Wisconsin Governor Scott Walker has announced an initiative aimed at improving employment options for residents with a wide range of mental health conditions. The move could help people with Down Syndrome, traumatic brain injuries, autism and cerebral palsy find work that is both profitable and fulfilling. By improving the state's employment rate for such workers, Walker hopes that much of the untapped potential help by these individuals can be put to use within the workforce, by means of job options and reasonable accommodation.
Many Americans are troubled with access issues in the workplace. Although there are laws in order to protect the rights of disabled workers, they undoubtedly face difficulties every day due to unreasonable accommodation. The Americans with Disabilities Act seeks to break down barriers for disabled workers in Wisconsin. Recently, one man recounts his journey through the court system to ensure that the ADA and laws surrounding reasonable accommodation are upheld.
In surveys conducted recently by researchers, half of U.S. employers are unsure of how to interpret ADA accommodations and implement provision without avoiding organizational hardship. Wisconsin employers and employees now have the Americans with Disabilities Act Amendments Act for reference with regard to the definition and broadened terms of disability. This amendment to the ADA allowed an increase in the pool of protected individuals. However, further clarity may still need to be provided to ensure protection of disabled individuals in the workplace.
Americans are entitled to equal opportunity as citizens of the United States. The Americans with Disabilities Act (ADA) guarantees equal opportunity for individuals with disabilities in employment, public accommodations, transportation, state and local government services and telecommunications. When an employer or organization is in violation of the ADA, complaints can be issued, and action can be taken to correct the infraction. Recently, Wisconsin's U.S. Senator Ron Johnson has been given a vote that will impact an international treaty that will protect disabled individuals on an international level.
Employers and organizations are required to make reasonable accommodations for disabled and pregnant individuals. Unfortunately, pregnancy and disability discrimination persists today, and the Americans With Disabilities Act and the Pregnancy Discrimination Act should protect individuals that have experienced any violation of the laws. Wisconsin men and women can take notice of the action that one individual took to end pregnancy and disability discrimination and advocate for reasonable accommodation.
October is National Disability Employment Awareness Month, bringing to light disability employment issues and celebrating the many and varied contributions of America's workers and disabilities. This year's theme is aptly named "Because We Are EQUAL to the Task," and this is particularly relevant because nearly one in every five Americans has a disability. Wisconsin residents who have a medical impairment are protected under the Americans with Disabilities Act (ADA), and discrimination against them in the workplace is prohibited.
Since HIV first came to be well-known among Americans, there have been many advancements made. These advancements aren't limited solely to treatment of the disease, but also to the general attitude toward people who have contracted the virus. The change of attitude has come largely as a result of public education campaigns about how the disease is actually spread. A recent focus of these movements has been to allow more HIV-positive people to find employment by preventing disability discrimination. As a result, those who are positive for the virus in Wisconsin are protected by the Americans with Disabilities Act.
The Americans with Disabilities Act is designed to protect disabled workers in Wisconsin and across the nation. When an employer violates that act by failing to provide reasonable accommodation or wrongfully terminating a disabled worker, it may be grounds for a disability discrimination suit. A former county worker in another state sued for just that reason, and the county government recently agreed to a settlement in his case.
It's a rough road for employees with disabilities, and sometimes it's even tougher if the employer merely 'perceives' that there's a disability. Wisconsin and all other states are bound by the provisions of the Americans with Disabilities Act. This case is about a deputy Sheriff in another state who had a stroke. He came back to work several months later on a part-time basis and then moved to full-time.
As we often discuss in this blog, employers here in Wisconsin are required to make certain accommodations for employees with disabilities. Under the Americans with Disabilities Act, employers must provide changes to a workplace or role--reasonable accommodations--in order to allow workers with disabilities to perform their jobs. Examples of such accommodations include modifying equipment, such as adding computer screen magnifiers or adjusting desk height, and adjusting schedules, among other things.