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Drawing on actual experiences to provide practical examples, this publication provides an overview of legal issues that affect the hiring and advancement of people with disabilities in the federal government.
This document is intended as a reference tool for federal government managers and supervisors who, by hiring applicants with disabilities and ensuring equal employment opportunity for employees with disabilities, can reverse the current trend and fulfill the employment mandates of Section 501.
Such individuals also may file a lawsuit in court, but only after filing an administrative charge.
Bush signed into law the ADA Amendments Act of 2008.
This effort includes working with federal agencies to adopt and successfully implement the attributes of the EEOC's Model EEO Program under MD-715.
The results - which must specifically address how an agency will make substantial progress in promoting the employment of qualified individuals with disabilities at all levels of the federal workforce - are reported to EEOC for review and analysis.
The text of MD-715, EEOC's MD-715 instructions, and a user-friendly guide entitled , are available at
The main one is the Americans with Disabilities Act (ADA).
This law prohibits discrimination in four main areas: A mental impairment is defined by the ADA as "any mental or psychological disorder, such as mental retardation, organic brain syndrome, emotional or mental illness, and specific learning disabilities." Some things to remember: Any person who believes that he or she has experienced employment discrimination based on a psychiatric disability has a right to file an administrative "charge" or "complaint" with the U. Equal Employment Opportunity Commission (EEOC) or a state or local anti-discrimination agency.