The most recent data on the labor force participation rate of individuals who identify as being blind or having vision loss in the United States indicate it is approximately 44%. In 2014, the Office of Federal Contract Compliance Programs promulgated regulations pertaining to Section 503 of the Rehabilitation Act of 1973 to address the continued…

While conversations around the inclusion of individuals with disabilities often focus on the educational rights and needs of children with disabilities during their school years, there is a growing recognition that the period of transition from secondary school to adult roles is a critical time in the lives of individuals with disabilities. For…

In 1990, Congress enacted the Americans with Disabilities Act as a comprehensive mandate to eliminate discrimination against individuals with disabilities. The ADA's primary intent was to extend the protection of Section 504 of the Rehabilitation Act of 1973. The major difference between the two laws is that Section 504 applies to programs that…

Reasons why discrimination against qualified handicapped individuals persists include fears that their problems are insurmountable in the workplace and a lack of awareness of their rights under the Rehabilitation Act (1973) and their support systems. Includes sources of information on employing the handicapped. (JOW)

Considers sections 503 and 504 of the Rehabilitation Act of 1973, focusing on (1) who is covered, (2) the line between nondiscrimination and affirmative action, and (3) elements of an affirmative action program for handicapped persons. (GC)

The 1973 Act, which purports to promote employment opportunities for the handicapped, is reviewed and the enforcement procedure is described. The right of an individually aggrieved handicapped person to sue in Federal court ("private cause of action") is discussed in terms of the 1978 amendment. (EB)

The Assistant Secretary of Labor for Employment Standards discusses Section 503 of the Rehabilitation Act of 1973 which requires federal contractors to take affirmative action to hire and promote qualified physically and mentally handicapped persons. Includes information on how an employer takes affirmative action, enforcement, and penalties. (JT)

Federal and state provisions designed to ensure equal opportunity for the handicapped are not capable of fulfilling that purpose. These provisions are pregnant with exceptions, exclusions, and limitations. Only by amending the Civil Rights Act can the handicapped be guaranteed equal opportunity. Available from Akron Law Review, School of Law,…

This study was developed in response to the dearth of knowledge about the lives and views of women with severe work disabilities (SWDs). This study is significant in that qualitative approaches to investigation combined with a feminist standpoint methodology (Alcoff & Potter, 1993; Riger, 1992) and a strengths-based approach to interviewing…

Analyzes briefly some of the compliance standards of the Americans with Disabilities Act of 1990 (ADA), using the evolution of disability discrimination law under the Rehabilitation Act of 1973 as a guide. Concludes that the ADA's compliance standards are more vaguely worded than the earlier legislation, possibly opening the door to a wave of…

The author presents guidelines for federal contractors in complying with the Rehabilitation Act of 1973, in view of stepped-up government enforcement activities. She describes provisions of the Act, some complaints filed under its affirmative action section, and personnel practices that contractors may use for creative compliance with federal law.…

Over the past 3 to 4 years, Cornell University has been involved in research to explore how disability discrimination legislation impacts employer policies and practices regarding hiring, retaining, and accommodating applicants and employees with disabilities. The purpose of this paper is to describe the process by which Cornell conducted this…

Reviews legislative history concerning handicapped employees, discusses the impact of pending legislation, and answers questions posed by potential employers in the private sector concerning handicapped employees' job performance, absenteeism, turnover, work relations with other workers, and insurance and accessibility costs. (MLF)

Analyzes existing legislation, regulations, and case law interpreting statutory mandates to provide a survey of the current status of employment rights for the handicapped. Suggests an administrative framework to alleviate weaknesses in existing governmental programs. Available from Marshall-Wythe School of Law of the College of William and Mary,…

This article delineates legal protections prohibiting employment discrimination of individuals with learning disabilities. The Rehabilitation Act of 1973 (Title V) and Americans with Disabilities Act (Title I) are described, fundamental concepts are discussed, and strategies are presented for ensuring that these laws are relied upon appropriately…