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Edition 1

July 2017

JOB ACCOMMODATIONS FORPersons with Multiple Sclerosis

Job Accommodations for

Persons with Multiple Sclerosis

Edition 1

July 2017

Job Accommodations for Persons with Multiple Sclerosis

Edition 1, July 2017

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Contents Page

1. Introduction 6

Whatismultiplesclerosis? 6 Whatcausesmultiplesclerosis? 8

2. What is an accommodation? 9

Accommodationsandbestpractice 9

3. How common is multiple sclerosis? 10

4. Etiquette and inclusive communication 12

Awordonlanguagewhenspeakingaboutdisability 12 Respondingtodisclosure 12

5. Making accommodations 14

Recruitmentandselection 14 Jobdescriptions 14 CaseStudy1-Part1 16 Advertisingandattractingapplicants 17 Applicationforms 17 Interviewsandtests 18 CaseStudy1-Part2 19 Inductionandtraining 20 Retention 21 CaseStudy2-Part1 22 Premises 23 HealthandSafety 23 Emergencyevacuation 24 CaseStudy2-Part2 25

6. Regulatory Framework in Kingdom of Saudi Arabia 26

7. Useful Organizations 29

8. Collaborative Partners 33



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1 Introduction

This isoneofa seriesofguides,publishedby theHumanResourcesDevelopmentFund,whichprovidepracticalguidanceforemployersonspecifictopicsrelatingtotheemploymentofpersonswithdisabilitiesandpersonswithhealthconditions. Itwillbeparticularlyusefulforhumanresourcesmanagers,linemanagers,HRDFbranches,TAQATcenters,RecruitmentOfficesandanyservicespromotingtheemploymentofpersonswithdisabilitiesandpersonswithhealthconditions.

What is Multiple Sclerosis?

Multiple sclerosis (MS) is an autoimmune disease that affects the central nervoussystem. InMS thebody’s immunesystemattacksanddamages themyelin sheath,whichistheinsulatingcoverofnervecellsinthebrainandthespinalcord.Thisdamagedisruptstheabilityofpartsofthenervoussystemtocommunicate.

TherearefourdifferentformsofMSanditaffectsdifferentpeopleindifferentways.

• Relapsing-Remitting MS (RRMS). About 85% of people with MS are initiallydiagnosedwiththistype.PeoplewithRRMShavetemporaryperiodscalledflare-upsorexacerbations.Betweenattacks,symptomsmaydisappearcompletely;ortheymaylessoninseverity.

• Secondary-Progressive MS (SPMS). InSPMS, symptomsworsenmore steadilyover time, with or without the occurrence of relapses and remissions. MostpeoplewhoarediagnosedwithRRMSwill transition toSPMSat somepoint.

• Primary-Progressive MS (PPMS).ThistypeofMSisnotverycommon,occurringin about 10%of peoplewithMS. PPMS is characterized by slowlyworseningsymptomsfromthebeginning,withnorelapsesorremissions.

• Progressive-Relapsing MS (PRMS).ArareformofMS(5%),PRMSischaracterizedbyasteadilyworseningdiseasestatefromthebeginning,withacuterelapsesbutnoremissions,withorwithoutrecovery.1

1. AtlasofMS2013,MappingMultipleSclerosisaroundtheworld,MultipleSclerosisInternationalFederation https://www.msif.org/wp-content/uploads/2014/09/Atlas-of-MS.pdf



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Relapsing-remitting

8 OUT OF 10 PEOPLE WHO ARE DIAGNOSED WITH RELAPSING-REMITTING MS DEVELOP SECONDARY PROGRESSIVE MS

Primary progressiveProgressive relapsing

Secondary progressive

85%10%5%

Inaglobalsurveyin2010bytheMultipleSclerosisInternationalFederationthemostcommonpresentingsymptomswerefoundtobesensory(40%)andmotor(39%)andtheleastcommonwerepain(15%)andcognitiveissues(10%)

Sensory

Fatigue

Pain

Cognitive

Motor

Balance

Visual

40%

15%

10%

39%

24%

30%

30%

0% 50%

Eachpersonwillexperiencemultiplesclerosisindifferentways.



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2. http://www.nhs.uk/Conditions/Multiple-sclerosis/Pages/Causes.aspx

What causes multiple sclerosis?

