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.

The regulations covering FMLA are extensive. For employers it’s critical that the staff tasked with administering FMLA understand their responsibilities. There are features of FMLA that are easier to negotiate, such as duration and what forms to use. On the other hand, there are elements of FMLA law that can often lead to misunderstandings and missteps, landing businesses in hot water due to noncompliance. One area that is often misinterpreted are the rules applied to key employees. Below are some of the misconceptions and important distinctions in managing leave for key employees.

Successful business strategy requires the support of an effective and productive workforce. Employers engaged in creating a motivated workforce will make significant efforts to ensure hiring decisions contribute positively to the team atmosphere. Even with the best of efforts, there will be times when personality conflicts arise.