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Per the ADA, employers with 15 or more employees must engage in an interactive process to determine if an employee’s condition qualifies as a disability before taking adverse action.
This includes ability discrimination in admissions. Individuals designated with a disability by a medical professional, legally recognized with a disability [18] [23] [26] and deemed otherwise qualified are entitled to equal treatment and reasonable accommodations in both educational and employment related activities.
In the past, employment options for people with ID have been limited to supported employment and sheltered workshops. [5] Going to college is often connected with getting well paying jobs and higher employment rates. This premise applies to students with disabilities including those with ID. [8]
someone who can interpret the educational implications of the child's evaluation, such as a school psychologist; any related service personnel deemed appropriate or necessary; and an administrator or CSE (Committee of Special Education) representative who has adequate knowledge of the availability of services in the district and the authority ...
Supported employment was developed in the United States in the 1970s as part of both vocational rehabilitation (VR) services (e.g., NYS Office of Vocational Services, 1978) and the advocacy for long term services and supports (LTSS) for individuals with significant disabilities in competitive job placements in integrated settings (e.g., businesses, offices, manufacturing facilities).
Section 504 of the Rehabilitation Act of 1973 states (in part): . No otherwise qualified individual with a disability in the United States, as defined in section 705(20) of this title, shall, solely by reason of her or his disability, be excluded from the participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving federal financial ...