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The Role of Vocational Rehabilitation in Relation to the ADA November 28, 2012 Peggy Anderson State Coordinator, Business Relations Program, Alabama Department.

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Presentation on theme: "The Role of Vocational Rehabilitation in Relation to the ADA November 28, 2012 Peggy Anderson State Coordinator, Business Relations Program, Alabama Department."— Presentation transcript:

1 The Role of Vocational Rehabilitation in Relation to the ADA November 28, 2012 Peggy Anderson State Coordinator, Business Relations Program, Alabama Department of Rehabilitation Services Christy Dunaway Executive Director, LIFE of Mississippi Trish Farmer Program Manager of Employment Services, Tennessee Department of Human Services Jointly developed by the NET - Southeast, Southeast ADA Center and the Southeast TACE Region IV Hosted by the Burton Blatt Institute - Southeast, a partnership between the Southeast ADA Center, part of the ADA National Network, and the Southeast TACE Region IV

2 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 2 Americans with Disabilities Act and its amendments: What do we need to know? What’s the best approach in addressing compliance? Foundational Information

3 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 3 What kind of law is this? It’s important to know the difference between an affirmative action law and a law that only prevents discrimination ADA is a law that prevents discrimination It is NOT a law that requires affirmative action outreach like Section 503 of the Rehab Act which covers Federal contractors So what’s the difference? Affirmative action law has enforceable quotas Anti-discrimination laws simply mandate non- discriminatory practices

4 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 4 What about YOUR role? It is imperative that we, as rehabilitation professionals, are clear about what we should and should not do as advocates for persons with disabilities in light of ADA. We are not in the business of compliance We do not “turn in” those who appear not to be non- compliant We have no oversight for enforcement We should be knowledgeable of ADA (our businesses customers are and expect us to be) We should function as a resource link and educator on the law’s application We should teach our consumers their options if they suspect non-compliance

5 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 5 Who is covered? Who is protected? Who is required to comply? Americans With Disabilities Act (ADA)

6 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 6 Employers with 15 or more employees Employment agencies Labor organizations All aspects of employment, including  Application and interview  Essential job functions  Benefits and privileges of the job  Job sponsored recreational activities ADA Covers

7 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 7 Religious organizations American Native Indian organizations Private clubs ADA Does NOT Cover

8 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 8 Qualified Individuals with a Disability “Qualified” in this context means that the individual: 1.Meets the skill, experience, education and job- related requirements of the job. 2.Can perform the essential functions of the job with or without a reasonable accommodation. ADA Protects

9 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 9 Qualified Individuals with a Disability “Disability” in this context means that the individual: 1.Has a mental or physical impairment that substantially limits one or more major life activities. 2.Has a record of that type of impairment. 3.Is regarded as having a mental or physical impairment that is not minor and transitory. Note: If person fits only within last category, they are not eligible for reasonable accommodation. ADA Protects (Cont’)

10 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 10 These impairments almost always substantially limit a major life activity. Deafness Autism HIV Blindness Cancer Schizophrenia Intellectual Disability Cerebral Palsy Muscular Dystrophy Missing Limbs Diabetes Major Depressive Disorder Mobility (wheelchair) Epilepsy PTSD OCD MS EEOC Impairments

11 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 11 A “major life activity” can be identified as any of the following: Caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, sitting, reaching, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating, interacting and working. Major Life Activities

12 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 12 Major bodily functions include: Immune system, special sense organs and skin, normal cell growth, digestive, genitourinary, bowel, bladder, neurological, brain, respiratory, circulatory, cardiovascular, endocrine, hemic, lymphatic, musculoskeletal and reproductive functions, as well as individual organs within a body system. Major Bodily Functions

13 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 13 Disability Related Questions And Medical Examinations Disability related question: A question likely to elicit information about a disability. Medical Examination: A procedure or test seeking information about impairments or health. Does not include:  Test for current use of illegal drugs  Test for physical fitness or agility  Polygraph test

14 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 14 Before Job Offer Under provisions of the ADA, prior to any job offer, employers may NOT: 1.Ask Disability Related Questions during the interview process. 2.Require Pre-Employment Medical Examinations.

