JOE MARRONE INSTITUTE FOR COMMUNITY INCLUSION MAIN OFFICE: BOSTON, MA NW OFFICE: 4517 NE 39 TH...

JOE MARRONEINSTITUTE FOR COMMUNITY

INCLUSIONMAIN OFFICE: BOSTON, MA

NW OFFICE:4517 NE 39TH AVENUE

PORTLAND, OR 97211-8124TEL: 503-331-0687

HOME TEL: 503-331- 0486FAX: 503-961-7714

EMAIL:JM61947@AOL.COM

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DIANE LOUD

ICIUMASS BOSTON

100 MORRISSEY BLVDBOSTON, MA 02125-3393

TEL: 617-287-4335 FAX: 617-287-4352

EMAIL: DIANE.LOUD@UMB.EDU

WWW.COMMUNITYINCLUSION.ORG oror

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Reasonable Accommodations

In relation to the ADA, a reasonable accommodation is any modification or adjustment to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform essential job functions.

What Does Reasonable Mean?

• Reasonable in the eyes of the employer

• Doesn’t impose an undue hardship on the business

PEOPLE WITH DISABILITIES

Facts & MythsMYTH: Considerable expense is incurred to

accommodate workers with disabilitiesFACT: Most workers with disabilities

require nospecial accommodations. For those who do, cost is minimal or much lower than employers believe.

– Over 75% of accommodations cost less than $1,000

– 15% cost nothing

Accommodations: Variety

High Tech

Supportive Work Environment

• Create an atmosphere where individuals feel safe asking for support & assistance

• Flexibility to create a supportive atmosphere but maintains accountability

• Regularly & clearly communicate availability of accommodations to all

• Regularly communicate with all staff about resources available for support-e.g. EAP

ACCOMMODATIONS- CHICAGO STUDYEmployer Reported Accommodations(Healthcare and

Hospitality)

Employees with

Disabilities

Employees

without Disabilit

ies

Total

Physical Alterations 5 0 5

Adaptive Equipment/AT 3 0 3

Modifications to Job Duties

2 0 2

Changes to Work Schedule

2 0 2

Job Reassignment 1 0 1

Personal Assistant 1 0 1

Sign Language Interpreter

1 0 1

Other 1 0 1

TOTAL 16 0 16

Employer Reported Cost of

Accommodations(Healthcare and

Hospitality)

Number

Average

Cost

Range of Cost

Physical Alterations 3 $52$13 - $129

Adaptive Equipment/AT 3$1,51

2$1,037 - $2,000

Changes to Work Schedule

1 $0 $0

Personal Assistant 1 $0 $0

Other 1 $0 $0

TOTAL 9 $313$13 -

$2,000

ACCOMMODATIONS- CHICAGO STUDY

Employee Reported Accommodations

(Retail)

Employees with disabilit

ies

Employees

without disabilit

ies

Total

Changes to Work Schedule

21 30 51

Adaptive Equipment/AT

2 2 4

Modifications to Job Duties

4 0 4

Materials in Alternate Format

1 1 2

Physical Alterations 1 0 1

Job Reassignment 1 0 1

Other 1 0 1

TOTAL 31 33 64

ACCOMMODATIONS- CHICAGO STUDY

Advantages If Applicant Chooses To Identify Accommodations

Prior to Hiring – But Not Required To!

• CAN BE DISCUSSED IN INTERVIEW

• APPLICANT CAN DEMONSTRATE HOW THEY CAN USE THE ACCOMMODATION FOR THE EMPLOYER’S BENEFIT

• PROMOTES EARLY SOLUTIONS

• REDUCES EMPLOYER’S PERCEPTION OF RISK

REQUESTING REASONABLE REQUESTING REASONABLE ACCOMMODATIONSACCOMMODATIONS

• INDIVIDUAL’S RESPONSIBILITY TO INFORM -- BUT NO “MAGIC WORDS”

• EMPLOYER ONLY REQUIRED TO REASONABLY ACCOM NEEDS THEY ARE AWARE OF

GUIDELINES -- REQUESTING GUIDELINES -- REQUESTING REASONABLE ACCOMSREASONABLE ACCOMS

• ACCOMMODATION REQUEST = SOME DISCLOSURE

• WHEN SHOULD REQUEST BE?NEEDED FOR HIRING?

NEEDED TO PERFORM JOB?

IMPACT OF REQUEST:Before hire ?

Immediately after ?

Waiting 1 month or more ?

Guidelines for Requesting Reasonable Accommodations

• CONSIDER THE IMPACT OF ACCOMMODATION ON WORKPLACE?

• ARE CO-WORKERS INVOLVED OR DO THEY NEED TO KNOW?

• ARE THERE ALTERNATIVES THAT ARE MORE INCLUSIVE OR LESS STIGMATIZING?

• IS ACCOMMODATION ABSOLUTELY NECESSARY?

