Research Study 1
A Systematic Review and Case Study Analysis of Employer Practices related to Recruiting, Hiring, Training, Integrating, Retaining, and Promoting People with DisabilitiesRead more
Research Study 2
Development and Validation of a Comprehensive Employment Outcome Measure
Research Study 3
An In-Depth Case Study of a Large Health Systems' Employer Practices to Promote Employment Outcomes: An Employer Led Intervention to Change BehaviorRead more
Research Study 4
An Analysis of Business Practices that Lead to Performance and Retention of People with Disabilities in the Workplace: A Demand Side StudyRead more
Dealing with requests for telework as an accommodation - According to the Equal Employment Opportunity Commission (EEOC), telework has long been considered a form of reasonable accommodation under the Americans with Disabilities Act (ADA). While the EEOC provides useful guidance about telework as an accommodation, the pandemic has created a multitude of new telework issues for employers to consider. For employers who are looking for guidance on how to address these issues, the Job Accommodation Network (JAN) offers the following practical suggestions.
Telecommuting is the new reality for many U.S. employees. Many are saying they want to continue working from home when the threat of COVID-19 has passed, even as companies grapple with how - and when - to safely return people to the workplace.
There’s no denying that the COVID-19 pandemic has transformed the world of work. As businesses cope with talent shortages and implement diversity and inclusion (D&I) initiatives, people with autism are -seeing more employment opportunities than ever before.