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Archive for July, 2017

Bass pro to pay $10.5 million to settle EEOC hiring discrimination and retaliation suit (July 2017)

Monday, July 31st, 2017

Outdoor Equipment Chain Discriminated in Hiring and Punished Employees for Complaining, Federal Agency Charged

HOUSTON – Springfield, Mo.-based Bass Pro Outdoor World, LLC, a leading retailer of fishing, camping, and hunting equipment and apparel, has agreed to pay $10.5 million and provide other significant relief to settle a hiring discrimination and retaliation lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today.

The nationwide agreement seeks to strengthen and improve Bass Pro’s hiring and recruiting practices of African-Americans and Hispanics, and resolves a pattern-or-practice lawsuit filed by the EEOC on Sept. 21, 2011. The EEOC’s suit charged that the company discriminated in hiring at its retail stores, unlawfully retaliated against employees who opposed practices they believed to be unlawful, and failed to adhere to federal record-keeping laws and regulations.

A central focus of the agreement is strengthening Bass Pro’s diversity efforts and its commitment to non-discriminatory hiring, including appointment of a director of diversity and inclusion, affirmative outreach efforts to increase diversity in its workforce, updated EEO policies and hiring practices, and annual EEO training for management and non-management employees.

“The EEOC is pleased to have reached what the agency believes to be a fair resolution,” said EEOC Deputy General Counsel James Lee. “We look forward to working with Bass Pro in implement­ing the consent decree.”

EEOC Houston District Office Regional Attorney Rudy Sustaita said, “The EEOC commends Bass Pro for its efforts in bringing the pending litigation to a conclusion, and for its commitment to hiring a diverse workforce.”

The EEOC is responsible for enforcing federal laws prohibiting employment discrimination. Further information about the EEOC is available on its website at www.eeoc.gov.

Executive Leadership Training Conference: Leadership Bootcamp: Training to Win Scheduled for August 2017

Monday, July 31st, 2017

TO HOLD EXECUTIVE LEADERSHIP TRAINING CONFERENCE AUG. 21-23 IN GETTYSBURG

WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) will hold its Executive Leadership Training Conference (ELTC) on Aug. 21-23 at the Wyndham Hotel in Gettysburg, Pa., the federal agency announced today. This year’s theme, “Leadership Bootcamp: Training to Win,” is designed to give participants skills to build successful teams that produce game-changing results within their organizations. Successful leaders create teams that have high engagement, more trust, and stronger relationships with team members and other stakeholders. To learn more about the ELTC or for registration and exhibitor information, visit us at http://eeocleadershipconference.com/default.asp.

The ELTC meets the professional development needs of senior leaders in the field of equal employment opportunity (EEO), human resources (HR) and diversity and inclusion (D&I). Training will address key leader­ship competencies; personal development and critically important topics vital to the success of current and future executives – particularly senior EEO officials for federal, state and local governments; private sector EEO executives; HR executives with responsibility for managing and implementing an EEO program; and those striving to attain senior-level positions.

“The ELTC is a cost-effective and modest investment in the executive leadership skills necessary to run a successful EEO program,” said Carlton M. Hadden, director of the EEOC’s Office of Federal Operations. “This training will directly address core leadership competencies, ensuring that EEO professionals have the executive training necessary to meet the challenges of our profession.”

The ELTC offers many learning opportunities throughout the three days. Day One begins with a senior executive panel which will address leadership challenges facing today’s managers, followed by a networking opportunity to engage in more interpersonal dialogue. Day Two includes remarks from leadership expert and former Navy Seal Chris Fussell, who is the author of “One Mission: How Leaders Build a Team of Teams,” followed by “In the Footsteps of Leaders,” which is an experiential training that is hosted by Gettysburg Foundation and gives participants an opportunity to hone their leadership skills. Day Three leadership trainings include Jack Bray of TrueNorth Wellness, discussing leadership and overall wellness; Paul Meshanko of Legacy Business Cultures, discussing agile leadership principles; Crystal Chisholm of Crayne Career Solutions, LLC, demonstrating how to use social media for leadership success; and Vanessa Phipps of Future Force Group, LLC, providing effective communicating strategies for leaders.

Registration is limited to the GS-14 level and above, as well as private sector equivalents.

The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.

