A picture of the top of the U.S. Capitol building in Washington, DC with trees in front

Federal Government Shutdown: What People With Disabilities Should Know

/in /by Jackie Dilworth

Updated Oct. 28, 2025, 2:01 p.m. ET

At 12:01 a.m. Eastern on October 1, 2025, the federal government shut down because Congress did not approve funding for Fiscal Year 2026. Many federal agencies and programs that rely on annual funding are paused. Many people with disabilities and their families want to know how this affects benefits and services.

This federal government shutdown, in many ways, is unpredictable. We do not know how long it will last or how agencies will respond.

Bottom line today:

  • Social Security payments continue.
  • Medicaid and Medicare coverage stay in place. Some casework may slow.
  • SNAP and WIC benefits for October were funded. If the shutdown continues, new benefits may come later than usual.

Here is what we know:

  • Do Social Security payments continue during a federal shutdown? Yes, Social Security and Supplemental Security Income benefits will still be paid. Some services, like appeals or benefit verification letters, may take longer. Local offices may have reduced services.
  • Is Medicaid or Medicare affected by a government shutdown? Medicaid and Medicare coverage stays in place. Core operations at the Centers for Medicare & Medicaid Services are expected to continue. You should still be able to see your doctor and fill prescriptions. Some non-urgent casework or updates may take longer if the shutdown continues.
  • Will SNAP and WIC benefits be paid?
    • SNAP: October benefits were issued. If the shutdown continues, some people may not receive their November benefits on time. Once the government reopens, missed payments will be reimbursed.
    • WIC: Some states may run out of funding for WIC in early November. How long benefits last will depend on your state’s remaining funds.
  • Are school meals affected? School meals ran on carryover funds for September and October. If the shutdown lasts longer, reimbursements to schools may be delayed.
  • Is HealthCare.gov open? Yes, HealthCare.gov (the ACA Marketplace) continues to operate with eligibility and enrollment. Open enrollment runs Nov. 1–Jan. 15. Outreach, education, and engagement activities may slow or pause.
  • Which HHS services slow down during a shutdown? Some Department of Health and Human Services agencies are running with fewer staff. Guidance, oversight, research, and some enforcement may be slower. Head Start is already strained in some communities. Several programs are operating without federal funds, and many more could face a funding cliff by November 1 without action.
  • What is happening in education funding and services? Funding continues for the Individuals with Disabilities Education Act (IDEA) and Title I for now. Districts that rely on current-year funds may see delays in payments until Congress passes new funding. Vocational Rehabilitation programs are operating, but some services or hiring may slow.
  • Are disability civil rights still enforced during a shutdown? Yes, your rights remain in place. Some investigations or reviews may be delayed by reduced staffing. This is especially relevant at the Department of Education, where the Office of Special Education and Rehabilitative Services has faced severe staffing reductions during the lapse.

What you can do today:

  • Check your benefits portal for status updates: mySocialSecurity, your state’s SNAP/WIC site, or HealthCare.gov.
  • Keep records of any delays or problems (dates, who you spoke with, notices you received).
  • Ask about timing if you rely on SNAP or WIC in November. Your state may post specific dates for when funds will load.
  • Bring ID and recent mail to appointments, in case offices ask for extra proof while systems are backlogged.

Why this matters:

People with disabilities rely on programs like Social Security, SSI, Medicaid, Medicare, SNAP, WIC, school meals, housing, special education, and vocational rehabilitation for daily needs, health, and independence. A shutdown creates delays and confusion for families trying to keep benefits and services on track. If the lapse continues, more programs that depend on yearly funding may be disrupted.

We will keep tracking official updates and will share guidance as conditions change.

Written by: Jackie Dilworth, Communications Director
Reviewed by: Katy Neas, CEO, and Julie Ward, Senior Executive Officer of Public Policy

A picture of prison bars up close with a brick floor

Disability Advocates Warn: Supreme Court Case Could Open Door to Executing People With Intellectual Disability

/in , /by Jackie Dilworth

WASHINGTON, DC – The U.S. Supreme Court will soon hear Hamm v. Smith, a case that will determine how courts apply the death penalty to people with intellectual disability. At issue is whether judges must continue to follow established clinical standards or whether states can rely on a narrow focus on IQ scores.

Today, The Arc of the United States, joined by the American Association on Intellectual and Developmental Disabilities (AAIDD), the Bazelon Center for Mental Health Law, and the National Disability Rights Network, filed an amicus brief urging the Court to uphold existing precedent and ensure that people with intellectual disability remain meaningfully protected from execution. Oral arguments are scheduled for November 2025.

In Atkins v. Virginia (2002), the Court recognized what Americans overwhelmingly believe: executing people with intellectual disability is cruel, unconstitutional, and serves no purpose. That protection was later reinforced in Hall v. Florida and Moore v. Texas, which directed courts to follow clinical science rather than stereotypes in diagnosing intellectual disability in death penalty cases.

Now, in Hamm v. Smith, those safeguards are at risk.

Shira Wakschlag, Senior Executive Officer of Legal Advocacy and General Counsel for The Arc of the United States:
“It is settled law that executing people with intellectual disability is unconstitutional. People with intellectual disability have a specific condition, not a rote IQ number. Alabama is asking the court to erase that precedent and focus exclusively on IQ scores in evaluating whether a person has an intellectual disability. The state’s request would upend decades of precedent, ignore science, and put people with intellectual disability at risk of unlawful execution. An intellectual disability diagnosis requires a holistic and comprehensive evaluation conducted by qualified individuals. Lives are on the line.”

Why Hamm v. Smith should matter to everyone:

  • It’s about fairness. People with intellectual disability are more likely to be targeted, arrested, and wrongfully convicted. Without meaningful and science-based implementation of these protections, innocent lives could be lost.
  • It’s about science, not stereotypes. The clinical definition of intellectual disability has been developed over decades and includes a robust framework that must be used in the diagnostic process. Experts agree that diagnosis requires more than a single IQ score. Failing to ensure that courts follow clinical judgment would ignore science in favor of dangerous stereotypes.

