EmployingPeopleWithDisabilities E

MPLOYEE

2

Prepared by the North Dakota Center forPersons with Disabilities (NDCPD) underGrant Award #11-p-914993/8-03Medicaid Infrastructure Grant (MIG), 2004.

The North Dakota Medicaid InfrastructureGrant (ND MIG) began January 1, 2002, fundedthrough the Ticket to Work and Work IncentiveImprovement Act of 1999. The purpose of NDMIG is to explore, analyze, test, and considerstrategies by which benefits and services can bedelivered to encourage individuals withdisabilities to be gainfully employed. We havewritten this handbook in order to continue ourefforts to encourage and support people withdisabilities in securing and sustaining competitiveemployment in an integrated setting.

NDCPDMinot State University500 University Avenue WestMinot, ND 58707

Available in alternative formats uponrequest (1-800-233-1737).Electronic versions are available atwww.ndmig.com.

Although we tried to find the most up-to-dateand accurate information for this handbook, wedo not warrant the accuracy, reliability, ortimeliness of any information available, norendorse any content, viewpoint, product, orservice in or linked from the suggested websites. Any person that relies on any informationobtained from this handbook does so at thatperson’s own risk.

3

Contents

Employment for People with Disabilities

Americans with Disabilities Act (ADA)

Frequently Asked Questions (ADA)

Reasonable Accommodation (FAQs)

Contact for ADA Information

ADA Mediation Program

Additional Laws Regarding Employment of

People with Disabilities

Ticket to Work and Work Incentive

Improvement Act

The Red Book (SSI and SSDI)

Benefits Planning, Assistance, and Outreach

program (BPAO)

Additional Work Incentives

Finding Employment Opportunities

Reviewing Your Skills, Traits, and Values

Looking at Potential Occupations

Writing Your Resume

Interviewing Tips and Strategies

When to Disclose

6

Part I - Laws and Rights for People with Disabilities in the Workplace

Part II - Building Your Job Seeking Skills

8

15

20

28

42

45

47

49

59

65

68

75

84

90

23

10

4

Contents (con’t)

Association for Persons

in Supported Employment (APSE)

Job Accommodation Network (JAN)

Job Access

One Stop Centers

Frequently Asked Questions

about Federal Jobs

Additional Employment Resources

Further Reading

Part III -Organizations and Resources for Job Hunting and Accommodations

96

101

99

102

105

111

127

5

Laws andRightsforPeoplewithDisabilitiesin theWork place

Part I

6

Unemployment is one of the biggest issues facing thedisability community. Only 32% of people with disabilitiesaged 18 to 64 are working, but two-thirds of thoseunemployed would rather be working. However, with theAmericans with Disabilities Act (ADA) of 1990 and otherlegislation, the employment rate has slowly increased from46% in 1986 to 56% in 2000. Other factors that mayhave contributed to this change are a strong economy anda growth in technology. Growth in these two areas allowcompanies to make accommodations that were notavailable in the past. The inclusive efforts of the ADA alsoseem to have benefited younger people at that earlieststages of their careers. However, their employment rate is25% and is the smallest to date.

Barriers to employment create the widest participation gapfor people with disabilities. Not surprisingly, of thosepeople with disabilities who are not working, more thantwo out of three say they would like to work. We live in asociety where a career is a major defining element of one’sidentity. Work impacts an individual’s ability to take partin other critical aspects of life, from home ownership totransportation, access to health care, ability to socialize,pursuit of advanced education, and active participation ina person’s community.

More people with disabilities working means moreconsumers to put money back into the economy, morecontributing taxpayers, and better use of the nation’sresources. It brings opportunities for employers as well: totap into new sources of creativity, loyal employees, andexpanded workforce and consumer diversity.

According to a New York Times Job Market NationalStudy, companies today are increasingly promotingdiversity in the workforce that includes workers withdisabilities. Most hiring mangers (67%) today say they areactively seeking to recruit job candidates who are: Hispanic(68%), black (65%), female (65%), Asian (60%), over age50 (56%), or disabled (50%). Companies with diversityprograms or policies in place have an employee populationcomprised of workers who are: white (54%), female (52%),

EmploymentforPeoplewithDisabilities

7

male (48%), under age 30 (29%), black (22%), Hispanic(18%), over age 55 (16%), Asian (7%), or disabled (2%).

Thomas J. Donohue, president and chief executive office ofthe Chamber of Commerce of the United States of America,says:

Finding and keeping good workers are among thegreatest challenges facing businesses in the 21stcentury. Today, more than ever, businesses need accessto a skilled and diverse workforce. They cannot staycompetitive and increase profitability withoutqualified personnel.

People with disabilities are a source of qualified workers thatis frequently overlooked. This pool of workers represents oneof the largest groups seeking employment in today’s market -some 9 million unemployed Americans with significantdisabilities want to work.

Employers state that, once hired, this labor source providessome of the best employees within a corporation. They aregenerally dependable, dedicated, hardworking, andproductive.

With the increased awareness of diversity in the workplace,people with disabilities have a stronger chance of gainingemployment than ever before. Job hunting is still a difficulttask for anyone; however, with numerous organizations andresources, a person with a disability can join in the search wellprepared to show a future employer what he/she can add tothe workplace.

Within this handbook, a job seeker with a disability can findout more about his/her rights within the law, view tips aboutpersonal assessment, interviewing, resume writing, and more.There are numerous web sites and other resources listed tohelp job seekers with disabilities prepare themselves forfinding the right job that best meets their needs.

Did you know . . . that Ludwig

vonBeethoven,the

famous Germancomposer, was deaf?

8

AmericanswithDisabilitiesAct ADA

On July 26, 1990, President George Bush signed theAmericans with Disabilities Act (ADA) into law. This act hasbeen recognized by organizations across the United States asthe most sweeping civil rights legislation since the Civil RightsAct of 1964. Organizations complied with the legislation thatbecame effective for employers with 25 or more employees onJuly 26, 1992, and effective for employers with 15 or more onJuly 16, 1994.

Title I of the ADA prohibits private employers, state and localgovernments, employment agencies, and labor unions fromdiscriminating against qualified individuals with disabilities injob application procedures, hiring, firing, advancement,compensation, job training, and other terms, conditions, andprivileges of employment.

The intent of the ADA is to prevent discrimination againstqualified people with disabilities in employment, publicservices, transportation, public accommodations, andtelecommunications services.

As defined by in the ADA, an individual with a disability is aperson who:

◗ 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 such an impairment.

A qualified employee or applicant with a disability is anindividual who, with or without reasonable accommodation,can perform the essential functions of the job in question.Reasonable accommodation may include, but is not limitedto:

◗ Making existing facilities used by employees readily accessible to and usable by persons with disabilities.◗ Job restructuring, modifying work schedules, reassignment to a vacant position.◗ Acquiring or modifying equipment or devices, adjusting, or modifying examinations, training materials, or policies, and providing qualified readers or interpreters.

9

What the ADA means to organizations and their managers isthat they can no longer screen out individuals with disabilitiesin the hiring process, nor can they discriminate in any area ofemployment, including compensation, promotions, benefits,or firing. Organizations will no longer be able to conductinquiries into the nature of an applicant’s disability during theapplication process. Organizations must be aware of physicalbarriers in the work environment, as well as provide up-to-date relevant job descriptions to their workers.

Under the ADA, employers cannot ask job applicants aboutthe existence, nature, or severity of a disability. However,employers can ask if they are an affirmative action employerunder Title V. Applicants may be asked about their ability toperform specific job functions. A job offer may beconditionally based upon the results of a medicalexamination, but only if the examination is required for allentering employees in similar jobs. Medical examinations ofemployees must be job related and consistent with theemployer’s business needs. Note that employees and applicantswho engage in the illegal use of drugs are not covered by theADA.

According to Richard Nelson Bolles and Dale S. Brown,authors of Job-Hunting for the So-Called Handicapped orPeople who have Disabilities, the ADA has generated a numberof myths and false expectations about what the law really says.

The first myth is that the ADA gives people with disabilities“special privileges.” It does not and this myth arises from amisinterpretation of “reasonable accommodation.” The topicof reasonable accommodation will be explored in detail in aseparate section of this handbook.

The second myth, according to Bolles and Brown, is that theADA guarantees jobs for people with disabilities. It does notbecause no one is “guaranteed a job.” Everyone must searchfor the right job with the right employer by comparing skillswith the job description.

The third myth is that the ADA might give people withdisabilities “extra points in the competition to get a job.” It

Did you know . . .that Hans Christian

Anderson, thefamous Danish

writer of fairy tales,had a learning

disability?

10

does not because the ADA only covers people with disabilitieswho are “qualified” for the job and gives employers the rightto refuse employment to those who do not have the correctqualifications.

The fourth and final myth is that the ADA has endeddiscrimination. It has not, but it has made it more difficult todirectly discriminate by asking point blank questions aboutdisabilities.

The ADA can be confusing because of the legal languageused. However, there are many organizations and web sitesavailable to help sort through the process of discovering truthversus myth.

Numerous frequently asked questions (FAQs) regarding theADA have been complied from the U.S. Equal EmploymentOpportunity Commission (www.eeoc.gov), the U.S.Department of Labor (www.dol.gov), the U.S. EqualEmployment Opportunity Commission (www.usdoj.gov),and the Social Security Work Site (www.socialsecurity.gov).For a comprehensive list of FAQS check out the individualweb sites. In the meantime, the next few pages address manyconcerns about the ADA and how it works. The followingsample questions, taken from the above sources, are dividedinto two categories: FAQs about ADA and FAQS aboutReasonable Accommodation.

FAQs about ADA:

Q: How do I know if I am protected by the ADA?

A: You are protected by the ADA if you meet their definitionof a “disability” and become a “qualified individual with adisability.” According to the ADA, “if you have a physical ormental impairment that substantially limits a major lifeactivity such as hearing, seeing, speaking, thinking,walking, breathing, or performing manual tasks” you fittheir definition. Additionally, you must be able to do yourjob, with or without accommodation.

FAQsAboutADA

11

Q: What are my rights under the ADA?

A: The ADA “makes it unlawful to discriminate in allemployed practices such as: recruitment, firing, hiring,training, job assignments, promotions, pay, benefits, layoffs,leave, and all other employment related activities. It is alsounlawful for an employer to retaliate against you forasserting your right under the ADA.” The Act also “protectsyou if you are a victim of discrimination because of yourfamily, business, social or other relationship, or associationwith an individual with a disability.”

Q: What should I do if I think my ADA rights have beenviolated?

A: If you think you have been discriminated against inemployment on the basis of disability, you should contactthe U.S. Equal Employment Opportunity Commission(EEOC). A charge of discrimination generally must be filedwithin 180 days of the alleged discrimination. You may haveup to 300 days to file a charge if there is a State or local lawthat provides relief for discrimination on the basis ofdisability. However, to protect your rights, it is best tocontact EEOC immediately if discrimination is suspected.To contact the EEOC, look in your telephone directoryunder U.S. Government or call1-800-669-4000 (Voice) or 1-800-669-6820 (TTY).

Q: Is there any cost to file a charge?

A: No. There is no fee for filing a charge; however, someindividuals choose to hire a lawyer even though one is notrequired.

Q: What happens after I file a charge with the EEOC?

A: The EEOC notifies your employer that a charge hasbeen filed and will suggest mediation as an initial way tocome to an agreement. This mediation process is describedin detail later in this handbook. If the referral to mediation

Did you know . . .that Lucille Ball,

American film andtelvision star, had

rheumatoid arthritisas a young womanand was unable to

walk for two years?

12

is not made or mediation does not work, and the EEOCcomes to the conclusion that a charge has no merit, thecharge will be dismissed and you will be informed inwriting. If you want to pursue the matter further, you canfile your own lawsuit. If the EEOC acknowledges that yourcharge is valid, they will try to settle the matter informally.If this doesn’t work, the EEOC with either bring a lawsuit orsend you a letter telling you to file a lawsuit.

Q: Does an employer have to give preference to a qualifiedapplicant with a disability over other applicants?

A: No. An employe can make hiring decisions based onqualifications only, without regard to disabilities. Theapplicant with the best qualifications will get the job.

Q: When can an employer ask an applicant to “self-identify” as having a disability?

A: “Federal contractors and subcontractors who are coveredby the affirmative action requirements of section 503 of theRehabilitation Act of 1973 may invite individuals withdisabilities to identify themselves on a job application formor by other pre-employment inquiry.” However, employerswho ask for such information must adhere to therequirement noted in section 503 regarding the way theinformation is used and requested. Additionally, theemployers must maintain separate files with thisinformation and protect the confidentiality of the individualwith a disability.

Q: Should I tell my employer that I have a disability?

A: If you will need a reasonable accommodation to applyfor and do the job, then you must let your employer know.Then, the employer is obligated to provide such a reasonableaccommodation so the individual can participate fully. It isthe individual with the disability’s responsibility to informthe employer about any accommodations needed.

13

Q: Can an employer refuse to hire me because he believesthat it would be unsafe, because of my disability, for me towork with certain machinery required to perform theessential functions of the job?

A: Under the ADA, “an employer can refuse to hire anindividual if he/she poses a direct threat to the health orsafety to herself/himself or others.” A direct threat is a“significant risk of substantial harm.” The assessment of“direct threat” must be based on “objective, factual evidenceregarding an individual’s present ability to perform essentialfunctions of a job.” This mean that an employer cannotrefuse to hire your based on fears regarding risk in the futureor because of a slightly increased fear of added risk.Additionally, the employer must look into reasonableaccommodation options that will reduce or eliminate anyrisk on the job.

Q: Can an employer maintain existing production/performance standards for an employee with a disability?

A: Yes. The employer can maintain existing production/performance standards for an employee with a disability aslong as these standards are the same for everyone in anequivalent job and the essential job functions can beperformed, with or without reasonable accommodations.

Q: Can an employer establish specific attendance and leavepolicies?

A: Employers can establish specific attendance and leavepolicies that are uniformly enforced to all employees,including employees with disabilities. However, as areasonable accommodation, an employer may choose toadjust their attendance and leave policies. They may give theextra time to employees with disabilities that provideflexibility, but the employer is not obligated to compensatelost wages or extend paid leave.

14

Q: Can an employer offer a health insurance policy thatexcludes coverage for pre-existing conditions?

A: Yes. The ADA “does not affect pre-existing conditionclauses contained in health insurance policies even thoughsuch clauses may adversely affect employees with disabilitiesmore than other employees.”

Q: What is the Interim Enforcement Guidance?

A: On June 8, 1993, the EEOC issued Interim EnforcementGuidance on the application of the ADA to disability-basedprovisions of employer-provided health insurance. Thisdocument identified four basic ADA requirements in thearea of health insurance:

1) “Disability-based insurance distinctions are permittedonly if the employer-provided health insurance plan is bonafide, and if the distinctions are not being used as subterfugefor purposes of evading the Act.”

2) “Decisions regarding employment of an individual maynot be motivated by concerns about the impact of theindividual’s disability on the employer’s health plan.”

3) “Employees with disabilities must be accorded equalaccess to whatever health insurance the employer provides toemployees without disabilities.”

4) “An employer cannot make an employment decisionabout any person based on concerns about health-plan costsbecause of the disability of someone with whom that personhas a relationship.”

Q: What is a disability-based distinction?

A: Health-related insurance distinctions based on disabilitymay violate the ADA. “A term or provision is ‘disability-based’ if it singles out a particular disability (e.g. AIDS,schizophrenia), a discrete group of disabilities (e.g., cancer,kidney diseases), or disability in general (e.g., non-coverage

Did you know . . .that DanInouye,Democraticsenator fromHawaii, lost anarm in WWII?

15

FAQs aboutReasonable Accommodation

Q: What is a “reasonable accommodation”?

A: A reasonable accommodation is “any change oradjustment to a job, the work environment, or the waythings usually are done that would allow you to apply for ajob, perform job functions, or enjoy equal access to benefitsavailable to other individuals in the workplace.” There aremany “accommodations” that may help people with

of all conditions that substantially limit a major lifeactivity).”

Q: Can employers refuse to hire if their insurancepremiums would increase?

A: No. Employers cannot refuse to hire a qualifiedperson with a disability, or nondisabled person whohas a family member with a disability, just becauseit would cause the health insurance premiums to goup.

Q: If the health insurance offered by the employerdoes not cover all of the medical expenses related tomy disability, does the company have to obtainadditional coverage for me?

A: No. ADA protection simply makes sure that theemployee with a disability gets the same health insurancecoverage as every other employee.

The term “reasonable accommodation” under the ADA isdefined as “any modification or adjustment to a job or thework environment that will enable a qualified applicant oremployee with a disability to participate in the applicationprocess or to perform essential job functions.”

FAQsAbout

ReasonableAccommodation

16

disabilities work successfully. According to the SocialSecurity Work Site, some of the most common types ofaccommodations include:

◗ “Physical changes, such as installing a ramp or modifying a workspace or restroom or making existing facilities used by employees readily accessible to and usable by individuals with disabilities;”

◗ “sign language interpreters for people who are deaf or readers for people who are blind;”

◗ “providing a quieter workspace or making other changes to reduce noisy distractions for someone with a mental disability;”

◗ “job restructuring, part-time or modified work schedules, reassignment to a vacant position;”

◗ “training and other written materials in an accessible format, such as in Braille, on audio tape, or on computer disk;”

◗ “TTYs for use with telephones by people who are deaf, and hardware and software that make computers accessible to people with vision impairments or who have difficulty using their hands;” and

◗ “time off for someone who needs treatment for a disability.”

Q: Is an employer required to provide reasonableaccommodation when I apply for a job?

A: Yes. Applicants, as well as employees, are entitled toreasonable accommodation. For example, an employer maybe required to provide a sign language interpreter during ajob interview for an applicant who is deaf or hearingimpaired, unless to do so would impose an undue hardship.

17

Q: What is considered “undue hardship” for an employer?

A: The term “undue hardship” means “an action requiringthe employer to undertake significant difficulty or expense.”Factors to be considered in determining whether anaccommodation would cause an undo hardship include:

◗ “the nature and cost of the accommodation;”

◗ “the resources and size of the business as a whole and of the facility making the accommodation;”

◗ “the type of business operation, including the composition, functions and structure of the workforce;”

◗ “the impact that the accommodation would have on the facility making it and on the business as a whole.”

In general, a larger employer will be expected to makeaccommodations requiring greater effort or expense than asmaller employer.

Q: Do I have to pay for a needed reasonableaccommodation?

A: No. The ADA requires that the employer “provide theaccommodation unless to do so would impose an unduehardship on the operation of the employer’s business.” If theaccommodation proves to be “an undue hardship,” theemployee has a choice to either pay for the accommodationhimself/herself or pay part of the cost for theaccommodation along with the employer.

Q: How do I request a reasonable accommodation?

