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

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

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slide1

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

slide2

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

reasonable accommodations
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.

what does reasonable mean
What Does Reasonable Mean?
  • Reasonable in the eyes of the employer
  • Doesn’t impose an undue hardship on the business
people with disabilities facts myths
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
supportive work environment
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
advantages if applicant chooses to identify accommodations prior to hiring but not required to
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

requesting reasonable accommodations
REQUESTING REASONABLE ACCOMMODATIONS
  • INDIVIDUAL’S RESPONSIBILITY TO INFORM -- BUT NO “MAGIC WORDS”
  • EMPLOYER ONLY REQUIRED TO REASONABLY ACCOM NEEDS THEY ARE AWARE OF
guidelines requesting reasonable accoms
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 ?

guidelines for requesting reasonable accommodations
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?

advice we give to human service staff re advocating w employers on accommodations
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
working with staff to identify accommodations
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

counseling potential applicants on accom requests
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

employees seeking accommodations should
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)

slide19

EMPLOYEES SEEKING ACCOMMODATIONS SHOULD:

  • NOT EXPECT JOB CREATION
  • NOT EXPECT ESSENTIAL FUNCTIONS ELIMINATED
  • SUGGEST REASONABLE ACCOMMODATIONS, BUT NOT EXPECT EXACT YES
  • NEGOTIATE !!!
  • (WALRAVEN)
accommodation strategies
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
accommodation strategies21
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
accommodation strategies22
ACCOMMODATION STRATEGIES

MANAGEMENT

  • MENTORING
  • PEER/ NATURAL SUPPORT
  • GOALS/ MILESTONES
  • FREQUENT REVIEWS
  • REGULAR CHECK - INS
  • EMPLOYEE ENCOURAGED TO STATE NEEDS
accommodation strategies23
ACCOMMODATION STRATEGIES

SCHEDULE

  • TIME MANAGEMENT
  • FLEX - TIME
  • FLEXIBLE SCHEDULE
  • FREQUENT/ FLEXIBLE BREAKS
  • LONG LUNCH (for appts)
  • PAID/ UNPAID LEAVE
accommodation strategies24
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
accommodation resources
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.