This case is not about excusing violent crime. People with intellectual disability can and should be held accountable under the law. But intellectual disability is a lifelong, complex condition, and the Supreme Court has made clear that the Constitution draws a clear line: execution is off the table.

The Arc has fought for this safeguard for decades, including playing a critical role in Atkins. The organization and its partners will continue to fight to ensure that courts properly follow clinical judgment in defining intellectual disability in death penalty cases and that no person with intellectual disability is ever put to death in violation of the Constitution.

Media Contact:
Jackie Dilworth, The Arc of the United States, dilworth@thearc.org

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About The Arc of the United States: The Arc advocates for and serves people with intellectual and developmental disabilities (IDD), including Down syndrome, autism, Fetal Alcohol Spectrum Disorders, cerebral palsy, and other diagnoses. Founded in 1950 by parents who knew their disabled children deserved more, The Arc is now the largest grassroots organization for people with IDD with nearly 600 chapters in 48 states and Washington, DC. Together, we are promoting and protecting the rights of people with disabilities and supporting their inclusion throughout their lives—from education to employment to community living. There are approximately 7.4 million people with IDD in the United States, which encompasses over 100 different diagnoses. Visit www.thearc.org or follow us @TheArcUS to learn more. Editor’s Note: The Arc is not an acronym; always refer to us as The Arc, not The ARC and never ARC. The Arc should be considered as a title or a phrase.

A bunch of letters scattered with AUTISM spelled out in the middle

Autism Research Must Be Grounded in Science, Not Stigma

/in /by Jackie Dilworth

When public officials talk about autism, their words carry weight. Too often, those words have painted the diagnosis of autism as a tragedy, erasing the dignity and humanity of autistic people.

Research into the causes of autism and the support needs of people with autism must be grounded in credible science, transparent data, and the lived experiences of autistic people. Public health only advances when clinicians, researchers, and impacted communities come together and follow peer-reviewed evidence. Anything less spreads confusion, deepens stigma, and diverts attention from what individuals and their families truly need.

We agree that there are too many unanswered questions about autism. That’s why more research is essential to achieve more effective interventions and appropriate supports. But research efforts must respect the inherent dignity of autistic people for who they are and reflect the diversity of their lives. Reducing autism only to a problem that must be solved, or presenting unproven claims as fact, fails both autistic people and the families who love them.

The facts are clear.

  • Vaccines do not cause autism. Decades of rigorous, global research involving millions of children and adults have confirmed no link between vaccines and autism.
  • The largest study on acetaminophen use during pregnancy found no evidence supporting an increased chance of autism.
  • Current research shows that autism has no single cause. Instead, it likely results from a combination of genetic, biological, and environmental influences.
  • The rise in autism diagnoses reflects both broader diagnostic criteria and better awareness and screening, not an epidemic.
  • Autistic people are here to stay.

We remember the days when autism was cruelly blamed on so-called “refrigerator mothers.” We cannot allow stigma, stereotypes, and fear drive our public health priorities. Families deserve research and policies that strengthen futures and ensure access to Medicaid, special education, Social Security, and SNAP. At a time when these lifelines are being chipped away, families need assurance that the supports keeping them afloat will be protected.

The Arc will continue to call for policies grounded in science and humanity, and to work alongside autistic people and their families to demand respect, inclusion, and the supports needed to live full lives in every community.

Picture of Meredith Sadoulet standing in front of a projection screen that says "Disability Policy Seminar 2025"

Meet Meredith Sadoulet, The Arc’s National Board President

/in /by Jackie Dilworth

If you’ve been following The Arc’s work this year, you’ve already felt Meredith Sadoulet’s steady influence. She stepped into the role of Board President in January, and while she’s not new to the job anymore, many in our community may still be getting to know her. Meredith is thoughtful, values-driven, and deeply committed to creating a future where disability doesn’t limit opportunity. She’s a member of the disability community herself, a family member to people with disabilities, and a professional with years of experience leading workforce strategy and inclusion at Fortune 100 companies.

Before she officially took the helm, Meredith shared a powerful message at our National Convention—part reflection, part vision-setting, and a reminder of why The Arc exists in the first place. We’re sharing her message here with you. If you haven’t met Meredith yet, now’s your chance to get to know her.

“Having assumed the role of National Board President for the 2025-2026 term, I am deeply honored by the privilege and responsibility to serve an organization with a rich history of advocacy and a steadfast commitment to protecting and advancing the rights of people with intellectual and developmental disabilities. For 75 years, The Arc has been a driving force for inclusion, and I am in awe of the collective impact of our nearly 600 chapters, their leaders and staff, and the communities we serve every day.”

“I imagine that each of us on this journey of advocacy with The Arc has a personal story about when our advocacy began. I can pinpoint the moment when the advocacy flame was lit inside of me. I recall being presented with a diagnosis and a fact sheet from the World Health Organization that accompanied it. The facts remain nearly the same as the ones I read over a decade ago: people with disabilities have poorer health outcomes, experience stigma, discrimination, poverty, and exclusion from education and employment, and more. This information being presented to me as fact—as a certain future—was the moment that lit my fire. Not just as an advocate for one, but as an advocate for all. I became someone who wanted to dedicate as much of my energy and skills as possible toward changing these outcomes.”

“As a person with disabilities (OCD and anxiety disorder), I’m a proud member of the disability community, and I’m grateful that my journey brought me to The Arc.

I’d like to imagine a new set of facts for the disability community.

