The Family and Medical Leave Act (FMLA) provides eligible employees of covered employers up to 12 workweeks of unpaid, job-protected leave in a 12-month period for specified family and medical reasons – among them the employee’s own serious health condition. In certain circumstances, employees may take FMLA leave on an intermittent or reduced schedule basis. Furthermore, qualified employees with disabilities may be eligible for leave under both FMLA and the Americans with Disabilities Act, as a reasonable accommodation.
Learn more about FMLA
Showing posts with label EARN. Show all posts
Showing posts with label EARN. Show all posts
Friday, October 9, 2015
Friday, May 24, 2013
Employer Assistance and Resource Network Publishes May Newsletter
The May edition of the Employer Assistance and Resource Network's (EARN)
Newsletter is now available. The Newsletter features articles spotlighting
employers' successful practices for outreach, recruitment, hiring and
accommodating workers with disabilities, as well as technical assistance
resources and other information of interest to employers and others.
Source: ODEP
Source: ODEP
This information is intended to be
educational and should not be considered legal advice on any specific matter.
Monday, May 13, 2013
Employer Assistance and Resource Network Offers New Resources on Inclusive Workplaces
The Employer Assistance and Resource Network
(EARN) has new resources available that highlight the importance of creating
inclusive work environments. Topics for employers include improving accessibility,
tips for managers and human resource professionals, and more. Building an
inclusive workforce allows all employees to work to their full potential and
leads to increased retention and productivity.
View the resources
Source: ODEP
View the resources
Source: ODEP
This information is intended to be
educational and should not be considered legal advice on any specific matter.
Thursday, April 11, 2013
5 Things to Do to Prepare for Your WRP Interview
The Workforce Recruitment Program for College Students and Recent Graduates with Disabilities (WRP) is a recruitment and referral program that connects federal and private sector employers nationwide with highly motivated college students and recent graduates with disabilities who are eager to prove their abilities in the workplace through summer or permanent jobs.
The WRP is an excellent way for students and recent graduates with disabilities in all fields of study and of all grade and degree levels to market their abilities to a wide variety of potential employers across the United States, as well as sharpen their interviewing skills.
The way the program works is pretty simple. Coordinators at campuses nationwide register during the spring semester to help arrange interviews for students the following fall. Federal employees are trained as volunteer WRP recruiters and recruitment assignments are made over the summer. Soon after the fall semester starts, the candidates begin to sign up with designated campus coordinators to complete the registration and application process. If you are not sure who your school’s campus coordinator is, email wrp@dol.gov to find out who to contact on your campus.
After the candidates have completed all steps of the application process, they will be assigned a time for a 30 minute interview with the recruiter. The candidates are rated on four key characteristics: qualifications, communication, maturity and direction. Information from these candidate interviews is compiled in a searchable database that is available directly to federal employers. Private sector employers can take advantage of the WRP through the National Employer Technical Assistance Center at www.askEARN.org.
There are five key steps that candidates should take to prepare for their WRP interview:
1. First and foremost, review all materials and requirements of the program. They are available on the main WRP website at www.wrp.gov. Also take time to review the supplemental materials that are available at www.dol.gov/odep/wrp.
2. Meet with your campus Career Center to prepare your resume and cover letter, and to practice interviewing through mock interviews.
3. Educate yourself on what Schedule A is and how you can obtain your Schedule A letter or documentation. Schedule A is a hiring authority that allows federal agencies to hire and/or to promote individuals with disabilities without competing the job.
Starting in the fall of 2013, all candidates must be Schedule A eligible in order to participate in WRP. A Schedule A Checklist and sample Schedule A letter have been developed for campus coordinators and candidates to review and use as a guide. These and other important documents can be found at http://www.dol.gov/odep/wrp/Students.htm.
4. Identify and practice talking about potential workplace accommodations that you may need with your campus Disability Support Services or Career Services professionals, or another person you trust. Remember that your classroom accommodations may not directly translate to workplace accommodations. You do not have to disclose your disability at any point in the application or interview process, but you will be asked to disclose any workplace accommodations you may require.
5. Watch the short videos that are posted on the Department of Labor website at http://www.dol.gov/odep/wrp/Videos.htm. These videos are intended to help prepare you, as a young person with a disability, to navigate the job search process.
There is no guarantee of an offer or a job through WRP, but if you follow these steps you will come out of the application and interview process being more prepared and polished for your next interview.
