Reasonable Accommodation By Mayda LaRosse Human Factors Consultant Job Accommodation Network May 8, 2003 Job Corps National Health and Wellness Conference Phoenix, Arizona

2   Prompt   Courteous   Professional   Confidential Contact us today! ADA-WORK All lines Voice/TTY a service of the Office of Disability Employment Policy of the U.S. Department of Labor

3 Reasonable Accommodation in Job Corps   PRH Change Notice (January 2001) requires admissions counselors (ACs) to collect information relating to an applicant’s reasonable accommodation needs   Program Instruction (January 2001) requires all centers and admissions contractors to develop policies and procedures to ensure that applicants and students are provided reasonable accommodation

4 Job Corps Disability Data June-December 2002   5,019 students with disabilities enrolled during this period (16% of total enrollees) 1,444 Mental Health 355 Drug/Alcohol 1,299 Cognitive 336 Sensory 978 Medical 127 Physical 480 Multiple   3,650 students requested accommodation (73% of students with disabilities)

5 Job Corps Disability Data June-December 2002 Types of Accommodations Provided Most Frequently   Psychotropic/psychiatric medications   Chronic illness treatment/management   Academic   Mental health counseling/treatment   Testing

6 How Can JAN Help You Help Your Students?   JAN consultants can provide information on: – –Accommodations for individual students in the classroom and on the job – –Products and vendors – –The Americans with Disabilities Act, Rehabilitation Act, and Social Security regulations – –Other resources that you might find helpful Job Corps + JAN Employment

7 With the Help of JAN You will be better able to serve your students by being prepared to determine if:   Suggested accommodations are reasonable   A direct threat issue exists   An accommodation would cause undue hardship   A student or applicant is qualified for the program   There are other programs that might assist the student

8 JAN cannot   Diagnose a disability   Determine if an applicant is appropriate for Job Corps   Determine if an accommodation request is reasonable   Review student records

9 Before Calling JAN   Know the applicant's limitations and abilities   Know the requirements of the program(s)   Know educational and psychological evaluation information, including the IEP (if applicable)   Know other vocational programs that are available for the applicant if the one he/she is interested in does not work   Read all available information on the student/applicant

10 Caller Receptionist Consultant Research Relay Information What Happens When You Call JAN? Meeting

11 Explore JAN’s Searchable Online Accommodation Resource (SOAR) Select the impairment Select the functional limitation Select the job function Explore potential accommodation solutions Contact vendors

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18 Accommodation Examples and Case Studies

19 Accommodation Example   A center has a student with learning disabilities in the GED program. This student has dysgraphia and his handwriting is illegible. This student has to write paragraphs and essays for classwork.   What classroom accommodations might help him?

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21 Accommodation Example   A center has a student with learning disabilities in the GED program. This student has dyslexia, and reads on a 4th grade level. He has difficulty reading the textbook, tests, worksheets, and other print material.   What classroom accommodations might help him?

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23 Accommodation Example   A center has a student with learning disabilities in the building maintenance program. He forgets to submit his project summaries on time.   What classroom accommodations might help him?

24 “talking” watch “To Do” List write outline meet lab partner print out graphs Verbal Prompts Electronic Organizers Calendars

25 Case Study   A center has an applicant who has schizophrenia and is a recovering drug addict. He has applied to the business/computer training program.

26 Accommodations Provided   The applicant’s medical records (current) did not indicate any behavior problems, no difficulty concentrating, no problem staying motivated and no cognitive deficits.   The center director’s disability designee (CDD) contacted the applicant and arranged a interdisciplinary team (IDT) meeting. After talking with the IDT, the applicant did not think he would need any accommodations at this time.

27 Case Study  A center has an 18 year-old applicant with spina bifida –High school graduate –Cranial shunt –Bladder and bowel care needs –Wheelchair user –Wants to be a residential student –Wants computer repair training

28 Accommodations Provided   Redid shower – –Wheelchair accessibility – –Hand rails – –Shower chair   Provided microwave for catheter sterilization   Made sure vocational training work area was accessible   Provided dormitory room on first floor   Safety officer made sure all areas accessible   Buddy assigned for fire drills/emergencies

29 Case Study   22 year-old with cerebral palsy and learning disabilities – – High school graduate, cannot read or write – –Walks with a limp, has leg weakness with unsteady gait – –Carpentry

30 Accommodations Provided   Had IDT meeting, had vocational hands on assessment in carpentry, JAN was contacted and the following was provided – –Reading pen – –Talking tape measure – –Safety ladder – –Extra time (10 minutes) to get to and from vocation – –Adjustment to TAR to exclude ladder work above 6 feet and no scaffolding – –Bottom bed and first floor in dorm

31 Questions? Job Accommodation Network a service of the Office of Disability Employment Policy of the U.S. Department of Labor ADA-WORK