A: You can make your request verbally, or in writing, oreven have someone else make the request for you (a friend,job coach, family member or other representative). Simplymake the request for an accommodation due to your

18

disability. You don’t have to fill out any forms or usetechnical language. Just make a request and if it isreasonable, your employer should grant it.

Q: What happens after I make a request for a reasonableaccommodation?

A: You and your employer should work together to discussthe nature of your accommodation. Sometimes this includesteaching your employer about your disability and how theaccommodations will help you fully participate in your job,the application process, or the interview. If your disability isnot readily apparent, your employer may ask fordocumentation that demonstrates your disability andexplains why you need the accommodation.

Q: I asked for a specific accommodation, but the employeroffered me a different one instead. Do I have to accept it?

A: If it meets your needs, you should accept it. Youremployer has to offer an accommodation that meets yourneeds; however, the employer does not have to supply your“personal preference.” Among the accommodation options,your employer can choose the one he/she wants to provide.Note that if the employer’s choice does not meet your needs,you can explain why and come up with a mutually beneficialaccommodation.

Q: Can an employer lower my salary or pay me less thanother employees doing the same job because I need areasonable accommodation?

A: No. You cannot be penalized for a reasonableaccommodation. Your salary will not be lowered to make upfor the cost of the accommodation. Your employer cannotpay you any less than other employees doing the same typeof job.

Q: Does an employer have to make non-work areas used byemployees, such as cafeterias, lounges, or employer-providedtransportation accessible to people with disabilities?

19

A: Yes. The requirement “to provide reasonableaccommodation covers all services, programs, and non-workfacilities provided by the employer.” However, in making anexisting facility accessible, the employer has the choice tocreate a comparable facility that will meet the needs of theperson with a disability to enjoy “benefits and privileges ofemployment similar to those enjoyed bot other employees,unless to do so would be an undue hardship.”

When getting ready to look for a job, people with disabilitiesshould research the obligations of the employer to provide areasonable accommodation and gather information about thetypes of accommodations possible before making the requestof the employer. The process of determining the appropriatereasonable accommodation is an interactive process betweenthe employer and the employee. Knowledge can be a powerfultool when approaching an employer about jobaccommodation.

The Equal Employment Opportunity Commission (EEOC)is an excellent source for materials and information. Also, theJob Accommodation Network (JAN) is another excellentresource for information regarding possible accommodationsthat can be made and the cost of making them. Moreinformation about these and other resources will be availablein later sections of this handbook.

Most accommodations can be attained at relatively littleexpense. The following are sources of information aboutassistive technology and devices for workers with disabilities:ABLEDATA (www.abledata.com); President’s Committee onEmployment of People with Disabilities (www.pcedp.com);Regional Disability and Business Technical Assistance Centers(call 800-949-4232 to find the closest center).

20

Contact Information about ADA

ADA Information LineU.S. Department of Justice

For ADA document and questions: 800-514-0301 (voice) or800-514-0383 (TTY) www.usdoj.gov/crt/ada/adahom1.htm

Address: U.S. Department of JusticeCivil Right DivisionDisability Rights SectionP.O. Box 66738Washington, DC 20035-6738

U.S. Equal Employment Opportunity Commission

For publications: 800-669-3362 (voice) or 800-800-3302(TTY).

For questions: 800-669-4000 (voice) or 800-669-6820 (TTY)

www.eeoc.gov

Address: U.S. Equal Employment Opportunity Commission 1801 L Street, NW

Washington, DC 20507

U.S. Department of Transportation

ADA Assistance Line for regulations and complaints: 888-446-4511 (voice) or TTY: use relay service.

www.fta.dot.gov/office/civ.htm

Address: U.S. Department of TransportationFederal Transit Administration400 Seventh Street, SWWashington, DC 20590

ADAContactInfo

21

Federal Communications Commission

888-225-5322 (voice) or 888-835-5322 (TTY)

www.fcc.gov/cib/dro

Address: Federal Communications Commission1919 M Street, NWWashington, DC 20554

Architectural and Transportation Barriers ComplianceBoard

800-872-2253 (voice) or 800-993-2822 (TTY)www.access-board.gov

Address:Architectural and Transportation Barriers Compliance Board1331 F Street NE Suite 1000Washington, DC 20004-1111

The following list shares additional telephone numbers ofFederal agencies that are responsible for providing informationto the public about the Americans with Disabilities Act:

American Foundation for the Blind202/223-0101 (voice)232/2230101 (TTD)

American Speech-Language-Hearing Association800/638-8255 (voice)800/638-8255(TDD)

Association for Retarded Citizens of the United States800/433-5255 (voice)800/855-1155 (TDD)(tell operator you would like to place a collect callto 817/277-0553)

Association of Handicapped Student Service Programs in PostSecondary Education800/247-7752 (voice)800/247-7752 (TDD)

Did you know . . .that Greg Louganis,American Olympic

gold medal diver,has dyslexia,

stuttered and hadasthma as a child,

was in specialclasses for speechand reading, and

also contractedHIV?

22

Disability Rights Education and Defense Fund800/466-4232 (voice)800/466-4232 (TDD)

Job Accommodation Network800/526-7234 (voice)800/526-7234 (TDD)

National Association of Protection and Advocacy Services202/408-9514 (voice)202/408-9521

National Center for Law and Deafness202/651-5343 (voice)202/651-5343 (TDD)

National Council on Disability Information Line: ADAWatch800/875-7814 (voice)301/577-7814 (TDD)

National Easter Seal Society Project ACTION (AccessibleCommunity Transportation in Our Nation)202/347-3066 (voice)

National Federation of the Blind202/347-7385 (TDD)410/659-9314 (voice)

President’s Committee on Employment of People withDisabilities Information Line: ADA Work800/232-9675 (voice)800/232-9675 (TDD)

The Foundation on Employment and Disability800/499-4232 (voice)800/499-0559 (TDD)

Did you know . . .that Sir WinstonChurchill, Britishstatesman, soldierand author, PrimeMinister of GreatBritian duringWWII who alsoreceived the Nobelprize for literaturein 1953, had alearning disabilityand bipolardisorder?

23

ADAMediation

Program

In 1994, the Department of Justice established the ADAMediation Program. Initially funded through the ADATechnical Assistance Program, the Mediation Program nowoperates under a contract with the Key Bridge Foundation.

Many ADA disputes can be handled through mediationwithout the necessity of going to court. In fact, Congress hadthese “informal” means of handling disputes in mind whenthey enacted the ADA.

What is mediation?

According to the Department of Justice, “Mediation is aninformal process where an impartial third party helpsdisputing parties to find mutually satisfactory solutions totheir differences.” Mediation offers a faster way to “resolvedisputes” without getting bogged down in legal litigation andformal investigations.

Mediation takes place between the “disputing parties” and anappointed mediator. The proceedings are voluntary andprivate. Sometimes, the mediator meets with the two partiestogether, while other times the mediator meets with eachparty individually.

Mediation provides a “safe environment” for the disputingparties to air their differences and come to a mutuallybeneficial agreement. Mediators do not act as judges in theprocess, they simply facilitate the process. They do this by“assuring the fairness of the mediation process, facilitatingcommunication, and maintaining the balance of powerbetween the parties.”

Mediators are not lawyers and may not give legal advice.However, if a legal questions arises, mediators can refer partiesto outside experts for clarification of certain issues. Parties canhave attorneys present, but it is not required.

Mediation is a success when it results in a “bindingagreement” between the parties. If mediation is unsuccessful

24

and an agreement cannot be reached, parties may “still pursueall legal remedies provided under the ADA, including privatelawsuits.”

According to the Department of Justice, “complaints underboth title II (public entities) and title III (private entities) canbe mediated. Disputes involving barrier removal or programaccessibility, modification of policies, and effectivecommunication are most appropriate for mediation.”

Through the mediation program, “appropriate ADA disputes”are given to mediators at no charge to either party. Mediatorshave been trained in the legal requirements of the ADA by theKey Bridge Foundation. The Department of Justice’sMediation Program has been successful in resolving manydisputes.

If you want to work with a mediator and the other party toresolve an ADA dispute through the Department’s program,you must simply follow the usual procedure for filing acomplaint (title II, title III) with the Department and note onthe complaint that you want to take your dispute tomediation. There is no guarantee that you will receivemediation through the program, but every effort will be madeto accommodate your request.

Selected Mediation Case Summaries

The following summaries of successful resolutions are itali-cized to note that they are taken directly from the Depart-ment of Justice web site (www.usdoj.vog).

Barrier Removal

1. A Michigan bowling center agreed to install a platform andramp to one of its bowling lanes within one month. The centeralso renovated its entire second floor to make it accessible andadded accessible parking spaces.

2. An Ohio shopping mall and movie theater agreed to makerenovations to provide accessible restrooms, parking, and movietheaters within three months. Three of the five movie theaters will

25

be made accessible and movies will be rotated between theaters soall movies will be shown in the accessible theaters. In addition,the theater will provide accessibility symbols in its advertisementsto show which movies are in the accessible theaters.

3. An Ohio hotel agreed to remodel its lobby restrooms to beaccessible to persons with disabilities, increase the number ofaccessible parking spaces near the hotel pool, research the cost ofinstalling accessible restrooms by the pool, and train personnelabout how better to respond to the needs of persons withdisabilities. The hotel also apologized to the complainant and herfamily and provided a free weekend package for them at thehotel.

Effective Communication

1. A Maryland doctor who had refused to pay for a qualified signlanguage interpreter for a patient’s office visit agreed to institute apolicy for hiring interpreters and notifying deaf patients that signlanguage interpretation will be provided on request at no cost todeaf patients. The doctor also agreed to train office staff abouteffective communication with patients with hearing impairmentsand to pay the complainant $300.

2. In New York a person who represents people who are deaf orhard of hearing complained that a doctor refused to hire qualifiedsign language interpreters for patients with hearing impairments.The doctor agreed to provide a qualified sign language interpreterfor a patient’s office visit when a request is made at least one weekin advance. The doctor agreed that the request may be made bythe patient’s representative, or via a telephone relaycommunication, or by any other means chosen by the patient.The doctor also agreed to educate his office staff regarding thispolicy and the ADA.

3. A person with a visual impairment complained that aMassachusetts educational institute did not provide informationabout course offerings in alternative formats and did not makereasonable modifications in their procedures and practices toenable people with disabilities to take the courses. In addition,

Did you know . . .that ChristyBrown, Irish

novelist and poet,was almostcompletely

paralyzed bycerebral palsy and

wrote anautobiographiy

which was madeinto a film, “My

Left Foot”?

26

the person complained that the institute had a safety policy thatexcluded people with disabilities based on broad generalizationsinstead of actual risks. The institute agreed to make informationabout registration times and course offerings available on audiotape on a telephone information service used by people withdisabilities. The information will also be available fordistribution on audio tape and in large print if requested. Theinstitute agreed to modify its admission policy and makedeterminations on a case-by-case basis as to whether a particularindividual with a disability is able to function adequately andsafely in a class. The institute agreed to make every effort to assista person with a disability to attend the class of his/her choice.Technical assistance will be requested from various disabilityorganizations so that all available information may be consideredin order to assist a person with a disability to participate in a classin the most effective way.

Policies and Procedures1. In suburban Maryland, a wheelchair user complained that arestaurant refused to allow her mobility assistance dog to enter.The restaurant owner apologized and agreed to educate himselfand his staff about the ADA. He agreed to contact otherprofessionals in his field, as well as a restaurant tradeorganization, to inform them of his experience and educate themabout the ADA. He agreed to make a donation to a charitableorganization for service animals.

2. A private Virginia preschool agreed to hire a specialist toeducate staff about behavior modification techniques to be usedwith children with behavioral disabilities and to have an ADAspecialist educate staff about the requirements of the ADA. Thepreschool also agreed to formulate a new policy to addressproblems identified by parents of children with disabilities and tomake a $150 donation every year for five years to an advocacytraining center for parents of children with disabilities.

3. A New York dance club agreed to institute a policy toaccommodate people with disabilities when they call to makearrangements to attend functions and to review all futurecontracts with performers to ensure that performers do not

Did you know . . .that Mary TylerMoore, Americanactress, hasdiabetes?

27

interfere with accessibility. The club also agreed to identifybarriers and remove them if readily achievable, to provide fourcomplimentary tickets to the complainant for any performance thecomplainant chooses and to make a substantial compensatorypayment to the complainant.

28

AdditionalLaws

In addition to the ADA, there are other Federal and Statelaws that protect the rights of employees with disabilities.

Federal Laws

The Rehabilitation Act of 1973, as AmendedAlso known as the Federal Rehabilitation Act, theRehabilitation Act of 1973 was the most important piece oflegislation for people with disabilities, before the ADA. Inconstruction of the ADA, the definition of a person with adisability was taken directly from the Rehabilitation Act.Today, the Act still protects federal employees who work forthe executive branch of the government, and state and localgovernment employees with fewer than 15 employees. Someprovisions of the Act go beyond the ADA and are still ineffect.

Civil Rights Restoration ActThe passage of the Civil Rights Restoration Act in 1988“reinstated federal protections against discrimination on thegrounds of race, sex, or physical disability to an institutional-wide basis.” Any institution, state or local government,university, or education system, private organization thatreceives any type of federal funding must provide “broadanti-discriminatory protections.” The passage of this bill wasthe culmination of a four-year battle to overturn the effectsof the 1984 Grove City vs. Bell Supreme court decisionwhich sharply curtailed the reach of standing civil rightslaws.

Civil Rights Act of 1991The Civil Rights Act of 1991 is important to people withdisabilities because the ADA and the Rehab Act state that“the powers, remedies, and procedures,” of the Civil RightsAct are to be used by “the Equal Employment OpportunityCommission, by the Attorney General, or by any personalleging discrimination on the basis of disability . . .concerning employment.” The Civil Rights Act of 1991amended the 1964 Act and corrected some previousinequities based on 1989 Supreme Court decisions that tookaway rights from people with disabilities. The law “allowspeople with disabilities who feel they have been discriminated

29

against to request a jury trial, and in the private sector, toreceive punitive damages.” The Civil Rights Act of 1991 also“provides that the criteria used by employers for hiringdecisions, such as educational requirements, must be jobrelated and consistent with business necessity.”

The Family and Medical Leave Act of 1993The Family and Medical Leave Act (FMLA) does not modifyor restrict rights under the ADA. Employers should complywith the statute that provides the greater rights to theemployee. The FMLA allows employees to “take up to 12weeks of unpaid, job-protected leave per year - with healthbenefits - for any of the following reasons: to care for anewborn or recently adopted child; to care for a foster childplaced with the employee; to take time off work because ofhis or her own serious health condition; or to care to theemployee’s spouse, child, or parent with a serious healthcondition.” Employees who have worked for an employerwith 50 or more employees for at least one year, and for aminimum of 1,250 hours during the 12-month periodpreceding the leave, are eligible to take such leave. Note thatthere are challenges that lie in the overlap of the FMLA andthe ADA.

Work Incentives Improvement Act (1999)Before the Work Incentives Improvement Act, people withdisabilities who went back to work were at risk of loosingMedicaid and Medicare coverage. Often, people withdisabilities would find themselves earning income that wasabove the coverage threshold, but not enough to cover thecosts of medical treatment or equipment that they needed.Individuals had to choose between employment and losingtheir Medicare/Medicaid benefits, or staying unemployed inorder to keep their benefits. The Work IncentivesImprovement Act was signed into law on December 17,1999.The new legislation allows individuals to “buy into” Medicaidby paying premiums that is established by the individualstates. North Dakota has a“buy-in” initiative that is called theWorkers with Disabilities coverage. There is more detailedinformation on this program on page 49 in this handbook.

Did you know . . .that Helen Keller,American authorand lecturer had

deafness andblindness?

30

Architectural Barriers ActThe Architectural Barriers Act of 1968, as amended, generally“requires that all buildings designed, constructed, altered, orfinanced with federal funding be accessible to and usable bypersons with physical disabilities in accordance with aconsistent set of national standards published by thegovernment.”

Voting Accessibility for the Elderly and Handicapped Act of 1984The Voting Accessibility for the Elderly and Handicapped Actimproves “access for elderly and handicapped individuals toregistration facilities and polling places in federal elections.”State and local election officials are responsible forimplementing this act’s guidelines. Many states also havelegislation requiring accessibility and special registration andvoting accommodations for the elderly or people withdisabilities.

Developmental Disabilities Assistance and Bill of Rights ActThe Developmental Disabilities Assistance and Bill of RightsAct protects workers who are mentally retarded, have cerebralpalsy, epilepsy, autism, or dyslexia resulting from theseconditions. The Administration for DevelopmentalDisabilities of the Department of Health and Human Serviceshandles complaints in this area.

Constitutional ProtectionsThe “due process” and “equal protection” clauses of the 5thand 14th Amendments of the Constitution protect againstdiscrimination on the job. The due process clause protects aperson’s “life, liberty, and property” from being taken awaywithout due process. An existing job can constitute “property”under this clause. The equal protection clause keeps employersfrom discriminating or making “unjustified or unreasonabledistinctions” against certain groups of people.

State Laws

All states have laws that sustain the rights of employees withdisabilities. The ADA does not supersede any state or locallaw that provides greater protections than the ADA. State and

31

local laws differ in their definition of persons with disabilities,facilities covered by access laws, standards applied todetermine compliance with certain laws, exemptions,enforcement agencies, and penalties for violations. Each statehas an agency that is responsible for defending the rights ofpersons with disabilities. These agencies are most familiarwith state laws and should be contacted to confirm whetheremployers are violating a particular law.

For more information you can contact the North DakotaDepartment of Humn Services

North Dakota Department of Human ServicesDevelopmental Disabilities, Suite 1A orVocational Rehabilitation, Suite 1B (please specify area)600 S Second StreetBismarck, North Dakota 58504-5729TTY: (701) 328-8968Fax: (701) 328-8969dhsds@state.nd.us

Additionally, the President’s Committee on Employment ofPeople with Disabilities publishes an excellent summary ofstate laws called The Law and Disabled People: Selected Stateand Federal Laws Affecting Employment and Certain Rights ofPeople with Disabilities. This book covers laws concerningarchitectural accessibility, vocational rehabilitation, masstransportation, and non-discrimination in employment,education, training , and transportation. The book is availablefree from the Office of Disability Employment Policy, 1331 FStreet N.W. Suite 300, Washington, D.C. 20004-1107.

Additional Resources

Federal Departments and Agencies

Office of Federal Contract Compliance Programs200 Constitution Ave., N.W., Room C3325Department of LaborWashington, D.C. 20210202/219-9475 (voice)202/219-9390 (TDD)www.dol.gov/dol/esa/public/ofcp_org.htm

Did you know . . .that Woodrow

Wilson, twenty-eighth president of

the U.S., had alearning disability?

