By John Yent, MA, ABDA, CPWIC

Senior Job Replacement Consultant
Allsup Employment Services, Inc.

Until recent years, employers have operated under the assumption that an ill or disabled employee was a liability. These employers anticipated that the disabled employee would have low productivity and high medical costs, would decrease the morale of other employees who might resent accommodations, and would increase potential litigation costs if a workers’ compensation claim were filed.

Employers have since realized the “100 percent-or-nothing” approach can drive costs up, not down. Many employers are more open to hiring people with disabilities. That’s thanks in part to anti-discrimination laws such as the Americans with Disabilities Act (ADA) and hiring goals recently added to Section 503 of the Rehabilitation Act of 1973. And to help current employees who develop an illness or disability, employers need policies that encourage flexibility and accommodate disability issues by using transitional work arrangements (TWAs).

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