H.97 is named ""An Act to promote employment for people with disabilities." My testimony summarized: Let's call it by its real name. This is a bill to promote subminimum-wage employment for a certain class called persons with disabilities (PwD), while promoting a situation in which a certain non-profit entity (to be designated by the Council proposed by this bill) would receive certain non-competitive lucrative state contracts while managing those low-wage workers in (generally) sheltered-workshop settings.
This document discusses the importance of using people-first language when referring to people with disabilities. It advocates describing what a person has, not what a person is, by putting the person before the disability. People-first language, such as saying "a person with autism" rather than "an autistic person", emphasizes that people with disabilities are people first and foremost. The document also argues that terms like "handicapped" and "disabled" are misused and can create negative stereotypes, whereas people with disabilities are a diverse group no different from others except for facing prejudice.
The Essentials of EEO and Affirmative Action ComplianceKPADealerWebinars
This document provides an overview of equal employment opportunity and affirmative action compliance. It defines discrimination and protected classes under discrimination laws. It summarizes several landmark discrimination laws such as the Civil Rights Act, Americans with Disabilities Act, and Pregnancy Discrimination Act. It also discusses reasonable accommodations, religious accommodations, sexual harassment, and the differences between equal opportunity employment and affirmative action.
This document outlines key concepts regarding disability discrimination law. It covers the Americans with Disabilities Act (ADA) and its requirements for employers, including providing reasonable accommodations. It defines what constitutes a disability and outlines the process employees must follow to bring a discrimination claim, including establishing a prima facie case of discrimination. It also discusses available defenses and remedies for employers found to have violated the ADA.
The City Livelihood Centre (CLC) works to improve livelihood security for urban poor communities. It provides a range of services including skills training, job placement assistance, legal aid, social security programs, financial services, and family support. CLC conducts research on labor issues and uses findings to design new interventions. It maintains a database of job seekers and connects them to employers. Training programs focus on building both technical and life skills. CLC also works to empower women and strengthen urban poor families through community organizing. It offers legal education and aid to address issues like unfair wages and disputes between workers and employers. CLC helps increase documentation among urban poor through a registration and photo ID program. It supports collectivization of workers to help
This document discusses disability and services for persons with disabilities in India. It provides definitions of disability and outlines India's community-based rehabilitation (CBR) approach. Some key points:
- According to the 2011 Census, there are 21 million persons with disabilities in India, comprising 2.1% of the population. The majority live in rural areas and have lower literacy and employment rates.
- India has implemented a CBR system to provide rehabilitation services within communities using local resources. However, there are still many challenges to effective implementation like poverty, stigma, and lack of trained professionals.
- The government has enacted laws promoting equal rights and opportunities for those with disabilities. It has also ratified the UN Convention on
Disability: Does this apply to me and my work?Donna Shannon
Have you ever wondered about how having a disability impacts working? Do you know all of the agencies available to help people with disabilities? Have you ever wondered what the Americans with Disabilities Act (ADA) can do to help you? Then this webinar is for you.
Presented by Karen Prince, the Ticket to Work/Social Security Administration Cost Reimbursement Claims Coordinator at Colorado’s Division of Vocational Rehabilitation, this 40-minute introductory webinar will provide an overview of the concepts of disability and how areas of society view them. We will cover an introduction to the ADA, Workforce Centers, Vocational Rehabilitation, Social Security Administration, Independent Living Centers and the Veteran’s Administration as they relate to disability and employment issues. Plus, you will get additional resources to follow up with to find even more valuable information.
Managing the resources available for those with disabilities can often be confusing. Whether the disability is your own, someone you know, or someone you work with, this webinar will teach you where to turn for help and personal empowerment.
This document provides a summary of disability laws in the United States, including the Americans with Disabilities Act (ADA), Rehabilitation Act, and Individuals with Disabilities Education Act. It defines key terms like disability, major life activities, and protections for those with a record of or regarded as having an impairment. Over 50 million Americans have a disability under these laws. The document also provides background on the ADA Amendments Act and recommends additional resources for more information.
The document provides an overview of human rights legislation in New Brunswick, Canada. It discusses the duty to accommodate in employment, defining disability, the Meiorin test for determining undue hardship, examples of accommodation, and the complaint process. Key topics covered include prohibited grounds of discrimination, the employer's responsibility to accommodate, defining direct, adverse effect, and harassment, and factors considered for determining undue hardship such as costs, safety, and size of employer.
This document discusses the importance of using people-first language when referring to people with disabilities. It advocates describing what a person has, not what a person is, by putting the person before the disability. People-first language, such as saying "a person with autism" rather than "an autistic person", emphasizes that people with disabilities are people first and foremost. The document also argues that terms like "handicapped" and "disabled" are misused and can create negative stereotypes, whereas people with disabilities are a diverse group no different from others except for facing prejudice.
The Essentials of EEO and Affirmative Action ComplianceKPADealerWebinars
This document provides an overview of equal employment opportunity and affirmative action compliance. It defines discrimination and protected classes under discrimination laws. It summarizes several landmark discrimination laws such as the Civil Rights Act, Americans with Disabilities Act, and Pregnancy Discrimination Act. It also discusses reasonable accommodations, religious accommodations, sexual harassment, and the differences between equal opportunity employment and affirmative action.
This document outlines key concepts regarding disability discrimination law. It covers the Americans with Disabilities Act (ADA) and its requirements for employers, including providing reasonable accommodations. It defines what constitutes a disability and outlines the process employees must follow to bring a discrimination claim, including establishing a prima facie case of discrimination. It also discusses available defenses and remedies for employers found to have violated the ADA.
