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dc.contributor.authorOffice of Disability Employment Policy
dc.date.accessioned2020-11-18T18:12:45Z
dc.date.available2020-11-18T18:12:45Z
dc.date.issued2007-07-01
dc.identifier.other547741
dc.identifier.urihttps://hdl.handle.net/1813/76655
dc.description.abstract[Excerpt] When you leave school and enter the workforce, many aspects of your life change. Among the many differences, is the requirement to share information about your disability if you want your employer to provide you with reasonable accommodations. In school if you had an individualized education program (IEP), as required under the Individuals with Disabilities Education Act (IDEA), information about your disability and the accommodations you needed followed you from grade to grade. When you enter the workforce, the IDEA no longer applies to you. Instead, the Americans with Disabilities Act (ADA) and the Rehabilitation Act protect you from disability-related discrimination and provide for meaningful access. The laws require that qualified applicants and employees with disabilities be provided with reasonable accommodations. Yet, in order to benefit from the ADA and the Rehabilitation Act, you must disclose your disability. An employer is only required to provide work-related accommodations if you disclose your disability to the appropriate individuals.
dc.language.isoen_US
dc.subjectdisability
dc.subjectdisabled youth
dc.subjectemployment
dc.subjectdisclosure
dc.titleYouth, Disclosure, and the Workplace Why, When, What, and How
dc.typearticle
dc.description.legacydownloadsYouth_Disclosure_and_the_workplace_Why_When_What_and_How.pdf: 94 downloads, before Oct. 1, 2020.


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