TFS Scholarships Launches Online Toolkit to Provide College Funding Resources

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SALT LAKE CITY— TFS Scholarships (TFS), the most comprehensive online resource for higher education funding, has launched a free online toolkit to provide counselors, families and students with resources to help improve the college scholarship search process. The toolkit, available at tuitionfundingsources.com/resource-toolkit, provides downloadable resources and practical tips on how to find and apply for scholarships.

The launch comes in celebration with Financial Aid Awareness Month when many families are beginning the FAFSA process and researching financial aid options.

“We hope these resources help raise awareness around TFS and the 7 million college scholarships available to undergraduate, graduate and professional students,” said Richard Sorensen, president of TFS Scholarships. “Our goal is to help families discover alternative ways to offset the rising costs of higher education.”

The resource toolkit includes flyers, email templates, newsletter content, digital banners and table toppers which are designed to be shareable content that counselors, students and organizations can use to spread the word about how to find free money for college.

The newly revamped TFS website curates over 7 million scholarship opportunities from across the country – with the majority coming directly from colleges and universities—and matches them to students based on their personal profile, where they want to study, and stage of academic study. By tailoring the search criteria, TFS identifies scholarships that students are uniquely qualified for, thus lowering the application pool and increasing the chances of winning. By creating an online profile, students can find scholarships representing more than $41 billion in aid. About 5,000 new scholarships are added to the database every month and appear in real time.

Thanks to exclusive financial support from Wells Fargo, the TFS website is completely ad-free, and no selling of data, making it a safe and trusted place to search.

For more information about Tuition Funding Sources visit tuitionfundingsources.com.

 

About TFS Scholarships

TFS Scholarships (TFS) is an independent service that provides free access to scholarship opportunities for aspiring and current undergraduate, graduate, and professional students. Founded in 1987, TFS began as a passion project to help students and has grown into the most comprehensive online resource for higher education funding. Today, TFS is a trusted place where students and families enjoy free access to more than 7 million scholarships representing more than $41 billion in college funding. In addition to its vast database that’s refreshed with 5,000 new scholarships every month, TFS also offers information about career planning, financial aid, and federal and private student loan programs as part of its commitment to helping students fund their future. Learn more at tuitionfundingsources.com.

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2018-2019 Disability Rights Storytellers Fellowship

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woman standing outside building

The Disability Rights Storytellers Fellowship managed by Rooted in Rights and AAPD provides the opportunity for individuals with disabilities to learn and apply skills in digital media storytelling, and to connect with media professionals to prepare participants for advanced careers in media production, journalism, online advocacy, or digital design. The project combines hands-on training in cutting-edge technologies with a strong foundation in developing each individual’s voice and using story-driven videos in advocacy.

Upon admission to the program, Rooted in Rights will send a pre-tested, pre-assembled video production kit to the Fellows. The fellowship kicks off with orientation sessions in which Rooted in Rights creative professionals and AAPD staff lead workshops on the history of disability justice, current policy issues, and the media’s role in the disability rights movement as well as technical workshops focused on video technique, script writing, digital storytelling, basic camera composition, and video editing.

The Fellows will begin using their kit and gain valuable hands-on experience right away. During the 6-month fellowship period, Fellows are expected to write and film two 3-4 minute videos. At every step in the process, the Fellows are a part of the Rooted in Rights production team – receiving feedback and guidance while being challenged creatively to make the videos as engaging as possible while also meeting the standards for quality and universal accessibility that all of our video projects demand. The Fellows will have the opportunity to ask questions and Rooted in Rights professionals will be available for one-on-one mentoring. At the beginning of the fellowship, Rooted in Rights will work with the Fellows to arrange a schedule for choosing video topics, developing a production plan, filming, and editing to ensure timely completion of both videos.

In addition to hands-on workshops, the Fellows will participate in video chats and Q&As with media professionals, including people with disabilities, to receive advice on how to break into the media industry. AAPD will also work to connect each Fellow to internships and employment opportunities. Because work in the Storytellers Fellowship is not a full-time commitment and can be completed from anywhere, the Fellows would have the opportunity to begin work or internships simultaneously.

