more quota-like for the first time in some sense,” says L. Scott Lissner, ADA Coordinator and 504 Compliance Officer, The Ohio State for this was not an University. “The original proposal aspirational goal, but a more solid requirement.” Photo Caption: L. Scott Lissner is pictured in photo. In the final rule, a seven percent disability hiring and retention rate across all levels is indeed at the status of aspirational goal. But Lissner explains that like many other government aims, these words have a punch. is a reporting target. There will be some “It requirements to collect data, produce it, demonstrate that you’re making reasonable efforts to recruit qualified people with disabilities, and that your hiring practices are across the board, not all entry level or all a particular class of to jobs.” According Lissner, to collect data for three years, and if “They’re going we’re not reasonably denting the problem, there will be ‘non-aspirational targets.’” Starting in March 2014, disability questions will become a new category as part of annual reporting, applying to contractors with a federal contract or subcontract of $50,000 or more and 50 or more employees. Said contractors must document and update several quantitative comparisons for the number of people with disabilities who apply for jobs and how many they hire. As the government sees it, having this data will assist contractors in measuring the effectiveness of their disability outreach and recruitment efforts, as well as providing hard data not previously available on the disability employment picture. Both current employees and applicants will be asked for voluntary disability disclosure. Employees will receive disclosure requests
more quota-like for the first time in some sense,” says L. Scott Lissner, ADA Coordinator and 504 Compliance Officer, The Ohio State University. “The original proposal for this was not an aspirational goal, but a more solid requirement.” Photo Caption: L. Scott Lissner is pictured in photo. In the final rule, a seven percent disability hiring and retention rate across all levels is indeed at the status of aspirational goal. But Lissner explains that like many other government aims, these words have a punch. “It is a reporting target. There will be some requirements to collect data, produce it, demonstrate that you’re making reasonable efforts to recruit qualified people with disabilities, and that your hiring practices are across the board, not all entry level or all a particular class of jobs.” According to Lissner, “They’re going to collect data for three years, and if we’re not reasonably denting the problem, there will be ‘non-aspirational targets.’” Starting in March 2014, disability questions will become a new category as part of annual reporting, applying to contractors with a federal contract or subcontract of $50,000 or more and 50 or more employees. Said contractors must document and update several quantitative comparisons for the number of people with disabilities who apply for jobs and how many they hire. As the government sees it, having this data will assist contractors in measuring the effectiveness of their disability outreach and recruitment efforts, as well as providing hard data not previously available on the disability employment picture. Both current employees and applicants will be asked for voluntary disability disclosure. Employees will receive disclosure requests
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