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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.Read More
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.Read More
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?Read More
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.Read More
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.Read More
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...Read More
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...Read More
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...Read More
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...Read More
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.Read More
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