Justice Department and Washington State Courts Partner to Ensure Access to State Court Services for Limited English Proficient Individuals (July 2017)

Saturday, July 29th, 2017

WASHINGTON – The Department of Justice (DOJ) announced today that the Washington State Supreme Court and the Washington State Court Administrator published a Model Language Access Plan (LAP) and accompanying Deskbook to assist its state courts in ensuring access for all limited English proficient (LEP) individuals to court services and programs. The LAP and Deskbook are the culmination of several years of collaboration between Washington State Courts and DOJ, through its Civil Rights Division and United States Attorney’s Office for the Western District of Washington, which provided technical and resource development assistance to the State.

Under Title VI of the Civil Rights Act of 1964 (Title VI), the Omnibus Crime Control and Safe Streets Act of 1968 (Safe Streets Act), and the regulations implementing these federal laws, all courts are required to provide language assistance services to all LEP individuals in civil and criminal court proceedings, and in all court-managed services and programs. The LAP and the Deskbook assist state courts in developing a written language access plan and creating or improving its language assistance services to meet federal civil rights obligations.

“We applaud the Chief Justice and the many contributing stakeholders for working collaboratively with us to ensure compliance with applicable civil rights laws that ensure that everyone – regardless of their national origin – is able to participate meaningfully, fully and fairly in all state court proceedings,” said United States Attorney for the Western District of Washington, Annette L. Hayes. “Providing effective language assistance services is essential to safeguarding the civil rights of court users and ensuring the integrity of our justice system and the rule of law.”
“Ensuring the integrity and fairness of court proceedings goes hand in hand with providing interpreters and other language assistance services,” said Acting Assistant Attorney General Thomas E. Wheeler II. “This joint effort demonstrates the Department of Justice and the Washington State Courts are committed to ensuring that court proceedings are administered as fairly and equitably as possible for individuals coming through the courthouse doors, regardless of national origin.”

The Justice Department’s initial engagement with the Washington State Courts began as a review of the King County Superior Court’s (KCSC) language assistance services program. In 2011 and 2012, the Justice Department received complaints from LEP individuals who alleged they did not receive interpreter services in KCSC civil cases. In response, DOJ opened a civil rights review to determine whether KCSC’s actions constituted national origin discrimination pursuant to Title VI, the Safe Streets Act, and their implementing regulations.

In early 2014, the KCSC agreed to provide language assistance services (including interpreter services) at no cost for LEP parties and persons in interest in court proceedings and operations, both civil and criminal. Until that time, KCSC had been providing these services without consideration of cost only in criminal cases. KCSC also agreed to provide DOJ information about the financial impact of extending its language services to civil cases. During that time, hundreds of additional LEP individuals received interpreter services in civil legal proceedings who otherwise may not have. In December 2015, KCSC agreed to continue to provide free language assistance services indefinitely. As a result, DOJ agreed to close its engagement with KCSC and, to replicate KCSC’s success, sought to work with the Washington State Administrative Office of the Courts, its Office of Court Innovation, and the Washington State Interpreter Commission, and its community partners, in developing the LAP and Deskbook for the Washington State Court system as a whole.

DOJ, through the Civil Rights Division and U.S. Attorney’s Offices, is responsible for investigating complaints of alleged violations of Title VI, as well as other federal laws, made against recipients of federal financial assistance from the Justice Department. When the Justice Department is unable to secure voluntary compliance with Title VI by a recipient, the Department has the authority to suspend or terminate financial assistance to a recipient provided by the Justice Department or to bring a civil suit to enforce the rights of the United States under applicable federal, state, or local law. The Justice Department also may provide technical and resource development assistance to recipients of federal financial assistance, as occurred here.

Both matters were handled by Assistant U.S. Attorneys J. Michael Diaz and Christina Fogg in the U.S. Attorney’s Office and Michael Mulé, Attorney in the Federal Coordination and Compliance Section (FCS) of the Civil Rights Division at the Justice Department.

For more information, click here.

OFCCP: Help Contractors with Outreach and Recruitment Ideas (July 2017)

Saturday, July 29th, 2017

Make the ERRD Work for Contractors and Job Seekers

We like to think of the Employment Referral Resource Directory (ERRD) as a robust database for federal contractors and job seekers. As an organization already listed in ERRD, OFCCP wants you to update your contact information if it is out of date so that employers with jobs can find you and, hopefully, their next great employee.

To update your existing information in ERRD, contact us by sending an e-mail message to OFCCP_ERRD@dol.gov, or by sending us a fax at (202) 693-1304.

Office of Disability Employment Policy News Brief (July 21, 2017)

Friday, July 21st, 2017

For more information, click here.

