1. Reasonable Accommodation Kendra Duckworth, M.S. Psychiatric/Cognitive Team Lead Consultant Eddie Whidden, M.A. Motor Team Senior Consultant A service of the U.S. Department of Labor’s Office of Disability Employment Policy Job Accommodation Network

2. Reasonable Accommodation  Established for 25 Years  Funded by the Office of Disability Employment Policy  Based in Morgantown, WV  Serve a national audience  Provide electronic and telephone consultation, expert training, and comprehensive accommodation and compliance information JAN Overview

3. Reasonable Accommodation  Employers  Individuals and personal representatives (lawyers, friends, family members)  Rehabilitation and medical professionals  Those seeking self-employment  Others JAN Overview

4. Reasonable Accommodation JAN Overview Motor/Mobility Cognitive/Psychiatric Sensory Self-employment

5. Reasonable Accommodation  Accommodation and ADA Information  Technical Assistance Documents  Process and Guidance  Benefit/Cost Research  Policy Development JAN Overview: Start with JAN

6. Workplace Accommodations Low Cost, High Impact: New Research Findings Address the Costs and Benefits of Job Accommodations for People with Disabilities Benefits

7. Essential Findings Are accommodations costly?  Almost half (46%) were made at no cost.  Of the 45% who experienced a one-time cost to make an accommodation, the typical cost of accommodating an employee was $500.

8. Essential Findings Are accommodations effective?  Employers were asked to rank the effectiveness of the accommodation on a scale of 1 to 5, with 5 being extremely effective.  Of those responding, 75% reported the accommodations were either very effective or extremely effective.

9. Essential Findings Employers experience both direct and indirect benefits by making accommodations. Direct Benefits:  10% promoted an employee,  18% hired a qualified person, and  86% retained a valued employee.

10. Direct Benefits after Accommodation Retained a valued employee86% Increased the employee’s productivity71% Eliminated costs of training a new employee56% Increased the employee’s attendance49% Increased diversity of the company42% Saved workers’ compensation/other insurance costs39% Hired a qualified person with a disability18% Promoted an employee10%

11. Indirect Benefits after Accommodation Improved interactions with co-workers67% Increased overall company morale58% Increased overall company productivity56% Improved interactions with customers43% Increased workplace safety41% Increased overall company attendance34% Increased profitability32% Increased customer base16%

12. Accommodation Process

13. Questions to Consider  Does your organization have written accommodation policies?  Does you organization have a formal yet flexible accommodation process?  Does your organization provide training to supervisors?

14. 4. Implement Accommodation Accommodation Process 2. Explore Accommodation Ideas 5. Monitor Accommodation 1. Define the Situation 3. Choose Accommodation

15. Accommodation Process 1.Define the Situation  What are the person’s limitations?  What is the person’s job?  What is the person having difficulty doing?  Is this an accommodation request?  Can I get medical information?  Is the condition progressive?

16. Printing Operator: Depression A printing operator loses his concentration during big jobs and has trouble remembering processes. How do we define the situation?

17. Solutions  Laminate a copy of daily job tasks  Use an erasable marker to mark off completed items  Use a watch with an alarm set for every hour as a reminder to check on other job responsibilities

18. Accommodation Process 2. Explore Accommodation Ideas  Does the workplace need modified?  Does the job need modified?  Does a policy need modified?  Does a piece of equipment need modified or purchased?  Does a service need purchased?  Is reassignment appropriate?

19. Office Worker: Veteran with PTSD An office worker was easily startled when approached unsuspectingly. How do we explore accommodation ideas?

20. Solutions Monitor Mirror Cube-a-Door

21. Accommodation Process 3. Choose Accommodations  What is the employee’s preference?  What is reasonable for the business?  Does the accommodation meet the person’s limitations?  Is the accommodation an undue hardship or direct threat?

22. Computer Programmer: Cervical Injury A computer programmer had difficulty sitting for long periods. How do we choose accommodations?

23. Solutions Ergonomic ChairSupine Workstation

24. Accommodation Process 4. Implement the Accommodation  What is the installation process?  Is training necessary?  Does the accommodation work?  Has the accommodation been communicated to essential personnel?

25. Teacher: Multiple Sclerosis A high school teacher with MS had difficulty working with his supervisor after disclosing he had limitations in working overtime.

26. Solutions  Determine a monthly schedule (with weekly updates) indicating potential overtime needs  Allow telephone calls during work hours to doctors and others for needed support  Allow the presence of a support animal  Allow the employee to take breaks as needed

27. Accommodation Process 5. Monitor the Accommodation  Who will be responsible for monitoring effectiveness?  Is there maintenance?  Are updates necessary?  How does the employee communicate changes to the accommodation?  Have the employee’s limitations changed?

28. Project Officer: Dyslexia A project officer with a learning disability had difficulty reading and spelling technical words.

29. Solutions Screen Reading Software Reading Pen

30. Situations & Solutions

31. Personal Trainer: Migraines A personal trainer became sensitive to fluorescent light and began having migraine headaches. Her workout areas included aerobic classrooms with plate-glass windows and equipment rooms with no windows. What are potential accommodations?

32. Solutions  Equipment room lighting was replaced with full spectrum lighting  Windows were tinted to reflect the outside light

33. Journalist : CTS A journalist with carpal tunnel syndrome has difficulty performing office tasks due to limitations in repetitive motion. What are potential accommodations?

34. Solutions Forearm Supports Articulating Keyboard Tray

35. Solutions Onscreen Keyboard NoHands Mouse

36. Solutions Writing Aids Speech Recognition with Stenoscribe

37. Solutions  Access to exercise software  Frequent breaks  Rotate job tasks  Train on posture and ergonomics

38. Data Entry Clerk: Sleep Apnea A data entry clerk is falling asleep at work due to sleep apnea. What are potential accommodations?

39. Solutions  Employer purchased an over-the- ear alarm to alert employee when she fell asleep at her desk  Employee relocated her office to be near co-workers and activities

40. Questions & Answers

41. Including Accommodation Strategies  Retain a valued employee  Hire a qualified person  Promote an employee

42. Resources  Individual with the disability  Disability specific organizations  Local disability groups  Departments of rehabilitation  Vendors of assistive technology  State technical assistance projects  Disability and Business Technical Assistance Centers  JAN

43. Contact JAN (800) 526-7234 (V) (877) 781-9403 (TTY) http://www.jan.wvu.edu jan@jan.wvu.edu Please call, e-mail, or visit us on the Web! Reasonable Accommodation

44. Questions

45. Reasonable Accommodation Thanks for attending. JAN improves the workplace one successful accommodation at a time. JAN improves the workplace one successful accommodation at a time.