Disability service providers and other placement professionals are in a unique position: in order to ultimately meet their placement goals for people with disabilities, they must fully understand and embrace the languages, goals, and needs of both employers and people with disabilities. You have not one customer, but two and each has a very different set of needs and priorities. Disability service providers and other placement professionals play a critical role in disseminating information about the ADA, about best practices for both employers and job seekers with disability in working effectively together, and about understanding disability issues at work. The Northeast ADA Center has many resources, training opportunities, and materials that can support you in your ultimate goal of increasing employment opportunities for people with disabilities. We also have a number of resources that might be useful in your efforts to build partnerships with employers in your community.


Training for Service Providers

To learn about the training offerings that might be of interest to you, please visit our training page or contact us to discuss the possibility of tailoring a program specifically for your agency.


Have a question?

To receive free, confidential information or resources for an employment and disability related situation or a disability rights issues, please contact our Technical Assistance team and they will be happy to assist you.

Title I of the ADA

Title I of the ADA addresses the rights and responsibilities of employers, applicants, and employees with disabilities in the workplace. People with disabilities have rights under the ADA that can guide decisions about disclosure, reasonable accommodation, and the questions that can be asked during the hiring process. To learn more about the rights of people with disabilities under Title I of the ADA


Employers with 15 or more employees are expected to comply with Title I of the ADA. To learn more about your responsibilities under Title I, visit the Equal Employment Opportunity Commission (EEOC) website on disability. The EEOC enforces Title I of the ADA. Its website provides additional information about how employers can avoid discriminating against qualified people with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment. EEOC publications can be useful for workplace questions about the ADA including how it impacts people with specific disabilities, reasonable accommodations, disability-related leave, and many other aspects related to the ADA and employment.


Making Work Happen General Employment for Service Providers Toolkit

As a disability service provider, what you do matters! You probably already know how you make a difference in the lives of people with disabilities. Work isn't just about a paycheck. It's also about a sense of identity, meaning and growth. As a disability service professional, you are not just a source of services and referrals. You are also a source of excitement, well-being and hope. Your work also matters to employers and businesses. There is an emerging realization among businesses that disability inclusiveness isn't just about charity or legal compliance. It's also about effective workplaces, turnover prevention, talent management and job performance.


You have a lot of expertise to offer to employers, even though some employers have not yet fully connected the dots between disability inclusiveness, diversity and competitive advantage. This toolkit will help you to build lasting partnerships with employers in your community. Each tutorial provides several learning options: General overviews, points from relevant research, self-assessments, true/false quizzes, print-n-go checklists and links for further resources.

Disability & HR: Tips for Human Resource Professionals

Are you working with an employer who has a question about a specific disability type or a specific issue related to disability? This site provides articles, checklists, a glossary, and links to useful disability resources to help Human Resource (HR) professionals to understand the Americans with Disabilities Act (ADA) and related issues regarding accommodating employees with disabilities. Both Spanish and English translations are available.

Veterans with Disabilities

The Veterans with Disabilities Making Work Happen online toolkit is a helpful tool for you: index.cfm This toolkit is specifically designed to address issues that a service provider may need to consider if serving returning veterans as they reintegrating into our civilian workforce. This toolkit provides information and strategies about the laws that cover veterans with disabilities, about how to interact with vets with disabilities, and about how to support connection to employers, disability disclosure and accommodation requests.

Archived Employment Related Webinars

The Northeast ADA Center has designed and implemented numerous webinars on employment related issues. These webinar archives are offered at no cost and include slides, audio and visual presentation, and transcripts.

Unions and the ADA: Tips for Union Representatives

PDF (292kb) | Tips for Union Representatives, PDF format
HTML | Tips for Union Representatives, HTML format

Labor unions have a strong influence over health and safety initiatives of a company as well as legal compliance with the ADA. Unions can respond to the needs of members or other workers with disabilities by determining if their situation is being adversely affected by a disability and helping workers understand their legal rights and responsibilities under the ADA. The union can also advise the employee of the two conditions under which an employer may lawfully deny a specific accommodation request: when it presents an "undue hardship," or significant difficulty or expense; and when the individual poses a "direct threat," in which case the employer must look for a way to minimize the potential risk before refusing. If a worker has already been terminated because of a disability, unions should look for just cause and consult the collective bargaining agreement promptly.

Frequently Asked Questions on Employment

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