Reminder! CDE and JAN to Host July 27 Twitter Chat on ADA and Accommodations
Mark your calendar! In recognition of the 27th anniversary of the Americans with Disabilities Act (ADA), ODEP’s Campaign for Disability Employment (CDE) and Job Accommodation Network (JAN) are hosting a Twitter chat on July 27, 2:00-3:00 PM ET. Titled “#ADA27CDE – Celebrating 27 Years of the ADA: The Role of Accommodations in Workplace Inclusion,” the chat will feature special guest Tracie DeFreitas, a Lead Consultant at JAN. Don’t miss this chance to engage with Tracie and others in an online discussion about the basics of accommodations and the critical role they play in maximizing employee productivity and creating a disability-inclusive workplace culture. To participate in the conversation, please use the hashtag #ADA27CDE.

Guided Group Discovery: Paving the Way to Employment — Archived Webinar
Guided Group Discovery (GGD) is a universal design approach used within workforce development systems to enable youth and adults with disabilities, and others who face barriers to employment, to secure and maintain jobs. This archived webinar from the LEAD Center highlights materials that can be used to implement GGD through cross-system partnerships. Viewers also will hear about the many pilot projects in which GGD has been used, and hear from implementers from the public workforce system, their disability partners, someone who has benefitted from the process, and possible applications for youth and adults with disabilities, veterans and people involved in the justice system who are seeking employment.

Thinking Like an Octopus: A Dispatch from M-Enabling 2017
Reflecting on his participation in the recent M-Enabling Summit, Josh Christianson, project director for the Partnership on Employment & Accessible Technology (PEAT) posted a blog titled “Thinking Like an Octopus: A Dispatch from M-Enabling 2017.” In the blog he discussed the information and insights that he gathered at the conference, which focused on accessible technologies and environments for older adults and people with disabilities. “Each panel at this year’s event brimmed with passion and new perspectives on creating a culture of accessibility,” noted Christianson, who attended and presented at the conference along with other members of the PEAT staff.

EARN Enhances Section 501 InfoCenter
In recent months, the Employer Assistance and Resource Network on Disability Inclusion (EARN) has added several new resources to its Section 501 InfoCenter, which helps federal agencies understand the updates to regulations implementing Section 501 announced by the U.S. Equal Employment Opportunity Commission in January. Among the resources are three new guides: “Federal Agency Promising and Emerging Practices Facilitating Self-Identification of Disability,” “A Roadmap for Developing Effective Collaborations & Partnerships to Advance the Employment of Individuals with Disabilities in the Federal Sector,” and “Advancing & Retaining Federal Employees with Disabilities—The Case for Centralized Accommodation Programs & Funding.”

Addressing Requests for Sit/Stand Workstations — JAN Consultants’ Corner
The Job Accommodation Network (JAN) has published a new issue of its “Consultants’ Corner” feature, focusing on sit/stand workstations as a workplace accommodation. The article addresses questions that employers might have about how the Americans with Disabilities Act (ADA) could apply to requests for this type of accommodation, including matters related to the need for medical documentation.

One Way OFCCP Helps Contractors with Outreach and Recruitment Ideas (July 2017)

Friday, July 21st, 2017

What’s the purpose of the ERRD?

In keeping with our commitment to providing compliance assistance to federal contractors, OFCCP developed the Employment Referral Resource Directory (ERRD). This free contractor tool lists governmental and non-governmental (not-for-profit) organizations that have agreed to be recruitment and job referral resources for contractors seeking qualified job applicants.

Search the ERRD.

Make the ERRD Work for Contractors and Job Seekers

We like to think of the ERRD as a growing database. Therefore, OFCCP is inviting more organizations to participate in the ERRD so that we can continue to grow the directory and possibly help even more contractors with their hiring challenges. For organizations already listed in ERRD, OFCCP wants you to update your contact information so that employers with jobs can find you and, hopefully, their next great employee.

If you want to list your organization in the ERRD, just send us the name of your organization, address, a point of contact, and a brief description of your organization’s goals and activities. You may contact us by sending an e-mail message to OFCCP_ERRD@dol.gov, or by sending us a fax at (202) 693-1304. Any organization wanting to update its existing information in ERRD, should also contact us using the above email address and phone number.