15 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 15 After Job Offer But Before Employment Begins Disability related inquiries/medical exams are O.K. if: 1.All employees entering job category are asked/examined. 2.Information obtained is treated confidentially and kept in separate secure files. Withdrawal of job offer due to disability is O.K. if: 1.No reasonable accommodation can be provided. 2.Rejection reason is job-related and necessary for business operation.

16 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 16 Voluntary medical exams as part of Employer’s Wellness programs are permitted. Other medical exams and disability related inquiries must be job-related and necessary for business operation. This standard is met when examination/inquiry is triggered by Employer’s reasonable belief that: 1.Employee’s ability to perform essential job functions are impaired by a medical condition. 2.Employee poses a direct threat to self or others due to their medical condition. After Employment Begins

17 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 17 Types Of Discrimination Prohibited By ADA Discrimination against a qualified individual with a disability on the basis of the disability in employment actions such as: Hiring Job Assignment Firing Benefits Leave Layoff Recruiting Promotions Application Training

18 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 18 Types Of Discrimination Prohibited By ADA (Cont’) Harassment due to disability. Retaliation for exercising rights under ADA. Discrimination due to the reasonable accommodation needed.

19 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 19 The Mandates Around Reasonable Accommodation What does ADA say about this? Ambiguity that comes with safety Emergency preparedness What is an Undue hardship?

20 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 20 Any change in the work environment or way things are done that enables a person with a disability to enjoy equal employment opportunity Must be provided to qualified individuals unless it poses an undue hardship. A Reasonable Accommodation is:

21 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 21 Modification to the job application process Modification to the work environment or the manner under which the position held is customarily performed Modification that enables an employee with a disability to enjoy equal benefits and privileges of employment Reasonable Accommodation Means:

22 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 22 The specific requirements of the job The particular needs of the employee or applicant The extent to which modifications or aids are available without causing undue hardship Reasonable Accommodations are Dependent on:

23 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 23 Flexible work schedules Providing qualified readers or interpreters Adjustment or modifications of examinations, training materials or policies Rearranging workspace to accommodate necessary equipment Reassignment to vacant positions Reasonable Accommodations can Include:

24 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 24 Review the particular job and determine its purpose and the essential functions Consult with the individual with a disability to determine his or her need for accommodation Identify potential accommodations in consultation with the individual Should alternatives be discovered in the accommodation process, consider the preference of the individual and select the method that best serves both the individual and the employer Determining Reasonable Accommodations

25 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 25 Reasonable Accommodations and Safety on the Job Issues of safety should be determined individually and not based on stereotypical ideas of what “might be dangerous” for an individual with a disability. Constructive dialogue between employer and employee will resolve most issues and concerns.

26 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 26 Emergency Preparedness First step is to identify and address the safety needs of ALL employees, including those with disabilities. Is there an emergency plan in place, including evacuation, for everyone? Many times all it takes is a plan in place. Practice the plan, to remind everyone. Sometimes an alteration to the work environment or a specialized piece of equipment may be needed. A discussion with local first responders can shed light on what may be the best plan. It will also make them aware of what to expect at that location in case of an emergency.

27 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 27 Undue Hardship The ADA was NOT intended put anyone out of business Rather to offer employers a valuable pool of employees. To determine if a business will experience an undue hardship in hiring an individual with a disability, an INDIVIDUALIZED ASSESSMENT is required. The needs of the employees should be considered, as well as the size of the business, overall financial resources, etc. Other resources should be considered, i.e., Vocational Rehabilitation or the individuals personal equipment, if the needed accommodations are too expensive for the employer to handle.

28 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 28 Examples of Accommodations that are NOT REASONABLE (undue Hardship) Placing an applicant with a disability in a job for which he/she did not specifically apply Placing an individual with a disability into a job if doing so would create a direct threat to the health or safety of the individual or others Maintaining the salary of an employee reassigned from a higher-paying job to a lower-paying job, if the employer does not do so for other employees

29 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 29 Eliminating essential functions of the job Lowering production standards Providing personal use items (e.g. prosthetic limb, eyeglasses, hearing aids, wheelchair, hot pot or refrigerator) Creating a job Promoting an employee Bumping another employee from his/her job Accommodation that are NOT REASONABLE

30 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 30 Disclosure & Discussion of Disability An appropriate way to address disability & employment An effective way to disclose disability in job seeking activities Implications tied to the ADA

31 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 31 Disclosure of Disability (in consideration of ADA guidelines) If you are referring…..need permission from candidate Disclose only what is needed to reflect:  Qualified or able to perform essential functions of the job according to standards  Accommodation needs & justification for those needs  Safety in the workplace Employer must keep disability information confidential and disclose only to those who must know.