The City Livelihood Centre (CLC) works to improve livelihood security for urban poor communities. It provides a range of services including skills training, job placement assistance, legal aid, social security programs, financial services, and family support. CLC conducts research on labor issues and uses findings to design new interventions. It maintains a database of job seekers and connects them to employers. Training programs focus on building both technical and life skills. CLC also works to empower women and strengthen urban poor families through community organizing. It offers legal education and aid to address issues like unfair wages and disputes between workers and employers. CLC helps increase documentation among urban poor through a registration and photo ID program. It supports collectivization of workers to help
This document discusses disability and services for persons with disabilities in India. It provides definitions of disability and outlines India's community-based rehabilitation (CBR) approach. Some key points:
- According to the 2011 Census, there are 21 million persons with disabilities in India, comprising 2.1% of the population. The majority live in rural areas and have lower literacy and employment rates.
- India has implemented a CBR system to provide rehabilitation services within communities using local resources. However, there are still many challenges to effective implementation like poverty, stigma, and lack of trained professionals.
- The government has enacted laws promoting equal rights and opportunities for those with disabilities. It has also ratified the UN Convention on
Disability: Does this apply to me and my work?Donna Shannon
Have you ever wondered about how having a disability impacts working? Do you know all of the agencies available to help people with disabilities? Have you ever wondered what the Americans with Disabilities Act (ADA) can do to help you? Then this webinar is for you.
Presented by Karen Prince, the Ticket to Work/Social Security Administration Cost Reimbursement Claims Coordinator at Colorado’s Division of Vocational Rehabilitation, this 40-minute introductory webinar will provide an overview of the concepts of disability and how areas of society view them. We will cover an introduction to the ADA, Workforce Centers, Vocational Rehabilitation, Social Security Administration, Independent Living Centers and the Veteran’s Administration as they relate to disability and employment issues. Plus, you will get additional resources to follow up with to find even more valuable information.
Managing the resources available for those with disabilities can often be confusing. Whether the disability is your own, someone you know, or someone you work with, this webinar will teach you where to turn for help and personal empowerment.
This document provides a summary of disability laws in the United States, including the Americans with Disabilities Act (ADA), Rehabilitation Act, and Individuals with Disabilities Education Act. It defines key terms like disability, major life activities, and protections for those with a record of or regarded as having an impairment. Over 50 million Americans have a disability under these laws. The document also provides background on the ADA Amendments Act and recommends additional resources for more information.
The document provides an overview of human rights legislation in New Brunswick, Canada. It discusses the duty to accommodate in employment, defining disability, the Meiorin test for determining undue hardship, examples of accommodation, and the complaint process. Key topics covered include prohibited grounds of discrimination, the employer's responsibility to accommodate, defining direct, adverse effect, and harassment, and factors considered for determining undue hardship such as costs, safety, and size of employer.
The document provides an overview of employment rights and protections under the Americans with Disabilities Act (ADA). It explains that the ADA prohibits employment discrimination against qualified individuals with disabilities. It defines key terms like disability, reasonable accommodation, undue hardship, and essential job functions. It also outlines employer rights and responsibilities in regards to medical exams, accommodation requests, and limitations.
This document discusses discrimination against people with disabilities in the workplace. It defines discrimination and disability, outlines laws that protect people with disabilities, and examines specific types of discrimination like in return to work situations, during pregnancy, and for those with mental health issues or addictions. The document also discusses preventative measures employers can take, consequences for discrimination, and concludes that training and accommodation are needed to promote inclusive workplaces free of discrimination.
Disabilities in Israel - Facts and Figures 2013mjbinstitute
An updated compendium of statistics and information on the population with disabilities in Israel, developed jointly by JDC-Israel Unlimited and the Myers-JDC-Brookdale Institute.
Americans With Disabilities Act Training Presentation (ADA)Jackie Xicara
Training presentation was created for an Employee and Labor Relations school course assignment. This presentation discusses ADA compliance requirements for employers.
This document discusses building human resources capacity for health information systems (HIS). It notes that a competent workforce is needed to support HIS according to WHO standards. It proposes drafting competency standards for the workers required to sustain HIS from data collection through use. Producing curricula to develop these competencies is also proposed. The document highlights scoping the issue as important, including mapping current skill levels. Key roles and competencies required at different levels and for different health system domains should be identified to develop training and curricula. Building sustainable human resources is critical for effective HIS.
The document discusses key facts and provisions of the Americans with Disabilities Act (ADA) of 1990 and its amendments in 2008. It notes that around 19% of Americans have a disability and discusses employment rates, spending power, and internet use of those with disabilities. It outlines the ADA's purpose to prevent discrimination and defines disability and qualifications. It summarizes the ADA's titles covering employment, public services, public accommodations, telecommunications, and miscellaneous issues.
disAbility + human rights activist Eileen Feldman submits public comments on the Massachusetts 2013 draft, Analysis of Impediments to Fair Housing (AI). The Massachusetts 2013 draft is here: http://www.mass.gov/hed/docs/dhcd/hd/fair/draft2013analysis.pdf
City of Somerville MA signed voluntary agreement with US Dept. of Education in May 2013. This is not a comprehensive list of Somerville's Library deficiencies
House Bill no. 136, filed in January 2013, is a petition to increase the Commonwealth of Massachusett's compliance with federal law meeting requirements of the Amercians with DisAbilities Act. This written testimony explains that the US Dept. of Labor Office of Federal Contract Compliance Programs announced a Final Rule on August 27, 2013, which made changes to the regs implementing Section 503 of the Rehabilitation Act of 1973. Most important is the establishment of the 7 percent workforce utilization goal for individuals with disabilities (IWD). Massachusetts has an important opportunity at this time to develop into a Model Employer of Individuals with DisAbilities!
ACS 2012. Selected Economic Characteristics for the Civilian Noninstitutionalized Population By Disability Status, 1-Yr. Estimates, Table S1811.
Astonishing stats indicate that in 2012: 22.1% of Americans with Disabilities are below 100% of poverty level, compared with 12.7% of Americans without disabilities.
1 in 4 (25%) Americans with disabilities aged 25+ still don't have a high school diploma, compared with 11.1% of Americans without disabilities.
