Human Resource Blog

Rehabilitation Act in Washington, DC

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Doe we need to know anything about the Rehabilitation Act in Washington, DC?

Employers in Washington, DC should know about the Rehabilitation Act because many employers in DC will qualify for coverage under the Act. The Act is a federal Act, meaning it can apply to employers and employees in states across the country. However, in order for an employee to qualify for the Act, the employer needs to meet some specific criteria.

The criteria that an employer must meet include the following:

·         The employer should be a federal government agency or contractor receiving federal funds

·         The employer could be a local or state government agency that receives federal funds

·         The employer could be a public or private entity that receives federal funds

·         The employer may also be an educational institution that receives federal funds.

When an employer is covered by the Act, the employer is prohibited from discriminating against employees for reasons that are directly related to a disability that the employee might have. For example, if an employee has a physical disability, the employer could not take the disability into account during any of the following employment periods:

·         Hiring

·         Promotion

·         Training

·         Termination

·         Compensation

Thus, the employer should overlook the disability. The employer may also need to make reasonable accommodations for employees with disabilities so that the employee can work. For example, if an employee has a mental addiction and needs special treatment, the employer should work out an appropriate schedule with the employee so that the employee can receive treatment.

Both physical and mental disabilities may qualify for coverage as long as the employee as a record of having the disability. Also, employers that have contracts worth at least $10,000 need to take affirmative action to hire workers with disabilities. Employers with contracts over $50,000 and at least 50 employees need to have a written affirmative action plan in place. CB