The U.S. Department of Labor today announced the newly redesigned Employer Assistance and Resource Network on Disability Inclusion web site.
Supported cooperatively by the department’s Office of Disability Employment Policy and Cornell University, the EARN site offers resources to help employers of all sizes and industries recruit, hire, retain and advance people with disabilities and develop disability-inclusive workplace cultures.
The redesigned web site highlights four essential components of the employment lifecycle – recruitment, hiring, retention and advancement – and explores how including people with disabilities in each of these areas helps employers meet their workplace diversity, equity, inclusion and accessibility goals.
The resources include online training courses, useful checklists, policy guides, videos and recorded webinars on issues related to disability inclusion. The site also offers information on topics such as workplace mental health, employment issues related to coronavirus, inclusive telework, federal contractor requirements and the benefits of neurodiversity in the workplace.
Celebrating its 20th anniversary in 2021, ODEP promotes policies and coordinates with employers and all levels of government to increase workplace success for people with disabilities. The agency supports policy development and technical assistance centers, including EARN.
EARN is a free resource that helps employers tap the benefits of disability diversity by educating public- and private-sector organizations on ways to build inclusive workplace cultures.
Do you ever find yourself in a spot where you just need to argue the options for a specific HR dilemma?
How about when Big Boss is pushing back on what you KNOW needs to be done, but they just cannot seem to wrap their brains around the suggestions you are making?
Sometimes you need a good civilized argument session where you can state your case and an unbiased 3rd-party can clap back with the hard questions that you will be required to answer if the issue does not get solved before a claim, charge, or lawsuit is filed against the company and/or the responsible parties within.
When these issues come up: Let’s Argue it Out!
As an EEOC Certified Investigator, I have seen a lot of tough issues that employers really should have researched before making the decision to “do it the way we’ve always done it” OR “not let some employee handbook boss me around”.
How about the time when the accused is your friend or you have some sort of relationship with the person that could cause others to view you as biased during an investigation. Recusing yourself may be the indicated course of action in some cases.
Remember, sometimes even decisions resulting from only the best intentions still pave the road to… well… court! (gotcha!)
I am ready, willing, and able to provide these services at the same rate as my regular telephone or Zoom consultations.
And, don’t forget – I am a credentialed EEO INVESTIGATOR.
So, when you come across issues related to discrimination or harassment and need an unbiased 3rd-party to conduct the investigation please also think of me.
I have been fully trained by EEOC Administrative Judges and other Investigators.
There is no need to dig the hole deeper by trying to do these things on your own when conflicting interests may be in play.
So, next time you want to Argue it Out or pass the investigation on to a professional investigator who has no skin in the game, think of me!
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