What if a new fact sheet said:
‘Welcome to your community. You are part of one of the most powerful, connected communities on the planet. Your future is bright. Why? Because people with disabilities are likely to experience inclusive education, employment with robust pay and benefits, personal growth, security, and joy. Oh, and not just that. You’re more likely to help solve big, gnarly problems because this world wasn’t designed with you in mind, and yet you know how to navigate it. You’re more likely to spark innovation with products, services, and spaces—not just for yourself, but for everyone—because YOU bring value and insight to this world. Because you’re a person with a disability, you’re more likely to be a changemaker, both through the work you do and through the insight you bring to others.’

This is the world I wake up to every day trying to help build. And I’m honored to be on the journey with all of you.

So, how will we get there?

I’ve chosen three guiding values for my term as President:

  1. Leadership by People With Disabilities
    We must ensure more people with disabilities, including those with intellectual and developmental disabilities (IDD), are in positions of leadership and influence at a local, state, national, and global level. People with disabilities should not only have a seat at the table, but at the head of it, making decisions, influencing outcomes, and leading. We need systems shaped by lived experience, and we must commit to moving self-determination from theory to practice.
  2. Strategic Focus to Make Meaningful Change
    From my time in large Fortune 100 companies, I’ve seen how easily priorities competing for attention can pile up and momentum gets lost. I hope we don’t try to tackle 50 things over the next 2 years. I hope we stay focused where we can make meaningful change, so that 2 years from now, we can point to real, permanent change we made together on a nationwide level. With one voice, one consistent and memorable introduction of who we are and what we do, one aligned strategy and focused set of priorities, I know we can make impact together.
  3. Many Chapters & Constituents of The Arc, Yet One Community
    Across nearly 600 chapters, The Arc represents diverse communities, geographies, beliefs, and needs. We will honor those differences, yet try to seek commonality, knowing that we are stronger as one community. The Arc is strongest when we advocate as one voice for and with people with IDD.

Thank you for the chance to share my story, and my vision for our shared work. I’d love to hear your advocacy story, too. You can connect with me on LinkedIn. Together, let’s keep building a world where people with disabilities live with dignity, respect, and opportunity—and where the facts finally reflect that.“

A disabled woman in a wheelchair sitting at a table smiling while talking to coworkers

National Disability Employment Awareness Month 2026: Theme, Facts, and Resources

/in /by Jackie Dilworth

A disabled woman in a wheelchair sitting at a table smiling while talking to coworkersUpdated August 25, 2026

Every October, National Disability Employment Awareness Month (NDEAM) recognizes the contributions of workers with disabilities and calls attention to the barriers that still keep too many people out of the workforce.

The 2026 NDEAM theme is “Celebrating Value and Talent.” The U.S. Department of Labor is carrying last year’s theme forward in honor of America’s 250th birthday, highlighting the role people with disabilities have played in shaping workplaces, communities, and the economy.

There’s still a long way to go. In July 2026, only 38.3% of working-age people with disabilities were employed, compared with 75% of people without disabilities. For people with intellectual and developmental disabilities (IDD), opportunities for competitive, integrated employment are even more limited.

At The Arc, disability employment is year-round work. We advocate for policies that expand competitive, integrated employment, challenge low expectations and discrimination, and create more opportunities for people with disabilities to build careers and earn fair wages.

NDEAM is a time to recognize the talents and contributions people with disabilities bring to the workforce and address the barriers that keep too many people from having the same opportunities to work and build careers. For employers, that starts with looking at who’s missing from their workforce and why.

What Is National Disability Employment Awareness Month?

National Disability Employment Awareness Month, or NDEAM, is observed every October to raise awareness about disability employment, promote inclusive workplace practices, and expand opportunities for people with disabilities to work and build careers.

The observance began in 1945 as a week recognizing workers with physical disabilities. Congress expanded it to a month in 1988. Today, the U.S. Department of Labor’s Office of Disability Employment Policy sets the annual theme and provides resources to help employers and communities take part.

What Is the 2026 National Disability Employment Awareness Month Theme?

The 2026 NDEAM theme is “Celebrating Value and Talent.” The U.S. Department of Labor chose to continue the 2025 theme through 2026 as the country marks its 250th birthday.

The theme highlights the role people with disabilities have played throughout American history and the skills, expertise, and perspectives they bring to workplaces today.

Celebrating that value also means making sure people with disabilities have access to jobs, advancement, fair wages, and workplaces where they can succeed.

What Are the Biggest Employment Barriers for People With Disabilities?

People with disabilities continue to face barriers to finding jobs, staying employed, and advancing in their careers. For people with intellectual and developmental disabilities (IDD), those barriers can be compounded by limited access to employment supports and too few opportunities for competitive, integrated employment.

Those barriers show up in a striking employment gap. Working-age people without disabilities are nearly twice as likely to be employed as people with disabilities. For people with IDD, the gap can be even greater. In 2024, only 16% of people receiving services from state IDD agencies were working in individual, competitive integrated jobs.

The problem isn’t a lack of talent or desire to work. Employers can underestimate workers with disabilities or make assumptions about what they can do, what support they will need, or how much accommodations will cost.

Common barriers include:

  • Hiring bias and low expectations
  • Inaccessible applications and interviews
  • Inadequate workplace accommodations
  • Transportation and support barriers
  • Limited opportunities for promotion and career growth
  • Concerns about how earnings could affect Medicaid, SSI, or other essential benefits
  • Too few opportunities for competitive, integrated employment

The Arc advocates for competitive, integrated employment, where people with disabilities work alongside people without disabilities, receive comparable wages, and have opportunities to advance in their careers.

What Employment Rights Do People With Disabilities Have?

People with disabilities are protected from employment discrimination under federal law, and qualified applicants and employees may have the right to reasonable accommodations.

Under the Americans with Disabilities Act (ADA), employers can’t discriminate based on disability in hiring, pay, promotions, training, job assignments, firing, and other employment practices. Federal employment protections under the ADA generally apply to private employers with 15 or more employees and to state and local government employers. Some state and local laws offer additional protections.