ADVICE WE GIVE TO HUMAN ADVICE WE GIVE TO HUMAN SERVICE STAFF RE: ADVOCATING SERVICE STAFF RE: ADVOCATING

W. EMPLOYERS ON W. EMPLOYERS ON ACCOMMODATIONSACCOMMODATIONS

• DON’T EXPECT EMPLOYER TO HAVE SOLUTION

• EMPLOYER = INFO RESOURCE

• PEOPLE W. DIS/ ADVOCATES = INFO RESOURCE

• EXPLAIN HOW MEETS BUS NEED

• NO JARGON

• DRAW OUT CONCERNS/ RESPOND

• BE GENTLE RE “ADA”– YOU’RE NOT A LAWYER

Working With Staff To Identify Accommodations

• WHAT ARE THE ESSENTIAL FUNCTIONS OF THE JOB?

• WHICH FUNCTIONS ARE AFFECTED BY THE DISABILITY?

• BRAINSTORM ACCOMMODATIONS/ ASSIST TECHNOLOGY

• INVESTIGATE OPTIONS• CHOOSE MOST APPROPRIATE/

FEASIBLE OPTION

COUNSELING POTENTIAL COUNSELING POTENTIAL APPLICANTS ON APPLICANTS ON

ACCOM REQUESTSACCOM REQUESTS• HELP ID ACCOMMODATION • DISCUSS ACCOM = DISCLOSURE• REVIEW EFFECT ON WORKPLACE

PERCEPTIONS• INFO RE: ADA• WORK ON HOW REQUEST MADE:

-- WORDING TO HIGHLIGHT MUTUAL BENEFIT

-- RESOURCES FOR EMPLOYER

-- TIMING

EMPLOYEES SEEKING ACCOMMODATIONS SHOULD:

• “OWN UP TO” DISABILITY & LIMITS

• SPELL OUT WHAT IS NEEDED

• TAKE ADVANTAGE OF WHAT IS OFFERED

• COOPERATE W. EMPLOYERS --- RELEASE

• DON’T VIOLATE CBA (WALRAVEN)

NOT EXPECT JOB CREATION NOT EXPECT ESSENTIAL NOT EXPECT ESSENTIAL

FUNCTIONS ELIMINATEDFUNCTIONS ELIMINATED SUGGEST REASONABLE SUGGEST REASONABLE

ACCOMMODATIONS, BUT ACCOMMODATIONS, BUT NOT EXPECT EXACT YESNOT EXPECT EXACT YES

NEGOTIATE !!! !!! (WALRAVEN)(WALRAVEN)

EMPLOYEES SEEKING EMPLOYEES SEEKING ACCOMMODATIONS SHOULD:ACCOMMODATIONS SHOULD:

ACCOMMODATION ACCOMMODATION STRATEGIESSTRATEGIES

JOB DESIGN• MODIFY ASSIGNMENTS

• TIME OUT (FOR STRESS)

• ONE TASK AT A TIME

• JOB SHARING

• RE-ASSIGNING TASKS

• ASSISTIVE TECHNOLOGY

• WORK AT HOME

ACCOMMODATION ACCOMMODATION STRATEGIESSTRATEGIES

TRAINING• JOB SHADOWING• JOB COACHING• LEARN 1 TASK AT A TIME• TASK ANALYSIS• WRITTEN/ TAPED INSTRUCTIONS• TEACH TO LEARNING STYLE• ADDITIONAL TIME/ TRAINING• MENTORING

ACCOMMODATION ACCOMMODATION STRATEGIESSTRATEGIES

MANAGEMENT• MENTORING

• PEER/ NATURAL SUPPORT

• GOALS/ MILESTONES

• FREQUENT REVIEWS

• REGULAR CHECK - INS

• EMPLOYEE ENCOURAGED TO STATE NEEDS

ACCOMMODATION ACCOMMODATION STRATEGIESSTRATEGIES

SCHEDULE

• TIME MANAGEMENT

• FLEX - TIME

• FLEXIBLE SCHEDULE

• FREQUENT/ FLEXIBLE BREAKS

• LONG LUNCH (for appts)

• PAID/ UNPAID LEAVE

ACCOMMODATION ACCOMMODATION STRATEGIESSTRATEGIES

ATTENTION ISSUES• LISTS/ REMINDERS

• TICKLER FILES

• ORGANIZATIONAL IDEAS

• HEADPHONES/ WHITE NOISE

• PARTITIONS

• RE - ARRANGE WORK AREA

• DIFFERENT WORK STATION

• BREAKS TO RE - FOCUS

• COMPUTER REMINDERS

Accommodation Resources

• JAN: HTTP:// WWW.JAN.WVU.EDU

• Abledata: HTTP://WWW.ABKLEDATA.COM/

The Access Board

http://www.access-board.gov/

Phone: (800) 872-2253 (voice) or (800) 993-2822 (TTY), weekdays 10 - 5:30 EST (Wed. 10 - 2)

A Federal agency committed to accessible design provides information and technical assistance on issues of accessibility

Institute for Community Inclusion

www.foremployers.com

Free resource to employers on best practices of hiring candidates with disabilities.