1. JAN is a service of the U.S. Department of Labor’s Office of Disability Employment Policy. 1 Disability Inclusion Training Anne E. Hirsh, MS, CPDM, CoDirector Job Accommodation Network (JAN) hirsh@jan.wvu.edu

2. Consultation  Job Accommodations  All industries  All job categories  All impairments  Employment Legislation  Americans with Disabilities Act  Rehabilitation Act 2 Navigating JAN

3. Technical Assistance  Free  National  Easy to Use  Audience Focused  Employers  Individuals  Service Providers  Others 3 Navigating JAN

4. Practical Guidance  A to Z of Accommodations and Disabilities  SOAR (Searchable Online Accommodation Resource)  Employers’ & Employees’ Practical Guides  ADA & Rehabilitation Act Library  Interactive Process 4 Navigating JAN

5. Reasonable Accommodations:  Can choose among effective accommodation options  Do not have to provide accommodations unless needed because of a disability  Do not have to provide accommodations that pose an undue hardship  Do not have to provide personal use items needed in accomplishing daily activities both on and off the job  Do not have to make an accommodation for an individual who is not otherwise qualified for a position  Do not have to remove essential functions, create new jobs, or lower production standards 5 Navigating JAN

6. JAN’s Interactive Process Navigating JAN 6

7. Purchasing or Modifying Equipment and Products 7 Navigating JAN

8. Example A young worker in a nurses aid training program has deficits in reading and writing as a result of a learning disability. 8 Navigating JAN

9. ACCOMMODATION:  Electronic medical speller  Talking thermometer  Talking pill bottle 9 Navigating JAN

10. Example An applicant for automotive repair training has Attention Deficit Hyperactivity Disorder (ADHD). As a result they expect to be inattentive to detail at times and highly distractible. 10 Navigating JAN

11. ACCOMMODATION:  Mechanics stool with organization shelf  Instructor loads with needed tools – nothing else  Increases productivity  Decreases time student might waste looking for tools 11 Navigating JAN

12. A call center employee with heart/circulatory problems needs to take breaks to move around. Allowing more breaks will interfere with the employer’s call routing system. How can we figure out what else might work? Navigating JAN 12

13. How can we figure out what else might work? Call JAN!  Under desk pedal device  Meets employees needs without leaving her desk Navigating JAN 13

14. An member with a hearing impairment chose not to wear hearing aids, but he asked his employer to purchase an assistive listening device so that he could hear in meetings. Is this within the employer’s right to choose an effective accommodation? Navigating JAN 14

15. Is this within the employer’s right to choose an effective accommodation? No.  Hearing aid is a personal need item  Cannot require employees to use personal need items instead of accommodations Navigating JAN 15

16. Making Work-site Accessible 16 Navigating JAN

17. Example An office worker who worked for a construction company was sensitive to fragrances. The employer found a filtering mask, but the employee did not want to wear a mask. 17 Navigating JAN

18. ACCOMMODATION: The employee was accommodated with her own workspace outside of general office traffic, and the employer purchased fragrance free cleaning solutions. The cost was about $200. 18 Navigating JAN

19. A federal employee with lupus works in a large room with cubicles and asks the employer to remove or filter all the overhead lights in her area. How should the employer decide which accommodation to choose? Navigating JAN 19

20. How can we figure out what else might work? Call JAN!  CubeShield  Meets employee’s needs with a low cost solution Navigating JAN 20

21. Job Restructuring 21 Navigating JAN

22. Example An employee with autism works for a large marketing firm. Though she is knowledgeable in her field, she has difficulty participating in work activities with her team. 22 Navigating JAN

23. ACCOMMODATION: The employee was allowed to communicate with her team electronically, allowing her the social distance she needed to be comfortable, yet also provided the team with information needed to move forward with marketing campaigns. 23 Navigating JAN

24. Example An individual worked at an airport as a line service technician. He was required to lift and carry a fuel hose and tow bar. Following a shoulder injury he was unable to use his right arm and the employer was concerned because generally, employees would use both arms to carry these heavy items. 24 Navigating JAN

25. ACCOMMODATION: The employee was able to use his right arm for tasks that were within his restrictions and demonstrated that he could carry the fuel line and tow bar using only his left arm. COST: $300 BENEFIT: Able to keep a great employee who was great at his job. 25 Navigating JAN

26. Example An member at a non-profit organization had bipolar disorder and was having performance problems related to memory and judgment deficits. Part of her job involved counseling clients and the rest was documentation. Navigating JAN

27. ACCOMMODATION: The non-profit gave the member a quieter area to work in, changed her schedule to one that worked better for her, and gave her more structured access to her supervisor for regular feedback. Navigating JAN

28. Modifying Schedule & Allowing Leave Time 28 Navigating JAN

29. An member with sleep apnea asks to change her schedule so she comes in 30 minutes later than other members and then takes a shorter lunch to make up the time. Other members notice this change and ask for a schedule modification too. What can you do? Navigating JAN 29

30. What can you do?  Start allowing all members to have flexible schedules?  Deny the requests, but do not violate confidentiality rules?  Ask the member if she would like to tell her coworkers? Navigating JAN 30

31. Modifying Policies 31 Navigating JAN

32. Example An employee with high blood pressure had difficulty dealing with stress in the workplace. She decided to train her own service dog to alert her when she's reacting to stress and to help calm her down. 32 Navigating JAN

33. ACCOMMODATION: The employer modified the “no animal” policy and allowed the service dog in the workplace. 33 Navigating JAN

34. Providing Readers and Interpreters 34 Navigating JAN

35. Example A large state employer held periodic meetings to update employees about agency policies and safety issues. A deaf employee had difficulty benefitting from the meetings and filed a complaint. 35 Navigating JAN

36. ACCOMMODATION: The employer decided to contract for an interpreter service to provide interpreters for the meetings. 36 Navigating JAN

37. Example A job applicant for a dog warden position for city government had dyslexia and could not pass a required written test. Navigating JAN

38. ACCOMMODATION: A reader was provided for testing. Navigating JAN

39. Reassignment 39 Navigating JAN

40. Example A retired Army medic has difficulty managing stress in the workplace due to her PTSD. Her stress intolerance was intensified when she heard the emergency medical helicopter arrive and depart from the hospital where she worked as a nurse. 40 Navigating JAN

41. Accommodation The nurse was reassigned to a vacant position on a unit that was far from the heli-pad so she rarely heard the helicopter. During times when the helicopter staff would practice maneuvers in her area she was allowed to work a flexible schedule. 41 Navigating JAN

42. Contact  (800)526-7234 (V) & (877)781-9403 (TTY)  AskJAN.org & jan@askjan.org  (304)216-8189 via Text  janconsultants via Skype 42