Resource Library

Displaying 1 - 28 of 28. Show 5 | 10 | 20 results per page.

By Bobby Silverstein, Principal, Powers Pyles Sutter & Verville, PC

The following document is background information I compiled for an interview with PEAT about the policy implications for people with disabilities participating in the gig economy.

The information below reflects my own research and analysis and does not represent the views of PEAT, the Department of Labor, or any other agency or organization. This background information should not be construed as providing legal advice; readers need to consult with their own attorney. 

In this short video, Bobby Silverstein provides an overview of the Workforce Innovation and Opportunity Act (WIOA).

Designed for internal staff presentations within AJCs, this ready-to-share presentation deck is a perfect tool to train staff on WIOA and accessible technology best practices.

 WIOA and Accessible Technology: A Digital Access Primer for American Job Centers

For those who follow the world of web accessibility, this year brought a big development—the first public draft of the Web Content Accessibility Guidelines (

AJCs can use this handy one-pager to reference ICT accessibility best practices related to websites, online systems, and other tools.

This fact sheet offers AJCs an “at-a-glance” overview of the tech-related implications of WIOA, and where to find assistance in meeting accessible ICT responsibilities.

The 2014 WIOA Act requires American Job Centers to use technologies that are accessible to individuals with disabilities—and PEAT is here to help in these efforts.

People with cognitive disabilities have an equal right to technology and information access. Learn more about this official statement by a coalition of disability organizations and individuals, and how interested parties can sign on to endorse it.

This guide helps American Job Centers ensure that their websites, online systems and courses, and applications are accessible to and usable by individuals with disabilities, as required by the 2014 Workforce Innovation and Opportunity Act (WIOA).

Employers and other entities covered by the Americans with Disabilities Act and Title V of the Rehabilitation Act can add the following procurement language to contracts with product vendors to enhance the accessibility of purchased or licensed products.

Here's what you need to know about the U.S. Access Board's long-awaited update to the federal regulations covering the accessibility of ICT and telecommunications products and services.

This 2010 law is the source of several new regulations aimed at addressing telecommunications accessibility in the digital age.

Section 255 requires manufacturers to ensure that telecommunications equipment and services are designed, developed, and fabricated to be accessible to and usable by individuals with disabilities, when it is readily achievable to do so.

The Rehab Act is designed to safeguard the civil rights of people with disabilities, and includes many regulations related to technology.

The ADA is a comprehensive civil rights law that prohibits discrimination on the basis of disability and ensures equal opportunity for persons with disabilities—including Internet Web site access, mobile applications, and other forms of ICT

Event Date: 
July 21, 2016 - 2:00 pm to 2:30 pm EDT

Must employers make web-based employment information and services accessible to everyone, including those with disabilities? Bobby Silverstein discusses how the ADA applies to accessible workplace technology.

DOJ is looking at establishing accessibility requirements for online services, programs, and activities provided to the public by state and local governments—including many employment-related tools and resources. 

Deputy Secretary of Labor Chris Lu discusses his takeaways from meeting with the great Stevie Wonder and hundreds of other dedicated leading accessibility "stars" at last month's International Technology and Persons with Disabilities Conference (CSUN). As he notes, "our commitment to accessible technology is about basic civil rights, as well as the collective productivity of America’s workforce...employers, technology vendors and tech users with disabilities must all work together to raise awareness and educate one another about accessible workplace technology issues, most of which can be easily solved."

In today’s business world, eRecruiting tools are everywhere. Also known as "online recruiting," eRecruiting refers to the practice of using technology—in particular, web-based resources—to support tasks involved with finding, attracting, assessing, interviewing, and hiring new personnel.

Powers Pyles Sutter and Verville principal Bobby Silverstein details the various accessibility policies and how companies can strategize to make this part of their company culture.

Lainey Feingold is a nationally-recognized disability rights lawyer known for negotiating landmark accessibility agreements and pioneering the collaborative advocacy and dispute resolution method known as “Structured Negotiations.” PEAT recently spoke with Feingold about her work around digital accessibility and its impact on the employment of people with disabilities.

On February 27, 2015, the U.S. Access Board published a proposed update to the rules implementing Section 508 of the Rehabilitation Act, which outlines the federal standards and guidelines for making information and communications technology (ICT) accessible to people with disabilities. The public has until May 28, 2015 to submit comments on the changes. 

To read the Notice of Proposed Rulemaking, submit comments, or review the comments others are submitting, go to www.regulations.gov and enter “Section 508” in the search box.

Here are the top 6 questions PEATworks readers are asking about the proposed changes:

Even if you're new to the world of accessible technology, you've probably heard terms tossed around that relate to accessibility standards and regulations - like "508 compliant," "WCAG 2.0," and more. This article will demystify some of the technical standards that apply to accessibility and explain how they differ from laws and regulations. 

The March 2014 update to Section 503 of the Rehabilitation Act provides federal contractors with clear guidelines and goals for measuring the success of their efforts to meet these requirements to actively recruit, retain, and advance qualified individuals with disabilities.