This program is designed to develop new types of training programs for rehabilitation personnel and to demonstrate the effectiveness of these new types of training programs for rehabilitation personnel in providing rehabilitation services to individuals with disabilities; develop new and improved methods of training rehabilitation personnel so that there may be a more effective delivery of rehabilitation services to individuals with disabilities.
Telecommuting is the new reality for many U.S. employees. Many are saying they want to continue working from home when the threat of COVID-19 has passed, even as companies grapple with how - and when - to safely return people to the workplace.
The pandemic forced everyone to adopt new technology and rethink their jobs, spurring our economy to lean into independent work. - Humans normally respond to big unforeseen shocks in one of two ways: either they recoil from risk-taking as we saw after the Great Depression, leading to the creation of the modern welfare state and a generation that feared the stock market; or they accept that risk is part of life and learn to embrace it - as they did in the Roaring Twenties after the 1918 flu and 1920 recession. So far it looks like we’re going with the 1920s - at least from an economic risk perspective. Entrepreneurship rates are up.
Dealing with requests for telework as an accommodation - According to the Equal Employment Opportunity Commission (EEOC), telework has long been considered a form of reasonable accommodation under the Americans with Disabilities Act (ADA). While the EEOC provides useful guidance about telework as an accommodation, the pandemic has created a multitude of new telework issues for employers to consider. For employers who are looking for guidance on how to address these issues, the Job Accommodation Network (JAN) offers the following practical suggestions.