to 38 U.S. Code, Section 4212, codified at 41 CFR Section 61-300, respectively, contractors and subcontractors who enter into, or modify a contract or subcontract with the federal government, and whose contract meets the criteria set forth in the above legislation/regulations, are required to report annually on their affirmative action efforts in employing veterans. VETS has a legislative requirement to collect, and make available to OFCCP, reported data contained on the VETS-4212 report for compliance enforcement.

You will learn:

  • Filing for Vets-4212
  • Deadline for filing the 2018 & 2019 Vets-4212

Background Checks

Date TBD

“Ban the box” continues to occupy a large portion of recruiting discussions, even in municipalities that haven’t enacted these regulations. It makes sense for employers to reconsider their hiring practices to include the largely-untapped labor market of individuals with criminal histories. Many employers don’t know if and how to expand their recruiting efforts to include this segment. This course is designed to expand your knowledge about this topic and provide you with specific guidance to develop or modify your existing hiring processes.

After taking this course, you’ll have a better understanding of the labor market and how fair chance hiring regulations affect you as an employer, even if you don’t currently need to comply with these municipal regulations. You will have key knowledge to help ensure that your hiring practices incorporate the processes and actions needed to practically deal with candidates who have criminal histories. You will also understand why expanding your hiring practices to those with criminal histories can help you to continue to build a skilled workforce for your company’s success.

  • About Us
    ▼
    • Meet Our Team
  • Why Choose HR Unlimited Inc.?
    ▼
    • Testimonials
    • Affirmative Action Whitepaper
  • Services
    ▼
    • AAP/EEO Compliance
    • Compensation Plans/FLSA Compliance
    • HR On Demand
    • Webinars and Training Workshops
  • Training
    ▼
    • Webinar Training
    • D&CS™ Certification
  • Resources
    ▼
    • Affirmative Action Checklist
    • AAP/EEO Resources
    • Compensation Resources
    • Affirmative Action Hiring
    • News
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    • FAQs
  • Contact Us
  • Client Portal