5.1% of the "Employed Population Age 16 and Over" are Americans living with disAbilities, compared to the 94.7% of the American workforce who still live without disabilities.
It doesn't make sense that Americans with disabilities are still not "presumed disadvantaged" for purposes of gaining advantages and resources in Federal SBA employment and entrepreneurship resources.
Congress needs to take note, show leadership and moral courage, and recognize that Americans with disAbilities are ready and waiting in the wings for a chance to shine.
Give us equal opportunities in education and employment, make much-needed infrastructure investments in accessibility in all public-service facilities (including the Capital and other GSA assets), and hire more ppl with disAbilities (PwD) in leadership positions at all Federal agencies, especially DOJ, HUD, DOL, and HHS.
The 2012 American Community Survey (ACS), Table B22010, shows that approx. 7 million of the approx. 16 million households receiving Food Stamps/SNAPS nationwide have 1 or more family member living with at least 1 disability. Yup- that's approx. 44% (43.7%)
Disability Rights expert Eileen Feldman submitted complaint to Federal Highway Administration #CivilRights division based on City of Somerville, MA noncompliance with ADA requirements on March 12, 2012. Result: City of Somerville agreed to hire a full time ADA Coordinator, to produce a current ADA Self Evaluation and to develop the subsequent ADA Transition Plan.
Disabled people face high levels of unemployment due to social, cultural, and economic barriers. Legislation like the ADA and IDEA aimed to promote equality, but discrimination persists due to the recency of the disability rights movement. Three systems contribute to unemployment - an inadequate social structure without longstanding protections; cultural assumptions that disabled people are unreliable, expensive, and litigious; and disincentives around healthcare costs. Changing these assumptions requires communication from both society and the disabled community that common beliefs are untrue and disabled people are capable employees. Companies could improve by adopting a model like IBM that views accessibility and inclusion as competitive advantages. Overall, greater understanding is needed regarding the capabilities of disabled people and barriers that still limit their equality and
The document discusses disability in the workplace and the Americans with Disabilities Act (ADA). It explains that before the ADA, employers could deny employment simply due to a person's disability. The ADA established rules to protect disabled individuals from discrimination and ensure equal treatment and rights in the workplace. It also clarifies what constitutes a disability under the ADA. As a result of these protections, more people with disabilities now feel confident applying for jobs knowing they cannot be denied employment solely based on their disability.
Supreme Court order on disabled persons term.pdfMussabIqbal
The argument of the petitioner that in case the said seats are not filled by PWDs and the Non-Muslim minority in a particular year, the said seats should be opened and made available to general quota. This is not permissible as it would offend constitutional values, fundamental rights and the Principles of Policy as discussed above.
Prof. Vibhuti Patel "Gender Equality and Human Rights NHRC 30-11-2013VIBHUTI PATEL
Gender equity denotes an element of interpretation of social justice, usually based on tradition, custom, religion or culture, which is most often to the detriment to women. The Convention on the Elimination of All Forms of Discrimination against Women, also known as the Women’s Bill of Rights, declares that countries should:
• Act to eliminate violations of women’s rights, whether by private persons, groups or organizations,
• Endeavour to modify social and cultural patterns of conduct that stereotype either gender or put women in an inferior position,
• Ensure that women have equal rights in education and equal access to information,
• Eliminate discrimination against women in their access to health care,
• End discrimination against women in all matters relating to marriage and family relations.
The Equality Act 2010 consolidates and streamlines various pieces of anti-discrimination legislation into a single act. It aims to protect individuals from discrimination on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. The Act prohibits discrimination in employment, education, access to goods and services, housing, and transport. However, discrimination still exists in practice due to factors like stereotypes in media and education as well as difficulties enforcing the law.
The document discusses discrimination in the workplace. It describes discrimination as a serious violation of the Catholic Social Teaching principle of the dignity of work and workers' rights. The summary identifies discrimination based on factors like gender, age, disability, religion, and sexual orientation as common problems faced by workers in the Philippines. It also discusses the negative effects of discrimination, such as increased stress, health issues, lower productivity and financial losses for companies. The summary concludes by recommending actions that employers can take to promote equality, such as establishing anti-discrimination policies, providing training, setting diversity targets, and responding to discrimination complaints.
Did voters accept a law without proper hypocritical of a.docxstirlingvwriters
- The document discusses whether voters properly consented to the Affordable Care Act (ACA) given misleading information provided about the law.
- It argues politicians had asymmetrical incentives to keep voters misinformed in order to encourage political activity and pass the law, rather than ensuring correct understanding.
- While the ACA aimed to achieve social goals of expanding access to healthcare, how it was passed relied on what voters didn't truly know about its implications, raising questions about the legitimacy of consent.
6 Discussion Post responses business and finance homework help.pdfstudy help
1. The document discusses several topics related to employment law and discrimination, including Bona Fide Occupational Qualifications (BFOQ), Section 1981 of the Civil Rights Act of 1866, and issues faced by disabled veterans in obtaining employment and social security benefits.
2. BFOQ allows age, sex, or other attributes to be considered for hiring if essential to the job. Section 1981 protects equal rights to contract and property regardless of race.
3. One response discusses challenges faced as a disabled veteran in finding substantial work and receiving social security benefits, feeling discriminated against by inconsistent rulings between the VA and SSI.
The document provides an overview of employment rights and protections under the Americans with Disabilities Act (ADA). It explains that the ADA prohibits employment discrimination against qualified individuals with disabilities. It defines key terms like disability, reasonable accommodation, undue hardship, and essential job functions. It also outlines employer rights and responsibilities in regards to medical exams, accommodation requests, and limitations.
This document discusses discrimination against people with disabilities in the workplace. It defines discrimination and disability, outlines laws that protect people with disabilities, and examines specific types of discrimination like in return to work situations, during pregnancy, and for those with mental health issues or addictions. The document also discusses preventative measures employers can take, consequences for discrimination, and concludes that training and accommodation are needed to promote inclusive workplaces free of discrimination.