A reasonable accommodation is a change to the hiring process, work environment, or way a job is usually done that gives a qualified person with a disability an equal employment opportunity. Examples could include accessible technology, a modified schedule, changes in how information is communicated, or adjustments to the physical workspace.

Workers also don’t need to use legal language to ask for an accommodation. They can tell an employer they need a change at work because of a disability or medical condition. The U.S. Equal Employment Opportunity Commission says there are no required “magic words” for making a request.

People with disabilities who have questions about workplace accommodations can use the Job Accommodation Network (JAN) for free, confidential guidance.

Why Should Companies Hire People With Disabilities?

Hiring people with disabilities gives companies access to talent that too often gets overlooked. Research has also found a strong relationship between disability inclusion and business performance.

Research from Accenture and Disability:IN found that companies identified as leaders in disability inclusion had 1.6 times more revenue, 2.6 times more net income, and twice the economic profit of other companies participating in the Disability Equality Index. They were also 25% more likely to outperform their industry peers on productivity, measured by revenue per employee.

Employees with disabilities bring skills and expertise across every industry. Disability-inclusive workplaces can also push companies to improve technology, communication, flexibility, and other practices in ways that can benefit the broader workforce.

The Arc knows the value of inclusive employment firsthand. Our employment stories feature people with IDD building careers across industries and employers describing the value they bring to their workplaces.

People with disabilities should be hired for the same reason anyone else is hired: because they have the skills, experience, and potential to contribute.

How Much Do Workplace Accommodations Cost?

Workplace accommodations often cost far less than employers expect. According to the Job Accommodation Network (JAN), 61% of employers who reported accommodation costs said the accommodations they provided cost nothing. For accommodations with a one-time cost, the median expense was $300.

Accommodations can be as simple as changing a work schedule, adjusting how information is communicated, modifying a workplace policy, or providing equipment or technology. What works depends on the employee and the job.

Employers in JAN’s research also reported benefits from accommodations, including retaining valuable employees and improving productivity and morale.

Employers looking for help can use the Job Accommodation Network’s free, confidential resources and consultation services for guidance on accommodations, the ADA, hiring, workplace policies, and specific accommodation situations.

How Can Employers Hire More People With Disabilities?

Employers can hire more people with disabilities by removing barriers from recruiting, applications, interviews, and onboarding and by intentionally reaching job seekers with disabilities.

Start by asking:

  • Are your online applications and career pages accessible?
  • Do job descriptions include requirements that aren’t actually necessary to do the job?
  • Do applicants know they can request an accommodation during the hiring process?
  • Can you offer different interview formats when appropriate?
  • Are recruiters and hiring managers trained to recognize implicit bias about disability and focus on a candidate’s skills and qualifications?
  • Are you recruiting through disability organizations, employment programs, and other networks that can connect you with job seekers with disabilities?

Not sure where to start? The Arc’s Starter Guide to Creating an Inclusive Workplace offers seven steps employers can take to strengthen disability hiring and inclusion.

What Makes a Workplace Disability-Inclusive?

A disability-inclusive workplace builds accessibility, accommodations, flexibility, and trust into everyday workplace practices.

It also needs to be a place where employees feel safe disclosing a disability if they choose to. Accenture research found that 76% of employees with disabilities don’t fully disclose their disabilities at work. Many disabilities aren’t apparent, and employees may worry that disclosure could change how coworkers or managers see them or limit their opportunities to advance. The goal is to create a workplace where people can disclose when they want or need to without worrying that it’ll hurt their career.

Hiring is only the beginning. Employers should also:

  • Make the accommodation process easy to find, confidential, and safe to use.
  • Build accessibility into technology, meetings, communications, and physical spaces.
  • Give managers training on disability inclusion and accommodations.
  • Offer flexibility where the job allows it.
  • Include employees with disabilities in decisions about workplace policies that affect them, without expecting them to educate everyone else.

When accessibility and flexibility are built into the workplace from the start, they can remove barriers before an employee ever has to ask for help and make work better for employees with and without disabilities.

How Can Employers Retain and Advance Employees With Disabilities?

Hiring people with disabilities is only one part of workplace inclusion. Employers also need to make sure employees with disabilities have equitable opportunities to stay, grow, take on new responsibilities, and move into leadership.

Employers can:

  • Make professional development and training accessible.
  • Review promotion and performance processes for barriers or implicit bias.
  • Make sure employees with disabilities are considered for stretch assignments, mentorship, and leadership opportunities.
  • Train managers to have effective conversations about accommodations, performance, and career goals.
  • Track retention and advancement, not just disability hiring.
  • Create ways for employees to raise concerns about accessibility or discrimination without fear of retaliation.
  • Include employees with disabilities in workplace planning and decision-making.

Employees shouldn’t have to choose between getting the support they need and being seen as someone with potential to advance. Employers can help by making accommodations routine, protecting privacy, and ensuring that disability doesn’t become a barrier to career growth.

How Can Employers Celebrate NDEAM in 2026?

Employers can celebrate NDEAM by using October to highlight disability employment, learn from people with disabilities, and share resources that help build more inclusive workplaces.

Ideas include:

  • Share the 2026 theme, “Celebrating Value and Talent,” and official Department of Labor NDEAM materials.
  • Host a conversation or training on disability employment and workplace inclusion.
  • Share The Arc’s employment stories to highlight the experiences and contributions of workers with IDD.
  • Invite employees with disabilities who want to participate to share their perspectives, while making participation completely voluntary.
  • Share resources, including The Arc’s Starter Guide to Creating an Inclusive Workplace and the Job Accommodation Network.

Where Can People With Disabilities Find Employment Help?

People with disabilities looking for work or trying to advance in their careers can get help with job searches, employment supports, accommodations, and questions about how working may affect disability benefits.