Apply for the fellowship now!

Jobless Rate for People with Disabilities Decreases

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The unemployment rate for people with a disability dropped last year, falling from 10.5 percent in 2016 to 9.2 percent in 2017, according to the latest figures from the U.S. Bureau of Labor Statistics (BLS).

“This is a significant decline,” said BLS economist Janie-Lynn Kang. “The decline reflects the trend in the overall labor force, which has been recovering since the end of the Great Recession.” In fact, the overall U.S. unemployment rate fell to 3.8 percent in May 2018—the lowest since April 2000.

The data on the jobless rate for those who have a disability is from the Current Population Survey, a monthly sample survey of about 60,000 households that provides statistics on employment and unemployment in the U.S. Unemployed people are those who did not have a job, were available for work, and were actively looking for a job in the four weeks preceding the survey.

Almost one-third (32 percent) of workers with a disability were employed part-time—more so than those without a disability.

Those with a disability were more likely to work in service occupations, production, transportation and material-moving occupations than those who did not have a disability, the BLS found. A slightly higher percentage of workers with a disability also worked in government (14 percent versus 11.6 percent who did not have a disability). They also were more likely to be self-employed.

Men and women with a disability had about the same unemployment rate in 2017 (9 percent and 9.5 percent, respectively). Additionally, black individuals (13.8 percent) with a disability had a higher unemployment rate than Hispanics (10.2 percent), Asians (6.6 percent) and white people (8.5 percent). Among all people who had a disability, nearly half were age 65 or older in 2017.

More People with Disabilities Are Getting Jobs. Here’s Why.

With unemployment at a low, fewer people are looking for jobs. Many employers are having a hard time finding people qualified to fill the positions they have open. That’s left an opening for people with disabilities, a group that’s broadly defined under the Americans With Disabilities Act.
This demographic has always been underemployed. But Americans with disabilities have posted year-over-year gains in the job market for the past 21 consecutive months, according to an analysis by the Kessler Foundation and the University of New Hampshire.
(CNN)

Will Employment Keep Growing? Disabled Workers Offer a Clue

One workplace trend has changed direction in the past few years—people who cited health reasons for not working are returning to the labor force. The data shows that the decline has come almost entirely from the older half of the prime-age population (that is, people between 40 and 54). The drop has also been steeper among the less educated.
(The New York Times)

Hiring People with Disabilities

The U.S. Department of Labor’s (DOL’s) Office of Disability Employment Policy supports several initiatives that help employers interested in hiring individuals with disabilities, including the Employer Assistance and Resource Network on Disability Inclusion. The free, nationwide service educates employers about effective strategies for recruiting, hiring, retaining and advancing people with disabilities. And the Job Accommodation Network provides free advice on workplace accommodations.
(DOL)

Continue onto SHRM to read the complete article.

Should You Mention Your Disability in a Cover Letter or Resume?

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Always keep in mind that you are never required to disclose your disability as an applicant or employee. The general rule of thumb is that it is rarely a good idea to disclose your disability in a cover letter or resume. The exception would be if the employer is specifically hiring under a program to recruit people with disabilities.

Reasons not to discuss your disability at this stage of the application process include:

Fewer interviews. You may find you get fewer interview offers if you disclose your disability, no matter how artfully you do this.

Reason to eliminate you. While your disability should not eliminate you from consideration, the reality is that employers use job applications to weed out applicants. Show your strengths in your resume and cover letter and avoid giving the employer the reason to put your application in the rejection pile.

The law protects you. Another important reason not to disclose your disability at the application stage is that you are not required to provide this information. Even if you know you will need an accommodation, it is best to wait until your interview to discuss this—ideally, after you have talked about why you are right for the job.

Source: chwilliamslaw.com

 

What is the Disability-Owned Business Enterprise (DOBE) Certification

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DOBE-Certification

The DOBE certification is granted to businesses that are at least 51% owned, operated, controlled, and managed by a person with a disability. With this certification, disability-owned businesses have increased access to contracts offered by large corporations and market advantages over competitors. As a group that is considered to be ‘disadvantaged’ in the U.S., disability-owned businesses are often more attractive to large businesses involved in national, state, and local supply chains.

