joe marrone institute for community inclusion main office: boston, ma nw office: 4517 ne 39 th...
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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:[email protected]
WWW.COMMUNITYINCLUSION.ORG oror
WWW.ONESTOPS.INFO
DIANE LOUD
ICIUMASS BOSTON
100 MORRISSEY BLVDBOSTON, MA 02125-3393
TEL: 617-287-4335 FAX: 617-287-4352
EMAIL: [email protected]
WWW.COMMUNITYINCLUSION.ORG oror
WWW.ONESTOPS.INFO
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.