Priscilla R.’s Post

Excited to share that I just completed the California Employing Abilities at Work certification through the SHRM Foundation! This certification underscores the importance of including disability in our diversity initiatives. Disability is diversity. And it’s not just the right thing to do—it’s also good for business. By embracing disability inclusion, companies can tap into new sources of talent, increase retention, and attract a new customer market. Many accommodations cost nothing and lead to lower absenteeism, fewer safety incidents, and foster a better culture of innovation. There are countless resources available to employers, including community partners and training, all often at no cost. Let’s remember that disability is a vital part of diversity and strive to create workplaces where everyone can thrive. #Inclusion #DiversityMatters #DisabilityInclusion

🩺 Zero Tolerance? Not For Employees with Disabilities! The Equal Employment Opportunity Commission (EEOC) has taken a bold step by suing a medical facility over its "100% healed" policy. This policy required employees to be completely healed from any injury or illness before returning to work, which raises significant concerns regarding employment discrimination against employees with disabilities. This lawsuit underscores a critical lesson for employers: policies should accommodate the realities of employees' health conditions and should not disproportionately target those with disabilities. The EEOC argues that such stringent requirements violate the Americans with Disabilities Act (ADA) as they fail to allow for reasonable accommodations that support employees in their transition back to work. This case not only highlights the importance of inclusive workplace policies but also reminds employers to regularly assess their practices to ensure compliance with federal laws designed to protect workers' rights. Keep watching this case—it could set important precedents for employment practices nationwide! #employmentlaw #workplaceinclusion #ADA #employmentdiscrimination #healthandwellness

7 Tips for Hiring Talent with Developmental Disabilities -- My latest piece for SHRM https://lnkd.in/gPhiBFit #DDAM2024

Disability inclusion is more than just words. It's about action, and the California Employing Abilities at Work Certificate Program can help you get a jumpstart on inclusivity for your workplace.   The California Employing Abilities at Work Certificate Program is a valuable resource for any HR professional who wants to create a more diverse and inclusive workplace.   This program is designed to help you build your knowledge on individuals with disabilities while implementing effective and inclusive hiring practices. It will provide you with the tools and resources you need to recruit, hire and retain individuals with disabilities in your California workplace.   The program covers a wide range of topics including: • Disability basics • Legal and regulatory requirements • Inclusive hiring practices • Accommodations • Employee engagement   Enroll today and start making a difference! https://shrm.co/jghbro #disability #inclusion #disabilitiesatwork California Department of Rehabilitation SHRM Foundation SHRM

Under Section 14(c) of the U.S. Fair Labor Standards Act of 1938, some people with disabilities can legally be paid pennies an hour. A new rule proposed by the Department of Labor would end the practice. The employment landscape for individuals with disabilities is evolving, yet significant barriers remain. This recent article from the Louisiana Illuminator underscores the challenges and opportunities facing disabled workers today. From persistent gaps in accessibility to the need for stronger inclusive hiring practices and policy reforms, it highlights how we all can play a role in creating equitable workplaces. https://lnkd.in/enT-Duty

I am trying to understand impacts or barriers employers face when creating an inclusive work environment-inclusive employment for individuals with disabilities. What are some of the undue hardships your business experiences? Is it education? Not knowing or understanding the laws or incentives? Or perhaps understanding accommodations? Please share with me your experiences, knowledge and needs.

“For people with disabilities in CT, a path toward workplace inclusion” article talks about 14 (c) and how it affects people with disabilities when it comes to employment. Almost a century ago, in 1938, the Fair Labor Standards Act established the right to a minimum wage and overtime pay for working Americans, but the act carved out one segment of the population from the wage standard, individuals with disabilities. That section of the law, known as 14(c), is still in place today. Over generations, it’s hardened into a United States workforce system that directs people with disabilities onto a distinct path, keeping them separate from their so-called “typical” peers. #WorkforceWednesday #RAISE

Create a more #inclusive #hiring process with these 7 tips from #SHRM on hiring individuals with developmental disabilities. https://hubs.ly/Q02qN-0V0

Great article on hiring employees with developmental disabilities. Through our workforce development initiatives with Portage DD, we have supported and held several workshops on this underemployed workforce. Here are some particularly insightful tips in this article: **Brush up on interviewing protocols: You may need to tweak your interviewing tactics in order to embrace job candidates with developmental disabilities. Angela Nelson, vice president of operations and executive director of clinical services at RethinkCare, offers these recommendations for interviewing a job candidate who you believe has a developmental disability (remember you cannot ask): -Send interview agendas and questions in advance. -Find out whether a candidate might need special accommodations during the interview. -Consider limiting eye contact with a job candidate who is or may be neurodivergent. Eye contact might make some candidates uncomfortable. -Stay away from vague or open-ended questions or statements (such as “Tell me about yourself”). Stick to concrete inquiries or comments related to topics such as skills and previous jobs. **Form community alliances: To help bring aboard employees with developmental disabilities, employers should be proactive about establishing community partnerships with organizations and schools that serve people with developmental disabilities. “These partnerships can contribute to enhancing an employer brand,” Barbee said, “and build trust among employees who will subsequently be hired as a result.” If you are in Portage County, reach out to Portage DD Tiffany Jones! Link to SHRM article here: https://lnkd.in/gmKkiebk Join us for the Portage Development Board Workforce Workshop on March 26 at the Kent State Hotel and Conference Center! Link to register here: https://lnkd.in/gy4-RWEe #shrm #humanresources #hr #business #talentmanagement