Human Resource Blog

Rehabilitation Act in Connecticut

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What does the Rehabilitation Act do in Connecticut?

The Rehabilitation Act is a federal Act that prohibits employers from discriminating against employees based on a disability that the employee may have. In addition to protecting the rights of current employees, the Act also prohibits employers from discriminating against potential employees during the hiring process.

When an individual with a disability attempts to work in a company or currently works in a company, the company cannot take the disability into consideration during any of the following employment-related processes:

·         Hiring

·         Job training

·         Compensation

·         Benefits

·         Promotions

·         Terminations

In addition to ensuring that the employer does not take the disability into consideration while hiring, the Rehabilitation Act also requires employers to make reasonable accommodations for workers with disabilities. The disabilities that may require reasonable accommodations include physical disabilities as well as mental disabilities.

In order for an employee to receive coverage under the Rehabilitation Act, the employee needs to have a record proving that he or she has had a disability. As long as the person qualifies as having a covered disability, the employer must abide by the Act.

However, not all employers in Connecticut are covered by the Rehabilitation Act, even if they have an employee or potential employee that has a disability. In fact, only the following employers are covered by the Act:

·         Federal government offices and agencies

·         Federal contractors

·         Local and state governments and agencies that receive federal funds

·         Educational institutions

·         Federal contractors that receive contracts of more than $10,000 must also take affirmative action to hire people with disabilities

·         Federal departments and agencies as well as federal contractors that have more than 50 employees and contracts of at least $50,000 must prepare a written affirmative action plan. CB