1. & ADA accommodations

2. Trina Edmondson Program Manager Denise Borges Employment Specialist Independent Living Department 2

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4. A little about me vision impairment since birth employment history adjustment education successful career since 2007 employment advocate disability systems navigation who is in the audience? vr, employers, individuals, partner orgs

5. What sets us apart? We are who we serve 51% of all staff, board and volunteers are people with disabilities by federal mandate

6. What sets us apart? We believe in empowerment We do NOT do for people but we teach them how to advocate for themselves It is all about independent living! empowerment

7. 7 individual consumer services systems change advocacy independence What we do

8. individual 8 services we are all about people

9. 9 individual services information and referral independent living skills home assessments adaptive equipment loans veterans’ services employment advocacy employment readiness nursing facility transitions

10. “Every man, woman and child with a disability can pass through once-closed doors into a bright new era of equality, independence and freedom.” Americans with Disabilities Act President George H.W. Bush | July 26, 1990

11. Provides protection from discrimination based on a disability Title I is for employment Protects throughout the entire employment process Application Interview During employment Americans with Disabilities Act

12. Employer Responsibilities 15 employees Interactive Process Provide Reasonable Accommodation Cannot be an undue hardship Americans with Disabilities Act

13. Employee Responsibilities Qualified to perform the essential functions with or without an accommodation Person with a disability or be regarded as a PWD Tell the employer you have a disability Have a record of the disability Americans with Disabilities Act

14. Any impairment that is long term or permanent that substantially limits one or more major life activities or if you are regarded as a person with a disability Definition of a Disability What qualifies you as a person with a disability?

15. AD/HD Agent Orange Alzheimer’s Amputation Arthritis Asthma / Emphysema Autism / Asperger’s Autoimmune Disorder Back InjuryBlind /Visually Impaired Bone / Joint Impaired Brain Disorder Brain Injury/Traumatic Brain Injury Cancer Cardiovascular Disorder Carpal Tunnel Cerebral Palsy Chemical Sensitivity Cognitive Impairment Deaf / Hearing Impaired Dementia Depression Developmentally Disabled Diabetes Emotional Impairment Epilepsy / Seizure Disorder Fibromyalgia HIV / AIDS Kidney Disease Learning Disability Mental Health Morbid Obesity Multiple Sclerosis Muscular Dystrophy Narcolepsy Parkinson’s Disease Post-Traumatic Stress Disorder Post-Polio Syndrome Pulmonary Disease Short Stature / Little Person Stroke Substance Abuse

16. The focus is on the interactive process to determine the type of accommodation needed. Ask the Experts Center for Independent Living (CIL) Job Accommodation Network (JAN) Great Lakes ADA Center The Impact of the ADA on Employers

17. Do I have to tell my employer about my disability? Am I lying if I don’t disclose? Want to be open and honest Elephant out of the room Obvious disability Disclosure is a choice

18. Will it affect my chance to get the job? Hidden disabilities Mental illness Diabetes Can you think of others? Disclosure is a choice

19. Don’t ask the wrong question Avoid HIPAA violations $11,000.00 per violation! Know how to answer the “wrong” question Answer the intent Understand the intention of questions Can you do the job? Attendance, Safety Risk What we learned

20. Clear direction from employer Develop a policy to include in handbook Orientation Designate a person in HR Promotes Empathy Reduce EEOC claims Effective Process/Policy

21. Considerations Training for management, supervisory personnel and employees Remember to look at each case as an individual What works for one person may not work for another Accommodations Process

22. Realize the need Be a Proactive Employer Self-awareness Loss of production Loss of focus or commitment Follow policy in handbook Request a meeting with designated HR manager Be prepared, ask what to bring Requesting an Accommodation

23. Questions to Consider What limitations affect the job performance? What specific job tasks are problematic as a result of these limitations? Look at the job description and essential functions What accommodations are available to reduce or eliminate these problems? The Interactive Process

24. Schedule adjustment Policy change Interpreter/reader Equipment Software/Hardware Physical structure of a building Reasonable Accommodation What is an accommodation?

25. Computer software Screen readers, Screen magnifiers, Voice recognition, Word Q and Wynn Reader Learning Styles Visual, Hands on, More time with training, Job coaches Assistive Technology Endless and case by case Work Tools | Accommodations

26. Questions Are all possible resources being used to determine possible accommodations? Center for Independent Living (CIL) Job Accommodation Network (JAN) Disability Business Technical Assistance Center (DBTAC) The Interactive Process

27. Other Consioderations to consider Put accommodations in place periodically evaluate the effectiveness of the accommodations determine whether additional or alternative accommodations are needed Mid year and annual goals review The Interactive Process

28. Soft skills enhancement Organization Problem solvers Flexibility Time management Safety awareness Innovative Why hire people with disabilities?

29. Vision impairment: more organized, excellent memory Hearing impaired: great for noisy environments, safety officers Physical disabilities: If they can access the building, everyone can, which includes customers! Examples

30. Mental Illness: Self awareness, confidence, creative new ideas Learning impairments: Hard working, dedicated, loyal Examples

31. Why hire people with disabilities?

32. 32 Thank you

33. www.dakc.us Phone 616-949-1100 Fax 616-949-7865 3600 Camelot Drive SE Grand Rapids, MI 49546 33