JOE MARRONE INSTITUTE FOR COMMUNITY INCLUSION MAIN OFFICE: BOSTON, MA NW OFFICE : 4517 NE 39 TH AVENUE PORTLAND, OR 972

1. JOE MARRONE INSTITUTE FOR COMMUNITY INCLUSION MAIN OFFICE: BOSTON, MA NW OFFICE: 4517 NE 39TH AVENUE PORTLAND, OR 97211-8124 TEL: 503-331-0687 HOME TEL: 503-331- 0486 FAX: 503-961-7714 EMAIL:JM61947@AOL.COM WWW.COMMUNITYINCLUSION.ORGor WWW.ONESTOPS.INFO

2. DIANE LOUD ICI UMASS BOSTON 100 MORRISSEY BLVD BOSTON, MA 02125-3393 TEL: 617-287-4335 FAX: 617-287-4352 EMAIL: DIANE.LOUD@UMB.EDU WWW.COMMUNITYINCLUSION.ORGor WWW.ONESTOPS.INFO

3. Reasonable Accommodations In relation to the ADA, a reasonable accommodation is any modification or adjustment to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform essential job functions.

4. What Does Reasonable Mean? • Reasonable in the eyes of the employer • Doesn’t impose an undue hardship on the business

5. PEOPLE WITH DISABILITIESFacts & Myths MYTH: Considerable expense is incurred to accommodate workers with disabilities FACT: Most workers with disabilities require nospecial accommodations. For those who do, cost is minimal or much lower than employers believe. • Over 75% of accommodations cost less than $1,000 • 15% cost nothing

6. Accommodations: Variety High Tech

7. Create an atmosphere where individuals feel safe asking for support & assistance Flexibility to create a supportive atmosphere but maintains accountability Regularly & clearly communicate availability of accommodations to all Regularly communicate with all staff about resources available for support-e.g. EAP Supportive Work Environment

8. ACCOMMODATIONS- CHICAGO STUDY

9. ACCOMMODATIONS- CHICAGO STUDY

10. ACCOMMODATIONS- CHICAGO STUDY

11. Advantages If Applicant Chooses To Identify Accommodations Prior to Hiring – But Not Required To! CAN BE DISCUSSED IN INTERVIEW APPLICANT CAN DEMONSTRATE HOW THEY CAN USE THE ACCOMMODATION FOR THE EMPLOYER’S BENEFIT PROMOTES EARLY SOLUTIONS REDUCES EMPLOYER’S PERCEPTION OF RISK

12. REQUESTING REASONABLE ACCOMMODATIONS • INDIVIDUAL’S RESPONSIBILITY TO INFORM -- BUT NO “MAGIC WORDS” • EMPLOYER ONLY REQUIRED TO REASONABLY ACCOM NEEDS THEY ARE AWARE OF

13. GUIDELINES -- REQUESTING REASONABLE ACCOMS • ACCOMMODATION REQUEST = SOME DISCLOSURE • WHEN SHOULD REQUEST BE? NEEDED FOR HIRING? NEEDED TO PERFORM JOB? IMPACT OF REQUEST: Before hire ? Immediately after ? Waiting 1 month or more ?

14. Guidelines for Requesting Reasonable Accommodations CONSIDER THE IMPACT OF ACCOMMODATION ON WORKPLACE? ARE CO-WORKERS INVOLVED OR DO THEY NEED TO KNOW? ARE THERE ALTERNATIVES THAT ARE MORE INCLUSIVE OR LESS STIGMATIZING? IS ACCOMMODATION ABSOLUTELY NECESSARY?