Source: DOL
This information is intended to be educational and should not be considered legal advice on any specific matter.
The WRP is an excellent way for students and recent graduates with disabilities in all fields of study and of all grade and degree levels to market their abilities to a wide variety of potential employers across the United States, as well as sharpen their interviewing skills.
The way the program works is pretty simple. Coordinators at campuses nationwide register during the spring semester to help arrange interviews for students the following fall. Federal employees are trained as volunteer WRP recruiters and recruitment assignments are made over the summer. Soon after the fall semester starts, the candidates begin to sign up with designated campus coordinators to complete the registration and application process. If you are not sure who your school’s campus coordinator is, email wrp@dol.gov to find out who to contact on your campus.
After the candidates have completed all steps of the application process, they will be assigned a time for a 30 minute interview with the recruiter. The candidates are rated on four key characteristics: qualifications, communication, maturity and direction. Information from these candidate interviews is compiled in a searchable database that is available directly to federal employers. Private sector employers can take advantage of the WRP through the National Employer Technical Assistance Center at www.askEARN.org.
There are five key steps that candidates should take to prepare for their WRP interview:
1. First and foremost, review all materials and requirements of the program. They are available on the main WRP website at www.wrp.gov. Also take time to review the supplemental materials that are available at www.dol.gov/odep/wrp.
2. Meet with your campus Career Center to prepare your resume and cover letter, and to practice interviewing through mock interviews.
3. Educate yourself on what Schedule A is and how you can obtain your Schedule A letter or documentation. Schedule A is a hiring authority that allows federal agencies to hire and/or to promote individuals with disabilities without competing the job.
Starting in the fall of 2013, all candidates must be Schedule A eligible in order to participate in WRP. A Schedule A Checklist and sample Schedule A letter have been developed for campus coordinators and candidates to review and use as a guide. These and other important documents can be found at http://www.dol.gov/odep/wrp/Students.htm.
4. Identify and practice talking about potential workplace accommodations that you may need with your campus Disability Support Services or Career Services professionals, or another person you trust. Remember that your classroom accommodations may not directly translate to workplace accommodations. You do not have to disclose your disability at any point in the application or interview process, but you will be asked to disclose any workplace accommodations you may require.
5. Watch the short videos that are posted on the Department of Labor website at http://www.dol.gov/odep/wrp/Videos.htm. These videos are intended to help prepare you, as a young person with a disability, to navigate the job search process.
There is no guarantee of an offer or a job through WRP, but if you follow these steps you will come out of the application and interview process being more prepared and polished for your next interview.
Source: DOL
This information is intended to be educational and should not be considered legal advice on any specific matter.
Tuesday, March 19, 2013
DOL: Then, Now and Next
March 1913 was a milestone month for American businesses and workers. That
month, President William Howard Taft — on his last day in office — signed
legislation creating the U.S. Department of Labor (DOL), giving workplace
issues a direct seat at the President's cabinet table for the first time.
Although the nature of work in America has changed significantly since that time, DOL's purpose has not. A century later, it still works to advance employment opportunities for American workers and ensure their workplaces are safe and fair. DOL's Office of Disability Employment Policy (ODEP), founded in 2001, works each day to ensure these guiding principles extend to America's more than 50 million people with disabilities.
The right to equal opportunity in employment for people with disabilities is enshrined in the Americans with Disabilities Act (ADA), which laid the foundation for ODEP's establishment and underpins all of its work. A key aspect of this work is assisting employers and individuals with disabilities in understanding their rights and responsibilities under the law.
ODEP's Job Accommodation Network (JAN) is the leading source of free, expert and confidential guidance on reasonable workplace accommodations — a critical component of the ADA as it relates to employment. Employers can also find resources related to hiring and retaining people with disabilities by accessing the Employer Assistance and Resource Network (EARN), a service of ODEP's National Employer Technical Assistance Center.
Through these and other resources for employers, including small businesses, ODEP aims to ensure that people with disabilities can continue to contribute to America's workforce — and that businesses can benefit from their talent and skills — for the next 100 years.
DOL is implementing a variety of initiatives to mark its 100th anniversary throughout 2013. To learn more, go to www.dol.gov/100/.
Source: DOL
This information is intended to be educational and should not be considered legal advice on any specific matter.