Depending on where you live and the type of support you need, options may include:

  • State vocational rehabilitation agencies, which can help eligible people with disabilities prepare for, find, keep, or advance in employment.
  • American Job Centers, which provide employment and training services to job seekers, including people with disabilities.
  • Benefits counseling, which can help people receiving disability benefits understand how work and earnings may affect SSI, SSDI, Medicaid, or Medicare.
  • The Job Accommodation Network, which provides free, confidential information about workplace accommodations and employment issues.
  • Chapters of The Arc. Some chapters provide employment programs, job coaching, training, or other employment supports. Find a chapter of The Arc in your community to learn what is available locally.

People with disabilities deserve the same opportunities as anyone else to find work, earn fair wages, grow in their careers, and be valued for what they bring to the workplace. NDEAM puts a national spotlight on disability employment each October, but creating those opportunities takes work all year long.

Picture of the U.S. Department of Education building in Washington, DC

Supreme Court Clears Path for Dismantling of Education Department, Putting Students with Disabilities in Harm’s Way

/in /by Jackie Dilworth

In a fast-moving case with massive consequences for education, the U.S. Supreme Court has allowed the dismantling of the U.S. Department of Education to continue while a legal challenge plays out. The decision came without a full hearing or written explanation, and it greenlights layoffs of federal employees that could devastate services for students with disabilities.

This ruling doesn’t end the case that’s still making its way through the courts, but it means the damage could happen now, before any final decision is made about the legal issues. Here’s what you need to know.

What is the McMahon v. New York Case About?

This case is about President Trump’s firing of the federal employees who staff the U.S. Department of Education (“ED”), and his March 2025 Executive Order announcing plans to fully dismantle it. The order, called “Improving Education Outcomes by Empowering Parents, States, and Communities”, directs the Secretary of Education to take all necessary steps to close ED entirely.

ED plays a critical role in protecting and funding education for students with disabilities, including enforcing federal disability rights laws and providing special education funding to states.

What Happened Before the Supreme Court Got Involved?

  • March 2025: More than 1,400 employees (nearly half of ED’s workforce) were fired, that included the removal of essential staff who investigate complaints of discrimination on the basis of disability at the Office of Civil Rights (OCR) and staff who provide expert advice about special education law and services at The Office of Special Education and Rehabilitative Services (OSERS). In addition, the Trump Administration issued the executive order to dismantle the Department of Education this month.
  • May 2025: Groups of states, school districts, and teachers’ unions sued the federal government in two separate cases, saying that the administration doesn’t have the authority to eliminate a department created by Congress The case brought by the states (New York v. McMahon) was combined with the case brought by the school districts and teachers’ unions (Somerville Public Schools v. Trump). Now the combined case going forward is using the name New York v. McMahon.
  • Lower Courts: Both a district court and court of appeals sided against the Trump Administration, ordering the administration to rehire the affected employees while the case played out in the courts. The judges agreed that the administration could not close ED, as only Congress has the power to create or close federal agencies.
  • Appeal to the Supreme Court: The Trump administration asked the U.S. Supreme Court to pause those orders so layoffs could go forward while the case was ongoing.

What Did the Supreme Court Decide?

The Supreme Court allowed the Trump Administration to continue to fire essential federal employees at ED even though the courts have not yet ruled in New York v. McMahon. Because this was an emergency (or “shadow”) docket decision, there was no public hearing and no opinion explaining the reasoning.

Justice Sotomayor, joined by Justices Kagan and Jackson, dissented:

“When the Executive publicly announces its intent to break the law, and then executes on that promise, it is the Judiciary’s duty to check that lawlessness, not expedite it…This decision is indefensible. It hands the Executive the power to repeal statutes by firing all those necessary to carry them out. The majority is either willfully blind to the implications of its ruling or naive, but either way the threat to our Constitution’s separation of powers is grave.

Lifting the District Court’s injunction will unleash untold harm, delaying or denying educational opportunities and leaving students to suffer from discrimination, sexual assault, and other civil rights violations without the federal resources Congress intended.”

The Arc’s Position

The Arc believes every student with a disability has the right to a free, appropriate public education in an inclusive setting. The dismantling of the Department of Education undermines this right. Read more in our position statement on education.

Our CEO, Katy Neas (who served in senior leadership at ED), filed a declaration in this case, explaining that without meaningful staffing in ED’s Office of Civil Rights (OCR) and Office of Special Education and Rehabilitative Services (OSERS), the federal government cannot effectively monitor or enforce disability rights in schools.

As she stated in the declaration:

“The dismantling of the U.S. Department of Education will have a devastating impact on The Arc’s members, people with IDD and their families. The weakening of federal oversight over special education and civil rights monitoring in schools threatens to take us back to a dark time in our nation’s history when students with disabilities were largely excluded from school, without rights or recourse.”

What Does This Mean for People with Disabilities?

This decision allows the dismantling of ED to move forward now, even though the underlying case hasn’t been decided. The firings included critical staff at OCR and OSERS. Without these staff, it will be harder to investigate discrimination in schools and help schools give students the supports they need.

Once the staff and infrastructure are gone, building them (if the plaintiffs ultimately win) will be slow and difficult. The case is still ongoing, but the Supreme Court’s temporary decision is a major blow to the stability and enforcement of education rights for children with disabilities nationwide.

Where Can I Learn More?

A map of the United States of America

A New Limit on Disability Rights Lawsuits? What the Supreme Court’s Decision in Trump v. CASA Means

/in /by Jackie Dilworth

Can a federal court stop the government from enforcing a harmful policy that violates people’s rights, even if those people aren’t part of a lawsuit? That’s the core question in Trump v. CASA, a U.S. Supreme Court case that could reshape how civil rights cases are handled, including those brought by and for people with disabilities.

What Is the Trump v. CASA Case About?

This case challenged whether federal courts can make a ruling that stops the federal government from enforcing a policy across the entire country. This type of ruling is called a nationwide or universal injunction and is powerful because it applies to the individuals or organizations that file a lawsuit, and it also applies to everyone affected by the policy even if they did not bring a lawsuit.

What Are the Facts of the Case?

