The Impact of Trump’s Return-to-Office Order on Workers with Disabilities

Introduction

In response to the easing of COVID-19 restrictions, President Donald Trump issued an executive order mandating federal employees to return to their physical workplaces, following the lead of private sector companies like Amazon, JPMorgan Chase, and Dell in reducing or eliminating work-from-home arrangements. However, this directive raises concerns for individuals with disabilities who have benefited significantly from remote employment.

Benefits of Remote Work for Individuals with Disabilities

During the pandemic, telework proved pivotal for many employees, and for individuals with disabilities, it provided more than just convenience. It significantly reduced barriers and expanded their employment opportunities.

Research conducted by Rutgers University demonstrated the transformative impact of virtual offices. Notably, the employment rate for people with disabilities surged at a faster pace than those without disabilities, as highlighted by Douglas Kruse and Lisa Schur, the co-directors of the university’s Program for Disability Research. Between January 2020 and Fall 2023, the number of employed Americans with disabilities rose by an impressive 33%, from 5.7 million to 7.9 million.

Challenges and Concerns

While in-person work offers certain advantages, as outlined by the Forbes Human Resources Council in their review titled "18 Overlooked Benefits of Returning to the Office for Work," it may not be suitable for all employees, particularly those with disabilities.

Advocates for disability rights express concerns that Trump’s return-to-office order could undermine the progress made in recent years.

Specific Impact on Workers with Hearing Loss and Physical Disabilities

Remote work has been particularly beneficial for individuals with hearing loss.

Arlene Romoff, co-founder of the New Jersey branch of the Hearing Loss Association of America, emphasizes the advantages of teleconferencing platforms like Zoom. For those with hearing loss, the ability to see attendees’ faces and use automated captions enhances inclusion and communication.

Javier Robles, a Rutgers University professor with paraplegia, shares his experiences working in a physical office setting. His daily commute was strenuous and physically taxing, resulting in shoulder pain.

Working remotely has provided him with greater flexibility and reduced his physical challenges.

Legal Protections and Considerations

The New Jersey Law Against Discrimination (LAD) prohibits workplace bias based on disability, including for remote workers. However, employees may need to demonstrate the necessity of remote work as an accommodation.

Adam Kubler, employment services coordinator for the New Jersey Council on Developmental Disabilities, stresses the importance of framing remote work as an accommodation to retain qualified employees.

He suggests that workers articulate how remote work enhances their productivity and efficiency, addressing any employer concerns about remote work arrangements.

Conclusion

As New Jersey and the nation adapt to changes in work arrangements, the experiences and needs of individuals with disabilities must be central to discussions regarding the future of remote work. The potential rollback of remote work flexibility highlights the need for policies that support the diverse requirements of the workforce.