Advocating for Job Site Accommodations

Advocating for Jobsite Accommodations

Presented by:

Justin Blumhorst

Chief Operating Officer

Capabilities, Inc.

4/29/2015 www.capabilitiesinc.biz 1

Overview of Session• What are Reasonable Accommodations?

• Accommodations for Specific Disabilities

• General Employer Concerns with Accommodations

• What to Say About Accommodations in Interviews

• Myths Employers Have About Disabilities


What Are Reasonable Accommodations?• Adjustments or modifications which enable people with

disabilities to perform the essential functions of a job efficientlyand productively.

• Vary depending upon the nature of the job and the needs of the individual applicant or employee.

• Not all people with disabilities (or even all people with the same disability) will require the same accommodation or any accommodation.


Kinds of Reasonable Accommodations• Job Restructuring

• Modifying Work Schedules

• Acquiring or Modifying Equipment or Devices

• Adjusting or Modifying Tests and Training Materials

• Providing Assistive Technology or Devices

• Reassigning an Employee with a Disability to a Vacant Position


Quick Note Regarding Accommodations for Work• Opportunities for Ohioans with Disabilities may help pay for

these

Opportunities for Ohioanswith Disabilities

• Has to be for work purposes

• If employer does pay for them, they may be eligible for tax

credit


Job Restructuring• altering when and/or how an

essential function of a job is performed

or

• reallocating marginal job functions that an employee is unable to perform because of a disability


Modifying Work Schedules• allow an employee with a

disability to attend to matters related to treating the disability such as medical appointments or medication schedules

• Usually done through break or unpaid time


Acquiring or Modifying Equipment or Devices• Example: adjusting a desk

height to accommodate an employee who uses a wheelchair

• Will go over in more detail for different types of disabilities


Adjusting or Modifying Tests and Training Materials


• providing materials in alternate formats, such as:• Braille

• CD

• large print

• video

Providing Assistive Technology or Devices


• Examples• computer screen readers

• specific telephone that is compatible with an employee's hearing aid

• Will go into more detail later for different types of disabilities

Reassigning an Employee With a Disability to a Vacant Position• Reassignment for which he or she is qualified

• No longer able to perform the essential functions of the current job with or without reasonable accommodations

• This accommodation is available only for incumbent workers


Accommodations for Specific Disabilities• Visual

• Hearing

• Physical

• Developmental


Accommodations for Visual Disabilities

• Screen Readers• JAWS

• Window Eyes

• Screen Magnifiers• MAGIC

• ZoomText





• Currency Identifier Apps• IDEAL Currency Identifier

(Android)

• LookTel Money Reader (iOS)• Also Has Trainable version for

other uses








• Place Signage at Eye Level

• Put high contrast labels on everything



• Reduce Glare• The ideal situation is for light to be distributed on the visual task

in equal amounts from all angles with none of it reflected back toward the face.

• Reduce glare from windows and lights, as much as possible (using blinds, shades, curtains, etc.)

• Cover shiny tabletops with light-absorbing materials. Also, avoid shiny surfaces on pages, desks, and blackboards.



• Reduce Glare• Yellow filters or acetate can be placed over work (these can

be specially ordered or you can use yellow tinted portfolio covers and are available at office supply stores).

• When choosing paper, avoid a glossy finish as it can lessen legibility and can produce glare.



• Magnifying Glasses

• Portable Magnifiers• Magnifier App for Android

• Photocopier Enlargement

• Large Print (18 pt. recommended)

• Forms on Tape

• High Contrast Keyboard

• Large Print Keyboard



• Proper Lighting

• Service Animal

• Mobility and Orientation Trainng

Accommodations for Hearing Disabilities

• Sign Language Interpreter

• CART (Communication Access Real-time Translation)




• Write Notes Back and Forth• Pen and Paper

• Tablet

• Computers

• Mobile Devices

• Dry Erase

• Chalk Board

• Email

• Text

• For iOS- Sorensen Buzzcards



• Different Types of Alerts• Flashing Devices

• Strobe Lights

• Vibrating Devices



• Assistive Listening Systems• Broadcasting System

• Speaker talks into microphone

• Helps Individuals Hear Better

• Use through:• Headphones

• Directly Through Hearing Aids



• Phones Compatible with Hearing Aids• TruLink for Mobile Devices

• Phone calls directly sent to hearing aids

• Adjust hearing aids with app

• Save adjustments per location



• Encourage Staff to Learn Basic Sign Language

• Install Mirrors to Help Alert About Nearby Staff

• Put Sign Near Person Saying Direct Communication Needed (only if person is ok with this)

Accommodations for Physical Disabilities

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• Ergonomic Setup• Intended to provide optimum comfort

• Avoids stress or injury


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• Large Keys Keyboard

• 1 Handed Keyboard• FGHJ Method

• Mice• Track ball

• Keyboard Shortcuts

• Foot mouse

• Touchpads

• Joystick


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• Dragon Naturally Speaking• Control computer by voice

• Type by speaking

• Train to your voice

• Create custom commands


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• Orally Controlled Mouse• Head Pointer


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• Orally Controlled Mouse• Blow to Move


