BEST PRACTICES

Despite progress made since the passage of the Americans with Disabilities Act (ADA) in 1990, people with disabilities still experience unemployment at a rate far above the national average. With more than five million workers nation-wide and with the unique opportunities they have to serve as model employers, Employment Networks can play a significant role in enhancing employment opportunities for people with disabilities.

• The recruitment and hiring of people with disabilities for private sector.
• The provision of reasonable accommodations for applicants and employees with disabilities.
• The retention and advancement of individuals with disabilities within private sector.
• The employment of people with disabilities more generally – in both public and private sector jobs.
• The creation of a disability friendly culture in the work place.
• Cultivating relationships with disabilities advocate.
• Disseminating job announcements to person with disabilities.
• Strategically advertising medium that serve and represent persons with disabilities.
• Development of a pool of qualified persons with disabilities to fill temporary to permanent positions in underutilized job groups.

Title I of the Americans With Disabilities Act of 1990 (ADA) prohibits private and state and local government entities that employ fifteen or more employees from discriminating against qualified individuals with disabilities with respect to recruitment, the application process, hiring, advancement and other terms, conditions, and privileges of employment. Employers covered by Title I of the ADA must also make reasonable accommodations so that qualified individuals with disabilities may participate in the application process, perform the essential (or fundamental) duties of a job, and enjoy the benefits and privileges of employment available to all employees.