1. Rhode Island Educators Leadership Series
Thomas P. DiPaola Ph.D. Associate Professor Doctoral Program in Education Leadership Johnson and Wales University

2. Who is that Masked Man? Johnson & Wales University School of Education
Life Changing Experience
Life Friendly Schedule
Johnson & Wales University
School of Education
M.A.T., M.Ed., Ed.D., Professional Development
Wine & Cheese Open House
School of Education Info Sessions 4-6 pm
Tuesday, February 23, Johnson & Wales Inn Seekonk
Thursday, February 25, Radisson Airport Hotel Warwick
R.S.V.P. Jaime DiPaola ,
The Alan Shawn Feinstein Graduate School at JWU

3. Monday February 8, 2010 4:30 Welcome and introduction
4:45 You make the call
5:00 How did we get here from there?
Overview of the Rehab Act Section 504,
ADA and the IDEA
5:45 Dinner
6:15 You make the call
6:30 Being proactive: taking measures to prevent discriminatory practices
7:30 Adjourn

4. Smith V. Robinson
Savana Redding
Overview of Section 504

5. History of Disability Law
1973 Section 504 of the Vocational Rehabilitation Act reauthorized 2002
1975 Education of the Handicapped Children’s Act (EAHCA) (P.L ) (now the IDEIA)
1990 P.L reauthorized and becomes IDEA
1990 Americans with Disabilities Act (ADA) reauthorized 2008
2004 IDEA reauthorized and becomes IDEIA

6. basic legal overview/comparison
Section 504 of the Rehabilitation Act C.F.R. Part 104 and the IDEIA Office of Special Education Programs (OSEP) - Home Page
basic legal overview/comparison

7. Rehabilitation Act- Section 504 Requires:
“No otherwise qualified individual
with disabilities in the United States shall, solely by reasons of her or his disability, be excluded from the participation in, be denied the benefits or, or be subjected to discrimination under any program or activity receiving Federal financial assistance...”
(29 USC Sec. 794)

8. Otherwise Qualified Individual:
has a physical or mental impairment
which substantially limits one or more
major life activities,
has a record of such impairment, or
is regarded as having such an
impairment.

9. Purpose of Section 504 of the Rehab Act
"level the playing field"
eliminate impediments to full participation by persons with disabilities of all ages
prevent intentional or unintentional discrimination against:
persons with disabilities,
persons who are believed to have disabilities, or
family members of persons with disabilities.

10. Purpose of IDEIA ensure a free and appropriate education (FAPE) (IEP)
for children with disabilities ages (Birth)3-21 who fall within one of the 13 specific disability categories as defined by the law
disability adversely affects the child's educational performance and/ or ability to benefit from general education (not limited to academic performance)

11. 504
Requires schools to eliminate barriers that would prevent the student from participating fully in the programs and services offered in the general curriculum.
IDEIA
Provides individual supplemental
educational services and supports in
addition to what is provided to students in
the general curriculum to ensure that the
child has access to and benefits from the
general curriculum.

12. Doe v.Withers 1993 Pierce Law on Doe v Withers
St. Petersburg College PD for Faculty

13. How did we get to where we are
exclusion
integration
accountability for results
How do we make this work well
being proactive
policies and procedures
initial and ongoing PD
Where do we go from here
universal design
removal from general education as a last resort
completion of the cultural shift

14. Essential components & requirements of IDEIA & Section 504
Child find: preschool, in school, nonpublic school
Evaluation: LD and RTI
Eligibility
FAPE
LRE: Access to the Curriculum and HQT
IEP
504 plan
Implementation
Violations
Procedural Safeguards
Notice
Records
Due process
Review
Outcomes: Perf Results
Exiting services/protection

15. The 504 Process Child Find Referral Evaluation Placement
Reasonable Accommodations
Don’t forget employees,
family members and members of the community

16. In Bounds
You may ask questions to determine whether an employee can perform specific job functions. The questions should focus on the employee's ability to perform the job, not on the disability condition.
You may ask an employee to describe or demonstrate how he/she would perform specific job functions with or without an accommodation.
When there is reason to believe that an employee will not be able to perform a job function because of a known disability, you may ask that person to describe or demonstrate how he/she would perform a job-related function. An employee's disability would be a "known disability" either because it is obvious (for example, the employee uses a wheelchair), or because the employee has voluntarily disclosed that s/he has a hidden disability (requested an accommodation plan).
You may ask about an employee’s non-medical qualifications and skills, such as his/her education, work history, and required certifications and licenses.
You may ask if the employee can meet attendance requirements. 