Benefits of Diversity & Inclusion

Disabilities come in a variety of shapes and sizes, just like business owners. Though many people tend to view disabilities as an obstacle, these traits are unique and special, setting a disabled individual above others. For business owners with disabilities, this distinction is an asset within the corporate world. A ‘disadvantage’ can become a positive advantage, letting business owners join a diverse global supply chain where every voice can be heard and possibilities are endless.

Why Get Certified

The U.S. Business Leadership Network (USBLN) created the Disability Supplier Diversity Program to help disability-owned businesses expand through a diverse supply chain. By certifying your business, you have access to increased resources and a more level playing field than non-certified disadvantaged business owners. The USBLN offers supplier events, webinars, monthly teleconferences, better business opportunities, a scholarship program, and a Mentoring & Business Development Program to help you better your business opportunities and operations.

Large companies and corporations are becoming increasingly interested in creating diverse supply chains, which opens several opportunities for diverse businesses. Adding a certification to your business can also improve your reputation within your industry, community, and network, making your company more attractive to individuals and businesses alike. The DOBE certification opens the door to networking and matchmaking events throughout the country, allowing you to make connections and relationships with important corporate contacts.

Once your business is certified, you can join ConnXus’ database of diverse suppliers. This searchable platform makes it easy for large companies to find and select your business for their product and service needs. The next time a Fortune 2000 company is looking for a certified-diverse business, you’ll be in the best position to meet their needs.

How to Get Certified

To certify your company through the USBLN, you must meet specific requirements. Read through the questions below to see if you qualify for a DOBE certification:

  • Do you have a physical and/or mental disability that substantially impairs one or more major life activities?
  • Do you own a majority (at least 51%) of your business? Can you verify this through supporting financial and business documents?
  • Is your business independent and not significantly reliant on another business for day-to-day operations?
  • Are you involved in the day-to-day operations and management of your company, including decision making?
  • Are you able and willing to submit the business and financial information required by the USBLN? This information will be used to evaluate your eligibility for this certification and will be confidentially reviewed in a secure, permanent environment.
  • Are you interested in increasing your access to business dealings with private sector corporations who want to do business with DOBE-certified businesses?

If you are ready and interested in pursuing this certification, start the process by completing the application offered by the USBLN.

Read the complete article and more from ConnXus here.

Bosma Enterprises Launches Program To Prepare People Who Are Blind For Careers As Salesforce Administrators

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Bosma Enterprises

INDIANAPOLIS—Bosma Enterprises, an Indianapolis nonprofit dedicated to helping people with vision loss regain independence, has launched an innovative training program to prepare people who are blind or visually impaired for high-demand careers as Salesforce administrators. Called BosmaForce, the 18-week course is offered entirely online and available to anyone throughout the country.

“When faced with losing sight, one of the biggest concerns our clients have is how they will support themselves or their families financially,” said Lou Moneymaker, CEO, Bosma Enterprises. “Nationally, people who are blind or visually impaired face a 70 percent unemployment rate, so it is a real concern to ensure there are options for these people to remain independent. Through the BosmaForce program, we are helping to create pathways to high-paying, in-demand careers in which people with vision loss can be very successful.”

According to career website Indeed.com, there are more than 2,700 listings for Salesforce administrator positions throughout the U.S., with an average salary of more than $88,000. It is estimated that more than 150,000 companies utilize the popular customer relationship management (CRM) tool.

The BosmaForce program is being taught by veterans TJ McElroy and Richard Holleman, both of whom are among the first blind U.S. veterans to become Salesforce Certified. Having previously led a similar training program for disabled veterans, McElroy and Holleman have extensive experience using assistive technologies like Job Access With Speech (JAWS) screen readers and ZoomText magnifiers to navigate the Salesforce CRM platform.

McElroy and Holleman developed the curriculum in close partnership with Salesforce accessibility specialist Adam Rodenbeck, who is also a former Bosma Enterprises employee. The pilot class includes seven students from Indiana and Illinois, all of whom are blind or visually impaired.

