• Disability Network
    The Disability Network educates and connects people with disabilities to resources while advocating social change. Serving people in Barry, Berrien, Branch, Calhoun, Cass, Kalamazoo, St. Joseph & Van Buren Counties.
  • Denise Bissonnette's True Livelihood Newsletter
    This newsletter is intended to support the work of people who are engaged in developing the careers, vocations, livelihoods, jobs and/or work of other individuals. It is our belief that everyone's work life can and should be molded and crafted to be the expression of our finest gifts and a source of great joy. Towards this end, we hope that the content of these newsletters will support you with both practical tools and inspirational ideas.

As we celebrate the 25th year of the Americans with Disabilities Act as Amended, did you know:

1. Women expecting a new bundle of joy may be protected under the ADA, the Family and Medical Leave Act and the Pregnancy Discrimination Act. Under these laws, if an employee is temporarily unable to perform her job due to pregnancy, the employer must treat her the same as any other temporarily disabled employee and provide reasonable accommodations. This may include light duty, modified tasks, alternative assignments, disability leave or leave without pay. Impairments resulting from pregnancy, including gestational diabetes or preeclampsia, may be disabilities under the ADA and an employer may have to provide reasonable accommodations. The EEOC issued updated pregnancy discrimination guidelines after the Supreme Court concluded that women may be able to prove discrimination if an employer accommodated some workers but not pregnant women. While the ADA covers a pregnant employee in the case of temporary disability and accommodations, there are other relevant laws that do so as well. JAN has great resources for employees and employers on pregnancy accommodations. The National Women's Law Center fact sheet, The Pregnancy Discrimination Act and the Amended Americans with Disabilities Act: Working Together to Protect Pregnant Workers, provides further details.

2. What Employers Need to Know. Employers must understand their obligations under Title I of the ADA. The ADA and the ADA Amendments Act of 2008 cover all aspects of employment, from the hiring process to pay, training, lay-offs and beyond. Under the law, employers may not discriminate against a qualified individual based on his or her disability. However, an employer doesn't have to hire a person with a disability if the candidate is not qualified for the job. During the recruiting and hiring process, an employer may not ask job applicants medical questions or require them to take a medical exam before extending a job offer. An employer also may not ask job applicants if they have a disability, or about the nature of the disability. Once an employer has hired someone with a disability, the company must provide reasonable accommodations if that individual requires them in order to successfully perform the job. The Job Accommodation Network (JAN) helps employers understand reasonable accommodations. Browse their Accommodation Information by Disability: A to Z Web page to find a solution that best fits employees' needs. Use the Searchable Online Accommodation Resource system to learn more about job accommodations. The EEOC and DOJ offer additional information about employment and disability discrimination.

(Source: Email received from American Job Center Toolkit, 7/23/2015)

  • The Mesothelioma Center
    Advocacy agency dedicated to informing the public about asbestos exposure, a workplace hazard, and diseases caused by the naturally occurring mineral. Organization provides free information and resources; including informational package and Patient Advocates, who work 24/7 to provide aid to the public, patients, and their families.
  • APSE Statement on Employment First
    APSE Executive Board has issued a formal statement on "Employment First." Employment First emphasizes that "access to jobs with real wages is essential if citizens with disabilities are to avoid lives of poverty, dependence, and isolation." The APSE declaration defines 7 Underlying Principles and 10 Characteristics of Successful Implementation of Employment First. These offer essential guidance for our work with persons with disabilities. APSE Declaration
  • Improving Michigan Practices
    "Supporting Evidence-Based Practice Excellence for Michigan's Public Behavioral Health Workforce." This site offers resources to raise awareness and support the recovery efforts of individuals and families facing the challenges of mental health and substance use disorders. Hosted by the Michigan Association of Community Mental Health Boards (MACMHB).
  • Disability Benefits 101: Working with a Disability in Michigan
    Disability Benefits 101 gives you tools and information on employment, health coverage, and benefits. You can plan ahead and learn how work and benefits go together. The DB101 online Benefits Planning Calculators help you get ready for a change in work or benefits, or learn how benefits rules might apply to each unique employment situation. No more guessing! Use the calculator for exact information.
  • APSE
    (804) 278-9187
  • Employer Assistance and Resource Network (EARN)
    1-855-AskEARN (275-3276)
  • Michigan Association of Community Mental Health Boards
    (517) 374-6848
  • MARO Employment and Training Association
    (517) 484-5588
  • Michigan Assisted Living Association
    (800) 482-0118
  • Michigan Rehabilitation Services,1607,7-122-25392---,00.html
  • Michigan Department of Community Health
    (517) 373-3740
  • Job Accommodation Network
    (800) 526-7234
  • Vocational Rehab Services LLC
  • National Mental Health Information Center
    (800) 789-2647
  • Dartmouth Supported Employment Center
    (603) 448-0263
  • Michigan Disability Resources
  • Griffin Hammis Associates LLC
  • Training Resource Network
  • Micro 2 Enterprise
    A Network of Micro Business Owners, Community Partners, and Micro Enterprise Development Organizations
  • Improving MI Practices
    In an effort to raise awareness and support the recovery efforts of individuals and families facing the challenges of mental health and substance use disorders, the Michigan Association of Community Mental Health Boards (MACMHB) is pleased to make this site available.