TheexactcauseofMSisnotknownbutscientiststhinkitislikelytobeacombinationofgeneticandenvironmentalfactors.Itisanautoimmunedisease,whichmeanstheimmunesystemmistakespartofthebodyforaforeignsubstanceandattacksit.

SomeriskfactorsforMShavebeenidentifiedas:

• Genetics –MSisnotahereditaryconditionbutapersonwhohasaparentofsiblingwiththeconditions ismore likely todevelop it.

• Lack of sunlight and vitamin D–MSismorecommonincountriesthatarefurtherfromtheequatorwhichcouldmeanthata lackofsunlightand lowvitaminDlevelsmayplayaroleinthecondition.

• Viral infections–ithasbeensuggestedthatsomevirusesmaymakeapersonmorepredisposed to thecondition.

• Smoking–someresearchhasshownthatsmokingincreasesaperson’sriskofdeveloping MS.2

Treatments for multiple sclerosis

Thereisnocurrentcureformultiplesclerosis.Treatmentsfortheconditionfocusonspeedingrecoveryfromattacks,slowingtheprogressionoftheconditionandmanagingsymptoms.Peoplewhohavemildsymptomsmaynotrequireanytreatmentatall.

Thereisanumberofoptionsusedtocontrolmultiplesclerosissymptoms.Medication may be prescribed for pain, depression and other uncomfortablesymptoms.

Physicaltherapyisalsooftenusedasatreatmenttorelievemultiplesclerosissymptoms.Stretchingandstrengtheningexercisescanhelpmaintainlimbandbodystrength.

Persons with multiple sclerosis may use a range of mobility aids and assistivetechnologytohelpwithtasksofdailyliving.Thesecanincludewheelchairs,walkingframes,canes, legbracesandorthotics. Arangeofotherassistivedevicesmaybeused tomake daily tasks like dressing and eating less challenging.



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2. What is an accommodation?

Accommodationsareawayofremovingbarriersthatgetinthewayofapersonwithadisabilityorapersonwithahealthconditiondoingtheirjob.Forexample,changingwheretheywork,thewayinwhichtheydotheirjoborprovidingequipmenttohelpthem.

Anaccommodationisnotspecialtreatment,butawayoftreatingpeopledifferentlyto give everyone the sameopportunity to succeed.Accommodationsmaywell besimple, inexpensive and make good business sense. Without accommodations,goodcandidatesmaynotapplyfor jobsandgoodemployeescouldbelost.Preciserequirementsvaryfromoneindividualtoanother.AlwaysaskthepersonwhohasMSwhat theyneed.

Accommodations and best practice

Employersshouldmakeaccommodationsforanyemployeewhomightbefacingbarriersatworkbecauseofadisabilityorlongterminjuryorhealth condition– even if it has not beendiagnosed as a disability oracceptedas suchby the individual.

Thebestpracticeapproachistomake‘reasonable’accommodationsforanyonewhoneedstheminordertoworkeffectivelyandcontributefullytoyourorganization.

Mostemployerswillwant toknowwhat is ‘reasonable’.Doingwhatseems fair forthe individual and others whowork for you given the size and resources of yourorganization is a good place to start.

Thisguidancewillhelpyoudeliverbestpractice.

Inordertodemonstratebestpractice:

• Involve the individual in generating solutions and respect their right toconfidentiality.

• Youmightneedtotreatpeopledifferentlyinordertotreatthemfairly.• Don’tmakeassumptionsaboutwhatpeoplecanandcan’tdo.• Ensurethateveryoneknowswhoisresponsiblefordoingwhatandwhenitmust

bedone.



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Global

TheMS Foundation estimate that there are around 2.5million people livingwithMSacrosstheworld.Itisestimatedthattheconditionaffectsaround30peopleper100,000.PeopleofNorthernEuropeandescenthavethehighestriskofdevelopingMultipleSclerosis,nomatterwheretheylive.ThelowestriskappearstobeamongNativeAmerican, African, andAsian populations.3

3. How common is multiple sclerosis?

3.http://www.healthline.com/health/multiple-sclerosis/facts-statistics-infographic

2,500,000 people with MS

30:100,000affected around

the world



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EmployersoftenregardpersonswithMSasparticularlyhardtoemploy.Misconceptionsincludethebeliefthattheyarerestrictedtocertainjobs.However,peoplewithMS,withtrainingandsupportcandemonstratethesameemploymentpotentialasanyoneelse.ThereforepeoplewithMSrepresentanundervaluedanduntappedpooloftalent.