Federal Court Enters Judgment in Favor Of EEOC In Suit Charging Equal Pay Act Violation

Monday, July 17th, 2017

Heritage Bank Violated Federal Law by Paying a Woman Less Than a Man, Federal Agency Alleged

ST. LOUIS - A Nebraska bank will pay $30,598 to a woman whom it unlawfully paid less than a man, pursuant to a federal court judgment in a pay discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today. The EEOC had charged Wood River, Neb.-based Heritage Bank with paying a female employee lower wages because of her sex. The judgment and order also require Heritage Bank to implement policy and procedural changes to prevent future discrimination.

Christine Schwieger started working for Heritage Bank in 2010. From 2010 to 2013, Heritage Bank paid Schwieger and another woman, in the same insurance sales position, the same base salary, $30,000. In 2014, when the other woman quit and was replaced by a man, Heritage Bank paid him $40,000. Despite Schwieger’s complaint about the pay inequity, Heritage Bank did nothing, the EEOC charged.

Such alleged conduct violates the Equal Pay Act of 1963 (EPA), which prohibits companies from paying women less than men for a job requiring the same skill, effort, and responsibility, performed under similar working conditions. The EEOC filed suit in June (Equal Employment Opportunity Commission v. Heritage Bank, Civil Action No. 4:17-cv-03068) in U.S. District Court for the U.S. District Court for the District of Nebraska.

The judgment and order from U.S. Magistrate Judge Michael D. Nelson awards Schwieger $30,598. It also requires Heritage Bank to implement policies to prevent future EPA violations, requires annual anti-discrimination training, and mandates semi-annual reporting to the EEOC.

“Although the Equal Pay Act is now over 50 years old, we know that women are not always paid the same as men for doing equal work,” said EEOC St. Louis District Director James R. Neely, Jr. “Employers need to know that equal pay is not only the law, it is also a top priority for the EEOC.”

Andrea G. Baran, the EEOC’s regional attorney in St. Louis, added, “As this case against Heritage Bank demonstrates, the EEOC will thoroughly investigate and enforce this robust and important federal law. We encourage employees who believe that they are paid less than members of the opposite sex for equal work to do as Ms. Schwieger did and file a complaint with the EEOC.”

Compensation discrimination is one of six national enforcement priorities highlighted in the EEOC’s Strategic Enforcement Plan, accessible at https://www.eeoc.gov/eeoc/plan/sep-2017.cfm.

The EEOC is responsible for enforcing federal laws prohibiting employment discrimination. The St. Louis District Office oversees Missouri, Kansas, Nebraska, Oklahoma, and a portion of southern Illinois.

The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov.

U.S. Department of Justice Weekly Digest Bulletin (July 2017)

Monday, July 17th, 2017

The Justice Department filed a sexual harassment lawsuit against owner and seller, who rents, sells, and finances homes in Wilkes County, North Carolina. The lawsuit alleges that the defendant sexually harassed actual and prospective female residents and borrowers in violation of the Fair Housing Act and the Equal Credit Opportunity Act.

The Justice Department reached a settlement with the owners and former managers of more than 70 residential rental properties in the Morgantown, West Virginia area. The settlement resolves allegations that one defendant, while serving as the manager of these properties, sexually harassed female tenants and prospective tenants, in violation of the Fair Housing Act. Under the settlement, the defendants have agreed to pay a total of $600,000 in monetary damages and civil penalties, and the defendant intends to transfer his ownership of these properties and to relinquish his role in managing them.

The Justice Department reached a settlement agreement with J & R Associates, the owner and operator of the Royal Park Apartments, a 224-unit multi-family housing complex in North Attleboro, Massachusetts. The settlement resolves allegations that J & R Associates discriminated against tenants of South Asian descent in violation of the Fair Housing Act, which prohibits housing discrimination on the basis of race and national origin.

The Justice Department reached a settlement with COPOCO Community Credit Union, based in Bay City, Michigan, to resolve allegations that it illegally repossessed four servicemembers’ vehicles. The department’s lawsuit, filed July 26, 2016, alleged that COPOCO violated the Servicemembers Civil Relief Act (SCRA) by repossessing cars owned by protected servicemembers without first obtaining the required court orders. Under the agreement, COPOCO must change its policies and compensate four servicemembers whose cars COPOCO unlawfully repossessed.

A Mississippi correctional officer was sentenced to 18 months in prison and one (1) year of supervised release for leading the cover-up after an inmate was severely beaten at the state’s Parchman Prison. Three other officers have already been sentenced for the March 9, 2014, incident, in which an officer punched and kicked the victim while he lay nonresistant on the ground. The victim was temporarily blinded by the attack and suffered severe blood loss, a broken orbital bone, and permanent partial vision loss.

