Job Accommodation Network (JAN)

JAN is a free consulting service designed to increase the employability of people with disabilities by: (1) providing individualized worksite accommodations solutions; (2) providing technical assistance regarding the ADA and other disability related legislation; and (3) educating callers about self-employment options.

The Job Accommodation Network is a service provided by the U.S. Department of Labor's Office of Disability Employment Policy (ODEP). JAN is one of several ODEP projects. JAN's mission is to facilitate the employment and retention of workers with disabilities by providing employers, employment providers, people with disabilities, their family members and other interested parties with information on job accommodations, entrepreneurship, and related subjects. JAN's efforts are in support of the employment, including self-employment and small business ownership, of people with disabilities. JAN represents the most comprehensive resource for job accommodations available. JAN's work has greatly enhanced the job opportunities of people with disabilities by providing information on job accommodations since 1983. In 1991 JAN expanded to provide information on the Americans with Disabilities Act. JAN consultants have obtained at least one Master's degree in their specialized fields, ranging from rehabilitation counseling to education and engineering. The development of the JAN system has been achieved through the collaborative efforts of the U.S. DOL Office of Disability Employment Policy, the International Center for Disability Information at West Virginia University, and private industry throughout North America.

>> Learn more about the JAN staff.

JAN's work helps:

Employers

Hire, retain, and promote qualified employees with disabilities;

Provide information on accommodation options and practical solutions;

Become educated about their responsibilities under the Americans with Disabilities Act and Rehabilitation Act;

Reduce workers' compensation and other insurance costs; and

Address issues pertaining to accessibility.

People with Disabilities

Become educated about their rights under the Americans with Disabilities Act and the Rehabilitation Act;

Acquire accommodation options; and

Learn about other government and placement agencies.

Rehabilitation Professionals

Facilitate placement of clients through accommodation assistance;

Brainstorm accommodation options; and

Find local resources for workplace assessment and discover resources for device fabrication and modification.

People Affected by Disability

Discover local, regional, and national organizations, resources, and support groups; and

Obtain helpful accommodation and legislative information.

You can contact JAN and request consultation or information services by using the following methods. JAN's office hours are 9 am to 6 pm Eastern, Monday through Friday. Please see below for tips on what information JAN needs to help you in a timely manner.

By Telephone

> (800)526-7234 (V) in the United States

> (800)ADA-WORK [(800)232-9675] (V) in the United States

> (877)781-9403 (TTY) in the United States

> (304)293-7186 (V) locally and outside the United States

By E-Mail

> JAN on Demand for JAN questions that are related to accommodation, ADA, and workplace issues.

> Training Request Tool for training requests.

> subscribe@jan.wvu.edu for JAN updates and newsletters.

> training@jan.wvu.edu for Webcast inquiries.

> webmaster@jan.wvu.edu for Web comments and link requests.

> jan@jan.wvu.edu for all other requests.

By Social Networks

> Have you had success using the Job Accommodation Network? Do you want to share this important resource with others? JAN’s new five minute, fully accessible YouTube video provides colleagues, friends, and other the opportunity to “Step inside the JAN office, meet staff, and learn more about job accommodations.” Visit the entire JAN YouTube Channel.

> Blog: Post to JAN's Blog and enjoy a community space to discuss employer success, JAN experiences, and current legislative and accommodation issues surrounding the employment of people with disabilities. Start blogging!

> Facebook: Visit JAN's Facebook.

> Twitter: Catch up on JAN's tweets with JAN's Twitter page.

> GovLoop: Connect with over 11,500 Federal, state, local, academics, and good contractors via the premier social network for Government 2.0, including JAN.

> Join one of JAN's other Social Networks.

By Postal Mail

Job Accommodation Network

PO Box 6080

Morgantown, WV 26506-6080

By FAX

> 304-293-5407

TIPS FOR YOUR CONTACT:

For employers or rehabilitation professionals:

1) What is the disability or limitation involved?

2) Do you want to know your responsibilities under the ADA?

3) Does your question pertain to accessibility issues or accommodation ideas?

For individuals or their advocates:

1) What is your disability or limitation?

2) Are you currently employed or seeking information about employment or self-employment?

3) Do you feel that you are being discriminated against because of your disability?

4) Do you want to know your rights under the ADA and how to file a complaint?

Your questions are routed to one of JAN's professional consultants experienced in the field of rehabilitation.