Donotmakeassumptionsaboutwhatpeoplecanorcannotdo.MostpeoplewithMShavelivedwiththeirconditionforyearsandhaveagoodunderstandingoftheirownfunctionalcapabilitiesandlimitations.Considertheskills,abilitiesandaspirationsofeachindividualandimplementappropriateandreasonablesupportsothateveryonecanmaximizetheirpotential.



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4. Etiquette and inclusive communication

A word on language when speaking about disability and health conditions

When speaking about disability or health conditions, it is importanttousetheterms“person(orpersons)withadisability”or“person(orpersons)withahealthcondition”.

Theword“person”or“persons”isdeliberatelyseparatedbytheword“with”,tostressthatthedisabilityorhealthconditiondoesnotdefineordescribethewholeperson.

WhenreferringtosomeonewhohasMStherefore,youshouldrefertoa‘personwithMS’.ItisalsoimportantnottosaythatpeoplearesufferingfromorafflictedwithMS.

Ifapersonusesawheelchairthentheacceptabletermis“wheelchairuser”or“personwhousesawheelchair”.Avoidterminologythatsuggeststhepersonisrestrictedbytheirwheelchair,forexample“heisconfinedtoawheelchair.”Inreality,thewheelchairenablesapersontohaveincreasedindependenceandmobility.

Formore information on etiquette and communication see the Human ResourcesDevelopmentFund’s “Guide foretiquetteand rulesof communicationwithpersonwith disabilities”.

https://www.hrdf.org.sa/Page/Tawafuq_EN

Responding to disclosure

Acandidatemaychoosetodisclosehisorherhealthconditionduringinterviewandrecruitment. Similarly, an existingemployee in the companymay approach youoranothermemberofmanagementtodiscloseadiagnosisofahealthcondition.Wherepossible,liaisewithyourHumanResources(HR)departmentforguidanceonhowyoucanappropriately respondtoanemployee’sdisclosure. It’shelpful foryou tohaveanunderstandingofwhattosayandwhatnottosaywhenacandidateoremployeedisclosesahealthconditiontoyou.



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Belowaresomesuggestionsforhowyoucanrespondsensitivelyandappropriatelytoaperson’sdisclosureofahealthcondition:

• Don’tgiveadvice.Justlisten.

• Avoid specific questions about the candidate or employee’s health condition,but feel free to clarify his or her ability towork. For example: “How do youthinkyourtreatmentmightimpactyourwork?”or“Whatkindofsupportsandaccommodationsdoyou think thecompanycouldprovide toassistwithyourwork?”

• Whenexpressingyourconcernempathizebutavoidpity.Forexample,youcouldsay:“Thismustbeadifficultsituationforyou”or“I’msurethisisdifficulttodealwith”

• Foranexistingemployeeyoucouldsay“You’reavaluablememberoftheteam.Let’sworktogethertofigureouthowtomakethiswork.”or“Tellmewhatyouthinkwecandotomakeyourworkloadmoremanageable.”

• Don’t try to cheer him or her up. Although youmaymeanwell, telling youremployeetocheerupmayminimizetheemployee’sfeelings.Avoidsayingslike,“thingscouldbeworse”or“timehealsall”.

• Ifyouareuncertainastohowtorespondtoanemployee’sdisclosure,mentionthatyouneedtoconsultwithorincludeHRindiscussions.Forexample:“I’mnotsurehowtorespondtothissituation.IwouldliketoincludeHRtoensureweaddressyourneeds”.4

4. http://workplacetransitions.org/support/support-the-diagnosed-employee



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5. Making accommodations

Recruitment and selection

You need to make sure that you do not discriminate againstapplicantswithadisabilityorapplicantswithahealthconditionduring the recruitment process. You may also have to make

reasonableaccommodations.Itisimportantnottomakeassumptionsaboutwhattheapplicantcanandcannotdo.Instead,askapplicantsaboutaccommodationsaspartoftherecruitmentprocess.Ifyouuseexternalrecruitmentagencies,askforevidencethattheyalsomakeaccommodationsforapplicantswithdisabilitiesandapplicantswithhealthconditionsandworktothestandardsthatunderpinthisguidance.

