[Nfbf-l] Fw: [fcb-l] Fw: [acb-l] FW: White House Issues Executive Order forFederalDisability Employment

Wed Jul 28 23:33:57 UTC 2010

----- Original Message ----- 
From: "davidw" <dwermuth1 at earthlink.net>
To: "NFB of Florida Listserv" <nfbf-l at nfbnet.org>
Cc: <fcb-l at acb.org>
Sent: Wednesday, July 28, 2010 7:17 PM
Subject: [fcb-l] Fw: [acb-l] FW: White House Issues Executive Order 
forFederalDisability Employment


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> David Wermuth
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> ----- Original Message ----- 
> From: "Baracco, Andrew W" <Andrew.Baracco at va.gov>
> To: <acb-l at acb.org>
> Cc: "Discussion list for ACB human service professionals" 
> <acb-hsp at acb.org>
> Sent: Wednesday, July 28, 2010 2:06 PM
> Subject: [acb-l] FW: White House Issues Executive Order for 
> FederalDisability Employment
>
>
>>
>> The White House
>> Office of the Press Secretary
>> For Immediate Release
>> July 26, 2010
>>
>> Executive Order - Increasing Federal Employment of Individuals with
>> Disabilities By the authority vested in me as President by the
>> Constitution and the laws of the United States of America, and in order
>> to establish the Federal Government as a model employer of individuals
>> with disabilities, it is hereby ordered as follows:
>>
>> Section 1. Policy. Approximately 54 million Americans are living with a
>> disability. The Federal Government has an important interest in reducing
>> discrimination against Americans living with a disability, in
>> eliminating the stigma associated with disability, and in encouraging
>> Americans with disabilities to seek employment in the Federal workforce.
>> Yet Americans with disabilities have an employment rate far lower than
>> that of Americans without disabilities, and they are underrepresented in
>> the Federal workforce. Individuals with disabilities currently represent
>> just over 5 percent of the nearly 2.5 million people in the Federal
>> workforce, and individuals with targeted disabilities (as defined below)
>> currently represent less than 1 percent of that workforce.
>>
>> On July 26, 2000, in the final year of his administration, President
>> Clinton signed Executive Order 13163, calling for an additional 100,000
>> individuals with disabilities to be employed by the Federal Government
>> over 5 years. Yet few steps were taken to implement that Executive Order
>> in subsequent years.
>>
>> As the Nation's largest employer, the Federal Government must become a
>> model for the employment of individuals with disabilities. Executive
>> departments and agencies (agencies) must improve their efforts to employ
>> workers with disabilities through increased recruitment, hiring, and
>> retention of these individuals. My Administration is committed to
>> increasing the number of individuals with disabilities in the Federal
>> workforce through compliance with Executive Order 13163 and achievement
>> of the goals set forth therein over 5 years, including specific goals
>> for hiring individuals with targeted disabilities.
>>
>> Sec. 2. Recruitment and Hiring of Individuals with Disabilities. (a)
>> Within 60 days of the date of this order, the Director of the Office of
>> Personnel Management, in consultation with the Secretary of Labor, the
>> Chair of the Equal Employment Opportunity Commission, and the Director
>> of the Office of Management and Budget, shall design model recruitment
>> and hiring strategies for agencies seeking to increase their employment
>> of people with disabilities and develop mandatory training programs for
>> both human resources personnel and hiring managers on the employment of
>> individuals with disabilities.
>>
>> (b) Within 120 days of the date the Office of Personnel Management sets
>> forth strategies and programs required under subsection (a), each agency
>> shall develop an agency specific plan for promoting employment
>> opportunities for individuals with disabilities. The plan shall be
>> developed in consultation with and, as appropriate, subject to approval
>> by the Director of the Office of Personnel Management and the Director
>> of the Office of Management and Budget, and shall, consistent with law,
>> include performance targets and numerical goals for employment of
>> individuals with disabilities and sub goals for employment of
>> individuals with targeted disabilities.
>>
>> (c) Each agency shall designate a senior-level agency official to be
>> accountable for enhancing employment opportunities for individuals with
>> disabilities and individuals with targeted disabilities within the
>> agency, consistent with law, and for meeting the goals of this order.
>> This official, among other things, shall be accountable for developing