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• Orally Controlled Mouse• Scroll with Mouth


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• Orally Controlled Mouse• Eye Tracking Mouse

• Tobii PC Eye Go

• Samsung


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Accommodations for Developmental Disabilities• Reading

• Provide Pictures (Task Cards)

• Use Line Guide

• WYNN from Freedom Scientific


Accommodations for Developmental Disabilities• Writing

• Provide Templates or Forms to Prompt Information

• Allow Verbal Responses Rather than Written

• Use Spell Checker

• WYNN from Freedom Scientific


Accommodations for Developmental Disabilities




• Memory• Voice Activated Recorder

• Record Verbal Instructions

• Timer

• Alarms

• Task Cards

• Checklists

• LastPass



• Performing Calculations• Calculator

• Use Counter or Ticker

• Talking Tape Measure

• Liquid Level Indicator

• Marking Measuring Cup with “Fill to Hear” Line

General Employer Concerns About AccommodationsAre there specific policies and procedures employers must follow when trying to accommodate an employee with a disability?

• no specific policies or procedures that employers must follow

• employers may want to develop formal policies and procedures

• If staff have formal policies and procedures to refer to, they are more likely to handle accommodation requests properly and consistently.


General Employer Concerns About AccommodationsAre there specific policies and procedures employers must follow when trying to accommodate an employee with a disability?

• formal policy that is shared with employees helps employees know what to expect if they request an accommodation

• helps employees understand that other employees might be requesting and receiving accommodations.

• formal procedures help employers document their efforts to comply with the ADA.


General Employer Concerns About AccommodationsWhere can employers get sample accommodation policies and procedures?

• JAN and the EEOC have sample accommodation policies and procedures on their Websites:

• Sample policies at http://askjan.org/links/adapolicies.html

• Five Practical Tips For Providing And Maintaining Effective Job Accommodations at http://askjan.org/media/FivePracticalTips.doc


http://askjan.org/links/adapolicies.html

http://askjan.org/media/FivePracticalTips.doc

General Employer Concerns About AccommodationsWhere can employers get sample accommodation policies and procedures?

• Establishing Procedures to Facilitate the Provision of Reasonable Accommodation at http://www.eeoc.gov/policy/docs/accommodation_procedures.html

• EEOC's Internal Accommodation Procedures at http://www.eeoc.gov/eeoc/internal/reasonable_accommodation.cfm


http://www.eeoc.gov/policy/docs/accommodation_procedures.html

http://www.eeoc.gov/eeoc/internal/reasonable_accommodation.cfm

General Employer Concerns About AccommodationsWhat medical information can employers ask for when an employee requests accommodation?

• Under the ADA, employers must limit the scope of a medical inquiry in response to an accommodation request.



• When the disability or need for accommodation is not obvious, an employer may require that the employee provide medical documentation: • to establish that the employee has

an ADA disability

• to show that the employee needs the requested accommodation

• to help determine effective accommodation options.



• Although the ADA limits the scope of medical requests, it does not include specific forms for requesting medical information.

• For employers who want to develop a form, JAN provides a sample format that employers can use as a guide. The form is located at http://askjan.org/media/medical.htm.


http://askjan.org/media/medical.htm

General Employer Concerns About AccommodationsWill I have to pay for accommodations?

• OOD may pay for accommodations:• That help someone keep their

current job

• That help someone secure a job

• Have to have an open case with OOD


What to Say About Accommodations in Interviews• During a job interview you do not have to tell the employer that

you have a disability. • If it is an visible disability, they will know

• During the interview the employer is not allowed to ask you if you have a disability.

• Interviewer may ask you how you would perform a specific job task with or without an accommodation.


What to Say About Accommodations in Interviews• If you choose to ask for a job accommodation or to talk about

your disability during the interview be prepared to say how the accommodation would allow you to do the job.

• You may choose to wait to request an accommodation until the job has been offered.

• You may not discover what, if any, accommodation you would need until after you have tried the job.

• It’s okay to inform your employer of your need then.


Myths Employers Have About Accommodations• Myth: Persons with

Disabilities can’t keep up with other workers.

• It has been conclusively shown that, on average, people with a disability are more loyal, dependable, and productive than their non-disabled colleagues - and that they work more safely.

• 90% of people with disabilities rated average or better on job performance.


Busted

Myths Employers Have About Accommodations• Myth: A person with a

disability is likely to miss a lot of work.

• 86% of people with disabilities rated average or better on attendance.


Busted

Myths Employers Have About Accommodations• Myth: A person with a

disability will have more accidents on the job.

• 98% of people with a disability rate average or better in work safety.


Busted

Questions?• Justin Blumhorst

• Phone• 419.778.7400

• Email• [email protected]

z

• Linked In• https://www.linkedin.com/profile/vi

ew?id=47741680

• Facebook• www.facebook.com/jblumho

• Twitter• www.twitter.com/jblumho


Service Area

mailto:[email protected]

https://www.linkedin.com/profile/view?id=47741680

http://www.facebook.com/jblumho

http://www.twitter.com/jblumho

Date post:	16-Jul-2015
Category:	Government & Nonprofit
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Advocating for Job Site Accommodations

Government & Nonprofit