Itisnotgoodpracticetoaskcandidatesquestionsabouthealthordisabilitypriortoofferingthejobunlessthequestionrelatesdirectlytoanintrinsicaspectoftheroleforwhichthepersonisapplying,orisforthepurposeofmakingaccommodationstotheapplicationorinterviewprocess.Thisisbecause,informationaboutacandidate’shealth or disability gained during the application and assessment stage mightencourage recruitingmanagers tomake negative assumptions about a candidate’sabilitybeforetheyhavetheopportunitytodemonstratethattheycantodothejob.

Job descriptions

Whendrawingupcandidatespecifications:

• Ensurethatthejobdescriptionclearlydescribesthepurposeandscopeoftherole,aswellasmanagementsupportassociatedwiththepost.

• Bespecificaboutwhatskillsareneededandwhatthejobinvolves,e.g.ifthejobinvolvesalotoftravelmakesurethisisspecified.



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• Beflexible.Veryoftenminorchangescanmakeasignificantdifference,e.g.ifthepersonhasdifficultieswithanaspectofwork,considerwhetheritisessentialoronlyasmallpartofthejobandwhetherthesedutiescanbeeasilyallocatedtoanothermemberoftheteam.

• Concentrateonwhatistobeachievedinthejobasopposedtohowitistobeachieved.Thisopensupthepossibilityofflexibleworkingarrangements.

• Donotplaceundueemphasisonformalqualificationsorworkexperiencewheretheyarenotessentialtoarole.



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CASE STUDY Nada – Finding an accommodation that works for employer and employee

Case Study 1 - Part 1

Nada is 29 years old and is an officeadministratorwithamediumsizeddistributioncompany. Nadahasrecentlyhadababyandhas been on maternity leave.

Intheearlystagesofpregnancy,Nadabeganto experience some numbness in her feetandarms. Initially,doctors thought thiswasconnected to her pregnancy however aftersome tests Nada was diagnosed with MS.

Afterthebirthofherbaby,Nada’ssymptomsworsened.Hervisionbecameblurred and her balance and coordination at times was difficult. Nadareceivedacourseofmedicationtohelpwithhersymptoms.

ThemedicationhelpedbutNadanowfindsthatshefatigueseasily.Nadawouldliketoreturntoworkbutisworriedshemaynotbeabletokeepupwithherduties.

1 2 3 4 5 6 7

4 5 6 7 8 9 10

11 12 13 14 15 16 17

18 19 20 21 22 23 24

25 26 27 28 29 30



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Advertising and attracting applicants

Whenadvertisingajob:

• Usepositivewordinglike“wewelcomeapplicantswithdisabilitiesandapplicantswithhealthconditions.”

• Provide a point of contact for people who require accommodations for therecruitmentprocess,usingarangeofcontactmethods(e.g.email,phone,SMS,MMS).

• State that applicationswill be accepted in alternative formats, e.g. on paper,audioorbyemail.

• Advertiseinmorethanonemedium.Inadditiontomainstreampress,advertiseonlocalradio,talkingnewspapersandthroughtheweb.

• PostthevacancyonTAQATNationalLaborGateway.

https://www.taqat.sa/web/guestemployer/home

Application forms

Accommodations may need to be made to the short-listing process,because an applicant may:

• HavegapsintheirCVduetotheirdisabilityorhealthcondition.• Apply for a job for which they are over qualified because they need to gain

experience.• Havegainedexperienceoutsideofpaidemployment,e.g.workexperienceand

voluntarywork.

www



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Interviews and tests

Asyouwanttorecruitthebestpersonforthejob,youneedtoensurethateverycandidateisabletodemonstratetheircapacitytodothejob.

Focusontheperson’sabilities.Ifyouhaveanydoubtsaboutaperson’sabilitiestocarryoutaparticularfunctionofthejob,simplyaskhowtheywoulddoit.

Whenyouinviteapplicantsforaninterview,makesureyouaskallthecandidatesiftheyrequireanyaccommodationstobemadefortheinterview.Withaccommodations,theinterviewallowsyoutoassesstheabilityofthecandidatewithMS.

