EEOC Issues Guidance on Employer Provided Leave and the ADA

In May, the EEOC clarified and emphasized that employers may be required to approve leave for disabled employees as a reasonable accommodation even when that leave goes beyond the amount of leave generally provided pursuant to the employer’s policies.  Among other warnings, the guidance also specifies that employers will violate the ADA with “100% Healed” policies, (requiring employees with disabilities to have no medical restrictions before they can return to the job), if the employee can perform her job with or without reasonable accommodations, unless the accommodations would cause the employer an undue hardship.  For the full guidance, see https://www.eeoc.gov/eeoc/publications/ada-leave.cfm

New Accessible Technology Website

The Department of Justice has launched a new Accessible Technology section for ADA.gov, its Americans with Disabilities Act (ADA) Web site, to further assist people in understanding how the ADA applies to certain technologies, such as Web sites, electronic book readers, online courses, and point-of-sale devices.  Covered entities have long-standing obligations to make their programs, goods, services, and activities accessible—including those they provide online or via other technology.  The new web page compiles the Department’s technical assistance and guidance about accessible technology, as well as information about the Department’s accessible technology enforcement efforts, regulation development, and other federal accessible technology resources and initiatives.

Check it out here.

DOE Issues New Process for Total and Permanent Disability (TPD) Loan Discharge

A few weeks ago, the U.S. Department of Education announced a new process to proactively identify and assist federal student loan borrowers with disabilities who may be eligible for Total and Permanent Disability (TPD) loan discharge.

Read more about it here.

Expanded Employment Opportunities for People with Disabilities

In the proposed settlement of  Lane v. Brown, a federal class action law suit filed in 2012, the state of Oregon has committed to provide more opportunities for people with intellectual and developmental disabilities to work in competitive employment, and not just “sheltered workshops” where people generally earn less than minimum wage and don’t have opportunities for advancement or to get job skills or training that might lead to better work. Continue reading December 15th, 2015 →

New Disability Savings Accounts

SB 777 Passes, Allowing People With Disabilities to Save Money in ABLE Accounts and Not Jeopardize Their Social Security Disability or Medicaid Benefits

Oregon’s Senate Bill 777 passed into law in July, 2015, directing Oregon to create ABLE Act savings accounts so that Oregonian’s with disabilities (who became disabled prior to the age of 26) can have tax free savings accounts to use for disability related expenses. Continue reading July, 9th 2015 →