Disabilities in Israel - Facts and Figures 2013mjbinstitute
An updated compendium of statistics and information on the population with disabilities in Israel, developed jointly by JDC-Israel Unlimited and the Myers-JDC-Brookdale Institute.
Americans With Disabilities Act Training Presentation (ADA)Jackie Xicara
Training presentation was created for an Employee and Labor Relations school course assignment. This presentation discusses ADA compliance requirements for employers.
This document discusses building human resources capacity for health information systems (HIS). It notes that a competent workforce is needed to support HIS according to WHO standards. It proposes drafting competency standards for the workers required to sustain HIS from data collection through use. Producing curricula to develop these competencies is also proposed. The document highlights scoping the issue as important, including mapping current skill levels. Key roles and competencies required at different levels and for different health system domains should be identified to develop training and curricula. Building sustainable human resources is critical for effective HIS.
The document discusses key facts and provisions of the Americans with Disabilities Act (ADA) of 1990 and its amendments in 2008. It notes that around 19% of Americans have a disability and discusses employment rates, spending power, and internet use of those with disabilities. It outlines the ADA's purpose to prevent discrimination and defines disability and qualifications. It summarizes the ADA's titles covering employment, public services, public accommodations, telecommunications, and miscellaneous issues.
disAbility + human rights activist Eileen Feldman submits public comments on the Massachusetts 2013 draft, Analysis of Impediments to Fair Housing (AI). The Massachusetts 2013 draft is here: http://www.mass.gov/hed/docs/dhcd/hd/fair/draft2013analysis.pdf
City of Somerville MA signed voluntary agreement with US Dept. of Education in May 2013. This is not a comprehensive list of Somerville's Library deficiencies
House Bill no. 136, filed in January 2013, is a petition to increase the Commonwealth of Massachusett's compliance with federal law meeting requirements of the Amercians with DisAbilities Act. This written testimony explains that the US Dept. of Labor Office of Federal Contract Compliance Programs announced a Final Rule on August 27, 2013, which made changes to the regs implementing Section 503 of the Rehabilitation Act of 1973. Most important is the establishment of the 7 percent workforce utilization goal for individuals with disabilities (IWD). Massachusetts has an important opportunity at this time to develop into a Model Employer of Individuals with DisAbilities!
ACS 2012. Selected Economic Characteristics for the Civilian Noninstitutionalized Population By Disability Status, 1-Yr. Estimates, Table S1811.
Astonishing stats indicate that in 2012: 22.1% of Americans with Disabilities are below 100% of poverty level, compared with 12.7% of Americans without disabilities.
1 in 4 (25%) Americans with disabilities aged 25+ still don't have a high school diploma, compared with 11.1% of Americans without disabilities.
5.1% of the "Employed Population Age 16 and Over" are Americans living with disAbilities, compared to the 94.7% of the American workforce who still live without disabilities.
It doesn't make sense that Americans with disabilities are still not "presumed disadvantaged" for purposes of gaining advantages and resources in Federal SBA employment and entrepreneurship resources.
Congress needs to take note, show leadership and moral courage, and recognize that Americans with disAbilities are ready and waiting in the wings for a chance to shine.
Give us equal opportunities in education and employment, make much-needed infrastructure investments in accessibility in all public-service facilities (including the Capital and other GSA assets), and hire more ppl with disAbilities (PwD) in leadership positions at all Federal agencies, especially DOJ, HUD, DOL, and HHS.
The 2012 American Community Survey (ACS), Table B22010, shows that approx. 7 million of the approx. 16 million households receiving Food Stamps/SNAPS nationwide have 1 or more family member living with at least 1 disability. Yup- that's approx. 44% (43.7%)
Disability Rights expert Eileen Feldman submitted complaint to Federal Highway Administration #CivilRights division based on City of Somerville, MA noncompliance with ADA requirements on March 12, 2012. Result: City of Somerville agreed to hire a full time ADA Coordinator, to produce a current ADA Self Evaluation and to develop the subsequent ADA Transition Plan.
Disabled people face high levels of unemployment due to social, cultural, and economic barriers. Legislation like the ADA and IDEA aimed to promote equality, but discrimination persists due to the recency of the disability rights movement. Three systems contribute to unemployment - an inadequate social structure without longstanding protections; cultural assumptions that disabled people are unreliable, expensive, and litigious; and disincentives around healthcare costs. Changing these assumptions requires communication from both society and the disabled community that common beliefs are untrue and disabled people are capable employees. Companies could improve by adopting a model like IBM that views accessibility and inclusion as competitive advantages. Overall, greater understanding is needed regarding the capabilities of disabled people and barriers that still limit their equality and
The document discusses disability in the workplace and the Americans with Disabilities Act (ADA). It explains that before the ADA, employers could deny employment simply due to a person's disability. The ADA established rules to protect disabled individuals from discrimination and ensure equal treatment and rights in the workplace. It also clarifies what constitutes a disability under the ADA. As a result of these protections, more people with disabilities now feel confident applying for jobs knowing they cannot be denied employment solely based on their disability.
Supreme Court order on disabled persons term.pdfMussabIqbal
The argument of the petitioner that in case the said seats are not filled by PWDs and the Non-Muslim minority in a particular year, the said seats should be opened and made available to general quota. This is not permissible as it would offend constitutional values, fundamental rights and the Principles of Policy as discussed above.
Prof. Vibhuti Patel "Gender Equality and Human Rights NHRC 30-11-2013VIBHUTI PATEL
Gender equity denotes an element of interpretation of social justice, usually based on tradition, custom, religion or culture, which is most often to the detriment to women. The Convention on the Elimination of All Forms of Discrimination against Women, also known as the Women’s Bill of Rights, declares that countries should:
• Act to eliminate violations of women’s rights, whether by private persons, groups or organizations,
• Endeavour to modify social and cultural patterns of conduct that stereotype either gender or put women in an inferior position,
• Ensure that women have equal rights in education and equal access to information,
• Eliminate discrimination against women in their access to health care,
• End discrimination against women in all matters relating to marriage and family relations.