• Ensurethatreceptionandsecuritystaffknowhowtowelcomeandassistvisitorswithdisabilities.

• Ensurethatwalkwaysandcorridorsareclearsothatwheelchairusersandpeopleusingwalkingaidscanmaketheirwaythroughthebuildingwithease.

• Ensureallliftsareinworkingorder.

• Ensurethatyouhaveafireevacuationprocedureinplacethataccommodatesforwheelchairusersandpeoplewithlimitedmobility.

• Considerhowthecandidatewillreachtheinterviewvenueandwhataccessibletransportoptionsareavailable.

• Arrangethelayoutoftheinterviewroomsothecandidatecangetaround–askthecandidatewheretheywouldliketositfortheinterview.



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CASE STUDY

Nada – Finding an accommodation that works for employer and employee


Nada called her supervisor Ahood andarranged a meeting. She explained herconcernstoAhoodthatshemaynotbeabletokeepupwithherworkasaresultofherMS.

She told Ahood that shewasworried if shebecame over-tired her symptoms couldworsen.

Ahood asked Nada if she feltthat part-time work would bea good accommodation. Nadawas surprised by the suggestionbecause the company onlyemployed people full time.

There were no part-time staff inthe office.

NadatoldAhoodthatshethoughtthiswouldbeaperfectsolution.

AhoodaskedHadeel,theemployeewhocoveredNada’smaternityleave,ifshewouldstayonwiththecompanyinapart-timecapacity.

HadeelagreedtothisandNadaandHadeelarenowjob-sharing.

Nada Hadeel

Nada Hadeel Nada Hadeel Nada

Hadeel Nada NadaHadeel Hadeel



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Induction and training

Disabilityawarenessandtheneedtomakeaccommodationsshouldbe embedded in all policies, for example, policies on sickness,training, and appraisals. New recruits should be made aware ofthese policies during the induction procedure.

Itisimportantthatyourstandardinductionandtrainingprogrammeisaccessible,sothatemployeeswithdisabilitiesandemployeeswithhealthconditionshavethesameinformationaboutyourorganization’sHealthandSafetypoliciesandprocedures.

Whetheranemployeewithadisabilityorahealthconditionisreturningtoworkorstartingworkforthefirsttime,ensuretheyhaveathoroughinduction:

• Ensurethatallemployeesaretrainedonworkplacerisksandhowtoreportthem,bydesignatingahealthandsafetyofficer.

• Implementabuddysystemduringfirealarmsandbuildingevacuationswherebya trained employee is selected to assist employees, who use wheelchairs orwalkingsupports,outofthebuilding.

• Informtrainingstaffwhentheyhaveparticipantswithmobilityorpsychomotordisabilitiesonaprogramme,andensuretheyknowhowtomaketheirtrainingaccessible.Usingalargerroomwithadjustabledesksforexample.

• EnsureemployeeswhohaveMShaveaccess to further in-houseandexternaltraining,meetings and career development opportunities.

WELCOME



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AccommodationsthatmaybeconsideredforanemployeewithMScouldinclude:

• Flexibleworkinghours,e.g.ifitisparticularlydifficulttotravelduringbusiertimes,allow theemployee to startandfinishworkoutsideofbusyhours. Similarly,medicationcanhaveanimpactonworkinghours,allowflexibilityforthis.

• Avariableheightdesksotheemployeecanadjustthistotheirrequiredposition.• Movingtheemployee’sworkstationtoamoreaccessibleareaofthebuilding.• Ensuringtheemployee’sworkstationisclosetoaccessiblebathroomandcanteen

facilities.• Part-timeworkingorjobsharingiftheirconditiondoesnotmakefull-timework

possible.• Restructuringanemployee’sroleiftheirconditionmeanstheyarenolongerable

tocompletecertaintasks.• Redeploymenttoadifferentroleiftheemployee’sconditionworsensandthey

cannolongerfulfilcurrentjobrequirements.• Ifanemployeerequires thesupportofapersonassistant,providingaprivate

suitablespacesoanassistantcandeliverthepersonalcaretheemployeerequires.