After working hours, calls are received by an answering machine and will be responded to by the next business day. If you are accessing JAN services after regular business hours, please leave your name, the purpose of your call, and an e-mail address or phone number (including area code).

Workforce Recruitment Program- WRP

The Workforce Recruitment Program for College Students with Disabilities (WRP) is a recruitment and referral program that connects federal sector employers nationwide with highly motivated postsecondary students and recent graduates with disabilities who are eager to prove their abilities in the workplace through summer or permanent jobs. Co-sponsored by the Department of Labor (ODEP) and the Department of Defense with the participation of about 20 other federal agencies, the WRP has provided employment opportunities for over 5,000 students since 1995.

In 2009, 75 recruiters from 17 federal agencies visited about 250 college campuses nationwide, resulting in a database containing application information on nearly 2000 students with disabilities. The students represent all majors, and range from college freshmen to graduate students and law students. Over 450 students were reported as being hired, the majority in summer jobs, in 20 different agencies.

Employers

Employers in the federal government can request a password to gain access to the WRP database.

Schools

The WRP is run on an annual basis and requires student applicants to have an interview with one of our recruiters during an on-campus recruitment visit. The interviews take place during January and February of each year. To be eligible for the WRP, students must be current, full-time undergraduate or graduate students with a disability, or have graduated within one year of the release of the database each March. For the 2010 WRP, a student who graduated the Spring semester of 2009 or later would still be eligible. Students must also be US citizens.

Schools that would like to participate in the WRP must be accredited by one of the accrediting agencies recognized by the US Department of Education, and must provide a one-day schedule of at least eight eligible students for our recruiter to interview. We do not work directly with individual students, but rather work through points of contact at the schools. If your school is interested in participating in the WRP please send an email with your contact information to the WRP Coordinator at wrp@dol.gov. Information is sent out each year in August to register for our recruitment schedule for the following January and February.

Students

To be eligible for the WRP, students must be current, full-time undergraduate or graduate students with a disability, or have graduated within one year of the release of the database each March. For the 2010 WRP, a student who graduated the Spring semester of 2009 or later would still be eligible. Students must also be U.S. citizens. If you are an eligible student, share this information with your school's disability services or career services coordinator, and ask him or her to contact the WRP Coordinator at wrp@dol.gov. Please understand that we work directly with college coordinators, and cannot respond to inquiries from individual students.

Resources

Please click here to view available resources regarding employment of people with disabilities. Check back on a regular basis for additional links and resources.

Leadership for the Employment of Americans with Disabilities (LEAD) Resources from the Equal Employment Opportunity Commission: http://archive.eeoc.gov/initiatives/lead/resources.html

Department of Labor's Office of Disability Employment Policy (ODEP): http://www.dol.gov/odep/

Disability.gov website: http://www.disability.gov/

AMERICAN INDIANS WITH DISABILITIES PUBLIC AWARENESS CAMPAIGN NEW PODCAST SHOW

AMERICAN INDIANS WITH DISABILITIES PUBLIC AWARENESS CAMPAIGN

NEW PODCAST SHOW

from the DISABILITY LAW LOWDOWN

January 13, 2010 – The Disability Law Lowdown podcast just posted a podcast called American Indians with Disabilities Public Awareness Campaign --a technology adoption model for individuals with disabilities from minority populations, with our guest, Andy Winnegar. This podcast features a discussion of assistive technology awareness and outreach “best practice” utilizing Andy Winnegar’s work with Everett Rogers and his diffusion model. Although his model is well documented, the application for people with disabilities, including those from minority populations, has not been.

Mr. Winnegar has been Deputy Director for Program Development and Support, New Mexico Division of Vocational Rehabilitation since 1991. He is the Director of the New Mexico Technology Assistance Program. He has authored successful federal proposals including working directly with Dr. Everett Rogers (Diffusion of Innovations Model) on the American Indian Public Awareness Campaign on Assistive Technology. Andy was co-principal investigator for the Consumer Funded Technology Transfer Network that developed interactions between consumers and NIDRR funded rehabilitation engineer centers, fifty state assistive technology programs and seven hundred federal laboratories. This project was acknowledged as a best practice by the National Center for Dissemination and Disability Research and also received the non-government recognition award from the Federal Laboratory Consortium for Technology Transfer.

The Disability Law Lowdown podcast is available at www.DisabilityLawLowdown.com, as well as on iTunes. People can listen to the podcast directing from a computer or can download it to an MP3 player, like an iPod.

