There is nothing nobler than being of service to someone who needs help. Many employers will proactively seek out disabled job candidates, knowing that they tend to be loyal and dedicated workers – and that there are federal, state, and other funds available to help hire them. As the saying goes, “no good deed gets left unpunished.” Employers who hire disabled employees must make sure that:
- They don’t create some form of unique hiring process which actually discriminates against those who are not disabled.
- They understand the “risk” associated with hiring people with disabilities, including any propensities to be violent, injury prone, safety or security factors, and the source of discrimination or ridicule. As Worklaw® Network attorney Ken Stettner from Denver wrote, “I applaud these employers, but must also admonish that they must be 180% ready to handle all aspects of this challenge.”
As always, if you have any questions in this area, feel free to contact a member of the Worklaw® Network (www.worklaw.com) or the Job Accommodation Network (www.jan.wvu.edu). To see an excellent resource on the myths and facts of hiring disabled workers, click here.
