Lou Orslene JAN CoDirector Orslenejanwvuedu 2 Where I come from 3 Where I come from 4 Who is JAN 5 Why is this important So what are the goals of the Americans with D isabilities Act ADA ID: 739561
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ADA, Disclosure, and Tools for Accommodation Lou Orslene, JAN Co-DirectorOrslene@jan.wvu.eduSlide2
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Where I come from…Slide3
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Where I come from…Slide4
4Who is JAN?Slide5
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Why is this important?Slide6
So what are the goals of the Americans with Disabilities Act (ADA)Prevent discriminationProvide equal opportunity through the reasonable accommodation
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Goals of the ADA as AmendedSlide7
How do I know if I am covered by the ADA?An individual has a disability under the ADA if he or she:has a physical or mental impairment that substantially limits one or more major life activities,has a record of such an impairment, or
is regarded as having an impairment.
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Who is Covered?Slide8
How is the ADA different than IDEA? IDEAEntitlement8
Grades Pre-K
through 12
Post-secondary and Working
ADAEligibility
ADA and IDEASlide9
Self Advocacy:recognizes strengths, weaknesses, and needsfeels comfortable talking the disability and accommodation needs to future employers. understands rights and responsibilities under the ADA
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ADA and IDEASlide10
What is disclosure? Disclosure is when you give out specific, personal information about your disability. Important to provide:
The nature of the disability
The limitations, or how the disability affects your capacity to learn and/or perform the job effectively
Accommodations you will need in order to do the job
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ADA Slide11
Advantages of DisclosureTo receive reasonable accommodationsTo receive other benefits of employmentExplain an unusual circumstance
Provides legal protection
Develops self-advocacy skillsReduces stress and increases comfort level
Provides freedom to examine benefits11
ADA Slide12
Disadvantages of DisclosureMay be excluded or treated differentlyMay be overlooked for job, team, or groupMay be difficult and embarrassing
May bring up conflicting feelings about self
May lead to reliving bad past experiences12
ADASlide13
The 411 on Disability Disclosure: A Workbook for Youth with Disabilitieswww.ncwd-youth.info/resources_&_Publications/411.html
Information about ODEP can be found at www.dol.gov/odep/.
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ADA Slide14
When do I to Disclose?During the application or interview processAt any point during employment
To receive benefits and privileges
To explain an unusual circumstance
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ADASlide15
How do I Disclose? The individual must let the employer know
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An adjustment or change at work is needed for a reason related to a medical condition
To request accommodation, an individual:May use “plain English”
Need not mention the ADANeed not use the phrase “reasonable accommodation”
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ADA Slide16
Who do I Disclose to? Verbally or in writing, tell the…
Employer
SupervisorHR representative, or
Other appropriate person provided in the accommodation policy.
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ADASlide17
Do I have to provide medical info about my disability? May need to when the disability is NOT obvious
Probably will not need to when the need for accommodation is NOT
obvious17
ADASlide18
Accommodation = Equal Access = Inclusion
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TechniquesSlide19
The basis for inclusive employment is the reasonable accommodation (RA) policy and processThe foundation for reasonable accommodation is a robust interactive process (IP)The trigger for RA and IP is a request for an accommodation or recognition of an obvious barrier to someone with a known disabilityA request for accommodation includes two essential elements — a medical condition and a related challenge at work
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RA & IPSlide20
Modifying schedule or allowing leave time Making workplace or work station accessibleModifying methods — testing, communication, or trainingModifying or creating policiesPurchasing or modifying equipment or products Purchasing a service — reader or interpreterRestructuring job
Reassignment
Other accommodations Telework Adjusting supervisory method Using a service animal
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Eight
M
ost
C
ommon Types
of
RASlide21
Step 1: Recognizing an Accommodation RequestStep 2: Gathering informationStep 3: Exploring Accommodation OptionsStep 4: Choosing an AccommodationStep 5: Implementing the AccommodationStep 6: Monitoring the Accommodation
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JAN’s Interactive Process
https
://AskJAN.org/topics/interactive.cfmSlide22
An free, online “living” toolkit that captures and continuously updates best and emerging practices in providing accommodations in the workplace.http://AskJAN.org/toolkit/What is the Toolkit?22Slide23
Recruiters, Hiring Managers and SupervisorsAccommodation Consultant/Subject Matter ExpertEmployees and Co-workers — Allies Who uses the Toolkit?
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Employees and Co-workers — Allies Accommodation Toolkit24Slide25
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Interview ChallengesSlide26
Accommodation ToolkitRetaining an Employee Who has an Intellectual Disability Slide27
Big Idea The Mobile Accommodation Solution (MAS) is designed to help streamline the disability accommodation process at various phases of the employment cycle. Funded by the National Institute on Disability, Independent Living, and Rehabilitation Research (NIDILRR)Technology
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CollaboratorsCenter for Disability InclusionJob Accommodation Network (JAN)IBMUS Business Leadership Network American Association of People with DisabilitiesCouncil of State Administrators of Vocational RehabilitationNational Business and Disability Council Disability Management Employers CoalitionFree MAS App
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UsersTalent management, human resources, employer relations, and/or accommodation staffEmployment service providersApplicants and employees with disabilities Free MAS App 29Slide30
FunctionalityEasy to use, secure, mobile case management toolAccommodation tracking tool Best and emerging accommodation practices and forms embedded within toolEasy access to JAN Consultants and myriad of other resources
Free MAS App
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Free MAS App 31Slide32
Free MAS App 32Slide33
Free MAS App 33Slide34
Free MAS App 34Slide35
Free MAS App 35Slide36
Free MAS App 36Slide37
Free MAS App 37Slide38
Free MAS App 38Slide39
Expert consultationOver 250 JAN-authored PublicationsJAN’s A-Z (Disability, Topic, condition)
Legal libraries that include regulations and EEOC guidance documents
JAN Quarterly
ENewsletterJAN Training Modules and FREE Webcast Series
Easy access:AskJAN.org
800.526.7234 or 877.781.9403 (TTY)Chat, JAN on Demand, Skype, Text, Social Media
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JAN ResourcesSlide40
Contact JAN (800) 526-7234 (V) - (877) 781-9403 (TTY)AskJAN.orgjan@askjan.org(304) 216-8189 via Textjanconsultants via SkypeThank you for attending!
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For More InformationSlide41
Tools, Techniques, and Technologies for Creating Inclusive Workplaces
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