The group will utilize Trailhead, Salesforce’s interactive, guided and gamified learning platform to gain knowledge on the adaptive technologies and workarounds within the Salesforce architecture. This will enable them to be successful in these careers without the use of sight. After completing the Salesforce certification exam at the end of the course, Bosma Enterprises will work to place the graduates into two-month internships with local businesses.

“It’s not about whether someone who is blind can do the job, it’s about how they do it,” said McElroy. “With such high demand for these careers, there’s absolutely no reason our students won’t be able to excel once they are given the right tools.”

About Bosma Enterprises

Bosma Enterprises is a nonprofit organization, with a history of more than 100 years, that provides training and employment for people who are blind or visually impaired. Our experienced staff (more than half of whom are blind) offers personalized programs ranging from counseling, to job placement, to training for daily living skills—helping adults gain the life skills they need to remain independent, and the job skills they need to stay self-sufficient. To learn more about how you can help our mission, or how our mission can help you, visit bosma.org.

This Latina Is Using Her Own Experience With Blindness To Bring About Change In The Workforce

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minorities in business

Over the course of her career, Kathy Martinez has worked with the U.S. Hispanic Chamber of Commerce, served under two administrations, and led Wells Fargo’s Disability and Accessibility strategy — when she was just starting her career, her counselor at the California Department of Rehabilitation believed that her career aspirations would not extend past working at a lock factory, all because she was blind.

“My counselor at the California Department of Rehabilitation had minimal expectations for people with disabilities and tended to offer low-levels jobs with no hope for growth,” explains Martinez. “Although his expectations for me were low, I had people in my life who knew I could do more, and were behind me every step of the way while I pursued my degree.”

While it took Martinez 13 years to graduate from college, the later start in her career has not prevented her from making an impact where it matters most to her — ensuring that those living with disabilities are not discounted.

“My passion is to help create a society and work environment where people with all abilities are able to obtain an education, secure a good job, buy a house, and be successful,” shares Martinez. “This includes building a society that is physically and digitally accessible, and help change attitudes about the capabilities of people with disabilities and our desire to contribute to our communities and corporations.”

Martinez’s own career has helped moved the needle forward in how those with disabilities are both treated and see themselves in the workforce. She has made it a point to both champion inclusivity within companies, while not erasing that humanity and dignity should be prevalent values in a company culture, regardless of the employee.

“My focus is on delivering an experience that recognizes disability as a natural part of the human condition and helping people with disabilities fully engage with the company to succeed financially,” shares Martinez. “With a more accessible workplace, more people with disabilities will be on the payroll rather than rely on benefits and, ultimately, increase their capacity to be productive members of their communities.”

Below Martinez shares further thoughts on how companies should be expanding their cultures to champion those with disabilities, what advice she has for Latinas, and her biggest lesson learned.

Vivian Nunez: What are your goals in changing how those with disabilities are able to access career opportunities?

Kathy Martinez: When I was growing up I never saw people with disabilities who worked at banks unless they were in entry-level jobs. Today financial institutions, like Wells Fargo, are hiring people with disabilities at all levels. I never imagined I would have the job title of senior vice president at Wells Forgo or Assistant Secretary of the U.S. Department of Labor, Office of Disability Employment Policy. And now that I have attained those titles, I want other people, such as Latinos and people with disabilities, to know that they can achieve their professional goals, including the position of CEO.

One of my key goals is to ensure that more people with disabilities are at all levels of the career ladder. That is why was passionate in helping develop and roll out Wells Fargo’s Diverse Leaders Program for People with Diverse Abilities. This unique three-day program enables team members, who identify as individuals with a disability, understand, and embrace their strengths, overcome challenges, and learn how their differences help them add value as leaders on the Wells Fargo team.

Another goal is to get more people to serve as a mentor and mentee to others with disabilities. I serve as a mentor for people of all abilities inside and outside of the company, and continue to learn what it means to be a team member of choice so that I can share that information with the Latino and disabilities communities.

Nunez: What role did you play in the Obama administration?

