2. 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 or WWW.COMMUNITYINCLUSION.ORG or WWW.ONESTOPS.INFO

3. 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 or WWW.COMMUNITYINCLUSION.ORG or WWW.ONESTOPS.INFO

4. 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.

5. What Does Reasonable Mean? Reasonable in the eyes of the employer Doesn’t impose an undue hardship on the business

6. PEOPLE WITH DISABILITIES Facts & 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

7. Accommodations: Variety High Tech

8. 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

9. ACCOMMODATIONS- CHICAGO STUDY Employer Reported Accommodations (Healthcare and Hospitality) Employees with Disabilities Employees without Disabilities Total Physical Alterations505 Adaptive Equipment/AT303 Modifications to Job Duties202 Changes to Work Schedule202 Job Reassignment101 Personal Assistant101 Sign Language Interpreter101 Other101 TOTAL160

10. Employer Reported Cost of Accommodations (Healthcare and Hospitality) Number Average Cost Range of Cost Physical Alterations3$52$13 - $129 Adaptive Equipment/AT3$1,512 $1,037 - $2,000 Changes to Work Schedule1$0 Personal Assistant1$0 Other1$0 TOTAL9$313$13 - $2,000 ACCOMMODATIONS- CHICAGO STUDY

11. Employee Reported Accommodations (Retail) Employees with disabilities Employees without disabilities Total Changes to Work Schedule213051 Adaptive Equipment/AT224 Modifications to Job Duties404 Materials in Alternate Format112 Physical Alterations101 Job Reassignment101 Other101 TOTAL313364 ACCOMMODATIONS- CHICAGO STUDY

12. 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

13. REQUESTING REASONABLE ACCOMMODATIONS INDIVIDUAL’S RESPONSIBILITY TO INFORM -- BUT NO “MAGIC WORDS” EMPLOYER ONLY REQUIRED TO REASONABLY ACCOM NEEDS THEY ARE AWARE OF

14. 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 ?

15. 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?

16. 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

17. 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

18. 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

19. 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)

20. n n NOT EXPECT JOB CREATION n NOT EXPECT ESSENTIAL FUNCTIONS ELIMINATED n SUGGEST REASONABLE ACCOMMODATIONS, BUT NOT EXPECT EXACT YES n !!! n NEGOTIATE !!! (WALRAVEN) (WALRAVEN) EMPLOYEES SEEKING ACCOMMODATIONS SHOULD:

21. 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

22. 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

23. ACCOMMODATION STRATEGIES MANAGEMENT MENTORING PEER/ NATURAL SUPPORT GOALS/ MILESTONES FREQUENT REVIEWS REGULAR CHECK - INS EMPLOYEE ENCOURAGED TO STATE NEEDS

24. ACCOMMODATION STRATEGIES SCHEDULE TIME MANAGEMENT FLEX - TIME FLEXIBLE SCHEDULE FREQUENT/ FLEXIBLE BREAKS LONG LUNCH (for appts) PAID/ UNPAID LEAVE

25. 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

26. 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.