32

Administration on Developmental DisabilitiesDepartment of Health and Human Services200 Independence Ave., S.W.Washington, D.C. 20201202/690-6590 (voice)www.acf.dhhs.gov/programs/add/

Health Care Financing AdministrationDepartment of Health and Human Services200 Independence Ave., S.W.Washington, D.C. 20201202/690-6726 (voice)800/820-1202 (TDD)www.hcfa.govInformation on Medicare and Medicaid.

Clearinghouse on Disability InformationU.S. Department of Education330 C Street, S.W.Room 3132, Switzer BuildingWashington, D.C. 20202-2524202/205-8241 (voice)202/205-4208 (TDD)

Social Security Administration Regional OfficeDenver Region VIIIRoom 876, Federal Office Building1961 Stout StreetDenver, CO 80294303/844-2388www.ssa.gov

Information on Accessibility,Technical Assistance and Legal Aid

American Council of the Blind1155 15th Street, N.W. Suite 720Washington, D.C. 20005202/467-5081800/424-8666www.acb.org

33

American Diabetes Association1660 Duke StreetAlexandria, VA 22314703/549-1500www.diabetes.org

American Lung Association1740 BroadwayNew York, NY 10019212/315-8700www.lungusa.org

Barrier Free Environments, Inc.P.O. Box 30634Water Garden, Highway 70 WestRaleigh, NC 27622919/782-7823

Building Owners and Managers Association1201 New York Avenue, N.W.Suite 300Washington, D.C. 20005202/408-2662www.boma.org

Council of State AdministratorsP.O. Box 3776Washington, D.C. 20007202/638-4634

Easter Seals230 West MonroeChicago, IL 60606312/726-6200800/221-6827www.easter-seals.org

Epilepsy Foundation of America4351 Garden City DriveLandover, MD 20785301/459-3700800/332-1000www.efa.org

Did you know . . .that Tom Cruise,

American actor, hasattention deficit and

learning disorder?

34

ICD - International Center for the Disabled340 East 24th StreetNew York, NY 10010212/679-0100212/889-0372

Info to GoGallaudet College800 Florida Avenue, N.E.Washington, D.C. 20002202/651-5052 (voice/TDD)www.clerccenter.gallaudet.edu/infotogo/index.html

Learning Disabilities Association4156 Library RoadPittsburgh, PA 15234412/341-1515412/341-8077www.ldanati.org

Mainstream, Inc.3 Bethesda Metro CenterSuite 830Bethesda, MD 20814301/654-2400 (voice/TDD)

Mobility International, USAP.O. Box 10767Eugene, OR 97440www.miusa.org

Muscular Dystrophy Association3300 East Sunrise DriveTucson, AR 85718602/529-2000www.mdausa.org

National AIDS Hotline800/342-AIDS (voice)800/AIDS-TTY (TDD)www.ashastd.org/nah/

35

National Braille Association3 Townline CircleRochester, NY 14623-2513716/427-8260www.nationalbraille.org

National Technical Institute for the Deaf (NTID)Center on Employment52 Lomb Memorial DriveRochester, NY 14623-5604716/475-6219 (voice)716/475-6205 (TDD)www.rit.edu/NTID/

National Center for Learning Disabilities381 Park Avenue SouthSuite 1420New York, NY 10016212/545-7510www.ncld.org

National Mental Health Association1021 Prince StreetAlexandria, VA 22314-2071703/684-7722800/969-6642www.nmha.org

National Multiple Sclerosis Society733 3rd Avenue, 6th FloorNew York, NY 10017212/986-3240www.nmss.org

National Organization on Disability910 16th Street, N.W. Suite 600Washington, D.C. 20006202/293-5960 (voice)202/293-5968 (TDD)www.nod.org

Did you know . . .that Virginia Woolf,famous author, had

mood disorders?

36

National Rehabilitation Information Center8455 Colesville Road, Suite 935Silver Spring, MD 20910-3319301/588-9284800/346-2742www.naric.com

National Institute of Neurological Disorders & StrokeBuilding 31, Room 8A169000 Rockville PikeBethesda, MD 20892301/496-5751 (voice/TDD)www.ninds.nih.gov/

Sign Language Associates, Inc.8630 Fenton StreetSuite 406Silver Spring, MD 20910301/588-7591 (voice/TDD)www.signlanguage.com

Registry of Interpreters for the Deaf8630 Fenton StreetSuite 324Silver Spring, MD 20910301/608-0050 (voice/TDD)www.rid.org/

United Cerebral Palsy Association120 E. 23rd StreetNew York, NY 10010212/979-9700www.ucpa.org

North Dakota Resources

Protection and Advocacy Offices

512 4th Avenue EastRoom 220P.O. Box 2472Williston, ND 58802-2472Phone: 701-774-4345Fax: 701-774-4302mailto:panda@state.nd.us

Did you know . . .that Leonardo DaVinci, Renaissanceartist, sculptor, andpainter, wasdyslexic?

37

900 North BroadwaySuite 210Minot, ND 58703-2379Phone: 701-857-7686Fax: 701-857-7687mailto:panda@state.nd.us

1401 College DriveDevils Lake, ND 58301Phone: 701-662-9026Fax: 701-662-9009mailto:panda@state.nd.us

311 S 4th St.Suite 112Grand Forks, ND 58201-4792Phone: 701-795-3800Fax: 701-795-3803mailto:panda@state.nd.us

1351 Page DriveSuite 303Fargo, ND 58103-3551Phone: 701-239-7222Fax: 701-239-7224mailto:panda@state.nd.us

311 1st Avenue SouthJamestown, ND 58401-3373Phone: 701-253-3295Fax: 701-253-3245mailto:panda@state.nd.us

Wells Fargo Bank Building400 East BroadwaySuite 409Bismarck, ND 58501-4071Phone: 701-328-2950Fax: 701-328-3934Toll Free: 1-800-472-2670mailto:panda@state.nd.us

38

135 SimsSuite 206Dickinson, ND 58601-5141Phone: 701-227-7444Fax: 701-227-7443mailto:panda@state.nd.us

Centers for Independent Living (CILS)

Dakota Center for Independent Living3111 East Broadway AvenueBismarck, ND 58501(701) 222-3636TTY: (701) 222-3636FAX: (701) 222-0511EMAIL: dcil@dakotacil.org

OPTIONS Interstate Resource CIL (Satellite)Revel SapaP.O. Box 761Cavalier, ND58220(701) 265-4618; (800) 726-3692TTY: noneFAX: (701) 265-4618EMAIL: options@myoptions.info

Dakota CIL (Satellite)Kim Johnson40 First Avenue, West, Park Square Mall, Suite 203Dickinson, ND 58601(701) 483-4363TTY: (701) 483-4363FAX: (701) 483-4361EMAIL: dcil@ndsupernet.com

OPTIONS Interstate Resource CIL (also serves North Da-kota)Randy Sorensen318 Third Street, NorthwestEast Grand Forks, MN 56721(218) 773-6100; (800) 726-3692TTY: (218) 773-6100FAX: (218) 773-7119EMAIL: options@myoptions.info

Did you know . . .that John Milton,English poet, wasblind?

39

FREEDOM Resource CIL (also serves Minnesota)Nate Aalgaard2701 Ninth Avenue, SouthwestFargo, ND 58103(701) 478-0459TTY: (701) 478-0459FAX: (701) 478-0510EMAIL: bobbif@freedomrc.org

Freedom RCIL (Satellite)Donene FeistJamestown Mall, Suite 208AJamestown, ND 58401(701) 252-4693TTY: (701) 252-4693FAX: (701) 252-4697EMAIL: donenef@freedomrc.orgURL: none

Independence, Inc.Steven Repnow300 Third Avenue Southwest, Suite FMinot, ND 58701-4308(701) 839-4724TTY: (701) 839-6561 or (800) 377-5114FAX: (701) 838-1677EMAIL: agency@independencecil.org

Interagency Program for Assistive Technology (IPAT)(A Unit of the Central Vocational Rehabilitation Office)

Staff providing AT services are:

Judie Lee, IPAT DirectorDirector (interagency relations, funding, training regulations,subcontractors)Technology Access Center3509 Interstate Blvd.Fargo, ND 58103(701) 239-7247 Voice(701) 239-7229 FAX(800) 895-4728 Voicee-mail to jlee@polarcomm.com

40

Jeannie Krull, MS/CCC-SLP, IPAT CoordinatorAssistive Technology Coordinator, Eastern Region TechnologyAccess Center3509 Interstate Blvd.Fargo, ND 58103(701) 239-7228 Voice(701) 239-7229 FAX(800) 895-4728 Voicee-mail to jmkrull@integraonline.com

IPAT200 Bjornson DriveP.O. Box 743Support StaffConnie RawlsCavalier, ND 58220(701) 265-4807 Voice/TTY(701) 265-3150 FAX(800) 265-IPAT (4728) Voice/TTYe-mail to crawls@polarcomm.com

Peggy Shireley, IPAT CoordinatorAssistive Technology Coordinator, Southwest and SouthCentral Region4007 State Street #101Bismarck, ND 58501(701) 328-9544 Voice(701) 258-6299 FAX (800) 265-IPAT (4728) Voice/TTYe-mail to shireley@riverjordan.com

Assistive Technology Coordinator, Northwest and NorthCentral RegionNorth Central Human Service Center 400 - 22nd AvenueNorthwestMinot, ND 58703(701) 857-8630 Voice(701) 857-8555 FAX(800) 265-IPAT (4728) Voice/TTY

41

Client Assistance Program (CAP)Dennis Lyon, director600 S. Second St. Suite 1BBismarck, ND 58504Phone: 701-328-8947Toll free: 1-800-207-6122FAX: 701-328-8969Email: solyod@state.nd.usWebsite: www.state.ne.us/cap

State Governor’s Committee on Employment of People withDisabilities

Mr. Owen H. Larson, ChairpersonCommittee of Employment of People with Disabilities605 27th Street, S.E.Minot, ND 58702-1030701/852-1014

Mr. Darrell Farland, Executive DirectorCommittee on Employment of People with Disabilities600 South 2nd StreetBismarck, ND 58504701/328-8952

Did you know . . .that Ray Charles,American singer,

pianist, arranger andsongwriter,

contracted glaucomaat an early age andwas blind within a

year?

42

The Ticket to Work and Work Incentive Improvement Act(TWWIIA) was enacted by Congress and signed by thePresident in late 1999. This legislation provides a significantopportunity for increasing the employment of people withdisabilities.

There are two landmark measures in the TWWIIA thatenable people with disabilities to join the workforce. Thefirst measure is the creation of the Ticket to Work Programadministered by the Social Security Administration (SSA).Through this program, people with disabilities are able toget job-related training and placement assistance from anapproved provider of their choice. Individuals can go toproviders whose resources best meet their needs, includinggoing directly to employers. The second measure expandshealth care coverage so that people with disabilities will beable to become employed without fear of losing their healthinsurance. The North Dakota Medicaid Buy-In (Workerswith Disabilities coverage) provides continued healthcarecoverage with the payment of premiums.

The following questions and answers, provided by the U.S.Department of Labor Office of Disability EmploymentPolicy, highlight how the TWWIIA works:

Q: When will the Ticket Program start?A: The first Tickets were distributed in early 2001.

Q: Will the Ticket Program start everywhere at the sametime?A: Initially, the Ticket Program was only available in certainstates; however, as of January 1, 2004, the program isavailable throughout the country, based on the terms of theAct.

Q: How will the Ticket Program work?A: Qualified recipients receive a “paper document” thatrepresents the Ticket and a “letter of explanation” thatcontains instructions and information about the program.The recipient has a choice in regard to using the Ticket.He/she can take the Ticket to an “Employment Network”or choose to not use the Ticket at all. The SSA will send the

TicketToWork

43

recipient a list of approved Employment Networks thatcan be used to locate resources that fit the recipient’s needs.If recipients choose not to use the Ticket, it will not affecttheir disability benefits. The recipient can still use theservices available through the state VocationalRehabilitation agencies.

Q: What is an Employment Network?A: An Employment Network is a “public or private entityapproved by the SSA to provide job training, employmentservice, and other support services needed to facilitate entryor reentry into employment for people with disabilities.”The Employment Network works like a “Ticket Taker”and supplies services. The Network can be a single provideror work with other providers under specific agreements. Itcan also be a “One Stop Center,” under the WorkforceInvestment Act of 1998. Additionally, state VocationalRehabilitation agencies may serve as EmploymentNetworks themselves or may accept referrals from anEmployment Network, as long as the referral is made by aprior written agreement.

Q: How will Employment Networks be paid?A: The TWWIIA authorizes Employment Networks “to bepaid a percentage of the national average SSI or SSDIbenefits under either an outcome payment or outcomemilestone payment system.” Based on incentives, thepayment structure should provide services that will helpindividuals stay employed and succeed in the workplace.Under the outcome system, the Employment Network will“be paid for each month a beneficiary does not receive abenefit check because of work or income for a period notto exceed 60 months. The 60 months need not beconsecutive.” There is also a “milestone system” that paysthe recipient when he/she reaches an employmentmilestone while “preparing for, or seeking, permanentemployment.”

44

Q: How will Employment Networks be selected?A: As of December 2000, the criteria for selectingEmployment Networks was defined under the Act. TheCommissioner of the Social Security Administration selectsseveral “Program Managers” who will scout out andrecommend Employment Networks. The ProgramManagers will be recruited from both public and privateorganizations.

Q: How does the TWWIIA enable a person with adisability to work without losing health insurancecoverage?A: The possible loss of health care coverage is one of themajor barriers for people with disabilities who want to workbut have no alternative health coverage. The TWWIIAremoves the need for people with disabilities to choosebetween health insurance and work by allowing states toprovide Medicaid coverage to more people and extendingMedicare coverage for Social Security beneficiaries.

For more information about TWWIIA and Workers withDisabilities coverage in North Dakota, check out thefollowing web sites:

www.yourtickettowork.com/who_en

www.ndmig.com

www.yourtickettowork.com/endir(to find ND Employment Networks)

45

The Red Book is a summary guide to employment supportfor people with disabilities under the Social SecurityDisability Insurance (SSDI) and Supplemental SecurityIncome (SSI) programs. The Social Security Administrationcreated this book as a resource to help answer questionsabout employment-related provisions of Social SecurityDisability Insurance and the Supplemental Security Incomeprograms. The target audience for the book is educators,advocates, rehabilitation professionals, and counselors whoserve people with disabilities.

However, it may serve as a great resource for contactinformation and initial understanding of the complexities ofthe system for people with disabilities and their families.The Red Book is about 65 pages written in question andanswer format.

You can find the Red Book on-line at www.socialsecurity.gov/work in the Resources Toolkit. The followingare just a few of the questions that are answered in the RedBook:

◗ What are SSDI and SSI?

◗ Are you eligible?

◗ What records do you need when you apply?

◗ How do we define disability?

◗ What if you are self-employed?

◗ How do we decide if you are disabled?

◗ Who decides if you are disabled?

◗ How do we figure your payment amount?

◗ Will you get health insurance coverage?

◗ Will you have to wait for your benefits to start?

TheRed

Book(SSI & SSDI)

46

◗ When will we review your disability?

◗ When will your benefits stop?

◗ Can you get benefits again if your benefits ended because or work?

◗ How does employment support help people?

If you would like to request a hard copy of the Red Book,please send your request to:

Office of Supply & Warehouse ManagementSocial Security Administration239 Supply Building6301 Security Blvd.Baltimore, MD 21235-6301

or Fax: 410/965-2037

No shipments will be made to Post Office Boxes.

For more information about SSI and SSDI, check out thesewebsites: www.socialsecuriy.gov or www.govbenefits.gov

Did you know . . .that baseball

player Jim Abbot,who was born

with one hand,pitched in themajor leagues?

47

The Social Security Administration (SSA), as authorized bythe Ticket to Work and Work Incentives Improvement Act of1999, awarded 116 cooperative agreements to a variety ofcommunity organizations called Benefits Planning, Assistance,and Outreach (BPAO) projects. These BPAO projects provideall SSA beneficiaries with disabilities access to benefitsplanning and assistance services.

The goal of the BPAO is to “better enable SSA’s beneficiarieswith disabilities to make informed choices about work.” EachBPAO Project has a Benefits Specialist who will:

◗ provide work incentives planning and assistance to SSA’s beneficiaries with disabilities;

◗ conduct outreach efforts to those beneficiaries (and their families), who are potentially eligible to participated in Federal or State work incentives programs; and

◗ work in cooperation with Federal, State, and private agencies and nonprofit organizations that serve beneficiaries with disabilities.

In North Dakota, Rehab Services, Inc, is the organization thatcan answer your questions about Medicaid, SSDI/SSI, and alot of other disability-related benefits. The trained specialistcan explain social security work incentives line Plans forAchieving Self-Support (PASS); Impairment Related WorkExpenses (IRWE); Blind Work Expenses (BWE); Trial WorkPeriod (TWP); Student Earned Income Exclusions (SEIE);and much more.

The goal of this statewide organization is to improveemployment and economic outcomes for beneficiaries withdisabilities. They provide the tools necessary for consumers touse work incentives and supports while exploring theiremployment options.

If you are receiving Social Security benefits, Rehab Services,Inc will help you :

◗ analyze benefits and determine how they may be

BenefitsPlanning,

Assistance,and

OutreachProgram

48

affected by employment, as well as available work incentives to support employment.

◗ identify employment-related education, training, placement services, personal support services, and consumer advocacy, as needed.

◗ help access SSA work incentives.

For more information, please contact Rehab Services, Inc.:

Rehab Services, Inc.1421 2nd Avenue SWMinot, ND 58701

Phone: 701/839-4240 or 800/258-8132Fax: 701/838-2621E-mail: rsi@minot.comTTY: 701/839-5988

Did you know . . .that George S.

Patton, Americangeneral and tank

commander inWWII, had a

learning disability?

49

AdditionalWork

Incentives

The Workers with Disabilities Program, Trial Work Period,Vocational Rehabilitation, and Plan for Achieving Self-Support (PASS) are programs that help people withdisabilities who want to work.

Workers with Disabilities Program

Formerly known as the “Medicaid Buy-In,” the Workers withDisabilities coverage was adopted in the 2003 North Dakotalegislative session (SB2194) and signed by the Governor onApril 14, 2004. The Workers with Disabilities coverage allowspeople with significant disabilities who work, pay taxes, andpay a pro-rated premium to maintain their Medicaidhealthcare benefits.

The North Dakota Medicaid Infrastructure Project hasworked with the disability community, advocates, serviceproviders, and state agencies to develop and implement theWorkers with Disabilities coverage.

Before the Workers with Disabilities coverage, people withdisabilities who wanted to work were forced to choosebetween healthcare coverage and employment. Withouthealthcare benefits, through Medicaid, some people wouldhave to pay more in medical fees than they could expect toearn in wages. The Workers with Disabilities coverageprovides another work incentive for people with disabilities towork, pay taxes, and pay part of their healthcare expenses.