Martinez: I consider disability an issue that is important to both political parties. From 2009 – 2015 I served as the Assistant Secretary of the U.S. Department of Labor, Office of Disability Employment Policy.

I also worked for President George W. Bush’s administration for seven years,    serving as a member of the National Council on Disability and as a member of the U.S. Department of State Advisory Committee on Disability and Foreign Policy.

Nunez: What advice do you have for Latinas who are navigating both a disability and building lasting careers?

Martinez: Find a mentor and set high expectations and goals for yourself. I have had mentors with and without disabilities, men, women, and people of all ethnicities and backgrounds, and have learned something from every one of them.

Continue onto Forbes to read the complete article.

The Best Jobs for People in Wheelchairs

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Businessman Working In Office Sitting On Wheelchair

By Stephan Zev

If you’re like most wheelchair users, you’d like nothing more than to have a satisfying career that develops your talents to the fullest extent while making a positive contribution to the world. But as you might have guessed, it’s not always that easy. There are ways to overcome the odds and learn about the best jobs for people in wheelchairs to help steer you in the right direction.

Finding the right job is difficult under the best of circumstances, let alone for people in wheelchairs where the number of available jobs is fewer than for the general public. But with social and technological advances, the tide is starting to change, to the point where 17.4 percent of working-age wheelchair users now have jobs.

Medical Office Assistant/Pharmacy Services
This is one field where being in a wheelchair can work to your advantage. Since you likely deal with physical limitations on a daily basis, you may have more understanding and sympathy toward others undergoing medical treatment.

Moreover, medical offices and hospitals also provide state-of-the-art wheelchair accessible ramps, elevators, and bathrooms, which many other jobs don’t. And if you can’t work on-site, you may be able to telecommute for certain tasks like data entry.

The average salaries for positions in this field are:

Medical office assistant—$34,000 per year
Health information technicians—$40,430 per year
Health services managers—$106,070 per year

Each position offers a lot of opportunity for professional growth. Another option is work with pharmaceutical companies as a sales representative, but this is only viable for people with outgoing personalities and experience with certain medications.

Vocational Counselor
Many successful people in wheelchairs want to be able to share their experiences in a way that can benefit others. Vocational counseling is a great way to do this by helping people achieve their highest career potential.

Vocational counselors work in schools and non-profit organizations as well as private industry. It’s a field expected to grow, especially as more and more jobs get displaced by technology. The average salary for this career is $54,000.

Bookkeeper/Accountant
Virtually every business needs an accounting department to keep track of the bottom line. This is a field where you can either work for an accounting firm or go into business for yourself.

The average salary for bookkeepers and accounting clerks as a company employee is $38,990 per year. Certified accountants and auditors, on the other hand, earn a very comfortable living with an annual average salary of $75,280.

Computer Programming
Not only is computer programming one of the best and most lucrative jobs for people in wheelchairs (average salary: $79,530), it’s also a career expected to expand in coming years. In fact, many well-known companies, such as IBM, Lockheed Martin, and Merck participate in educational job training programs for students with disabilities such as Entry Point.

Work from Home
The number of people who work from home has risen dramatically within the last decade. In 2003, only 19 percent of people earned at least part of their income working from home, which increased to 24 percent in 2015 according to the Bureau of Labor Statistics. And for those who work in finance and management, the percentage is even higher, ranging from 35 percent to 38 percent.

Because the internet has made remote work possible, 68 percent of workers in the U.S. expect to work from home at least part of the time in the future. And based on the large number of reputable companies who’ve already come on board with the idea, it seems the trend is likely to continue. The fields of sales, education, training, and customer service all offer telecommuting positions.

Affiliate Marketing
As my personal favorite, the amount of money you can make in this field is only limited by your ambition. In fact, Disabled-World.com lists affiliate marketing as one of the great online career choices for people with disabilities.

Essentially, an affiliate marketer is someone who partners up with a company to promote their products and services in exchange for a percentage of sales made through a personal “affiliate link.” The way you attract visitors to click on these links and buy products is either through paid advertising or your own website using educational or entertaining content. Best of all, you’re not the one responsible for storing, packaging, shipping, and returns — the company is.