32 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 32 Disclosure of Disability Suggestions for deciding whether or not to disclose disability-specific information Effective techniques in disclosure for rehabilitation professionals to consider when representing individuals with disabilities to potential employers Critical to help consumers understand options and choose wisely

33 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 33 ADRS Proprietary Material When might it be appropriate to disclose or discuss disability? 1. If the disability is visible or perceived by the employer, or 2. If the disability limits the individual in performance of job tasks or compliance with employer policies, or 3. If the disability appears to limit the individual in performance of job tasks or compliance with employer policies.

34 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 34 ADRS Proprietary Material When is it not necessary to disclose disability? 1.If the disability is NOT visible 2.If the disability does not limit the individual in performance of essential job tasks or compliance with company policies 3.If accommodations are not necessary for performance of job tasks, meeting standards or having access to company benefits 4.If there are no safety risks

35 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 35 ADRS Proprietary Material DISCUSSING DISABILITY: Practical Tips or Techniques 1.Discuss Simply (No Labels) 2.Ask what’s know 3.Clarify Misconceptions 4.Give brief, general facts first 5.Then give specifics facts about the person 6.Highlight abilities This really needs to be role played after a demo

36 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 36 ADRS Proprietary Material Another way to look at this… Disability factors to consider before an interview:  How will the disability affect the person’s ability to do the job?  Will the individual need any accommodations in the application or interviewing process?  Will there be a need to review any job modifications or accommodations? If the answer is yes to any of these, it will be necessary to disclose disability related factors. If possible, have the individual bring up the disability and help the employer see how the job will be done

37 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 37 ADRS Proprietary Material After disclosure……. Always follow-up. Find out how the participant came across Find out if the employer has any concerns about the impact of disability Deal directly with any misperceptions or concerns….and there are some very effective ways to do this.

38 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 38 ADRS Proprietary Material How to deal with misperceptions about a disability that has been disclosed: Listen fully to the concern Qualify the concern Acknowledge the concern Convert the concern to a question Give specific facts about the disability Make your “point” Check to see if the employer understands and agrees (Requires role-play)

39 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 39 ADRS Proprietary Material Tips on preparing your consumer for disclosure: Evaluate how the individual comes across when discussing disability Determine his/her knowledge about unique needs related to disability How does the individual treat concerns or beliefs about disability? Use existing resources to help consumer become more knowledgeable about his/her disability and accommodations Use JAN website for info to share w/ consumer

40 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 40 ADRS Proprietary Material Suggestions to apply what you’ve learned: Select a disability for individuals that you work with routinely Find a partner aware of these best practices Role play the disclosure techniques for a consumer with that disability as previously described Once completed, reverse roles Ask for feedback

41 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 41 The Americans with Disabilities Act of 1990 (ADA) as Amended by ADA Amendment Act of 2008 (ADAAA) - Wrap up Other titles and who enforces them The reason we bring these up is because… List of resources/effective web links

42 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 42 Title 1 - Employment Enforced by U.S. Equal Employment Opportunity Commission (EEOC). Field offices located in 50 cities. For appropriate EEOC field office, contact: (800) 669-4000 (voice) (800) 669-6820 (TTY) www.eeoc.gov

43 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 43 Title II – State and Local Government Services Program and Service Areas, Public Education, Employment, Recreation, Transportation, Health Care, Social Services, Courts, Voting and Town Meetings. Effective communication is required Enforced by U.S. Department of Justice, Washington, D.C. (800) 514-0301 (Voice) (800) 514-0383 (TTY) www.ada.gov Additional enforcement through private lawsuits in Federal Court

44 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 44 Requirement: Access to city buses and public rail transit (e.g. subways, commute rails, Amtrak) Effective communication is required Enforced by U.S. Department of Transportation Washington, DC (888) 446-4511 (voice/relay) www.fta.dot/ada Title II - Public Transportation

