&ADAaccommodations

Trina EdmondsonProgram ManagerDenise BorgesEmployment SpecialistIndependent Living Department

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What sets us apart?

• We are who we serve

• 51% of all staff, board and volunteers are

people with disabilities by federal mandate

What sets us apart?

• We believe in empowerment

• We do NOT do for people but we teach

them how to advocate for themselves

• It is all about independent living!

empowerment

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individual consumer services

systems change advocacy

independence

What we do

individual

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services we are

all

about

people

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individual services• information and referral

• independent living skills

• home assessments

• adaptive equipment loans

• veterans’ services

• employment advocacy

• employment readiness

• nursing facility transitions

“Every man, woman and child with a disability can pass

through once-closed doors into a bright new era of

equality, independence and freedom.”

Americans with Disabilities Act

President George H.W. Bush | July 26, 1990

• Provides protection from discrimination based on a disability

• Title I is for employment

• Protects throughout the entireemployment process• Application• Interview• During employment

Americans with Disabilities Act

• Employer Responsibilities

• 15 employees

• Interactive Process

• Provide Reasonable Accommodation

• Cannot be an undue hardship

Americans with Disabilities Act

• Employee Responsibilities

• Qualified to perform the essential functions with or without an accommodation

• Person with a disability or be regarded as a PWD

• Tell the employer you have a disability

• Have a record of the disability

Americans with Disabilities Act

Any impairment that is long

term or permanent that

substantially limits one or

more major life activities or if

you are regarded as a

person with a disability

Definition of a Disability

What

qualifies

you as a

person

with a

disability?

AD/HD

Agent Orange

Alzheimer’s

Amputation

ArthritisAsthma / Emphysema

Autism / Asperger’s

Autoimmune Disorder

Back Injury Blind /Visually Impaired

Bone / Joint Impaired

Brain DisorderBrain Injury/Traumatic Brain Injury

Cancer

Cardiovascular DisorderCarpal Tunnel

Cerebral Palsy

Chemical Sensitivity

Cognitive Impairment

Deaf / Hearing Impaired

Dementia

Depression

Developmentally Disabled

Diabetes

Emotional Impairment

Epilepsy / Seizure Disorder

Fibromyalgia

HIV / AIDSKidney Disease

Learning Disability

Mental Health

Morbid Obesity

Multiple Sclerosis

Muscular Dystrophy

Narcolepsy

Parkinson’s Disease

Post-Traumatic Stress Disorder

Post-Polio Syndrome

Pulmonary Disease

Short Stature / Little Person

Stroke

Substance Abuse

• The focus is on the interactive process to determine the type of accommodation needed.

• Ask the Experts• Center for Independent Living (CIL)• Job Accommodation Network (JAN)• Great Lakes ADA Center

The Impact of the ADA on Employers

• Do I have to tell my employer

about my disability?

• Am I lying if I don’t disclose?

• Want to be open and honest

• Elephant out of the room

• Obvious disability

Disclosure is a choice

Will it affect my chance to get the job?

• Hidden disabilities• Mental illness• Diabetes • Can you think of

others?

Disclosure is a choice

• Don’t ask the wrong question• Avoid HIPAA violations• $11,000.00 per violation!

• Know how to answer the “wrong” question• Answer the intent

• Understand the intention of questions• Can you do the job?• Attendance, Safety Risk

What we learned

• Clear direction from employer

• Develop a policy to include in handbook

• Orientation • Designate a person in HR

• Promotes Empathy• Reduce EEOC claims

Effective Process/Policy

Considerations

• Training for management, supervisory personnel and employees

• Remember to look at each case as an individual

• What works for one person may not work for another

Accommodations Process

• Realize the need• Be a Proactive Employer• Self-awareness

• Loss of production• Loss of focus or commitment

• Follow policy in handbook• Request a meeting with designated HR manager• Be prepared, ask what to bring

Requesting an Accommodation

Questions to Consider

• What limitations affect the job performance?

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

• Look at the job description and essential functions

• What accommodations are available to reduce or eliminate these problems?

The Interactive Process

Schedule adjustment

Policy change

Interpreter/reader

Equipment

Software/Hardware

Physical structure of a building

Reasonable Accommodation

What is an accommodation?

• Computer software• Screen readers, Screen magnifiers, Voice

recognition, Word Q and Wynn Reader

• Learning Styles• Visual, Hands on, More time with training, Job

coaches

• Assistive Technology• Endless and case by case

Work Tools | Accommodations

Questions • Are all possible resources being used to

determine possible accommodations?

• Center for Independent Living (CIL)

• Job Accommodation Network (JAN)

• Disability Business Technical Assistance Center

(DBTAC)

The Interactive Process

Other Consioderations to consider

• Put accommodations in place• periodically evaluate the effectiveness of the

accommodations • determine whether additional or alternative

accommodations are needed

• Mid year and annual goals review

The Interactive Process

• Soft skills enhancement

• Organization• Problem solvers• Flexibility• Time management• Safety awareness• Innovative

Why hire people with disabilities?

• Vision impairment: more organized, excellent memory

• Hearing impaired: great for noisy environments, safety officers

• Physical disabilities: If they can access the building, everyone can, which includes customers!

Examples

• Mental Illness: Self awareness, confidence, creative new ideas

• Learning impairments: Hard working, dedicated, loyal

Examples

Why hire people with disabilities?

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Thank you

www.dakc.usPhone 616-949-1100

Fax 616-949-7865

3600 Camelot Drive SE Grand Rapids, MI 49546 33