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Feb21

Kansas Rehabilitation Act

What should employers in Kansas know about the Rehabilitation Act?

The Rehabilitation Act is a federal Act that is in place for companies in states across the country, including many companies in the state of Kansas. However, not all employers are covered under the Act. When an employer is covered under the Act, though, the employer cannot discriminate against his or her employees for reasons that are directly related to a disability that the employee might have.

In order for an employer to be covered by the Act, the employer needs to meet at least one of the following criteria:

·         The employer should be a federal government office, agency, or contractor working in any branch of the government

·         The employer could be a local or state government office, agency or contractor working in any branch of the government as long as it also receives federal funds

·         Educational institutions are covered if they receive federal funds

·         Public and private employers are covered if they receive federal funds

When an employer is covered by the Act, the employer cannot take the disability into account when making any employment-related decisions about an employee, such as a decision related to hiring, training, compensation, promotion, or termination.

Also, the employer might have to make reasonable accommodations for employees that have disabilities. For example, if a worker is in a wheelchair, the employer might have to provide him or her with a modified work station so that he or she can reach the computer. If the employee has an addiction and requires treatment, the employer might need to work around the treatment schedule with the employee.

Many types of disabilities will be covered by the Act, including mental and physical disabilities. Also, if an employer has a federal contract worth at least $10,000, the employer should take affirmative action to hire workers with disabilities. If the employer has a federal contract worth at least $50,000, the employer should have a written affirmative action plan in place to hire workers with disabilities. CB

This entry was posted on Thursday, February 21st, 2008 at 10:25 am and is filed under
Attendance Management, Benefits, Compensation, Employment Training, Hiring and Staffing, Human Resources Management.
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