>> and implementing the agency's plan under subsection (b), creating
>> recruitment and training programs for employment of individuals with
>> disabilities and targeted disabilities, and coordinating employment
>> counseling to help match the career aspirations of individuals with
>> disabilities to the needs of the agency.
>>
>> (d) In implementing their plans, agencies, to the extent permitted by
>> law, shall increase utilization of the Federal Government's Schedule A
>> excepted service hiring authority for persons with disabilities and
>> increase participation of individuals with disabilities in internships,
>> fellowships, and training and mentoring programs.
>>
>> (e) The Office of Personnel Management shall assist agencies with the
>> implementation of their plans. The Director of the Office of Personnel
>> Management, in consultation with the Director of the Office of
>> Management and Budget, shall implement a system for reporting regularly
>> to the President, the heads of agencies, and the public on agencies'
>> progress in implementing their plans and the objectives of this order.
>> The Office of Personnel Management, to the extent permitted by law,
>> shall compile and post on its website Government wide statistics on the
>> hiring of individuals with disabilities.
>>
>> Sec. 3. Increasing Agencies' Retention and Return to Work of Individuals
>> with Disabilities. (a) The Director of the Office of Personnel
>> Management, in consultation with the Secretary of Labor and the Chair of
>> the Equal Employment Opportunity Commission, shall identify and assist
>> agencies in implementing strategies for retaining Federal workers with
>> disabilities in Federal employment including, but not limited to,
>> training, the use of centralized funds to provide reasonable
>> accommodations, increasing access to appropriate accessible
>> technologies, and ensuring the accessibility of physical and virtual
>> workspaces.
>>
>> (b) Agencies shall make special efforts, to the extent permitted by law,
>> to ensure the retention of those who are injured on the job. Agencies
>> shall work to improve, expand, and increase successful return to work
>> outcomes for those of their employees who sustain work-related injuries
>> and illnesses, as defined under the Federal Employees' Compensation Act
>> (FECA), by increasing the availability of job accommodations and light
>> or limited duty jobs, removing disincentives for FECA claimants to
>> return to work, and taking other appropriate measures. The Secretary of
>> Labor, in consultation with the Director of the Office of Personnel
>> Management, shall pursue innovative re employment strategies and develop
>> policies, procedures, and structures that foster improved return to work
>> outcomes, including by pursuing overall reform of the FECA system. The
>> Secretary of Labor shall also propose specific outcome measures and
>> targets by which each agency's progress in carrying out return to work
>> and FECA claims processing efforts can be assessed.
>>
>> Sec. 4. Definitions. (a) "Disability" shall be defined as set forth in
>> the ADA Amendments Act of 2008.
>> (b) "Targeted disability" shall be defined as set forth on the form for
>> self identification of disability, Standard Form 256 (SF 256), issued by
>> the Office of Personnel Management, or any replacements, updates, or
>> revisions thereto.
>>
>> (c) Not less than 1 year after the date of this order and in
>> consultation with the Equal Employment Opportunity Commission, the
>> Department of Labor, and the Office of Management and Budget, the Office
>> of Personnel Management shall review the effectiveness of the definition
>> of targeted disability set forth in SF 256 and replace, update, or
>> revise it as appropriate.
>>
>> Sec. 5. General Provisions. (a) Nothing in this order shall be construed
>> to impair or otherwise affect:
>> (i) authority granted by law to a department or agency, or the head
>> thereof; or
>> (ii) functions of the Director of the Office of Management and Budget
>> relating to budgetary, administrative, or legislative proposals.
>>
>> (b) This order shall be implemented consistent with applicable law and
>> subject to the availability of appropriations, and shall not be
>> construed to require any Federal employee to disclose disability status
>> involuntarily.
>>
>> (c) This order is not intended to, and does not, create any right or
>> benefit, substantive or procedural, enforceable at law or in equity by
>> any party against the United States, its departments, agencies, or
>> entities, its officers, employees, or agents, or any other person.
>>
>> BARACK OBAMA
>> THE WHITE HOUSE,
>> July 26, 2010.
>>
>> ------------------------- 
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