The Justice Department reached an agreement with Sellari’s Enterprises, Inc. (Sellari’s), a company that provides staffing services in Orlando, Florida. The agreement resolves the department’s investigation into whether Sellari’s violated the Immigration and Nationality Act (INA) by discriminating against work-authorized immigrants when verifying their work authorization.

A former Arizona prison transport officer was indicted for sexual assault and threatening the victim with a firearm. The jury returned a three-count indictment against the defendant for crimes related to his sexual assaults of a female in his custody, and using his firearm in furtherance of these assaults.

A former Kansas highway patrol trooper was indicted for violating an individual’s civil rights by using excessive force. The indictment alleges that the defendant, while acting under color of law as a trooper, used excessive force resulting in bodily injury and punishment against the victim.

The Justice Department reached a settlement agreement with Panda Restaurant Group, Inc. (Panda Express), a restaurant chain with over 1,800 locations in the United States. The agreement resolves the department’s investigation into whether Panda Express discriminated against non-U.S. citizens in violation of the Immigration and Nationality Act (INA) when reverifying their permission to work.

A Texas man was charged with a three-count superseding indictment, for allegedly burning the Victoria Islamic Center on January 28, 2017. The United States originally arrested and charged the defendant in connection with an attempt to blow up a car with a destructive device. At a detention hearing held the following week, the court heard evidence linking the defendant to a January 22, 2017, burglary of the Victoria Islamic Center as well as a January 28, 2017, burglary and arson of the same mosque.

The Justice Department reached a settlement agreement with the State of New York to resolve claims it failed to provide voter registration opportunities required by Section 5 of the National Voter Registration Act of 1993 (NVRA). Under the terms of the settlement, New York will fully integrate a voter registration opportunity into all applications for a driver’s license and other identification documents, including in-person and online renewal applications.

A Florida man was indicted by a federal grand jury on a hate crime charge for making telephonic threat to shoot congregants at the Islamic Center of Greater Miami. The defendant is alleged to have left a profanity laden message against Islam, the prophet Mohammed, and the Koran, during which he threatened to shoot mosque members.

A former Mississippi corrections officer was sentenced to 50 weekends in prison, five years probation and 150 hours of community service for severely beating an inmate at the state’s Parchman Prison. The defendant, admitted at his guilty plea in February that he repeatedly punched and kicked the victim while he lay nonresistant on the ground. The victim was temporarily blinded by the attack and suffered severe blood loss, a broken orbital bone, and permanent partial vision loss after the March 9, 2014, incident.

A Tennessee man was sentenced to 235 months in prison for soliciting another person to violate federal civil rights laws by burning down a mosque in Islamberg, a hamlet outside Hancock, New York. The defendant also was found guilty of soliciting another person to commit arson.

On June 29, the Hate Crimes Subcommittee of the Attorney General’s Task Force on Crime Reduction and Public Safety [click here] hosted a summit on hate crimes, bringing in diverse communities and civil rights organizations to discuss ways to improve hate crime enforcement, including training of law enforcement personnel, data collection, outreach to affected communities, and other areas.

For more information, go to www.justice.gov.

Justice Department Settles Immigration-Related Discrimination Claim Against Panda Express

Monday, July 17th, 2017

The Justice Department announced today that it reached a settlement agreement with Panda Restaurant Group, Inc. (Panda Express), a restaurant chain with over 1,800 locations in the United States. The agreement resolves the department’s investigation into whether Panda Express discriminated against non-U.S. citizens in violation of the Immigration and Nationality Act (INA) when reverifying their permission to work.

The department’s investigation concluded that Panda Express unnecessarily required lawful permanent resident workers to re-establish their work authorization when their Permanent Resident Cards expired, while not making similar requests to U.S. citizen workers when their documents expired. The investigation also revealed that Panda Express routinely required other non-U.S. citizen workers to produce immigration documents to reverify their ongoing work authorization despite evidence they had already provided sufficient documentation. The antidiscrimination provision of the INA prohibits such requests for documents when based on an employee’s citizenship status or national origin.

Under the settlement, Panda Express will pay a civil penalty of $400,000 to the United States, establish a $200,000 back pay fund to compensate workers who lost wages due to the company’s practices, train its human resources personnel on the requirements of the INA’s anti-discrimination provision, and be subject to departmental monitoring and reporting requirements.

“Employers should ensure that their reverification practices comply with laws that protect workers against discrimination,” said Acting Assistant Attorney General Tom Wheeler of the Civil Rights Division. “The Justice Department applauds Panda Express for its cooperation during this investigation and its commitment to compensating workers who may have lost wages due to its documentary practices.”

