Accommodating disabled workplace tru dating service
When Title I went into effect in 1992, neither employers nor individuals with disabilities had much, if any, familiarity with terms used in the Act.In many instances, employers who contacted JAN with ADA-related questions in those early days were misinformed about its content and requirements. A few studies have examined the cost of workplace accommodations and found accommodation costs are relatively low, especially when compared to the economic benefits. One important topic in this debate is whether the cost of workplace accommodations required under Title I overly burdens employers, ultimately decreasing employment opportunities for people with disabilities (Blanck, Schur, Kruse, Schwochau & Song, 2003).The JAN Web site includes accommodations for different disabilities, a Searchable Online Accommodation Resource (SOAR), information about disbility-related laws, and Web portals for private employers, federal and state government employers, educational entities, and individuals with disabilities. Prior to enactment of the ADA in 1990, JAN served federal employers who were required to provide accommodations for employees with disabilities under Section 501 of the Rehabilitation Act of 1973.JAN was established in 1984 by the President's Committee on Employment of the Handicapped, which later became the President's Committee on Employment of People with Disabilities, and then the Office of Disability Employment Policy within the U. Other callers were large employers who affirmatively sought to hire and retain employees with disabilities.This article, the first in a series, provides an overview and history of JAN services, a discussion of JAN follow-up surveys, and preliminary findings from the new study. Department of Labor's Office of Disability Employment Policy (ODEP).
is Director of Research at the Law, Health Policy and Disability Center [LHPDC], University of Iowa College of Law. The findings to date indicate that a broad spectrum of business types use JAN's services. At present, 778 employers and 882 individuals with disabilities have been interviewed. is University Professor at Syracuse University, Chairman of the Burton Blatt Institute, and Director of the LHPDC. Preliminary results from JAN's customer satisfaction survey are presented.The inquiries typically involved questions about how to accommodate specific employees, with few questions regarding the legal obligation to do so.Prior to the ADA, JAN averaged approximately 10,000 calls per year.
from January 1, 1993, to December 31, 1995, finding the average administrative cost of hiring and training a new Sears employee ranged between $1,800 to $2,400, as compared to an average cost of $45 for accommodating an existing employee (Blanck, 1996).