The requirement for eligibility include:

◗ have a disability, as specified by Social SecurityAdministration guildelines, and be between 18 and 65 yearsof age;

◗ be gainfully employed, accoridng to ND Department ofHuman Services criteria. (Contact your local county socialsevice office for more information.);

◗ pay a one-time $100 enrollment fee;

50

◗ pay amonthly premium equal to 5% of the individual’sgross countable earned and unearned income to maintanMedicaid helathcare coverage.

◗ have family income limited to 225% of the Federal PovertyGuidelines. (For more informaformation about incomeguildelines visit www.aspe.hhs.gov/poverty/04poverty.shtml)

Additionally, for more information about the Workers withDisabilities Program in North Dakota check out the followingweb sites:

◗ www.ndmig.com

◗ www.state.nd.us/humanservices/

51

Trial Work Period

During a trial work period, a beneficiary receiving SocialSecurity Disability Insurance (SSDI) may test his or herability to work and still be considered disabled. There is nojudgement of the services performed during the trial workperiod as showing that the disability has ended until serviceshave been performed in at least 9 months (not necessarilyconsecutive) in a rolling 60-month period. In 2003, anymonth in which earnings exceed $570 is considered a monthof service for an individual’s trial work period. In 2004, thismonth amount increased to $580.

Many people with disabilities would like to work but areafraid to try because of concern that their benefits might stop.The trial work period lets people test their ability to work orrun a business for at least 9 months in spite of their disability,without affecting their disability benefits.

The entitlement to a trial work period begins with the monththat the worker with a disability becomes entitled todisability benefits or the month that the application is filed,whichever is later. A person is not entitled to a trial workperiod if he or she is not entitled to disability benefits. Aperson is not entitled to disability benefits if he or sheperforms SGA level work within 12 moths of onset of theimpairment which caused work to stop and before and awardof disability benefits.

Each month in which earnings are more that $200 (or over$200 in net earnings or more that 40 hours of work in amonth for the self-employed) is counted as a month of thetrial work period. When the beneficiary has accumulated 9such months (not necessarily consecutive) within a 60-monthrolling period, the trial work period is completed.

After the trial work period, the Social Security Administrationreviews the work. SGA earnings during or after the trial workperiod normally indicate that the beneficiary is able to workin spite of a disability impairment. However, if the work innot SGA, SSDI benefits continue. Note that if the work isSGA, cash benefits will continue for only 3 months.

Did you know . . .that Martin

Scorsese, Americanfilm director, has

asthma?

52

Plan for Achieving Self-Support

A Plan for Achieving Self-Support (PASS) allows people withdisabilities to set aside income and/or resources for a specifiedtime for a work goal. For example, an individual could setaside money to pay expenses for education, vocationaltraining, or starting a business as long as the expenses arerelated to achieving your work goal. PASS is meant to assistpeople in competing in the job markets. PASS makes itfinancially feasible for individuals to set aside or save incomeand/or resources. Some support services may include:

◗ purchase of coaching/job advocacy supports needed to obtain or maintain employment

◗ vocational evaluation◗ payment of transportation-related expenses◗ purchase of job-related equipment, uniforms, etc.◗ mechanism for allowing individuals or groups of

individual to purchase a business◗ any other service/equipment needed to support

individuals in a work-related manner.

A PASS is a tool to help beneficiaries of Social Securityadministered disability benefits (SSI or SSDI) work orincrease their work. Basically, a Plan for Achieving SelfSupport (PASS) is a self-financed plan for the future. Manypeople receiving disability benefits want to work. But, maybeindividuals need to go back to school before they can get ajobs. Or, maybe they want to start their own businesses.Whatever the work goals may be, a PASS can help peoplereach them.

Normally certain income or assets prevent or reduce SSIpayments. A PASS lets individuals set aside money and/orother things they own to help them reach their goals. Thegoal must be a job that will produce sufficient earnings toreduce the individual’s dependency on Supplemental SecurityIncome payments. A PASS is meant to help people acquirethose items, services or skills they need so that they cancompete for an entry level job in a professional, business, ortrade environment.

53

PASS is just the means to acquire the service and itemsneeded for starting work, not the means to make income orresources available for ongoing costs. For a PASS to beapproved by SSA, there must be a reasonable chance thatindividuals can achieve their vocational goal. There must alsobe a clear connection between the vocational goals and theincreased or maintained earning capacities.

For a PASS to be approved several requirements must be met:

◗ a feasible occupational (work) goal that matches the person’s interests, preferences, abilities, and support needs;

◗ a viable plan that details short-term interval steps, milestones, and time frames to move the person toward and assist them in achieving their work goal;

◗ a savings spending plan that outlines incomes and resources to be set aside, how the income or resources will be spent, where they will be located, and other information such as reasonableness of cost and/or cost estimates

To qualify for a PASS, an individual must meet the followingcriteria:

◗ Be under age 65;◗ Be disabled or blind;◗ Meet all eligibility requirements for SSI with the

exception of the income and resources test; and◗ Have earnings, unearned income, or resources to set

aside in the PASS. (Examples of unearned income include SSDI, private pension, monetary support or gifts from family or friends). Remember that it is not necessary for individuals to have income and/or resources available when applying for PASS. They may submit a PASS based on projected earnings.

To learn more about PASS, check with your Social SecurityAdministration or contact Rehab Services, Inc. mentioned onpage 55 in this handbook.

Did you know . . .that Claudius I,

Roman Emperor,wrote histories

and had physicaldisabilities

including partialparalysis,

stammering, andlimping?

54

Vocational Rehabilitation

Vocational Rehabilitation is a state and federally fundedprogram that helps eligible people with disabilities becomeemployed. North Dakota Vocational Rehabilitation assistsindividuals with disabilities to achieve competitiveemployment and increased independence throughrehabilitation services. They also provide training andemployment services to eligible individuals with physical ormental impairments so they can become and remainemployed.

North Dakota Vocational Rehabilitation services are notlimited to but include the following areas:

◗ diagnosis and evaluation

◗ vocational counseling and planning

◗ information and referral

◗ adaptive equipment

◗ physical and mental restoration services

◗ employment maintenance

◗ transportation

◗ vocational training including supported employment

◗ job placement and follow-up

Supported employment provides training for individuals withsignificant disabilities who, because of the severity of theirphysical or mental impairments, have never been employed orhave a history of sporadic employment. Individuals served inthis program need ongoing intervention on or off the job inorder to maintain employment. A job coach or employmentspecialist within private, nonprofit agencies generally provideintervention.

55

Did you know . . .that James Earl

Jones, Americanactor, overcame a

bad stutter incollege and is now

famous for hisvoice, e.g. Darth

Vader?

Vocational Rehabilitation counselors determine eligibilitybased on the following criteria:

◗ the individual must have a physical or mental impairment;

◗ the physical or metal impairment must affect the individual’s ability to obtain or maintain employment;

◗ the individual must require Vocational Rehabilitation services.

North Dakota Vocational Rehabilitation has a responsibilityto serve anyone who is eligible and living in the state. Thestate Vocational Rehabilitation program coordinates with theTribal 121 Vocations Rehabilitation Projects in North Dakotato serve American Indians with disabilities. American Indianscan choose to receive services from state and/or tribalVocational Rehabilitation programs.

There is no cost for these services to eligible individuals. Formore information contact a Vocational Rehabilitation officein a nearby city.

ND Vocational Rehabilitation Contact Information

North Dakota Vocational Rehabilitation Office Locations:Bismarck Region Vocational RehabilitationWest Central Human Service Center600 South 2nd Street Suite #2Bismarck, ND 58504-5782Phone: (701) 328-8800Toll Free: (888) 862-7342TTY: (701) 328-8802

Devils Lake Region Vocational RehabilitationLake Region Human Service Center200 Highway 2 SWPO Box 650Devils Lake, ND 58301-0650Phone: (701) 665-2235Toll Free: (888) 607-8610TTY: (701) 665-2211

56

Dickinson Region Vocational RehabilitationRehabilitation Consulting and Services117 1st Street EastDickinson, ND 58601Phone: (701) 227-7600Toll Free: (888) 227-7525TTY: (701) 227-7620

Fargo Region Vocational RehabilitationSoutheast Human Service Center2624 9th Avenue SouthwestFargo, ND 58103-2350Phone: (701) 298-4459Toll Free: (888) 342-4900TTY: (701) 298-4450

Grand Forks Region Vocational RehabilitationNortheast Human Service Center151 South 4th StreetSuite 401Grand Forks, ND 58201-4735Phone: (701) 795-3100Toll Free: (888) 256-6742TTY: (701) 795-3060

Jamestown Region Vocational RehabilitationSouth Central Human Service Center520 3rd Street NorthwestPO Box 2055Jamestown, ND 58402-2055Phone: (701) 253-6388Toll Free: (800) 639-6292TTY: (701) 253-6414

Minot Region Vocational RehabilitationNorth Central Human Service Center400 22nd Avenue NorthwestMinot, ND 58703-1080Phone: (701) 857-8643Toll Free: (888) 470-6968TTY: (701) 857-8666

57

Williston Region Vocational RehabilitationNorthwest Human Service Center316 2nd Avenue WestPO Box 1266Williston, ND 58802-1266Phone: (701) 774-4662Toll Free: (800) 231-7724TTY: (701) 774-4692

Did you know . . .that Dale Chiluly,

American glassmaker, lost an eye

in an auto accidentand although he

can’t blow glass anylonger, he directsothers in makinghis designs and is

the founder of thePilchuk Glass

School?

58

BuildingYourJobSeekingSkills

Part II

59

According to Richard Bolles and Dale Brown, authors ofJob-Hunting for the So-Called Handicapped or People whohave Disabilities, there are two groups of potentialemployers. One group will be extremely bothered by yourdisability and adhere rigorously to job guidelines andexpectations without any consideration for adaptation.The second group will not be bothered by your disabilityand will keep an open mind and hire you as long as youcan perform the job duties.

As you begin your exploration of employmentopportunities, you should definitely focus on the secondgroup as your potential employer. With national awarenessof the potential of people with disabilities, the secondgroup of employers is growing. When you run up against amember of the first group of employers, simply thankthem for their time and move on in your job search.

As you enter the world of job hunting, be aware thatrejection is a part of the game. Everyone has to deal withrejection when a job opportunity doesn’t work out. Bollesand Brown suggest that this “rejection shock” is worse forpeople with disabilities because of the role that rejectionhas played in their lives. As a job-hunter, you mustovercome your own fears and avoid self-sabotage. You mayhave to go through more interviews than you hadimagined to land a job, but the key is to keep on trying.

Bolles and Brown note that there are two types ofoppression that can feed your own fears of rejection:internal and external oppression.

Internal oppression comes from your own negativethoughts that revolve around your view that you “deserve”problems and that you “are less than others” and “shouldbe grateful to anyone who even thinks of hiring you.” Youstart believing the prejudiced views about being “disabled”instead of focusing on the truth which is “there is a jobthat you can do and a contribution you can make.” Yourgoal in job-hunting is to overcome any internal oppressionand find the job you can and will enjoy doing.

FindingEmployment

Opportunities

60

External oppression, according to Bolles and Brown, refers tothe “real barriers, real prejudices, and real problems” you faceas a person with disabilities.

To combat both internal and external oppression, you mustnot believe in the myths that surround people withdisabilities. Believe in yourself and your abilities. Keep jobhunting until you land the job you want and are qualified todo. Remember that job hunting is a “numbers game” as youcompete with others for jobs.

Bolles and Brown examine the numbers game and suggestthat its works against people with disabilities. They say thatthe employer advertises for the position and collects as manyresumes or applications as possible. This process begins thediscrimination against anyone whose disability (or for thatmatter, sets of skills) makes is difficult for them to write orlook good on paper. The numbers game also discriminatesagainst “those whose disability has made is difficult for themto gain a particular education or years of experience type ofqualification.”

The next step in the process is the “initial interview” thatemployers use to check out who they want to consider forthe job. Most of these screening interviews are performed bya human resource person or someone who will not be yourdirect boss. These interviews are used to screen outindividuals. If your disability is visible, some employers mayscreen you out and since a large number of applicants arescreened out at the same time you may not be able to provediscrimination.

Then, the final step in the process is a “finalist interview”where you finally have direct contact with the person whohas the authority to hire you. Even though you made itthrough the other parts of the process, your interviewer mayfall into the first group of employers mentioned before. Theinterviewer may see only your disability and not you. Again,because of the large number of applicants and the screeningprocess, you may be rejected the same way everyone else getsrejected in the process. But don’t despair, you can beat thenumbers game by using “creative job-hunting techniques,”suggested by Bolles and Brown.

Did you know . . .that AugusteRodin, Frenchsculptor, had alearningdisability?

61

Bolles and Brown wrote their book to help people withdisabilities overcome the “numbers game.” The following tipsare taken from their book, which is a wonderful source ofinformation for job hunters with disabilities. The numbersgame is based on a traditional job search. As an alternative,Bolles and Brown suggest a few ways to creatively search for ajob: ask people you know or meet for job leads; visitemployers; look in Yellow Pages or other directories and callemployers. Ask them if they are hiring for a position you canfill; join a group of other job-hunters like yourself.

Bolles and Browns’ creative approach involves the followingsteps:

◗ know your skills;

◗ know what kind of work you want to do;

◗ talk to the people who are doing it;

◗ Find out how they like their work and how they found their jobs;

◗ do some research on organizations that interest you in your chosen geographical area;

◗ find out what they do and what kind of problems they or their industry are grappling with;

◗ identify or seek out the person who actually has the power to hire you for the job you want;

◗ use your contacts to get in to see them;

◗ show this person how you can help them with their problems and how you would stand out as one employee in a hundred.

Bolles and Brown go on to discuss various challenges you mayhave to overcome during your job search. They suggest threesteps in question form and then offer challenges you mightencounter and appropriate responses. The three questions to

62

focus on are: What do you want to do?; Where do you want todo it?; and How do you obtain such a job? Let’s take a look atthese questions, the challenges they offer to people withdisabilities, and some possible solutions. The following will becondensed versions found in Bolles and Browns’ book.

Step 1: What do you want to do?

You must evaluate your actual skills, knowledge, andexperience. Also, examine what you really want to do in lifeand focus on an occupation that serves your mission in life. Inthe next section of this handbook, we will look at ways toassess your skills.

One challenge to this step, noted by Bolles and Brown, is lowself-esteem resulting from oppression and discrimination facedby people with disabilities. You have to work at focusing onwhat you can do rather than what you can’t.

Some responses or answers to the challenges can be to joingroups of people that help build your self-esteem. Focus onthe positives and identify your strengths. When negativethoughts creep in, shut them out by shifting the focus towardyour strengths. Look at the job search as a learningexperience. What did you learn? Were you effective in yourinterview? How can you improve?

Another challenge you may face in this step is not realizingthat you have a certain skill because your disability was notaccommodated and you were not given a chance to developthe skill.

Some responses to this challenge include thinking about whatyou enjoy doing when you list your skills. Write or tell a storyabout what you enjoy doing to a group. Then, take a look atwhat skills were put to work in the story. You may besurprised at what surfaces.

A third challenge may be that your disability makes it difficultto write down lists, etc. A response to this challenge is easywith the use of a tape recorder or getting a friend to serve as a“listening partner.”

Did you know . . .that JulioInglesias, Spanishsinger, wasdisabled in anauto accident thatended his soccercareer? Heregained the useof his legs andtook up musicduring his longconvalescence.

63

Step 2: Where do you want to do it?

In this step you must figure out where you want to use yourskills. Keep in mind that this does not only mean where,geographically, you want to live and work, but what kind oforganization and what kind of people you want to work with.

This step requires written and oral research. You can start bylooking at Web sites and reading books to learn about certaincompanies. Then, you can follow up by actually talking topeople who work at the company you are interested in. Use amixture of written and oral research to cover all the bases.

Bolles and Brown note some challenges to researching andhave suggested responses to overcome any difficulties.

Written Research Challenges

One challenge may be a difficulty in reading due to blindness,dyslexia, or another impairment. Your responses to thischallenge can be to use voice recognition technology to accesse-mail, the Internet, or computer databases. Also, you can usea reading machine or Braille. Finally, you can find diskversions of material and use them.

Another challenge emerges from a difficulty reading smallprint, which many directories use. Again, the responseinvolves finding a version of the material that can magnifyprint. You could also use a magnifying glass, or use equipmentsuch as CCTV that magnifies print.

A third challenge is that you feel intimidated by doingresearch or you haven’t been taught how to gatherinformation. A response can be found in the talents of yourlocal librarian. After you determine exactly what you want tolearn, go to the library and ask for help. Or you can takeclasses on how to reach or get a mentor, like a graduatestudent, to help you out.

64

Oral Research Challenges

Oral research involves conducting information interviews inperson or by telephone. You ask what people like or dislikeabout their jobs. You find out about trends. Ask questionsthat are not easily accessible in written form. Don’t wastetheir time. Make sure you are prepared with questions that areserious. You need to do your homework before you set out oninterviews.

One challenge to oral research might include difficultyconducting conversations due to deafness, being hard ofhearing, and having a speech impediment. A response to thischallenge includes arranging an interview using e-mail ortalking online. A deaf or hard of hearing person might wantto use the telephone relay service. If you have a speechimpediment bring a friend as an interpreter to repeat whatyou say. Also consider technological solutions.

Another challenge may be that you have difficulty withlanguage. You may talk slowly or have long pauses in yourconversation. As response to this is to memorize and practiceyour interview script or questions. Also, bring a pad andpaper along in case you get stuck.

Step 3: How do you obtain such a job?

Seek out the actual person who has the ability to hire you andmake a presentation to that person. Focus on how your skillsmeet their needs and persuade them to give you a fair salaryfor your skills. You should also have a strategy for approachingthis person and how you will handle their reactions to yourdisability. Make a good first impression and in preparation forthe interview, make the person who has the power to hire youlook forward to meeting you.

Even though Bolles and Browns’ creative job-huntingtechniques still have challenges, the techniques work betterthan the numbers game for people with disabilities. In fact,studies show that it works for 86% of the people who try it.

Did you know . . .that SandyDuncan,American actress,lost one eyefollowing removalof a brain tumor?

65

ReviewingYour Skills,

Traits,and Values

To begin your job hunting, you must start by looking atyourself. You need to examine your personality traits, yourinterests, your values, and your skills. Melanie Astaire Witt, inher book Job Strategies for People with Disabilities: EnableYourself for Today’s Job Market, suggests you ask yourself thesequestions as you take an inward look at yourself:

◗ What do I want most from work?

◗ What is important to me?

◗ What do I like to do best?

◗ What are my personality traits?

◗ What are my skills and aptitudes?

◗ What is my true ability?

◗ What am I willing to trade to get what I want most?