17. Out of Bounds Have you ever been treated for mental health problems?
Are you disabled?
Do you have a disability that would interfere with your ability to perform the job?
How many days were you sick last year?
Do you have high blood pressure?
How much alcohol do you drink each week? Have you ever been treated for alcoholism?(Alcoholism, past or present, and past drug addiction can be a protected disability, unlike current use of unlawful drugs, which is not protected.)

18. Out of Bounds
Asking an obviously disabled employee questions about how the disability happened, what the prognosis is, or how the condition and impairment affects the employee's daily life activities.
Can you stand? Can you walk? (These questions are probably too broad to be directed to ability to perform a job function, and instead are regarded as inquiries into the existence of a disability.)
What medications are you currently taking?

19. Reauthorization of Americans with Disabilities Act (ADA) w/ impact on Section 504 for schools
Substantially Expanded Effective January 1, 2009
Expands Class of Individuals Covered by the ADA
expressly requires that courts construe disability "in favor of broad coverage to the maximum extent permitted" by the ADA. The implied directive is that courts are to err in favor of coverage.

20. ADA
Key Elements of ADA
Health Lawyers on the ADA
Great Lakes ADA

21. Reauthorization of Americans with Disabilities Act (ADA) w/ impact on Section 504 for schools
a broader interpretation of the term "major life activities" by adding specific examples and expanding the phrase to include "operation of a major bodily function."
New and non-exhaustive list of major life activities includes "caring for oneself, performing manual tasks, seeing, hearing, eating, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating and working.”
According to the ADAAA, major bodily functions now include “functions of the immune system, normal cell growth, digestive, bowel, bladder, neurological, brain, respiratory, circulatory, endocrine and reproductive functions.”
Intent is to ensure that certain medical conditions—such as high blood pressure, diabetes, epilepsy and asthma—are considered conditions that affect major life activities.

22. Reauthorization of Americans with Disabilities Act (ADA) w/ impact on Section 504 for schools
"Substantially Limited" Standard to Be Softened
The ADAAA does not, however, describe what the correct definition or test should be. Instead, it instructs the EEOC to modify its regulations
Mitigating Measures No Longer to Be Considered
U.S. Supreme Court held that mitigating factors, such as medications and prosthetics, could be considered in determining whether an individual is disabled under the ADA. Rejecting this standard, the ADAAA explicitly states that corrective measures should not be taken into account in determining whether a person's impairment substantially limits a major life activity, even if such measures allow the individual to successfully manage his or her impairment. Therefore, an employer will still need to accommodate an individual who is fully able to perform his or her job duties while taking medication or using prescribed medical devices. The only exception is that usage of "ordinary eyeglasses and contact lenses" can be considered in determining whether a person has a visual disability.

23. Reauthorization of Americans with Disabilities Act (ADA) w/ impact on Section 504 for schools
Expansion of Coverage for Persons "Regarded as" Disabled
ADA protects employees from being discriminated against for being "regarded as" disabled. A U.S. Supreme Court decision held that for an employee to prove discrimination based on a perceived disability, he or she had to show that the impairment in question actually limited or was perceived to limit a major life activity.
The ADAAA overturns that decision by requiring that the employee need only show that the employer perceived the employee as impaired, whether or not the impairment actually limits or is perceived to limit a major life activity.

24. Addressing the gap between legal requirements and staff and/or customer expectations
How to avoid needless conflict
Prevention:
Training and Technical Assistance
Addressing conflict
Intervention:
Stop, Look, Listen
Developing and maintaining relationships between the school district & parent(s)

25. Common Mistakes of Educators and School Districts
Failing or refusing to communicate and
actively coordinate with outside experts
working with a child
Assuming a patronizing and/or antagonistic
and/or insulting attitude toward parents
Failing to observe procedural timelines
and notice requirements
Failing to modify an IEP or a 504 Plan that is
not working
Failing to implement an IEP or a 504 Plan, and worse
trying to cover up that failure

26. Resources Disability Discrimination 504 ADA IDEIA
504 FAQs Protecting Students with Disabilities
Disability Resources USDOE
US Access Board
New England ADA Center
504 and ADA Wrightslaw

27. Q&A Be Proactive: Don't Wait for the Ball to Come to You
You Can't be Perfect One Day Someone is Better