Establishing an Effective Neurodiversity Employment Program: Legal Issues
We are thrilled that there is growing interest among businesses to explore how they can set up their own autism or neurodiversity hiring initiatives. Companies are increasingly reaching out to Autism Speaks and others with questions about how to put together an effective program.
In some cases, reasonable concerns and legal questions arise that threaten to slow the growth and replication of autism hiring at some businesses. These concerns are valid, but they can be effectively addressed and overcome. There is always risk, but companies that have come before you have shown that it is a manageable risk - and well worth it.
In August 2018, we were proud to collaborate with legal experts from Duane Morris, LLP, SAP, and Cornell University's Yang-Tan Institute on Employment and Disability to present this webinar that addresses some of these legal issues.
- Main elements of the Autism at Work programs and their importance in current autism employment dynamics
- Overview of the Americans with Disabilities Act (ADA) and Section 503 of the Rehabilitation Act and their relation to the Autism at Work programs
- Structuring hiring processes in Autism at Work and related neurodiversity employment programs to meet legal guidelines for equal opportunity and privacy
- Structuring job coaches, mentors and other support to meet equal treatment guidelines
- Integrating Autism at Work program structures with ADA requirements of reasonable accommodations.
- Structuring evaluation and progressive discipline processes in line with evolving ADA requirements.