Retention

Once someone has been offered a job, you may need to put inaccommodationstoensuretheycanperformtotheirhighestcapability.Start getting the accommodations in place as soon as practicableafteryouhavemadeanappointment–itmaytaketime.Consulttheindividualandmakesurethattheemployee’smanagerorsupervisor

understandstheagreedaccommodations.DisabilityawarenesstrainingthatincludesneuromusculardisorderslikeMSmaybeespeciallyusefulforthecandidate’steam.

Buildinregularreviewsofaccommodations,forexampleattheendoftheprobationaryperiod,insupervisionsessionsandappraisalstoensurethattheaccommodationsarestilleffective.Atailoredaccommodationsagreementisagoodwayofrecordingandreviewingreasonableaccommodations.

EnsurethatyoutakethesameapproachtoaccommodationswhenanemployeewithMSappliesforpromotion,againnotmakingassumptionsaboutwhattheemployeecanorcannotdo.



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CASE STUDY Jamal - Introducing accommodations to retain valuable employees


Jamalisasystemsanalystwhohasworkedinamanufacturingcompanyfor12years.

He progressed through the companyandnowholds the roleof senior systemsanalyst.

HeiswellregardedbythedirectorswhofeelJamalmakesavaluablecontributiontotheorganization.

10yearsagoJamalwasdiagnosedwithrelapsing-remittingmultiplesclerosis.

Forthefirst8yearsJamalexperiencedanumberofflare-upsandhadtotaketimeoffworkandreceivetreatment.PosttreatmentJamal’ssymptomsreduced.

2015 2016 201720142013201220112010200920082007



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Premises Makesurethatsomeonewhohasadisabilityorhealthconditionhastimetobecomefamiliarizedwiththebuilding,includinganychangestothelayoutoftheworkplace.Ensurethatemployeesknowsimplehealthandsafetypracticestopreventhazardsthatcandisadvantageanemployeewithadisabilityorhealthcondition.

Formore information on accessibility for the built environment see the UniversalAccessibility Built Environment Guidelines Manual:

http://www.kscdr.org.sa/media/16933/uap-be-en.pdf

Inthevastmajorityofcaseshealthandsafetypresentsnobarrierstotheemploymentof persons with disabilities or health conditions. However, health and safety isfrequentlyusedastherationaleforthenon-recruitmentordismissalofapersonwithadisabilityorhealthcondition.

Employers often have a mistaken belief that the employment of persons with adisability or health conditionwill present anunmanageable risk to thehealth andsafetyofboththepersonwiththedisabilityorhealthconditionandtheircolleagues.Ifyoudohavehealthandsafety-relatedconcernsregardinganemployeewithMS,inordertoachievebestpractice,youshould:

• Adoptacasemanagementapproach.• Makeanindividual,objectiveandcompetentassessmentofanyrisksassociated

withemploymentofthepersonwithMS.• Implement accommodations which would reduce or remove risks for the

individual.• Doallthatisreasonablypracticabletoremoveorreducerisksassociatedwith

theenvironmentorworkactivitiesandtoupholdsafeworkingpractices.• Dealreasonablywithanycasesinvolvingresidualrisks.

Health and Safety



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Emergency evacuation

Employers should also provide a means of escape and haverelatedsafetyprecautionsinplacetoensurethepreservationoflifeofallemployeesintheeventofafire.

Employersshouldworkwithemployeeswithadisabilityoremployeeswithahealthconditiontodevelopapersonalplanregardingwhatwillhappenintheeventofanemergency.

ConsiderationsforpersonswithMSmightinclude:

• Allowingadditionaltimetopracticeevacuation

• Useofafireevacuationliftifoneisavailable

• Additionalchecksbyfirewardens



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CASE STUDY Jamal - Introducing accommodations to retain valuable employees


Over the last 2 years Jamal’s flare-ups became morefrequent and his symptoms more severe.

He lost some power in his legs and nowuses awalkingframe.Heregularlyexperiencesspasmsandchronicpain.Jamalnoticesthis isworsewhenhe istired.

DoctorshavetoldJamalthathisconditionhastransitionedtosecondaryprogressivemultiplesclerosis.

AbdulrahmansuggeststhattheyexamineJamal’sroleand delegate certain tasks to other staffmembers.TheyalsoagreeaflexibleworkingarrangementsoasJamalcanworkfromhomeforpartofhisweek,sohecanrestwhenheneedsto.Hewillattendtheofficeformeetingsandbriefings. TheseaccommodationswillbereviewedinamonthtoseeiftheyaremakingJamal’s jobmoremanageable.