The Disability Law Lowdown provides the latest information about disability rights and obligations under the Americans with Disabilities Act, and other disability-related topics. Subscription is free.

The Disability Law Lowdown is provided by the National network of ten ADA Centers across the country, offering technical assistance and training in the Americans with Disabilities Act and other disability-related laws. The Disability Law Lowdown is available in English, Spanish, and American Sign Language.

To subscribe or find out more, visit www.DisabilityLawLowdown.com.

Randy Snow, 1959-2009

I had the pleasure of meeting Randy Snow many years ago in Texas. He is from a small town just a few miles down the road from Wills Point, TX, where my family is from.

Randy is a genuine, nice but very driven man. He never let anything stand in his way. I'm happy that I was fortunate to have been an acquaintance of his.

Randy Snow, 1959-2009

The wheelchair sports community lost one of its icons Nov. 19 when Randy Snow — wheelchair tennis pioneer, four-time Paralympics competitor and the first wheelchair athlete inducted into the U.S. Olympic Hall of Fame — died unexpectedly at age 50.

"According to the Dallas Morning News, Snow died of an apparent heart attack in his hotel room in El Salvador, where he had been teaching wheelchair tennis.

Born in Terrell, Texas, Snow was a state-ranked tennis player as a teenager before sustaining a spinal cord injury in 1975. A few years later, while a student at the University of Texas at Austin, he formed a wheelchair basketball team and also began racing. In the 1984 Olympics in Los Angeles, Snow competed in a 1,500-meter wheelchair race as an exhibition event, winning a silver medal and receiving a standing ovation — the first Paralympic event to receive wide public exposure.

He won two gold medals in tennis at the 1992 Paralympics in Barcelona, and was a member of the U.S. wheelchair basketball team that won the bronze medal at the 1996 Atlanta Games. To date, he is the only athlete to have won medals in three different sports.

Remarking on his death, those who knew him praised him as a trailblazer in wheelchair sports, a worthy opponent and a loyal friend.

“When I first got injured 25 years ago, I met Randy six months later — we were friends from the get-go,” says fellow wheelchair tennis player Rick Cooper. “He was very outgoing, very friendly, very talented — he was such a gifted athlete.

When I saw the level of tennis that Randy played, I wanted to get to that level. He never let disability hold him back. And he made anybody and everybody that he met feel important.”

Click here for the full story.

Thank you Randy for living your life fully and sharing your talent with the world.

Sharon

Uniformed Services Employment and Reemployment Rights Act

Visit Veterans Employment Information for guidelines and current information on the Uniformed Services Employment and Reemployment Rights Act (USERRA) Training.

The site provides the basic information to be used by Federal executive branch agencies in conducting training required by the Veterans Benefits Improvement Act of 2008, Public Law 110-389, regarding USERRA and Federal employment.

Who Is Entitled To Veterans’ Preference In Employment?

Five-point preference is given to those honorably separated veterans (this means an honorable or general discharge) who served on active duty (not active duty for training) in the Armed Forces:

during any war (this means a war declared by Congress, the last of which was World War II);
during the period April 28, 1952, through July 1, 1955;
for more than 180 consecutive days, any part of which occurred after January 31, 1955, and before October 15, 1976;
during the Gulf War period beginning August 2, 1990, and ending January 2, 1992; or
for more than 180 consecutive days, any part of which occurred during the period beginning September 11, 2001, and ending on the date prescribed by Presidential proclamation or by law as the last day of Operation Iraqi Freedom; or
in a campaign or expedition for which a campaign medal has been authorized, such as El Salvador, Lebanon, Granada, Panama, Southwest Asia, Somalia, and Haiti.
Medal holders and Gulf War veterans who originally enlisted after September 7, 1980, or entered on active duty on or after October 14, 1982, without having previously completed 24 months of continuous active duty, must have served continuously for 24 months or the full period called or ordered to active duty.

Effective on October 1, 1980, military retirees at or above the rank of major or equivalent, are not entitled to preference unless they qualify as disabled veterans.