There are many ways to achieve self-assessment. Witt’s bookhas a chapter called “Putting It All Together” that has lists andsheets to help you match yourself with the world of work.However, if you want a more in-depth self-understanding youshould probably meet with a career counselor who canprovide you with standardized career assessments. These aretests that will help you know yourself better, especially in thecontext of the work environment. With the guidance of thecounselor, you can develop a profile of yourself, includingyour career options.

The most common places to find career counselors are:

◗ College and University Career Centers

◗ Community Agencies

◗ Private Career Counselors.

Also, check with your state Department of Rehabilitation,Department of Rehabilitation Services, or Office of Vocation

66

In addition to career counselors, you can also purchase acareer workbook. A few workbooks suggested by Wittinclude:

◗ Creating Careers with Confidence by Edward Colozzi

◗ The Self-Directed Search by John Holland

◗ Discover What You’re Best At: The National Career Aptitude System and Career Directory by Barry and Linda Gale

If you prefer computer software instead of hard copy books,Witt suggests that you visit your library or local university. Ifyou want to purchase software for your personal computer,Witt suggests the following:

◗ Career Design by Crystal-Barclay

◗ The Self-Directed Search by John Holland

Some institutional offerings, according to Witt, include:

◗ Discover

◗ Choices

◗ GIS (Guidance Information Systems)

◗ C-LECT (Chronicle Guidance)

◗ CIS (Career information System

◗ SIGI+ (System of Interactive Guidance and Information)

Rehabilitation for suggestions and counseling. It may seemlike a lot of work to go through these assessments, but theresults are worth it to help you find the right career.

67

If you decide to seek a career counselor, be careful with yourchoice. Before choosing a counselor, Bowles and Brownsuggest that you interview at least three of them. Then,“compare their programs on the basis of cost, their experience,and their success rate.” Avoid programs that “promise you ajob, that make you sign a contract as a condition of workingwith them, or demand money from you before they do anywork.”

Bolles and Brown list a few national organizations that mayhelp you find a counselor living near your:

National Rehabilitation Association633 South Washington Street, Suite 300Alexandria, VA 22314Phone: 703/836-0850; 703/836-0849 (TTY); 703/836-0848(FAX) Web site: www.nationalrehab.org

International Association of Rehabilitation Professionals783 Rio Del Mar Boulevard, Suite 6Aptos, CA 95003Phone 800/240-9059; 831/662-0310; 831/662-8487 (FAX)Web site: www.rehabpro.org

National Rehabilitation Counseling Association8807 Sudley Road, #102Manassas, VA 20110-4719Phone: 703/361-2007; 703/361-2489 (FAX)Web site: nrca-net.org

Dr. Frederick A. Fay is the co-founder of the AmericanCoalition of Citizens with Disabilities. Dr. Fay has multipledisabilities and quadriplegia complicated by a neurologicdisorder. He notes the importance of continuous self-assessment for continuous improvement in life when he says,“I doesn’t matter whether you walk on wheels, talk with yourhands and hear with your eyes, see with your ears, orcommunicate with the world with a computer keyboard andmodem as I do. What matters is that you consciously keep acontemporary self-portrait in you mind of what you want andwhat you can do in the world of work.”

Did you know . . .that Henri de

Loulouse-Latrec’s,French Painter

and lithographer,growth was

stunted by achildhood

accident and hislegs didn’t developalthough his torsowas not affected?

68

Looking atPotentialOccupations

After you examine your own skills and values, you can beginto look at occupational possibilities, research these areas, andset goals in a plan of action that will help you get a job.

Job hunting experts group various occupations into “jobclans” or “career clusters.” Exploring these occupationalgroups can help you narrow your occupational choices to a“top three” within any given field. In fact, Dr. David Livers,an acknowledged authority on career selection says, “Secondor third career choices often prove to be more satisfactorythan the initial choices made for the wrong reasons.”

In your search for a job, you need to develop a list of possibleoccupations, research these occupations, and set a goal anddevelop an action plan. By looking at career clusters, you cancompare your skills set against the different levels of yourchoice career. Many job clusters have entry-level, skilled,technical, para professional and profession occupations withineach field. For example, legal occupations has general officeclerks, legal secretaries, paralegal, and lawyer.

To make the search easier, most career clusters are divided into“career families” according to Melaine Astaire Witt, in herbook Job Strategies for People with Disabilities. Witt usestransportation as an example. “Transportation is a careercluster; within the cluster are the job families of highwaytransport, rail transport, aviation transport, pipeline transport,and water transport.”

Here are some examples taken from Witt’s book. First, sheuses aviation as an example to narrow down choices when thefirst choice isn’t an option:

In the field of aviation, a job family in the career cluster oftransportation, a person who is blind cannot become acommercial pilot. So, if you’re blind and your first choice ofcareers is pilot, here’s how you’d search for a closely relatedcareer. Run down the list of occupations in the aviation jobfamily and ask yourself if you are able to perform the jobswith or without reasonable accommodation. Your choice ofanswers my be “no,” “probably not,” “possibly,” and “yes.”

69

Suppose the following are your responses:

Can I be a :

◗ pilot? No◗ air traffic controller? No◗ flight attendant? Probably not◗ airport ground equipment supervisor? Possibly◗ aircraft mechanic? Possibly◗ reservation agent? Possibly◗ airport manager? Possibly◗ aircraft company president? Yes◗ aviation academy president? Yes

After answering these questions, examine the occupations towhich you gave the answer “possibly” and “yes.” Do you havean interest in any of these occupations? Do you have anaptitude for or skill in any of these occupations? Even thoughyou won’t be “flying in the pilot’s seat,” you can still have anactive career in the field of aviation.

Another example provided by Witt targets a career as aprofessional football player, but the job seeker has a lower-limb amputation. He runs down the list of occupations in thesports job family of the hospitality and recreations careercluster, and asks himself if he is able to perform these jobs,with or without reasonable accommodations.

Can I be a:

◗ professional football player? No◗ sports coach? Yes◗ time keeper? Yes◗ equipment manager? Possibly◗ athletic trainer? Possibly◗ athletic director? Yes◗ referee/umpire? Probably not◗ pro sports scout? Yes

If he finds an occupation match in this group, he may be ableto have a career in sports even though he will not bephysically “running the ball.”

70

Witt gives an illustration of various career clusters that mosteducational settings use. She also suggests that a careercounselor can help you with occupational grouping systemsfound in various guides in books like Occupational OutlookHandbook, Standard Occupational Classification Manual, andDictionary of Occupational Titles.

The following is a mini-sampling of hundreds of occupationsfound in a career cluster and listed in Witt’s book:

Agriculture ( including Agribusiness)agricultural economistagricultural research chemistbeekeeperdairy technologistfarm appraiserfarm managerfloristfood technologistgreenhouse superintendentirrigation engineersoil scientist veterinarian

Business and Officeaccountantadministrative assistantcomputer operatorcredit officerhuman resource directorimmigration attorneyinsurance sales agent job retraining specialistlegal secretaryparalegal systems analyststechnical service manager

Communication and Mediacamera operatorcritic electronic communications technicianforeign language teacherinterpreternewspaper syndicated executive

71

phototypesetterproofreaderrecording engineerspecial events directortelevision reportervideotaping service owner

Constructionarchitectural drafterbuilding trades union leader cabinetmakercivil engineerconstruction engineering professorconstruction project managercustom home builderheavy equipment operatorpipefittersandblastersolar heating installersurveyor

Consumer and Home EconomicsBetter Business Bureau managercafeteria food operations managerchildcare service ownercustomer service representativefashion designerfood photography stylisthome economic instructornutritionistpreschool teacherproduct information managerretirement plannertest kitchen researcher

Environment and Natural Resources (including MarineScience)astronomerchemical engineerenvironmental physicistexterminatorfisherforestry technician

Did you know . . .that Albert

Einstein, German-American

theoreticalphysicist, had a

learningdisability?

72

marine animal traineroil company executive seismologistsolar energy engineertimber buyerwind energy systems engineer

Fine Arts and Humanitiesactorarchaeologistart dealercartoonistcinematographercomediancreative writing teacherfilm editorhistorianmusical instrument makerphotographerspecial effects technician

Healthcardiologistchild abuse therapistdialysis technicianemergency medical technicianhospital administratormedical assistantmedical laboratory technicianoral surgeonpharmacistradiologic technologistregistered nursesonographer

Hospitality and Recreationcatererconvention managercruise director lifeguardprofessional athleterestaurant managersports coachstunt performer

73

theme park managertour guidetravel agency owneryouth program director

Manufacture and Repaircomputer games manufacturercomputer service technicianfarm equipment mechanicfiber-optics researcherlaser technicianmaterials manager mechanical engineerplanning and scheduling mangerquality control supervisorrobotic line supervisortool designerwatch repairer

Marketing and Distributionauctioneercomputer software distributordirect mail entrepreneurimport-export agentinventory control supervisormarketing research analystpackage designerproduct demonstratorreal estate sales agentretail buyersales managertelevision time sales representative

Personal ServicesCIA intelligence specialistcollege alumni directorcoronercorrection officerequal opportunity representativeInternal Revenue Service agentjudge mail carrier police officerschool guidance counselorU.S. senatorvolunteer services coordinator

Did you know . . .that Frida Kaholo,

Mexican painter,was severely

injured in a busaccident requiring

numerousoperations andhospitalizationthroughout her

life?

74

Transportationair traffic controllerbus drivercorporate airplane pilotcruise ship captaindiesel mechanicflight attendantflight test engineerhot-air balloon operatorlocomotive engineerlong-distance truck drivermotorcycle mechanicspace mission specialist

These categories list just a few of the millions of possibilitiesfor employment. Even if you can’t achieve your first choice,research and explore alternatives that can still offer yousuccessful employment opportunities in a field that you like.Through developing a list of occupations and researching thecareer clusters, you can narrow down the possibilities andbegin to set a goal and develop an action plan to secure theright job for you.

Witt offers an extensive matrix to help you narrow your careeroptions in a section called “Matching Yourself with the Worldof Work.” She suggests that you read, research, gatherinformation, and talk to people until you are confident you’veabsorbed as much as you can. She offers scenarios about“What will happen if I choose to be...?” Witt also gives youworksheets to help with your reading and narrowing downyour occupational choice.

After you complete your research and make your careerdecision, you need to make an action plan and decide whatsteps you need to take to reach your goal. Witt offersnumerous suggestions and examples to help you with your jobsearch.

Remember, what you want to do counts and even if you can’thave your first choice, you can have a career that is fullysatisfying and enjoyable if you make the effort to find outabout all your options.

Did you know . . .that RosalindRussell, Americanactress, had cancercomplicated byarthritis?

75

The National Organization on Disability suggests that “therehas never been a better time to make sure that your resume isin great shape.”

A good resume is a one that reflects your skills,accomplishments, experiences, and education. It should bedesigned to capture a prospective employer’s interests. Aresume is the key that opens the door to an interview. It is aprimary tool in your job search. The purpose of a resume is tosecure an interview.

Your resume and cover letter should focus on the employers’needs, not your own. You are trying to sell your qualificationsand skills to a prospective employer. Basically, you aremarketing yourself as a future employee. Employers arelooking for employees with specific skills that match the needsof their company or organization. Use your resume to marketyourself to your potential employer as a perfect match for thejob and focus on what makes you exceptionally skilled for thejob.

Resumes are useful in job hunting for positions that rangefrom an entry level position to management and even tohigher presidential levels. In addition to a good marketingtool, the Rockport Institute suggests that resumes also help“pass the employer’s screening process,” “establish you as aprofessional person,” “have something to give to potentialemployers,” and “clarify your direction, qualification, andstrengths . . . .”

Within a good resume you should include identificationinformation, work history, education, recognition, andaccomplishments. Make sure you include transferable skillsareas like communication skills, research and planning skills,human relations skills, and organization, management andleadership skills.

Also, make sure you use action verbs or “power words” whendescribing yourself, your roles, and responsibilities. Examplesof action verbs include: accomplished, administered,conducted, consulted, developed, enhanced, executed,facilitated, generated, initiated, managed, operated, oversaw,and performed.

WritingYour

Resume

76

There are three basic resume formats you can follow:Chronological, Functional, and Combination. You shouldchoose the format that best suits your personal history andexperience. For the best understanding of resume styles, lookfor books in your local bookstore or library. Melanie AstaireWitt suggests the following books as references for writingbetter resumes:

The Guide to Basic Resume Writing, by the Job and CareerInformation Services Committee of the Adult LifelongLearning Section of the Public Library Association

The Resume Solutions: How To Write (And Use) a Resume ThatGets Results, by David Swanson

Resumes That Knock ‘Em Dead, by Martin John Yate.

In general, a chronological resume is more traditional. Yourexperience is the focus and each job you’ve had is described indetail. According to the Rockport Institute, the advantages ofa chronological resume include an “appeal to older, moretraditional readers,” and offers a clear explanation of what youdid in previous jobs. The disadvantage is “it is much moredifficult to highlight what you do best” and it is notappropriate for changing careers.

The functional resume highlights your major skills andaccomplishments. Instead of focusing on jobs, it helps youhighlight your experience and skills. The advantages,according to Rockport Institute, include helping you in“reaching for a new goal or direction.” The disadvantage isthat it is hard for the employer to see what you did in whichjob.

Finally, the combination resume includes elements from boththe chronological and functional resumes. Rockport Institutesuggests that “it may be a shorter chronology of jobdescriptions preceded by a short ‘Skills and Accomplishments’section . . . or , it may be a standard functional resume withthe accomplishment under heading of different jobs held.”The advantage of a combination resumes is that it takesadvantage of the strengths of both types of resumes. Adisadvantage is that it can be repetitious and long.

77

Melanie Astaire Witt suggests that the combination styleresume works best for people with disabilities because it helpscover any gaps in employment. Research the different styles ofresumes and find one that shows you at your best.

According to the Rockport Institute, as you begin to writeyour resume you should include the following categories:

◗ Name, Address, and Phone number◗ Objective◗ Summary◗ Skills and Accomplishments◗ Experience◗ Education◗ Awards◗ Civic/Community Leadership◗ Professional Affiliations and Organizational Memberships◗ Personal Interests◗ References

Of course, if some of these categories don’t apply you can skipthem. Remember that your resume is a reflection of yourexperience and should be tailored to your strengths and thejob you are seeking. The following suggestions highlight thegeneral categories and will give you a place to start creatingyour own unique resume.

Name, Address, and Phone numberBegin with information that will identify you like your name,address, telephone number, e-mail, and any other contactinformation an employer would need. Don’t includenicknames and if you have two residences include them both.

ObjectiveAccording to the Rockport Institute, you should focus thissection toward convincing your target audience that you arethe perfect match for the job. Your objective statement shows“your clarity or apparent clarity of direction.” In other words,it shows that you want the job and you have thequalifications to do the job. Make sure your objectivestatement is “to the point.” The reason for including an

Did you know . . .that Kristy

MacNichol,American film and

television actor,had bipolar

disorder?

78

objective statement is to “create a specific psychologicalresponse in the mind of the reader.” The Rockport Instituteoffers the following examples of objective statements:

◗ “An entry-level position in the hospitality industry where abackground in advertising and public relations is beneficial.”

◗ “Senior staff position with a bank that offers theopportunity to use my expertise in commercial real estatelending and strategic management.”

Note that sometimes you can include your objective statementwith your summary of qualification.

Summary of QualificationsThe summary consists of concise statements that focus theemployers attention on your main attributes for the job. Ithighlights what makes you a perfect fit for the job. It may bethe only section read by an employer that has hundreds ofresumes to shift through, so you need to make it shine. Profileyour experience and skills that make you the perfect candidatefor the job. Focus on your best highlights. The RockportInstitute offers the following examples of a summary:

◗ “Over 10 years as an organizational catalyst/training designconsultant with a track record of producing extraordinaryresults for more that 20 national and community basedorganizations. A commitment to human development andcommunity service. Energetic self-starter with excellentanalytical, organizational, and creative skills.”

◗ “Performing artist with a rich baritone voice and unusualrange, specializing in classical, spiritual, gospel and rap music.Featured soloist for two nationally televised events.Accomplished pianist. Extensive performance experienceincludes television, concert tours and club acts. Available forcommercial recording and live performances.”

Skills and AccomplishmentsList your skills or accomplishments in detail. You can usebullets or major skill headings as you format this section.Focus your list of skills and accomplishment to sell yourself asthe right person for the job. Give details about your successesand show them what you are really experienced at doing.

79

Illustrate the highlights of your summary section. Be carefulnot to go into too much detail. Focus your statements aroundcommunicating that you can do the job better than anyoneelse.

ExperienceList your job experience beginning with the most recent job.Add more detail about the most recent jobs and brieflysummarize your earliest jobs. In fact, the Rockport Institutesuggests that you summarize a number of your earliest jobs inone line or a very short paragraph. You can also includemilitary service, internships, and major volunteer roles in thissection.

EducationList your degrees or licenses first, beginning with the mostrecent. Also, list any certificates and advanced training youreceived. If you are working on a degree, include thisinformation and the anticipated date of graduation.

AwardsIf you received awards in school, list them under theEducation section. If you have received commendation orpraise on the job, include them in this section.

Civic/Community LeadershipIf your role in the community has direct application to thejob you are seeking, include it in this section. Also, if yourrole in the community illustrates skills and accomplishments,include them in this section.

Professional AffiliationsInclude memberships that are current and relevant to the jobyou are seeking. Include any leadership roles you had. You canalso combine this section with the Civil/CommunityLeadership section.

Personal InterestsAccording to the Rockport Institute, there are advantages anddisadvantages to including a personal interests section in yourresume. The advantages are showing a skill that is applicablein the job; showing you are a well-rounded individual; or itcan create a common ground for conversation. Thedisadvantages include irrelevant information for the job you

Did you know . . .that Socrates,

ancientphilosopher, had

epilepsy?

80

are seeking. It can also be an interview turnoff. Do notinclude information on sex, age, marital status, children, orhealth unless you think it will give you an advantage with aparticular employer or job. The Rockport Institute suggeststhat you omit this section of your resume.

ReferencesGenerally, you do not have to include references in yourresume. You can simply state, “References available uponrequest.” Or you can omit it entirely. Prepare a separate sheetthat lists three references to provide at the actual interview.This list should include name, title, employer, address,business and home telephone numbers. Make sure you haveasked your individuals if they will be references for you beforeyou mention their names to prospective employers. Note thatwhen an employer specifically asks you to include referencesin your resume, you should do so.

The following is a list of resume do’s and don’ts compliedform Resume Writing Services and Resume Tips ResourceCenter; Writinghelp-central; Resume Tips for Taos; andSamford Education How to Write a Better Resume.

Resume Do’s

◗ Do use a design that grabs attention.

◗ Do keep your resume clear and easy-to-read.

◗ Do analyze ads and job descriptions to identify key words.

◗ Do use action or power words.

◗ Do identify and solve employer’s hidden needs.

