Americans with disabilities may be the best workers no one’s hiring

Americans with disabilities may be the best workers no one’s hiring

Walgreens actually prefers disabled employees because they’re more efficient workers, explains a new report
BY THE MONITOR’S EDITORIAL BOARD

Walgreens and now a report by the National Governors Association show businesses can benefit by seeing disabled workers not as charity cases but employees with uncommon qualities that can enhance profits.

Few people noticed, but last week marked the 23rd anniversary of the 1990 passage of the Americans with Disabilities Act. That landmark law is best known for mandating such conveniences as designated parking for people with disabilities, wheelchair ramps, and Braille on elevators. A whole generation has now benefited from it. But one thing has not changed very much for America’s 54 million disabled people: landing a job.

That may change with a report last week by the National Governors Association. It is called “A Better Bottom Line: Employing People with Disabilities.” Note the words “bottom line.” The report aims to help states support a trend in American business led by Walgreens. Since 2007, the drugstore chain has hired those with disabilities not out of magnanimous charity but for the competitive advantage in employing disabled workers.

LEAD Center partners with NOND

LEAD Center partners with NOND

The LEAD Center mission is to advance sustainable individual and systems level change that results in improved, competitive integrated employment and economic self- sufficiency outcomes for individuals across the spectrum of disability. The LEAD Center seeks effective partnerships in the public workforce system including state workforce agencies, state and local workforce boards, and representatives of other systems of service delivery and supports to youth and working age adults with disabilities.

Nurses With Disabilities: Professional Issues and Job Retention

Nurses With Disabilities: Professional Issues and Job Retention
Leslie Neal-Boylan, PhD, RN, CRRN, APRN, FNP-BC

Key Features:

  • Provides solutions regarding professional issues faced by nurses with disabilities
  • Helps nurse recruiters and administrators clarify and strengthen retention strategies
  • Features the voices of nurses with disabilities, nurse leaders, recruitment specialists, and patients
  • Buttressed by four research studies and written by the leading researcher in the field

CareerCast.com Reports Best Jobs for People with Disabilities

The U.S. Equal Employment Opportunity Commission

Introduction
The Americans with Disabilities Act (ADA) is a federal law that prohibits discrimination against individuals with disabilities. Title I of the ADA covers employment by private employers with 15 or more employees as well as state and local government employers of the same size. Section 501 of the Rehabilitation Act provides the same protections for federal employees and applicants for federal employment.

The ADA protects a qualified individual with a disability from disparate treatment or harassment based on disability, and also provides that, absent undue hardship, a qualified individual with a disability is entitled to reasonable accommodation to perform, or apply for, a job or to enjoy the benefits and privileges of employment. The ADA also includes rules regarding when, and to what extent, employers may seek medical information from applicants or employees. The U.S. Equal Employment Opportunity Commission (EEOC) enforces the employment provisions of the ADA. Most states also have their own laws prohibiting employment discrimination on the basis of disability. Some of these laws may apply to smaller employers and provide protections in addition to those available under the ADA.

Health care is the largest industry in the American economy, and has a high incidence of occupational injury and illness.[1] Though they are “committed to promoting health through treatment and care for the sick and injured, health care workers, ironically, confront perhaps a greater range of significant workplace hazards than workers in any other sector.”[2] Health care jobs often involve potential exposure to airborne and bloodborne infectious disease, sharps injuries,[3] and other dangers; many health care jobs can also be physically demanding and mentally stressful.[4] Moreover, health care workers with occupational or non-occupational illness or injury may face unique challenges because of societal misperceptions that qualified health care providers must themselves be free from any physical or mental impairment.[5

Several Million Healthcare Workers Needed by 2020

Several Million Healthcare Workers Needed by 2020

Regardless of the fate of the Affordable Care Act, the United States will need 5.6 million new healthcare workers by 2020, according to a study.

The study, by researchers at Georgetown University’s Center on Education and Workforce, also found that 4.6 million of those new workers will need education beyond high school.

“In healthcare, there are really two labor markets — professional and support,” Anthony P. Carnevale, the report’s lead author and director of the Center on Education and Workforce, said in a news release. “Professional jobs demand postsecondary training and advanced degrees, while support jobs demand high school and some colleges.”

There is “minimal mobility” between the two, Carnevale said, “and the pay gap is enormous — the average professional worker makes 2.5 times as much as the average support worker.”

OFCCP Publishes Proposal to Improve Job Opportunities for Individuals with Disabilities

OFCCP Publishes Proposal to Improve Job Opportunities for Individuals with Disabilities
http://www.dol.gov/ofccp/503/

The U.S. Department of Labor is proposing a new rule that would require federal contractors and subcontractors to set a hiring goal of having 7 percent of their workforces be people with disabilities, among other requirements. The department’s Office of Federal Contract Compliance Programs invites public comment on this proposal, which was published in the December 9 edition of the Federal Register.

Summary of Open Job Positions: The Sea Glass Group

The Sea Glass Group has numerous opening throughout the United States across many different areas of nursing such as, case management, RN managers, Healthcare Management – VP, Registered Nurses, Nurse Practitioners, and Licensed Practical Nurses.

Here are a few of our current openings. Please contact us to discuss more career opportunities or visit us online at The Sea Glass Group Website.



Case Management – Tampa, FL
JOB SUMMARY: Responsible for conducting telephonic or face-to-face assessments for the identification, evaluation, coordination and management of Members’ needs, including physical health, behavioral health, social services and long term services and supports; develops the Member’s Individualized Service Plan to address those needs. Establishes relationships with referral sources and community resources, while maintaining strict member confidentiality and complying with all HIPAA requirements.
POSTED June 26, 2012

The Sea Glass Group

The Sea Glass Group
Expanding the Boundaries of Professional Search

Specializing in the Recruitment of College and Advanced Degreed Professionals with Evident and Non-Evident Disabilities

What is The Sea Glass Group?
The Sea Glass Group is a privately held professional search firm headquartered in Chicago, IL and serving corporate clients across the country. We specialize in the sourcing and recruitment of college and advanced degreed professionals with evident and non-evident disabilities for corporate clients. Our placements range from executive, management, and experienced professional, to career building leadership positions for recent college graduates.

Open Job Opportunities
See a summary of open job positions.

US Labor Department’s Office of Disability Employment Policy announces 2012 theme for National Disability Employment Awareness Month

US Labor Department’s Office of Disability Employment Policy announces 2012 theme for National Disability Employment Awareness Month

WASHINGTON — The U.S. Department of Labor’s Office of Disability Employment Policy today announced the official theme for October’s National Disability Employment Awareness Month: “A Strong Workforce is an Inclusive Workforce: What Can YOU Do?” The theme promotes the benefits of a diverse workforce that includes workers with disabilities, who represent a highly skilled talent pool.