The Equality Act 2010 consolidates and streamlines various pieces of anti-discrimination legislation into a single act. It aims to protect individuals from discrimination on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. The Act prohibits discrimination in employment, education, access to goods and services, housing, and transport. However, discrimination still exists in practice due to factors like stereotypes in media and education as well as difficulties enforcing the law.
The document discusses discrimination in the workplace. It describes discrimination as a serious violation of the Catholic Social Teaching principle of the dignity of work and workers' rights. The summary identifies discrimination based on factors like gender, age, disability, religion, and sexual orientation as common problems faced by workers in the Philippines. It also discusses the negative effects of discrimination, such as increased stress, health issues, lower productivity and financial losses for companies. The summary concludes by recommending actions that employers can take to promote equality, such as establishing anti-discrimination policies, providing training, setting diversity targets, and responding to discrimination complaints.
Did voters accept a law without proper hypocritical of a.docxstirlingvwriters
- The document discusses whether voters properly consented to the Affordable Care Act (ACA) given misleading information provided about the law.
- It argues politicians had asymmetrical incentives to keep voters misinformed in order to encourage political activity and pass the law, rather than ensuring correct understanding.
- While the ACA aimed to achieve social goals of expanding access to healthcare, how it was passed relied on what voters didn't truly know about its implications, raising questions about the legitimacy of consent.
6 Discussion Post responses business and finance homework help.pdfstudy help
1. The document discusses several topics related to employment law and discrimination, including Bona Fide Occupational Qualifications (BFOQ), Section 1981 of the Civil Rights Act of 1866, and issues faced by disabled veterans in obtaining employment and social security benefits.
2. BFOQ allows age, sex, or other attributes to be considered for hiring if essential to the job. Section 1981 protects equal rights to contract and property regardless of race.
3. One response discusses challenges faced as a disabled veteran in finding substantial work and receiving social security benefits, feeling discriminated against by inconsistent rulings between the VA and SSI.
Il program director's training no multimediaJason Wheeler
Powerpoint slides from the disability inclusion training held in Springfield, IL on April 21, 2011.
It was great to work with all of you! If you have any questions, please email me at erin.gannon@umb.edu.
Best,
Erin
The document discusses gender equality and labor laws aimed at empowering women. It outlines several key United Nations declarations and Indian labor laws that promote equal rights and opportunities for women in social, political, and economic spheres. Specifically, it mentions laws requiring equal pay for equal work, paid maternity leave, restrictions on weights women can carry at work, and separate facilities for women. However, it notes that many women workers in the unorganized sector do not benefit from these labor protections. It describes the challenges faced by women in informal work, including lack of job security, benefits, and income stability, which can negatively impact their health and children's access to education.
Similar to #Maleg H97 Opposing Testimony Feldman 11:19:13 (11)
The Boston Commission for Persons with Disabilities wrote to Attorney General Martha Coakley to follow up on a previous request to allow remote participation in Commission meetings under the Open Meeting Law for people with disabilities. The Commission was disappointed that the new 940 CMR 29 regulations did not adequately address barriers people with disabilities face in physically attending meetings. The Commission requested written explanations from the Attorney General on these issues and proposed adding "Discrimination" as an additional justification for remote participation.
AAB complaint submitted in 2010. AAB sends First Notice approximately 1 year later, after reminder by FOIA. CAPS re-surveys portions of complaint in September 2011 and amends complaint to reflect certain corrections made by owner as a result of the complaint. As of 9/28/2013, no further correspondence from AAB on this docket.
The Somerville Public Library agreed to resolve an ADA complaint by taking several accessibility measures, including designating an ADA coordinator, reviewing programs to ensure accessibility at multiple locations, updating policies and notices, and making physical alterations to improve accessibility of entrances, restrooms, signage and routes by June 2015. The library will submit documentation and reports to the Department of Education on its progress in implementing the agreement.
The Department of Public Works in Somerville, MA provided a list of roads that were paved between January 2004 and September 2008 in response to a public information request. The letter, from DPW Commissioner Stan Koty, included the list of roads as an attachment and was sent to Eileen Feldman, who had made the information request.
This document requests amendments to an existing complaint regarding accessibility issues at a building in Somerville, Massachusetts. It summarizes three requested amendments: 1) Require the owner to provide proof that a new accessible threshold also meets other accessibility requirements. 2) Dismiss one alleged violation regarding inaccessible entrances. 3) Add two new alleged violations regarding two-way communication systems and lack of an elevator to access a mezzanine level added after construction. The document provides context and photos to support the requested amendments.
The document is a complaint form submitted to the Commonwealth of Massachusetts Architectural Access Board regarding accessibility issues at a four-story commercial building in Somerville, MA. The 16-page complaint details 16 alleged violations of the Board's regulations from 1987 regarding an accessible route, entrance signage, thresholds, doors, stairs, elevators, restrooms, and signage. Photos are provided as evidence, such as of excessive slopes on routes to entrances, thresholds over 1/2 inch, doors requiring two hands to open, and restroom stalls under the minimum width. The building had undergone renovations since 1988 but still lacked full accessibility according to the regulations at the time.
This document is a parking lot complaint form submitted to the Commonwealth of Massachusetts Architectural Access Board. It details issues with handicapped parking at a building in Somerville, MA, including that the van accessible space is missing a sign designating it as such and the existing handicapped parking sign is not at the proper height. The complaint was filed by the Community Access Project on November 12, 2010 regarding violations observed on October 28, 2010 at the specified location.
The document is a request from the Community Access Project (CAPS) to the Massachusetts Architectural Access Board regarding fines imposed on the owners of the Armory for accessibility violations.
