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New Self-Identification Regulations for Individuals With Disabilities: Will a Compliance-Focused Approach Work?

Published online by Cambridge University Press:  07 January 2015

Rachel M. Gabbard ,
David D. Sharrer ,
Eric M. Dunleavy  and
Dave Cohen
Rachel M. Gabbard*
Affiliation:
DCI Consulting Group
David D. Sharrer
Affiliation:
DCI Consulting Group
Eric M. Dunleavy
Affiliation:
DCI Consulting Group
Dave Cohen
Affiliation:
DCI Consulting Group
*
E-mail: [email protected], Address: DCI Consulting Group, 5013 State Route 132, Batavia, OH 45103
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Abstract

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Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 7 , Issue 2 , June 2014 , pp. 227 - 231
Copyright
Copyright © Society for Industrial and Organizational Psychology 2014

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References

Ellison, M. L., Russinova, Z., MacDonald-Wilson, K. L., & Lyass, A. (2003). Patterns and correlates of workplace disclosure among professionals and managers with psychiatric conditions. Journal of Vocational Rehabilitation, 18, 3–13. Retrieved from www.iospress.nlGoogle Scholar
King, E. B. (2010). Evidence-based considerations for initiatives to support workers with disabilities. CCE ANPRM Comment. Retrieved from www.regulations.gov/#!documentDetail;D=OFCCP-2010-0001-0506Google Scholar
Pryor, K., Dunleavy, E. M., & Cohen, D. (2014). Funny you should mention it: New disability EEO/AA regulations finalized for federal contractors. Industrial and Organizational Psychology: Perspectives on Science and Practice, 7(2), 220–224.Google Scholar
Santuzzi, A. M., Waltz, P. R., Finkelstein, L. M., & Rupp, D. E. (2014). Invisible disabilities: Unique challenges for employees and organizations. Industrial and Organizational Psychology: Perspectives on Science and Practice, 7(2), 204–219.CrossRefGoogle Scholar