session code: wvr-011 ask jan: burning questions in accommodation lou orslene [email protected]...

Session Code: WVR-011

Ask JAN: Burning Questions in Accommodation

Lou Orslene [email protected]

12/30/20152:20 PM – 3:20 PM

Handouts are available at: www.atia.org/orlandohandouts 1

Learning Objectives• Participants will engage JAN Consultants to discuss and

develop solutions to at least six burning accommodation scenarios.

• Participants will learn to ask a series of questions of the individual requesting an accommodation and use this information to successfully provide the accommodation.

• Participants will be able to identify at least four best practices, including use of JAN’s six step Interactive Process, and list three practical resources toward solving future accommodation challenges.

2Handouts are available at: www.atia.org/orlandohandouts

AGENDA

About JAN

All about Accommodations

Accommodation Situations and Solutions

Q & A


ABOUT JAN

Free, confidential, national service

TA on Job Accommodations and ADAAA

Coach customers through the disclosure and interactive process

Give targeted technical assistance

Provide comprehensive referrals


ABOUT JAN

Communicate via telephone, chat, text, TTY, relay, email, and social networks

Offer live and archived training

Extensive online services

Conduct research to inform policy

Work as a partner in making model employers


ABOUT JAN


ABOUT JAN

Teams•Sensory •Cognitive/Psychiatric•Motor•ADA•Self-employment


ABOUT JAN

JAN Consultants can be reached M-F 9am-6pm EST by

Phone - (800) 526-7234 (voice); (877) 781-9403 (TTY)

Email - [email protected]

Skype - Janconsultants

Text – (304) 216-8189

Chat available online at http://AskJAN.org

Website - http://AskJAN.org


What is an accommodation?

A reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things usually are done that enables a qualified individual with a disability to enjoy an equal employment opportunity.


Interactive Process

The Equal Employment Opportunity Commission (EEOC), recommends that employers use an “interactive process,” which simply means that employers and employees with disabilities who request accommodations work together.


Accommodation Process


Questions to Consider• What limitations is the the applicant, candidate, or employee

experience?

• How do these limitations affect the employee and the employee’s job performance?

• What specific job tasks are problematic as a result of these limitations?

• What accommodations are available to reduce or eliminate these problems? Are all possible resources being used to determine possible accommodations?


Questions to Consider

• Can the employee provide information on possible accommodation solutions?

• Once accommodations are in place how do we evaluate the effectiveness of the accommodations?

• On an “as need to know basis”, who needs to be informed of the accommodation? i.e. supervisor, parking attendant, etc.

• Would human resources or personnel departments, supervisors, or coworkers benefit from education and training on disability awareness? Who can provide it?


Eight Types of Accommodation

1. Purchasing or Modifying Equipment or Products

2. Making Work-site Accessible

3. Job Restructuring

4. Modifying Schedule and Allowing Leave Time


Eight Types of Accommodation

5. Modifying Methods (e.g., tests, communication, training)

6. Modifying Policies

7. Providing Readers and Interpreters

8. Reassignment


Accommodation Situations and Solutions – Motor Situation

A junior high teacher with multiple sclerosis was preparing to return to work after a year of medical leave. She had difficulty standing due to lower extremity weakness so could not write on the chalkboard as much as needed.

Solution

Her employer purchased an LCD Pen Tablet with a projector, which allowed the teacher to sit and write on the pen tablet and project what she wrote on the chalkboard. Cost: $8,500


Accommodation Situations and Solutions – Motor

Situation

Laborer/material mover in manufacturing setting with back impairment, trouble moving items and lifting/standing restrictions.

Solution

Employer reported they provided a lifting device that cost $60.



Situation

A long-term city employee had diabetes and had to use a wheelchair due to foot ulcers. She was having difficulty accessing her workstation.

Solution

Her employer opened up her work area and made it more accessible, lowered the files she needed to use, and located a refrigerator closer to her workstation. Cost $100.



Situation

Law enforcement support worker with arthritis, fine motor issues such as grasp/handling/sensing…trouble keyboarding and writing.

Solution

Employer provided speech recognition software.


Accommodation Situations and Solutions – Cognitive

Situation

Health technician in a hospital setting with Learning Disability & Cerebral Palsy. Employee had trouble with cognitive processes/reading and working in noisy environment.

Solution

Noise cancelling headphones, mobile phone with reminder App, task instructions voice read from a recording, binders with pictures of complete trays along with the “recipes” for tasks.


Accommodation Situations and Solutions – Cognitive

Situation

A job applicant for a dog warden position for city government had dyslexia, had difficulty reading, and could not pass a required pre-hire test to be completed electronically as he kept getting timed out of the exam.

Solution

The employer worked with the company who developed the testing software to extend the time for responses and the applicant was provided a reader.


Accommodation Situations and Solutions – Psychiatric

Situation

An employee with depression and having problems with his supervisor’s management style, exacerbating his symptoms. The employee wanted less face-to-face communication, but parts of his job were time sensitive and the supervisor had to communicate with him quickly.

Solution

Determined that email would be used as the primary communicate between the employee and supervisor.


Accommodation Situations and Solutions – Sensory

Situation

An electric serviceman with progressive hearing loss sometimes worked in a bucket truck and needed to communicate to coworkers. The usual method of communication was via a radio.

Solution

The employer switched to cell phones and the employee was able to use text messaging to communicate. Cost $500.



Situation

A government employee who was deaf was not communicating effectively with coworkers.

Solution

The employer purchased a video relay service. One time cost of $200.



Situation

A foreign language teacher with diabetic retinopathy was having difficulty monitoring students’ behavior, and making entries in the grade book.

Solution

A mirror was placed in the middle of the classroom to assist with peripheral vision. The school purchased an iPad and software to help the teacher track grades more easily, and allowed use of an enlarged screen for inputting grades. Cost: $1,000.


Accommodation Best Practices

•Engage the employee in determining the accommodation

•Consider a trial period during which various accommodations are tried

•Communicate to all personnel involved about the accommodation

•Insure the accommodation is maintained over time


Select Resources

•What Accommodations Support School Performance? - Center for Psychiatric Rehabilitation Publication

•Occupation and Industry Series: Accommodating Educators with Disabilities - JAN Publication

•Accommodation and Compliance Series: Students with Mental Health Impairments - JAN Publication

•Supporting Accommodation Requests: Guidance on Documentation Practices - AHEAD Document

•Frequently Asked Questions on Effective Communication for Students with Hearing, Vision, or Speech Disabilities in Public Elementary and Secondary Schools - DOJ Publication

http://askjan.org/landingpage/ATIA2015


Questions?


Thank you for attending this session

29

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• Session Evaluation: URL• Please help us improve the quality of our conference by completing your session

evaluation form.• Completed evaluation forms should be submitted as you exit or to staff at the

registration desk.

• Handouts• Handouts are available at: www.atia.org/orlandohandouts• Handout link remains live for 3 months after the conference ends.

Handouts are available at: www.atia.org/orlandohandouts

session code: wvr-011 ask jan: burning questions in accommodation lou orslene [email protected]...

Documents

chat available

reasonable accommodation

accommodation lou orslene

step interactive process

interactive processgive

job accommodations

policy work

model employers