CAPS requests that the Board collect $45,500 in fines from the owners and use the funds to sponsor a series of community discussions at the Armory on civil rights issues. CAPS also requests conditions to ensure the City of Somerville does not financially benefit due to retaliatory actions against CAPS.
The document provides background on accessibility issues at the Armory dating back to 2009, summarizes the owners' request to reduce fines, and argues fines should not be reduced given losses to the disability community and lack of proof for owners
CAPS filed a Motion for Reconsideration with the MA Architectural Access Board on March 5, 2012 after the AAB's Compliance officer failed to track down certain details.
The AAB thereupon sent the City a copy of this Motion, requesting those details.
7/13/12: CAPS has still not received any follow-up from the AAB on whether the City provided the requested information
The document is an email from Eileen Feldman, Director of the Community Access Project in Somerville, following up from an Architectural Access Board hearing regarding 50 pedestrian locations needing accessibility remediation. It provides 3 priorities for how the locations should be addressed: prioritizing locations near government/public services, transportation, public accommodations, health facilities, and dense residential areas. It also notes funding from CDBG should supplement, not replace, the city's efforts. Finally, it questions the claim that none of the locations pose public safety issues, as any code violations by definition impact public safety.
The Massachusetts Architectural Access Board reviewed a case regarding accessibility issues at The Armory building in Somerville. Based on a site visit that found the entrance ramp slope was up to 8.7%, exceeding the maximum allowed slope of 8.3%, the Board voted to accept the slightly steeper slope and allow the building to be used for public events again. The Board also decided to review the abatement of accrued fines of $500 per day at their next meeting.
The City of Somerville hired an outside consultant to deal with curb cut and sidewalk accessibility complaints. The Community Access Project, an all-volunteer group of disAbility rights experts, responds to that document, pointing out gaps and problems with 2011 "remediations". We also remind the Architectural Access Board why they should enforce the code that prohibits apex curb cuts where perpendicular or parallel curb cuts are feasible to construct. Curb cuts need to be adequately oriented to the crosswalks; and, the crosswalks need to be perpendicular to the curb line. It's a public safety issue in addition to a human rights issue. We deserve safe, accessible and integrated Complete Streets.
The document provides recommendations from the Boston Center for Independent Living and Community Access Project to the Massachusetts Architectural Access Board regarding accessibility variances requested for the Wayne Apartments project.
It recommends: [1] continuing the variance for accessibility requirements related to existing buildings but requiring more analysis of feasibility from the applicant; [2] denying the variance request to consider all buildings as one complex; and [3] continuing variances for the percentage of accessible units and accessible entrances but requiring the applicant to provide more information on maximum achievable accessibility. It expresses concerns about the need for accessible housing in the area and argues the applicant needs to demonstrate infeasibility before being granted any variances.
The Architectural Access Board held a hearing regarding violations at The Armory building in Somerville, MA. Previously, the Board had granted variances for the ramp slope and lack of landing at the entrance ramp on the condition that an additional actuator be installed by April 2010. A new complaint was filed alleging that the entrance ramp slope still did not meet requirements. The Board heard testimony from the property owner, witnesses, and complainant. Based on the testimony and evidence presented, the Board considered whether penalties would be assessed for failure to comply with the previous order regarding the ramp slope.
The Architectural Access Board considered a variance request and complaint regarding accessibility issues at The Armory located in Somerville, MA. At a prior hearing, the Board granted variances for the ramp slope and lack of landing but required an additional actuator be installed. A new complaint alleged multiple additional violations including lack of assistive listening systems, improper parking and signage, excessive ramp and threshold slopes, and missing or non-compliant handrails. The Board scheduled a hearing to address the new complaint and determine if further variances or modifications were needed to comply with accessibility laws.
The document summarizes an email exchange regarding an upcoming press conference by the U.S. Surgeon General to announce a $1.57 million grant for public health initiatives in Middlesex County, Massachusetts. The event is scheduled to take place at the Somerville Armory, but the facility is not accessible to individuals with mobility disabilities. Community advocates email the organizers to request that the event be moved to an accessible venue, as the Armory has been in violation of accessibility laws since it opened in 2009. They provide details on the Armory's accessibility issues and ongoing fines. They emphasize the importance of ensuring accessibility and inclusion at an event focused on health, wellness and prevention programs.
The document summarizes the minutes from the first meeting of the City/MBTA Access Coordination Committee in Somerville. Key issues discussed include: [1] inconsistent enforcement of no parking zones and handicapped parking at bus stops, [2] access barriers at bus stops preventing wheelchair users from safely accessing stops, and [3] a lack of clarity around responsibility for maintenance and removal of obstacles. An action plan was proposed to map responsibilities for bus stops along select routes and create pilot accessible bus routes. Improving coordination between the city and MBTA was a priority.
This letter requests that the Massachusetts Architectural Access Board deny a variance application submitted by the City of Somerville. The variance seeks to construct a stairs-only pedestrian connection between a bridge and nearby path, without also including ramp access. The letter provides five reasons for the denial: 1) Ramp access is not structurally infeasible, 2) It will significantly disadvantage people with disabilities, 3) Crosswalks and curb cuts connecting both sides of the street are not included, 4) It may be subject to federal legal challenges, and 5) The variance application contradicts itself regarding accessibility and appropriate use of public funds.
Although the Isabella Stewart Gardner Museum is completing a $57 million dollar project which includes placing a gorgeous new facility on the historic site and modernizing the historic Palace, they requested Variances to exempt them from modernizing certain details so that people with disabilities can have equal opportunities to work in, and visit this Museum, same as nondisabled people.
The MA Historical Commission supported their request for a Variance by stating,"The MHC has reviewed the proposed variance requests and believes that without the variance, a significant amount of historic fabric would be damaged, required to be removed, or completely altered beyond recognition. Additionally, the museum may find it impossible to meet the intent of Ms. Gardner's will and its mission."