Although the nature of work in America has changed significantly since that time, DOL's purpose has not. A century later, it still works to advance employment opportunities for American workers and ensure their workplaces are safe and fair. DOL's Office of Disability Employment Policy (ODEP), founded in 2001, works each day to ensure these guiding principles extend to America's more than 50 million people with disabilities.
The right to equal opportunity in employment for people with disabilities is enshrined in the Americans with Disabilities Act (ADA), which laid the foundation for ODEP's establishment and underpins all of its work. A key aspect of this work is assisting employers and individuals with disabilities in understanding their rights and responsibilities under the law.
ODEP's Job Accommodation Network (JAN) is the leading source of free, expert and confidential guidance on reasonable workplace accommodations — a critical component of the ADA as it relates to employment. Employers can also find resources related to hiring and retaining people with disabilities by accessing the Employer Assistance and Resource Network (EARN), a service of ODEP's National Employer Technical Assistance Center.
Through these and other resources for employers, including small businesses, ODEP aims to ensure that people with disabilities can continue to contribute to America's workforce — and that businesses can benefit from their talent and skills — for the next 100 years.
DOL is implementing a variety of initiatives to mark its 100th anniversary throughout 2013. To learn more, go to www.dol.gov/100/.
Source: DOL
This information is intended to be educational and should not be considered legal advice on any specific matter.
Friday, February 8, 2013
"Build the Pipeline: Effective Disability Outreach & Recruitment" Webinar
The Employer Assistance and Resource Network (EARN) will present a webinar
on "Build the Pipeline: Effective Disability Outreach &
Recruitment" on February 28, 2:00-3:00 PM EST. It will focus on building
the pipeline of employees utilizing effective outreach practices and strategic
recruiting strategies, and will explore building relationships with academic
and community organizations, developing internal developmental programs and
policies, specific talent resourcing, and the value of formal tracking and
reporting procedures. The webinar is based on ODEP's guide for employers,
"Business Strategies that Work: A Framework for Disability
Inclusion."
This information is intended to be educational and should not be considered legal advice on any specific matter.
Source: DOL
This information is intended to be educational and should not be considered legal advice on any specific matter.
Thursday, April 12, 2012
The Office of Disability Employment Policy (ODEP) - Workforce Recruitment Program
Sources: ODEP / ask.earn.org
The Workforce Recruitment Program for College Students with Disabilities (WRP) is a free resource through which private businesses and Federal agencies nationwide can identify qualified temporary and permanent employees from a variety of fields. Applicants are highly motivated postsecondary students and recent graduates eager to prove their abilities in the workforce. (Go to: WRP Request Form)
Employers can take advantage of this program through AskEARN.org. Employers may submit position descriptions online and should expect to receive matched candidates for consideration within five business days.
Employers are encouraged to conduct independent interviews with students who are identified as potential job candidates, and are under no obligation to hire. For further consultation or assistance, contact EARN at earn@AskEARN.org or call 1-855-AskEARN (1-855-275-3276.)
For information on Veteran resources, please visit http://www.thomashouston.com/resources/veteranresources.html
The Workforce Recruitment Program for College Students with Disabilities (WRP) is a free resource through which private businesses and Federal agencies nationwide can identify qualified temporary and permanent employees from a variety of fields. Applicants are highly motivated postsecondary students and recent graduates eager to prove their abilities in the workforce. (Go to: WRP Request Form)
What Does the Program Offer Employers?
- Job candidates pre-screened through face-to-face interviews
- Information about each applicant's qualifications
- Access to candidates across the nation, by state or job category
- Flexibility in hiring for summer internships or permanent positions
- Freedom to conduct independent interviews after qualified candidates are identified
- Ability to source candidates who are veterans
- 3 Ways to Include Students with Disabilities in Your Summer Internship Program: PDF Version
How Does the Program Work?
Annually, trained federal recruiters conduct personal interviews with interested students and recent graduates on over 200 college and university campuses. From these interviews, a database is compiled containing applications and profiles on more than 2,200 college students and recent graduates seeking temporary or permanent positions.Employers can take advantage of this program through AskEARN.org. Employers may submit position descriptions online and should expect to receive matched candidates for consideration within five business days.
Employers are encouraged to conduct independent interviews with students who are identified as potential job candidates, and are under no obligation to hire. For further consultation or assistance, contact EARN at earn@AskEARN.org or call 1-855-AskEARN (1-855-275-3276.)
For information on Veteran resources, please visit http://www.thomashouston.com/resources/veteranresources.html
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