10 most visited dating site in qatar - Organizations accomodating people with disabilies

Section 501 is also a non-discrimination law that: Under Section 501, the term "disability" means: (1) a physical or mental impairment that substantially limits one or more major life activities; (2) a record of a substantially limiting impairment; or (3) being regarded (i.e.

organizations accomodating people with disabilies-8

To assist agencies in reporting under MD-715, EEOC's Office of Federal Operations (OFO) provides tools and assistance to agencies to help them analyze their work forces and uncover barriers to equal employment opportunities.

Once barriers are identified by agencies, OFO collaborates with them to develop creative strategies to eliminate or reduce the impact of identified obstacles.

Targeted disabilities are considered as a group, rather than separately by disability, when setting goals for special recruitment.

Those agencies with fewer than 1,000 employees should maintain documentation of their Section 501 affirmative action program to allow EEOC to verify the compliance standards as set forth in MD-715.

Despite these efforts, the percentage of federal employees with targeted disabilities has declined since it reached its peak of 1.24 percent in fiscal year 1994 (32,337 employees).

In fiscal year 2007, federal employees with targeted disabilities comprised only 0.92 percent (23,993 employees) of the federal workforce.

Moreover, although the federal workforce has increased by 128,973 employees from FY 1998 to FY 2007, a net increase of 5.2%, the number of federal employees with targeted disabilities decreased from 28,035 in FY 1998 to 23,993 in FY 2007, a net decrease of 14.42%.

EEOC's LEAD (Leadership for the Employment of Americans with Disabilities) Initiative, launched in 2006, is a national outreach and education campaign to raise awareness about the declining numbers of people with disabilities in federal employment, to educate federal agencies and individuals with disabilities about special hiring authorities for individuals with targeted disabilities, and to provide information and resources on reasonable accommodation.

For example, an employee with diabetes that substantially limits her in the major life activity of eating would be an "individual with a disability" protected against discrimination under Section 501, even though she would not have a "targeted disability." including "modifications or adjustments to a job application process," "the work environment," "the manner or circumstances under which a position held or desired is customarily performed, or to enable an employee with a disability "to enjoy equal benefits and privileges of employment." Employers may be required to remove a marginal, but not an essential, function as a reasonable accommodation. Moreover, MD-715 requires those agencies with 1,000 or more employees to establish a special recruitment program with specific goals for the employment and advancement of individuals with targeted disabilities, and to submit their special program plan annually to the EEOC.

Relevant factors to consider in determining if a function is essential include but are not limited to the following: whether the reason the position exists is to perform that function; the number of people available to perform the function or among whom it can be distributed; the degree of expertise or skill required to perform the function; the employer's judgment as to which functions are essential; written job descriptions prepared before advertising or interviewing applicants for the job; the time spent performing the function; the consequences of not requiring the employee to perform it; the terms of any applicable collective bargaining agreement; the work experience of past incumbents in the job; and/or the current work experience of incumbents in similar jobs. These goals should be set in a way that will achieve measurable yearly progress, accounting for attrition and for the distribution of individuals with disabilities in the agency's overall workforce, and in particular segments and levels with an under-representation.

The statutory language of Section 501 mandates that federal agencies submit to EEOC for approval an annually updated "affirmative action program plan for the hiring, placement, and advancement of individuals with disabilities." The Section 501 regulations require that the federal government be a "model employer" with respect to the employment of individuals with disabilities.

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