201720162015

Jamal meets with his director,Abdulrahman.ThecompanyiseagertokeepJamalinhisposition.Hehasdevelopedgreatexpertisethattheywould find difficult to replace.



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6. Regulatory Framework in the Kingdom of Saudi Arabia

The rightsofPersonswithDisabilitieshavebeenclearly stated,globally, in theUNConventionontheRightsofPersonswithDisabilitiesand,locally,inthedefinitionofDisabilitybytheSaudiMinistryofLaborandSocialDevelopment.

In 2008 the Kingdom of Saudi Arabia signed and ratified theUnited Nations Convention on the Rights of Persons withDisability which states the following:

Article 27

Work and employment

.1 StatesPartiesrecognizetherightofpersonswithdisabilitiestowork,onanequalbasiswithothers;thisincludestherighttotheopportunitytogainalivingbyworkfreelychosenoracceptedinalabourmarketandworkenvironmentthatisopen,inclusiveandaccessibletopersonswithdisabilities.StatesPartiesshallsafeguardandpromotetherealizationoftherighttowork,includingforthosewhoacquireadisabilityduringthecourseofemployment,bytakingappropriatesteps,includingthroughlegislation,to,interalia:

a. Prohibit discrimination on the basis of disability with regard to all mattersconcerningall formsofemployment, includingconditionsof recruitment,hiringandemployment,continuanceofemployment,careeradvancementandsafeandhealthy working conditions;

A. Global



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b. Protect the rightsofpersonswithdisabilities,onanequalbasiswithothers, tojustandfavourableconditionsofwork, includingequalopportunitiesandequalremuneration for work of equal value, safe and healthy working conditions,including protection from harassment, and the redress of grievances;

c. Ensure thatpersonswithdisabilitiesareable toexercise their labourand tradeunionrightsonanequalbasiswithothers;

d. Enable persons with disabilities to have effective access to general technicaland vocational guidance programmes, placement services and vocational andcontinuing training;

e. Promote employment opportunities and career advancement for persons withdisabilities in the labour market, as well as assistance in finding, obtaining,maintaining and returning to employment;

f. Promoteopportunitiesforself-employment,entrepreneurship,thedevelopmentofcooperativesandstartingone’sownbusiness;

g. Employpersonswithdisabilitiesinthepublicsector;h. Promote the employment of persons with disabilities in the private sector

throughappropriatepoliciesandmeasures,whichmayincludeaffirmativeactionprogrammes, incentives and other measures;

i. Ensurethatreasonableaccommodationisprovidedtopersonswithdisabilitiesintheworkplace;

j. Promotetheacquisitionbypersonswithdisabilitiesofworkexperienceintheopenlabourmarket;

k. Promotevocationalandprofessional rehabilitation, job retentionandreturn-to-workprogrammesforpersonswithdisabilities.

.2 States Parties shall ensure that personswith disabilities are not held in slaveryorinservitude,andareprotected,onanequalbasiswithothers,fromforcedorcompulsory labour.



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B. National

Definition of disability by the Ministry of Labor and SocialDevelopment

Whoisapersonwithadisabilityintheworkplace?

The Executive Regulations to the Labor Law via Royal Decree No. 1982 specifiesthe definition of disability and employment and recommendations for minimalaccommodations and services. The regulation defines a person with a disabilityasapersonwhohasoneormoreof the followingpermanentdisabilities: avisualimpairment, hearing impairment, cognitive impairment, physical impairment,mobilityimpairment,learningdisability,communicationdisorder,behavioraldisorder,affectivedisorders,autismoranyotherdisabilitythatissubstantiatedbyamedicaldiagnosisandreportbyentitythatisauthorizedbytheMinistryofLaborandSocialDevelopment.Thereportshouldstatethatthepersonwithdisabilityrequiresminimalaccommodations and/or services to enable him/her to perform his/her tasks andmaintain the job.

FortheofficiallegaldocumentrefertotheExecutiveRegulationsoftheLaborLawanditsappendices(theofficialcopyisonlyavailableinArabic).