Ten-point preference is given to:

those honorably separated veterans who 1) qualify as disabled veterans because they have served on active duty in the Armed Forces (including training service in the Reserves or National Guard) at any time and have a present service-connected disability or are receiving compensation, disability retirement benefits, or pension from the military or the Department of Veterans Affairs; or 2) are Purple Heart recipients;
the spouse of a veteran unable to work because of a service-connected disability;
the unmarried widow of certain deceased veterans; and
the mother of a veteran who died in service or who is permanently and totally disabled.
When applying for Federal jobs, eligible veterans should claim preference on their application or resume. Applicants claiming 10-point preference must complete form SF-15, Application for 10-Point Veteran Preference. Veterans who are still in the service may be granted 5 points tentative preference on the basis of information contained in their applications, but they must produce a DD Form 214 prior to appointment to document entitlement to preference.

Note: Reservists who are retired from the Reserves but are not receiving retired pay are not considered "retired military" for purposes of veterans' preference.

The Department of Labor's Office of the Assistant Secretary for Policy and Veterans Employment and Training Service developed an "expert system" to help veterans receive the preferences to which they are entitled. Two versions of this system are currently available, both of which help the veterans determine the type of preference to which they are entitled, the benefits associated with the preference and the steps necessary to file a complaint due to the failure of a Federal Agency to provide those benefits. To find out whether you qualify for veterans’ preference, visit America's Job Bank, operated by the Department of Labor (DOL).

The worldwide web site at www.usajobs.gov provides access to the Federal Jobs Data Base; full text job announcements; answers to frequently asked Federal employment questions via delivery of Employment Info Line fact sheets; and access to electronic and hard copy application forms.

USAJOBS By Phone:
This automated phone system provides 24 hour a day, 7 day a week information about current employment opportunities (nationwide and worldwide), including special programs for veterans, as well as salary and benefits information, and application request services. Call the system...

FROM ANYWHERE IN THE NATION OR THE WORLD: 1-703-724-1850
NATIONWIDE TDD SERVICE: 1-978-461-8404
Other:
Visit Your Local State Employment Service Office. There you will find information on current Federal job opportunity listings. The list may be on a printed report, on microfiche, or on computer. The method varies from State to State.
State of Idaho Department of Labor website.

USAJOBS
Government Jobs
Private Sector Jobs

Britain’s Missing Top Model

I enjoy watching the cable television channel BBC America and have seen the commercials advertising a show called "Britain's Missing Top Model" but had never taken the time to watch it until last night. I have to admit, I thought the show was pretty good.

The BBC America website describes the show as:
"Eight beautiful disabled models, seven tough assignments, and one incredible prize; is the modeling world ready for them? Eight young women compete to break down barriers and overcome prejudices in the exclusive modeling industry. One will win her dream of a photo shoot in Marie Claire magazine. The women will participate in challenges that range from modeling for popular British retailers to mastering the catwalk. Britain’s Missing Top Model sets out to challenge the fashion industry's boundaries and redefine society's concept of the ideal woman."

I have had the opportunity to walk on both sides of the fence as far as experiencing life without and now with a disability. I spent the first 19 years of my life as an "able-bodied person", I doubt that term is deemed "politically correct" today so if you feel the need, write a comment and complain :-), I promise to post it. For the past 31 years of my life I have used a wheelchair, so I feel like I have some experience either way.

I plan on continuing to watch the show until the season ends and I will post my views after each episode. Please check it out and send in your comments. Let me know what you think of the show and how it relates to the perception of people with disabilities.

This evening's show had the women interacting with male models who did not have a disability. They had to do an "intimacy" exercise at the start of the episode, that split them into couples, then the couple had to look at each other and gradually end up touching and embracing.

The next task for the women was to do an audition for a short TV commercial, again, with a male model without a disability. The woman had to "act" as if the man was her "lover" and portray that the ice cream she was eating was so good that she wouldn't even share it with someone she loves. It was very interesting to watch the woman who is deaf try to convince the casting person that they should allow her to use signing in the commercial. It ended up that they allowed her to do two different auditions, one with signing and the other with her talking. Her ability to show emotion and expression was incredible when she used signing!

The final task was an intimate photo shoot with a male model. The woman who is a paraplegic ended up with the best scores from the judges, and she was beautiful, BUT, I was disappointed that they had her on a sofa and not in her chair.

Unfortunately, the woman who is deaf ended up being eliminated from the show this week. I am looking forward to next weeks episode.

The show comes on Tuesday evenings. To see the air times in your area, visit BBC America's website.

I look forward to your comments on this subject.

Thanks for reading!