In January 2025, President Trump issued an executive order to end birthright citizenship. It said a child born in the U.S. wouldn’t automatically become a citizen if their mother was undocumented or a temporary visitor, and their father wasn’t a citizen or lawful permanent resident. The U.S. Constitution in Section 1 of the 14th Amendment states, “All persons born or naturalized in the United States, and subject to the jurisdiction thereof, are citizens of the United States and of the State wherein they reside.”

Multiple parties including individuals, advocacy groups, and states sued the Trump Administration, arguing that the executive order violated the Constitution. Lower courts agreed that the plaintiffs were likely to win, and they issued nationwide injunctions to stop the policy from going into effect.

The Trump administration asked the Supreme Court to narrow those rulings, arguing that the courts had no authority to block the policy for people who hadn’t directly joined the lawsuits.

What Did the Supreme Court Decide?

In a 6-3 ruling, the Court did not rule on whether the new citizenship policy was unconstitutional. Rather, in a 6-3 ruling, the Supreme Court sided with the Trump Administration on whether lower courts could issue nationwide or universal injunctions. Specifically, the Supreme Court ruled that lower courts can no longer use universal injunctions to block federal policies nationwide—even if those policies are unlawful and harm large groups of people—if the injunction is broader than necessary to provide “complete relief” to the plaintiffs who brought the lawsuit. They based their ruling on the idea that federal courts didn’t issue universal injunctions back when the Constitution was written, and so they shouldn’t now.

Justice Sotomayor, joined by Justices Kagan and Jackson, strongly dissented:

“The Court’s decision is nothing less than an open invitation for the Government to bypass the Constitution. The Executive Branch can now enforce policies that flout settled law and violate countless individuals’ constitutional rights, and the federal courts will be hamstrung to stop its actions fully.”

Justice Jackson called the ruling a “seismic shock” that opens the door for the government to violate people’s rights unless they sue (and win) in court:

“[It’s] a gash in the basic tenets of our founding charter that could turn out to be a mortal wound…Make no mistake: Today’s ruling allows the Executive to deny people rights that the Founders plainly wrote into our Constitution, so long as those individuals have not found a lawyer or asked a court in a particular manner to have their rights protected. This perverse burden shifting cannot coexist with the rule of law.”

The Arc’s Position

The Arc believes that when disability rights are violated on a wide scale, courts must be able to respond with equally broad solutions. If a federal policy is found to be discriminatory, courts should be able to stop it—not just for one person, but for everyone affected. Our position statement on human and civil rights affirms that all people “are entitled to the protection and benefits of the civil rights laws of their country,” and that when those rights are violated, they are “entitled to protection and rights restoration.” Our experience shows that systemic problems require systemic fixes. Limiting the scope of court orders makes those fixes harder to achieve.

Class action lawsuits remain a vital tool, and we will continue to use them. But make no mistake: this decision narrows the path to justice.

How Does This Case Impact People With Disabilities?

This decision makes it harder for people with disabilities (and others whose rights are being violated) to get full protection from the courts.

In the past, nationwide injunctions have played a key role in stopping harmful policies in their earliest stages, including those affecting:

  • Medicaid access
  • Disability-based immigration restrictions
  • Discrimination in public services and programs

Now, those broad protections will be harder to get. People harmed by an illegal policy will have to file their own lawsuits or wait for a class action or a Supreme Court decision, which can take years.

While the decision also prevents courts from invalidating beneficial policies for everyone based on one lawsuit, the overall impact is still negative. Federal district courts — the ones closest to communities — are now limited in how much they can do, even when they find clear violations of federal law.

The fight for civil rights continues. Courts can still hear disability rights cases, and they can still issue powerful rulings, especially in class actions. But this decision means that the first line of defense against harmful federal policies has been weakened. The Arc remains committed to pushing for broad, systemic change in the courts, in Congress, and in communities nationwide.

Additional Reading

Picture of the front of the U.S. Supreme Court building in Washington, DC

A Supreme Court Loss for Retirees With Disabilities: What Stanley v. City of Sanford Means

/in /by Jackie Dilworth

What happens when a worker with a disability retires and then faces discrimination in the benefits they were promised? That was the question at the heart of Stanley v. City of Sanford, a case that made its way to the U.S. Supreme Court this year. The answer the Court gave was disappointing: under federal law, workers with disabilities lose protections under the Americans with Disabilities Act (ADA) once they fully retire.

It’s a narrow interpretation with sweeping consequences, and it sends the wrong message about fairness, dignity, and how we value disabled people in the workplace and beyond.

What Was the Stanley v. City of Sanford Case About?

This case asked whether the ADA protects retirees with disabilities from being treated unfairly in retirement benefits simply because of their disability.

What Are the Facts of the Case?

Karyn Stanley worked as a firefighter for nearly two decades in Sanford, Florida. In 2016, she was diagnosed with Parkinson’s disease, a progressive neurological condition that caused physical disabilities. Two years later, she made the difficult decision to retire before age 65.

At the time she was hired, the City offered health insurance until age 65 for two groups: those who worked 25 years or more and those who retired earlier due to a disability. But in 2003, the City changed the policy. Now, retirees with disabilities would only get 24 months of health insurance, far less than their nondisabled coworkers who stayed longer.

Ms. Stanley sued, arguing that this unequal treatment was disability discrimination under the ADA.

The U.S. District Court dismissed Ms. Stanley’s lawsuit, explaining that the ADA only protects current employees or those looking for work, not fully retired workers like Ms. Stanley. The U.S. Court of Appeals for the Eleventh Circuit agreed with this decision. Ms. Stanley then appealed to the U.S. Supreme Court.

What Did the Supreme Court Decide?

In an 8-1 ruling, the U.S. Supreme Court agreed with the lower courts, saying that the ADA does not protect against discrimination in retirement benefits for people with disabilities. This means that the ADA only covers people with disabilities who either actively have a job or are looking for work. Since Ms. Stanley was retired from her job and not actively looking for a job, she no longer counted as a “qualified” individual under the ADA.