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7. Useful Organizations

Ifyouareanemployerthatisinterestedinrecruitingtalentedandskilledemployeesincluding disabilities and persons with health conditions the following services,organizations and companies can facilitate your business need.

p TAQAT - National Labor GatewayTAQATthenationallaborgatewayisamajornationalinitiativetobuildthelargestvirtual labormarketplatform inKSAacrossboth,privateandpublic sectors.TAQAT’smission is to offer and facilitate employment and training services,efficientlyandeffectively,tofurthersustainanddevelopthelaborforce.

Web https://www.taqat.sa/web/guest/about-taqat

p HRDF Branches and TAQAT Centers

Web https://www.hrdf.org.sa/Locations

Non-HRDFservicesororganizationslistedarenotnecessarilyendorsedbyHRDF.

p Saudi Multiple Sclerosis Advisory Group Providesinformationaboutmultiplesclerosisandaimstoincreaseawarenessandraisecultural,socialandhealthstandards.

Web. www.saudims.sa Service Region 1-13Regions



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p Arfa MS Society Supportandguidanceforpersonswithmultiplesclerosis.Providingeducationto families and communities to enhance inclusionof personswithMS in allaspectsof society.

Tel. +966138649887Fax. +966138649884Web. www.arfams.org.saEmail. [email protected] Region Region4

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p MS Care SocietyTopprioritiesasMScarefoundersistocareforMSpatientsandtoincreasetheawareness,particularlyamongtheirfamiliesandthesocietyingeneral,whichhelpsthemtocopewiththeirillness,returntosociety,interactwithitschangesandtoenablethemtohavetheirrightsasacitizens.

Web. www.mscarergypt.orgService Region Egypt

p Association of Lebanese Friends of People with MS (ALSEP) ALSEPpledgestoservicepeoplewithMSinLebanonbyactingontheirbehalfwiththerelevantauthoritiesandnationalandinternationalbodies.

Web. https://www.facebook.com/groups/ALSEP/Service Region Lebanon

p MS SocietyCharitythatprovidesinformationandsupporttopeoplewithMS.

Tel. +44(0)2084380700Web. https://www.mssociety.org.ukEmail. [email protected] Region UK

p MS IrelandMultipleSclerosisIrelandistheonlynationalorganizationprovidinginformation,supportandadvocacyservicestotheMScommunity.

Tel. +441-800-344-4867Web. http://www.ms-society.ie/homeService Region Ireland

p National Multiple Sclerosis SocietyCharitythatfundsresearchandprovidesinformationaboutMS.

Tel. +441-800-344-4867Web. http://www.nationalmssociety.orgService Region USA



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p Multiple Sclerosis Association of AmericaProvideanextensivelibraryofon-demandvideoprogrammingandwebcastsproviding informationonMS.

Tel. +1800-532-7667Web. https://www.msif.org-https://www.msif.org/contact-us/Service Region International

p Multiple Sclerosis International FederationProvideanextensivelibraryofon-demandvideoprogrammingandwebcastsproviding informationonMS.

Tel. +44(0)2076201911Web. https://www.msif.orgEmail. https://www.msif.org/contact-us/Service Region International

p World Wide Web Consortium (W3C)W3C is an organization created to develop and maintain standards on theinternetthatallowsuserstoaccesspagesonthewebwithoutdisplayissues.

Web. www.w3.orgService Region International

p World Health OrganizationWHO staff work with governments and other partners in more than 150countries to ensure the highest attainable level of health for all people.

Web. http://www.who.int/en/Service Region International

p International Labour Organization’s Global Business and Disability NetworkThe ILO Global Business and Disability Network is a network of multinationalenterprises, employer organizations, business networks and organizationsrepresenting persons with disabilities.

Web. http://www.businessanddisability.org/index.php/en/Service Region International



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8. Collaborative Partners

HRDFwelcomefeedbackonthisjobaccommodationsguidefrominterestedindividuals,organizationsandemployers.

PleasecontactHRDFTawafuqatTawafuq@hrdf.org.sawithfeedbackandsuggestions.

• Edition2oftheguidewillincorporatefeedbackandincludethenameoforganizationsandemployerswhowerepartofthereview.

• DeadlinetofeedbackonEdition1 is 1st September,2017

persons with multiple sclerosis - qaderoon.sa · persons with multiple sclerosis may use a range of...

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