This letter, a response from DisAbility Rights advocates to the Museum and MA Historical Commission, was sent to the State Board as testimony during the Gardner Museum's Variance Hearing, November 28, 2011.
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1. Chairman Khan and Chairman Barrett
November 19, 2013
Opposition to H.97 "An Act to promote employment for people with disabilities"
Page 1 of 5
Eileen Feldman, Director
Community Access Project, Somerville 02143
CAPSom@verizon.net
November 19, 2013
BY EMAIL
Representative Kay Khan
(Kay.Khan@mahouse.gov)
House Chair
Joint Committee on Children, Families and
Persons with Disabilities
Room 146
Boston, MA 02133
Senator Michael Barrett
(Mike.Barrett@masenate.gov)
Senate Chair
Joint Committee on Children, Families and
Persons with Disabilities
Room 313A
Boston, MA 02133
Re: Written testimony of Eileen Feldman OPPOSING H97
"An Act to promote employment for people with disabilities"
Dear Chairman Barrett and Chairman Khan:
Please accept this written testimony regarding the November 19, 2013 Hearing of the Joint Committee on
Children, Families and Persons with Disabilities on DDS bills, including H97, "An Act to promote
employment for people with disabilities."
My name is Eileen Feldman. I was born with digestive and sensory disabilities and live with multiple
chronic conditions. I currently lead a grassroots organization, Community Access Project Somerville
(CAPS). We work with low income families and individuals to help them to claim their fundamental rights
to integrated and accessible opportunities, services and jobs in employment, public accommodations, lifelong education, and political, social and cultural events. Prior to founding CAPS, I served as Chair of the
Somerville Commission on Persons with Disabilities.
H97 is anything but a bill to "promote employment for persons with disabilities in the Commonwealth."
Let's call it by its real name. This is a bill to promote subminimum-wage employment for a certain class
called persons with disabilities (PwD), while promoting a situation in which a certain non-profit entity (to
be designated by the Council proposed by this bill) would receive certain non-competitive lucrative state
contracts while managing those low-wage workers in (generally) sheltered-workshop settings.
Here are some bullet points to illustrate how backwards this proposed bill is:
• These job "opportunities" for PwD would not create any meaningful skills training, job advancement,
retention or skill-training. Instead, H.97 defines the direct labor jobs available to PwD as not inclusive of
supervision, administrative, inspection positions:
"D. "direct labor" means all work directly relating to the provision of services, but not
work required for or relating to supervision, administration or inspection"
2. Chairman Khan and Chairman Barrett
November 19, 2013
Opposition to H.97 "An Act to promote employment for people with disabilities"
Page 2 of 5
•
Where it stipulates that the Council would...
"(8) ensure that the work provides opportunities for integration with nondisabled persons,
fair pay and adds value to the service provided."
... That language provides absolutely no guarantee that this direct labor will provide opportunities for
workers to acquire any competitive job skills- it's an empty promise. In fact, very few, if any, disabled or
nondisabled individuals acquire a competitive job skill through performing menial tasks in sheltered,
segregated, subminimum-wage work environments. Furthermore, such subminimum-wage jobs do not
receive the same protections as other American workers.1
• The Council membership includes 9 persons, of which 7 are described by qualifications and knowledge
associated with procurement and marketing of "community rehabilitation programs". The remaining two
are merely named as "two persons with disabilities." (Section IV(a)(4))
These are clearly token minority positions. Instead of being directly appointed by the Governor, they are
chosen by the Commonwealth's Procurement officer and two others appointed by the Governor.
Furthermore, members are not even offered any cost reimbursement for attending such meetings, so the
token disability members would not even be reimbursed for transportation, printing or other necessary
costs, which could certainly be a "handicap" to their regular attendance. Instead, H.97 stipulates:
D. Except for the regular pay of public employee members, council members shall serve without
compensation or cost reimbursement.
• The definition employed within this proposed bill of "persons with disabilities" is an archaic, stereotypical
concept. It doesn't even reference the Federal Rehabilitation Act definition accurately. H.97 says:
"F. "persons with disabilities" means persons who have a mental or physical impairment that
constitutes or results in a substantial impediment to employment as deemed by the federal
Rehabilitation Act of 1973..."
FACT: The Rehabiliation Act's definition of PwD does NOT define disabilities as a substantial impediment
to employment; rather, the Rehabilitation Act defines disability as any physical or mental impairment that
“substantially limits one or more major life activities.”
• H.97 is in direct opposition to the values expressed within Governor Patrick's E.O. Executive order
5262 (Feb. 2011), which states, " (Section 3.) All state agencies shall develop and implement affirmative
action and diversity plans to identify and eliminate discriminatory barriers in the workplace; remedy the
effects of past discriminatory practices; identify, recruit, hire, develop, promote, and retain employees who
are members of under-represented groups; and ensure diversity and equal opportunity in all facets, terms,
and conditions of state employment.
1
For more information on subminimum wage and supported employment, please read the National
Council on Disability 2012 Report and August 2013 findings:
http://www.ncd.gov/publications/2013/08012013/
2
ORDER REGARDING NON-DISCRIMINATION, DIVERSITY, EQUAL OPPORTUNITY, AND
AFFIRMATIVE ACTION at http://www.mass.gov/governor/docs/executive-orders/executiveorder526.pdf
3. Chairman Khan and Chairman Barrett
November 19, 2013
Opposition to H.97 "An Act to promote employment for people with disabilities"
Page 3 of 5
• Finally, there is currently a nationwide civil rights effort to repeal the set-up of such subminimumwage sheltered-workshop conditions for PwD. The effort is specifically to repeal Section 14(c) of the Fair
Labor Standards Act of 1938 (FLSA).
Section 14(c) of the FLSA has allowed entities holding what are called “special wage certificates” to
pay their disabled workers less than the federal minimum wage. These entities are almost always segregated
workplaces, sometimes called “sheltered workshops,” that employ workers with various disabilities,
including sensory, physical, and cognitive or developmental disabilities.