Justice Ketanji Brown Jackson dissented, writing:

“Disabled Americans who have retired from the workforce simply want to enjoy the fruits of their labor free from discrimination… Yet, the Court ignores that right today… Americans with disabilities have proven time and again that they can overcome long odds in fighting for their own equality. When that happens, my one wish would be for this Court to stay out of their way.”

The Arc’s Position

The Arc believes people with disabilities should be able to retire with dignity and security. The ADA was meant to eliminate disability discrimination in all areas of life, including employment. Employers should not be paying people with disabilities less or offering them worse benefits than their non-disabled employees. Our position statement on human and civil rights states that federal laws like the ADA must be protected and vigorously enforced. Our position statement on employment states that people with disabilities should have “fair and reasonable wages and benefits.” Furthermore, our position statement on aging states that people with disabilities should have “access to financial support that will provide them with retirement opportunities like those available to other older people who no longer work.”

How Does This Decision Impact People With Disabilities?

This ruling creates a dangerous gap in disability rights protections. Employers may now be free to cut benefits or discriminate against disabled workers after they retire with little to no legal consequence under the ADA.

For people with disabilities, retirement is often not just a life choice; it’s a medical necessity. And yet, this decision makes it easier for employers to deny them the very benefits they earned.

The National Disability Rights Network and other disability rights organizations filed an amicus brief in support of Ms. Stanley, explaining that if the Court does not protect against discrimination in retirement benefits “the ADA’s protections against discrimination mean the least when they are needed the most — when workers with disabilities have lost their jobs. . . these workers should not be denied access to post-employed benefits that nondisabled workers enjoy. Nothing in the ADA requires this perverse result.”

While it may still be possible for some retirees with disabilities to challenge discrimination if they are actively looking for work, the ADA will no longer protect people in situations like Ms. Stanley’s.

What’s Next?

This decision narrows the reach of one of the most important civil rights laws for people with disabilities. It’s a setback, but it’s not the end. Disability rights organizations, including The Arc, will continue fighting to ensure that laws like the ADA are interpreted in ways that reflect their original purpose: to protect against discrimination and uphold the full inclusion of people with disabilities in all areas of life.

Additional Reading

A picture of the White House at night

National Disability Groups Condemn Executive Order Taking Away Civil Liberties

/in /by Jackie Dilworth

Washington, DC — The Bazelon Center for Mental Health Law, the National Disability Rights Network, the Center for Public Representation, the National Health Law Program, the Disability Rights Education and Defense Fund, and The Arc of the United States condemn the issuance of an Executive Order on “Ending Crime and Disorder on America’s Streets.” The Order directs the Attorney General to seek “the reversal of Federal or State judicial precedents and the termination of consent decrees that impede the United States’ policy of encouraging civil commitment of individuals with mental illness who pose risks to themselves or the public or are living on the streets and cannot care for themselves in appropriate facilities for appropriate periods of time.”

“This Executive Order appears aimed at upending decades of established Supreme Court precedent and eliminating basic protections that prevent the arbitrary confinement of people based on a disability. We cannot go back to the times when people’s liberty could be taken away with no rhyme or reason, or for reasons like revenge or punishment,” said Jennifer Mathis, Deputy Director of the Bazelon Center for Mental Health Law. “The executive branch has an obligation to abide by Supreme Court decisions rather than seeking to overturn them.”

“What unhoused people with disabilities need is not more policing or confinement, but permanent affordable housing, access to mental health services, and the support to live with dignity in their communities,” said NDRN Executive Director Marlene Sallo. “This executive order diverts resources away from the real solutions we know work and instead embraces coercion over care.”

This is a broader disability rights issue – up to 40% of people with intellectual and developmental disabilities (IDD), such as Down syndrome, autism, cerebral palsy, and more, also have co-occurring mental health conditions. Currently, only 1 in 10 children and adolescents with IDD and mental health disorders receive specialized services. The solution is sufficient funding for community-based services and appropriate housing, not this Executive Order. Further, at a time when the federal government is making historic cuts to Medicaid, warehousing people in costly institutions is an absurd solution.

The Supreme Court has issued decisions ensuring that Americans have due process protections before the government can take away their liberty and confine them in a psychiatric hospital. Those decisions are the law of the land for good reason. Before the Court clarified these protections, people were too often confined for extended periods of time in psychiatric hospitals with little or no reason—and in some cases, for wholly inappropriate reasons. Many spent years or decades neglected on the back wards of overcrowded state psychiatric hospitals housing thousands of people. These practices destroyed lives and overwhelmed state budgets. Protections against inappropriate commitment are critical, as these practices still occur. Disability Rights Montana documented this problem in a 2022 report, while Disability Rights California found in 2024 that persons with mental health disabilities languish in a county jail without being charged with a crime costing millions of dollars a month. Promoting “maximally flexible” commitment standards will set treatment of citizens with disabilities back by decades.

Kenneth Donaldson was locked up against his will in a Florida state hospital for fifteen years with scant basis when he brought a lawsuit challenging that confinement. The Supreme Court held that the hospital had violated Donaldson’s constitutional rights, noting that “the mere presence of mental illness does not disqualify a person from preferring his home to the comforts of an institution” and that “a State cannot constitutionally confine, without more, a nondangerous individual who is capable of surviving safely in freedom by himself or with the help of willing and responsible family members or friends.” The Court has reaffirmed these legal principles on multiple occasions. The government must uphold them.

By using federal guidance, grants, or other means to promote “maximally flexible” commitment standards, the Executive Order also interjects the federal executive branch into an area long recognized as the states’ responsibility subject to critical Constitutional protections.

We call on the Administration to uphold the law and support the humane care and treatment of people with mental health disabilities.