Work-authorized, non-U.S. citizens who lost work at Panda Express between May 31, 2014, and June 28, 2017, due to Panda Express’ documentary practices may be eligible for back pay for the wages they would have earned. For more information, email IER.PEclaims@usdoj.gov.

The division’s Immigrant and Employee Rights Section (IER), formerly known as the Office of Special Counsel for Immigration-Related Unfair Employment Practices, is responsible for enforcing the anti-discrimination provision of the INA. The statute prohibits, among other things, citizenship, immigration status, and national origin discrimination in hiring, firing, or recruitment or referral for a fee; unfair documentary practices; retaliation and intimidation.

For more information about protections against employment discrimination under immigration laws, call IER’s worker hotline at 1-800-255-7688 (1-800-237-2515, TTY for hearing impaired); call IER’s employer hotline at 1-800-255-8155 (1-800-237-2515, TTY for hearing impaired); sign up for a free webinar; email IER@usdoj.gov (link sends e-mail); or visit IER’s English and Spanish websites.

Applicants or workers who believe they were subjected to different documentary requirements based on their citizenship, immigration status, or national origin; or discrimination based on their citizenship, immigration status, or national origin in hiring, firing, or recruitment or referral, should contact IER’s worker hotline for assistance.

For more information, go to www.justice.gov.

Office of Disability Employment Policy News Brief (July 14, 2017)

Friday, July 14th, 2017

Ticket to Work and Reasonable Accommodations: Support on Your Journey to Employment — WISE Webinar — July 19, 3:00-4:30 PM ET
The Job Accommodation Network (JAN) will be the featured guest on the next National Work Incentives Seminar Event (WISE) webinar for those age 18 through 64 who receive Social Security Disability benefits. Topics will include reasonable accommodations and how to ask for them, disability disclosure, and Ticket to Work and Work Incentives programs. Register for this event online or by calling 1-866-968-7842 or 1-866-833-2967 (TTY). The webinar will be held on July 19, 3:00-4:30 PM ET.

CDE and JAN to Host July 27 Twitter Chat on ADA and Accommodations
Mark your calendar! In recognition of the 27th anniversary of the Americans with Disabilities Act (ADA), ODEP’s Campaign for Disability Employment (CDE) and Job Accommodation Network (JAN) are hosting a Twitter chat on July 27, 2:00-3:00 PM ET. Titled “#ADA27CDE — Celebrating 27 Years of the ADA: The Role of Accommodations in Workplace Inclusion,” the chat will feature special guest Tracie DeFreitas, a Lead Consultant at JAN. Don’t miss this chance to engage with Tracie and others in an online discussion about the basics of accommodations and the critical role they play in maximizing employee productivity and creating a disability-inclusive workplace culture. To participate in the conversation, please use the hashtag #ADA27CDE.

Workforce Recruitment Program Seeks Federal Employees to Recruit Students with Disabilities
The Workforce Recruitment Program (WRP) is a recruitment and referral program that connects federal and private sector employers nationwide with highly motivated college students and recent graduates with disabilities who are eager to prove their abilities in the workplace through summer or permanent jobs. The WRP is the primary pipeline bringing students and recent graduates with disabilities into federal employment. Volunteers are needed to act as WRP recruiters for the upcoming recruitment season, which runs from October 30 through November 20, 2017. Recruiters must be federal employees who can commit to conducting at least 10 30-minute phone interviews with students from across the country, and evaluating each student candidate in writing. The required recruiter training is conducted online and can be completed in about 90 minutes. Registration is open until August 1.

Latest EARN Newsletter Now Available
The Employer Assistance and Resource Network on Disability Inclusion (EARN) has issued its June 28 newsletter. It highlights EARN’s participation in the SHRM and DirectEmployers Association conferences, the SEED Kentucky Task Force, upcoming web events and more.

LEAD Creates Resources on the ABLE Act and Employment
In an article titled “LEAD Focuses on the Connection between the ABLE Act and Employment,” the LEAD Center discusses the array of resources it has created in recent months to educate disability-related stakeholders on the role that ABLE accounts can play in helping individuals achieve competitive integrated employment. The available tools include a policy brief outlining the provisions of the ABLE Act, a webinar presented in collaboration with the ABLE National Resource Center, and a national online dialogue that gathered input from around the country on the potential of the ABLE Act to support employment and financial self-sufficiency.