15. ADVICE WE GIVE TO HUMAN SERVICE STAFF RE: ADVOCATING W. EMPLOYERS ON ACCOMMODATIONS • DON’T EXPECT EMPLOYER TO HAVE SOLUTION • EMPLOYER = INFO RESOURCE • PEOPLE W. DIS/ ADVOCATES = INFO RESOURCE • EXPLAIN HOW MEETS BUS NEED • NO JARGON • DRAW OUT CONCERNS/ RESPOND • BE GENTLE RE “ADA”– YOU’RE NOT A LAWYER

16. Working With Staff To Identify Accommodations WHAT ARE THE ESSENTIAL FUNCTIONS OF THE JOB? WHICH FUNCTIONS ARE AFFECTED BY THE DISABILITY? BRAINSTORM ACCOMMODATIONS/ ASSIST TECHNOLOGY INVESTIGATE OPTIONS CHOOSE MOST APPROPRIATE/ FEASIBLE OPTION

17. COUNSELING POTENTIAL APPLICANTS ON ACCOM REQUESTS • HELP ID ACCOMMODATION • DISCUSS ACCOM = DISCLOSURE • REVIEW EFFECT ON WORKPLACE PERCEPTIONS • INFO RE: ADA • WORK ON HOW REQUEST MADE: --WORDING TO HIGHLIGHT MUTUAL BENEFIT -- RESOURCES FOR EMPLOYER -- TIMING

18. EMPLOYEES SEEKING ACCOMMODATIONS SHOULD: • “OWN UP TO” DISABILITY & LIMITS • SPELL OUT WHAT IS NEEDED • TAKE ADVANTAGE OF WHAT IS OFFERED • COOPERATE W. EMPLOYERS --- RELEASE • DON’T VIOLATE CBA (WALRAVEN)

19. EMPLOYEES SEEKING ACCOMMODATIONS SHOULD: • NOT EXPECT JOB CREATION • NOT EXPECT ESSENTIAL FUNCTIONS ELIMINATED • SUGGEST REASONABLE ACCOMMODATIONS, BUT NOT EXPECT EXACT YES • NEGOTIATE !!! • (WALRAVEN)

20. ACCOMMODATION STRATEGIES JOB DESIGN • MODIFY ASSIGNMENTS • TIME OUT (FOR STRESS) • ONE TASK AT A TIME • JOB SHARING • RE-ASSIGNING TASKS • ASSISTIVE TECHNOLOGY • WORK AT HOME

21. ACCOMMODATION STRATEGIES TRAINING • JOB SHADOWING • JOB COACHING • LEARN 1 TASK AT A TIME • TASK ANALYSIS • WRITTEN/ TAPED INSTRUCTIONS • TEACH TO LEARNING STYLE • ADDITIONAL TIME/ TRAINING • MENTORING

22. ACCOMMODATION STRATEGIES MANAGEMENT • MENTORING • PEER/ NATURAL SUPPORT • GOALS/ MILESTONES • FREQUENT REVIEWS • REGULAR CHECK - INS • EMPLOYEE ENCOURAGED TO STATE NEEDS

23. ACCOMMODATION STRATEGIES SCHEDULE • TIME MANAGEMENT • FLEX - TIME • FLEXIBLE SCHEDULE • FREQUENT/ FLEXIBLE BREAKS • LONG LUNCH (for appts) • PAID/ UNPAID LEAVE

24. ACCOMMODATION STRATEGIES ATTENTION ISSUES • LISTS/ REMINDERS • TICKLER FILES • ORGANIZATIONAL IDEAS • HEADPHONES/ WHITE NOISE • PARTITIONS • RE - ARRANGE WORK AREA • DIFFERENT WORK STATION • BREAKS TO RE - FOCUS • COMPUTER REMINDERS

25. Accommodation Resources • JAN: HTTP:// WWW.JAN.WVU.EDU • Abledata: HTTP://WWW.ABKLEDATA.COM/ The Access Board http://www.access-board.gov/ Phone: (800) 872-2253 (voice) or (800) 993-2822 (TTY), weekdays 10 - 5:30 EST (Wed. 10 - 2) A Federal agency committed to accessible design provides information and technical assistance on issues of accessibility Institute for Community Inclusion www.foremployers.com Free resource to employers on best practices of hiring candidates with disabilities.