Human Resource Blog

Rehabilitation Act in Florida

	Attendance Management
Vacation Request / Response Form Weekly Time Sheets Attendance Calendar for 2008, 2009, or 2010 Annual Attendance Tracker Vacation Request Form for 2008, 2009, 2010 (Calendar) Detailed Absence Report

	Hiring and Staffing
Complete Business Forms Kit CD Form I-9 Employment Eligibility Verification Employment Application Long Form Substance Testing Consent Form Pre-Employment Reference and Background Check Employment Offer/Acknowledgment Receipt of Employee Handbook New Hire Survey

	HR Management
Confidential Employee Folder Confidential Employee Medical Folder Job File Worksheet Folder Daily EEO Applicant Flow Log Workplace Information Sheets Request to Inspect Personnel Files

What should we know about the Rehabilitation Act in Florida?

Many employers in the state of Florida will be covered by the Rehabilitation Act. This is a federal Act that helps to guard the rights of disabled workers. According to the Act, employer may not discrimination against employees based on a mental or physical disability that the employee has. Also, the Act extends to potential employees that are attempting to get a job with a company.

Companies that are covered by the Act may not take any disability into consideration when making an employment-related decision, such as a decision about hiring, firing, promoting, training, or otherwise.

In order for an employee to be covered by the Act, the employee needs to have a proven disability along with a record of having the disability. The employee also needs to work for a company that is covered by the Act. The following types of employers are covered by the Rehabilitation Act:

·         Federal government offices and agencies

·         State and local government agencies that are receiving federal funds

·         Educational institutions

·         Public or private entities that receive federal funds.

There are also many requirements for federal agencies and contractors when it comes to being in compliance with the Act. For example:

·         Federal contractors that have contracts of at least $10,000 must take affirmative action to hire disabled workers.

·         Federal departments and agencies, as well as federal contractors that have at least 50 employees that have contracts of at least $50,000 must provide a written plan for hiring workers with disabilities.

The Act covers both physical and mental disabilities. When the company hires a person with a physical or mental disability, the company may be required to take reasonable actions to accommodate that employee. For example, an employer may have to build a shorter desk for an employee in a wheelchair. Also, the employer may need to let an employee take time away from work to tend to an addiction if an employee has a mental disability involving an addiction.  CB