◗ Do prioritize the content of your resume.

◗ Do sell the benefits of your skills.

◗ Do eliminate excessive punctuation and omit articles (a, an, the).

◗ Do check for errors.

81

◗ Do target your resume toward your goal.

◗ Do be concise and to the point.

◗ Do show what you can do today.

◗ Do be a straight-shooter.

◗ Do follow instructions given by employer.

◗ Do be honest about your skills and work experience.

◗ Do proofread.

◗ Do proofread again.

◗ Do have a least two other people proofread it again.

◗ Do use one of the standard typefaces, such as Courier, Time, Helvetica, Futura, Arial, Optima, Palatine, or Universe.

◗ Do use good paper.

◗ Do keep descriptions clear and to the point.

◗ Do use a normal type size, between 10 and 14 points.

◗ Do print your resume on a high quality laser printer or inkjet.

◗ Do try to mail or deliver your resume in a flat envelop or by fax.

Resume Don’ts

◗ Don’t repeat a power word in the same paragraph.

◗ Don’t switch verb tense. Use either the first person (“I”) or the third person (“he,” “she”).

◗ Don’t make paragraphs too long. Keep each section or

Did you know . . .that Josh Logan,

movie/theaterproducer/director,

had bipolardisorder?

82

In addition to your resume, you should include a cover letter.Tailor your letter to the specific company and be careful notto duplicate information from your resume.

According to an article by Max Messmer, Covering Your Bases:Make Your Cover Letter Count, your cover letter “allows you todirect the reader’s attention to aspects of your resume that aremost relevant, demonstrate your knowledge of the companyyou’re writing to and explain any part of your work historythat needs clarification.”

Messmer suggests that your letter opening should tell yourpurpose. If someone suggested the job, you can include thisinformation. Additionally, he suggests that you work some

paragraph to about six lines of writing.

◗ Don’t put the word “Resume” at the top of the resume.

◗ Don’t ramble in your objective statement.

◗ Don’t include salary information.

◗ Don’t put reasons for leaving jobs.

◗ Don’t sell yourself short.

◗ Don’t use a template.

◗ Don’t include your social security number, age, sex, height/weight, remarks about you appearance or health, spouse information, or personal philosophies.

◗ Don’t use exact dates.

◗ Don’t list high school or elementary school if you are a college graduate.

◗ Don’t using decorative fonts.

◗ Don’t use multiple columns.

◗ Don’t use any kind of graphic or shading.

83

Did you know . . .that Georgia

O’Keefe,American painter,

turned tosculpture when

her eyesightfailed?

knowledge of the company into your opening. It shows thereader that your have done your homework and taken theinitiative to learn more about the company.

In your next paragraphs, Messmer suggests that you explainyour current situation. Can you begin work immediately? Doyou want full-time or part-time work? Next, according toMessmer, you can explain why the job interests you and“briefly elaborate on one or two key points to draw attentionto your resume.”

In your closing, simply end with Sincerely, Sincerely Yours,Your truly or Cordially.

Here are some do’s and don’ts for cover letters compiled fromJobStar Central; iVillage; and Bellevue University CareerServices:

◗ Do check for spelling and typing errors.

◗ Do address it to the person who can hire you.

◗ Do write it in your own words.

◗ Do show that you know something about the company

and the industry.

◗ Do use terms and phrases that are meaningful to the

employer.

◗ Do follow a standard business letter format.

◗ Don’t start every sentence with “I”.

◗ Do proofread, proofread, proofread.

◗ Do have someone else proofread it.

◗ Do write clearly and simply.

◗ Do be positive in tone, choice of words and expectations.

84

Writer, John M. Williams, wrote an article entitled “JobInterviewing for People with Disabilities.” In this article,Mr. Williams talks with a recruiter for two Fortune 100companies. With over 12 years of experience, this recruiterinterviewed over a thousand job applicants, more than 50of these were people with disabilities. This professionalrecruiter believes “that while companies still need tobecome more welcoming to workers with disabilities, jobapplicants with disabilities also need to prepare morethoroughly to achieve success in interviewing.”

As you prepare yourself for an interview, you must knowyour own capabilities and limitations; what the job youwant entails; what you can contribute to the job; and howto present yourself in the most positive manner.

Interviews can be stressful events, but you can rehearse andprepare yourself to present the best parts of you. Thefollowing tips may be useful during your interview:

◗ Be enthusiastic. Smile and present yourself clearly.

◗ Be yourself. Relax and show how valuable you are.

◗ Be prepared. Review your resume. Have copies of it and your application with you.

◗ Know the Organization. Research the organization before you interview. Look up information in the library or talk with people who work there or ask for information and a job description when the interview is set up.

◗ Be honest. Talk about your skills and experience. Don’t exaggerate the truth. If you don’t have a particular kind of experience, say so and tell the interviewer you will be willing to learn new skills.

◗ Look your best. First impressions count. Dress appropriately for the type of job you are seeking. It will show your interviewer that you are serious about the job and it will help you feel more confident yourself.

InterviewingTips andStrategies

85

The following interview do’s and don’ts are compiled fromDress for Success, Canadian Jobs, Workers, Training andCareers Service, Dallas Baptist University Career Services, andthe American Business Association (ABA) Career Guide. Bykeeping these suggestions in mind, you can increase theopportunity for a successful job interview.

Interview Do’s

◗ Do be enthusiastic throughout your interview.

◗ Do dress appropriately for the position.

◗ Do focus on the positive.

◗ Do arrive early for your interview.

◗ Do show interest in the company and be prepared with questions.

◗ Do introduce yourself by name first, look the person in the eye and shake hands, if you are able.

◗ Do be calm and don’t let nervous habits show.

◗ Do share what appeals to you about the job.

◗ Do stick to the point when answering questions. If you don’t understand a question, don’t be afraid to ask for clarification.

◗ Do be a good listener.

◗ Do thank your interviewer for having the opportunity to talk with him or her.

Interview Don’ts

◗ Don’t be unprofessional in your actions.

◗ Don’t slouch.

Did you know . . .that Sarah

Bernhardt, Frenchactress, suffered asevere knee injury

that lead to theloss of her leg?

86

◗ Don’t bring a friend along. Show your independence.

◗ Don’t chew gum.

◗ Don’t smoke.

◗ Don’t exaggerate or compare yourself with others.

◗ Don’t wear strong perfumes or colognes.

◗ Don’t argue with your interviewer.

◗ Don’t criticize your old job or boss.

◗ Don’t discuss politics, religion, or controversial subjects.

◗ Don’t ask questions immediately about salary or vacation.

◗ Don’t be vague or uncertain about your career goals.

◗ Don’t make excuses.

◗ Don’t place anything on the desk between you and the interviewer.

◗ Don’t tell the employer how badly you need the job.

◗ Don’t be insincere. Be honest and sell yourself without bragging.

According to iMahal, a career mentoring source, inpreparation for your interview you should be prepared toanswer the following questions:

◗ Tell me about yourself.

◗ Why do you want to work for this company?

◗ How will you contribute to this company through your job?

Did you know . . .that JamesThurber,Americanhumorist andcartoonist, lostone eye in achildhoodaccident? Hisolder brother shothim with anarrow andgradually he lostthe sight in theother eye due tocomplicationsfrom the accidentand cataracts.

87

◗ What is your greatest strength and your greatest weakness?

◗ How did you like your last job and why did you leave?

◗ Where do you see yourself, professionally, in the next five years?

◗ What abilities do you bring to the position?

Think through your answers to these questions so you will beprepared and not taken by surprise. Practise your answers soyou will be confident during the interview.

iMahal also suggests that you be prepared to ask key questionsto help you stand out and get to know your interviewerbetter.

◗ How did you join the company?

◗ What makes this company unique?

◗ How would you describe the culture in this company?

◗ What are the characteristics of successful company employees?

◗ What are the long-range goals of the company?

◗ What does the company excel at and what are they working on to improve?

◗ What are the outside influences that will affect the company’s future growth?

Practise InterviewingTo gain greater confidence in interviews, you should schedulepractise interviews. Dress and prepare for your practiceinterview. Use these questions and others to help guide theinterview. Have a friend act as the interviewer and, if possible,video tape it. Anticipate, think through and practicequestions for your interview. Research the company and theposition you are applying for. Remember that the purpose of

88

an interview is twofold: your employer will learn more aboutyour and your will learn more about the employer.

Dress for InterviewingDress in your business best for an interview. Of course, theway you dress must match the type of job you are seeking. Itnever hurts to dress up for an interview. Most recruiters formtheir first impression of a prospective employee based on whathe or she is wearing. Melanie Astaire Witt suggests NellieThornton’s book, Fashion for Disabled People, to show you theway to work with fashion to create a great first impression.

Sell yourself as the “hot candidate” by doing the following:

◗ Show your interviewer that time is valuable. Try to leave after forty-five minutes. Just say you have another appointment (even if it’s with your mother). Employers want the “hot candidates” that other are considering.

◗ Avoid meal interviews.

◗ Complete a job application in advance, if possible.

◗ Lean to break the ice with non-threatening small talk with you first meet he interviewer.

◗ Be alert to the interviewer’s perspective.

When you are finished with your interview, ask the followingquestions:

“Do you see any gaps between my qualifications and therequirements for the position you are attempting to fill?”Make written notes of any objections and overcome themeither on the spot or in your follow-up letter. You can alsoask: “What is the next step in the hiring process? Is it okay if Icheck back with you on Thursday?”

Always, follow-up with a letter thanking the interviewer forhis/her time and sell yourself one last time. The purpose ofthe letter, according to Best-Interview Strategies.com, is to“re-emphasize that you really want the job”; “to provide

89

Did you know . . .that Vincent Van

Gogh (1853-1890),the famous Dutchpost impressionist

painter, had bipolardisorder?

further explanation of something discussed at the interview”;“to say thank you”; and “to take another opportunity to makeyourself shine in comparison to the other candidates.”

Best-Interview Strategies.com also suggests that you makefollow-up calls. When companies are filling a position, theirpriority is not to keep all applicants informed. So, after theallotted time passes, be brave and make a follow-up call to seewhere you stand in the process.

If you don’t get this job, use the experience to learn andprepare better for the next job interview. There’s a naturallearning curve in job hunting and you must simply keep at itto finally land the job you want.

If you do get the job, now is the time to negotiate your salary.Some salaries are set while others are open for negotiation. Ifthe salary range is open, your employer will usually offer thelowest salary. Don’t be afraid to request a higher salary if yourskills and experience warrant it.

Do your homework, prepare yourself, and believe that you arethe best candidate for the job. The interview puts you centerstage. Shine in your moment in the spotlight!

90

WhenToDisclose

Deciding when to disclose your disability, during your jobhunt, is difficult for a person. If you have a disability that isnot readily apparent, like a learning disability, it becomes evenmore of a dilemma when deciding whether to disclose it ornot.

Melanie Astaire Witt suggests that you base your decisionabout disclosure upon the following question: “Doesdisclosure of your disability at this time and in this waysupport my objective of getting hired?” You have the optionof not disclosing, but be very aware that this could causenumerous complications later.

If you make the decision to disclose your disability, Wittoffers several approaches and timing for disclosure thatinclude: third-party referral; resume; cover letter; employercall for an interview; your call to disclose; application;interview-the moment of meeting; interview-preoffer; andinterview-post offer, preacceptance. She also advises you toresearch your potential employer and see if disclosure willactually help your job search. Some government agencies giveconsideration to people with disabilities that actually make ita plus to disclose early in your job hunt.

Let’s take a closer look at Witt’s approaches to disclosing yourdisability.

Third-party ReferralPeople who have a connection to the organization you areapplying to are third-party referrals. They present you in apositive manner to your prospective employer. Of course, theywill mention your disability. But, they will also focus on yourabilities to do the job or they wouldn’t be referring you. Theyare a positive ally in your job search and your prospectiveemployer will have a positive expectation when you come infor an interview.

ResumeWhen you research the organization and find that they lookpositively upon hiring people with disabilities, you shoulddisclose your disability in your resume. If you have had jobsrelated to your disability, it gives you a perfect opportunity to

91

Did you know . . .that Tennesse

Williams, Americanplaywright, had

mental illness anddepression?

disclose. If you are a member of a group that will illuminateyour disability, disclose this fact under the personal activitiescategory in your resume. “If there is any chance that yourprospective employer will look negatively at your disability,don’t disclose in your resume.”

Cover LetterWitt suggests that you only disclose your disability in a coverletter if it meets one of the three major responsibilities of thepotential position. For example, if the American BurnAssociation were looking for a peer counselor, and youdisclose your record of a burn injury, that would make a goodjob match. Witt cautions, “Don’t disclose in your cover letterjust because a company is an affirmative action employer, is afederal contractor, or has a hiring policy.” If your disability isnot a match for the job, then you should disclose at anothertime.

Employer Call for an Interview“Many experts say the best time to disclose a visible disabilityis during the employer telephone call for an interview.”Schedule a time for the interview and find out if the callerwill be the actual person doing the interview. If they are,disclose your disability in a confident manner. Witt uses thefollowing example: “By the way, I use a wheelchair formobility, is your building accessible?” OR “I want you toknow I have a visual impairment. I wouldn’t want Trump, mygolden retriever, to surprise you when we meet on Friday.” Bywaiting until you have set the actual interview to disclose, youmake sure that the employer will go through with it. If theperson calling to set up the interview is not the person whowill actually be doing the interview, then don’t disclose at thistime. You want to disclose your disability to that actualinterviewer so he/she hears it in exactly the way you presentit, not paraphrased or relayed by another party.

Your Call to DiscloseIf a “gatekeeper” called to set up your interview and you donot disclose, call the person who is actually going to interviewyou a couple of days before. Speak directly to this person,don’t leave a message, and tell him/her that you want to avoidany shock or awkwardness by mentioning before the interview

92

that you have a disability. Explain your disability in generalterms and suggest any accommodation that might be needed.Also, put the employers mind at ease about your ability to doa good job and express a willingness to answer any questionsduring the interview. This will help your employer understandand believe that you can do the job and raise his/her comfortlevel with increased understanding.

ApplicationIf there is a question on the application that asks if you haveany physical limitation that would keep you from performingin the position applied for, and as you understand the dutiesyou don’t, answer “No.” If your disability will not keep youfrom performing the job duties, then “No” is a legitimateanswer. However, if you’re not sure if you have limitationsthat would affect your job performance, simply write “Willdiscuss.”

Interview-The Moment of MeetingSome people believe that the “shock factor” works in theirfavor by not disclosing their disability until the first face-to-face meeting. Sometimes this tactic works against people withvisible disabilities by disorienting their future employer whofinds it hard to move beyond the shock. The shock factordoes eliminate the time for an employer to focus on negativestereotypes; however, you must be a very confident and strongindividual to take this approach to disclosure.

Interview- PreofferAny disability that requires a job accommodation should bedisclosed and the accommodation discussed at the interviewbefore an offer is made. Anticipate opportunities to discusyour disability in a positive way and prepare yourself to dispelany myths your prospective employer may have.

Interview-Postoffer, PreacceptanceIf you don’t have a visible disability and your disability willnot affect any job-related function wait until after an offer ismade to disclose or you may choose not to disclose at all.Some employers will resent disclosure timed after the offer hasbeen made. They feel you have not been fully honest withthem.

93

Did you know . . .that Alexander the

Great, JuliusCaesar, Hannibal,

and HarrietTubman, all had

epilepsy?

To Disclose or Not to Disclose

The choice is up to you. Witt suggests that “if you have arecord of a disability but no longer have it, or you have aninvisible disability that will not affect your job performance,you may choose not to disclose.”

Witt states that “these methods and timings of disclosure aremerely generalized suggestions. Only you will have researchedprospective employers, and so only you can best answer thepivotal question - does disclosure of my disability at this timeand in this way support my objective of getting hired?”

When you interview, you can help dispel myths aboutworkers with disability by preparing positive answers to somegeneral employer questions. Witt suggests the followingquestions and positive responses to educate potentialemployers about workers with disabilities:

Q: Will my insurance rates go up if I hire you?

A: “ I know rising medical insurance premiums is oneveryone’s minds today. I want you to know that my disabilityrequires no greater medical care than any of my friends or co-workers who don’t have disabilities.” OR “If the companyever changes insurance carriers and my medical history placesme in a ‘high-risk’ category, I would have no problem beingenrolled an as individual in the state’s high-risk pool. And Iwould be happy to pay the difference, if any, between thepremiums for my coverage and those of any other employeeson your group plan.”

Q: How would you be able to get out to the building incase of an emergency - such as a fire?

A: Explain the buddy system-three employees who volunteerto assist you in exiting the building safely. Describe exactlyhow your ”buddies” would carry you down the stairs.

Q: How will you get to work?

A: “Since I would be driving my van to work every day, if

94

anyone ever needs a ride to outside meeting, I would behappy to drive them.” OR “I was happy to see that the busstop is so convenient to the office. It’s also nice that it runs sofrequently and so late - I prefer not to take a cab when I worklate.”

Q: This position deals with highly sensitive information. Ifyou’re hired, your reader (or interpreter) will have access toconfidential material.

A: “I understand your concern for confidentiality since I relyon a reader to handle many of my business and personalmatters. Just as you must check histories and rely on yourjudgement about hiring trustworthy employees to handleconfidential information, I must hire trustworthy readers tohandle any confidential information they come across.”

Q: I don’t know anything about making accommodationsfor a disability such as yours. I wouldn’t know where tostart.

A: “Start with me! I’m an expert at dealing with my disability,and I’m certain we’ll have no problem addressing anaccommodation for this position. If we need help, the JobAccommodation Network - which operates over a toll-freetelephone line - can probably have a solution within twenty-four hours. Many other service organizations also offer freeadvice and counseling - and some even offer financialassistance. I’m confident accommodation will not be aproblem.”

Finally, during your job hunting you must decide upondisclosure. The choice is individual and depends upon yourtype of disability, your potential employer, and yourknowledge of the job you are applying for. Make an informedchoice and present yourself in a positive way. Answerconcerns about your disability, but bring the focus back toyour abilities to do an outstanding job!

Did you know . . .that MarilynMonroe,American actress,had speechdifficulties?

95

Organizationsand

Resourcesfor

Job Huntingand

Accommodations

Part III

96

APSE

The following information is taken directly from theAssociation for Persons in Supported Employment (APSE)November 2003 newsletter. APSE has undergone a redesignto fit the needs of their members with the revision of theirvision, mission, and beliefs.

VisionOur vision is that people with disabilities share in the richnessof the human experience: rewarding career, a safe andcomfortable home, fulfilling personal relationships, choicesand opportunities, the same rights, civic responsibilities andopportunities desired by all citizens in their community.Employment is a cornerstone of opportunity. People withdisabilities belong in the workplace. And the APSE: TheNetwork on Employment, an association of members ignitesthe community spirit through action and commitment to acommon vision and value, collaborating with each other, andutilizing members’ skills, talents, and ideas to find solutions toproblems of employment and economic opportunity.