45 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 45 Requirement: Prohibits exclusion, segregation and unequal treatment. Effective communication. “Readily Achievable Barrier Removal” defined as easy and cheap. Title III - Public Accommodations

46 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 46 Most private businesses and nonprofit service providers. Privately operated entities offering courses and examinations. Privately operated transportation. Commercial facilities. Title III - Public Accommodations (part 2)

47 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 47 Private entities that own, lease, lease to or operate facilities such as restaurants, retail stores, hotels, movie theaters, private schools, convention centers, doctors’ offices, homeless shelters, transportation depots, zoos, day care centers, funeral homes, recreational facilities including sports stadiums and fitness clubs. Title III - Public Accommodations (part 3)

48 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 48 Transportation services provided by private entities. Enforced by: U.S. Department of Justice Washington, DC (800) 514-0301 (voice) (800)514-0383 (TTY) www.ada.gov www.ada.gov Title III - Public Accommodations (part 4)

49 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 49 Additional enforcement through private lawsuits in Federal court. Allows IRS tax credits or deductions for providing access. Title III - Public Accommodations (part 5)

50 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 50 Requirement: Telephone and television services should be accessible for persons with sensory and speech disabilities. Federally funded public service announcements must be closed captioned. Enforced by: Federal Communications Commission, Washington, DC (888) 225-5322 (voice) (888) 835-5322(TTY) www.fcc.gov/cgb/dro www.fcc.gov/cgb/dro Title IV - Telecommunications

51 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 51 Title V - Miscellaneous Provisions Extends coverage to Congress and Legislative agencies. Protection from retaliation and harassment for seeking your rights and assisting others in seeking their rights. Provides that any law providing greater protection for people with disabilities takes precedence

52 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 52 Southeast ADA Center www.adasoutheast.org (800) 949-4232 U.S. Department of Justice Washington, D.C. (800) 514-0301 (Voice) (800) 514-0383 (TTY) www.ada.gov Job Accommodation Network (JAN) www.jan.wvu.edu (800) 526-7234 (Voice) (800) 781-9403 (TTY) Additional Resources

53 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 53 * Open Discussion & Questions

54 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 54 THANK YOU!

55 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 55 Contact Information Peggy Anderson State Coordinator, Business Relations Program, Alabama Department of Rehabilitation Services email: Peggy.Anderson@rehab.alabama.gov Christy Dunaway Executive Director, LIFE of Mississippi 800-748-9398 email: lifeofms@aol.com or Christine Woodell – cwoodell5@aol.comlifeofms@aol.comcwoodell5@aol.com Trish Farmer Program Manager of Employment Services, Tennessee Department of Human Services email: trish.farmer@tn.gov

56 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 56 Education Credits CRCC Credit - (1.0) Approved by Commission on Rehabilitation Counselor Certification (CRCC) By December 8, 2012, participants must score 80% or better on a online Post Test and submit an online CRCC Request Form via the MyTACE Portal. My TACE Portal: TACEsoutheast.org/myportal

57 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 57 The Webinar is hosted by the Burton Blatt Institute (BBI) - Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV.Burton Blatt Institute (BBI)Southeast ADA CenterSoutheast TACE Region IV Phone: Southeast ADA (404) 541-9001 [voice/tty] Southeast TACE (866) 518-7750 [voice/tty] Email: ADAsoutheast@law.syr.edu tacesoutheast@law.syr.edu Web: TACEsoutheast.org ADAsoutheast.org Office Hours: Monday - Friday, 9:00 a.m. to 5:00 p.m. [Eastern Time] Questions or Help Contact Us:

58 Hosted by: Burton Blatt Institute – Southeast, a partnership between the Southeast ADA Center and Southeast TACE Region IV. Funded by NIDRR Grant # H133A110021 & # H264A080021. © 2012 58 Disclaimer The information, materials, and/or technical assistance are intended solely as informal guidance, and are neither a determination of your legal rights or responsibilities under the Act, nor binding on any agency with enforcement responsibility under the ADA. The Burton Blatt Institute (BBI) at Syracuse University does not warrant the accuracy of any information contained herein. Any links to non-BBI information are provided as a courtesy. They are not intended to nor do they constitute an endorsement by the BBI of the linked materials.


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