But while affiliate marketing takes very little money to get going (unlike the startup costs of most traditional businesses), it does take a lot of persistence before you start to reap the (many) rewards.

As the online job market continues to grow, more opportunities will open up for people in wheelchairs. Government, technology, and education are just a few sectors where progress is already being made. But even now, there are plenty of jobs available that offer career satisfaction and financial success so long as you take the time to look for them.

Source: confinedtosuccess.com

About Stephan Zev
Stephan Zev is the owner of ConfinedToSuccess.com. He created this website to help disabled and chronically ill individuals take better control of their lives physically, mentally, emotionally, spiritually and even financially.

4 Tips to Consider When Comparing Financial Aid Packages

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college students walking to class

According to the U.S. Department of Education, 20 percent of undergraduate students did not apply for financial aid in 2011-12.

Across all types of institutions, students’ top reasons for not applying for financial aid, and thus leaving financial aid on the table, were that they thought they were ineligible for such support and they thought they could afford college without financial aid.

Students who apply for financial aid receive their financial aid letters in late March and early April. Most students will have until the May 1 National Candidates Reply Date to decide whether to accept the college’s admissions offer and financial aid.

Here are four things for families to consider when comparing financial aid packages:

  1. What are my total costs to pay for college? What other costs such as textbooks, room and board, commuting to campus, personal expenses do I need to be prepared for?
  2. How much will I need to repay after college and how long will it take to pay back my loans?
  3. Are there factors such as significant changes in family income and grade point average that might cause my financial aid to change after the first year?
  4. How do each school’s financial aid offers differ? This will help determine which school is the most affordable.

Need extra money to help pay for college? TFS Scholarships has been helping students for over 30 years and offers more than 7 million individual scholarships and more than $41 billion in aid. Visit tuitionfundingsources.com to learn more.

UCLA law students to publish first disability law journal in the nation

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ucla school of law

UCLA law students are starting a new journal that showcases scholarship on disability law.

The Disability Law Journal at UCLA will be the only disability law journal in the country after it publishes its first issue in spring 2019. Law students who created the journal said they hope to inform more people about disability law in the United States and issues that disproportionately affect people with disabilities, such as employment discrimination, police violence and sexual abuse.

The journal is one of several specialized law journals at UCLA, including the Criminal Justice Law Review and Entertainment Law Review.

Sunney Poyner, the editor-in-chief of the journal and a UCLA law student, said the lack of legal and academic publications about disability law inspired her to start the journal.

“This came about when I was in my disability law class, and it came to my attention that there was no disability law journal. That was very surprising, especially as it is such a vast area of law,” she said. “I started talking about (the journal) with people at the law school, and everyone was very supportive.”

David Koller, business manager for the journal and a UCLA law student, said he thinks the journal will help give credit to scholars and academics who are dedicated to working on disability law.

“This experience represents a really great opportunity to give legal scholarship the recognition it deserves when they focus on these important issues,” he said. “It comes down to, ‘Do you want to make the world a better place?’ Part of that, in our mind, is giving people (who) are disabled the proper rights and benefits as people (who) are not.”

 

 

Continue onto UCLA’s Newsroom to read the complete article.

Willing and Able—Why you should hire people with disabilities

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Willing and Able

By Sarah Ryther Francom

Temple Grandin, renowned autism spokesperson, is known for saying, “The world needs all kinds of minds.” This is also true for the business world. Hiring individuals with disabilities not only benefits the individual hired, but also benefits your business, employees, customers, and the community at large.

Leah Lobato, director of the Governor’s Committee for Employment of People with Disabilities, part of the Utah State Office of Rehabilitation, has seen countless lives changed when companies recruit and hire workers with disabilities. She says that one in five Americans has a disability, and 30 percent of families have a family member with a disability, with numbers anticipated to increase.

A win-win hire
Hiring individuals with disabilities isn’t just a feel-good idea—it can have a positive impact on a company’s bottom line. Individuals with disabilities often bring a diverse range of skills and attributes to the workplace and can enhance the team dynamic.