MissionThe mission of APSE: The Network on Employment is toadvance integrated employment and economic opportunityfor people with disabilities.

APSE: The Network on Employment believes:

◗ All people with disabilities have the capacity to work in integrated, paid jobs.

◗ Employment is the avenue to community and economic opportunity and independence.

◗ Self-employment and business ownership are viable options for people with disabilities.

◗ Communities are enriched by diversity and including all people with disabilities.

◗ People with disabilities have the right and responsibility to work in integrated, paid jobs.

97

Did you know . . .that Whoopi

Goldberg, African-American comic

and actress, has alearning disability?

◗ Capacity is developed by providing a variety of supports tailored to meet each individual’s needs.

◗ It is our job, collaboratively, as a network of providers, people with disabilities, family member, and others to figure out how to provide services and supports so that all people have the opportunity to work in the occupation of their choice in integrated, community workplaces.

◗ The “system” must be creative and flexible to meet the support needs of each individual.

◗ Employment and economic opportunity provide a direct link to expanded choices, self-determination, and empowerment.

To do this, APSE: The Network on Employment:

◗ unites providers, people with disabilities, family members, employers, and other who share an interest in inclusive, paid employment and economic opportunity for people with disabilities.

◗ provides a unified voice focusing on advancing employment and economic opportunities, keeping people with the highest need for employment support in the forefront.

◗ connects people to share strategies, knowledge and information to support their own personal or organizational goals.

◗ supports chapters to build capacity and implement the mission at the state and local level, expanding the state/ national partnership for ongoing collaboration.

◗ builds networks and collaborations among members and with other organizations to effectively carry out our mission.

◗ advocates for policy and practice that support people with disabilities to get and keep employment.

98

◗ alert and educate members about pending policy and funding changes.

◗ supports grassroots efforts to influence policy and practice to produce better outcomes and opportunities for people with disabilities.

◗ highlights a variety of types of support strategies and resources that can be used and tailored to an individual’s needs to support employment.

◗ educates people through conferences, training, discussion groups, and other collaborative venues.

◗ promotes excellence in the provision of services and supports to people with disabilities.

◗ informs members through newsletters, web site, electronic communication, and other updates of strategies, policy, practice, and a variety of issues that impact employment and economic opportunity for people with disabilities.

◗ provides technical assistance and training to share strategies, develop capacity, and improve employment outcomes for people with disabilities, particularly those with the highest need for support.

Did you know . . .that Jim Abbott,American NYYankee pitcher,was born withonly one handand pitched a no-hitter onSeptember 4,1993?

99

JAN

The Job Accommodation Network (JAN) is an informationand consulting service providing individualizedaccommodation solutions which can assist people withdisabilities in the workplace. A section of the U.S.Department of Labor Office of Disability EmploymentPolicy, JAN also provides answers to specific questions aboutthe Americans with Disabilities Act (ADA).

JAN was created in 1984 by the President’s Committee onEmployment of People with Disabilities and is aninternational information, referral, and consulting network.You can call JAN directly to ask questions aboutaccommodation or you can explore options via the JobAccommodation Network’s Searchable OnlineAccommodation Resource (SOAR). This resource listsnumerous accommodation ideas, but if you don’t see ananswer to your questions, contact JAN directly. They havestaff consisting of experienced consultants who are happy todiscuss specific accommodation needs in a confidentialmanner.

When you call JAN, the counselor will ask you the following:

◗ The nature of your disability, and what it limits you in being able to do.

◗ The job and what tasks it requires you to perform.

◗ What equipment you have to perform the job.

◗ What problem task remains and what task you are asking JAN to help you figure out.

After gathering this information, the JAN counselor willsearch the vast database for accommodation. The counselorwill formulate strategies and gather ideas to help you withyour problem. They usually get back to you within twenty-four hours with a summary of suggests that range fromdevices, procedures, or other ways of dealing with yourproblem. The counselors will also send you information aboutthe manufacturers of any devices suggested and sometimes

100

they may refer you to employers who have successfully dealtwith the same problem.

Rehabilitation professionals, employers, employees withdisabilities and job applicant with a disability can use JAN tofind out information about individualized accommodationsolutions.

Many accommodations are very easy to institute andinexpensive. According to a JAN Job Accommodations Study,31% of the suggested accommodations cost nothing; 50%cost under $50; 69% cost under $500; and 88% cost under$1000. The percentages in this study do not total 100%;aggregates are most useful as educational tools.

Another study of job accommodation costs, done by BerkeleyPlanning Associates in Oakland, California, reached virtuallythe same conclusions as JAN’s - except the Berkeley studyreported that half of the accommodations cost nothing.

If you need a job accommodation, by law most employers arerequired to provide it for you. There are cost saving avenuesyou can have in mind to offset the fears of accommodationcosts your employer may have in mind. There are resourcesfor financial assistance that help pay for appropriate andreasonable job accommodations.

State and local vocational rehabilitation agencies may be agood source for assistance in providing and paying foraccommodations. Vendor discounts are also available onequipment purchased through some vendors because ofsupplying a person with a disability. Some health insurancebenefits cover communication systems and other assistivedevices as a benefit. Additionally, there are numerous IRS TaxIncentives that businesses can take advantage of whenaccommodating workers with disabilities. Finally, if all otheravenues of financing fail, you can offer to assist with the costor consider taking out a loan.

If you and your employer work together, you can come to areasonable accommodation that makes sense for both of you.

Did you know . . .that AnnetteFunicello,American actress,has multiplesclerosis?

101

JobAccess

The goal of JobAccess is to enable people with disabilities toenhance their professional lives by providing a dedicatedsystem for finding employment. By posting job opportunitieswith JobAccess, employer not only exhibit an open doorpolicy but also demonstrate their responsiveness to affirmativeaction by genuinely recruiting qualified person with disabili-ties.

JobAccess is a free service for anyone with a disability.Employers are charged a fee to post their employmentopportunities and advertise on the JobAccess site.

JobAccess provides a job search where people with disabilitiescan seek employment, confident that they will be evaluatedsolely on their skills and experience. JobAccess also provides aresume builder that can help with updating your resume soyou can post a professional looking resume that companiesacross the US will be able to browse.

JobAccess also posts online career fairs that you can partici-pate in and post your resume to. There are many opportuni-ties for successful job hunting via JobAccess.

To contact JobAccess write or e-mail:

JobAccess1001 W. 17th St.

Costa Mesa, CA 92627e-mail:

marketing@jobaccess.orgsales@jobaccess.org

technical@jobaccess.orggeneralinquiries@jobaccess.org

102

OneStopCenters

Career One Stop Centers help you find jobs, from entry levelto technical to professional to CEO. They help identify job-ready workers with the right skills. They locate publicworkforce service in your area. They explore alternative careerpaths, compare salary data for different occupations, help youlearn which careers are hot, and help you brush up yourinterview strategies.

There is a new CareerOneStop portal web site(www.careeronestop.org) that provides workforce assistanceand information. This web site connects users to relevantlinks, resources, and community service offered over theInternet. Some of the links include:

◗ America’s Job Bank - www.ajb.org

◗ America’s Career InforNet - www.acinet.org

◗ American Service Locator - www.servicelocator.org

◗ Workforce Tools of the Trade - www.workforcetools.org

◗ O*NET Online - online.onetcenter.org

All of these links provide detailed information about careers,training, supports for workers with disabilities, and muchmore.

In North Dakota, the Job Service is your Career One StopCenter. There are 16 locations of North Dakota Job ServiceCenters located throughout the state. Contact the officenearest you to find out what services are offered.

North Dakota One Stop Centers

Beulah Job Service119 E MainBeulah,ND58523877-268-5437

103

Did you know . . .that John WesleyPowell, American

geologist andethnologist, lost

one arm in amilitary skirmishand still went on

to discover andexplore the GrandCanyon by boat?

Bismarck Job Service1601 East Century AvenueBismarck,ND58503800-247-0981

Devils Lake Job Service301 College Drive SouthDevils Lake,ND58301800-247-0982

Dickinson Job Service66 Osborn DriveDickinson,ND58601800-247-0983

Fargo Job Service1350 32nd Street SouthFargo,ND58103800-247-0985

Grafton Job Service927 12th Street WestGrafton,ND58237701-352-4450/1-800-321-7416

Grand Forks Job Service1501 28th Avenue SouthGrand Forks,ND58201800-247-0986

Harvey Customer Service Office119 9th St WestHarvey,ND58341(701) 324-4552

Jamestown Job Service429 2nd Street SWJamestown,ND58401800-247-0988

104

Minot Job Service3416 North BroadwayMinot,ND58703800-482-0017

New Town Job Service204 Main StNew Town,ND58763701-627-4390

Oakes Customer Service Office517 Main AvenueOakes,ND58474(701) 742-2546

Rolla Job Service103 East Main AvenueRolla,ND58367877-516-0600

Valley City Job Service250 South Central AvenueValley City,ND58072800-831-6374

Wahpeton Job Service524 2nd Avenue NorthWahpeton,ND58075888-671-9229

Williston Job Service422 1st Avenue WestWilliston,ND58801800-247-0989

105

FAQsAbout

FederalJobs

The following questions and answers are supplied from theOffice of Personnel Management. They regard issues such ashow to find out about Federal job openings, how to apply fora job, how to talk about a disability during an interview andhow to request a reasonable accommodation if one is needed.

Q: If I am interested in Federal employment, how do I findout about job openings?

A: You can find an electronic listing on the Office ofPersonnel Management’s USAJOBS website. There are alsonumerous federal job listings on individual Federal agencieswebsites. You can access this information by visiting thespecific Federal agency websites at FIRSTGOV. Yourdisability will not be a disadvantage to you as you seek Federalemployment or when you begin to pursue careeropportunities once you become a Federal employee.

Q: How do I look for a job in the Federal Government?

A: USAJOBS provides a listing of all of the latest Federal jobopportunities and complete vacancy announcements. It isconvenient, user friendly, accessible through the computer ortelephone and available 24 hours a day, seven days a week. Inaddition to their website, you may also access USAJOBSthrough an interactive voice response telephone system at(478) 757-3000 (voice) or (478) 744-2299 (TTY). MostFederal agencies also have job listings on agency websites andphone lines as well.

Q: Once I have located a job, how do I get hired?

A: You can apply for a Federal job through the vacancyannouncement or you can apply directly to agencies. TheFederal Government’s Selective Placement programs offerspecial hiring authorities for people with disabilities. If youwant to take advantage of this special hiring authority, youcan contact your State vocational rehabilitation agency. If youare a veteran you should contact your Department ofVeteran’s Affairs vocational rehabilitation counselor for moreinformation. Your counselor can provide you with acertification statement that identifies you as a person with a

106

Did you know . . .that Itzak Perlman,

Israeli violinist,uses leg braces

because ofpoliomyelitis at age

four?

disability and notes your ability to perform the essential dutiesof the position you are interested in. When you obtain thiscertification statement, you can contact the Federal agencywhere you want to work. You should ask for the SelectivePlacement or Disability Employment coordinator to help youapply.

Note that certain “veterans may also be considered underspecial hiring program for disables veterans with disabilityratings of 30% or more. For more information contact yourDepartment of Veteran Affairs Vocations Rehabilitationcounselor.

Q: Can I be hired in the Federal Government if I need areasonable accommodation?

A; Yes. The Rehabilitation Act of 1973, as amended, “requiresFederal agencies to provide reasonable accommodations toqualified employees or applicants with disabilities, unlessdoing so would cause an undue hardship to the agency.” (Anundue hardship means that a specific accommodation wouldrequire significant difficulty or expense.) “A reasonableaccommodation is any change to a job, the workenvironment, or the way things are usually done that allowsan individual with a disability to apply for a job, perform theessential job functions, or enjoy equal access to benefitsavailable to other individuals in the workplace.”

Federal agencies are required by Executive Order 13164 todevelop written procedures for providing reasonableaccommodation. You can learn more about reasonableaccommodation guidelines by reading specific agency’sprocedures. Contact the agency’s personnel office, reasonableaccommodation coordinator, civil rights office, or EEO officeto request a copy of the agency’s written procedures.

For more information on reasonable accommodation, refer tothe reasonable accommodation policy for the specific agencyand Executive Order 13164.

107

Q: How do I talk about my disability during an interview?

A: You are not required to discuss your disability during yourinterview. An interviewer may not ask you questions aboutyour disability. Questions should remain targeted at yourqualifications for the job and how you can perform theessential functions of the job. Interviewers cannot ask youquestions that do not relate to your ability to perform jobfunctions. During your interview, you should share yourqualifications in a positive way and try to anticipate questionsyour interviewer might ask. Focus on your abilities and assetsfor the job.

Q: Where do I obtain an assessment of my reasonableaccommodation needs?

A: Your supervisor (or selecting official, if you are in theprocess of being hired) will normally arrange for an assessmentof your request for reasonable accommodation. An assessmentincludes “a review of the job duties, how they are normallyaccomplished, the work environment, and the specific natureof your disability.” The purpose of an assessment is todetermine what accommodations would allow you to performthe essential job functions successfully. For those Federalagencies without “in-house” capability, employers can obtainan assessment of the need for reasonable accommodation fromseveral sources. Some are:

State vocational rehabilitation agencies,

The Computer/Electronic AccommodationsProgram (CAP) in the Department of Defense,

The Vocational Rehabilitation andEmployment Service of the Department ofVeteransAffairs (for veterans),

or The Job AccommodationNetwork (JAN)

108

Q: Who should pay for my reasonable accommodation?

A: Usually, the employer must bear the cost for “reasonableaccommodation” as long as is does not present an undueburden.

Additionally, there are numerous Federal agencies that mayhave resources to help with reasonable accommodation.Sometimes other agencies have a role in funding the cost of anaccommodation. For example, the Vocational Rehabilitationand Employment Service of the Department of VeteransAffairs may have funds to assist employers in providingreasonable accommodations for disabled veterans. TheComputer/Electronic Accommodations Program (CAP) inthe Department of Defense provides assistive technology forreasonable accommodation in the Department of Defense andto client Federal agencies.

As an employee or an applicant, you are not responsible forthe burden of any of the costs for reasonable accommodation.Check with the agency personnel office, disabilitycoordinator, or EEO office to see how requests foraccommodation are handled in a particular agency.

Q: If I need an interpreter, reader, or personal assistant,how do I obtain one?

A: If you need an interpreter, reader, or personal assistant,you should let your Personnel Office know. There are manyresources they can use to help accommodate your needs. Theywill work with you to find a candidate that will fulfill yourneeds. They can use contractual staff for a temporary need orhire a permanent employee, depending on your needs. Mosttimes, agencies can hire interpreters, readers, or personalassistant without going through the regular “formal job

Did you know . . .that Marlee

Matlin, Americanactress and

Academy Awardwinner, is deaf?

109

announcement and recruitment process used for may jobs inthe Government.”

Q: How can I ask for reasonable accommodations relatedto my travel for work-related assignments?

A: If travel is an essential function of your job, you can findmany ways for reasonable accommodation. Initially, youshould discuss your needs with your supervisor. If you need totravel first- class because of additional space requirements,General Services Administration “provides authority to allowairline travel by first-class.” If you need an interpreter, reader,or personal assistant, you can be accommodated by aninterpreter, reader, or personal assistant who travels with youor they can be waiting at your destination.

If travel is not an essential fuction of your job, you may wantto talk with your supervisor about redistributing some jobresponsbilites so you do not have to travel. If you needadditional information on how you might be accommodatedduring travel, you might want to talk to your humanresources specialist. For helpful information for travelers withdisabilities, see the Disability.gov website.

Q: How do I address a situation in which my supervisorappears to be underutilizing me because of my disability?

A: Approach your supervisor directly and discuss the issue inan informal manner. Also, be willing to take the initiativewhen situations arise where you can volunteer forassignments. Your attitude of being proactive by volunteeringcan speak volumes to your supervisor.

110

Did you know . . .that August

Renoir, FrenchImpressionist

painter andsculptor, had

debilitatingrheumatoid

arthritis and hispaint brushes had

to be tied to hishands? Eventually,

he becameparalyzed in both

legs and turned tosculpture when he

was unable tocontinue painting.

Q: What can I do if I believe my supervisor unfairlyevaluated my performance in my annual performance reviewbecause of my disability?

A: If you feel that you have been evaluated unfairly by yoursupervisor, approach him/her to discuss the matter. If thisdiscussion doesn’t work, you can also seek advice about theperceived inequality from the employee relations office, aunion official, or Office of Equal Employment Opportunity.

111

AdditionalEmployment

Resources

The following list of resources will help you gain additionalinformation that will help you in your search for a job. Youcan check with national sources to see if they have locationsnear you. Some of these resources may have beenmentioned earlier in this manual. The list is complied frommultiple sources; however, the accuracy of the informationcannot be guaranteed. Addresses and web site changerapidly in our modern high tech world. Additionally, we donot endorse any organizations or associations. We aresimply providing a list that you can use the way you wish.We hope that you will increase your knowledge and gainconfidence in your job searching ventures. Focus on thepositives and keep trying!

Government Resources

DisAblilty.govThis web site was created by the Presidential Task Force onEmployment of Adults with Disabilities. It is a one-stoponly access to resources, services, and information availablethrough the federal government. The web site includesstatistics, and employment information.

EEOC HomepageThe U.S. Equal Employment Opportunity Commission’shomepage offers information on employmentdiscrimination, filing charges, enforcement and litigations,technical assistance programs, and general information onthe Commission including press releases and telephonecontact points. (www.eeoc.gov)

Job Accommodation Network (JAN)As mentioned before in this manual, the JobAccommodation Network is presented by the U.S.Department of Labor, Office of Disability EmploymentPolicy. JAN is a free consulting service that providesinformation about job accommodations, The Americanswith Disabilities Act (ADA), and the employability ofpeople with disabilities. (www.jan.wvu.edu)

112

Did you know . . .that Bruce Jenner,

American Olympicdecathlon goldmedalist, has a

learning disability?

