Recent epidemiological data suggest that there are 11.3 million persons with disabilities working in the United States (National Organization on Disability, 2011). Therefore, it is likely that any given manager or employer will work with a person with a disability across one’s career. As explained below, it is essential that employers understand the needs of employees with disabilities, not only to allow the employee with a disability to reach his or her on-the-job potential, but also to create a work climate that minimizes the risk of bullying as a subtype of discrimination. Employers must invest interest in preventing bullying, and intervening when it does occur, because lack of responsiveness may be interpreted as a violation

of legislation aimed at reducing discrimination against workers with disabilities. As such, it is important to highlight two laws in particular in which employers should be well versed.