In my quest to give back to the community since it is indeed the community which helped me get my break in the business world, one of my core values has remained that of taking on the challenge of hiring disabled staff, so too ex-convicts since people with criminal records perhaps get just as tough a time as disabled persons in getting considered for jobs. On the front of hiring ex-cons, naturally they have to have a real desire to put their past behind them and contribute constructively to society, many of whom just need that opportunity to keep them away from environments and situations that could cause them to re-offend.

As far as hiring disabled staff goes, many employers tend to shy away from this responsibility on the false premise that the legal implications thereof become that much more complicated. That’s not the case at all and in my first-hand experience, disabled persons are usually a lot more hard-working and productive.

It’s actually business as usual

Hiring and working with disabled persons is in no way a legal minefield. It’s business as usual, so long as provisions are made for what will undoubtedly be some tailored details to be factored-in. For example, if employees are called upon to attend a course on sexual harassment, the subsequent policy on that issue applies across the board, except the difference is that the scope of what something which constitutes sexual harassment will probably have to be broadened a bit to accommodate perceptions from the point of view of your disabled employees.

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Basically it’s all about inclusivity.

The workplace environment

These days it’s not so much of an issue as it may have been a decade or two ago. However, it’s still very important for the workplace environment to be accommodating in its attempted compliance with the legal implications of issues such as the employer’s liability in the event of something like a workplace accident that causes injury.

For example, how quickly would someone who is on a wheelchair be able to escape should a fire break out? Will they even be able to use the emergency escape for that matter?

Are the structural adjustments you make to the workplace environment to accommodate disabled employees and clients safe in themselves, for example, or are they installed in such a way that they could make for more points of safety concern?

Customised legal planning

So I guess what we’re getting at is that your legal planning has to be tweaked a bit and customised so that it’s inclusive of the unique circumstances of your disabled employees. That’s all.

Consequently, perhaps in a bid to save on unnecessary costs associated with the likes of blanket legal insurance coverage for something like the legal costs tied to personal injury cases, legal professionals such as Groth & Associates could be roped in to help draft a more appropriate legal insurance policy which clearly defines the terms as they would apply to an employee who is perhaps already disabled.

It’s a small investment of your time to pay for what are otherwise some great contributions disabled staff can make to your business or company.

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