# # #

Since 1972, the Judge David L. Bazelon Center for Mental Health Law has advocated for the civil rights, full inclusion and equality of adults and children with mental health disabilities. The Bazelon Center accomplishes its goals through a unique combination of litigation, public policy advocacy, coalition building and leadership, public education, media outreach and technical assistance—a comprehensive approach that ensures we achieve the greatest impact.

The National Disability Rights Network (NDRN) is the nonprofit membership organization for the federally mandated Protection and Advocacy (P&A) Systems and the Client Assistance Programs (CAP) for individuals with disabilities. Collectively, the Network is the largest provider of legally based advocacy services to people with disabilities in the United States.

The Center for Public Representation is a national advocacy organization dedicated to enforcing and expanding the rights of people with disabilities and others who are in segregated settings. CPR provides technical assistance and support to a network of federally-funded Protection and Advocacy programs in each of the United States and U.S. territories.

The National Health Law Program (NHeLP) is a public interest law firm that protects and improves access to health care for low-income and underserved people and works to advance health equity. We believe that everyone should have access to high quality, equitable health care and be able to achieve their own highest attainable standard of health. We enforce health care and civil rights laws; advocate for better federal and state laws and policies; train, support and partner with national, state and local health and civil rights advocates; and use strategic communications to achieve these goals.

Founded in 1979, the Disability Rights Education & Defense Fund (DREDF) is a leading national civil rights law and policy center directed by individuals with disabilities and parents who have children with disabilities. Our mission is to advance the civil and human rights of people with disabilities through legal advocacy, training, education, and public policy and legislative development.

The Arc advocates for and serves people with intellectual and developmental disabilities (IDD), including Down syndrome, autism, Fetal Alcohol Spectrum Disorders, cerebral palsy, and other diagnoses. Founded in 1950 by parents who believed their children with IDD deserved more, The Arc is now a network of nearly 600 chapters across the country promoting and protecting the human rights of people with IDD and actively supporting their full inclusion and participation in the community throughout their lifetimes. Through the decades, The Arc has been at the forefront of advances in disability rights and supports. There are over 7 million people with IDD in the United States, which encompasses over 100 different diagnoses. Visit www.thearc.org or follow us @TheArcUS to learn more.

A picture of a young man in a wheelchair with two adults by his side on a baseball field

How One Day at the Ballpark Meant the World to Families With Disabilities

/in , /by Jackie Dilworth

What does a perfect day look like for a family that’s often navigating a world that excludes them? On July 9, families connected to The Arc of Ohio found out, thanks to our national partnership with Lids and the Lids Foundation.

It was a day full of joy, connection, and the kind of belonging that too often feels out of reach. And it all happened because a company chose to step up and demonstrate their commitment to valuing people with disabilities.

The day began at the Lids store in Kenwood Towne Center, where each family was paired with a Lids team member. Together, they picked out hats and shirts, added personal touches with custom stitching, and got to know one another. Lids gave each child a $250 gift card to shop, and it quickly became more than just a shopping trip. It was a chance for kids to feel seen, valued, and empowered.

Then came the main event.

At Great American Ball Park, families got VIP treatment from the moment they arrived. They watched batting practice from the field, met Cincinnati Reds pitcher Brent Suter, and felt welcomed by every staff member they encountered. Before the first pitch, families received gift cards to buy food, thanks to the Reds Community Fund. That small act made it even easier to just enjoy the moment. Then everyone settled into an accessible seating area and watched the Reds take home a win against the Marlins.

It was an evening full of energy and unforgettable moments:

  • A picture of a young man in a wheelchair with two adults by his side on a baseball fieldLogan, who has autism and is non-verbal, lit up as he explored the stadium with his parents and sister
  • Noah, who has cerebral palsy and is non-verbal, beamed as his aide cheered alongside him
  • Coralie, who has Williams syndrome, wore her new Reds cap proudly while enjoying stadium snacks with her mom and brother
  • Daniel and Evie, siblings with autism and Down syndrome, chanted in the stands with their parents
  • And Lids staff laughed, danced, and even went down the giant slide—because the kids asked them to

Jen Powers Alge, a mom and staff member at The Arc of Ohio, shared:
“The families were thrilled to have such an exciting experience. The employees at the Lids store were so warm and fun to shop with. Batting practice had the kids smiling from ear to ear, and the moms and dads were in awe of such a cool, inclusive experience. The Lids Foundation thought of everything to make the day safe, fun, inspiring, and engaging. We are so grateful for the ‘best day ever,’ as one of the kids exclaimed.”

Ted Harton, Senior District Sales Manager at Lids who joined the outing, reflected:
“This experience reminded me what really matters. Spending the day with these families, seeing their love, joy, and strength, was truly inspiring. It was a chance to step outside of the everyday and just be present with people who show us what community and family should look like.”

And while this was a single day, it reflects something bigger. Lids continues to grow its partnership with The Arc, from supporting The Arc@School program to launching an in-store campaign that brings our mission to life in more than 1,000 stores.

Katy Neas, CEO of The Arc of the United States, said:
“At a time when too many companies are quietly stepping back from diversity and inclusion, Lids is stepping up and making a real impact. Their support is reaching families nationwide, fueling vital programs, raising awareness, and creating moments of true connection. But this partnership is so meaningful to The Arc and the millions of people with disabilities and their families with whom we advocate. It deepens Lids’ ties to the communities they serve, energizes their employees, and shows their customers what authentic commitment to our shared values looks like. We need more partners who lead with such purpose. Lids is helping to build a more inclusive future for people with disabilities, and we’re proud to move forward together.”

Starting this August, Lids will once again feature The Arc in stores across the country. Shoppers will be invited to round up their purchase to donate to The Arc and customize their gear with The Arc’s logo—another chance to stand with people with disabilities in a meaningful way. See what’s coming this August.

To every family who joined us, and to every Lids employee who made the day so special: thank you. This is what inclusion feels like. And this is what’s possible when we build it together.