“Individuals with disabilities have had to problem-solve a lot of different situations in their life due to their condition, so they bring a unique perspective,” Lobato said. “The diversity of people with disabilities and what they bring to a company is really broad.”

Beyond bringing diverse skills to the workplace, individuals with disabilities often have a strong sense of loyalty to their employers, Lobato has found.

Kristy Chambers, CEO of Columbus Community Center, a nonprofit organization serving adults and teens with disabilities, says individuals with disabilities often fit seamlessly into a company. “When you find that right fit, they become a part of the work culture, and they truly can be an inspiration to their coworkers, customers, and stakeholders,” she says.

Lobato and Chambers agree that having a diverse workforce that includes individuals with disabilities is an attribute that resonates with customers.

“When a customer sees a diverse workforce, it raises their comfort in your business,” Lobato says.

Overcoming common fears
Lobato says it’s normal for a business owner or manager to fear the potential consequences of hiring an individual with disabilities but that misinformation is often the real culprit. “One of the most common issues I run into with businesses I talk to is fear. Fear of disability. Fear of how to communicate with people who have disabilities. Fear of the legal things that might come up when hiring them.”

Lobato acknowledges that the Americans with Disabilities Act (ADA) can be overwhelming. She advises companies to seek guidance from her office or a nonprofit, like Columbus Community Center, when beginning to actively recruit individuals with disabilities.

“The ADA provides a clear definition of what a disability is and provides a clear understanding of what the hiring guidelines are,” she says. “It provides support and protections for a person with disabilities, but it also clearly outlines what a business can and cannot do.”

How to provide reasonable accommodations is one of the most common questions employers have asked ADA compliance, says Kevin Keyes, chief program officer at Columbus.

“There’s greater fear than what should be there about providing reasonable accommodations,” he says. “Studies have shown that the cost of providing accommodations is overestimated.”

“A lot of the folks that come into employment with disabilities already have supports in place,” Keyes adds. “That’s what [organizations like Columbus] do. We’re not only there to support the individual, but also the employer.”

Companies with questions about how to create reasonable accommodations can seek guidance from the state, Lobato says. She points to a woodshop created for the Division of Services for the Blind and Visually Impaired as an example of what the state can help with.

Beyond state assistance, businesses that actively recruit and hire individuals with disabilities can receive financial aid to help cover associated costs, including work opportunity tax credits, small business tax credits, and grants to establish workplace accommodations and vocational training.

The biggest piece of advice Lobato offers all employers is to treat individuals with disabilities just as you would any other employee.

Everyone benefits
Stephanie Mackay, chief innovation officer at Columbus, says employers should view hiring individuals with disabilities as an opportunity to strengthen their workforce.

Chambers points out that communities are the greatest beneficiaries when individuals with disabilities land and keep good jobs. “Employers who get it and understand the benefits of hiring individuals with disabilities realize that they are contributing to the community by hiring somebody who may be more challenged on gaining that employment. This allows individuals to not be a burden on the community, because without employment they become an individual who relies on entitlements. Those who participate on the employer end realize that there’s an economic benefit to everyone—the employee, company and the community at large.”

Source: utahbusiness.com

ADA Guidelines for Employers:
Employers covered by the ADA have to make sure that people with disabilities:

  • have an equal opportunity to apply for jobs and to work in jobs for which they are qualified
  • have an equal opportunity to be promoted once they are working
  • have equal access to benefits and privileges of employment that are offered to other employees, such as employer-provided health insurance or training
  • are not harassed because of their disability

Source: EEOC

Basic ADA hiring rules:
•The ADA does not allow you to ask questions about disability or use medical examinations until after you make someone a conditional job offer.

  • The ADA strictly limits the circumstances under which you may ask questions about disability or require medical examinations of employees.
  • The ADA requires you to consider whether any reasonable accommodation(s) would enable the individual to perform the job’s essential functions and/or would reduce any safety risk the individual might pose.
  • Once a person with a disability has started working, actual performance, and not the employee’s disability, is the best indication of the employee’s ability to do the job.
  • With limited exceptions, you must keep confidential any medical information you learn about an applicant or employee.

Source: EEOC