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This Master's Thesis deals with the legal form of employment of persons with disabilities. This group of people is disadvantaged on the labor market due to their disabilities and thus entitled to special protection within the labour law relations. Their integration on the labour market is supported by the state through many legal tools that are used for both positive and negative employers' motivation. The thesis is divided into four separate chapters according to the areas I am dealing with. The introduction is followed by the first chapter where I define the basic terminology. I focus on the term of employment and its dissimilarities from other work forms. It continues with the definition of a person with a disabilty according to the Employment Act which is, for better understanding, presented in the relevant historical context. At the end of this chapter I also mention other laws defining a person with a disability for their own purposes within the Czech legal system. The second and third chapter are dedicated to the international and European legal regulations on the employment of persons with disabilities. These chapters form a linking part between the first and the fourth chapter because they contain the definitions related to persons with disabilities along with the corresponding legislation...

1 This thesis on the topic of Employment of persons with disabilities complexly disserts on Czech legal regulation of employment of disabled people, also in the context of international legislation and European Union legislation. Disabled people belong amongst groups of people, which have difficulties with assertion on the job market due to their specific attributes, and therefore their employment on the open as well as on the protected job market is supported and protected by various legal instruments, which are described in detail in this thesis. This thesis is divided into five basic chapters. First chapter concentrates on documents of selected international organizations, which have influenced and still influence position and rights of disabled people. Second chapter is dedicated to primary and secondary legislation of the European Union. Third chapter of this thesis concentrates on the definition of terms "employment" and "disabled people" in the ambit of Czech legislation and also contains comparison of Czech legal definition of a disabled person with the requirements set by international organizations, which are mentioned in the previous chapters. The fundamental part of this thesis is the fourth chapter, which is dedicated to individual legal acts important for employment of disabled people. The...

People who are disabled encounter income inequity and employment discrimination. The intersection of disability-based inequity and employment discrimination has increasingly been called the Disability and Employment Conundrum (DEC). Within the last 20 years, the Individual Placement and Support (IPS) model attempts to resolve the DEC. Through a policy-based method called Supported Employment (SE), the IPS model aims to gain employment for people who are disabled and seeking employment. Much of the research that supports the IPS model neglects to look at external factors that impact the DEC. The IPS model's scope focuses on internal factors, or the individuals who are seeking employment, and is thereby narrowed. The IPS model's narrowed scope disproportionately impacts people with cognitive disabilities who are seeking employment. From a social constructionist perspective, this thesis examines how the IPS model became focused on internal factors at the expense of people who are disabled and seeking employment. / Master of Arts

一個國家對報導殘障者就業的積極程度，可作為評估該國經濟發展程度的指標，因為國家的經濟必須發展至滿足人民需求達一定程度之後，才會轉移能力去兼顧那些屬於弱勢族群的福利。民主福祉國家是我國建國的目標，有效輔導殘障就業，確保其工作權，亦是我國邁向民王福祉國家的施政方向。過去我國照顧殘障者僅限於救濟階段，如今由於社會變遷急遽，社會福利發展影像也最大，工業與都下化導致傳統血緣關係式微，家族組織鬆散，以倫常維持社會秩序的功能降低，政府的職責亦隨之繁重，扮演的角色任務也更加積極。因此，對於現今社會協助殘障者的觀念應由政府率先做起身先士卒，由消極的救濟走向積極的像辟，協助殘障者受教育，接受訓煉，怒而提供就業機會，我其自立，提昇其人性尊展，間接減輕社會負搪，並增進國家利益。在積極推動進用殘障者之際，陸續將面茲的問越是殘障人員的管理，管理向來在組織申佔有重要的地位，許多的理論均指出良好的管理有助於提昇組織績效，對一般員工如此，對殘障者也不例外。欲使對殘障者的管理有任何重大意義時，管理者必須有相當認知。因此本文除對我國殘障者就業之現況予以探討並介紹世界先進國家實施狀況外，針對進用殘障人員之管理更做一深層探討，提供不同角度的意見，以期使我國殘障就業制度益趨完善。

This diploma thesis deals with the topic of supported employment of people with disabilities in the South Bohemian region. Its aim is to describe how social workers, employers' representatives and service users view the current state of supported employment of people with disabilities in the South Bohemian Region. The work also identifies the course of supported employment, its strengths and benefits, weaknesses, threats and opportunities for further development. The research was conducted on the basis of 16 structured interviews. The obtained data are divided into 5 categories - an overview of the current state of supported employment, its course, strengths and benefits, weaknesses, threats, and opportunities for further development. Research shows that social workers, employers' representatives and users perceive the supported employment service as very beneficial and useful in many respects. The strengths of individual respondents predominate, while the weaknesses and threats tend to be in the background. Respondents see opportunities for further development mainly as an extension of the wage contribution period of employers employing persons with disabilities within the supported employment service.

This thesis oversees the possibility of employment for people with disabilities in the rural region. It introduces specific employment opportunities for people with disabilities in the Chrudim region. It takes into account the perspective of potential employers in the region. While also identifying specific barriers and fears of employers, when they are determining whether or not to employ people with disabilities. The work is divided into theoretical and practical parts. The theoretical part is devoted to: describing people with disabilities, the importance of work in human life, the issue of unemployment, the characteristics of the Chrudim region, and employment opportunities for people with disabilities. In the practical part quantitative research strategies are used and in this particular case, it involved the use of questionnaires. Questionnaires were sent to random employers in the area in the hopes of finding clear and unbiased results. Keywords Disability, Employment, Unemployment, Employment opportunities, Discrimination, Rural region

ABSTRACT AN ANALYSIS OF ADA TITLE I ALLEGATIONS OF WORKPLACE DISCRIMINATION AS FILED WITH THE EEOC BY PERSONS WITH MENTAL ILLNESS Jessica Erin Hurley A dissertation submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Health Related Sciences—Rehabilitation Leadership Virginia Commonwealth University, 2011 Dissertation Chair: Brian T. McMahon, Ph.D., CRC This study explores employment discrimination as experienced by persons with mental illness who filed allegations under Title I (the employment provisions) of the Americans with Disabilities Act (ADA) of 1990. The entire universe of employment discrimination allegations filed under Title I of the ADA from July 26, 1992 (its first effective date) until the present is maintained by the Equal Employment Opportunity Commission (EEOC) in a database named the Intermission System (IMS). This database contains over 2 million allegations of workplace discrimination filed not only under Title I of the ADA, but also under all statutes in its jurisdiction. From the IMS, two extractions containing ADA Title I allegations only and ranging from July 26,1992 through December 31, 2008 [the last date before the Americans with Disabilities Act Amendments Act (ADAAA) of 2008 went into effect] were made: the first including all Title I allegations for all impairments, not just mental illness (402,291); and the second containing only those Title I allegations filed by persons with mental illness (56,846 total: depression (25,375); unknown mental illness (11,977); anxiety disorder (10,370); bipolar disorder (7,675); and schizophrenia 1,449). Using nonparametric tests of proportion, each group of allegations is compared to the balance of mental illness allegations that is left once the group of allegations is removed. In addition, each group individually, as well as the complete group of all mental illness allegations, is evaluated with an exploratory technique called the Exhaustive Chi Squared Interaction Detector. Lastly, findings are provided and implications for employees, employers, rehabilitation professionals, policy makers, and future researchers are discussed.