Sharon

Guidelines for Attendant Training

Guidelines for Attendant Training

You will need to teach your newly hired PCA what you need done in terms of your personal

care, and how he or she can best meet your needs. It is helpful to utilize your self- care checklist when training your PCA. The checklist ensures that you have covered all aspects of your care, breaks down each task into manageable steps, and can be used as a written resource for your caregiver in the future. In order to help your personal care assistant better understand your needs, have a frank discussion about your disability and how it relates to what you can and cannot do for yourself. Encourage your PCA to ask questions throughout the training process and clarify any medical or technical terms as you go along.

Each personal care task (for example - bathing) should be broken down into smaller, manageable steps. Give the PCA instruction on each step and explain why it is important to you that each step be done the way you request. Remember that repetition is the key to learning, therefore, it may take your PCA several attempts before he or she performs the task exactly the way you would like. Encourage your PCA to give you feedback and ask questions. Give positive feedback when your caregiver gets the task right and use humor whenever possible.

Your Relationship with Your PCA

Providing a positive work environment is a key factor in keeping your personal care assistant. Good communication is the key to maintaining any relationship - and your relationship with your caregiver is no exception. It is important to keep communication pathways open. If you sense any problems or misunderstandings with your caregiver, get them out in the open by confronting the issue and discussing it as quickly as possible.

In order to facilitate a positive relationship, you must treat your PCA with respect, and be as flexible as possible. Keep in mind that he or she has responsibilities and commitments outside of providing your personal care. Respect his or her privacy and base your relationship on honesty, mutual respect and open communication.

Giving (and receiving) feedback is an important aspect of the relationship between caregiver and employer. When it becomes necessary to give critical feedback, make it as positive and constructive as possible. Although it can be difficult, give the feedback immediately after your PCA performs the task or exhibits the behavior you are criticizing. Give feedback on only one incident at a time, and provide feedback on the person's actions, not the person. Make sure you use the opportunity to help your PCA do the job more effectively rather than launching a personal attack. After giving critical feedback, be sure to clarify how you would like the task performed or the situation handled in the future.

Your style of communication can also be an important factor in maintaining a comfortable working relationship with your caregiver. Utilizing an assertive rather than an aggressive style will foster open communication. An assertive person is open to feedback from others, is direct and gives clear messages. The assertive individual is also honest with him or herself and also with others. Aggressive behavior does not show consideration for the feelings of others and tends to shut down the lines of communication.

Your lifestyle may differ from that of your personal care assistant. You may have differences of opinion over something as minor as which television programs or music you prefer, or over major issues such as smoking, drug and/or alcohol use. Consider your tolerance level for such behavior and make your stand clear. If you do not want someone to smoke in your home, for example, ask your PCA to smoke outside. Do not allow drinking or drug use to interfere with your PCA's ability to meet your needs and perform the job.

In order to provide an optimal working environment for your PCA and foster a positive relationship, there are several things to keep in mind when you interact with your caregiver. You do need to establish your position as employer as soon as possible to ensure that your needs will be met in the manner that you would like. However, keep in mind that the job of providing personal care is not easy, and try not to be too demanding. It is important to be kind and courteous when you ask for assistance. When communicating your needs try putting yourself in your caregiver's place, and think about how you would want someone to talk to you. It is upsetting to be taken for granted, so try to show your appreciation by thanking your PCA.

Being organized will benefit yourself as well as your attendant. Make a list of the tasks you need to have done each day of the week. This makes the best use of the time you have with your caregiver and forces you to anticipate your future needs in terms of daily activities and errands. Think about things like grocery and errand needs - which day you plan on shopping and when. Do you need assistance with your laundry and when does it need to be done? Are you able to do your bowel program in the evening so as to lighten up the morning activities? When you organize your needs and prepare for the week, you communicate respect for your PCA's time, and both of you are likely to get more done with the time you have together.

Unfortunately, it is possible that the person you selected to be your caregiver may not actually be a good match for you or is unable to meet your needs for whatever reason. If this is the case, it is always preferable to part ways on the best possible terms, as you may want to use your PCA as a back-up caregiver in the future (if the circumstances allow). Make sure your PCA returns your housekey and any other personal effects. Get a forwarding address and phone number if possible, in case you need to contact him or her in the future.

Whether your caregiver is terminated or leaves for his or her own reasons, you will once again need to start the process of finding someone to provide your care. It is preferable to start this process while your PCA is still with you. However, this is not always possible, as many times, the caregiver leaves with little or no notice. This is why it is important to have back-up care in place. Hopefully, the knowledge gained through the experience of hiring and managing your first PCA will make the process of finding a replacement caregiver easier.