http://www.opm.gov/disability/appempl.asp

NATIONAL JOB SEARCH WEBSITES:

America’s Job Bank http://www.opm.gov/disability/appempl.asp
Net Temps http://www.net-temps.co
Monster Board http://www.monster.com
Federal Civil Service http://www.usajobs.opm.gov

College and University Jobs http://www.higheredjobs.com
Dewey & Kaye Jobs Watch http://www.deweykaye.com
True Careers http://www.careercity.org
Hot Jobs http://www.hotjobs.com
Career Builder http://www.careerbuilder.com

RESUME & COVER LETTER WRITING

JobWeb http://www.jobweb.com
Resume Doctor http://www.resumedoctor.com/resourcecenter.htm

EMPLOYMENT RESOURCES FOR PEOPLE WITH DISABILITIES

Getting a job with the Federal government
Did you know people with disabilities can apply through Schedule A?
What is schedule A?
How do I apply?
For more information go to:
http://federaljobs.net/disabled.htm

HEARING ASSISTANCE TECHNOLOGY IN THE WORKPLACE

http://www.hearingloss.org/hat/
http://ww.ilr.cornell.edu/ped/accessforall/hearing.htm
http://www.assistivetech.net/at_reports/assistive_listening_devices.php
http://www.osha.gov/dts/shib/shib072205.html
http://www.jan.wvu.edu/media/fact.html

Job Accommodations Network
1-800-526-7234 V/TTY
http://janweb.icdi.wvu.edu

THE AMERICANS WITH DISABILITIES ACT (ADA) Title 1:

The ADA, Title 1, requires employers to make reasonable accommodations to the known disability of a qualified applicant or employee, unless such accommodation would impose an undue hardship on the employer. Reasonable accommodations include a wide variety of actions – making worksites accessible, modifying existing equipment providing new devices, modifying work schedules, restructuring jobs, reassigning an employee to a vacant position, and providing readers or interpreters.

The ADA prohibits the use of employment tests and other selection criteria that screen out individuals with disabilities, unless such tests or criteria are shown to be job related and consistent with business necessity. The ADA also bans the use of pre-employment medical examinations or inquiries to determine if an applicant has a disability. It does, however, permit the use of medical examinations after a job offer has been made – if the results of the medical exam are kept confidential, if all persons offered employment are required to take the exam, and if the results are not used to discriminate. Employers are permitted, at any time, to inquire about the ability of a job applicant or employee to perform the job-related functions.

A key requirement is that the employee will self-identify and request any accommodations that they may need. The kinds of accommodations that might be appropriate for an employee with hearing loss include: a volume control or captioned telephone; an assistive listening device and or a printed agenda to use in staff meetings; a flashing alert on moving equipment for safety or to alert to an incoming phone call; a CART reporter or captioned video to make an employment training session accessible; relocation of a desk to a quieter area.

For more information go to:

http://www.disabilityinfo.gov
http:// www.dol.gov/odep

Equal Employment Opportunity Commission
http://www.eeoc.gov

Department of Justice
http://www.usdoj.gov/crt/ada/adahom1/htm

TAX BREAKS FOR EMPLOYERS WHO PROVIDE ACCOMMODATIONS

Disabled Access Tax Credit (Title 26, Internal Revenue Code, Section 44)
Targeted Jobs Tax Credit (Section 51, IRS Code)
Architectural and Transportation Barrier Removal Tax Deduction (Section 190, IRS Code)