Often times when an organization is approaching a new direction that impacts individuals and teams, HR is tasked with the responsibility of change management. Change management can be something as small as a new process or policy change to a larger scale approach such as a new strategy, executive leadership or an acquisition. It tends to involve development, planning, communications and full-scale implementation, along with keeping a pulse check on the behaviors and beliefs of the employees experiencing change.

Compliance around FLSA laws and regulations is in the spotlight and will remain there for a while from the look of the current landscape. The old adage applies, ‘where there’s smoke, there’s fire.’ Anyone watching events unfold can agree, the Dept. of Labor sees the smoke. The fallout from non-compliance is costly.

To remain relevant organizations of all sizes must stay agile in order to respond to market changes. Planning is essential to keeping competitive edges sharp with knowledge leaders, the talent, in the right place at the right time.

By now, I am sure you are aware of the changes made to the Rehabilitation Act of 1973 by the Obama Administration. Designed to address the barriers associated with employment of individuals with disabilities, Section 508 of the Rehabilitation Act outlines the compliance requirements for federal contractors.

Midnight, Sept. 30, is looming and without a continuing resolution or bipartisan appropriation agreement, the likelihood of a government shutdown increases. Employers must be prepared to manage workloads and morale. It is well known that low employee morale negatively impacts productivity and engagement. It’s therefore critical that employers consider sensitivity and tact in drafting policy around a shutdown.

“What happens when you hire a person with disabilities is you see how we do our jobs and then the mystery is over and we’re not special anymore. We become a part of the fabric of the work culture.” - Kathy Martinez, Assistant Secretary of Labor for Disability Employment Policy, who is also blind. Before moving into Human Resources, I spent several years working in the disability insurance industry. I worked with employees experiencing some of the most challenging circumstances anyone can expect to encounter in their lifetime. Many found their way back to gainful employment after recovering, or learning to live with medical and mental health diagnosis such as permanent paralysis, agoraphobia, cancer, fibromyalgia, depression and multiple sclerosis, to name a few. What made the difference in these employees’ lives was the support of fearless employers and human resource professionals who looked past assumptions about limitations to see the possibilities. On the other hand, some employers have fears of heavy burdens and unmanageable expenses related to hiring and accommodating employees with qualifying disabilities. These fears, when acted upon, can lead to discriminatory hiring and employment practices. I can say that in my experience, which is extensive, the fears are of the unknown, with little bearing in reality or when compared to the very real benefits of hiring talented employees, embracing diversity and limiting discrimination claims. 3 Business Tax Incentives to Offset Accomodation Costs While there may be time and expense related to providing reasonable accommodations, businesses have many tax credits available to them for offsetting cost, including: Disabled Access Credit: This is a credit for small businesses that incur expenditures for providing access to persons with disabilities. An eligible small business may take the credit each and every year they incur access expenditures. Architectural Barrier Removal Tax Deduction: This deduction allows businesses to claim up to $15,000 a year in qualified expenses, for items that normally must be capitalized, to remove architectural and transportation barriers to the mobility of persons with disabilities. Work Opportunity Credit: This credit provides eligible employers a tax credit up to 40 percent on the first year’s wages (up to $6,000) for a new employee with a credit-qualifying disability. Finding the right talent in the 21st century workforce will become increasingly challenging. Organizations cannot afford to overlook any source of valuable contributors if they want to stay competitive. At Helios HR, we help our clients develop smart solutions and the sound policy needed to both accomplish business goals and support a spirit of diversity and inclusion.