National Council on DisabilityThe National Council on Disability (NCD) is anindependent federal agency making recommendations to thePresident and congress on issues affecting Americans withdisabilities. This site includes a calendar, monthly bulletinsand newsletters, agency documents and a directory ofmembers and staff. (www.ncd.gov)

National Rehabilitation Information CenterThis site contains five searchable databases of research,organizations, documents, and Internet pages; an interactivecalendar of disability and rehabilitation events around theworld, monthly features, and a current awareness serviceshighlighting the most recent additions to the collection.(www.naric.com)

Office of Disability Employment PolicyCongress approved a new Office of Disability EmploymentPolicy for the Department of Labor in the FY 2001 budget.Programs and staff of the former President’s committee onEmployment of People with Disabilities have been integratedinto this new office. The mission of the ODEP will be tobring a heightened and permanent long-term focus to thegoal of increasing employment of persons with disabilities.(www.dol.gov/odep)

Social Security Disability InformationThis site includes the Social Security Handbook; WelfareReform and Childhood Disability information; SocialSecurity Disability publications; Information and Forms;Disability Notes; Employment and Rehabilitation Programinformation; Professional Relations Branch Program;Disability Process Redesign; and congressional Testimony onSocial Security Disability and other issues. (www.ssa.gov/disability)

U.S. Census Disability DataThis site includes data from the Survey of Income andProgram Participation, including statistics on employmentand disability, work disability data from the March CurrentPopulation Survey, data from the 1990 Census on thecharacteristics of persons with disabilities by state,

113

metropolitan area, and county, and mode-based estimatesof the prevalence of specific disabilities or states andcounties. Also included are other Census Bureau sites withdisability data, and related Internet Sites. (www.census.gov)

U.S. House of Representatives Internet Law LibraryThis site was created for Congress, but it is available to thegeneral public. There are links to significant court decisionsas well as state and federal employment statutes. There areadditional links to memo and on-line articles. Use a searchengine, like Google, to gain access to the law library.

National Resources

America’s JobBankA good site for finding employment with disabilities. Thissite provides job listings for job seekers and also allowspostings by employers. Search for jobs by keyword or usinga menu or by occupational code. Post jobs free of chargeafter registering with the service. There is a FAQs section tohelp job seekers or employers. Also has links to job marketinformation on the Internet and guides such as “Preparingyour resume for the Internet.” (www.ajb.dni.us)

HirePotentialHirePotential is a national consulting and employment firmthat works with employers committed to diversity byassisting them with integrating, accommodating, andemploying workers with disabilities.(www.hirepotential.com)

Association for Persons in Supported EmploymentThe APSE is a membership organization formed toimprove and expand integrated employment opportunities,services, and outcomes for persons experiencing disabilities.The web site includes news, a bulletin board, informationon state chapters, conference information, and more.(www.apse.org)

Center on State Systems and EmploymentFunded by the National Institute on DisabilityRehabilitation Research, the Center studies how state

114

Did you know . . .that Dorothea

Lange, Americanphotojournalist,

had polio as ayoung child?

agencies provide employment supports to people withdisabilities. The mission of the Center is to “improve theemployment outcomes of people with disabilities through thepromotion of responsive, effective, and efficient state servicedelivery systems.” The web site includes information onresearch, training, and technical service activities.(www.communityinclusion.org)

Disabled Business Persons AssociationThe Disabled Business Persons Association is a nonprofit,public charity and education organization founded in 1991 tohelp disabled entrepreneurs and professionals maximize theirpotential in the business world, and to encourage theparticipation and enhance the performance of the disabled inthe workforce. The web site includes information onprograms and services provided by the association.(www.disabledbusiness.com)

Disability and Business Technical Assistance Centers(DBTAC)The National Institute on Disability and RehabilitationResearch has established ten regional centers to provideinformation, training, and technical assistance to employers,people with disabilities, and other entities with responsibilitiesunder the ADA.

Rocky Mountain DBTACMeeting the Challenge, Inc..3630 Sinton Road, Suite 103Colorado Springs. CO 80907719/444-0268 (V/TTY)719/444-0269 (Fax)rmbdtac@mtc-inc.comwww.ada-infonet.org

American’s Learning XchangeProvides information on career exploration, training,education, testing, assessment, and other career tools.(www.aix.org)

America’s Career InfoNetIncludes a wealth of information on job trends, wages andnational and local labor markets, as well as other valuableoccupational, economic, and demographic data.(www.acinet.org)

115

O*Net OnlineA database that describes a wide variety of occupations, theirrequisite skills, and earnings potentials.(www.online.onetcenter.org)

IAMAW Grand Lodge9000 Machinist’s Place, Suite 101Upper Marlboro, MD 20772Phone: 301/967-4717www.iamaw.org

Goodwill Industries9200 Rockville PikeBethesda, MD 20814Phone: 301/530-6500www.goodwill.org

NBDCNational Resume Database for People with Disabilitesc/o Future Tech Enterprises101-7 Colin DriveHolbrook, NY 11241Phone: 800/839-6163; 516/465-1515www.business-disability.com

Equal Opportunity Publications’ Online Resume Databasewww.eop.com

American Association for the Advancement of ScienceProject on Science, Technology & Disability1200 New York Avenue, NWWashington, DC 20005-3920Phone: 202/326-6400

VSA Arts1300 Connecticut Avenue, NW, Suite 700Washington, DC 20036Phone: 800/933-8721; 202/737-0645 (TTY); 202/737-0725(Fax)www.vsarts.orgE-mail: creativespirit@vsarts.org

116

Job Opportunities for the BlindNational Federation of the Blind1800 Johnson StreetBaltimore, MD 21230Phone: 410/659-9314; 410/685-5653 (Fax)www.nfb.org

Office of DiversityOffice of Personnel Management1900 E Street, NWWashington, DC 20415-0927Phone: 202/606-1059; 202/606-0927 (fax)

American Amputee FoundationP.O. Box 250218Hillcrest StationsLittle Rock, AR 72225Voice: 800/553-4483

American Cancer Society1599 Clifton Blvd. #HBaltimore, MD 30329Voice: 800/227-2345

American Deafness and Rehabilitation AssociationP.O. Box 251554Little Rock, AR 72225Voice/TT: 501/663-7074Fax: 501/663-0336

American Diabetes Association1660 Duke StreetAlexandria, VA 22314Voice: 800/232-3472

American Heart Association7320 Greenville Ave.Dallas, TX 75231Voice: 214/706-1179Fax: 214/706-1341

Did you know . . .that Rachel

Barton, Americanviolinist, wasdisabled in a

commuter trainaccident? She lost

her left foot andpart of her right

foot. She made herreturn to

performing withthe use of awheelchair.

117

American Lung Association1740 BroadwayNew York, NY 10019Voice: 212/315-8700Fax: 212/265-5642

American Paralysis Association500 MorrisSpringfield, NJ 07081Voice: 800/225-2092

The ArcP.O. Box 300649Arlington, TX 76010Voice: 817/261-6003TT: 817/277-0553Fax: 817/277-3491

Arthritis Foundation1314 Spring St.Philadelphia, PA 19107Voice: 800/283-7800Fax: 404/872-0457

Association of Persons in Supported Employment5001 West Broad St. #34Richmond, VA 23230Voice: 804/282-3655Fax: 804/282-2513

Blinded American Veterans FoundationP.O. Box 65900Washington, DC 20035Voice: 202/462-4430Fax: 202/265-0833

Center for Developmental DisabilitiesBenson BuildingUniversity of South CarolinaColumbia, SC 29208Voice: 800/922-9234Fax: 803/777-6058

118

Did you know . . .that Charles

Schwab, Americancreator of multi-

million dollarbrokerage firm,earned an MBA

from Stanforddespite severe

dyslexia?

Electronic Industries Foundation919 18th St.9th FloorWashington, DC 20006Voice: 202/955-5816TT: 202/955-5836

Foundation on Employment and Disability3820 Del Amo Blvd. #201Torrance, CA 90503Voice: 310/214-3430Fax: 310/214-4153

Inter-National Association of Business, Industry, andRehabilitationP.O. Box 15242Washington, DC 20003Voice: 202/543-6353Fax: 202/546-2854

International Center for the Disabled340 East 24th StreetNew York, NY 10010Voice: 212/679-0100

Learning Disabilities Association of America (LDA)4156 Library RdPittsburgh, PA 15234Voice: 412/341-1515Fax: 412/344-0224

Mental Retardation Associations of America211 East 300 South #212Salt Lake City, UT 84111Voice: 801/328-1575

National Association of Personnel Consultants3133 Mt. Vernon AveAlexandria, VA 22305Voice: 703/684-0180Fax: 703/684-0071

119

National Association of Rehabilitation FacilitiesP.O. Box 17675Washington, DC 20041Voice: 703/648-9300Fax: 703/648-0346

National Braille Association1290 University AveRochester, NY 14607Voice: 716/473-0900

National Center for Disability Services201 I.U. Willetts Rd.Albertson, NY 11507Voice: 516/747-5400Fax: 516/746-3298TT: 516/747-5355

National Industries for the Blind524 Hamburg Turnpike #969Wayne, NJ 07474Voice: 201/595-9200Fax: 201/595-9122

National Industries for the Severely Handicapped2235 Cedar LaneVienna, VA 222182Voice: 703/560-6800Fax: 703/849-8916

National Organization on Disability910 16th St NW #600Washington, DC 20006Voice: 800/248-2253TT: 202/293-5968Fax: 202/293-7999

National Rehabilitation Association1910 Association Drive #205Reston, VA 22091Voice/TT: 703/715-9090Fax: 703/715-1058

120

Did you know . . .that Chuck Close,American painter,

paints largephotorealistic

canvases and uses awheel chair?

People First InternationalP.O. Box 12642Salem, OR 97309Voice: 503/588-5288Fax: 503/588-5290

Professional Rehabilitation SectorP.O. Box 697Brookline, MA 02146Voice: 617/566-4432Fax: 617/566-0180

RESNA1101 Connecticut Ave NW #700Washington, DC 20036Voice: 202/857-1199Fax: 202/223-4579

Rotary InternationalOne Rotary Center1560 Sherman AveEvanston, IL 60201Voice: 708/866-3000Fax: 312/328-8554

World Institute on Disability510 16th St #100Oakland, CA 94612Voice/TT: 510/763-4100

North Dakota Resources

North Dakota Department of Human ServicesDevelopmental Disabilities, Suite 1A orVocational Rehabilitation, Suite 1B (please specify area)600 S Second StreetBismarck, North Dakota 58504-5729TTY: (701) 328-8968Fax: (701) 328-8969dhsds@state.nd.us

121

Developmental Disabilities Regional Offices

Northwest Human Service Center316 Second Avenue WestPO Box 1266Williston, ND 58801Phone: (701) 774-4600Fax: (701) 774-4620TTY: (701) 774-4692Toll Free: (800) 231-7724

North Central Human Service Center400 22nd Avenue NWMinot, ND 58703-1089Phone: (701) 857-8500Fax: (701) 857-8555TTY: (701) 857-8666Toll Free: (888) 470-6968

Lake Region Human Service Center200 Highway 2 SWDevils Lake, ND 58301Phone: (701) 665-2200Fax: (701) 665-2300TTY: (701) 665-2211

Northeast Human Service Center151 South 4th Street Suite 401Grand Forks, ND 58201-4735Phone: (701) 795-3000Fax: (701) 795-3050TTY: (701) 795-3060

Southeast Human Service Center2624 9th Avenue SWFargo, ND 58103-2350Phone: (701) 298-4500Fax: (701) 298-4400TTY: (701) 298-4450Toll Free: (888) 342-4900

122

South Central Human Service Center520 Third Street NWPO Box 2055Jamestown, ND 58402Phone: (701) 253-6300Fax: (701) 253-6400TTY (701) 253-6414Toll Free: (800) 639-6292

West Central Human Service Center600 South Second Street, Ste 5Bismarck, North Dakota 58504Phone: (701) 328-8888TTY: (701) 328-8802Fax: (701) 328-8803Toll Free: (888) 862-7342

DD Program AdministratorBadlands Human Service Center200 Pulver HallDickinson, ND 58601Phone: (701) 227-7500Fax: (701) 227-7575TTY: (701) 227-7574Toll Free: (888) 227-7525

Protection and Advocacy Offices

512 4th Avenue EastRoom 220P.O. Box 2472Williston, ND 58802-2472Phone: 701-774-4345Fax: 701-774-4302mailto:panda@state.nd.us

900 North BroadwaySuite 210Minot, ND 58703-2379Phone: 701-857-7686Fax: 701-857-7687mailto:panda@state.nd.us

123

1401 College DriveDevils Lake, ND 58301Phone: 701-662-9026Fax: 701-662-9009mailto:panda@state.nd.us

311 S 4th St.Suite 112Grand Forks, ND 58201-4792Phone: 701-795-3800Fax: 701-795-3803mailto:panda@state.nd.us

1351 Page DriveSuite 303Fargo, ND 58103-3551Phone: 701-239-7222Fax: 701-239-7224mailto:panda@state.nd.us

311 1st Avenue SouthJamestown, ND 58401-3373Phone: 701-253-3295Fax: 701-253-3245mailto:panda@state.nd.us

Wells Fargo Bank Building400 East BroadwaySuite 409Bismarck, ND 58501-4071Phone: 701-328-2950Fax: 701-328-3934Toll Free: 1-800-472-2670mailto:panda@state.nd.us

135 SimsSuite 206Dickinson, ND 58601-5141Phone: 701-227-7444Fax: 701-227-7443mailto:panda@state.nd.us

124

Centers for Independent Living (CILS)

Dakota Center for Independent Living3111 East Broadway AvenueBismarck, ND 58501(701) 222-3636TTY: (701) 222-3636FAX: (701) 222-0511EMAIL: dcil@dakotacil.org

OPTIONS Interstate Resource CIL (Satellite)Revel SapaP.O. Box 761Cavalier, ND58220(701) 265-4618; (800) 726-3692TTY: noneFAX: (701) 265-4618EMAIL: options@myoptions.info

Dakota CIL (Satellite)Kim Johnson40 First Avenue, West, Park Square Mall, Suite 203Dickinson, ND 58601(701) 483-4363TTY: (701) 483-4363FAX: (701) 483-4361EMAIL: dcil@ndsupernet.com

OPTIONS Interstate Resource CIL (also serves North Da-kota)Randy Sorensen318 Third Street, NorthwestEast Grand Forks, MN 56721(218) 773-6100; (800) 726-3692TTY: (218) 773-6100FAX: (218) 773-7119EMAIL: options@myoptions.info

FREEDOM Resource CIL (also serves Minnesota)Nate Aalgaard2701 Ninth Avenue, SouthwestFargo, ND 58103(701) 478-0459TTY: (701) 478-0459FAX: (701) 478-0510EMAIL: bobbif@freedomrc.org

Did you know . . .that SamuelJohnson, 18thcentury writer, hadTourette Syndrome?

125

Freedom RCIL (Satellite)Donene FeistJamestown Mall, Suite 208AJamestown, ND 58401(701) 252-4693TTY: (701) 252-4693FAX: (701) 252-4697EMAIL: donenef@freedomrc.orgURL: none

Independence, Inc.Steven Repnow300 Third Avenue Southwest, Suite FMinot, ND 58701-4308(701) 839-4724TTY: (701) 839-6561 or (800) 377-5114FAX: (701) 838-1677EMAIL: agency@independencecil.org

Interagency Program for Assistive Technology (IPAT)(A Unit of the Central Vocational Rehabilitation Office)

Staff providing AT services are:

Judie Lee, IPAT DirectorDirector (interagency relations, funding, training regulations,subcontractors)Technology Access Center3509 Interstate Blvd.Fargo, ND 58103(701) 239-7247 Voice(701) 239-7229 FAX(800) 895-4728 Voicee-mail to jlee@polarcomm.com

Jeannie Krull, MS/CCC-SLP, IPAT CoordinatorAssistive Technology Coordinator, Eastern Region TechnologyAccess Center3509 Interstate Blvd.Fargo, ND 58103(701) 239-7228 Voice(701) 239-7229 FAX(800) 895-4728 Voicee-mail to jmkrull@integraonline.com

126

IPAT200 Bjornson DriveP.O. Box 743Support StaffConnie RawlsCavalier, ND 58220(701) 265-4807 Voice/TTY(701) 265-3150 FAX(800) 265-IPAT (4728) Voice/TTYe-mail to crawls@polarcomm.com

Peggy Shireley, IPAT CoordinatorAssistive Technology Coordinator, Southwest and SouthCentral Region4007 State Street #101Bismarck, ND 58501(701) 328-9544 Voice(701) 258-6299 FAX (800) 265-IPAT (4728) Voice/TTYe-mail to shireley@riverjordan.com

Assistive Technology Coordinator, Northwest and NorthCentral RegionNorth Central Human Service Center 400 - 22nd AvenueNorthwestMinot, ND 58703(701) 857-8630 Voice(701) 857-8555 FAX(800) 265-IPAT (4728) Voice/TTY

Client Assistance Program (CAP)Dennis Lyon, director600 S. Second St. Suite 1BBismarck, ND 58504Phone: 701-328-8947Toll free: 1-800-207-6122FAX: 701-328-8969Email: solyod@state.nd.usWebsite: www.state.ne.us/cap

127

FurtherReading

300 New Ways To Get a Better Jobby Eleanor Baldwin

Creating Careers with Confidenceby Edward A. Colozzi

Discover What You’re Best At: The National Career AptitudeSystem and Career Directoryby Barry Gale and Linda Gale

Jeff Allen’s Best: Win the Jobby Jeffrey G. Allen

Job Hunting for the So-Called Handicapped or People who haveDisabilitiesby Richard Nelson Bolles and Dale S. Brown

Job Hunting on the Internetby Richard Nelson Bolles

Job Search Handbook for People with Disabilitiesby Daniel J. Ryan

Job Strategies for People with Disabilities: Ebable Yourself forToday’s Job MarketBy Melanie Astaire Witt

Joyce Lain Kennedy’s Career Bookby Joyce Kennedy Lain and Darryl Laramore

Knock ‘Em Dead with Great Answers to Tough InterviewQuestionsby Martin Yale

Learning a Living: A Guide to Planning Your Career andfinding a Job for people with Learning Disaabilitiesby Dale S. Brown

Learning Disabilities and Employmentby Dale S. Brown

Network Your Way To Job and Career Success: Your CompleteGuide To Creating New Opportunitiesby Ronald Krannich and Caryl Rae Krannich

128

Did you know . . .that Jose Feliciano,

singer, is blind?

Occupational Outlook Handbookby U.S. Department of Labor

Power Interview: Job-Winning Tactics from Fortune 500Companiesby Neil Yeager and Lee Hough

Resumes That Knock ‘Em Deadby Martin Johne Yate

Six Steps to Employment for People with Disabilitiesby Wayne Forster

The Job Placement - ADA Connectionby Richard K. Pimentel, Christopher G. Bell and Michael J.Lotito

The Resume Solution: How To Write (And Use) a Resume ThatGets Resultsby David Swanson

The Very Quick Job Searchby j. Machael Farr

The Win-Win Approach to Reasonable Accommodations:Enhancing Productivity on Your Jobby Dr. Richard T. Roessler and Dr. Phillip Rumrill

The Wizard of Work: 88 Pages to Your Next Jobby Richard Gaither

The Work-at-Home Sourcebookby Lynie Arden

What Color Is Your Parachute? A Practical Manual for Job-Hunters and Career-Changersby Richard Nelson Bolles

What Color Is Your Parachute? Workbookby Richard Nelson Bolles

www.ndmig.come-mail: ndmig@minotstateu.edu