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Keyword: Legal Information (18 results)

Accommodation guidelines from the National Association of the Deaf 
http://nad.org/issues/employment/federal-employees
Section 501 of the Rehabilitation Act of 1973 requires the federal government to practice affirmative action to hire and to promote employees with a disability, including deaf and hard of hearing employees. This page from the National Assocation of the Deaf discusses reasonable accommodations for deaf and hard of hearing employees.

e-laws Advisor 
http://www.dol.gov/elaws/
The e-laws Advisors are interactive e-tools that provide easy-to-understand information about a number of Federal employment laws. Each Advisor simulates the interaction that you might have with an employment law expert. It asks questions and provides answers based on responses given.

Employment Law Guide 
http://www.dol.gov/compliance/guide/index.htm
This guide, a companion to the FirstStep Employment Law elaws Advisors, describes the major statutes and regulations administered by the U.S. Department of Labor that affect businesses and workers. The Guide is designed mainly for those needing "hands-on" information to develop wage, benefit, safety and health, and nondiscrimination policies for businesses.

Employment Laws: Disability and Discrimination 
http://www.dol.gov/odep/pubs/fact/laws.htm
This resource reviews five employment laws and provides information to assist employers in determining which laws apply to their businesses.

Employment Laws: Overview and Resources for Employers 
http://www.dol.gov/odep/pubs/fact/overview.htm
This Department of Labor Office of Disability Employment Policy (ODEP) reference provides information for employers on compliance with federal employment laws, including employer responsibilities under the law, and links to additional resources.

Employment Rights: Who Has Them & Who Enforces Them 
http://www.dol.gov/odep/pubs/fact/rights.htm
Fact sheet from the Department of Labor Office of Disability Employment Policy explains the laws that protect people with disabilities from discrimination in employment, including the Americans with Disabilities Act and the Rehabilitation Act of 1973.

Equal Employment Opportunity Commission (EEOC) 
http://www.eeoc.gov/
The U.S. Equal Employment Opportunity Commission (EEOC) enforces federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person who has complained about discrimination, filed a charge of discrimination, or participated in an investigation or lawsuit.

Executive Order 13163 and 13164: Increasing Federal Employment of Individuals with Disabilities & Reasonable Accommodations 
http://www.opm.gov/disability/text_files/Employment_Guide.PDF
Executive Order 13163 was signed into effect by President Clinton to increase the opportunity for people with disabilities to be employed by the Federal government. Executive Order 13164 requires agencies to offer reasonable accommodations to these employees. This entry in the Federal Register documents each of these Executive Orders.

Frequently Asked Questions about Management Directive 715 
http://www.eeoc.gov/federal/directives/qanda_md715.cfm
This U.S. Equal Employment Opportunity Commission guide provides information for federal employers on the most commonly asked questions about Management Directive 715.

Instructions to Federal Agencies for Equal Employment Opportunity Management Directive 715 
http://www.eeoc.gov/federal/directives/md715instruct.cfm
This resource from the EEOC clarifies guidance published in Part C of EEO MD-715, provides additional operational instructions on how to accomplish the requirements of the management directive, including the basic elements necessary to create a model EEO program, and emphasizes how to ensure that personnel actions are made free of any discrimination.

Known disability, safety concern? Testing OK 
http://www.businessmanagementdaily.com/28666/known-disability-safety-concern-testing-ok
Disabled employees may believe that their employers can never insist that they take a test related to the disability. That’s not true. For example, if an employee has a known disability and is observed making safety-related mistakes, it’s perfectly reasonable to demand an assessment of whether the employee is capable of performing the job.

Laws and Executive Orders 
http://www.opm.gov/policy-data-oversight/disability-employment/reference-materials/
This section on the OPM website describes laws and Executive Orders that support and encourage the employment, retention, and advancement of people with disabilities.

Nondiscrimination under Federal grants and programs; promulgation of rules and regulations 
http://www.dol.gov/oasam/regs/statutes/sec504.htm
Provides regulations regarding discrimination in the public sector: Defines who this law applies to, the standards and remedies.

Northeast ADA Online Employment Tutorial 
http://www.makingworkhappen.com/Employers/index.cfm
A new tutorial from the Northeast ADA center designed specifically for employers is now available. The tutorial consists of ten segments that touch upon legal, human, and practical issues around building disability inclusive workplaces. Each topic is presented with a description of why it is important, a self-assessment, and some suggested strategies for increasing your skills. Employer topics include workforce trends; diversity practices; HR strategies; non-obvious disabilities in the workplace; hiring practices; reasonable accommodation; connecting to customers; maintaining a disability-inclusive workforce; legal Issues; and finding and recruiting talented people with disabilities.

Proposed Rules: Personnel Management in Agencies 
http://www.gpo.gov/fdsys/pkg/FR-2011-08-05/html/2011-19844.htm
The U.S. Office of Personnel Management is issuing proposed regulations that would provide regulatory definitions related to the strategic management of human capital, clarify requirements regarding the systems and metrics for managing human resources in the Federal Government, and streamline/clarify the procedures agencies are required to follow.

Questions and Answers: Promoting Employment of Individuals with Disabilities in the Federal Workforce 
http://www.eeoc.gov/federal/qanda-employment-with-disabilities.cfm
This U.S. Equal Employment Opportunity Commission guide provides an overview of legal issues that affect the hiring and advancement of people with disabilities in the federal government. It is intended as a reference tool for federal government managers and supervisors.

Rising Expectations: The Developmental Disabilities Act Revisited 
http://www.ncd.gov/publications/2011/Feb142011
Over the past 40 years, the United States has witnessed a major transformation of what it means to have Developmental Disability, moving from a medical model to a social model and involving a truly interdisciplinary approach to identifying needs and delivering supports and services in the community. Despite some identified gains in disability rights, people with DD continue to face considerable barriers to full integration, maximum independence, and self-determination. This report looks at what the DD Act has accomplished in the past 40 years, the strengths and weaknesses of the current structure and how suitable it is to address future social and policy environment.

Uniformed Services Employment and Reemployment Rights Act (USERRA) Information 
http://www.dol.gov/vets/programs/userra/
This resource provides information from the Department of Labor?s Veterans Employment & Training Service, including an introduction to rules and regulations related to employing veterans, fact sheets and access to the USERRA elaws Advisor, an interactive-tool that answers questions about the rights and responsibilities for employers.

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