The mission of Hire Disability Solutions is to give all that want a chance to succeed, the opportunity to succeed. Hire Disability Solutions was founded in response to the increasing demand for services for individuals with disabilities. Additionally, we aim to promote inclusion into the mainstream employment world. Since its inception in 2004, Hire Disability Solutions has established itself as a national leader in protecting and enhancing employment opportunities for individuals with disabilities. Through its educational campaigns surrounding employment law, education opportunities, and assistive technology, the company facilitates the success of individuals with disabilities and employers alike.
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Related Keywords
- Employee
- Employee with a Disability
- Employer
- Employment
- Employment Testing
- Individual with a Disability
- Job Application
- Job Interview
- Job Recruitment
- Job Restructuring
- Job Task
- Job Training
- Pre-employment
Related Section Numbers
- 28 CFR Part 35 Nondiscrimination on the Basis of Disability in State and Local Government Services (2010 ADA Title II Regulations with amendments issued through Aug. 2016), (1)
- Americans with Disabilities Act (ADA) of 1990 (with amendments issued through 2008), (3)
- 28 CFR Part 35 Nondiscrimination on the Basis of Disability in State and Local Government Services (1991 ADA Title II Regulations), (1)
- Title I Technical Assistance Manual, (26)
- Employment Practices Regulated by Title I of the ADA
- Pre-employment Inquiries and Medical Examinations
- Accommodations to Ensure Equal Benefits of Employment
- When is an Employer Obligated to Make a Reasonable Accommodation?
- V. NONDISCRIMINATION IN THE HIRING PROCESS: RECRUITMENT; APPLICATIONS; PRE-EMPLOYMENT INQUIRIES; TESTING
- 5.3 Employment Agencies
- 5.5 Pre-Employment Inquiries
- Pre-Employment, Pre-Offer
- Pre-Employment, Post-Offer
- Employee Medical Examinations and Inquiries
- 6.3 Examinations and Inquiries Before Employment
- 6.6 Employee Medical Examinations and Inquiries
- When an employee is having difficulty performing his or her job effectively
- When An Employee Becomes Disabled
- VII. NONDISCRIMINATION IN OTHER EMPLOYMENT PRACTICES
- 7.3 Nondiscrimination in all Employment Practices
- 7.9 Health Insurance and Other Employee Benefit Plans
- 7.12 Nondiscrimination in Other Benefits and Privileges of Employment
- 8.8 Pre-Employment Inquiries About Drug and Alcohol Use
- 9.3 What Can an Employer Do to Avoid Increased Workers' Compensation Costs and Comply With the ADA?
- Steps the Employer May Take
- 9.4 What Can an Employer Do When a Worker is Injured on the Job?
- 9.5 Do the ADA's Pre-Employment Inquiry and Confidentiality Restrictions Prevent an Employer from Filing Second Injury Fund Claims?
- 9.8 What if an Employee Provides False Information About his/her Health or Physical Condition?
- When do the ADA's employment enforcement provisions become effective?
- Can an individual file a lawsuit against an employer?
- Title II Technical Assistance Manual, (1)
- Employers' Guide to Including Employees with Disabilities in Emergency Evacuation Plans, (1)
- Questions and Answers: Enforcement Guidance on Disability-Related Inquiries and Medical Examinations of Employees Under the ADA, (1)
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