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Essential Functions of a Job and Reasonable Accommodations

Essential Functions of a Job and Reasonable Accommodations

Essential job functions are the major job tasks that any person in the position must be able to do. The ability to perform essential job functions, with or without a reasonable accommodation, determines if an applicant or employee with a disability is qualified for the job.

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Leave as an Employment Accommodation

Leave as an Employment Accommodation

Leave as a reasonable accommodation under the Americans with Disabilities Act (ADA) receives lots of attention, but what are employers obligated to provide?

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Parking as an Employment Accommodation

Parking as an Employment Accommodation

It’s important to understand that an employer's obligation to provide a reserved parking spot as a reasonable accommodation for a worker with a disability is different than the obligations they have under Title III of the ADA (Public Accommodations) to provide a specific number of accessible parking facilities for the general public, including their employees and customers.

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When Things Aren't As They Seem (Non-Obvious Disability and Employment)

When Things Aren't As They Seem (Non-Obvious Disability and Employment)

The issue of a non-obvious disability is an important one for Human Resource professionals but, should not be feared. Rather, it is an opportunity to embrace the diversity of our workforce and use creativity to find accommodations that allow employees and our businesses to succeed.

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Service Animals in the Workplace

Service Animals in the Workplace

Service animals fulfill a vital function for their handlers. They allow people who have disabilities that substantially limit one or more major life areas to function independently. Both job seekers and employers need to know your rights and obligations when service animals in the workplace are needed.

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National Disability Employment Awareness Month

National Disability Employment Awareness Month

October is National Disability Employment Awareness Month. Designated by Congress in 1945 to educate people on issues related to disability and employment, the observation was initially a week-long event called "National Employ the Physically Handicapped Week". In 1962 the word "physically" was removed to acknowledge all forms of disabilities, and in 1988, Congress expanded the week–long observance to a full month...

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Myths about Disabled Workers

Myths about Disabled Workers

Diversity hiring is a business objective that many employers' pursue in order to comply with government mandates, such as the American's with Disability Act (ADA). As we celebrate National Disability Employment Awareness Month, this is a good time to discuss the benefits of hiring diversity candidates, such as people with disabilities, and why hiring managers should consider sourcing this large segment of the labor pool...

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Helping the Disabled Get Back to Work

Helping the Disabled Get Back to Work

October is National Disabilities Employment Awareness Month, a time where employers recognize the skills of individuals with disabilities and redirect their efforts towards diversity hiring. Employing individuals with disabilities should be considered an integral component of any business' diversity recruitment and hiring initiatives, as it can serve multiple purposes. This includes providing all qualified individuals with the opportunity to work, adherence to laws impacting those with disabilities...

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How to Discuss Disability in an Interview

How to Discuss Disability in an Interview

Interview preparation is a necessary and sometimes difficult task not only for job applicants, but also for many employers. Whether you are participating in your first or twenty-fist interview, preparation is a core essential of the hiring process. As a potential employer, discussing disability in an interview, especially with candidates with special accessibility requirements, should be well understood and prepared...

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How Do You Create an Accessible Workplace?

How Do You Create an Accessible Workplace?

The OFCCP has created strict mandates making it imperative for employers to make job search and the subsequent employment environment accessible to candidates with disabilities.

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Assessing Your Veterans and Individuals with Disabilities Outreach Efforts

Assessing Your Veterans and Individuals with Disabilities Outreach Efforts

Working with recruitment sources that target Individuals with Disabilities (IWD) and Protected Veterans (PV) is a good start, but ultimately you don’t want to have just documentation of outreach. You want to know the time and money spent working with those recruitment sources is yielding results and you are successfully onboarding qualified candidates.

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