As of Oct. 17, 2013, there are currently 68 national civil rights organizations working to repeal Section
14(c) of the FLSA. For your conveinience, the listing of those organizations is included as page 4 of this
testimony.
In summary, please vote "Ought NOT TO PASS" on H. 97. This is a thoroughly backwards direction for the
Commonwealth of Massachusetts; instead, we should be working to phase out all sheltered workshops in
Massachusetts; and, at the same time, be examining whether impediments currently exist that may be
preventing the state's vocational rehabilitation settings from accomplishing their legally-mandated goals,
which are: to provide direct services to people with disabilities which help them to become qualified for
competitive, fair-wages employment in integrated settings. All Massachusetts residents deserve the
freedom- and dignity- to reach their fullest economic and social potentials. This bill promotes the very
opposite of dignity for PwD.
Thank you,
Sincerely,
Eileen Feldman
Eileen Feldman,
Somerville MA
Eileen Feldman, Somerville MA
4. Chairman Khan and Chairman Barrett
November 19, 2013
Opposition to H.97 "An Act to promote employment for people with disabilities"
Page 4 of 5
Nationwide civil rights groups supporting the repeal of Section 14(c) of the Fair Labor Standards Act:
ADAPT (formerly known as American Disabled
for Attendant Programs Today)
ADAPT Montana
AHEAD (Association on Higher Education And
Disability)
Alabama Institute for the Deaf and Blind (AIDB)
American Association of People with Disabilities
(AAPD)
American Council of the Blind (ACB)
APSE (formerly known as Association for Persons
in Supported Employment)
Association of Programs for Rural Independent
Living (APRIL)
Association on Higher Education and Disability
(AHEAD)
Autistic Self Advocacy Network (ASAN)
Autism Society of America
Bazelon Center for Mental Health Law
Best Buddies International, Inc.
Blind Industries and Services of Maryland (BISM)
Blindness: Learning In New Dimensions (BLIND),
Inc.
California State Council on Developmental
Disabilities
Center for People with Disabilities (CPWD)
Center for Self-Determination
Center for Social Capital
Center for the Human Rights of Users and
Survivors of Psychiatry (CHRUSP)
Center for the Visually Impaired (CVI), Atlanta
Chicago Lighthouse for People Who Are Blind or
Visually Impaired
Collaboration to Promote Self Determination
(CPSD)
Colorado APSE (formerly known as the Colorado
Association for Persons in Supported
Employment)
Colorado Center for the Blind
Colorado Cross-Disability Coalition (CCDC)
Community Link (formerly Employment Link)
Council of Parent Attorneys and Advocates
(COPAA)
Council of Schools for the Blind (COSB)
Council of State Administrators of Vocational
Rehabilitation
Disability Rights Education and Defense Fund
(DREDF)
disAbility Solutions for Independent Living, Inc.
Equal Rights Center (ERC)
Family Voices Colorado
Hearing Loss Association of America (HLAA)
Houston Center for Independent Living
Independent Living Resource Center San
Francisco
Institute for Educational Leadership (IEL)
Japanese American Citizens League
Jewish Guild for the Blind
Lighthouse for the Blind and Visually Impaired
Little People of America (LPA)
Louisiana Center for the Blind
National Association of the Deaf (NAD)
National Coalition for Mental Health Recovery
(NCMHR)
National Council of State Agencies for the Blind
(NCSAB)
National Council on Independent Living (NCIL)
National Disability Institute (NDI)
National Disability Leadership Alliance (NDLA)
National Disability Rights Network (NDRN)
National Down Syndrome Congress (NDSC)
National Down Syndrome Society (NDSS)
National Federation of the Blind (NFB)
National Fragile X Foundation (NFXF)
National Organization on Disability (NOD)
National Organization of Nurses with Disabilities
(NOND)
National Youth Leadership Network, Institute for
Community Inclusion at UMass Boston
New York Association on Independent Living
(NYAIL)
Not Dead Yet (NDY)
RISE Center for Independent Living
Self Advocates Becoming Empowered (SABE)
Service Employees International Union (SEIU)
TASH
Texas Advocates
Texas Association of Centers for Independent
Living (TACIL)
United Spinal Association
Xavier Society for the Blind
5. Chairman Khan and Chairman Barrett
November 19, 2013
Opposition to H.97 "An Act to promote employment for people with disabilities"
Page 5 of 5
cc:
Senate Vice Chair James T. Welch (James.Welch@masenate.gov )
House Vice Chair Marcos A. Devers (Marcos.Devers@mahouse.gov)
Sen. Sonia Chang-Diaz (Sonia.Chang-Diaz@masenate.gov)
Sen. John F. Keenan (John.Keenan@masenate.gov)
Sen. Linda Dorcena Forry (Linda.DorcenaForry@masenate.gov )
Sen. Robert L. Hedlund (Robert.Hedlund@masenate.gov )
Rep. Danielle W. Gregoire (Danielle.Gregoire@mahouse.gov )
Rep. Jonathan Hecht (Jonathan.Hecht@mahouse.gov )
Rep. Jason M. Lewis (Jason.Lewis@mahouse.gov )
Rep. Nick Collins (Nick.Collins@mahouse.gov )
Rep. Tricia Farley-Bouvier (Tricia.Farley-Bouvier@mahouse.gov )
Rep. Paul R. Heroux (Paul.Heroux@mahouse.gov )
Rep. Daniel Cullinane (Daniel.Cullinane@mahouse.gov )
Rep. Kimberly N. Ferguson (Kimberly.Ferguson@mahouse.gov )
Rep. Shaunna O'Connell (Shaunna.O'Connell@mahouse.gov )
Committee Counsel Lisa Rosenfeld (lisa.rosenfeld@mahouse.gov)
Somerville Rep. Denise Provost (Denise.Provost@mahouse.gov)