Laws that Guide the Inclusion of People with Disabilities National Service Inclusion Project. www.SERVICEandINCLUSION.org Toll-free hotline: 888-491-0326 (voice/TTY). We will: Understand factors that are conducive to a feeling of belonging and/or discomfort for anyone.
Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.
Toll-free hotline: 888-491-0326 (voice/TTY)
If I did not disclose a disability when I was selected, can I still ask for a reasonable accommodation?
You always have the right to request an accommodation.
What kind of documentation can staff ask after I have requested an accommodation? When an member requests an accommodation and the disability or need for accommodation is not obvious, a manager may require that the member provide medical documentation to establish that the member has an ADA disability and needs the requested accommodation
If I am not sure I want to tell my supervisor about my disability, do I have to?If you need a reasonable accommodation in order to perform essential job functions, you should inform the supervisor an accommodation will be needed. Programs are required to provide reasonable accommodation only for the known physical or mental limitations of a qualified individual with a disability. Generally, under the ADA it is an individual's responsibility to inform a supervisor that an accommodation is needed.
Knowledge of Disability and Accommodation I still ask for a reasonable accommodation?
Courts Have Generally Ruled:
• Must have fairly specific knowledge of disability, to be obligated for providing reasonable accommodation
• General awareness of presence of disability not sufficient
• “Second-hand” knowledge not sufficient
• No claims of discrimination upon disclosure, “after the fact”
• HR personnel and supervisors are trained/informed in the confidentiality of medical, disability and accommodation-related information.
IMAGINE a totally inclusive environment…. I still ask for a reasonable accommodation?
Where everyone belonged….
How do you know it is happening?
What do you see?
What do you hear?
Who are the people?
What are people doing?
What does it feel like?
when planning activities
people with disabilities
and is accepting of individual differences