2. ENJOY Click here to begin Good Day! This is your 30-Second Training: ACCESS SERIES

3. What communication barriers might people with disabilities face at America’s Job Centers? Job Center staff who are not fluent in the language of love. Hopefully nothing along the lines of the communication barriers faced by Kennedy & Khrushchev during the Cuban Missile Crisis. Not knowing what types of assistive technology and reasonable accommodations are available.

4. The American Sign Language (ASL) sign for “I love you” can be seen here. However, we would caution against expressing these sentiments to consumers at the Job Center and strangers on the street. Not everyone is conversant in the language of love. This isn’t the correct answer to the question. Please try again… Probably not…

5. Communication Barriers in the Job Center are much more easily resolved (and less likely to go nuclear) than the communication barriers that led to our nation’s closest call with nuclear annihilation to date (that we know of…). Feel free to be relieved about this! WE KNOW WE ARE!!! There is a better answer though… Please try again! Most likely not… Give a chance.

6. According to Section 188 of the Workforce Investment Act (WIA) “Disability Checklist” America’s Job Centers are required to be able to communicate with persons with disabilities as effectively as with those without disabilities. This could include, but is not limited to the following: Having a list (also available in alternative formats) that includes all assistive technology and reasonable accommodations available. Having processes in place for procuring interpreters and other reasonable accommodations. Having materials available in alternative formats (e.g. Braille, Large Print, electronic copies on CD). To learn more check out Section 5.5. on WIA’s Disability Checklist CORRECT! Click here to end show This 30-Second Training has been developed using Federal funds from the Department of Labor, Employment and Training Administration under Contract No.: DOLJ131A22067. The contents of this publication do not necessarily reflect the views or policies of the Department of Labor, nor does mention of trade names, commercial products, or organizations